Recruitment an Human Resources Specialist for UNICEF

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, hope!

I. Post Information

• Job Title: Human Resources Specialist P3
• Supervisor Title: Regional Chief Human Resources
• Organizational Unit: UNICEF, West and Central Africa Regional Office (WCARO)
• Post No: 99241

II. Organizational Context and Purpose for the job

UNICEF is a leading humanitarian and development agency working globally for the rights of every child. Child rights begin with safe shelter, nutrition, protection from disaster and conflict and traverse the life cycle: pre-natal care for healthy births, clean water and sanitation, health care and education. UNICEF has spent nearly 70 years working to improve the lives of children and their families. Working with and for children through adolescence and into adulthood requires a global presence whose goal is to produce results and monitor their effects. UNICEF also lobbies and partners with leaders, thinkers and policy makers to help all children realize their rights—especially the most disadvantaged.

Job Organizational Context:

The Generic Job Profile for a Human Resources Specialist, at the P3 level, can be used either in the Division of Human Resources, a UNICEF country office, or regional office. They generally report to a Human Resources Manager NOD/P4 level, or Chiefs of section at the P-5 level.

HR specialists at the P3 level are considered as seasoned professionals that are generally either responsible for executing an HR service or alternatively, responsible for supporting an assigned client on a broad range of HR services. Such responsibility is expected to be carried out independently, with the primary focus of the managerial oversight on the position being to ensure that results are delivered in accordance with the vision set forward by the leadership of the division. As a result, staff on these positions require an in-depth understanding of at least one HR function and how it relates to supporting the organization’s business objectives.

Purpose of the job:

The HR Specialist, within their area of responsibility, is accountable for implementing HR services that enhance the capacity of their clients to deliver on their business goals and objectives. In doing so, the incumbent demonstrates the ability to anticipate HR-related needs and develop subsequent plans and solutions that align HR management with business objectives.

III. Key functions, accountabilities and related duties/tasks:

  Business Partnering

• Serve as the single point of contact for his/her client portfolio on advice pertaining to all aspects of the employment life cycle
• Provide accurate and timely advice to clients on HR processes and policies, ensuring the highest level of client-orientation.
• Proactively advise 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 the organizational goals and targets for gender equity and cultural diversity.

 Strategic Human Resources

• Liaise with the HQ Divisions, regional and country offices to support and contribute to corporate HR strategy formulation and global implementation. Provide feedback and make recommendations on the establishment and improvement of HR systems, policies and processes.
• Keep abreast, research, benchmark, and implement 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.

Implementation of assigned Human Resources Services

• Provide support to various or one specific HR occupation (recruitment, job classification, career development, 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.
• 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.

Learning and Capacity Development

• In collaboration with business owners, design and deliver learning plans for staff to enhance their knowledge and build skills in new areas.
• Contributes to the mapping of competencies for all staff in assigned client portfolio, assisting in the development of a comprehensive framework in support of the development of the talent pipeline.
• Recommend efficient and cost-effective learning products which strengthen staff capacity to contribute effectively to business goals.
• Participate as a resource person in capacity building initiatives to enhance the competencies of clients/stakeholders.
• Provide orientation briefings to new staff.
• Provide day-to-day performance and talent management guidance to line management (e.g., coaching, counseling, career development, career conversations, and disciplinary actions).

HR Data Analytics

• Interpret and analyze HR data to help inform strategic decision making on HR processes and strategies.
• Develop data collection systems to optimize data quality.
• Coordinate with country offices and partners to provide assistance in their HR information management.

Specific Functions / Tasks

As the WCAR HR lead for Centre of Expertise (CoE) on HR planning and strategic staffing, coordinate the development and roll out of tools that result in the timely acquisition and retention of talent through partnership, capacity development, technical assistance and evidence-based performance assessment and reporting. Quality assurance of recruitment cases submitted by country offices to the Regional Office for approval. Technical assistance in workforce planning through technical guidance and support to CPD countries and participation in TRT meetings.

As HR Business Partner, provide a one-stop-shop liaison (strategic and operational support) to the 13 assigned countries through technical assistance, quality assurance, capacity development and evidence-based performance review and reporting. Develop and implement a workplan to respond to selected country office technical assistance request for 2020. Provide coverage of the HR function in client countries during extended absence.

As Lead for the HR in Emergency pillar, ensure effective RO support is provided to WCAR COs in Emergency, in line with corporate procedures for L2 and L3 emergencies.

Provide technical support in the implementation of WCAR cross-cutting projects:  Mobility exercise; Continuing Appointment; Duty of Care; Case management. Quality assurance of various requests submitted by COs, before the RD approval.

Contribute to the capacity development of WCAR HR practitioners. Provide technical support in knowledge generation and dissemination within the WCAR HR Community, HR Network meeting and other learning modalities. Contribute to the mentoring of junior HR Professionals and New hires; technical assistance in the orientation and induction of new HR staff in region.

IV. Impact of Results:

Specialists at this level analyze proposals and requests received from managers, supervisors and staff and make recommendations or take technical sound actions. Examples of such actions at this level include the resolution of a range of staff entitlement matters; the recruitment of staff to atypical positions within UNICEF requiring the use of outreach recruitment services, such as social networks; revisions to procedures for the classification of jobs, or the design of specific training programmes to meet new staff development needs.

As seasoned HR professionals, the Specialists’ work reflects directly on the professionalism of the incumbent and the overall reputation of the HR community for technical quality in terms of both substantive depth and adaptive relevance to client needs and customer service approach to problem resolution.

Generalist positions cover a range of HR specialties and would normally have access to advice from specialists in the individual specialties (broad in scope but restricted depth of treatment of subject matter). Specialist positions, on the other hand, are more restricted in scope but require more in-depth analysis in order to solve case-by-case problems independently.

V. Competencies and level of proficiency required

Core Values

• Care
• Respect
• Integrity
• Trust
• Accountability

Core competencies

• Communication (II)
• Working with people (III)
• Drive for results (II)

Functional Competencies:

• Leading & Supervising (II)
• Formulating Strategies and Concepts (II)
• Analyzing (II)
• Applying technical expertise (II)
• Planning and organizing (II)

VI. Skills

Strategic

• Experience and ability to implement targeted and innovative human resources strategies to address clients’ people-related needs.
• Ability to implement innovative HR programs within a fast paced, evolving, and wide organizational setting.

Technical

• In-depth technical knowledge of the principles and concepts of human resources management.
• Ability to identify and analyze systemic issues, formulate opinions and make conclusions and recommendations to resolve same.
• Excellent knowledge of organizational and HR information technology systems and tools.

Interpersonal and Communication

• Demonstrated ability to communicate effectively in a diverse organization tailoring language, tone, style and format to match audience.
• Ability to empathize with client managers, supervisors and staff while advocating for consistent and equitable applications of promulgated HR regulations and rules.

VII. Recruitment Qualifications

Education:

An Advanced University Degree in human resource management, business management, international relations, psychology or another related field is required.

Experience:

• Five years of increasingly responsible professional experience in human resource management in an international organization and/or large corporation is required.
• Language Requirements:
• Fluency in English is required.  Knowledge of another official UN language or local language of the duty station is considered as an asset.

View our competency framework at

http://www.unicef.org/about/employ/files/UNICEF_Competencies.pdf

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.

Remarks:

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

Only shortlisted candidates will be contacted and advance to the next stage of the selection process.