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Human Resources Manager (HR Operations), P-4 # 95480, UNICEF Global Shared Services Centre (GSSC), Budapest, Hungary (Not for Hungarian nationals)
United Nations Children's Fund (UNICEF)
P-4 Mid-level Professional Full-time Internationallly Recruited
Job Expired 11 Oct 2022
Expired
Posted 2 months 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, a calling.

[Include information about the country/specific programme. Ideally include a link to a video]

How can you make a difference?

We are committed, passionate, and proud of what we do.  Promoting the rights of every child is not a job, it’s a calling.

UNICEF’s Global Shared Services Centre (GSSC) provides services to UNICEF offices around the world in the areas of Finance, Master Data Management, Human Resources Administration, Payroll, and IT Customer Care.

Our mission is to be a Centre of Excellence for the global delivery of efficient services within a culture of customer service, continuous business improvement, knowledge-sharing and innovation to support the effective achievement of UNICEF's programme results worldwide. ​

GSSC has won the 2019 Business Services Firm of the Year in Hungary, 26 regional awards announced at the Central and Eastern European Business Services Summit & Awards held in Warsaw, Poland.

Please visit our UNICEF GSSC page

The GSSC is looking for a talented, innovative and solution-oriented HR Manager who will play a key HR Business Partner role to advise and provide business units with HR solutions in talent acquisition and employee lifecycle; and he/she will also lead the talent management and recruitment team to execute recruitment strategies and promote the GSSC as an employer of choice.

Human Resources (Operations) is a strategic partner to the business streams and the HR strategies are clearly aligned to the business strategy of the GSSC.

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This will involve:

Management of Unit

  • Support the Chief of Section in establishing the annual work plan, setting priorities/targets and performance measurements, workplan /Service Level Agreement (SLA) progress reports, and contributing to the development of strategies, tools and guidelines.
  • 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 HR specialty 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.

Performance Management

  • Work closely with the center of expertise and case management unit in DHR, provide support and capacity build staff and supervisors in managing performance in line with UNICEF best practices

Talent Management and Talent Acquisition

  • Proactively collaborate with business units to discuss strategies and approaches to attract, onboard, retain, transition and develop talent within the GSSC.
  •  Proactively identify staffing gaps within the GSSC and develop workforce plans and outreach strategies in advance to minimize vacancy gaps and to ensure diverse talent in place on time.
  • Actively review and advocate for internal mobility within the GSSC to support career development and succession planning.
  • Provide authoritative technical support in guiding clients through the recruitment process, ensuring compliance with the UNICEF staff selection policy.
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Outreach and Employer Branding

  •  Lead the implementation of outreach and employer branding strategy and continuous revising the strategy using creative solutions and innovation to be fit for purpose.
  • Leverage latest trends including social media and marketing activities to strengthen outreach and advocate for GSSC as employer of choice.

 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.
  • Build and strengthen strategic partnerships through networking and advocacy with UN agencies, local recruitment agencies and academic institutions, shared service centers to share best practices, build understanding of the local labor market and also for outreach.

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.
  • 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.
  • Contribute to innovation, continuous improvement and advocate for efficient and innovative HR processes and practices.

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.
  • Provide 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.

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

  • An advanced university degree in Human Resources Management, Business Management, International Relations, Psychology or another related field is required.

A first University Degree (Bachelor’s Degree) in Human Resources Management, Business Management, International Relations, Psychology or another related field combined with 2 additional years of professional experience in in human resources management and human resources administration may be accepted in lieu of an advanced university degree.

  • A minimum of eight years of relevant professional experience in human resources management at the national and international levels, or large corporation is required.
  • Experience in supervising, leading and managing a team is required.
  • Experience and ability to help design and implement targeted and innovative human resources strategies to address clients’ people-related needs.
  • Experience and innovative skills in talent planning and talent acquisition.
  • Ability to help design and implement innovative HR programs within a fast paced, evolving, and wide organizational setting.
  • Analytical skills, project management, stakeholder management and change management experience, preferably in a multi-country situation.
  • Proven aptitude in agility, creativity, and innovation in HR Solution
  • Experience of shared services/business support center is an asset.
  • Fluency in English both written and spoken is required.
  • Knowledge of another official UN language or local language of the duty station is considered an asset. 

For every Child, you demonstrate…

  • UNICEF’s core values of Care, Respect, Integrity, Trust and Accountability and the following core competencies:
  • Nurtures, Leads and Manages People (2) 
  • Demonstrates Self Awareness and Ethical Awareness (2) 
  • Works Collaboratively with others (2) 
  • Builds and Maintains Partnerships (2) 
  • Innovates and Embraces Change (2) 
  • Thinks and Acts Strategically (2) 
  • Drive to achieve impactful results (2) 
  • Manages ambiguity and complexity (2)  

During the recruitment process, we test candidates following the competency framework. Familiarize yourself with our competency framework and its different levels: UNICEF's Competency Framework here.

Remarks:

The hiring manager may apply other criteria within the context of the job requirement, beyond the minimum requisites for shortlisting.

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

To qualify as an advocate for every child, you will receive…

  • A competitive salary 2022 ICSC Professional Salary scale (UN) access the UN Salary Scale worldwide Salaries and Allowances (UN), and here a salary calculator SalCalcInt (undp.org) for simulation.
  • Holidays and leave 30 days of annual leave per year
  • Parental leave
  • Dependency allowance
  • United Nations sponsored medical insurance plan
  • Pension plan
  • Optional life insurance plan
  • Access to professional development and learning programs, online learning and learning path.
  • Access to staff well-being support
  • Access to career development support

Please visit Compensation and Benefit site on UNICEF Career page

UNICEF is here to serve the world’s most disadvantaged children and our global workforce must reflect the diversity of those children. The UNICEF family is committed to A diverse and inclusive workforce to include everyone, irrespective of their race/ethnicity, age, disability, gender identity, sexual orientation, religion, nationality, socio-economic background, or any other personal characteristic.

We offer a wide range of Compensation and benefits to our staff, including paid parental leave, breastfeeding breaks and  reasonable accommodation with disabilities. UNICEF strongly encourages the use of flexible working arrangements.

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.

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 are 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.

Conditions of International Professional Posts:

International Professional (IP) staff are recruited internationally and serve in duty stations outside their country of nationality. Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service.  This position is classified as “rotational” which means the incumbent is expected to rotate to another duty station upon completion of their tour of duty.

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