Background:

UN Women, grounded in the vision of equality enshrined in the Charter of the United Nations, works for the elimination of discrimination against women and girls; the empowerment of women; and the achievement of equality between women and men as partners and beneficiaries of development, human rights, humanitarian action and peace and security. 

The Human Resource Division is responsible for the timely, accurate, equitable, effective and efficient delivery of all human resources management services, i.e. strategic staff planning, recruitment, staff administration, organizational and design and learning/career development, for the continuous development and improvement in human resource operations, policies, and methods to align with UN Women evolving business needs, and for providing advisory support to the Executive Director in the formulation and implementation of UN Women's overall mission, strategy and plans of actions.

Under the general supervision of the HR Deputy Director and Chief of HR Client Services with matrix reporting line to the Division Director and in collaboration with other HR Functional Leads and HRBPs, the Human Resources (HR) Specialist independently leads HR data analytics, reporting, internal and external communications, and planning functions within the Directorate. The HR Specialist exercises professional judgment in translating complex workforce data into actionable insights, designing and maintaining HR information systems and dashboards, and formulating recommendations on HR planning and organizational effectiveness to inform senior management decision-making. The incumbent consults the supervisor on complex, sensitive, or precedent-setting matters and contributes to the development of tools and systems supporting divisional and organizational HR priorities.

Lead HR reporting, data analytics and quality assurance:

• Conduct independent comprehensive analysis of HR data to identify trends, patterns, and workforce insights: formulate evidence-based recommendations for senior management consideration.
• Design and maintain timely and accurate reports, data visualizations, and dashboards for strategic planning and decision-making at the divisional and organizational levels.
• Monitor HR reporting requirements and timelines to ensure accurate and timely submission of reports to internal and external stakeholders (Member States, Donors, Auditors, CEB, ICSC, JIU, ACABQ, etc.).
• Analyze and recommend adoption of emerging best practices and tools in data analytics relevant to HR operations. Design and implement data quality assurance practices to ensure the accuracy, completeness and reliability of HR data across corporate systems and reports.
• Perform routine data quality reviews, validation checks and reconciliations, independently resolve inconsistencies, anomalies and data integrity issues, and liaise with relevant stakeholders to support timely resolution.
• Design data collection instruments and lead analysis for HR survey initiatives, design data collection tools, review, analyze and interpret responses.

Contribute to HRIS development and digital innovation:

• Identify, assess, and propose improvements to HR information systems and tools, ensuring efficient data management and reporting capabilities aligned with organizational strategy.
• Lead cross-functional collaboration with colleagues across departments to identify data analytics needs and develop data-driven solutions that advance HR programme objectives.
• Analyze and recommend opportunities for process automation and data-driven solutions to enhance HR operations, compliance, and audit readiness.
• Ensure technically sound execution of data analytics projects, including development and delivery of capacity-building sessions to end users.
• Monitor and evaluate emerging HR technology trends and best practices; formulate recommendations on system enhancements or platform changes to HR management.
• Collaborate with IT on data analytics, business intelligence and development of new reports and dashboards.

Lead internal HR communications and knowledge management:

• Develop and implement an internal HR communications strategy, including independently drafting substantive communications for internal and external stakeholders, the HR Newsletter, and the HR Bulletin.
• Ensure that HR intranet pages are current and strategically organized; proactively curate and post materials to HR Update pages on relevant internal platforms.
• Lead the compilation, synthesis, and quality review of documentation and information related to special projects, applying professional judgment to determine what is relevant and how it is presented.
• Produce substantive analytical reports, statistics, and briefing materials as required, exercising professional judgment on content, framing, and audience.

Provide support to Directorate on HR Work Planning:

• Contribute to the development and implementation of HR planning initiatives and conduct research and analysis to identify HR needs and potential workforce gaps and strategic options for management consideration.
• Coordinate and consolidate input to corporate planning processes, track timelines, implementation progress, applying professional judgment to solicit input and updates from team members as needed.
• Prepare substantive analytical inputs to the HR Work Plans and other relevant documents for internal and external stakeholders ensuring quality and coherence across planning products.

Technical support in the development and implementation of new HR initiatives and change management

• Work with HR Management and other Leads as necessary to develop and plan implementation of new HR initiatives to meet the evolving needs of the organization, 
• Provide substantive technical advice to the HR team on data, communications, and planning matters within the incumbent's functional portfolio. Lead business process mapping and establish internal standard operating procedures across relevant functional areas. Support the work of the HR Division in the maintenance and development of knowledge management practices in strategic workforce planning and change management; coordinates the dissemination of information among internal and external stakeholders.
• Provide inputs to guidelines, information and training materials to ensure a cohesive approach to strategic workforce planning and change management concepts throughout the organization.
• Liaise with colleagues in the HR Communities of Practices as required.
• Lead coordination and implementation of HR initiatives; independently formulate and disseminate communication and updates to internal and external stakeholders.

The incumbent performs other duties within their functional profile as deemed necessary for the efficient functioning of the Office and the Organization.

Competencies :

Core Values:

• Integrity;
• Professionalism;
• Respect for Diversity.

Core Competencies:

• Awareness and Sensitivity Regarding Gender Issues;
• Accountability;
• Creative Problem Solving;
• Effective Communication;
• Inclusive Collaboration;
• Stakeholder Engagement;
• Leading by Example.

Please visit this link for more information on UN Women’s Values and Competencies Framework: 

Functional Competencies:

• Expertise in HR data analytics, reporting, and HRIS management
• Proficiency in data visualization tools (e.g., PowerBI or equivalent) and ability to translate complex data into actionable insights
• Strong analytical and problem-solving skills applied to HR systems, processes, and workforce planning
• Ability to develop and deliver HR communications and knowledge products for diverse audiences
• Technical proficiency in business process mapping and development of standard operating procedures
• Sound understanding of UN Staff Regulations and Rules, HR policies, and change management principles
• Ability to handle confidential information.

Education and Certification: 

• Master’s degree or equivalent in Data Analytics, Statistics, Data Science, or Computer Science, or other related fields of study. A degree in Human Resources, Business Administration, Psychology, Organizational Development, Public Administration, or other relevant social sciences can be accepted instead when accompanied by substantive work experience in data analysis and reporting. 
• A first-level university degree in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree.
• Certification in reporting and data analysis is desirable.

Experience: 

• A minimum of 5 years of progressively responsible experience in human resources management, administration, public administration, management, or related area with specific focus on reporting and data analysis is required. 
• Experience in and knowledge of UN system HR policies and procedures is required. 
• Experience in data management tools such as PowerBI, or equivalent, is required. 
• Experience independently leading HR data analytics projects and producing evidence-based reports for senior management is required. 
• Experience leading or contributing to large-scale HR projects is highly desirable.
• Experience in multiple HR functional areas (recruitment, workforce planning, policy development) highly desirable.
• Experience in developing and conducting presentations to large audiences is desirable.

Languages: 

• Fluency in English is required.
• Knowledge of another official UN language is desirable (French, Arabic, Chinese, Russian or Spanish).

Statements:

In July 2010, the United Nations General Assembly created UN Women, the United Nations Entity for Gender Equality and the Empowerment of Women. The creation of UN Women came about as part of the UN reform agenda, bringing together resources and mandates for greater impact. It merges and builds on the important work of four previously distinct parts of the UN system (DAW, OSAGI, INSTRAW and UNIFEM), which focused exclusively on gender equality and women's empowerment.

Diversity and inclusion:

At UN Women, we are committed to creating a diverse and inclusive environment of mutual respect. UN Women recruits, employs, trains, compensates, and promotes regardless of race, religion, color, sex, gender identity, sexual orientation, age, ability, national origin, or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, competence, integrity and organizational need.

If you need any reasonable accommodation to support your participation in the recruitment and selection process, please include this information in your application.

UN Women has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UN Women, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. All selected candidates will be expected to adhere to UN Women’s policies and procedures and the standards of conduct expected of UN Women personnel 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.)

Note: Applicants must ensure that all sections of the application form, including the sections on education and employment history, are completed. If all sections are not completed the application may be disqualified from the recruitment and selection process.