Human Resources Officer, P-2, 364 days, Global Communication and Advocacy (GCA), NYHQ, Post Number 123980

Contract

This is a P-2 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 2 years of experience, depending on education.

Salary

The salary for this job should be between 108,633 USD and 147,551 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.

For every child, learning

UNICEF is a leading humanitarian and development agency working globally for the rights of every child. Child rights begin with safe shelter, nutrition, protection from disaster and conflict and traverse the life cycle: pre-natal care for healthy births, clean water and sanitation, health care and education. UNICEF has spent nearly 70 years working to improve the lives of children and their families. Working with and for children through adolescence and into adulthood requires a global presence whose goal is to produce results and monitor their effects. UNICEF also lobbies and partners with leaders, thinkers, and policy makers to help all children realize their rights—especially the most disadvantaged.

Job organizational context:

This temporary assignment is established in the Division of Global Communication and Advocacy (GCA) to support the implementation of the recent 2022 PBRs outcomes resulting from the Headquarters Efficiency Initiative (HQEI). More specifically, the Division has over 30 positions to fill by 1 January 2024, and over 50 individuals and teams directly impacted by HQEI who need to be closely guided and supported through this time of change.

In addition, the results of the 2022 Global Staff Survey have brought out insights around HR projects to be prioritized to address the areas of concerns related to Learning and Career Development, as well as in the Culture Change portfolio.

With the creation of this temporary opportunity, the HR team will be able to further enhance its ability to contribute even more adequately to the design and implementation of befitted interventions that will further address the people management needs of the Division.

How can you make a difference?

The HR Officer will report directly to the HR Specialist for close guidance, supervision and capacity building. The incumbent will provide support to the supervisor and colleagues in the unit by executing strategic and tactical HR services through applying knowledge of theoretical HR models, as well as understanding of organizational HR policies and procedures.

More specifically, this temporary post is expected to cover a broad range of HR functions around the employee-life cycle with greater depth in the areas of Recruitment, Learning and Development, Change and Project Management. Potential additional functions not mentioned in the job profile will be made clearer in work plans and/or individual performance plans.

A key focus of the temporary assignment will be to support in overseeing and managing GCA’s recently launched internal efficiency and change management processes that linked to the global HQ Efficiency Initiative and PBR outcomes.

GCA as part HQEI and PBR process has identified a set of measures to improve efficiencies and effectiveness within GCA that will be implemented over the next few months. These changes were initiated after a detailed analysis of GCA functions and capacities by a senior external consultant and subsequent recommendations. At present GCA is in the process of implementing a change management plan through a consultative process that covers several areas that go beyond the adjustments to GCA structure that were proposed to the PBR.

The incumbent will be expected to support the before-mentioned change management process working closely with key internal and external stakeholders, to name a few: the Division and Deputy Directors, sections Chiefs, the Chief of Operations, HR Specialist, Staff Representatives, DHR, ICTD Operations / HR Team, GSSC, etc.

To make a difference, the HR Officer will be responsible for the following key strategic functions, accountabilities and related duties/ tasks:

1. Business Partnering

• Manage the end-to-end 2023 recruitment processes and plan to support the implementation of the HQEI PBR and regular posts vacancies. Partner with hiring managers and provide support as need be. Track progress, monitors KPIs and provide report to the Operations Management Team.
• Partner with internal and external staff to support the implementation of the PBR outcomes in terms of managing the end-to-end tale of recruitment processes or plan.
• Act as GCA focal person with DHR Staff Support Unit, ICTD Operations/HR teams, GSSC, to facilitate the relocation of staff on “lift and shift” basis as well as the newly appointed staff in Valencia.
• Monitor the implementation of Division’s Staff Support Strategy and Plan. Track progress and provide statistics updates. Manage the engagement with the GCA Coach, track progress and provide reports.
• Through research of policies and analysis of data, provide support to the HR Specialist in advising their clients on HR-related needs and developing subsequent plans of action.
• 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.

2. Strategic Human Resources

• Through the HR Specialist, liaise with the Division’s Leadership and Management teams 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.

3. Support to Implementation of assigned Human Resources Services

• Provide support to various or one specific HR occupation (recruitment, career development, data analytics, learning & development, change management, 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

• Support the newly established Learning Committee.
• In collaboration with the newly established learning committee, support the formulation of the annual divisional learning plan taking into account the identified priorities. Support the design and delivery of learning plans for group and individual staff.
• Contribute 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. Specifically, support to skills mapping and gaps analysis
• 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.

To qualify as a champion for every child you will have…

Education:

• A University Degree in human resource management, business management, international relations, psychology or another related field is required.

Experience:

• Two years of professional experience in human resource management in an international organization and/or large corporation is required.
• Fluency in English is required. Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) is an asset.

Skills:

Technical

• Advanced knowledge of the principles and concepts of human resources management.
• Ability to identify issues, conduct rigorous research, and make conclusions and recommendations.
• Strong research, planning and organizational skills.
• Excellent knowledge of information technology systems and tools.
• Proven project management experience
• Strong written and verbal communication skills

Interpersonal and Communication

• Ability to communicate effectively, with tact, 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.

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:

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