United Nations Children's Fund (UNICEF)

Human Resources Manager (Workforce Planning)

United Nations Children's Fund (UNICEF)

Job Description

The HR Manager (Workforce Planning) is considered a seasoned professional and is responsible for the development, execution and the implementation of work force planning.

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.

The Division of Human Resources (DHR) has the primary accountability for achieving the high-level result of effective and streamlined Human Resource (HR) policies, procedures and quality advisory support to develop and maintain a flexible, highly skilled and motivated workforce throughout the organization and ensuring effective deployment of high caliber talent to deliver better results for children.  UNICEF has an extensive global presence, and strong partnerships with governments and non-governmental organizations at national and community levels. On a daily basis we work to bring practical solutions to the women and children at greatest risk.

Work Force Planning is a recent initiative within DHR; UNICEF requires a subject matter expert to advance the global work force planning strategy, development of the work force planning global framework and partner with key stakeholders across the organization (HRBPS, Operations, Hiring Managers etc) to imbed work force planning into UNICEF’s Resource Planning processes. This will also include the review and assessment of work force planning systems and tools, either existing or needed, that may be needed to support work force planning activities.

For every child, Hope

The HR Manager (Workforce Planning) is considered a seasoned professional and is responsible for the development, execution and the implementation of work force planning. She/he will report to the Chief of Talent Acquisition, but will act as a subject matter expert (SME) on work force planning strategy and provide guidance to key stakeholders and partners in the implementation of the work force planning initiative. The Workforce Planning initiative is currently focused on four key areas:
  1. Functional areas Mapping – review of existing functional areas of UNICEF to determine if functions need to be added, merged, removed. Every post in UNICEF is attached to a function.
  2. Skills mapping – capture the existing skills of UNICEF staff, develop a skills ‘inventory’ of required skills of current posts (both current state and future needs) and take measures to close the skills gap.
  3. Review of work modalities - review of the types of functions that lend themselves to different work modalities (e.g. office-based, blended telework at duty station, home-based, surge mechanisms, retainer modality, part-time work, expanding the humanitarian Emergency Response Team (ERT) concept to non-humanitarian contexts, etc.)
  4. Review of Internal Talent Marketplace platforms and system functionality.
How can you make a difference?

  1. Develop and implement UNICEF’s Work Force Planning strategy and approach for organization-wide talent pipeline management.
  2. Oversee and manage the Workforce Planning team, which currently consists of one P3 and one Individual Contractor.
  3. Review, strengthen guidance and support on workforce planning including, but not limited to:
    1. Integration of Work Force Planning in the Talent Mobility Strategy and linkage between recruitment, mobility and Career Development.
    2. Administer the ongoing development of the skills inventory for both posts and staff and tying this to the capabilities framework being developed by PMCD.
    3. Review the sources and content of workforce data and how it can better support talent pipeline management and develop an action plan accordingly.
  4. Define the link to the Staff Selection Policy and Talent Groups and outreach strategy, as well as workforce planning. Define resources needed to deliver sourcing, pipeline development and TG management.
  5. Provide guidance in defining who will own the various aspects of workforce planning and linkage e.g. Outreach, COE, HR and business.
  6. Manage and analyze talent supply (internal and external) consider future needs, identify gaps and define the solution. This should include staff on rotation, projected retirements, Analysis of emerging thematic areas etc.
  7. Review and evaluate the sources of workforce data i.e. BI, TMS and validate accuracy of data. Identify external sources that will assist with searching sources of data in targeting the needs/gaps and leverage data to support workforce analysis.
  8. Review/Assess existing work force planning systems and tools, identify gaps and propose solutions to address on-going needs
  9. Manage operational efficiency data to deliver desired workforce results and align workforce capacity and capability with UNICEF goals and strategies.
  10. Develop a data strategy and standardization of best practices to ensure the accuracy and scalability of workforce analytics.
  11. Carry out a detailed analysis of the different programme and non-programme job functions to support the business remodeling workstreams.
To qualify as an advocate for every child you will have…

  •  An advanced university degree (equivalent to a master’s degree) in any of the following relevant areas: Human Resources, Data & Analytics, and Organization Design.
  • Eight (8) years relevant working experience in Human Resources, with at least five (5) years of relevant experience in strategic Workforce Planning. OD experience would be an additional asset.
  • Fluency in English is required.  Knowledge of another official UN language or local language of the duty station is considered as an asset.
For every Child, you demonstrate...

UNICEF’s core values of Care, Respective, Integrity, Trust and Accountability.

Only shortlisted candidates will be contacted and advance to the next stage of the selection process.

UNICEF is committed to diversity and inclusion within its workforce, and encourages all candidates, irrespective of gender, race, sexual orientation, nationality, culture, appearance, socio-economic status, ability, age, religious, and ethnic backgrounds, to apply to become a part of the organization. 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, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles.

“UNICEF only considers higher educational qualifications obtained from an institution accredited/recognized in the World Higher Education Database (WHED), a list updated by the International Association of Universities (IAU) / United Nations Educational, Scientific and Cultural Organization (UNESCO). The list can be accessed at http://www.whed.net/”
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