Human Resources Specialist, P-3, Polio Eradication Programme, New York, USA

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.

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 HR Business Partner will support the P4 HR Business Partner in carrying out his/her duties as the lead HR Business Partner for UNICEF Polio Eradication NYHQ team as their main business partner and contribute to the polio HR transition planning for polio staff in countries and Regional Offices.

In operating in the above contexts, the HR Business Partner supports UNICEF Polio Eradication NYHQ team on all human resources matters to help enhance their capacity in delivering their business goals and objectives In doing so, the incumbent demonstrates the ability to anticipate HR-related needs and develop subsequent plans of action that align HR management with business objectives. As part of their role, the HRBP maintains an effective level of business literacy about the client’s short and long-term objectives, challenges and general working culture.

How can you make a difference?

The summary of key functions/accountabilities are:

1) Strategic Business Partnering

• Proactively collaborate with Polio Team in New York, Geneva and across UNICEF to help fulfill their business goals through anticipating HR-related needs and presenting subsequent plans of action.
• 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.
• Proactively advise clients on the resolution of human resources issues ensuring equitable and transparent solutions that protects both the staff and organization’s interests.

2) Act as change agent

• Liaise with the HQ Divisions, regional and country offices to support and contribute to corporate HR strategy formulation and global implementation.
• 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.
• Consult with HR management on communicating to Polio management and staff current and planned changes in HR strategy, policies, regulations and rules.
• Support senior business partners in explaining the scope and ramifications of proposed HR initiatives, promoting understanding of their purpose and functional advantages.
• Promote the organizational goals and targets for gender equity and cultural diversity.

c) Relationship Management

• Maintain and enhance relationships with DHR 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.
• Attend HR networking events – both within the UN system and the private sector.

d) 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 Polio Team, 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.

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

• Education: An Advanced University Degree in human resource management, business management, international relations, psychology or other related social science field is required.
• Experience: Five years of increasingly responsible professional experience in human resource management including two years of in an international organization and/or large corporation is required
• Language Requirements: Fluency in English is required. Knowledge of another official UN language is an asset.

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: https://uni.cf/UNICEFValues

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 other

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.

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 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.