The People and Culture Policy Specialist  plays a key role in reviewing, drafting, and updating UNICEF’s HR policies to ensure alignment with the UN Staff Regulations and Rules, relevant jurisprudence, and UNICEF’s regulatory framework. Reporting to the People & Culture Policy Manager, the Specialist provides expert legal and policy advice, represents UNICEF in inter-agency forums, and ensures consistent global HR policy interpretation. The role directly influences organizational efficiency, staff morale, and legal risk mitigation through well-researched, compliant, and forward-looking policy solutions. This position requires advanced expertise in HR or law, deep understanding of UN systems, and strong analytical and communication skills.

This is a re-advertisement, candidates who have already applied do not need to re-apply.

UNICEF works in over 190 countries and territories to save children’s lives, defend their rights, and help them fulfill their potential, from early childhood through adolescence.

At UNICEF, we are committed, passionate, and proud of what we do for as long as we are needed. Promoting the rights of every child is not just a job – it is a calling.

UNICEF is a place where careers are built: we offer our staff diverse opportunities for professional and personal development that will help them reinforce a sense of purpose while serving children and communities across the world. We welcome everyone who wants to belong and grow in a diverse and passionate culture, coupled with an attractive compensation and benefits package.

Visit our website to learn more about what we do at UNICEF.

For every child, the right to a Future

How can you make a difference

The People and Culture Specialist (Policy), within their area of responsibility, is accountable for review and update of UNICEF’s People and Culture policies to align with the current UNICEF Regulatory Framework and other regulatory documents like UN Staff Regulations and Rules. In doing so, the incumbent demonstrates the ability to anticipate People and Culture-related needs and develop subsequent plans and solutions that align with the goals of the Division of People and Culture objectives. 

  • Under the guidance of the People & Culture Manager (Policy), the incumbent will draft HR policies, provide legal and policy advice, consistent with UN Staff Regulations and Rules, UNAT & UNDT jurisprudence and UNlCEF policy, and represent UNICEF in inter-agency fora at the working group level.
  • Reviewing/redrafting of all HR policies and procedures to match the business needs of the organization, while ensuring compliance with the UN Staff Regulations and Rules, applicable General Assembly resolutions, UN Tribunal jurisprudence and UNICEF regulatory framework, based on background research such as private and public sector best practice, other UN organizations strategies, General Assembly/lCSC decisions, and historic publications.
  • Drafting briefing notes, documents, reports, position papers, presentations etc. that are related to HR policy matters for submission to the P&C Manager (Policy), Chief of Section and OHR senior management on HR policy issues for presentation at inter organizational fora, inter-agency meetings, working groups and task forces.
  • Represent UNICEF at inter-agency fora/working groups/task forces relating to HR policy ensuring that the outcomes support effective delivery of UNICEF's mandate.
  • Coordinating interagency queries on HR policies and procedures.
  • Providing policy advice to HR practitioners globally, as well as OHR and senior management, to ensure consistency of HR policy interpretation in the business partner model and to minimize legal risk to the organization through appeals in UN tribunals.
  • Share authoritative advice related to UN Tribunal jurisprudence as and when necessary to manage escalated issues in the area of People and Culture.

Impact of Results:

  • Describe the type of decisions· regularly made and the decisions. Impact of those decisions.
    Decisions will be made in policy advice provided to HR counterparts and senior management; and representation of UNlCEF in inter-agency fora at the working group level. The key results have an impact on the overall efficiency in human resources management. Accurate, thoroughly researched documented information will result in fair treatment of staff entitlements and high staff morale. It enhances credibility of UNICEF as an effective and efficient organization in the HR sector.
  • Describe the type of recommendations regularly made and why they are important.
    On the basis of studies of best practices, past jurisprudence, independent research and a thorough understanding of UNICEF's strategic needs and requirements, including those of regional and country offices, the incumbent is expected to provide policy advice, represent UNICEF; and propose revisions to existing HR policies and/or the promulgation of new policies, so as to improve the overall efficiency of the organization, as well as UNICEF’s competitiveness as an employer of choice.
  • Describe the most damaging error(s) that could be made in the performance of the job,and their consequences.
    Failure to provide policy advice in accordance with the provisions of UN staff regulations, rules, past jurisprudence and UNICEF policy, would expose UNICEF to considerable legal and reputational risk, including increased financial damages payable to staff members appealing to resulting administrative decisions.
    Failure to arrive at professionally sound and acceptable conclusions in areas of responsibility could damage the credibility of the DHR and would result in diminished support for the HR function at UNICEF.

If you would like to know more about this position, please review the complete Job Description here: Download File JD_People and Culture Policy Specialist, P-3

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

Minimum requirements:

  • Education: An advanced university degree (masters) or equivalent in human resource management or law required. 
    A Bachelor or equivalent (First Level University Degree) in a relevant area combined with 2 additional years of relevant work experience may be accepted in lieu of an advanced university degree. This is applicable to internal (FT, Continuing and Permanent) staff only.
  • Work Experience: A minimum of 5 years' experience working in UN interagency settings, similar international organizations or in legal advisory roles on global policy development and implementation is required. 
  • Skills: Familiarity with HR management, Policy Review, HR Policy, HRAdmin Law, and Legal drafting is required.
  • Language Requirements: Fluency in English is required. 

Desirables:

  • Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) or a local language is an asset.
  • Past hands-on working experience of minimum two (2) years in either representing before and/or preparing legal briefs/documents for either ILO or UN tribunal is highly desirable.
  • Past experience of managing, representing, presiding or advising over international arbitration matters is an asset.
  • Experience in presenting and defending organizational positions before senior management and/or high level legal/judiciary audience is an asset. 
  • Relevant experience at country level, particularly in development, fragile settings and humanitarian contexts.

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

The 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

Familiarize yourself with our competency framework and its different levels.

UNICEF promotes and advocates for the protection of the rights of every child, everywhere, in everything it does and is mandated to support the realization of the rights of every child, including those most disadvantaged, and our global workforce must reflect the diversity of those children. The UNICEF family is committed to include everyone, irrespective of their race/ethnicity, disability, gender identity, sexual orientation, religion, nationality, socio-economic background, minority, or any other status.

UNICEF encourages applications from all qualified candidates, regardless of gender, nationality, religious or ethnic backgrounds, and from people with disabilities, including neurodivergence. We offer a wide range of benefits to our staff, including paid parental leave, breastfeeding breaks and reasonable accommodation for persons with disabilities. UNICEF provides reasonable accommodation throughout the recruitment process. If you require any accommodation, please submit your request through the accessibility email button on the UNICEF Careers webpage Accessibility | UNICEF. Should you be shortlisted, please get in touch with the recruiter directly to share further details, enabling us to make the necessary arrangements in advance.

UNICEF does not hire candidates who are married to children (persons under 18). 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 based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities. 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, and selected candidates with disabilities may be requested to submit supporting documentation in relation to their disability confidentially.

UNICEF appointments are subject to medical clearance.  Issuance of a visa by the host country of the duty station is required for IP positions and will be facilitated by UNICEF. Appointments may also be subject to inoculation (vaccination) requirements, including against SARS-CoV-2 (Covid). Should you be selected for a position with UNICEF, you either must be inoculated as required or receive a medical exemption from the relevant department of the UN. Otherwise, the selection will be canceled.

Remarks:

As per Article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity.

UNICEF is committed to fostering an inclusive, representative, and welcoming workforce. For this position, eligible and suitable candidates are encouraged to apply.

Government employees who are considered for employment with UNICEF are normally required to resign from their government positions 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.

UNICEF does not charge a processing fee at any stage of its recruitment, selection, and hiring processes (i.e., application stage, interview stage, validation stage, or appointment and training). UNICEF will not ask for applicants' bank account information.

In this role, you will collaborate with colleagues across multiple locations. For effective collaboration, we encourage flexible working hours that accommodate different time zones while prioritizing staff wellbeing.

Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service.

Humanitarian action is a cross-cutting priority within UNICEF's Strategic Plan. UNICEF is committed to stay and deliver in humanitarian contexts. Therefore, all staff, at all levels across all functional areas, can be called upon to be deployed to support humanitarian response, contributing to both strengthening resilience of communities and capacity of national authorities.

All UNICEF positions are advertised, and only shortlisted candidates will be contacted and advance to the next stage of the selection process. An internal candidate performing at the level of the post in the relevant functional area, or an internal/external candidate in the corresponding Talent Group, may be selected, if suitable for the post, without assessment of other candidates.

Additional information about working for UNICEF can be found here.

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Before applying, please make sure that you have read the requirements for the position and that you qualify. Applications from non-qualifying applicants will most likely be discarded by the recruiting manager.