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.
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
The West and Central Africa Region (WCAR) faces numerous challenges including demographic transition, rapid urbanization and migration, violent extremism, armed conflicts, insecurity and successive epidemics. The World Bank classifies 11 countries out of 24 as middle-income, the OECD considers 17 as “fragile.” Although the region has one of the world’s strongest growth rates, this has not translated into social dividends. While the region is home to 11 % of the world’s children, it bears a disproportionate share of global child deprivations, from child mortality, malnutrition or out of school children.
The many countries of the region in humanitarian situations are facing challenges in bridging the gap between humanitarian and development, which leaves many children, particularly the most vulnerable, in a dire situation after the height of a crisis has passed.
It is therefore urgent in humanitarian and development contexts to build capacity of national and local systems and support the development of sustainable positive change for children.
How can you make a difference?
The Regional Chief of Human Resources provides technical leadership, managerial, advisory and administration services in Human Resources (HR), and facilitates the application and adaptation of UNICEF HR policies and strategies across the region. In doing so, the incumbent demonstrates the ability to create an environment in which his/her staff anticipate HR related needs and develop subsequent plans and solutions that align HR management with organizational policies, strategies and objectives. In addition, this position serves as a key strategic advisor to the leadership of the WCA Region (Regional Office and Country Offices) in helping spearhead UNICEF’s global HR transformation.
The key responsibilities include:
Management of Section
- Promote management excellence in the office 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, respectful and equitable performance management, and staff development and learning activities.
- Effectively manage the human and financial resources (budget planning, management and monitoring) of the office and ensure both are optimally utilized in a transparent manner.
- Monitor compliance with all systems and procedures and ensure management integrity and accountability with high quality standards in all activities in HR; ensure the implementation of agreed audit recommendations; advise on preventive and corrective measures to be taken and establish relevant internal controls.
- Serve as a role model for transformation and capacity for leading change and innovation.
- Use a solid knowledge of information technology to analyze and promote the co-creation of new methods of work and effective communication skills to persuade and influence managers, supervisors and staff to be part of change.
- Manage change in an inclusive and participative manner, through consultations with UNICEF senior management, HR management and colleagues and outreach to client management, supervisors and staff to establish and maintain collaborative, open and regular communications pertaining to current and planned changes in HR strategy, policies, regulations and rules.
- Guide and explain the scope and ramifications of proposed HR initiatives, promoting understanding of their purpose and functional advantages.
- Liaise with the senior management of HQ Divisions, regional and country offices to develop corporate HR strategy formulation and global implementation.
- Responsible for strategic human resources forecasting for his/her clients including identifying future human resource requirements in terms of numbers, types and levels of staff, and identifying emerging
trends in profile requirements. - Leads the design of optimal organizational, staffing structures and levels, and, in consultation with senior management develops standards and benchmarks staffing norms and procedures
Networking and Partnerships
- Internally, provide expert advice to senior management on a range of HRM questions and have the authority to negotiate solutions on sensitive or complex HR problems with client managers and staff representatives.
- Establish contacts with heads of HR units in other organizations of the common system for the purpose of obtaining information on HR policy approaches within the framework of the UN Reform.
- Build and strengthen relationships with inter-agency bodies such as ICSC, CEB, etc. on matters of importance for UNICEF and present UNICEF’s policy position on HR issues.
Business Partnering
- Create a culture within their team where HR professionals work with clients to help fulfill their goals through advising on how to attract, retain and motivate staff of the highest caliber.
- Provide strategic advice to clients, including senior management, on HR processes and policies, ensuring the highest level of client orientation.
- Establish a culture of proactively advising clients on the resolution of human resources issues ensuring equitable and transparent solutions that protects both the staff and organizations interests in accordance with values, policies, regulations and procedures.
- Promote the organizational goals and targets for gender equality and cultural diversity.
- Play an active role in the region’s Duty of Care initiative, leading on all its HR dimensions including in support of the Zero tolerance for abuse of any kind, and encouraging and coaching HR staff at country level to also engage actively.
Emergency and Staff Security/EPP
- In coordination with management and the staff, assist in planning, monitoring and assessing effective emergency preparedness and rapid responses. Properly and promptly investigate emergencies affecting staff for immediate actions, in coordination with UN agencies and other parties concerned, in accordance with the UN and UNICEF emergency and security policy and guidelines.
Leadership and Design of assigned Human Resources Services
- Manage professionals in their execution of HR functions (recruitment, job classification, career development, performance management, data analytics, learning & development etc.) to help create efficient client
services that help either attract, retain and/or motivate staff of the highest caliber. - Create a culture, where HR professionals analyze and synthesize issues and problems, and interpret established, formal guidelines to address and recommend solutions or further actions required.
- Collaborate effectively with other DHR section heads and centers of expertise to provide coherent HR solutions for clients.
- Engage in a continuous work of rebranding WCAR Human Resources services to make it a more attractive region for job seekers (staff members on mobility as well as external applicants).
Learning and Capacity Development
- In collaboration with business owners, lead the design and delivery of learning solutions for staff to enhance their knowledge and build skills in new areas.
- Map competencies for all staff in assigned client portfolio, developing a comprehensive framework in support of the development of the talent pipeline.
- Create 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.
- Provide orientation briefings to new staff.
- Provide day-to-day performance and talent management guidance to line management (e.g., coaching, counseling, career development,
- career conversations, mediation, and disciplinary actions).
HR Data Analytics
- Spearhead the development of data collection systems to optimize data quality and consistency.
- Interpret and analyze HR data to help inform strategic decision making on HR processes, policies and strategies.
- Coordinate with country offices and partners to provide assistance in their HR information management.
To qualify as an advocate for every child you will have…
- An Advanced University Degree in human resource management, business management, international relations, psychology or another related field is required.
- A minimum of ten years of increasingly responsible professional experience in human resource management in an international organization and/or large corporation is required.
- Fluency in both French and English is required. Knowledge of another official UN language (Spanish, Arabic, Chinese, or Russian) or a local language is an asset.
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
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) for supervisory role.
During the recruitment process, we test candidates following the competency framework. Familiarize yourself with our competency framework and its different levels: competency framework here.
UNICEF is here to serve the world’s most disadvantaged children and our global workforce must reflect the diversity of those children. The UNICEF family is committed to include everyone, irrespective of their race/ethnicity, age, disability, gender identity, sexual orientation, religion, nationality, socio-economic background, or any other personal characteristic.
We offer a wide range of benefits to our staff, including paid parental leave, breastfeeding breaks and reasonable accommodation for persons with disabilities. UNICEF strongly encourages the use of flexible working arrangements.
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 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.
Remarks:
UNICEF’s active commitment towards diversity and inclusion is critical to deliver the best results for children.
Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service.
UNICEF appointments are subject to medical clearance. Issuance of a visa by the host country of the duty station, which will be facilitated by UNICEF, is required for IP positions. Appointments are also subject to inoculation (vaccination) requirements, including against SARS-CoV-2 (Covid). Government employees that are considered for employment with UNICEF are normally required to resign from their government 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.
Only shortlisted candidates will be contacted and advance to the next stage of the selection process.