Thinking of a Career in Emergency Management?
- BY Nicole Pelette
Work Force Planning is a recent initiative within DHR; UNICEF requires a subject matter expert to advance the global work force planning strategy, development of the work force planning global framework and partner with key stakeholders across the organization (HRBPS, Operations, Hiring Managers etc) to imbed work force planning into UNICEF’s resource planning processes. This will also include the review and assessment of work force planning systems and tools, either existing or needed, that may be needed to support work force planning activities.
The HR specialist is considered a seasoned professional and is responsible for the execution and the implementation of work force planning. She/he will report to the Chief of Talent Acquisition but will act as a subject matter expert (SME) on work force planning strategy and provide guidance to key stakeholders and partners in the implementation of the work force planning initiative.
Driving the implementation of UNICEF’s Work Force Planning strategy and approach for organization-wide talent pipeline management.
Review the applicant technical clearance framework and better integrate this clearance into the global talent pipeline skills strategy.
Review and strengthen guidance and support on workforce planning including, but not limited to:
Integration of Work Force Planning in the Talent Mobility Strategy and linkage between recruitment, mobility and career development.
Supporting the ongoing development of the skills inventory for both posts and staff and tying this to the capabilities framework being developed by PMCD.
Review the sources and content of workforce data and how it can better support talent pipeline management and develop an action plan accordingly.
Define the link to the Staff Selection Policy and Talent Groups and outreach strategy, as well as workforce planning. Define resources needed to assist with sourcing, pipeline development and TG management.
Define who will own the various aspects of workforce planning and linkage e.g. Outreach, COE, HR and business. Analyze talent supply (internal and external) consider future needs, identify gaps and define the solution. This should include staff on rotation, projected retirements, analysis of emerging thematic areas etc.
Review the sources of workforce data i.e. BI, TMS and validate accuracy of data. Identify external sources that will assist with searching sources of data in targeting the needs/gaps and leverage data to support workforce analysis.
Review/Assess existing work force planning systems and tools, identify gaps and propose solutions to address on-going needs.
Carry out a detailed analysis of the different programme and non-programme job functions to support the business remodeling workstreams.
To qualify as an advocate for every child you will have…