Senior Human Resources Manager - HRBP (P-5), PG Human Resources, New York HQ

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 208,877 USD and 261,770 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 over 190 countries and territories to save children’s lives, defend their rights, and help them fulfill their potential, from early childhood through adolescence.

At UNICEF, we are committed, passionate, and proud of what we do. Promoting the rights of every child is not just a job – it is a calling.

UNICEF is a place where careers are built: we offer our staff diverse opportunities for personal and professional development that will help them develop a fulfilling career while delivering on a rewarding mission. We pride ourselves on a culture that helps staff thrive, coupled with an attractive compensation and benefits package.

Visit our website to learn more about what we do at UNICEF.

For every child, … a champion..

The Programme Group (PG) provides global programme leadership to achieve results for the most disadvantaged and excluded children everywhere within the overall framework of the UNICEF Strategic Plan 2022–2025 and in response to the universal scope of the Sustainable Development Goals (SDGs). PG leads UNICEF’s global programme function to provide countries with technical assistance to boost programme excellence, as well as support to leverage evidence, partnerships, and innovations that can be adapted and taken to scale in different country contexts – including humanitarian settings and low-, middle-, and high-income countries.

Under the guidance and direct supervision of the Director of the Programme Group, and a dotted line to Chief, HRBP, DHR, the Senior HR Manager will be accountable for leading people centric HR professional HR function, with the ability to leverage the best-in-class resources to provide client-focused, strategic, and operational guidance to enable PG to deliver results for children. The Senior HR Manager creates and fosters an atmosphere in which people are inspired and motivated. In addition, they serve as chief advisors to senior management in PG on people management, and in doing so, ensure HR’s reputation as a value-added, technically competent, and reliable service provider. The Senior HR Manager leads and manages the embedded HR team in PG, ensuring wellbeing and work life balance of the team.

The Senior HR Manager leads the HR function in PG, facilitate change management, provide risk informed, solution-focused analysis, advice and services, and contribute to programme and management decisions for delivering results for children in Programme Group. The Program Group has a global workforce of 450 Staff and 180 Consultants spread across 14 HQ locations (June 2024).

How can you make a difference?

The Senior HR Manager will be pivotal in shaping and driving UNICEF's People and Culture strategy for the Programme Group, ensuring alignment with its goals and values. This role encompasses overseeing the HR function, including strategic talent management, managerial capacity building and staff development, performance management, diversity and inclusion, and staff wellbeing and engagement across all PG locations and offices. The incumbent will collaborate with senior leadership to cultivate a high-performance, inclusive culture that attracts and retains top talent, fostering an environment where staff are motivated and empowered to excel. By creating an environment where HR staff anticipate needs and develop plans and solutions, the Senior HR Manager ensures that HR management aligns seamlessly with business objectives..

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

Management of Section

• Foster management excellence in the office by ensuring accountability in all areas of HR and by demonstrating a high level of skills in the management of staff resources including staff selection based on merit and the needs of the organization, staff aspiration and counselling, systematic and equitable performance management, and staff development and learning activities.
• Efficiently oversee the human and financial resources of the section, ensuring their optimal utilization. Ensure compliance with all systems and procedures and ensure management integrity and accountability with high quality standards in all activities in HR; advise on corrective measures to be taken and establish relevant internal controls.

• Establish annual work plan for the section and set priorities/targets and performance measurements, as well as individual performance objectives, goals, and timelines; and provide timely guidance to enable the HR team to perform their duties responsibly and efficiently.

  Strategic Human Resources Leadership

• Drive initiatives for PG on Strategic Talent Management, Workplace culture and staff well-being, Performance Management and Learning and Development.

• Actively facilitate change management initiatives within the division and serve as a role model for transformation and capacity for acceptance of change.
• Advise PG’s Senior leadership on HR-related matters, providing strategic input on organizational development, culture, and change management.
• Act as a role model for transformation and capacity for acceptance of change.
• Facilitate change through consultations with UNICEF senior management, HR management and colleagues and outreach to client management, supervisors and staff to establish and maintain collaborative, open and regular communications pertaining to current and planned changes in HR strategy, policies, regulations and rules.
• Clarify the scope and ramifications of proposed HR initiatives, promoting understanding of their purpose and functional advantages. Collaborate with the senior management of HQ Divisions, regional and country offices to develop corporate HR strategy formulation and global implementation.
• Lead the design of optimal organizational, staffing structures and levels, and, in consultation with senior management develops standards and benchmarks staffing norms.

Networking and Partnerships

• Internally, provide expert advice to senior management on a range of HRM questions and have the authority to negotiate solutions on sensitive or complex HR problems with client managers and staff representatives.
• Develop and nurture strategic partnerships within Programme Group leadership to align HR strategies with organizational goals and priorities.
• Lead initiatives that foster collaboration and innovation within PG to advance workforce development, employee engagement, and organizational culture initiatives aligned with HR priorities.

Business Partnering

• Cultivate a team culture where HR professionals collaborate closely with clients to support their objectives, offering guidance on attracting, retaining, and motivating top-tier talent.
• Offer strategic advice to clients, in particular senior management, on HR processes and policies, ensuring the highest level of client-orientation.
• Champion a proactive culture of proactively advising clients on the resolution of human resources issues ensuring equitable and transparent solutions that protects both the staff and organizations interests in accordance with policies, regulations and procedures.
• Promote organizational goals for gender equity and cultural diversity, integrating these principles into HR practices to foster an inclusive and supportive workplace environment.

Leadership and Design of assigned Human Resources Services

• Manage professionals in their execution of HR functions (recruitment, job classification, career development, performance management, data analytics, learning & development etc.) to help create efficient client services that help either attract, retain and/or motivate staff of the highest caliber.
• Promote a culture, where HR professionals analyze and synthesize issues and problems, and interpret established, formal guidelines to address and recommend solutions or further actions needed.
• Collaborate closely with PG Operations Team, DHR section heads, and centers of expertise. This collaboration aims to deliver cohesive HR solutions that align with client needs and organizational objectives.
• Liaise and coordinate with NYHQ Central Services Centre, HR team of relevant outposted HQ locations and DHR HRBP team for coordinated and consistent approaches to people management.
• Actively contribute to OneHR community, OneHR strategy and DHR special projects as the senior HR Business Partner.

Learning and Capacity Development

• Collaborate with business leaders to design and implement learning initiatives that enhance staff knowledge and skills in emerging areas..
• Develop a comprehensive framework to map competencies for all staff within the assigned client portfolio, supporting the talent pipeline's development.
• Design efficient and cost-effective learning products which strengthen staff capacity to contribute effectively to business goals.
• Act as a resource person in capacity building endeavors aimed at enhancing the competencies of clients and stakeholders.
• Provide ongoing support to line management in areas such as coaching, counseling, career development, performance reviews, and disciplinary actions, ensuring alignment with HR policies and practices.

HR Data Analytics

• Utilize HR data analytics to interpret and analyze data, providing insights that support strategic decision-making in HR processes and strategies.
• By leveraging analytics, provide evidence-based recommendations to senior management leading the recommendations guide strategic initiatives related to talent management, organizational development, workforce planning, and staff engagement.

The following minimum requirements:

• An Advanced University Degree in human resource management, business management, international relations, psychology or another related field is required.
• Ten years of professional experience in human resource management, human resources business partnering, talent management, organizational development, performance management, and strategic HR planning in an international organization and/or large corporation is required.
• Demonstrated ability to lead and inspire a diverse team of HR professionals towards achieving organizational goals.
• Proven experience in developing and implementing HR strategies aligned with business objectives.
• Track record of successfully managing organizational change initiatives through effective communication, stakeholder engagement, and proactive change management strategies.
• Experience in fostering a positive workplace culture and promoting diversity, equity, and inclusion initiatives.
• Ability to partner effectively with senior leadership and key stakeholders to influence decision-making and drive organizational change.
• Experience in advising and coaching senior management on HR matters.
• Fluency in English is required. Working knowledge of another UN language (Arabic, Chinese, French, Russian and Spanish) is considered 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

The UNICEF competencies required for this post are…

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

Familiarize yourself with our competency framework and its different levels.

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 does not hire candidates who are married to children (persons under 18). 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 promoting the protection and safeguarding of all children.

All selected candidates will 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.

UNICEF appointments are subject to medical clearance. Issuance of a visa by the host country of the duty station is required for IP positions and will be facilitated by UNICEF. Appointments may also be subject to inoculation (vaccination) requirements, including against SARS-CoV-2 (Covid). Should you be selected for a position with UNICEF, you either must be inoculated as required or receive a medical exemption from the relevant department of the UN. Otherwise, the selection will be canceled.

Remarks:

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

As per Article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity.

Government employees who are considered for employment with UNICEF are normally required to resign from their government positions 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.

UNICEF does not charge a processing fee at any stage of its recruitment, selection, and hiring processes (i.e., application stage, interview stage, validation stage, or appointment and training). UNICEF will not ask for applicants’ bank account information.

All UNICEF positions are advertised, and only shortlisted candidates will be contacted and advance to the next stage of the selection process. An internal candidate performing at the level of the post in the relevant functional area, or an internal/external candidate in the corresponding Talent Group, may be selected, if suitable for the post, without assessment of other candidates.

Additional information about working for UNICEF can be found here.