Senior Human Resources Associate (GS-7), FT, Programme Operations Hub, Programme Group, NYHQ

Contract

This is a G-7 contract. This kind of contract is known as General Service and related categories. It is normally only for nationals. It usually requires 7 years of experience, depending on education. More about G-7 contracts.

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, reinvent the future.

This position is located in the Programme Operations Hub (POH), Programme Group (PG) in New York Headquarters which is responsible for the overall operations of the Programme Group. Under the overall supervision of of the Chief of Operations, (CoO) and the technical guidance of the Human Resources Business Partner (HRBP) the incumbent will support in managing a series of human resources and administrative functions in support of the Programme.

How can you make a difference?

Summary of results-based key accountabilities:

HR Business Partnering

• Through research of policies and analysis of data, provide support to the HR Business Partner in advising their clients on HR-related needs and developing subsequent plans of action. ·
• Under the supervisor’s guidance, provide accurate and timely advice to clients on HR processes and policies, ensuring the highest level of client-orientation.
• Support supervisor in proactively advising clients on the resolution of human resources issues by recommending equitable and transparent solutions that protects both the staff and organization’s interests in accordance with policies, regulations, and procedures. ·

Strategic Human Resources

• Help supervisor liaise with the HQ Divisions, regional and country offices to support and contribute to corporate HR strategy formulation and global implementation.
• Research and provide data which helps inform the improvement of HR systems, policies and processes.
• Keep abreast and research 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.

Support to Implementation of assigned Human Resources Services

• Provide support to various or one specific HR areas (staff entitlements, 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.
• Jointly with the HRBPs maintains an efficient PG Welcome/Onboarding programme by releasing the initial welcome email with welcome package to new staff;
• Support staff lifecycle management by providing effective and efficient orientation, including in terms of onboarding and offboarding processes in coordination with GSSC.
• When assigned casework in the relevant area on either a routine or non-routine basis, analyze and synthesize issues and problems, and interpret established, formal guidelines to address and recommend solutions or further actions required.
• Monitors the expiration dates of staff contracts and process extensions ensuring supervisors are given advanced notification for required action.
• Support HR related travel processes for IP staff including G4 Visa, ground pass and other IP HR related travel.
• Monitor and implement processed regarding contract conversions on Continuing Appointment, Long Service Award, Manager Award, Disability Exercise etc in close coordination with DHR and GSSC.
• Ensures documentation clarity, adequacy of specifications and completeness, confirms availability of funds for extension periods, submits paperwork to GSSC in a timely fashion.

Learning and Capacity Development

• In collaboration with HR business partner, support the design and delivery of learning plans for staff.
• Contributes to the mapping of competencies for all staff included in the assigned client portfolio, assisting in the development of a comprehensive framework in support of the development of the talent pipeline.
• Research on efficient and cost-effective learning products which enable staff to develop their skills and competencies.
• Participate as a resource person in capacity building initiatives to enhance the competencies of clients/stakeholders.
• Provide orientation briefing to new staff.

HR Data Analytics

• Collect, interpret and analyze HR data to help inform decision making on HR processes and strategies, including Monthly, year-end, and ad hoc HR KPI reports on Contract Expiry, Excess Annual, attendance, Admin/protocol actions & clearance and Home Leave etc..
• Support the development and implementation of data collection systems to optimize data quality.
• Support internal processes and PBR implementation by preparing PAT reports, IBCS entry and reviewing staffing changes rationale documents.
• Coordinate with sections and partners to provide assistance in their HR information management In collaboration with business owners, support the design and delivery of learning plans for staff.Contributes to the mapping of competencies for all staff included in the assigned client portfolio, assisting in the development of a comprehensive framework in support of the development of the talent pipeline.

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

• Completion of secondary education preferably supplemented by technical, or university courses related to business administration, human resources management, or related field is a minimum requirement.

  *For this position, a bachelor’s degree from a recognized academic institution in a relevant field may replace three years of related work experience. A master’s degree may replace additional two years.

• At least seven (7) years relevant work experience in human resources, or administration in an international organization with progressively responsible HR related assignments is an asset is required.
• Excellent client-service skills and initiative taking.
• Advanced knowledge in the Microsoft Suite of Products (including MS Word, MS Excel & MS PowerPoint, MS Visio), and Intranet/Internet is required.
• Training in Competency Based Interviewing, use of VISION/SAP are 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.

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.

Non-US candidates must be in possession of a US G4 visa or be a US permanent resident/citizen.