The United Nations Children's Fund (UNICEF), with headquarters in New York City, provides long-term humanitarian and developmental assistance to children and mothers in developing countries. UNICEF's work is carried out in 192 countries through country programmes and National Committees. Some 88 percent of the organization's posts are in the field. There are 36 National Committees, eight regional offices and country offices worldwide, as well as a research centre in Florence, a supply operation in Copenhagen and offices in Tokyo and Brussels.
To measurably improve UNICEF’s ability to deliver better results for children, the Division of Human Resources (DHR) will continue its transformational process in several key areas, particularly in the areas of capacity building and learning and development. DHR will now work consistently to ensure that all staff are adequately equipped with core, management and leadership skills to perform effectively in their respective roles, and that staff capacity continues to grow across all regions and countries.
The Global Learning Strategy highlighted the need for strengthened oversight of the learning function, through Governance and Coordination bodies, to ensure that learning investments are prioritized to support Organizational priorities (the Strategic Plan, Action plans following the ITF report) and are monitored accordingly on investment against impact. Learning should also be supported by the evolution of innovative learning approaches to support effective learning implementation in a global, highly decentralized organization.
The ITF recommendations highlighted the need for continuous enhancement of the people management capacities of managers across the organization, so that they can be part of the culture change process, leading towards an enhanced, enabling and empowering UNICEF culture for its staff. Other priorities include the implementation of the new UNICEF competencies and values into key global learning programmes.
Programmes managed by the L&D team include Executive Insight (360 assessments and coaching) for senior leaders in the SSR Cadre, the Strengthening of Personal Leadership and Managerial Capacities, Leadership Transitional Coaching, Deputy Representative Leadership Initiative, Management MasterClass, IMPACT+, Aspire, Mentoring etc. In addition, existing Language programmes and capacity building efforts for HR staff are ongoing e.g. the CIPD accredited programme etc.
Tasks and Scope of Work:
Human Resources Officer (Leadership Development), P2, 364 days, Istanbul, Turkey:
Under the overall guidance the Chief of Talent Development (TD) and the direct line management of the HR Manager Leadership Development and in close collaboration with other HR Officers and members of the DHR Talent Development team, the HR Officer will develop, coordinate and enhance learning initiatives and products in support of UNICEF’s strategic priorities and meeting learning needs specifically in the area of leadership and people skills. The incumbent will support the monitoring, evaluation and reporting of global learning activities as well as contribute to efficient contract and vendor relationship management. Additionally, they would research, track and monitor the evolving learning approaches and trends including virtual learning space to inform the design of virtual/blended learning solutions with behavioral impact. In addition, he/she will harness data and integrate lessons from evaluations to strengthen knowledge management and best practices across UNICEF.
Human Resources Officer (Talent Development), P2, 364 days, Istanbul, Turkey:
Under the overall guidance of the Chief of Talent Development (TD) and the direct management of the HR Manager HR Capacity Development, and in close collaboration with HR Managers and other team members in DHR and identified learning focal persons, the incumbent will develop, coordinate and enhance identified learning initiatives in support of UNICEF’s strategic priorities and to meet learning needs. The incumbent will support enhancement of automation and simplified processes in learning, support the secretariate functions for the Global Learning Board and budget management processes for the centrally managed learning funds. The incumbent will also support the monitoring, evaluation and reporting of global learning activities as well as contribute to knowledge management, efficient contract and vendor relationship management. Additionally, they would research, track and monitor evolving learning approaches and innovations to inform the design of learning solutions with behavioral impact and integrate best practices, across UNICEF.
Human Resources Officer, P2, 6 months, New York, USA
Under the overall guidance the Chief of Talent Development(TD) and the direct line management of the HR Officer Core learning and in close collaboration with other HR Officers and members of the DHR Talent Development team, the HR Officer will develop, coordinate and enhance learning initiatives and products in support of UNICEF’s strategic priorities and meeting learning needs specifically in the area of Core Learning and people skills. The incumbent will provide temporary cover for the P2 acting in the HR Manager role and support the monitoring, evaluation and reporting of global learning activities as well as contribute to efficient contract and vendor relationship management. Additionally, they would research, track and monitor the evolving learning approaches and trends including virtual learning space to inform the design of virtual/blended learning solutions with behavioral impact. In addition, he/she will harness data and integrate lessons from evaluations to strengthen knowledge management and best practices across UNICEF.
To qualify as an advocate for every child you will have…
A first-level university degree (Bachelor's) in human resources management, education, business administration, statistics, international relations or any other relevant field is required. Master’s degree in a relevant field is desirable.
A minimum of two years of relevant professional experience in organizational learning, and development. Experience in learning technologies and training design and delivery would be an advantage. Experience of working with mid-level manager to senior staff is required.
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.
Please refer to the respective TORs attached above to find a detailed and specific list of required and desirable skills and experiences.
