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.
UNICEF PFP has a large staff compliment based in Geneva with staff outposted to Bangkok, Panama, and New York. In addition, there are several staff within Country Offices supporting partnerships and fundraising. The Human Resources function in PFP must provide relevant Human Resources services to these staff and clients.
PFP is currently supporting the ongoing global FFI exercise and anticipating an office wide relation. In addition, it is expected that there will be significant change within the HR team. Given the high volume of change to be managed, and simultaneously to support the ongoing business requirements, the office requires additional generalist HR capacity to support the team and PFP colleagues.
This would include active engagement in staff and non-staff recruitment through the various mechanisms to support the global initiatives. Given the expected changes there will be additional support required for staff to onboard and offboard, and additional resources would facilitate smooth processing.
For every child, a Champion
The HR Specialist is accountable for implementing HR services aligned to the global FFI and HQEI services which includes increased support to staff for on and off boarding and those who will relocate. Managing both staff and non-staff recruitment cases through the various global modalities to support 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 business objectives.
How can you make a difference?
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 – for both staff and non-staff recruitment.
- 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.
Recruitment (Staff and Non-Staff) and Entitlement management
- Manage both staff and non-staff recruitment cases aligned to current and evolving UNICEF practices and policies. Partner with hiring managers to effectively guide them through the process, ensuring adherence to required policies.
- Ensure all recruitment cases are fully documented and all documentation uploaded to the system.
- Ensure professional support to all stakeholders in the recruitment process from the hiring panel to applicants
- Advise staff of the entitlements related to their contractual status and clear guidance for on and off boarding
- When assigned casework in the relevant area on either a routine or non-routine basis, analyse and synthesize issues and problems, and interpret established, formal guidelines to address and recommend solutions or further actions required.
- Ensure reporting on all cases to allow annual reports to be shared.
DELIVERABLES:
Guidance: Provide guidance and support to hiring managers related to the recruitment of staff functions on TA and FT, and non-staff (Consultancies, Internships and Stretch assignments) to ensure all relevant policies, processes and procedures are adhered to.
Management: Manage recruitment processes from inception to approval, ensuring quality process and all related documentation is available in each requisition. This would include staff who will be lifted and shifted.
Monitor: Ensure recruitment indicators/metrics are reflected in the monitoring tables.
Estimated duration of the contract:
Reporting to:
Working Place:
- Geneva, Switzerland, is the official duty station. (Flexible work arrangements may be applied if there is a need).
To qualify as a Champion for every child, you will have…
Education:
- An Advanced University Degree in human resource management, business management, international relations, psychology, or another related field is required.
Experience:
- A minimum of five (5) years of increasingly responsible professional experience in human resource management in an international organization and/or large corporation is required.
- A minimum of three years’ experience supporting and managing recruitment and selection processes within an international organisation or large corporation is required.
- Experience managing non-staff recruitment and selection is required.
- Experience working with UNICEF/UN agency is considered an asset.
- Experience and understanding of recruitment related to the fundraising and private sector engagement sector would be an asset.
- Demonstrated experience working with HR systems required, with UNICEF systems an asset.
- Developing country work experience and/or familiarity with emergency is an asset.
Others:
Skills Strategic
- Experience and ability to implement targeted and innovative human resources strategies to address clients’ people-related needs.
- Ability to implement innovative HR programs within a fast-paced, evolving, and wide organizational setting.
Technical
- In-depth technical knowledge of the principles and concepts of human resources management.
- Ability to identify and analyse 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.
- Strong planning and organizational skills, with strong attention to details.
Language Requirements:
- Fluency in English is required.
- Knowledge of another official UN language (Arabic, Chinese, French, Russian) is also 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…
- Demonstrates Self Awareness and Ethical Awareness (1)
- Works Collaboratively with others (1)
- Builds and Maintains Partnerships (1)
- Innovates and Embraces Change (1)
- Thinks and Acts Strategically (1)
- Drives to achieve impactful results (1)
- Manages ambiguity and complexity (1)
During the recruitment process, we assess candidates following the UNICEF competency framework. Familiarize yourself with our competency framework and its different levels our competency framework and its different levels.
UNICEF is committed to diversity and inclusion within its workforce, and encourages all candidates, irrespective of gender, nationality, religious or ethnic background, and persons with disabilities, to apply to become a part of the organization. To create a more inclusive workplace, UNICEF offers paid parental leave, breastfeeding breaks, and reasonable accommodation for persons with disabilities. UNICEF strongly encourages the use of flexible working arrangements. Click here to learn more about flexible work arrangements, well-being, and benefits.
According to the UN Convention on the Rights of Persons with Disabilities (UNCRPD), persons with disabilities include those who have long-term physical, mental, intellectual, or sensory impairments which, in interaction with various barriers, may hinder their full and effective participation in society on an equal basis with others. In its Disability Inclusion Policy and Strategy 2022-2030, UNICEF has committed to increase the number of employees with disabilities by 2030. At UNICEF, we provide reasonable accommodation for work-related support requirements of candidates and employees with disabilities. Also, UNICEF has launched a Global Accessibility Helpdesk to strengthen physical and digital accessibility. If you are an applicant with a disability who needs digital accessibility support in completing the online application, please submit your request through the accessibility email button on the UNICEF Careers webpage Accessibility | UNICEF.
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 based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities. UNICEF is committed to promote the protection and safeguarding of all children. All selected candidates will, therefore, 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, and selected candidates with disabilities may be requested to submit supporting documentation in relation to their disability confidentially.
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.
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.
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.
*UNICEF staff members holding fixed term, continuing, or permanent appointments who are considered to be on abolished post status may apply for this temporary position and, if selected with a start date before 31 December 2025, may take it up as a temporary assignment, in line with UNICEF guidance on separation due to the abolition of posts or staff reduction. They will retain their fixed-term entitlements but will not hold a lien to their abolished post. For other scenarios where a Temporary Assignment may be possible, please refer to 
Additional guidance on IP to IP temporary assignments after completion of the full TOD.pdf (accessible to internal staff only).
The conditions of a temporary assignment, including relocation entitlements, will depend on the status of the staff member’s original appointment and may be limited in accordance with applicable UNICEF policies, procedures, and practices in force.
Additional information about working for UNICEF can be found here.
