Deputy Director, D-1, Division of Human Resources, Budapest, Hungary

UNICEF is in the process of transforming its Human Resources (HR) function, with the aim to measurably improve the organization’s ability to deliver results for children, provide donors with the certainty that their contributions are well spent and enhance the employment value proposition for its staff. Primary goals include effective talent acquisition, solid talent management, quick deployment of staff, and robust performance and career management. These goals will be achieved through a robust partnership between HR professionals and their internal clients. Together with the Director, Division of Human Resources, the HQ based Deputy Director Human Resources and the wider HR management team, the Deputy Director outposted to Budapest is responsible for establishing and implementing an overall people management vision, strategy and action plan to make UNICEF the best place to work for all its employees. Under the overall leadership of the Director, the two Deputy Directors will share accountability for the HR Centers of Expertise (CoEs) that provide state of the art technical tools, advice and support to the client-facing part of the human resources function and drive HR reform and culture change across UNICEF and the HR Business Partner function, including Staff Wellbeing. In close collaboration with the divisional management team, they will facilitate the interaction between the centers of expertise and the HR business partner function at headquarters and in the field.

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 Champion.

UNICEF is in the process of transforming its Human Resources (HR) function, with the aim to measurably improve the organization’s ability to deliver results for children, provide donors with the certainty that their contributions are well spent and enhance the employment value proposition for its staff. Primary goals include effective talent acquisition, solid talent management, quick deployment of staff, and robust performance and career management. These goals will be achieved through a robust partnership between HR professionals and their internal clients.

Together with the Director, Division of Human Resources (DHR), the HQ based Deputy Director Human Resources and the wider HR management team, the Deputy Director outposted to Budapest is responsible for establishing and implementing an overall people management vision, strategy and action plan to make UNICEF the best place to work for all its employees.

Under the overall leadership of the Director, the two Deputy Directors will share accountability for the HR Centers of Expertise (CoEs) that provide state of the art technical tools, advice and support to the client-facing part of the human resources function and drive HR reform and culture change across UNICEF and the HR Business Partner function, including Staff Wellbeing. In close collaboration with the divisional management team, they will facilitate the interaction between the centers of expertise and the HR business partner function at headquarters and in the field.

How can you make a difference?

The Deputy Director’s key functional accountabilities include:

1. Co-lead the human resources function as part of the divisional leadership team and the global OneHR leadership team.

• Lead organizational transformation and change initiatives, in close collaboration with management at all levels and the Global Staff Association;
• Act as a key strategic partner to line managers at headquarters, regional and country offices;
• Act as an employee champion, enabling transparent, fair, equitable and people centric policies and practices that contribute to the achievement of organization-wide goals and foster a diverse and inclusive work environment for all;
• Ensure that UNICEF’s value proposition to staff is compelling and that UNICEF remains an attractive employer of choice.

2. Provide intellectual leadership in the design and project management of organizational transformation priorities as defined in UNICEF’s Strategic Plan.

• Support the ongoing organizational improvement process based on a sound understanding of the strategic direction of the organization, its structure, culture and key stakeholders and opinion leaders;
• Proactively engage with key stakeholders and opinion leaders to create buy-in and co-create design and implementation plans that meet business needs;
• Leverage data analytics to proactively identify, raise and monitor potential risks and unintended consequences of the transformation process and propose mitigating measures;
• Develop and implement innovative learning and development initiatives that address the needs of staff at HQ and in the field; disseminate lessons learned and successful change management processes and tools;
• Spearhead HR capacity building within the global UNICEF HR community;
• Lead initiatives to break silos between HR areas and champions a narrative that ‘connects the dots’ for all clients of HR;
• Create and manage measurement systems to track adoption, utilization and effectiveness of the various HR initiatives.
 
3. Ensure seamless collaboration between the HR Centers of Expertise and the HR Business Partners and champion continuous business improvement, simplification and streamlining

• Keep abreast of emerging HR trends in the industry and ‘best practices’;
• Support UNICEF’s HR centers of expertise in consistently developing ‘state of the art’ products, processes, tools and systems that support organizational priorities efficiently and effectively
• Promote and support the HR business partner approach by championing and proactively supporting new ways of collaborating between centers of expertise and HR business partners at headquarters and in the field.

4. Simplify and streamline policies, processes and systems

• Partner with internal and external counterparts – in the UN system and beyond – to enhance efficiencies, effectiveness and the client experience by simplifying and streamlining policies, processes and systems, leveraging synergy whenever possible;
• Closely collaborate with the Global Shared Services Center to continuously improve our processes, systems and tools to ensure a seamless client experience for all staff.

To qualify as an advocate for every child you will have…
• An Advanced University Degree in a relevant field (Human Resource Management, Business Administration, Sociology or other related areas), or an additional two years of relevant experience.
• A minimum of 13 years of relevant professional work experience in human resources, management, operations, planning and/or in relevant field is required.
• Oral and written proficiency in English is required. Knowledge of another official UN language is an asset.

The profile should include progressive responsibility and experience in:
• Leading significant organizational change in a large, complex and decentralized organization;
• Developing, implementing and continuously enhancing innovative, ‘state of the art’ HR products, services, processes and systems;
• Work effectively in a highly changing and dynamic environment, demonstrating ability to learn and adjust quickly;
• Ability to co-create with others when designing or implementing new initiatives;
• Strong leadership skills of complex, diverse and geographically spread teams, including managing managers;
• Excellent interpersonal and partnership skills. Ability to develop strong partnerships at all levels within and outside the organization.

For every Child, you demonstrate…

UNICEF's values of Care, Respect, Integrity, Trust, and Accountability (CRITA) and core competencies in Communication, Working with People and Drive for Results.

Competencies:
• Builds and maintains partnerships
• Demonstrates self-awareness and ethical awareness
• Drive to achieve results for impact
• Innovates and embraces change
• Manages ambiguity and complexity
• Thinks and acts strategically
• Works collaboratively with others
• Nurtures, leads and manages people

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 be expected to adhere to these standards and principles and will therefore undergo rigorous reference and background checks. 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:

Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service. This position is classified as “rotational” which means the incumbent is expected to rotate to another duty station upon completion of their tour of duty.

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