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Chief (Human Capital Intelligence & Technology), P-5, Division of Human Resources (DHR), Istanbul, Turkey #15504 (REQ#551901)
United Nations Children's Fund (UNICEF)
P-5 Chief and Senior Professional Full-time Internationallly Recruited
Job Expired 10 Jul 2022
Posted 1 month ago
Job Description

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, opportunity

Human Resources management – one of the Enablers to implement the ambitious “People and Culture” goals of the UNICEF Strategic Plan 2022-25 – is currently undergoing an HR Transition and Transformation Initiative (TTI). The Division of Human Resources (DHR) relies on a fit-for-purpose structure and a global service delivery model to meet organizational priorities with appropriately skilled HR professionals bringing value to the business and a talent management strategy and framework to attract, develop and retain the right talent across UNICEF.

As part of the TTI, DHR is reducing its footprint in New York to a time-zone closer to offices and a more cost-sustainable location. A new Global HR Delivery Model has been developed which requires further strengthening and integration of existing HR systems, reliable information management through analytics and reporting and efficient and effective planning processes that would support the organizational decision-making process to achieve effective results.

Human Capital Intelligence and Technology aims to further strength and integrate existing HR systems, ensuring reliable information management, data insights and use of analytics for an evidence-based approach to people management and decision making. It will also ensure efficient and effective planning and reporting processes that would support and inform strategic organizational decision-making processes and achieve the goals, objectives, results and priorities in the new Strategic Plan.


How can you make a difference?

Under the general supervision of the Deputy Director (Strategic Delivery) and members of the OneHR Leadership team, the Chief - Human Capital Intelligence and Technology provides strategic leadership, oversight and an advisory role over integrated HR systems, information management, analytics and reporting and reliable and timely planning to support the effective roll out of the HR Global Delivery Model. Also provides leadership and oversight on all issues related to HR information management and technological platforms ensuring reliable, relevant, timely and accurate data is available across offices to support achievement of objectives and facilitate evidence-based decision-making process.

The incumbent is expected to provide leadership, oversight, and advisory roles on a range of topics to the DHR Directorate and the OneHR community across offices. The breadth of experience, set of qualifications, maturity and other competencies required for these roles should be of high quality to ensure that the right strategic advice and support to the HR function is provided. The ability to identify opportunities for strengthening the HR function, risks and mitigation measures is also critical to ensure that the strategic objectives and goals in the HR Delivery Model and the HR accountabilities in the new UNICEF Strategic Plan are fulfilled


Strategic advice and support to leadership

  • Provide strategic advice and support to the OneHR leadership team on a range of issues related to data insights and analytics, integrated HR technology systems, reliable and timely planning, analytics and reporting including risk management.
  • Advise on best practices and efficiencies by leveraging technology to strengthen HR systems, analytics and reporting to ensure the optimum use of resources.
  • Contribute to deliberations in divisional and other meetings to support the Directorate in the decision-making process, ensuring transparency in office governance and alignment with the overall HR strategy.
  • Contribute to the development of divisional briefing notes and Director’s presentations and engagements with different internal and external stakeholders, including but not limited to the Global Management Team, Regional Management Team, Staff Associations, UNICEF Audit Advisory Committee and other governance mechanisms and collaborations with other UN agencies.

Strategic planning

  • Provide leadership in implementing sound and timely quadrennial and annual planning processes within DHR to ensure alignment with the organizational priorities in the Global HR Delivery Model.
  • Provide leadership and oversight to ensure that the HR priorities, targets, baseline data and key performance indicators for both the DHR Office Management Plan and UNICEF Strategic Plan are identified, recorded, and reported in a timely manner.
  • Provide oversight to ensure that the different teams within DHR provide timely and relevant information progress updates in their respective areas of work to enable DHR to comply with all its reporting obligations.

Integrated HR systems and technology

  • Provide leadership and oversight to ensure the availability and sustainability of efficient and effective HR systems and technological platforms that support the HR business needs and requirements across offices, including but not limited to systems related to recruitment, talent development and learning, strategic delivery, performance management and other areas of HR work.
  • Ensure that the HR systems are supportive and aligned with the strategic objectives of the HR Delivery Model in support of the Strategic Plan.
  • In partnership with ICTD, GSSC, external service providers, HQs, regional and country offices, act as DHR’s lead focal point in all discussions related to systems and technology and make recommendations to the Directorate on system enhancements and innovations. Implement HR efficiencies through automation of processes.
  • Support all HR initiatives and policies complemented by secure and solid systems. Contribute to capacity-building activities across the OneHR community to strengthen their knowledge on systems, sharing of best practices across offices and identify solutions to further enhance and maximize the use of technology to support their work.

HR analytics and reporting

  • Provide leadership and oversight on HR information management by ensuring reliable, relevant, timely and accurate data across offices to support achievement of objectives and facilitate evidence-based decision-making process.
  • Lead the continuous improvement and strengthening of the OneHR Dashboard and other platforms. In partnership with different stakeholders, respond to evolving business needs and requirements with agile solutions.
  • Provide leadership and oversight to innovative information management and reporting, including in-depth data analysis, sentiment analysis/natural language processing, predictive analytics, machine-learning solutions, system strengthening, automation, migration, and systems integration.
  • Act as DHR’s lead focal point for all internal and external reporting obligations related to UNICEF workforce.

Recruitment Experience, Monitoring and Evaluation

  • Provide leadership and managerial oversight in proactively identifying recruitment trends and highlighting best practices and areas that require close attention while supporting continuous learning and process improvement. This function also supports the successful decentralization of delegation of authority for recruitment decisions and monitors for compliance with UNICEF selection principles and recruitment policy as part of a larger strategy to strengthen transparency and accountability in recruitment.

Global Staff Survey

  • Provide leadership and oversight in the management of the Global Staff Survey, including but not limited to the development of survey questions, stakeholder engagement, partnering with GSS Focal Point globally, vendor management and reporting on survey results and overall monitoring of progress.
  • Provide strategic advice to the Director on the results of the Global Staff Survey and presenting to the Global Management Team, Regional Management Teams, and other forums.

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

  • An advanced university (Master’s) degree in Social Sciences, Economics, Business Administration, Human Resources Management, HR Analytics, Statistics and Information Management, Risk Management or a directly related technical field(s) is required.
  • A minimum of ten (10) years of relevant experience, at the national and international levels, in leading and managing a team involved in strategic HR planning, analytics, reporting information systems and business analysis and design functions is required.
  • Specialized experience in strategic HR planning and management, HR information systems, , operations management, project or change management, risk management or directly related technical field(s) is required.
  • Previous leadership experience in a supervisory/managerial capacity is required. Prior experience in implementing technological platform solutions or data insight applications within humanitarian settings in a programmatic context is highly desirable.
  • Fluency in English is required. Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) or a local language is an asset.

For every Child, you demonstrate...

UNICEF's values of Care, Respect, Integrity, Trust, and Accountability (CRITA).

The UNICEF competencies required for this post are...

Core Competencies skill

  • Builds and maintains partnerships (3)
  • Demonstrates self-awareness and ethical awareness (3)
  • Drive to achieve results for impact (3)
  • Innovates and embraces changes (3)
  • Manages ambiguity and complexity (3)
  • Thinks and acts strategically (3)
  • Works collaboratively with others (3)
  • Nurtures, leads and manages people (3)

To view our competency framework, please visit here.

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 be expected to adhere to these standards and principles and will therefore undergo rigorous reference and background checks. 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.


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

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.

UNICEF appointments are subject to medical clearance. Issuance of a visa by the host country of the duty station, which will be facilitated by UNICEF, is required for IP positions. Appointments may also be subject to inoculation (vaccination) requirements, including against SARS-CoV-2 (COVID). Government employees that are considered for employment with UNICEF are normally required to resign from their government 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.

This job is no longer available.