By continuing to browse this site, you agree to our use of cookies. Read our privacy policy

Human Resources Manager, Kuala Lumpur, Malaysia (P4) #118368 (International Position)

Kuala Lumpur (Malaysia)

  • Organization: UNICEF - United Nations Children’s Fund
  • Location: Kuala Lumpur (Malaysia)
  • Grade: P-4, International Professional - Internationally recruited position - Mid level
  • Occupational Groups:
    • Human Resources
    • Managerial positions
  • Closing Date: 2022-02-06

Click "SAVE JOB" to save this job description for later.

Sign up for free to be able to save this job for later.

The HR Manager will be responsible for the execution of client services and supporting senior management in policy direction and design as well as organizational change and fostering an enabling and engaging workplace culture. Subsequently, it is expected that they are able to – on a regular basis – develop original and innovative means to anticipate and address sources of tension, build capacity among UNICEF personnel to effectively manage conflict and also tackle highly complex HR matters that do not follow established patterns.

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, hope

About us | UNICEF Malaysia

The HR Manager is accountable for implementing HR services that enhance the capacity of their clients 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 and solutions that align HR management with business objectives which contribute to an office culture that is transparent and harmonious.

How can you make a difference?

Technical HR Leadership
  • Provide technical leadership and ensure compliance with HR principles and concepts, policies, regulations and rules as well as for soundness of judgement and conclusions.
  • Establish clear individual performance objectives, goals and timelines; and provide timely guidance to enable the HR team to perform their duties responsibly and efficiently.
  • Monitor work progress and ensure results are achieved according to schedule and performance standards.
  • Develop, implement and monitor the interpretation and application of new human resources policies, practices and procedures to meet the evolving needs of the organization and determining the appropriate application of rules and regulations to highly sensitive or contentious individual cases having implications for other HR systems and UNICEF as a whole.
Business Partnering
  • Work with clients on strategic human resources forecasting and building an employer brand to help fulfill their goals through advising on how to attract, retain and motivate staff of the highest caliber.
  • Provide accurate and timely advice to clients on HR processes, practices and policies, ensuring the highest level of client-orientation and solution oriented.
  • Proactively advise clients on the resolution of human resources issues ensuring equitable, timely and transparent solutions that protects both the staff and organization’s interests in accordance with policies, regulations and procedures.
  • Promote the organizational goals and targets for gender equity and cultural diversity.
Strategic Human Resources
  • Keep abreast, research, benchmark, and implement best and cutting-edge practices in HR management and contribute to the development of global policies, procedures and introduce innovation through sharing of best practices and knowledge learned.
  • Helps design optimal organizational, workforce mix (Staff and Non-Staff) and levels, and, in consultation with senior management develops standards and benchmarks staffing norms.
  • Provide technical advice on the available conflict resolution avenues (formal and informal channels) and facilitate informal conflict resolution and skill-building activities to enhance conflict competence of staff and managers and reinforce respect for CRITA values.
  • Provide counseling and conflict coaching to staff and managers to facilitate effective conflict resolution.
  • Identify trends, patterns, or policies and practices within the office that tend to cause tension or conflict and provide feedback to management; liaise with management and staff association to identify corrective measures.
  • In collaboration with senior management and staff association analyze results of Global Staff Survey and Pulse Check survey results, and provide technical advice to gather additional information as appropriate (through consultations, focus groups, etc.) on workplace issues in order to develop an action plan for the office.
Learning and Capacity Development
  • In collaboration with senior managers, design and deliver learning plans and localized administrative instructions for staff to fairly access learning opportunities to enhance their knowledge and build skills in new areas.
  • Recommend efficient and cost-effective learning products which strengthen staff capacity to contribute effectively to business goals.
  • Participate as a resource person in capacity building initiatives to enhance the competencies of clients/stakeholders.
  • Design and implement a strategy to ensure technical training and induction programme is timely delivered to 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).
  • In close collaboration with senior managers, ensure performance management is focused on delivering results, holding staff and managers accountable and providing honest, timely, frank and supportive feedback on strengths and areas for further growth. Furthermore, provide technical advice on formal and informal ways to recognize Staff efforts and accomplishments.
HR Data Analytics
  • Interpret, produce and analyze HR data to help inform strategic decision making on HR processes and strategies.
  • Develop data collection systems to optimize data quality.

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

  • The ability to allocate appropriate time and resources for successful achievement of goals, and foresee risks and allow for contingencies when planning.
  • Ability to implement clear goals that are consistent with agreed strategies, identify priority activities and assignments, adjust priorities as required.
  • Experience and ability to help design and implement targeted and innovative human resources strategies to address clients’ people-related needs.
  • Ability to help design and implement innovative HR programs within a fast paced, evolving, and wide organizational setting.
  • An Advanced University Degree in human resource management, business management, international relations, psychology or another related field is required.
    *A first University Degree in a relevant field combined with 2 additional years of professional experience may be accepted in lieu of an Advanced University Degree.
  • Eight years of professional experience in human resource management, including experience with organizational design and culture change, as well as conflict resolution is required.
  • Experience working in cross-cultural teams in an international organization and/or large corporation is required.
  • Fluency in English is required. Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) or a local language is an asset.

For every Child, you demonstrate...

UNICEF's values of Care, Respect, Integrity, Trust, and Accountability (CRITA).

The UNICEF competencies required for this post are...

  • Nurtures, Leads and Manages People (2)
  • Demonstrates Self Awareness and Ethical Awareness (2)
  • Works Collaboratively with others (2)
  • Builds and Maintains Partnerships (2)
  • Innovates and Embraces Change (2)
  • Thinks and Acts Strategically (2)
  • Drive to achieve impactful results (2)
  • Manages ambiguity and complexity (2)

To view our competency framework, please visit here.

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.

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

We do our best to provide you the most accurate info, but closing dates may be wrong on our site. Please check on the recruiting organization's page for the exact info. Candidates are responsible for complying with deadlines and are encouraged to submit applications well ahead.
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.
Apply

What does it mean?

Click "SAVE JOB" to save this job description for later.

Sign up for free to be able to save this job for later.