Human Resources Specialist (Performance Management & Recognition), P3, Fixed Term, DHR, Istanbul, Turkiye

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 108,316 USD and 141,831 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, Results!

How can you make a difference?

Managing performance is at the heart of getting the best from people and achieving results for UNICEF. In its role as a global Center of Expertise (CoE), Performance Management (PM) section is tasked with promoting a high-performance culture and providing managers and leaders with innovative tools and resources required to strengthen accountability and integrity.

In line with the 2022-2025 UNICEF People Strategy and as integral component of UNICEF’s talent management framework, the PM CoE will focus on leading the key shifts required in mindset and behaviors to advance the new performance management culture. This shift

will contribute to fostering an environment synonymous with integrity, transparency and demonstrable accountability at all levels, including senior leadership, for managing performance.

As a result, CoE aims to fulfill commitments to children by fostering a workplace culture where people, in alignment with our core values, consistently excel and contribute their utmost abilities.

The incumbent is a seasoned HR professional, with strong technical HR skillsets, analytical and networking skills, and the ability to work independently and co-create as member of the PM team and a larger DHR and HR communities of practice. Through their work and impact of the initiatives, they will contribute to the creation and implementation of the planned and emerging performance management initiatives. This will further aggregate to ensure impactful results and positive changes in the performance management culture at the

country, regional and global levels.

Summary of key functions/accountabilities:

The HR Specialist, under the supervision of the Chief (Performance Management), is accountable for implementing HR services and providing technical support in helping shape the organization’s performance management and recognition approach and global culture

change initiatives. The incumbent will initially focus on the staff recognition and supporting HR Manager and the team with the existing performance management programmes. The incumbent will also contribute to the design and establishment of new and emerging

Performance Management initiatives. In doing so, the incumbent will demonstrate the ability to provide contextual HR-related needs and develop solutions that align Performance management initiatives with overall UNICEF organizational objectives.

Implementation of COE Performance Management Initiatives and Services

• Lead activities related to UNICEF global Reward and Recognition approach. This will include reviewing, updating, socialization and roll out of the recognition approach and initiatives, supporting and providing guidance to relevant stakeholders, organizing communities of practice, measuring and improving on the initiatives and overall providing governance and oversight of the programme.
• Support the creation, finalization and socializing of new Performance Management initiatives. This will include research on new solutions, innovations and recommendations in the area of performance management, supporting and educating teams/individuals who need assistance/guidance in performance management and supporting the organization of communities of practice, to name a few.
• When acting as OIC HR Manager/Chief (PM), provide day-to-day performance guidance to DHR management and HR business partners on variety of performance management issues.

Strategic Human Resources

• Liaise with the HQ Divisions, regional and country offices to provide guidance and disseminate data related to the performance management initiatives and its global implementation.
• Provide feedback and make recommendations on the establishment and improvement of PM systems, policies and processes.
• Keep abreast, research, benchmark, and implement best and cutting-edge practices in Performance Management area and contribute to the development of global policies, procedures and introduce innovation through sharing of best practices and knowledge learned.

HR Data Analytics

• Interpret and analyze Performance and staff data to help inform strategic decision related to PM initiatives and programmes.
• Coordinate with country offices and partners to share relevant PM data relevant for their respective programmes.
• Develop data collection systems to optimize data quality, if and when required.

Learning and Capacity Development

• In collaboration with business owners, design and deliver learning plans for staff to enhance their knowledge and build skills in the areas of Performance Management and Reward & Recognition.
• Contributes 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 business goals.
• Participate as a resource person in capacity building initiatives to enhance the competencies of clients/stakeholders. Provide orientation briefings to new staff.
• Provide day-to-day performance and talent management guidance to line management (in the areas of performance management and Reward & Recognition).

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

• An advanced university degree (Master’s or higher) in human resource management, business management, international relations, psychology, or another related field.
• A first university degree (bachelor's) in a relevant field combined with 2 additional years of professional experience may be accepted in lieu of an advanced university degree.
• At least five years of increasingly responsible professional experience in human resource management in an international organization and/or large corporation is required. This will include at least 2 years of experience in performance management or reward & recognition management.
• Experience with UNICEF/UN agencies is an asset.
• 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 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…

• Builds and maintains partnerships (1)
• Demonstrates self-awareness and ethical awareness (1)
• Drive to achieve results for impact (1)
• Innovates and embraces change (1)
• Manages ambiguity and complexity (1)
• Thinks and acts strategically (1)
• Works collaboratively with others (1)

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 female applicants 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.