Human Resources Manager, P-4, FT, Copenhagen, Denmark

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UNICEF - United Nations Children's Fund

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Application deadline 5 days ago: Sunday 26 Nov 2023 at 22:55 UTC

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This is a P-4 contract. This kind of contract is known as Professional and Director staff. It is normally internationally recruited only. It's a staff contract. It usually requires 7 years of experience, depending on education.


The salary for this job should be between 162,563 USD and 209,592 USD.

Salary for a P-4 contract in Copenhagen

The international rate of 90,970 USD, with an additional 78.7% (post adjustment) at this the location, applies. Please note that depending on the location, a higher post adjustment might still result in a lower purchasing power.

Please keep in mind that the salary displayed here is an estimation by UN Talent based on the location and the type of contract. It may vary depending on the organization. The recruiter should be able to inform you about the exact salary range. In case the job description contains another salary information, please refer to this one.

More about P-4 contracts and their salaries.

UNICEF works in some of the world’s toughest places, to reach the world’s most disadvantaged children. To save their lives. To defend their rights. To help them fulfill their potential.

Across 190 countries and territories, we work for every child, everywhere, every day, to build a better world for everyone.

And we never give up.

For every child, an Education

The fundamental mission of UNICEF is to promote the rights of every child, everywhere, in everything the organization does — in programs, in advocacy and in operations. The equity strategy, emphasizing the most disadvantaged and excluded children and families, translates this commitment to children’s rights into action. For UNICEF, equity means that all children have an opportunity to survive, develop and reach their full potential, without discrimination, bias or favoritism. To the degree that any child has an unequal chance in life — in its social, political, economic, civic and cultural dimensions — her or his rights are violated. There is growing evidence that investing in the health, education and protection of a society’s most disadvantaged citizens — addressing inequity — not only will give all children the opportunity to fulfill their potential but also will lead to sustained growth and stability of countries. This is why the focus on equity is so vital. It accelerates progress towards realizing the human rights of all children, which is the universal mandate of UNICEF, as outlined by the Convention on the Rights of the Child, while also supporting the equitable development of nations.

Strategic office context:

Engaging a highly dynamic and skilled workforce that is driving some of the most cutting-edge work in the sector, the Supply Division’s People strategy aims to create an enabling environment that nurtures talents, fosters growth and promotes excellence in vision and action to deliver results for Children around the world. The HR Centre at Supply Division is a strong Business Partner in this endeavor and works towards providing a robust HR Framework that aligns with the People Strategy.

The position leads the People, Performance & Culture Unit responsible for overseeing Human Resources Planning, Performance Management, Organization Culture and Data & Analytics portfolio for Supply Division.

How can you make a difference?

Under the guidance of the Chief HRC, the incumbent serves as the primary focal point for UNICEF staff in Performance Management, Succession Planning, Organizational Management and HR Analytics. The incumbent is part of the Supply Division’s HR team which supports the Culture Change Initiative and other new HR Reform initiatives of UNICEF. This position leads the People, Performance and Culture unit in HRC.

You will be accountable for:

Organizational Management

  • Supports strategic Workforce Planning and organizational design.
  • Undertakes periodic staffing needs reviews and provides relevant analysis to guide staffing structures and plans
  • Serves as HR Technical referent in Division’s development of OMP and PBRs as well as Staffing Budget Reviews.
  • Leads development of staff support plans and supports in elaboration of change management and transition strategies.

Strategic Business Partnership

  • Serves as HRBP for outposted centres/offices for Supply Division. Ensures end-to end HR support. Acts as Liaison with host divisions/agencies contact point for SD and enables coordination and operationalization of local and global HR support.
  • Undertakes projects with other centres in SD

Performance Management

  • Aligned with the HR reforms, in that its work will be innovative and client-focused.
  • Promote an effective performance management culture
  • Supportive of cultural and behavioral changes needed in the Organization in the context of decentralized recruitment and a strategic HR partnership approach.
  • An advisory role in the talent management framework.

HR Improvement Initiatives

  • In close coordination with the Chief, HRC, ensure HR policies and procedures are applied consistently and transparently across SD
  • HR Opportunities and implications are fully considered in organizational and divisional improvement and change initiatives
  • Managing staff Well Being initiatives
  • Promoting and accelerating a learning culture across the division including the Supply Community

Succession management

  • In close collaboration with HRBPs develops and implements capacity building efforts to support leadership succession plans at Divisional level;
  • Analyses data on high potential in support of succession management.

HR analytics

  • Monitor and review KPIs related to the Centre, including bottleneck assessments and addressing data gaps/inconsistencies
  • Oversees design, development and maintenance of relevant HR Dashboards. Project manages data and digitalization initiatives .

To qualify as an advocate for every child you will have…


  • An advanced university degree in Human Resource Management, Business Administration, Public Administration, Social Sciences, or any other related field(s).

    Professional certification or additional training in relevant areas is desirable.

Work Experience

  • A minimum of eight years of professional work experience in learning and development of senior executives in a professional capacity in a global / international organization is required. Prior experience in executive coaching is desirable.

    Experience and skills in needs assessment; curriculum design and organizational development and behavior is required. Understanding of UNICEF works and challenges in the field / country office is required and its impact on learning. Strong skills in facilitation is required.

    Proven ability to develop training/learning curricula for adult learners will be an advantage. Demonstrable understanding of how adults acquire and use knowledge, skills and abilities; and of individual and cultural differences in learning.

    Experience in change management and in developing and sourcing learning programmes for HR is an asset.

    Knowledge of group and organizational psychology, instructional design and curriculum development would be an asset.


Fluency in English is required. Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) is an asset.

For every Child, you demonstrate…

UNICEF’s Core Values of Care, Respect, Integrity, Trust and Accountability and Sustainability (CRITAS) underpin everything we do and how we do it. Get acquainted with Our Values Charter:

The core competencies required for this post are:

  • Nurtures, Leads and Manages People (2)
  • Demonstrates Self Awareness and Ethical Awareness (2)
  • Works Collaboratively with others (2)
  • Builds and Maintains Partnerships (2)
  • Innovates and Embraces Change (2)
  • Thinks and Acts Strategically (2)
  • Drive to achieve impactful results (2)
  • Manages ambiguity and complexity (2)

Functional Competencies:


  • The ability to allocate appropriate time and resources for successful achievement of goals, and foresee risks and allow for contingencies when planning. Ability to implement clear goals that are consistent with agreed strategies, identify priority activities and assignments, adjust priorities as required.


  • Experience and ability to help design and implement targeted and innovative human resources strategies to address clients’ people-related needs. Ability to help design and implement innovative HR programs within a fast paced, evolving, and wide organizational setting. Technical Authoritative technical knowledge of the principles and concepts of human resources management. Capacity to adapt policies, approaches and models to meet emerging needs. Ability to identify and analyze systemic issues, formulate opinions and make conclusions and recommendations to resolve same. Excellent knowledge of organizational and HR information technology systems and tools.
  • Interpersonal and Communication Demonstrated ability to communicate effectively in a diverse organization tailoring language, tone, style and format to match audience. Ability to empathize with client managers, supervisors and staff while advocating for consistent and equitable applications of promulgated HR regulations and rules.

During the recruitment process, we test candidates following the competency framework. Familiarize yourself with our competency framework and its different levels: competency framework here.

UNICEF is here to serve the world’s most disadvantaged children and our global workforce must reflect the diversity of those children. The UNICEF family is committed to include everyone, irrespective of their race/ethnicity, age, disability, gender identity, sexual orientation, religion, nationality, socio-economic background, or any other personal characteristic.

We offer a wide range of benefits to our staff, including paid parental leave, breastfeeding breaks and reasonable accommodation for persons with disabilities. UNICEF strongly encourages the use of flexible working arrangements. UNICEF has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UNICEF, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. UNICEF is committed to promote the protection and safeguarding of all children. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles. Background checks will include the verification of academic credential(s) and employment history. Selected candidates may be required to provide additional information to conduct a background check.


UNICEF only considers higher educational qualifications obtained from an institution accredited/recognized in the World Higher Education Database (WHED), a list updated by the International Association of Universities (IAU) / United Nations Educational, Scientific and Cultural Organization (UNESCO). The list can be accessed at:

UNICEF appointments are subject to medical clearance. Issuance of a visa by the host country of the duty station, which will be facilitated by UNICEF, is required for IP positions. Appointments are also subject to inoculation (vaccination) requirements, including against SARS-CoV-2 (Covid). Government employees that are considered for employment with UNICEF are normally required to resign from their government before taking up an assignment with UNICEF. UNICEF reserves the right to withdraw an offer of appointment, without compensation, if a visa or medical clearance is not obtained, or necessary inoculation requirements are not met, within a reasonable period for any reason.

Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service.

Only shortlisted candidates will be contacted and advance to the next stage of the selection process.

Added 25 days ago - Updated 5 days ago - Source: