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, results

UNICEF’s Global Shared Services Centre (GSSC) provides services to UNICEF offices around the world in the areas of Finance, Master Data Management, Human Resources Administration, Payroll, and IT Customer Care. Our mission is to be a Centre of Excellence for the global delivery of efficient services within a culture of customer service, continuous business improvement, knowledge-sharing and innovation to support the effective achievement of UNICEF's program results worldwide. The HR Administration Section delivers high quality, responsive, timely and equitable human resources services for UNICEF offices which include onboarding, staff entitlements, benefits, recruitment and other administration support.

How can you make a difference?

This is a batch vacancy announcement for multiple upcoming FT positions in the Recruitment Administrative Services (RAS). The recommended candidates will be considered for FT and TA posts as needed. Staff who are on the posts that will be abolished or from services teams where post reductions are anticipated are strongly encouraged to apply.

Under the close supervision and guidance of the Human Resources Manager (RAS), the Human Resources Officer (RAS) executes HR services through applying knowledge of administrative recruitment models and through management of teams, as well as understanding of organizational HR policies and procedures.

Key functions, accountabilities and related duties/tasks:

1. HR Partnering  

• Through research of policies and analysis of data, provide support to the HR Business Partners in the hiring offices advising on recruitment administration related needs and develop subsequent plans of action.   
• Provide accurate and timely advice to clients on recruitment processes and policies, ensuring the highest level of client-orientation.    
• Proactively advise clients on the resolution of recruitment administration related issues ensuring equitable and transparent solutions that protects both the staff and organizations interests in accordance with policies, regulations and procedures.    
• Promote organizational goals and targets for gender equity and cultural diversity.   
• Incumbent is expected to present alternative approaches to problems and questions that may not fit into an established pattern and discuss objectives of the counterparts that are similar but may have competing interests which must be identified and understood to facilitate resolution.  
• Join the discussions with HR Business Partners and Hiring Managers on the strategy of recruitments, content of job descriptions and vacancy announcements, sourcing channels, application forms, assessment methods, panel compositions etc.   

2. Recruitment and Placement  

• Ensure services are delivered to designated client groups within the expected SLAs with accuracy and high-quality standards.   
• Analyze complex issues or the development of new methods/approaches requiring the identification and in-depth examination of numerous technical factors, as well as policy considerations, in the solution of methodological problems or in the formulation of policy proposals.   
• Escalate non-compliance to HR Manager.  
• Provide support to recruitments by collaborating with Hiring Managers in implementing efficient client services that help to attract the highest caliber of candidates.    
• Review and approve requisitions in the Talent Management System making sure that minimum requirements are in line with the guidelines, title is an official UNICEF title, competency levels are as per the competency framework, flexibility clause is correctly added by consulting or routing the requisition to the Job Classification Unit.   
• Review of groups/lists of people on special consideration such as staff on abolished posts, returning from special leave etc., as well as reviewing candidates with disciplinary flag and liaise with the Policy Unit (PERCS) if necessary.   
• Perform quality checks and assurance of longlists, oversee assessments and interviews, ensure that all administrative actions are seamlessly delivered.  
• Support risk assessment, mitigation and monitor compliance with applicable rules and regulations.  
• Analyze and synthesize issues and problems, and interpret established, formal guidelines to address and recommend solutions or further actions required.    

3. Performance Management    

• Manage the team and deliver supervisory support on aspects related to performance, leave, training, career development etc.   
• Ensure ongoing monitoring and discussions around individual performance and support development of the staff member by facilitating career progression and opportunities.   
• Enable high-level of staff engagement and morale by providing continuous listening, support, mentoring etc. for team members.   
• Lead the coordination of work and provide specialized advice to the team. Priority is on delivery of overall results and performance.   
• Develop staff through coaching and mentoring.    
• Ensure team leadership and cross-functional collaboration.   
• Support and advise staff and management as appropriate to improve relations, achieve consensus and resolve issues.     

4. Data Analytics   

• Collect, interpret and analyze HR data to help informed decision making on recruitment processes and strategies.   
• Support the development and implementation of data collection systems to optimize data quality.   
• Coordinate with partners in the assigned region to provide assistance in their HR information management.  

5. Learning and Capacity Development   

• Support the HR Manager in keeping staff abreast of HR rules and regulations, business processes, processing recruitments by delivering training and coaching to the newly hired workforce in the Recruitment Administrative Services at the GSSC.   

Specific work conditions: The HR Officer (RAS) is expected to work eight hours shifts between 7am and 7pm five days a week accommodating the time zone of the respective Region.

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

Minimum requirements:

Education: A University Degree in human resources management, business management, international relations, psychology, or another related field is required.  

Work Experience: A minimum of two years of directly relevant experience is required. Experience in recruitment is desirable. Some supervisory experience is desirable.  

Technical Competencies:

• Proven ability and excitement to design and implement innovative cutting-edge programs, systems, and tools within a fast paced and evolving setting. 
• Analytical skills, project management experience, resourcefulness, and forward-looking skills.  
• Excellent knowledge of organizational and HR information technology systems and tools, as well as best business practices and technology, with adequate experience in recruitment administration is required. 
• Experience of shared services/business support center is an asset.  
• Experience working with SAP, Talent Management systems and CRM tools.
• Working knowledge of the Microsoft Suite products (MS Word, MS Excel, and MS PowerPoint).
• Experience working with SLAs and KPIs.

Language Requirements: Fluency in English (verbal and written) is required.

Desirables:

• Work experience with a development organization is an asset.
• Working knowledge with applicant tracking systems (ATS) or recruitment platforms is an asset.
• Experience with setting up and rotating shift work amongst team members is an asset.
• Knowledge of UN/UNICEF'S rules, regulations and procedures is considered an asset.
• Knowledge of an additional UN Language (Arabic, Chinese, French, Russian, Spanish) is considered a strong asset.
• Developing country work experience and/or familiarity with emergency. 

National Officer (NO) staff are nationals of the country in which they perform functions of a technical and professional nature. Eligible applicants are nationals of Hungary.

National Officer staff are locally recruited staff and therefore, candidates are personally responsible for any travel and accommodation arrangements. UNICEF does not facilitate MFA accreditation for locally recruited staff.

Remarks: Requirement for internal applicants 

This vacancy announcement is open to all internal audiences including TA staff members. Eligible and suitable FT staff members will be prioritized.

Staff at the same grade level, or one grade above the vacancy, will be eligible for concise review regardless of their functional area. 

Internal applicants from GSSC are required to complete the GSSC Learning Path corresponding to their current level before applying for another position. Additionally, they must attach to their application a screenshot from Agora, clearly demonstrating completion of the learning path. Internal applicants that do not comply with these requirements will not be considered. For further details on learning paths, please visit the Learning and Development portal

For current GSSC staff who have taken up their current post within less than 12 months, the requirement for completion of learning path is waived. 

One year time in post requirement does not apply to staff appointed to their current FT roles before 1 July 2025. It does apply to those appointed on or after that date. 

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 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.

Additional information about working for UNICEF can be found here.