Human Resources Officer, NO-1, Beijing, China #126662 (open to Chinese nationals only)

Contract

This is a NO-1 contract. This kind of contract is known as National Professional Officers. It is normally only for nationals. It's a staff contract. More about NO-1 contracts.

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, care

The UNICEF China Operations Section provides IT, finance, supply, administration and human resources services in support of the programme in China. The HR team is responsible for staffing, capacity development, and personnel administration across all programmes in the office that currently employs a total of 115 staff and is expected to grow to around 130 within the new year. In addition, the office works with a large number of consultants, UN Volunteers, and interns who support the programme under various contractual arrangements. HR team is committed to support a high performing team, by nurturing and investing in its personnel, with the aim to achieve quality results for children in China and beyond.

How can you make a difference?

The HR Officer reports to the HR Manager for close guidance, training and supervision. The Officer provides support to the supervisor and colleagues in the unit by executing HR services through applying knowledge of theoretical HR models, as well as understanding of organizational HR policies and procedures.

Summary of key functions/accountabilities:

1. Business Partnering

• Through research of policies and analysis of data, provide support to the HR Business Partner in advising their clients on HR-related needs and developing subsequent plans of action.

• Under the supervisor’s guidance, provide accurate and timely advice to clients on HR processes and policies, ensuring the highest level of client-orientation.

• Support supervisor in proactively advising clients on the resolution of human resources issues by recommending equitable and transparent solutions that protects both the staff and organization’s interests in accordance with policies, regulations and procedures.

• Research and compile data that conveys organizational progress towards gender equity and cultural diversity.

2. Strategic Human Resources

• Help supervisor liaise with the HQ Divisions, regional and country offices to support and contribute to corporate HR strategy formulation and global implementation. • Research and provide data which helps inform the improvement of HR systems, policies and processes. • Keep abreast and research 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.

3. Support to 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.

4. Learning and Capacity Development

• In collaboration with business owners, support the design and delivery of learning plans for staff.

• Contributes to the mapping of competencies for all staff included in the assigned client portfolio, assisting in the development of a comprehensive framework in support of the development of the talent pipeline.

• Research on efficient and cost-effective learning products which enable staff to develop their skills and competencies.

• Participate as a resource person in capacity building initiatives to enhance the competencies of clients/stakeholders.

• Provide orientation briefing to new staff.

5. HR Data Analytics

• Collect, interpret and analyze HR data to help inform decision making on HR processes and strategies.

• Support the development and implementation of data collection systems to optimize data quality.

• Coordinate with country offices and partners to provide assistance in their HR information management.

Impact of results

Through research, analysis and interpretation of policy, carried out under very close supervision, the incumbent strengthens the supervisor’s capacity in effectively and efficiently executing all human resource services and tasks.

The impact is thus centered on providing through and accurate analysis of individual cases and processes. While the type of analysis and decision-making varies among the different HRM specialties, typical examples include:

• Researching a body of rules, regulations and precedents to determine eligibility for entitlements or benefits

• Helping the supervisor determine qualification requirements for vacant posts

• Comparing the qualifications of several candidates with those of the post

• Classifying unique job descriptions by application of promulgated classification standards.

• Helping determine the action needed in order to improve staff skills through the identification of individual and organizational training needs

• Researching the most appropriate methods of training to meet these needs or analyzing work to determine the relative worth of jobs

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

• A University Degree in human resource management, business management, international relations, psychology or another related field is required.
• A minimum of 1 year of professional experience in human resource management in an international organization and/or large corporation is required.
• Developing country work experience and/or familiarity with emergency is considered an asset.
• Fluency in English and Chinese is required. Knowledge of another official UN language is considered as 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.

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 candidates with disabilities are encouraged to apply.

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.