Regional Chief of Human Resources (P5), FT, Kathmandu-Nepal, ROSA

Overview

Lead HR strategies and policies for UNICEF South Asia Region.

You have:

• An advanced university degree (Master's) or equivalent in human resource management, business administration, international relations, social sciences, psychology or other related field is required.
• A minimum of ten (10) years of increasingly responsible professional experience, with an international organization and/or large corporation at the national and international levels, in human resources planning and management or relevant area is required.
• Demonstrated success in building, leading or managing teams of high-performing individuals.
• Ability to analyze and integrate potentially conflicting numerical, verbal and other data from a number of sources.
• Fluency in English is required. Knowledge of an additional UN Language (French, Arabic, Chinese, Russian and Spanish) or a local language is considered a strong advantage.

Contract

This is a P-5 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 10 years of experience, depending on education.

Salary

The salary for this job should be between 134,484 USD and 168,539 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, a Champion.

We work in South Asia, the most populous region in the world with a quarter of the world’s child population (approx.. 628 million), to save children's lives, defend their rights, and help them fulfill their potential. With the highest number of children and adolescents among all regions, South Asia carries the most significant share of programmatic results for UNICEF globally and UNICEF staff’s work here can make a different in the lives of millions of children.

The South Asia Region comprises a Regional Office in Kathmandu, Nepal and eight Country Offices, including four of the largest UNICEF offices globally, each employing more than 300 staff (not including other personnel such as consultants, UN Volunteers, etc.). The workforce in the region has been steadily expanding over the past years to respond to the increasing programmatic needs to support vulnerable children and adolescents in crises, emergencies, and complicated politico-socio-economic context. This is a dynamic region with many opportunities for innovations.

How can you make a difference?

As Regional Chief of Human Resources, you will provide strategic vision and oversight on human resources function in UNICEF South Asia Region (SAR). You will be the first technical point of reference for country offices on HR management in the region and an expert adviser to the Regional Director/Deputy Regional Director, the Regional Management Team and Country Offices on the formulation, application, and implementation of regional HR goals, strategic approaches, policies and best practices on human resource management in alignment with global HR strategies. Located in the Regional Office for South Asia (ROSA) in Kathmandu, Nepal and reporting directly to the Regional Director, you will lead the implementation of HR priorities across the region and have direct supervisory responsibility of the Regional HR team and matrix management relationship to country office HR Chiefs.

The key responsibilities include:

Strategic HR Planning and Management

• HR management and strategy planning are effectively supported by sound technical analysis, and management and planning processes. Strategy guidance and technical support for HR planning and management is always available to management.

• HR resource management and strategy planning incorporate a continuous analysis of gender disparities to identify strategies and actions to promote gender equality, diversity and a supportive work environment.

• Effective advice, direction and strategic leadership provided in planning and managing human resources, including the promotion of a gender-sensitive workplace where gender parity is acceptable and achievable.

• Local implementation of corporate/regional HR strategy is effectively undertaken in coordination with other Regional Advisers, Regional Management Team members, Country Offices and HQ Divisions.

• New trends, priorities, requirements, and strategic HR plans are identified and incorporated through participation in Regional Management Team Meetings, Programme Strategy Review, and Global workshops, as appropriate.

Recruitment, Selection and Placement

A diverse body of staff of the highest caliber are recruited and retained. Equity, transparency, efficiency and consistency are established in the placement and selection of staff, and the measurable results and impacts of recruiting efforts on the organization are fully evaluated.

Policy Implementation and HR Administration

Equity, transparency and consistency are clearly demonstrated in the interpretation, determination, implementation, and administration of HR policy, procedures and guidelines on all HR related matters.

Capacity Building and Career Development

Capacity building and career development among all staff are strengthened through timely and effective staff learning and development programmes and briefings on career management.

Management Excellence

Management excellence and integrity, gender equality and gender equity are promoted and enhanced through measurable accountability and demonstrated leadership in HR management.

Staff and Management Relations

Communication between management and staff are clear, and sound relations between management and staff are effectively established and maintained.

Inter-agency cooperation, Networking and Partnerships

HR initiatives are well-coordinated with other UN agencies. Government and NGOs, to the betterment of HR planning, cooperation and implementation.

Emergency and Staff Security

Emergency preparedness and emergency rapid responses are established and ensured. Emergencies affecting staff are promptly and properly investigated and appropriate coordinated actions are swiftly undertaken to ensure staff security and protection.

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. Advises on adapting the emergency preparedness and response plan as necessary, with particular attention to gender issues that may be expected to intensify during emergencies.

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

• An advanced university degree (Master's) or equivalent in human resource management, business administration, international relations, social sciences, psychology or other related field is required.
• A minimum of ten (10) years of increasingly responsible professional experience, with an international organization and/or large corporation at the national and international levels, in human resources planning and management or relevant area is required. Developing country work experience and/or familiarity with emergency/ security is considered an asset.
• Demonstrated success in building, leading or managing teams of high-performing individuals.
• Experience in creating and encouraging a climate of team-working and collaboration in a multi-cultural environment.
• Ability to analyse and integrate potentially conflicting numerical, verbal and other data from a number of sources.
• Previous experience in change management /innovation projects for organizational efficiencies is highly desirable
• Fluency in English is required. Knowledge of an additional UN Language (French, Arabic, Chinese, Russian and Spanish) or a local language is considered a strong advantage.

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 (Level 2)

Demonstrates self-awareness and ethical awareness (Level 2)

Drive to achieve results for impact (Level 2)

Innovates and embraces change (Level 2)

Manages Ambiguity and Complexity (Level 2)

Works collaboratively with others (Level 2)

Thinks and Acts Strategically (Level 2)

Nurtures, leads and manages people (Level 2)

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:

The selected candidate MUST be able to travel unrestricted throughout South Asia Region.

Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service.

Only shortlisted candidates will be contacted and advance to the next stage of the selection process.

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.(8) Nurtures, leads and manages people

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.

Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service.

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.

Potential interview questions