People and Culture Officer (P-2), TA, 4 months, #00138294, Staff Support Unit, DPC, UNICEF NYHQ

UNICEF works in over 190 countries and territories to save children’s lives, defend their rights, and help them fulfill their potential, from early childhood through adolescence.

At UNICEF, we are committed, passionate, and proud of what we do for as long as we are needed. Promoting the rights of every child is not just a job – it is a calling.

UNICEF is a place where careers are built: we offer our staff diverse opportunities for professional and personal development that will help them reinforce a sense of purpose while serving children and communities across the world. We welcome everyone who wants to belong and grow in a diverse and passionate culture, coupled with an attractive compensation and benefits package.

Visit our website to learn more about what we do at UNICEF.

For every child, the right to a Champion

UNICEF is the 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.

As part of the HQ Efficiency Initiative (HQEI) and related staff support strategy, the Staff Support Unit (SSU) was established by the Division of People and Culture (DPC) to serve as a central resource for staff during the HQ – NY and Geneva - transition. SSU’s mandate was expanded to include UNICEF’s Future Focus Initiative (FFI) which served to reposition the organization to meet the needs of the most vulnerable children in a rapidly changing world where humanitarian and development resources are increasingly limited and deliver on the bold ambitions of the new Strategic Plan. The SSU acts as a referral service and advisory unit to staff globally affected by these initiatives.

SSU will ensure that support and information is people-centered and consistent across divisions, working closely with different stakeholders, DPC section chiefs, divisions, and other networks. The unit will deliver a range of services and events in line with the Staff Support Strategy, including policy and career guidance and advice on mitigation procedures. Services will be delivered through internal resources and external providers as needed.

How can you make a difference?

Under the guidance of the P&C Manager (SSU), the People and Culture Officer (Project), will work as a strategic lead to ensure a seamless flow of information within the SSU Unit through effective coordination and communication. The People and Culture Officer (Project) will be supported by a project team to carry out the functions as a centralized resource for staff and will liaise with the Specialized Support Network (SSN) in the design and implementation of staff support frameworks during major organizational transitions and provide timely and consistent information to staff. 

You will be responsible for integrating multi-divisional workflows and providing expert-level advisory on complex case, organize regular meetings with different focal points to discuss concerns, identify specific requests, and collect lessons learned, and propose proactive mitigation strategies to the People and Culture Officer Manager and Senior Management on any concerns that may arise.

Summary of key functions/accountabilities:

• Monitor daily performance of the Unit and update the case management system regularly ensuring effective coordination with clients.
• Establish workflows, communication, and coordination mechanisms for seamless service to clients ensuring continuous optimization of the SSU operational framework.
• Through data analytics, produce regular reports identifying surge and trends as part of the service delivery of the Unit to inform the briefing to Chief HRBP and senior management.  Utilize advanced analytics to move from "reporting trends" to predictive forecasting.
• Through research of policies and analysis of data, and in close coordination with the SSN, serve as the primary technical lead for resolving high-sensitivity or non-standard staff support cases. Interpret complex HR policies gather information for knowledge sharing and provide support to staff promptly.
• Troubleshoot issues and promptly escalate concerns to the People and Culture Manager/Chief HRBP, as necessary.
• Organize regular meetings with respective focal points of the unit, the Specialized Service Network (SSN) and the clients to discuss concerns, identify specific requests, and collect lessons learned.
• Oversee the evolution of the SSU Knowledge Base by designing a strategic communication architecture that ensures global staff have real-time access to critical information.
• Support the end-to-end relocation support framework through process optimization, identifying systemic gaps in the relocation lifecycle and implementing corrective measures in coordination with SSN.
• Compile FAQs based on staff questions to share within the Unit and work closely with the People and Culture Manager and Chief HRBP on advising subsequent plans of action.
• Issue timely reports on the performance of the Unit to the People and Culture Manager and Senior Management.
• In collaboration with COEs, coordinate the organization of learning programs, wellbeing sessions and capacity building initiatives and briefing sessions as needed.
• Represent change management in various forums related to Staff Support Frameworks.

If you would like to know more about this position, please review the complete Job Description here:  Job Description_People and Culture Officer (P-2)_00138294.pdf

To qualify as an advocate for every child you will have…

Minimum requirements:

1. Education: A University Degree in human resource management, business management, international relations, psychology or other related social science field is required.
2. Work Experience: A minimum of two years of professional experience in People and Culture/ human resource management in an international organization and/or large corporation is required.
3. Skills:
   1. Knowledge of current theories and practices in People and Culture management.
   2. Thorough knowledge of HR systems, policies and procedures.
   3. Highly proficient in Excel, PowerPoint and other data analytic tools and platforms.
   4. Good project management skills.
   5. Ability to research, analyse, evaluate, and synthesize information and work with dashboards.
   6. Ability to proactively coordinate and communicate with relevant stakeholders for knowledge management and information sharing purposes.
   7. Excellent planning, organizing and coordination skills.
   8. Able to use a high level of tact and judgement and empathy in dealing with client needs.
   9. Very good ability to articulate clear and concise ideas and concepts in written and oral form.
4. Language Requirements: Knowledge of English language at a Proficient/Fluent level is required.

Desirables:

1. Language: Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) is desired.
2. Familiarity with UN HR systems, policies and procedures are highly desirable.
3. Prior experience in UN system and UNICEF would be an asset.
4. Experience working within or supporting teams during major organizational transformations is considered an asset.
5. Relevant experience at country level, particularly in development, fragile settings and humanitarian contexts.

For every Child, you demonstrate...

UNICEF's Core Values of Care, Respect, Integrity, Trust and Accountability and Sustainability (CRITAS) underpin everything we do and how we do it. Get acquainted with Our Values Charter: UNICEF Values

UNICEF competencies required for this post are…

(1) Builds and maintains partnerships
(2) Demonstrates self-awareness and ethical awareness
(3) Drive to achieve results for impact
(4) Innovates and embraces change
(5) Manages ambiguity and complexity
(6) Thinks and acts strategically
(7) Works collaboratively with others

Familiarize yourself with our competency framework and its different levels.

UNICEF promotes and advocates for the protection of the rights of every child, everywhere, in everything it does and is mandated to support the realization of the rights of every child, including those most disadvantaged, and our global workforce must reflect the diversity of those children. The UNICEF family is committed to include everyone, irrespective of their race/ethnicity, disability, gender identity, sexual orientation, religion, nationality, socio-economic background, minority, or any other status.

UNICEF encourages applications from all qualified candidates, regardless of gender, nationality, religious or ethnic backgrounds, and from people with disabilities, including neurodivergence. We offer a wide range of benefits to our staff, including paid parental leave, breastfeeding breaks and reasonable accommodation for persons with disabilities. UNICEF provides reasonable accommodation throughout the recruitment process. If you require any accommodation, please submit your request through the accessibility email button on the UNICEF Careers webpage Accessibility | UNICEF. Should you be shortlisted, please get in touch with the recruiter directly to share further details, enabling us to make the necessary arrangements in advance.

UNICEF does not hire candidates who are married to children (persons under 18). 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 based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities. UNICEF is committed to promote the protection and safeguarding of all children. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles. Background checks will include the verification of academic credential(s) and employment history. Selected candidates may be required to provide additional information to conduct a background check, and selected candidates with disabilities may be requested to submit supporting documentation in relation to their disability confidentially.

UNICEF appointments are subject to medical clearance. Issuance of a visa by the host country of the duty station is required for IP positions and will be facilitated by UNICEF. Appointments are conditional on the selected candidates’ willingness to comply with current or future vaccination requirements, should UNICEF mandate it for personnel.

Failure to comply with such requirements, where applicable and without a duly approved medical exemption from the relevant UN authority, will result in the cancellation of the selection or may lead to other administrative measures, including separation from service.

Remarks:

As per Article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity.

UNICEF is committed to fostering an inclusive, representative, and welcoming workforce. For this position, eligible and suitable candidates are encouraged to apply.

Government employees who are considered for employment with UNICEF are normally required to resign from their government positions before taking up an assignment with UNICEF. UNICEF reserves the right to withdraw an offer of appointment, without compensation, if a visa or medical clearance is not obtained, or necessary inoculation requirements are not met, within a reasonable period for any reason.

UNICEF does not charge a processing fee at any stage of its recruitment, selection, and hiring processes (i.e., application stage, interview stage, validation stage, or appointment and training). UNICEF will not ask for applicants' bank account information.

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

Humanitarian action is a cross-cutting priority within UNICEF's Strategic Plan. UNICEF is committed to stay and deliver in humanitarian contexts. Therefore, all staff, at all levels across all functional areas, can be called upon to be deployed to support humanitarian response, contributing to both strengthening resilience of communities and capacity of national authorities.

All UNICEF positions are advertised, and only shortlisted candidates will be contacted and advance to the next stage of the selection process. An internal candidate performing at the level of the post in the relevant functional area, or an internal/external candidate in the corresponding Talent Group, may be selected, if suitable for the post, without assessment of other candidates.

Additional information about working for UNICEF can be found here.