Human Resources Manager, P4, WCARO, Dakar Senegal #99669

Under the guidance of the Regional Chief of HR, and with the support of a small HR team, the incumbent will be responsible for overseeing the region-wide implementation of HR activities as part of the HR Reform

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, fair chance

Background

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?

Purpose for the job:

Under the guidance of the Regional Chief of HR, and with the support of a small HR team, the incumbent will be responsible for overseeing the region-wide implementation of HR activities as part of the HR Reform.  S/he will also serve as deputy to the Regional Chief of Human Resources and will be responsible for managing the day-to-day human resources management activities of the Regional Human Resources Section to strengthen its oversight role, which includes quality assurance, technical guidance, policy interpretation and advice, partnerships and capacity development on a broad range of HR functions, such as talent sourcing, recruitment, career development, performance management and learning and development..  

Summary of key functions/accountabilities:  

• Management and technical advisory support to the Regional Chief of HR
• Recruitment and Selection of Staff in the RO
• Policy Interpretation, technical Support and Quality Assurance to RHR Section colleagues in carrying out their work with Country Offices, and to the RO.
• Capacity Development of RO staff.
• Staff Management and Relationship Management in RO.
• Advocacy, networking and partnership building

 Management and advisory support to the Regional Chief of HR 

• Provide advice to the Regional Chief of HR in establishing the annual work plan including developing strategies and determining priorities/targets and performance measurements. Coordinate work progress monitoring and ensure results are achieved according to schedule and performance standards and report to Chief critical issues for timely action.
• Provide technical advice to all HR colleagues in the section on complex aspects of policy implementation to enable colleagues to achieve performance objectives
• Perform the full duties of the Regional Chief in his/her absence.
• Supervision of professional and support staff by providing them with clear objectives and goals, direction and guidance to enable them to perform their duties responsibly, effectively and efficiently. 

Recruitment and Selection of Staff in the RO 

• Proactively partner with line managers and staff in support of the recruitment of vacant positions in the regional office, ensuring business needs are clearly addressed and integrated into the recruitment process to attract the strongest candidates possible. 
• Manage, guide and/or supervise stages of the recruitment process for RO posts from vacancy announcements, short listing and selection, interviewing, verification of references/testing, offers of appointments to issuance of contracts and staff orientation and briefing. Particular specialized orientation on UNICEF, its mandate, goals, structure, as well as to the role of RO’s and CO’s must be ensured for staff recruited from outside the Organization., including strengthening the ‘buddy system’ to help integrate the new staff seamlessly into the Organization. 
• Promote in all recruitment processes and selection deliberations the organizational goals and targets for gender equity, selection of highly qualified candidates, and cultural diversity and organizational standards of equity, transparency and integrity. 
• When delegated from RCHR finalise quality assurance on all IP recruitment (as per the decentralization of recruitment) and National Officer recommendations in the RO, to ensure the Regional Director only approves recommendations that are based on a fair and competitive selection process and that the most suitable candidate is being recommended. 

 Policy interpretation, technical support and quality assurance to Country Offices 

• Oversee and assist the three Lead HR Specialists in guiding country and regional office colleagues on the interpretation of HR policy, procedures and guidelines on all HR related matters applicable to staff in the region.
• As required assist Lead HR Specialists in supporting country offices in their re-structuring during post budget reviews, such as policy guidance on job classification, organization design, job descriptions, and post changes/establishments.
• Conduct GS job classification for country offices before TRT, ensuring compliance with HR policies, completeness and accuracy of documentation; and preparing recommendation for review and approval by the Regional Chief of HR.

Career Development, Staff Management and Relationship Management in RO 

• Monitor staff/management issues and support/advise management and staff as appropriate to improve working relations and mediate to resolve conflict.  Provide administrative support to the staff-management bodies in the capacity of HR focal point in the regional office. Engage face to face as much as possible with RO staff and ensure that the Section bonds with the RO workforce, and is seen as a credible efficient trustworthy business partner.
• Promote management excellence by ensuring accountability in all areas of HR and by demonstrating a high level of skills in the management of staff resources including staff selection based on merit and the needs of the organization, staff aspiration and counselling, systematic and equitable performance management, and staff development and learning activities.
• Ensure training and learning needs in the RO are determined in consultation with different Sections and organizational units, and in collaboration with the RO Learning and Development Committee, in order to identify organizational competency gaps. Ensure that all learning and development plans reflect UNICEF gender and diversity policy. Ensure close monitoring and final evaluation of the implementation of the RO annual Learning Plan.

        Advocacy, networking and partnership building 

• Build and strengthen strategic partnerships with Regional Advisers, global/regional/country office managers HR Managers/Specialists/officers through active networking to promote common approaches, encourage partnerships and to advocate best practices and common system improvements.
• Participate and/or represent UNICEF (as delegated/designated) in key events/meetings and in inter-agency discussions and planning on HR related issues (including emergency/security planning) to ensure organizational position, interests and priorities are fully considered and integrated in the in development, planning and agenda setting in human resource management. 

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 other related social science field is required.

Languages: English and French

Experience

A minimum of 8 years of professional experience in human resource management in an international organization and/or large corporation is required. Experience in a UN system agency or organization is an asset.

For every Child, you demonstrate commitment

UNICEF’s core values of Commitment, Diversity and Integrity and core competencies in Communication, Working with People and Drive for Results.

The competencies required for this post are:

Competencies and level of proficiency required

Core Values

• Commitment
• Diversity and inclusion
• Integrity

Core competencies

• Communication (II)
• Working with people (III)
• Drive for results (II)

Functional Competencies

• Leading and supervising (II)
• Formulating strategies/concepts (II)
• Analyzing (III)
• Applying Technical Expertise (II)
• Planning and Organizing (II)
• Relating & Networking (II)

 View our competency framework at

http://www.unicef.org/about/employ/files/UNICEF_Competencies.pdf

UNICEF is committed to diversity and inclusion within its workforce, and encourages all candidates, irrespective of gender, nationality, religious and ethnic backgrounds, including persons living with disabilities, to apply to become a part of the organization.

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 also adheres to strict child safeguarding principles. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles.

 Remarks:

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.