Organization: UNICEF – United Nations Children’s Fund
Location: Addis Ababa
Grade: Mid level – P-4, International Professional – Internationally recruited position
Occupational Groups:
Human Resources
Managerial positions
Closing Date: 2024-10-16
The institutional building of Africa CDC will require a dedicated team focusing on the day-to-day support and engagement with Africa CDC staff to facilitate skills transfer and coordination of the Africa CDC and UNICEF Expanded partnership joint workplan activities. The HR Manager, within their area of responsibility, is accountable for supporting Africa CDC with recruitment and implementing HR services that enhance the capacity of Africa CDC 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 in order to support UNICEF and Africa CDC to achieve positive outcomes for the Africa CDC and UNICEF expanded partnership.
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, a fair chance
The rising cost to governments and partners of health products (medical devices, medicines, and vaccines) has attracted public concern across the globe along with the inequities elucidated during the COVID-19 pandemic. Access to safe, effective, quality assured, and affordable essential products for children and their families through public health services is instrumental to improving the health of children and families, improving health coverage without incurring financial depredation, and achieving meaningful change.
UNICEF procurement services function including pre-financing support to governments and supply chain operations will continue to be a strategic element in sustaining and expanding access to essential supplies for children and their families in many programme countries.
Many of Supply Division’s approaches and solutions to support the adequate financing of supplies will continue to be expanded in the next strategic period 2026-2029. However, there is also a need to identify, build and strengthen new and current partnerships and supply and logistics solutions to support the provision of essential supplies and accelerate results for children in a post-pandemic “new normal” and poly-crisis environment.
The changing landscape, including the recent development of exciting partnerships, vis-a-vis UNICEF’s Supply Function’s support to AU Member States, including via UNICEF’s Procurement Services function. Within the framework of UNICEF’s Africa Strategy and contributing to UNICEF’s localization agenda, UNICEF has expanded its partnership with Africa CDC, to initially focus on four outcomes: (1) Supply chain management (building Africa CDC’s supply function); (2) -Stronger, more equitable primary health care, and emergency preparedness and response; (3) Pooled procurement; and (4) – African manufacturing.
How can you make a difference?
The institutional building of Africa CDC will require a dedicated team focusing on the day-to-day support and engagement with Africa CDC staff to facilitate skills transfer and coordination of the Africa CDC and UNICEF Expanded partnership joint workplan activities. The HR Manager, within their area of responsibility, is accountable for supporting Africa CDC with recruitment and implementing HR services that enhance the capacity of Africa CDC 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 in order to support UNICEF and Africa CDC to achieve positive outcomes for the Africa CDC and UNICEF expanded partnership.
If you would like to know more about this position, please review the complete Job Description here: Download File 130346_Human Resources Manager_P4_AfCDC_Oct 2024.pdf
Summary of key functions/accountabilities:
Management of Unit
Support the Principal Coordinator in establishing the annual work plan, setting priorities/targets and performance measurements as they relate to recruitments to support the expanded partnership outcomes
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 recruitment with responsibility for supporting Africa CDC with recruitment f for compliance with principles and concepts, policies, regulations and rules as well as for soundness of judgement and conclusions.
Business Partnering
Serve as the single point of contact in the Supply Hub for the support to recruitment portfolio on advice pertaining to all aspects of the employment life cycle
Work with Supply Hub to help fulfill Africa CDC and UNICEF expanded partnership 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 Supply Hub 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 as they relate to the expanded partnership.
Strategic Human Resources
Liaise with the Supply Division , regional and country offices to support and contribute to corporate HR strategy formulation and global implementation. Provide feedback and make recommendations on the establishment and improvement of HR systems, policies and processes.
Liaise with Africa CDC to support the development of corporate HR strategy formulation and global implementation. Provide feedback and make recommendations on the establishment and improvement of HR systems, policies and processes especially as they relate to the expanded partnership.
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.
Responsible for strategic human resources forecasting for Supply Hub 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 recruitment, , data analytics, learning & development etc.) to help their supervisors in implementing efficient client services that help either attract, retain and/or motivate staff of the highest caliber.
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 business owners, design and deliver learning plans for staff to enhance their knowledge and build skills in new areas.
Contributes to the mapping of competencies for all staff in Supply Hub 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 Africa CDC.
Provide orientation briefings to new staff in the Supply Hub.
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…
Minimum requirements:
Education:
An Advanced University Degree in human resource management, business management, international relations, psychology or another related field is required.
Work Experience:
Atleast Eight years of professional experience in human resource management in an international organization and/or large corporation is required.
Skills
Managerial
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.
Strategic
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.
Technical
Authoritative technical knowledge of the principles and concepts of human resources management.
Capacity to adapt policies, approaches and models to meet emerging needs.
Ability to identify and analyze systemic issues, formulate opinions and make conclusions and recommendations to resolve same.
Excellent knowledge of organizational and HR information technology systems and tools.
Interpersonal and Communication
Demonstrated ability to communicate effectively in a diverse organization tailoring language, tone, style and format to match audience.
Ability to empathize with client managers, supervisors and staff while advocating for consistent and equitable applications of promulgated HR regulations and rules
Language Requirements:
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 and Accountability and Sustainability (CRITAS) underpin 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 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
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, socio-economic 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 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 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(s) 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 (vaccination) requirements, including against SARS-CoV-2 (Covid). 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. For this position, eligible and suitable underrepresented groups are encouraged to apply.
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 training). UNICEF will not ask for applicants’ bank account information.
Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service.
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.