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Human Resources Specialist, P3, MENA Regional Office, Amman-Jordan, Post# 00127035 (Temporary Appointment for 364 days).

Amman

  • Organization: UNICEF - United Nations Children’s Fund
  • Location: Amman
  • Grade: Mid level - P-3, International Professional - Internationally recruited position
  • Occupational Groups:
    • Human Resources
  • Closing Date: Closed

The HR Specialist, within their area of responsibility, is accountable for implementing HR services that enhance the capacity of MENA region Country offices and Regional Office sections to deliver on their business goals and objectives. In doing so, the incumbent demonstrates the ability to anticipate HR-related needs and develop subsequent plans, systems and solutions that align HR management with business objectives and that can be adapted for emergencies as needed.

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, Future  

UNICEF is a 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.

How can you make a difference?

The HR Specialist, within their area of responsibility, is accountable for implementing HR services that enhance the capacity of MENA region Country offices and Regional Office sections to deliver on their business goals and objectives. In doing so, the incumbent demonstrates the ability to anticipate HR-related needs and develop subsequent plans, systems and solutions that align HR management with business objectives and that can be adapted for emergencies as needed.

Also, in support of the different ongoing emergencies in the region, the HR Specialist will assist the Regional Office in building HR capacity in country offices to ensure localized attention to countries’ HR needs in humanitarian and non-humanitarian crisis settings. The role also supports HR in region by providing PBR submission guidance and strengthening the regional office support to countries by developing tools, strengthening systems and coaching.

 

Summary of key functions/accountabilities:

 

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 by providing accurate and timely advice to clients on HR processes and policies and 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 organizational change initiatives and develop monitoring tools for use across MENA region.
  • Provide technical inputs and additional capacity to manage staffing  scale-up and scale down plans  in different contexts, within the humanitarian crisis response cycle.

 Strategic Human Resources 

  • Develop and implement best practices and innovations depository and knowledge management tools in HR management to support regional HR teams in managing both emergency response and day to day business partnering roles.

 

Learning and Capacity Development 

  • Strengthen and coordinate the regional orientation briefings and packages for new staff.
  • Provide day-to-day performance and talent management guidance to line management (e.g., coaching, counseling, career development, career conversations, and disciplinary actions).

 

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

 

Education:

 An Advanced University Degree in human resource management, business management, international relations, psychology, or another humanities field is required.

A First level/ Bachelor’s degree may be accepted with an additional two years of relevant HR experience.

 

Experience:

Five years of increasingly responsible professional experience in human resource management   in an international organization and/or large corporation is required.

Experience working in emergency contexts is considered an asset. 

 

Language:

Fluency in English is required. French and/ or Arabic are highly desirable.

For every Child, you demonstrate

UNICEF’s Core Values of Care, Respect, Integrity, Trust, Accountability and Sustainability (CRITAS) underpin everything we do and how we do it.

Core Competencies:

  • Demonstrates Self Awareness and Ethical Awareness (1)
  • Works Collaboratively with others (1)
  • Builds and Maintains Partnerships (1)
  • Innovates and Embraces Change (1)
  • Thinks and Acts Strategically (1)
  • Drive to achieve impactful results (1)

Manages ambiguity and complexity (1)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.

Remarks:

“UNICEF’s active commitment towards diversity and inclusion is critical to deliver the best results for children.

UNICEF only considers higher educational qualifications obtained from an institution accredited/recognized in the World Higher Education Database (WHED), a list updated by the International Association of Universities (IAU) / United Nations Educational, Scientific and Cultural Organization (UNESCO). The list can be accessed at http://www.whed.net/”.

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 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.

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

Travel within the Region is expected.

Eligible staff members in the IP category, National Officers (NO) or General Service (GS) on fixed-term, continuing or permanent contracts applying to IP TA positions dedicated to L3 (or L2) Response, may be able to retain a lien and their fixed-term entitlements. The conditions of the temporary assignment will vary depending on the status of their post and their current tour of duty, and relocation entitlements may be limited as per the relevant policies.

 

This vacancy is now closed.
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