Human Resources Manager, P4, Fixed-term, ICTD Digital Core - Valencia, Spain

Contract

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.

Salary

The salary for this job should be between 90,970 USD and 117,287 USD.

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.

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, a connected world

The overarching strategic goal of UNICEF’s Information and Communication Technology Division (ICTD) is to transform and build partnerships with our stakeholders to successfully implement UNICEF programmes globally through innovative technology-enabled solutions.

UNICEF is going through an exciting digital transformation that will influence the work across the organization. We are looking for dynamic, innovative professionals to drive the transformation and play a key role in shaping the way forward.

The Human Resources function reports to the Chief Information Officer (CIO) in delivering HR strategies and HR administration services as needed, while providing advice on best Talent management practices to enhance performance in the ICT function globally. The function is a strategic Business Partner role within the Senior Management team assuring alignment with strategic objectives to deliver results for children.

How can you make a difference?

Under the overall guidance and direction of the Chief Information Officer (CIO) the Human Resources Manager is accountable for the implementation and execution of the talent management strategies for the ICT function. The incumbent will provide authoritative technical guidance to business partners; ensure operational support to clients on all matters pertaining to human resource planning, outreach, recruitment and selection, performance management, career development and succession planning ensuring compliance with UNICEF Human Resources regulations and policies, whilst promoting a strong client-based culture.

As accountable for staff administration and wellbeing, the post holder leads on efficient business processes and innovative approaches to timely and accurate staff administration and support. The HR Manager within their area of responsibility, is accountable for implementing HR services that enhance the capacity of their clients to deliver on their business goals and objectives. In doing so, the incumbent demonstrates the ability to anticipate HR-related needs and develop subsequent plans and solutions that align HR management with business objectives.

Summary of key functions/accountabilities:

Management of Unit

• Support the Director in establishing the annual work plan, setting priorities/targets and performance measurements for the HR Team.
• Monitor work progress and ensure results are achieved according to schedule and performance standards.
• Establish clear individual performance objectives, goals and timelines; and provide timely guidance to enable the team to perform their duties responsibly and efficiently.

Performance Management

• Working closely with the center of expertise and case management unit in DHR, provide support and capacity build staff and supervisors in managing performance in line with UNICEF best practices

Strategic Talent Management

• Proactively collaborate with business units to discuss strategies and approaches to attract, onboard, retain, transition and develop talent within ICTD.
• Proactively identify staffing gaps within ICTD and develop workforce plans and outreach strategies in advance to minimize vacancy gaps and to ensure diverse talent in place on time.
• Actively engage in global talent management of ICT function; review and advocate for internal mobility within ICTD and the global ICT community to support career development and succession planning.
• Provide authoritative technical support in guiding clients through the recruitment process, ensuring compliance with the UNICEF staff selection policy.

Technical HR Leadership

• Provide technical leadership in one or more HR specialty areas with responsibility for reviewing the work of other Professional and General Service staff for compliance with principles and concepts, policies, regulations and rules as well as for soundness of judgement and conclusions.
• Develop, implement and monitor the interpretation and application of new human resources policies, practices and procedures in area of specialization to meet the evolving needs of the organization including formulating the position of the organization on policies in area of HR specialization and determining the appropriate application of rules and regulations to highly sensitive or contentious individual cases having implications for other HR systems and UNICEF as a whole.

Business Partnering

• Serve as the single point of contact for his/her client portfolio on advice pertaining to all aspects of the employment life cycle.
• Work with clients to help fulfill their goals through advising on how to attract, retain and motivate staff of the highest caliber.
• Provide accurate and timely advice to clients on HR processes and policies, ensuring the highest level of client-orientation.
• Proactively advise clients on the resolution of human resources issues ensuring equitable and transparent solutions that protects both the staff and organizations interests in accordance with policies, regulations and procedures. · Promote the organizational goals and targets for gender equity and cultural diversity.

Strategic Human Resources

• Liaise with the HQ Divisions, regional and country offices to support and contribute to corporate HR strategy formulation and global implementation. Provide feedback and make recommendations on the establishment and improvement of HR systems, policies and processes.
• Keep abreast, research, benchmark, and implement best and cutting edge practices in HR management and contribute to the development of global policies, procedures and introduce innovation through sharing of best practices and knowledge learned.
• Responsible for strategic human resources forecasting for his/her clients including identifying future human resource requirements in terms of numbers, types and levels of staff, and identifying emerging trends in profile requirements.
• Helps design optimal organizational, staffing structures and levels, and, in consultation with senior management develops standards and benchmarks staffing norms.

Implementation of assigned Human Resources Services

• Provide support to various or one specific HR occupation (recruitment, job classification, career development, performance management, data analytics, learning & development etc.) to help their supervisors in implementing efficient client services that help either attract, retain and/or motivate staff of the highest caliber.
• When assigned casework in the relevant area on either a routine or non-routine basis, analyze and synthesize issues and problems, and interpret established, formal guidelines to address and recommend solutions or further actions required.

Learning and Capacity Development

• In collaboration with business owners, design and deliver learning plans for staff to enhance their knowledge and build skills in new areas.
• Contributes to the mapping of competencies for all staff in assigned client portfolio, assisting in the development of a comprehensive framework in support of the development of the talent pipeline.
• Recommend efficient and cost-effective learning products which strengthen staff capacity to contribute effectively to business goals.
• Participate as a resource person in capacity building initiatives to enhance the competencies of clients/stakeholders.
• Provide orientation briefings to new staff.
• Provide day-to-day performance and talent management guidance to line management (e.g., coaching, counseling, career development, career conversations, and disciplinary actions)

HR Data Analytics

• Interpret and analyze HR data to help inform strategic decision making on HR processes and strategies.
• Develop data collection systems to optimize data quality.
• Coordinate with country offices and partners to provide assistance in their HR information management.

Foster sense of belonging in ICTD and the equivalent within the ICT function

• Facilitate HR dialogue series on topics of interest to staff in general.
• Organize initiatives that facilitate the integration of all staff including staff in out-posted teams in New York and Nairobi.
• Facilitate the integration of out-posted staff from other Divisions based in Valencia
• Work collaboratively with the Spain Staff Association.

Staff Well-being/ Mental Health

• Strengthen the capacity of managers to be important partners in supporting the mental health of employees, to prevent burnout as well as protect and support employees experiencing it.
• Oversee the scope of work of the assigned Staff Counsellor to ICTD and collaborate with Peer Support Volunteers.

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

• An advanced university degree (Master’s or higher) in human resource management, business management, international relations, psychology or another related field.
• A minimum of 8 years of relevant professional experience in human resource management in an international organization and/or large corporation
• Experience in Talent Management of ICT and Engineering professionals is an asset.
• Developing country work experience and/or familiarity with emergency is considered 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: UNICEF Values

UNICEF competencies required for this post are…

(1) Builds and maintains partnerships (2) Demonstrates self-awareness and ethical awareness (3) Drive to achieve results for impact (4) Innovates and embraces change (5) Manages ambiguity and complexity (6) Thinks and acts strategically (7) Works collaboratively with others (8) Nurtures, leads and manages people.

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.

Remarks:

UNICEF’s active commitment towards diversity and inclusion is critical to deliver the best results for children. For this position, eligible and suitable women are encouraged to apply.

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

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). Should you be selected for a position with UNICEF, you either must be inoculated as required or receive a medical exemption from the relevant department of the UN. Otherwise, the selection will be cancelled.

All selected candidates will 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.

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.

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