• Country: Istanbul, Turkey
• No of vacancies: N/A
  
• Salary: N/A 
• Organization: UNICEF
• Gender: Both
• Deadline:  2024-02-08

Key function, accountabilities and related duties/tasks:

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

• Co-lead organizational transformation and change initiatives, in close collaboration with management at all levels and the Global Staff Association.

2.   Provide intellectual leadership in the design and management of organizational transformation priorities

• Steer the implementation of the ongoing HR transformation initiatives based on a sound understanding of the strategic direction of the organization, its structure, culture, and in close collaboration with key stakeholders and opinion leaders;
• Proactively engage with key stakeholders and opinion leaders to create buy-in and co-create, implement, evaluate and report on plans that meet key organizational goals;
• Leverage data and analytics to proactively analyse, identify, and monitor potential risks and unintended consequences of the transformation initiatives, and propose mitigating measures;
• Spearhead HR capacity building within the global UNICEF HR community, and foster learning and training efforts that address the needs of staff across UNICEF. This includes the dissemination of lessons learned, best practices, and successful change management processes and tools;
• Create and manage measurement systems and metrics to track the adoption, utilization and effectiveness of the various HR transformation initiatives.

3.   Oversee the effective management of the Talent Engagement and Partnerships, Talent Development, Performance Management, and Headquarters HR Business Partnerships functions

• Inspire and provide effective leadership to the Talent Engagement and Partnerships, Talent Development, Performance Management, and Headquarters HR Business Partnerships functions;
• Keep abreast of emerging trends and best practices in the industry to promote and support the introduction of innovative and integrated talent management, performance management, professional and career development, succession planning, and HR business partnering;
• Develop and maintain effective internal and external partnerships to further the achievement of key organizational transformation initiatives.

To qualify as a champion for every child, you will have:

• An advanced university degree (master’s degree) in Human Resources Management, Organizational Development, Business Administration or in a related area is required. An additional two years of professional experience in human resources management may be considered in lieu of the advanced university degree.
• A minimum of 13 years of progressive professional work experience in human resources management, particularly in talent management, organizational design and development, organizational learning and development, organizational culture, organizational psychology, human resources policies, employee relations, or in a relevant field, of which at least five years in the United Nations or other international organizations, is required.
• Oral and written proficiency in English is required. Knowledge of another official UN language is an asset.
• Membership in a recognized professional human resources association is a strong asset.

Person Profile:

In addition to the above key requirements, the Associate Director-Talent Management should have:

• Progressive responsibility and experience in:
  • Understanding of how people go through change processes, the key success and risk factors and practical experience in the development of mitigation strategies;
  • Designing, managing, and continuously enhancing state of the art innovative HR transformation projects;
  • Effectively working across organizational boundaries and building solid working relationships at all levels based on trust;
  • Leading significant organizational change in a large, complex, and decentralized organization.
• A solid track record of effective collaboration within a complex HR business partnering environment;
• Successful track record in effectively leading and managing large, complex, diverse, and geographically spread teams, including managing senior level managers;
• A solid understanding of human resources management principles, policies, and processes, as well as emerging trends in the industry;
• Utilizing and leveraging complex data and analytics to produce compelling, evidence-based rationales and narratives to drive sustainable organizational culture change.

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