Human Resources Manager (L3 Emergency Response)

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, dedication

UNICEF has been present in Ethiopia for 65 years and its history is closely tied to Ethiopia’s gradual transformation into a modern economy with strong aspirations for middle income status by 2025.

With a staff of more than 480 personnel and a field presence in each of the country’s eight regional states, our programme in Ethiopia is one of the largest UNICEF programmes globally spanning both humanitarian and development programming.

UNICEF works to support national efforts to ensure the realization of the rights of children and women through improved child survival, development and protection. Over the past six decades UNICEF has established strong relations with the government of Ethiopia, bi-laterals, donors, development partners and civil society.

Get a glimpse of Ethiopia in this video: World Immunization Week 2022 in Ethiopia

How can you make a difference?

The Human Resources Manager reports to the Chief Human Resources (Level 5) for guidance and general supervision. The HR Manager, within their area of responsibility, 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 organizational, regional and country office objectives.

Summary of key functions/accountabilities

Management of Unit

• Support the Chief of Section in establishing the annual work plan, setting priorities/targets and performance measurements.

• Monitor work progress and ensure results are achieved according to schedule and performance standards.

• Establish clear individual performance objectives, goals and timelines; and provide timely guidance to enable the team to perform their duties responsibly and efficiently.

Technical HR Leadership

• Provide technical leadership in the Recruitment, Learning and Performance Management areas with responsibility for reviewing the work of other Professional and General Service staff for compliance with principles and concepts, policies, regulations and rules as well as for soundness of judgement and conclusions.

• Develop, implement and monitor the interpretation and application of new human resources policies, practices and procedures in area of specialization to meet the evolving needs of the organization including formulating the position of the organization on policies in area of HR specialization 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

• Serve as the single point of contact for his/her client portfolio on advice pertaining to all aspects of the employment life cycle.

• Work with clients 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 and policies, ensuring the highest level of client-orientation.

• Proactively advise clients on the resolution of human resources issues ensuring equitable and transparent solutions that protects both the staff and organizations interests in accordance with policies, regulations and procedures.

• Promote the organizational goals and targets for gender equity and cultural diversity.

Strategic Human Resources

• Liaise with the HQ Divisions, regional and country offices to support the local implementation of global initiatives and priorities. Provide feedback and make recommendations on the establishment and improvement of HR systems, policies and processes locally, regionally and globally.

• Keep abreast of, research, benchmark, and implement innovative practices in HR management for the country office and contribute to the development of global initiatives by sharing of best practices and knowledge learned.

• 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.

• Helps design optimal organizational, staffing structures and levels, and, in consultation with senior management develops standards and benchmarks staffing norms.

Implementation of assigned Human Resources Services

• Provide support to various staff and management on various HR areas (recruitment, job classification, career development, performance management, data analytics, learning & development etc.)

• When assigned casework in the relevant area on either a routine or non-routine basis, analyze and synthesize issues and problems, and interpret established, formal guidelines to address and recommend solutions or further actions required.

Learning and Capacity Development

• In collaboration with the Staff Development Committee (SDC) , design and deliver learning plans for staff to enhance their knowledge and build skills in new areas aligning local individual and group learning plans with relevant global and regional learning priorities.

• Contributes to the mapping of competencies for all staff in assigned client portfolio, assisting in the development of a comprehensive framework in support of the development of the talent pipeline.

• 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.

• 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, and disciplinary actions)

HR Data Analytics

• Interpret and analyze HR data to help inform strategic decision making on HR processes and strategies.

• Develop data collection systems to optimize data quality.

• 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 (Master’s or higher) 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.
• A minimum of eight (8) years of relevant professional experience in human resource management in an international organization and/or large corporation is required.
• Developing country work experience and familiarity with emergency is considered an asset.
• 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 core values of Care, Respect, Integrity, Trust, Accountability, and Sustainability (CRITAS).

Core Competencies

• 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. Qualified female candidates are highly encouraged to apply.

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.

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 may also be 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.