Human Resources Specialist, P-3, LACRO, Panama, Panama City

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 108,838 USD and 142,515 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.

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

How can you make a difference?

Under the supervision of the Regional Chief of Human Resources, the incumbent will manage HR activities including: recruitment, selection and placement; policy implementation and HR administration; Capacity building and career development; strategic HR planning and management; Staff and management relations; and Emergency & staff security.

Key Accountabilities and Duties & Tasks

1. Recruitment, Selection and Placement

• Support, implement and administer the effective and timely recruitment processes in the hiring, developing and retaining the best talents available to support the strategic human resources needs of the Office and the organization.
• Work to establish a targeted approach to recruit specialized talent, to fill posts requiring specialized expertise, at the global, regional or local level.
• Establish and implement results-oriented action plans and sound budgets to coordinate targeted recruitment efforts with identified need at UNICEF in the short, intermediate and long term.

2. Policy Implementation and HR Administration

• Establish and maintain equity, transparency and consistency in the interpretation, determination, implementation and administration of HR policy, procedures and guidelines on all HR related matters applicable to the staff.
• Ensure timely, equitable, transparent and systematic administration of all HR benefits, entitlements, contracts renewal and termination, performance management, promotions and other HR activities.
• In close coordination with DHR, implement and administer the equitable, transparent and efficient GS job classification system in compliance with the established job classification policy, guidelines, procedures and related requirements.

3. Capacity Building and Career Development

• Opportunities to develop and support capacity among country HR staff, other colleagues and other relevant partners are regularly identified and addressed as appropriate.
• In coordination with the relevant partners, the Regional HR Development Committee and DHR, implement timely and effective staff learning and development programmes and briefing on career management to all staff in the Office in order to strengthen their capacity building and advance career development planning.
• Determines training and learning needs in consultation with organization units at HQ and in the field in order to identify organizational competency gaps and gender imbalances. Plans and arranges regional operations workshops/learning programmes for organizational competency building. Advises on staff learning/development, career development, coaching and counselling in operations area that is gender-sensitive.

4. Strategic HR Planning and Management

• Provide ongoing guidance, interpretation and technical support to management of the Country Offices in the area of HR management. Provide accurate and sound technical analysis to the management and HR planning process in the office as it relates to budget planning, staffing, organization design, and change management.
• Liaise with the HQ Divisions to support and contribute to corporate HR strategy formulation and local implementation; advise on the applicability of new strategy and guidelines to Country Office HR plans and activities.
• Participate in or support Country Programme Strategy Review and Regional Management Team meetings to identify new trends, priorities and requirements.

5. Management Excellence in the Office

• Promote management excellence in the Office by ensuring accountability in HR and by demonstrating a high level of skills in the management of staff resources, including staff selection, staff counselling, systematic and equitable performance management, and staff development and learning activities.
• Effectively manage the human and financial resources (budget planning, management and monitoring) of the Office and ensure both are optimally utilized.
• Monitor compliance with all systems and procedures and ensure management integrity and accountability with high quality standards in all activities in HR; ensure the implementation of agreed audit recommendations; advise on corrective measures to be taken and establish relevant internal controls.

6. Staff and Management Relationship Management

• Monitor staff/management issues and support/advise management and staff as appropriate to improve the relations and resolve the issues. Provide administrative support to the staff-management bodies in the capacity of HR focal point in the Office.

7. Inter-agency Cooperation, Networking and Partnerships

• Ensure active coordination of HR initiatives with other agencies. Maintain effective and steady communication or working relations with UN agencies to seek harmonization. Support common strategies and approaches for enhancement of the HR reform within the UN Common System.
• Collaborate with UN/UNICEF HR colleagues in the Region, cooperate with partners in the locality, including Government and NGOs to identify and explore the "best practices" in HR area. Participate in the inter-agency coordination, conferences and other forums to improve HR planning, implementation, staff learning and development, recruitment, etc.

8. Emergency and Staff Security

• In coordination with management and the staff, plan and ensure effective emergency preparedness and rapid responses in case of emergency.
• Properly and promptly investigate and respond to emergencies affecting staff, including immediate actions, and if necessary, coordination with UN agencies and other parties concerned, in accordance with the UN and UNICEF emergency and security policy and guidelines.

9. Emergency Preparedness and Response

• Assists in monitoring and assessing the emergency preparedness plan, including its validity for the current crisis, i.e., the security situation and immediate actions needed, the ability of the Office to function, the funds that have been reallocated from existing sources, etc.

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

• An advanced university degree (Master’s or higher) in Human Resources, Business Administration, International Relations, Social Sciences, Psychology or related areas.
• A minimum of 5 years of relevant professional experience in Human Resources Management.
• Developing country work experience and/or familiarity with emergency operations and staff security is considered an asset.
• Fluency in English and proficiency in Spanish is required.

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 women 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.