Human Resources Specialist, P-3, Human Resources Business Partnering Team, DHR, New York, (Temp Appointment, 364 days), REQ

Contract

This is a P-3 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 5 years of experience, depending on education.

Salary

The salary for this job should be between 140,639 USD and 184,155 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.

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 171,387 USD and 220,969 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.

THIS IS A NEW YORK-BASED FUNCTION, NOT OPEN FOR REMOTE WORK, THE INCUMBENT HAS TO REPORT TO THE DUTY STATION.

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 fulfil their potential.

Across 190 countries and territories, we work for every child, every day, to build a better world for everyone.

And we never give up.

For every child, hope and care

HR specialists at the P3/NOC level are considered as seasoned professionals that are generally either responsible for executing a particular HR service or alternatively, responsible for supporting an assigned client on a broad range of HR services. Such responsibility is expected to be carried out independently, with the primary focus of the managerial oversight on the position being to ensure that results are delivered in accordance with the vision set forward by the leadership of the division. As a result, staff on these positions require an in-depth understanding of at least one HR function and how it relates to supporting the organization’s business objectives.

How can you make a difference?

The HR Specialist, within their area of responsibility, is accountable for implementing HR services to Division of HR in NYHQs enhancing the capacity of its 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:

Strategic Business Partnering

• Serve as the single point of contact for DHR’s portfolio on advice pertaining to all aspects of the employment life cycle.
• Proactively collaborate with clients to help fulfill their business goals by anticipating HR-related needs and presenting subsequent action plans.
• When assigned casework in the relevant area on either a routine or non-routine basis, analyze issues and interpret established HR guidelines to recommend solutions and further actions required.
• Collaborate effectively with other DHR sections and centers of expertise to provide coherent solutions for clients.

Strategic Human Resources

• Liaise with other HQ Divisions and regional offices as needed 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.
• Interpret and analyze HR data to help inform strategic decision making on HR processes and strategies.
• Support senior business partners in promoting HR initiatives that support organizational culture change, improved results and staff development.
• Proactively advise clients on the resolution of human resources issues ensuring equitable and transparent solutions that protects both the staff and organization’s interests

Relationship management

• Provide support to DHR as the main client including the relocation of DHR from NY to another location.
• 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.
• Maintain and enhance relationships with centers of expertise, the global shared services center and global staff association.
• Collaborate with sister-agencies on best HR practices within the UN or other affiliated organizations.

Employee Championing

• In collaboration with business owners, help design and deliver learning solutions for staff to enhance their knowledge and build skills in new areas.
• Contribute 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 achieving business goals.
• Provide day-to-day performance and talent management guidance to line management (e.g., coaching, counseling, career development, and disciplinary actions).
• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.

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.

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

• An Advanced University Degree in human resource management, business management, international relations, psychology or another related field is required.
• Five years of increasingly responsible professional experience in human resource management in an international organization and/or large corporation is required.
• Experience and ability to implement targeted and innovative human resources strategies to address clients’ people-related needs.
• Ability to implement innovative HR programs within a fast paced, evolving, and wide organizational setting.
• In-depth technical knowledge of the principles and concepts of human resources management.
• Ability to identify and analyze systemic issues, formulate opinions and make conclusions and recommendations to resolve same.
• Excellent knowledge of organizational and HR information technology systems and tools.
• Demonstrated ability to communicate effectively 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.
• 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) 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...

Nurtures, Leads and Manages People (1)

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, nationality, 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 will be contacted and advance to the next stage of the selection process.

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 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.