Job Description
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 Officer, at the P2/NOB 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 Specialist/Manager, at either the NOC/P3 or NOD/P4 level, or in some rare cases, Chiefs of section at the P-5 level. This GJP covers a broad range of HR functions, however, depending on the context, the incumbent may focus on all, some, or only one or two areas with great depth. In addition, there may be additional functions not mentioned in the GJP. If this is the case, this can be made clear in work plans and/or individual performance plans.
Positions at the P2/NOB level are considered as supportive roles to higher level HR professionals that are centered on providing research, analysis and recommendations on a
broad range of HR functions, or in some cases one specific function. Therefore, while these positions contribute substantively to organization-wide HR strategies, they should also be
considered as opportunities for incumbents to acquire professional expertise, organizational knowledge and exposure for further career advancement.
Purpose for the job
The HR Officer reports to the HR Manager for close guidance, training and supervision. The Officer provides support to the supervisor and colleagues in the unit by executing HR services through applying knowledge of theoretical HR models, as well as understanding of organizational HR policies and procedures, including supervision of the Senior HR Associate GS-7 for closer coaching and quality assurance of tasks.
Duties and Responsibilities
Summary of key functions/accountabilities:
1. Business Partnering
• Through research of policies and analysis of data, provide support to the HR Business Partner in advising their clients on HR-related needs and developing subsequent plans
of action.
• 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 organizationsinterests in accordance with policies, regulations and procedures.
• Promote the organizational goals and targets for gender equity and cultural diversity.
2. 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.
3. Support to 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.
4. Learning and Capacity Development
• In collaboration with business owners, support the design and delivery of learning plans for staff.
• Contribute to the mapping of competencies for all staff included in the assignedclient portfolio, assisting in the development of a comprehensive framework in support of the development of the talent pipeline.
• Research on efficient and cost-effective learning products which enable staff to develop their skills and competencies.
• Participate as a resource person in capacity building initiatives to enhance the competencies of clients/stakeholders.
• Provide orientation briefing to new staff.
5. HR Data Analytics
• Collect, interpret and analyze HR data to help inform decision making on HR processes and strategies.
• Support the development and implementation of data collection systems to optimize data quality.
• Coordinate with country offices and partners to provide assistance in their HR information management.
Qualifications and Experience
Education: A University Degree in human resource management, business management, international relations, psychology or another related field is required.
Experience: Two years of 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 a local language is an asset.
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