Human Resources Officer (NO-1), Mexico City, Mexico

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UNICEF - United Nations Children's Fund

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Application deadline 1 year ago: Wednesday 22 Mar 2023 at 05:55 UTC

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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, hope

The Mexico Office supports the country deal with the migration crisis and implement actions to improve the lives of the children in Mexico in the areas of education, nutrition, social policy, child protection besides other transversal activities.

The office is rapidly growing, and we are in the process of building the structure that we need to increase our reach in the country and improve the services we deliver.

The Human resources unit is part of the Operations section, composed of an HR Specialist (P-3), an HR assistant (GS-5) and two UNVs HR National Specialists to timely provide quality HR Business Partner services to the needs of all sections in the office.

We are looking for a NO-1 HR Officer to complement the unit, where new ideas and innovations are welcome but also is an opportunity exposure/work experience in a highly relevant office with a growing portfolio and strong relevance in the region of Latin America and the Caribbean.

The NO-1 HR Officer will be expected to act independently in the coordination of HR services and activities related to talent acquisition, onboarding, contract management, offboarding.

The HR Officer reports to the HR Specialist for 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.

How can you make a difference?

  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.
  1. 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.
  1. 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.
  1. Talent Acquisition (Recruitment and Selection)
  • Coordinate meetings with the Hiring Managers to better plan the recruitment processes
  • Monitor the recruitment plan, ensuring we are on track with our Service Level Agreements (SLAs) and Key Performance Indicators (KPIs)
  • Provide advisory services and solutions to issues that come up during the processes
  • Review recruitment processes and practices to suggest improvements
  • Ensure that our processes are transparent and competitive
  • Conduct Quality Assurance reviews
  • Support the creation of a capacity enhancement training programme for Hiring Managers
  • Lead the recruitment processes for National Officer positions, and for International Professionals (if needed).
  1. Contract Management
  • Ensure timely action within the team related to extensions, separations, and notices
  • Ensure the information on staff and non-staff is up to date
  1. Performance Management
  • Support the facilitation of performance management sessions to support year-end appraisal
  • Monitor the timely completion of year-end appraisal
  • Support the staff on related issues or questions
  1. Onboarding
  • Identify areas of improvement in the onboarding process
  • Draft onboarding guidelines for personnel
  • Create a monitoring system for local onboarding to ensure personnel is properly received
  1. 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.
  1. 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.

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.

One year of professional experience in human resources in an international organization and/or large corporation is required.

Supervisory experience will be considered an asset.

Fluency in Spanish is required. A proficient level of English (advanced English) is required.

Knowledge of another official UN language or local language of the duty station is considered as an asset.

Skills:

Technical

Basic knowledge of the principles and concepts of human resources management.

Ability to identify issues, and make conclusions and recommendations.

Strong research, planning and organizational skills.

Excellent knowledge of information technology systems and tools.

Ability to analyze detailed information and propose solutions.

Interpersonal and Communication

Ability to communicate effectively and creatively in a diverse organization tailoring language, tone, style, and format to match the audience.

Ability to empathize with client managers, supervisors, and staff while advocating for consistent and equitable applications of promulgated HR regulations and rules.

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. 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.

Remarks:

Candidates must be citizen of Mexico to be considered eligible for this post.

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

Added 1 year ago - Updated 1 year ago - Source: unicef.org