The position of People and Culture Manager (Social Benefits) within UNICEF’s Division of People and Culture (DPC) plays a pivotal role in managing the organization’s global social benefits framework, including medical entitlements, insurance, disability, and pension-related matters. Working under the Chief of Policy, Employee Relations, Compensation, and Social Benefits (PERCS), the incumbent oversees policy implementation, case management, and coordination with UN bodies and third-party providers to ensure effective delivery of benefits to staff. This role requires high technical expertise, sound judgment in complex and sensitive cases, and the ability to represent UNICEF in inter-agency forums. Ultimately, the position upholds UNICEF’s duty of care by supporting staff well-being and ensuring equitable and consistent access to social benefits worldwide.
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
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The Policy, Compensation and Social Benefits in DPC is comprised of two pillars, under the supervision of the Chief, Policy, Compensation and Social Benefits. The Compensation and Social Benefits team provides support, including operational and guidance on UNICEF's People and Culture policies and procedures concerning medical entitlements/benefits, social security and compensation schemes, including medical evacuations, pension, medical insurances, disability, sick leave, special needs allowances and local salaries.
The Policy pillar focuses on formulating, updating, interpreting and communicating UNICEF's HR policies and procedures. In particular, the pillar is responsible for drafting UNICEF'S HR/ People and Culture policies and procedures to support the Organization's goals and strategies, while ensuring consistency with decisions of the UN General Assembly, the International Civil Service Commission (ICSC), Chief Executives Board, High-Level Committee on Management (HLCM), People and Culture Network as well as other inter- agency fora. The Policy pillar formulates new policies and procedures, in close collaboration with various stakeholders, including the management, staff representatives, Global Shared Services Centre (GSSC), and the One People and Culture community of HR practitioners and reviews/revises existing policies for continued effectiveness, applicability and consistency with United Nations staff regulations and rules. The Policy pillar also provides interpretation and guidance on UNICEF policies and practices, on a daily basis to staff globally, and advises senior managers on HR related issues. The pillar also supports the Chief in performing as the UNICEF focal point for the Office of the Ombudsman for the Funds and Programmes, the Ethics Office, the Office of Internal Investigations and for the Administrative Law Unit in the Office of the Executive Director.
The Compensation and Social Benefits pillar focuses on ensuring coordination between DPC, New York and UNICEF’s Global Shared Services Centre (GSSC), and between DPC and the UN common services that are ‘serving’ UNICEF, such as the Division of Healthcare Management and Occupational Safety and Health (UN DHMOSH), the Advisory Board on Compensation Claims (ABCC), the Headquarters Life and Insurance Committee, the Pension Fund and the Headquarters Salary Steering Committee, and on managing the Medical Insurance Plan (self-funded insurance plan for locally recruited staff members), UNICEF’s medical evacuation programme/policy and on the various insurance provisions for non-staff personnel. In essence, the pillar deals with a broad range of policy and operational matters, advising (in individual cases) and providing information on medical entitlements (including complex sick leave cases, applications for disability and compensation for malicious acts and service-incurred injuries, medevacs and medical insurances etc.) as well as pensions, life insurance, special needs allowances and local salary surveys. The pillar also supports the Chief in performing as the UNICEF focal point for all Occupational Health and Safety (OSH)matters as well as serving as an ad-hoc member of various inter-agency committees, including, the Health & Life Insurance Committee.
The People and Culture Manager heads the Compensation and Social Benefits pillar by overseeing the provision of policy, regulatory, procedural and operational advice and assistance to the efficient implementation of a broad range of People and Culture functions in the areas of Compensation and Social Benefits, including medical entitlements.
Under supervision of the Chief, Policy, Compensation and Social Benefits, DPC, the People and Culture Manager (Compensation and Social Benefits) is responsible for overseeing and managing a portfolio of People and Culture activities in the area of Compensation and Social Benefits including medical entitlements in accordance with the UN Staff Regulations and Rules and UNICEF’s policies and procedures. This includes handling complaints from staff on the various services and issues under the portfolio and managing escalated complex sick leave/disability cases. In addition, the People and Culture Manager is responsible for managing UNICEF’s medical insurance plan (MIP) for locally recruited staff, UNICEF’s medical evacuation programme and UNICEF’s insurance for non-staff– these includes developing and maintaining close cooperation with Third Party Administrator/s of insurance plans, Air Ambulance Service providers, UN Medical Services (DHMOSH), the UN Health &Life Insurance Section (HLIS), the UN Advisory Board on Compensation Claims (ABCC), the UNJSPF(Pension Fund), the Global Staff Association, UNICEF Global Shared Services Center (GSSC), and other entities.
Under the supervision of the Chief, Policy, Compensation and Social Benefits and in cooperation with the heads of the other two pillars of Policy and Compensation and Social Benefits, the People and Culture Manager shall be responsible for the following functions: 1. Represent UNICEF in various fora relating to Compensation and Social Benefits and medical entitlements, including where appropriate, the HLIC; UN interagency MIP/Regional Areas of Care(RAC) Committee; ABCC; the interagency Occupational Health and Safety Forum and ad hoc committees, as convened. 2. Manage the UNICEF Medical Insurance Plan (MIP) for locally-recruited staff, including: (a) Management of the MIP Policy and schedule of benefits, in consultation with other UNorganizations, DHMOSH and the Third Party Administrators (TPAs); (b) Management of the MIP contract with the TPA, including, approval of hardship cases, convening of a yearly Stewardship meeting, contract extensions, handling complaints and regular reporting; (c) In collaboration with DHMOSH, Management of the RACs, including approval of ad-hoc RACs; (d) Represent UNICEF for the MIP-RAC inter-agency meeting; (e) Consultation with the TPA, DHMOSH and other UN entities on plan design, benefit enhancements, systemic and operational matters. 3. Management of UNICEF’s ABCC cases, including guiding on an operational level Regional/CountryOffices with the submission of ABCC cases, and liaising with the ABCC Secretariat and UN Medical(DHMOSH) on pending cases. 4. Focal point for UNICEF at the Advisory Committee on Post Adjustment Questions (ACPAQ). 5. Management of UNICEF’s commercial contract with the external provider of medical evacuation services, as well as the provision of direct assistance to Regional/Country Offices with escalated medical evacuation cases in consultation with DHMOSH and the TPAs. 6. In collaboration with DHMOSH, support and guide Regional/Country Offices in managing complex long term sick leave cases for timely submission to the UN Pension Committee for a determination of a disability benefit. 7. Act as focal point for UNICEF staff members who are parents of children with special needs/disabilities in connection with the special education grant and special dependency (child)allowance and liaise with UN Medical (DHMOSH) on escalated cases. 8. In collaboration with the Policy pillar and GSSC, review and propose solutions on systemic and operational matters, including simplification of HR business processes, as well as update and develop HR policies and guidance and prepare submissions for various reporting mechanisms in the area of Social Benefits.
If you would like to know more about this position, please review the complete Job Description here: 
JD - UPDATED - People and Culture Manager_DHR OP Istanbul, Türkiye_P4_90445.pdf
To qualify as an advocate for every child you will have…
Minimum requirements:
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Education: Advanced university degree in Human resources/ People and Culture, Law, Business Administration, International Relations, Social Sciences, Psychology or related areas.
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 eight (8) years of progressively responsible professional experience, including in Human Resources/ People and Culture departments in UN common system organizations, including (oral and written) representation in (high-level) committees and working groups.
- Skills: A high degree of technical skills is required, including understanding, and applying a regulatory framework and policies, contract management skills and professional maturity in assessing complex sensitive cases to find a solution in line with Organizational policies and duty of care principles.
- 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.
- Ability to negotiate and defend UNICEF’s position in meetings, including strong drafting & analyzing skills are an asset.
- Knowledge of the different aspects of compensation and social benefits within the UN system is highly desirable.
- 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
(8) Nurtures, leads and manages people
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.