Re-advertisement: Human Resources Officer (Recruitment Administration Services), P-2, HR Administration Section, UNICEF Global Shared Services Centre, Budapest, Hungary (not for Hungarian nationals)

Under the close supervision and guidance of the Human Resources Manager, the Human Resources Officer (RAS) executes HR services through applying knowledge of administrative recruitment models and through management of teams, as well as understanding of organizational HR policies and procedures.

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. 

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 program results worldwide. ​  

The HR Administration Section delivers high quality, responsive, timely and equitable human resources services for UNICEF offices which include onboarding, staff entitlements, benefits, separation, recruitment, and other administration support.  

The focus of the HR Officer (RAS) is on enabling UNICEF to hire the best talent in the shortest possible time to support delivering UNICEF mission.  

How can you make a difference?  

Under the close supervision and guidance of the Human Resources Manager, the Human Resources Officer (RAS) executes HR services through applying knowledge of administrative recruitment models and through management of teams, as well as understanding of organizational HR policies and procedures. 

Summary of key functions/accountabilities:  

1. HR Partnering  

• Through research of policies and analysis of data, provide support to the HR Business Partners in the hiring offices advising on recruitment administration related needs and develop subsequent plans of action.   
• Provide accurate and timely advice to clients on recruitment processes and policies, ensuring the highest level of client-orientation.    
• Proactively advise clients on the resolution of recruitment administration related issues ensuring equitable and transparent solutions that protects both the staff and organizations interests in accordance with policies, regulations and procedures.    
• Promote organizational goals and targets for gender equity and cultural diversity.   
• Incumbent is expected to present alternative approaches to problems and questions that may not fit into an established pattern and discuss objectives of the counterparts that are similar but may have competing interests which must be identified and understood to facilitate resolution.  
• Join the discussions with HR Business Partners and Hiring Managers on the strategy of recruitments, content of job descriptions and vacancy announcements, sourcing channels, application forms, assessment methods, panel compositions etc. 

2. Recruitment and Placement  

• Ensure services are delivered to designated client groups within the expected SLAs with accuracy and high-quality standards.   
• Analyze complex issues or the development of new methods/approaches requiring the identification and in-depth examination of numerous technical factors, as well as policy considerations, in the solution of methodological problems or in the formulation of policy proposals.   
• Escalate non-compliance to HR Manager.  
• Provide support to recruitments by collaborating with Hiring Managers in implementing efficient client services that help to attract the highest caliber of candidates.    
• Review and approve requisitions in the Talent Management System making sure that minimum requirements are in line with the guidelines, title is an official UNICEF title, competency levels are as per the competency framework, flexibility clause is correctly added by consulting or routing the requisition to the Job Classification Unit.   
• Review of groups/lists of people on special consideration such as staff on abolished posts, returning from special leave etc., as well as reviewing candidates with disciplinary flag and liaise with the Policy Unit (PERCS) if necessary.   
• Perform quality checks and assurance of longlists, oversee assessments and interviews, ensure that all administrative actions are seamlessly delivered.  
• Support risk assessment, mitigation and monitor compliance with applicable rules and regulations.  
• Analyze and synthesize issues and problems, and interpret established, formal guidelines to address and recommend solutions or further actions required.    

3. Performance Management    

• Manage the team and deliver supervisory support on aspects related to performance, leave, training, career development etc.   
• Ensure ongoing monitoring and discussions around individual performance and support development of the staff member by facilitating career progression and opportunities.   
• Enable high-level of staff engagement and morale by providing continuous listening, support, mentoring etc. for team members.   
• Lead the coordination of work and provide specialized advice to the team. Priority is on delivery of overall results and performance.   
• Develop staff through coaching and mentoring.    
• Ensure team leadership and cross-functional collaboration.   
• Support and advise staff and management as appropriate to improve relations, achieve consensus and resolve issues.     

4. Data Analytics   

• Collect, interpret and analyze HR data to help informed decision making on recruitment processes and strategies.   
• Support the development and implementation of data collection systems to optimize data quality.   
• Coordinate with partners in the assigned region to provide assistance in their HR information management.   

5. Learning and Capacity Development   

• Support the HR Manager in keeping staff abreast of HR rules and regulations, business processes, processing recruitments by delivering training and coaching to the newly hired workforce in the Recruitment Administrative Services at the GSSC.   

Specific work conditions: The HR Officer (RAS) is expected to work shift-based, accommodating the time zone of the respective Region.  

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

Education:  

• A University Degree in human resources management, business management, international relations, psychology, or another related field is required.   

Experience:  

• Minimum two years of directly relevant experience, including one year of dedicated recruitment work. Supervisory experience in human resources management in an international organization and/or large corporation is desirable.    

Technical Competencies:  

• Proven ability and excitement to design and implement innovative cutting-edge HR programs, systems, and tools within a fast paced and evolving setting.  
• Analytical skills, project management experience, resourcefulness, and forward-looking skills.   
• Excellent knowledge of organizational and HR information technology systems and tools, as well as best business practices and technology, with adequate experience in recruitment administration is required.  
• Experience of shared services/business support center is an asset.   
• UNICEF/UN experience is an asset.
• Experience working with SAP, Talent Management systems and CRM tools. 
• Working knowledge of the Microsoft Suite products (MS Word, MS Excel, and MS PowerPoint). 
• Experience with setting up and rotating shift work amongst team members is an asset. 
• Flexibility to work in shifts in any specified time range as assigned within 7am and 7pm CET is required. 
• Experience working with SLAs and KPIs.

Language Requirements:  

• Fluency in English (Oral and written) is required. Working knowledge of French and/or Spanish is desirable.  

Conditions of International Professional Posts

International Professional (IP) staff are recruited internationally and serve in duty stations outside their country of nationality. They hold leadership, managerial or specialist functions.

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 (8) Nurtures, leads and manages people

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

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 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 benefits to our staff, including paid parental leave, breastfeeding breaks and reasonable accommodation for persons 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 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.

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.