Human Resources Officer (NO-2), Fixed Term, Policy, Employee Relations, Compensation and Social Benefits Team (PERCS), DHR, Budapest, Hungary, (REQ#551701)- OPEN FOR NATIONALS OF HUNGARY ON

Contract

This is a NO-2 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-2 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, support

The Policy, Employee Relations, Compensation and Social Benefits section (PERCS) in DHR is comprised of three pillars, under the supervision of the Chief, Policy, Employee Relations, Compensation and Social Benefits. The Compensation and Social Benefits team provides support, including operational and guidance on UNICEF's human resources policies and procedures concerning medical entitlements/benefits, social security and compensation schemes, including medical evacuations, pension, medical insurances, disability, sick leave, special needs allowances and local salaries.

The Policy pillar focuses on formulating, updating, interpreting and communicating UNICEF's HR policies and procedures. In particular, the pillar is responsible for drafting UNICEF'S HR policies and procedures to support the Organization's goals and strategies, while ensuring consistency with decisions of the UN General Assembly, the International Civil Service Commission, CEB, HLCM, HR Network as well as other inter-agency fora. The Policy pillar formulates new policies and procedures, in close collaboration with various stakeholders, including the management, staff representatives, GSSC, and the OneHR community of HR practitioners and reviews/revises existing policies for continued effectiveness, applicability and consistency with United Nations staff regulations and rules. The Policy pillar also provides interpretation and guidance on UNICEF policies and practices, on a daily basis to staff globally, and advises senior managers on HR related issues. The pillar also supports the Chief in performing as the UNICEF focal point for the Office of the Ombudsman for the Funds and Programmes, the Ethics Office, the Office of Internal Investigations and for the Administrative Law Unit in the Office of the Executive Director.

The Social Benefits pillar focuses on ensuring coordination between DHR, New York and UNICEF’s Global Shared Services Centre (GSSC), and between DHR and the UN common services that are ‘serving’ UNICEF, such as the Division of Healthcare Management and Occupational Safety and Health (UN DHMOSH), the Advisory Board on Compensation Claims (ABCC), the Headquarters Life and Insurance Committee, the Pension Fund and the Headquarters Salary Steering Committee, and on managing the Medical Insurance Plan (self-funded insurance plan for locally recruited staff members), UNICEF’s medical evacuation programme/policy and on the various insurance provisions for non-staff personnel. In essence, the pillar deals with a broad range of policy and operational matters, advising (in individual cases) and providing information on medical entitlements (including, complex sick leave cases, applications for disability and compensation for malicious acts and service-incurred injuries, medevacs and medical insurances etc.) as well as pensions, life insurance, special needs allowances and local salary surveys. The pillar also supports the Chief in performing as the UNICEF focal point for all Occupational Health and Safety (OSH) matters as well as serving as an ad-hoc member of various inter-agency committees, including, the Local Salary Surveys Committee, the Health & Life Insurance Committee and the Working Group on the Covid medical evacuation mechanism.

The Human Resources Officer, at the NO-B level, supports the Social Benefits pillar by providing administrative, procedural and operational assistance to the efficient implementation of a broad range of Human Resources functions. The incumbent is expected to perform the duties of the job with minimal supervision. The supervisor will periodically review work while it is in progress or upon completion. The incumbent is expected to formulate and recommend improvements to work processes and to exercise judgement in establishing work priorities.

How can you make a difference?

Under close supervision of the Human Resources Manager, the Human Resources Officer provides support in the management of a full range of Human Resources activities in accordance with the UN Staff Regulations and Rules and UNICEF’s policies and procedures. These activities relate to coordination with different UN entities, including, the UN Health & Life Insurance Section (HLIS), DHMOSH, the UNJSPF (Pension Fund) and other entities.

Summary of key functions/accountabilities:

1. Prepare advice (policy and operational), memos and other correspondence on Social Benefits medical entitlements including, for special education grant, special dependency allowance, in memoriam and condolence messages, life insurance claims, exceptional requests before the HLIS, claims before the ABCC and MAIP (Malicious Acts Insurance), revise relevant policies on matters related to the Social Security pillar, as required.
2. Liaise with GSSC on systemic and operational matters with respect to the development and implementation of HR policies as well as on simplification of business practices especially in the medical entitlements area. In particular, work closely with the HR/GSSC colleagues in order to resolve operational and as appropriate, policy-issues related to the Medical Insurance Plan, the WorldWide Plan and other insurances.
3. Liaise with UN and other agency partners in reaching solutions to policy and operational issues arising under medical entitlements/benefits including for difficult sick leave cases, disability etc.
4. Serve as local HR focal point responsible for ensuring regular payments (ABCC, any COLA (cost of living adjustments) related issues) and reporting (annual, quarterly) requirements are met timely.
5. When required, verify internal records for a disciplinary check.
6. Update the Social Benefits Sharepoint website by contributing to the development of new informational material, newsletters and participation in webinars.
7. Perform other duties and responsibilities, as needed.

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. Knowledge of UNICEF Human Resources procedures an asset.
• Two years of professional experience in human resource management in an international organization and/or large corporation is required. Preferably experience in HR benefits and entitlements. Demonstrated experience in HR services. Experience in the UN system is an asset.
• Excellent communication and interpersonal skills.
• Discretion, diplomacy, and tact - essential.
• Courtesy and initiative - necessary.
• Strong analytical, organizational and drafting skills, with the ability to work independently and exercise good judgement.
• Very good knowledge of UN/UNICEF Staff Regulations and Rules, as well as entitlements, policies, and procedures.
• Fluency in English is required. Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) or a local language is an asset.

For every Child, you demonstrate...

UNICEF's values of Care, Respect, Integrity, Trust, and Accountability (CRITA).

The UNICEF competencies required for this post are...

• 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)

To view our competency framework, please visit here.

UNICEF is committed to diversity and inclusion within its workforce, and encourages all candidates, irrespective of gender, religious and ethnic backgrounds, including persons living with disabilities, to apply to become a part of the organization.

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 also adheres to strict child safeguarding principles. All selected candidates will be expected to adhere to these standards and principles and will therefore undergo rigorous reference and background checks. 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:

Only shortlisted candidates with pre-screening according to child safeguarding will be contacted and advance to the next stage of the selection process.

UNICEF is committed to promote the protection and safeguarding of all children.

All selected candidates will be expected to adhere to these standards and principles and will therefore undergo rigorous reference and background checks.

UNICEF appointments are subject to medical clearance. Appointments may also be 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.