UNICEF works in over 190 countries and territories to save children’s lives, defend their rights, and help them fulfill their potential, from early childhood through adolescence.

At UNICEF, we are committed, passionate, and proud of what we do. Promoting the rights of every child is not just a job – it is a calling.

UNICEF is a place where careers are built: we offer our staff diverse opportunities for personal and professional development that will help them develop a fulfilling career while delivering on a rewarding mission. We pride ourselves on a culture that helps staff thrive, coupled with an attractive compensation and benefits package.

Visit our website to learn more about what we do at UNICEF.

For every child, care

The People and Culture (P&Team in the Regional Office for East Asia & Pacific provides guidance to P&C colleagues in the 14 country offices in the region in all people management areas. The P&C team collaborates with the other sections in the regional office in Operations, Programme and Fundraising functions to deliver the goals for the regional office.

How can you make a difference?

Under the guidance and supervision of the Regional Chief of People and Culture, the Senior People and Culture Associate provides support to the supervisor and colleagues in the team by executing people management services through applying knowledge of theoretical human resources models, as well as understanding of organizational people management policies and procedures. The Senior Associate is responsible for the implementation of services pertaining to recruitment and placement, administration of entitlements and entitlements, staff wellbeing, and data analytics. S/he will also provide operational support and assistance to the efficient implementation of a broad range of people management functions for all personnel in the office, ensuring accurate and timely delivery that is in compliance with UNICEF rules and regulations.

If you would like to know more about this position, please review the complete Job Description here  JDSr People and Culture Associate GS7, PAT#pdf

Key functions, accountabilities, and related duties/tasks:

1. Business Partnering

• Through research of policies and analysis of data, and under the guidance of the supervisor, provide accurate and timely advice to clients on people managementrelated needs, processes and policies, ensuring the highest level of clientorientation; and develop subsequent plans of action.
• Support supervisor in proactively advising clients on the resolution of people and culture (Pmanagement issues by recommending equitable and transparent solutions that protects both the staff and organization’s interests in accordance with policies, regulations and procedures.
• Research and compile data on workforce and recruitments for analysis and decisionmaking.
• Support the business partners in developing initiatives to encourage employee wellbeing and assisting clientele in using PC systems and tools.
• Support the management of change processes by advising clientele on changes to PC processes under the guidance of the supervisor.

2. Support to Strategic People Management

• Help supervisor liaise with the HQ Divisions, regional and country offices to support and contribute to corporate PC strategy formulation and global implementation.
• Research and provide data which helps inform the improvement of PC systems, policies and processes.
• Keep abreast and research best and cuttingedge practices in PC management and contribute to the development of global policies, procedures and introduce innovation through sharing of best practices and knowledge learned.

3. Support in Recruitment and Placement

• Draft and edit job descriptions to be submitted for classification for review by supervisor.
• Prepare and circulate internal and external advertisements as required.
• Liaise with candidates in the various stages of the recruitment process.
• Initiate and/or follow up on reference checks and academic verifications, and ensure the completion of other background checks.
• Prepare formal acknowledgement, communication on recruitment progress, and regret letters.
• Monitor life cycle of recruitment process to update supervisor as necessary.

4. Support in Processing of Entitlement and Benefits

• In consultation with supervisor, analyze, research, verify, and compile data and information on cases that do not conform to UN or UNICEF’s PC rules and regulations, to support consistent and equitable application of decisions and implementation of agreed upon action.
• In consultation with supervisor, analyze, research and verify information for the purpose of responding to staff queries on areas related to benefits and entitlements.
• Initiate the processing of a wide range of personnel actions in accordance with UNICEF rules and regulations, by ensuring all relevant forms and actions are completed by staff and forwarded to the GSSC.
• Maintain and prepare all personnelrelated records and files, ensuring all information on each person is uptodate and accurate.
• Analyze and synthesize issues and problems, and interpret established, formal guidelines to address and recommend solutions or further actions required.

5. People and Culture Data Analytics

• Collect, interpret and analyze PC data to help inform decision making on PC processes and strategies.
• Support the development and implementation of data collection and visualization systems to optimize data quality and usage.
• Coordinate with country offices and partners to provide assistance in their PC information management.

6. General Office Support

• Assist the supervisor in monitoring the team’s workplan progress and preparing reports, briefing notes, and other documents as necessary.
• Provide support on budget management and other administrative work.

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

Minimum requirements:

Education:

• Completion of secondary education is required, preferably supplemented by technical or university courses related to the work of the organization.

** A bachelor’s degree in human resource management, business management, international relations, psychology, public administration, social sciences or another related field from a recognized academic institution may replace three years of related work experience. A master’s degree may replace an additional two years.

Work Experience:

• A minimum of 7 years of progressively responsible administrative or clerical work experience is required for candidates completing secondary education. Or a minimum of 4 years of relevant experience is required for candidates holding a bachelor’s degree, and 2 years for candidates holding a master’s degree as stated above.
• Working experience in the United Nations or UNICEF is an advantage.
• Prior working experience in human resources management is an asset.
• Strong data analytics skills and experience in using data visualization (e.g. PowerBI, Tableau, etc.) and artificial intelligence tools are desirable.

Language Requirements:

• Fluency in English is required. Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanisor a local language is an asset.

For every Child, you demonstrate…

UNICEF’s Core Values of Care, Respect, Integrity, Trust and Accountability and Sustainability (CRITAunderpin everything we do and how we do it. Get acquainted with Our Values Charter: UNICEF Values

The UNICEF competencies required for this post are…

(1) Builds and maintains partnerships

(2) Demonstrates selfawareness 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

Familiarize yourself with our competency framework and its different levels.

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, socioeconomic background, or any other personal characteristic.

We offer a wide range of measures to include a more diverse workforce, such as paid parental leave, time off for breastfeeding purposes, and reasonable accommodation for persons with disabilities. UNICEF strongly encourages the use of flexible working arrangements.

UNICEF does not hire candidates who are married to children (persons under 18). UNICEF has a zerotolerance 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 promoting the protection and safeguarding of all children. All selected candidates will 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(and employment history. Selected candidates may be required to provide additional information to conduct a background check.

UNICEF appointments are subject to medical clearance. Issuance of a visa by the host country of the duty station is required for IP positions and will be facilitated by UNICEF. Appointments may also be subject to inoculation (vaccinatiorequirements, including against SARSCoV2 (Covi. Should you be selected for a position with UNICEF, you either must be inoculated as required or receive a medical exemption from the relevant department of the UN. Otherwise, the selection will be canceled.

Remarks:

As per Article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity.

UNICEF’s active commitment to diversity and inclusion is critical to deliver the best results for children.

Government employees who are considered for employment with UNICEF are normally required to resign from their government positions 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.

UNICEF does not charge a processing fee at any stage of its recruitment, selection, and hiring processes (i.e., application stage, interview stage, validation stage, or appointment and trainin. UNICEF will not ask for applicants’ bank account information.

UNICEF shall not facilitate the issuance of a visa and working authorization for candidates under consideration for positions at the national officer and general service category.

All UNICEF positions are advertised, and only shortlisted candidates will be contacted and advance to the next stage of the selection process. An internal candidate performing at the level of the post in the relevant functional area, or an internal/external candidate in the corresponding Talent Group, may be selected, if suitable for the post, without assessment of other candidates.

Additional information about working for UNICEF can be found here.