The Human Resources Manager reports to the Chief Human Resources (Level 5) for guidance and general supervision. The HR Manager, 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 organizational, regional and country office objectives. In addition to general HR functions, this post will be dedicated to the L3 Emergency Response.
Summary of key functions/accountabilities:
Management of Unit:
Support the Chief of Section in establishing the annual work plan, setting priorities/targets and performance measurements.
Monitor work progress and ensure results are achieved according to schedule and performance standards.
Establish clear individual performance objectives, goals and timelines; and provide timely guidance to enable the team to perform their duties responsibly and efficiently.
Technical HR Leadership:
Provide technical leadership in the Recruitment, Learning and Performance Management areas with responsibility for reviewing the work of other Professional and General Service staff for compliance with principles and concepts, policies, regulations and rules as well as for soundness of judgement and conclusions.
Develop, implement and monitor the interpretation and application of new human resources policies, practices and procedures in area of specialization to meet the evolving needs of the organization including formulating the position of the organization on policies in area of HR specialization and determining the appropriate application of rules and regulations to highly sensitive or contentious individual cases having implications for other HR systems and UNICEF as a whole.
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.
Work with clients to help fulfill their goals through advising on how to attract, retain and motivate staff of the highest caliber.
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 the local implementation of global initiatives and priorities. Provide feedback and make recommendations on the establishment and improvement of HR systems, policies and processes locally, regionally and globally.
Keep abreast of, research, benchmark, and implement innovative practices in HR management for the country office and contribute to the development of global initiatives by sharing of best practices and knowledge learned.
Responsible for strategic human resources forecasting for his/her clients including identifying future human resource requirements in terms of numbers, types and levels of staff, and identifying emerging trends in profile requirements.
Helps design optimal organizational, staffing structures and levels, and, in consultation with senior management develops standards and benchmarks staffing norms.
Implementation of assigned Human Resources Services:
Provide support to various staff and management on various HR areas (recruitment, job classification, career development, performance management, data analytics, learning & development etc.)
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 the Staff Development Committee (SDC) , design and deliver learning plans for staff to enhance their knowledge and build skills in new areas aligning local individual and group learning plans with relevant global and regional learning priorities.
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.
To qualify as an advocate for every child you will have…
An advanced university degree (Master’s or higher) in human resource management, business management, international relations, psychology or another related field is required.
A first University Degree in a relevant field combined with 2 additional years of professional experience may be accepted in lieu of an Advanced University Degree.
A minimum of eight (8) years of relevant professional experience in human resource management in an international organization and/or large corporation is required.
Developing country work experience and 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.
