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 Voice:
The fundamental mission of UNICEF is to promote the rights of every child, everywhere, in everything the organization does — in Programme, in advocacy and in operations. The equity strategy, emphasizing the most disadvantaged and excluded children and families, translates this commitment to children’s rights into action. For UNICEF, equity means that all children have an opportunity to survive, develop and reach their full potential, without discrimination, bias or favoritism. To the degree that any child has an unequal chance in life — in its social, political, economic, civic and cultural dimensions — her or his rights are violated.
There is growing evidence that investing in the health, Nutrition, education and protection of a society’s most disadvantaged citizens — addressing inequity — not only will give all children the opportunity to fulfill their potential but also will lead to sustained growth and stability of countries. Therefore, the focus on equity is so vital. It accelerates progress towards realizing the human rights of all children, which is the universal mandate of UNICEF, as outlined by the Convention on the Rights of the Child, while also supporting the equitable development of nations.
How can you make a difference?
Under the supervision of Chief of Operations, manages all human resource activities including the supervision of human resources staff in the large sized country office in accordance with the HR strategy and work plan, aligned with the Country Programme Management Plan as well as the goals and strategic needs of the organization. Provides leadership and guidance in human resources that promote a gender-balanced multidisciplinary team of professionals. As part of the DHR team, contributes to the development of strategies to identify and promote a gender sensitive workplace.
Recruitment, Selection and Placement
- Support, implement and administer the effective and timely recruitment processes in the hiring, developing and retaining the best talents available to support the strategic human recourses needs of the office and the organization.
- Support the office's human resources needs for national professional officers, general service, and temporary employees by implementing proper and expedient recruitment procedures. Ensure organizational human resources targets are met while ensuring the recruitment and retention of staff a diverse body of staff of the highest calibre. Promote gender equality, equity, transparency, and consistency in the selection and placement of staff.
- Work to establish a targeted approach to recruit specialized talent, with particular focus on MTSP areas, to fill posts requiring specialized expertise, at the global, regional, or local level.
- Establish and implement results-oriented action plans and sound budgets to coordinate targeted recruitment efforts with identified need at UNICEF in the short-term, intermediate-term, and long-term. Monitor and evaluate the measurable results of targeted recruiting efforts and its impact on UNICEF human resources with emphasis on all aspects required to achieve UNICEF’s objectives for gender parity, diversity, and a supportive work environment for men and women.
Policy Implementation and HR Administration
- Establish and maintain equity, transparency and consistency in the interpretation, determination, implementation, and administration of HR policy, procedures and guidelines on all HR related matters applicable to the staff.
- Ensure timely, equitable, transparent and systematic administration of all HR benefits, entitlements, contracts renewal and termination, performance management, promotions and other HR activities.
- Identify opportunities for the country office to support UNICEF’s global HR priorities, campaigns and partnerships, and lead, advise or recommend new initiatives to adopt in the office.
- In close coordination with the Regional Office and DHR, implement and administer the equitable, transparent and efficient GS job classification system in compliance with the established job classification policy, guidelines, procedures and related requirements.
Capacity Building and Career Development
- Opportunities to develop and support capacity among country HR staff, other colleagues and other relevant partners are regularly identified and addressed as appropriate.
- In coordination with the relevant partners, the Regional HR Development Committee and DHR, implement timely and effective staff learning and development programmes and briefing on career management to all staff in the office in order to strengthen their capacity building and advance career development planning.
- Support and utilize a database on staff development activities and training contracts and take follow-up actions for processing of external collaborator contracts and implementation of planned training activities.
- Determines training and learning needs in consultation with organizational units at HQ and in the field in order to identify organizational competency gaps and gender imbalances. Plans and arranges regional operations workshops/learning programmes for organizational competency building. Advises on staff learning/development, career development, coaching and counselling in operations area that is gender-sensitive.
Strategic HR Planning and Management
- Provide ongoing strategy guidance, interpretation and technical support to management of the country offices in the all area of HR management. Provides accurate and sound technical analysis and timely support to the management and planning process in the office as it relates to budget planning, staffing, organization design, change management and other HR strategy planning and development deliberations.
- Liaise with the HQ Divisions to support and contribute to corporate HR strategy formulation and local implementation; advise on the applicability of new strategy and guidelines to country office HR plans and activities. Provide feedback and make recommendations from a field perspective on the establishment and improvement of systems and internal controls, planning and change management and resolution of HR issues and problems.
- Participate in or support Country Programme Strategy Review and Regional Management Team Meetings to identify new trends, priorities and requirements. Participate in Global workshops and meetings for the strategic planning of Operations/Human Resources/Information Technology/Supply.
Management Excellence in the Office
- Promote 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.
- Effectively manage the human and financial resources (budget planning, management and monitoring) of the office and ensure both are optimally utilized.
- Monitor compliance with all systems and procedures and ensure management integrity and accountability with high quality standards in all activities in HR; ensure the implementation of agreed audit recommendations; advise on corrective measures to be taken and establish relevant internal controls.
Staff and Management Relationship Management
- Monitor staff/management issues and support/advise management and staff as appropriate to improve the relations and resolve the issues. Provide administrative support to the staff-management bodies in the capacity of HR focal point in the office.
- Inter-agency Cooperation, Networking and Partnerships
- Ensure active coordination of HR initiatives with other agencies. Maintain effective and steady communication or working relations with UN agencies to seek harmonization as well as new ways to enhance effective HR management and development in UNICEF. Support common strategies and approaches for enhancement of the HR reform within the Common system.
- Co-ordinate HR activities with UNICEF offices in the region and other UN agencies and cooperate with partners in the locality, including Government and NGOs. Identify and explore the “best practices” in HR area. Participate in the inter-agency coordination, conferences and other forums to improve HR planning, implementation, staff learning and development, recruitment, etc.
Emergency and Staff Security
- In coordination with management and the staff, plan and ensure effective emergency preparedness and rapid responses in case of emergency.
- Properly and promptly investigate and respond to emergencies affecting staff, including immediate actions, and if necessary, coordination with UN agencies and other parties concerned, in accordance with the UN and UNICEF emergency and security policy and guidelines.
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 an advocate for every child, you will have:
- Education: Advanced university degree or equivalent backgrounds, in Human Resources, Business Administration, International Relations, Social Sciences, Psychology or related areas.
- Experience: Eight years of relevant professional work experience. Developing country work experience (for IP) or field work experience (for NO). Background/familiarity with emergency and security.
- Language: 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 Commitment, Diversity and Integrity and core competencies in Communication, Working with People and Drive for Results.
The competencies required for this post are:
Functional Competencies (Required)
- Analyzing [ II ]
- Applying Technical Expertise [II]
- Planning and Organizing [II]
- Formulating Strategies and Concept [II]
- Leading and Supervising [II]
UNICEF is committed to diversity and inclusion within its workforce, and encourages all candidates, irrespective of gender, nationality, religious and ethnic backgrounds, including persons living with disabilities, to apply to become a part of the organization.
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 also adheres to strict child safeguarding principles. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles.