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Consultant (12 months, office-based): HR Consultant (L&D, Data Analytics and Coordination), Division of Private Fundraising and Partnerships (PFP)

Apply now Job no: 576784
Contract type: Consultant
Duty Station: Geneva
Level: Consultancy
Location: Switzerland
Categories: Human Resources

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. 

For every child, results

The Division of Private Fundraising and Partnerships (PFP)’s HR Learning and Development team is currently looking for an HR Consultant - Learning and Development and HR Data Analytics. This role offers a blend of technical and coordination responsibilities.
This consultancy offers an opportunity to work in a team of passionate learning professionals, to gain exposure to a broad spectrum of audiences, facilitators, and stakeholders, as well as engage in PFPs exciting training programmes and HR data analysis and reporting.

How can you make a difference? 

Scope of Work:
 
Reporting to the HR Manager (Learning and Development) in PFP, the HR consultant (L&D, Data Analytics and Coordination) is expected to take full ownership of the following areas:
 
1. L&D (Learning & Development) Production & Coordination – Lead the technical execution/or SETUP and coordination of all in-person and virtual workshops, team retreats, and webinars, using platforms like Zoom and Teams. Manage HR PFP portfolio of training activities, ensuring smooth execution from planning to delivery.
 
2. HR Data Analytic – Gather, analyze, and compile L&D and other HR related data to support HR’s work and present information for various audiences to ensure effective communication (data interpretation & visualization).
 
3. Knowledge Management – Manage and curate L&D resources ensuring that key insights, training, and promotional materials are captured, organized, and made accessible through platforms such as the L&D intranet page and SharePoint site.
 
4. Partnership Cone projects support – Support work on the Partnership cone projects such as skills mapping, analysis around mobility, and modelling of HQEI.
 
Deliverable #1. Learning & Development Production & Coordination
  • Provide high-quality technical support to all virtual workshops, team retreats and webinars using Teams.
  • Liaise with session facilitators at least 2 weeks before the training to understand their needs and help co-design the Teams sessions.
  • Moderate training sessions and address staff queries during sessions, where applicable.
  • Liaise with training facilitators on a quarterly basis (Q1, Q2, Q3, Q4) to establish convenient training dates.
  • For each training session (2-5/month) provide the following services:
    • Coordinate and write engaging training invitations; manage enrolments; ensure a reply is sent to interested staff (globally) within 48 hours of receipt of e-mail inquiry.
    • Ensure internal and external meeting rooms are booked and refreshments ordered.
    • Disseminate post-training evaluation forms within 24 hours of the training, prepare reports and share feedback to facilitator(s) within 2 weeks of the training; ensure they are stored in the SharePoint site.
    • Ensure the training-specific materials are ordered and delivered in a timely manner and made available for each session.
  • Provide accurate and timely responses to staff queries on L&D matters, as related to the coordinator role.
Deliverable #2. HR Data Analytics (L&D and Staff Survey)
  • Data collection – gather relevant data from various HR and L&D sources.
  • Data cleaning – remove errors, duplicates, and inconsistencies from the data.
  • Data analysis – use statistics and visualization tools to explore data patterns, trends, and outliers.
  • Interpretation & visualization – present data through reports, dashboards, or visualizations for easier interpretation.
Deliverable #3. Knowledge Management for L&D
  • Oversee the PFP training calendar and ensure updates to the calendar are made at least once per month.
  • Draft engaging training communication materials including training flyers, invitations, and content for the L&D Intranet page.
  • Communicate all upcoming training offerings to staff (2-5/month) at least 2 weeks prior to each workshop/training event.
  • Maintain and update L&D SharePoint site at least once per month.
  • Keep L&D page including the PFP Training Calendar up-to date.
 
Deliverable #4. PFP HQEI and Partnership Cone projects support
  • Data Collection and Integration Framework
    • Design and implement a framework to gather, clean, and integrate HR data from various internal sources (global HR data and mobility dates, ensuring comprehensive and up-to-date information on the staff positions affected by the HQ relocation and the staff involved in global mobility during 2025-2028.
  • Predictive Modeling of Staff Movements
    • Develop predictive models to forecast staff movements and turnover, using historical HR data and trends. This may include projections on voluntary attrition, relocation acceptance rates, and other mobility-related factors, along with scenario planning for different outcomes.
  • Workforce Planning and Impact Analysis
    • Provide an analysis of the potential impact on the workforce, including skills gaps, role redundancies, and risks associated with talent loss or mobility challenges. This may support informed decision-making on resource allocation, talent retention, and recruitment needs during and after the relocation and mobility periods.
  • Staff Engagement and Retention Strategy Insights
    • Identify strategic insights and recommendations on staff engagement and retention, identifying key drivers that may influence the success of the HQ relocation and global mobility exercises.
  • Comprehensive Reporting and Visualization Tools
    • Create reporting tools and visual for data tracking and analysis of staff mobility and the effectiveness of implemented strategies. Look into use DHR (Division of People & Culture) HR dashboards currently in development, i/o of creating ad-hoc dashboards.

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

Education:
  • A first level university degree in human resources, learning & development, and administration, or related field is required.
Experience:
  • At least five (5) years of professional experience working in the areas of administration, human resources, training, or knowledge management is required.
  • Experience in events coordination (in-person and virtual) is required.
  • Hands-on experience in online training production (Zoom or Teams) is required.
  • Excellent knowledge of the Microsoft Suite products particularly Excel and PowerPoint.
  • Experience working in the UN and UNICEF an asset.
  • Experience in data analytics is an asset.
  • Excellent customer service skills.
Language:
  • Fluency in English is required. Working knowledge of French is highly desirable.

For every Child, you demonstrate… 

UNICEF's values of Care, Respect, Integrity, Trust, Accountability, and Sustainability (CRITAS). 

To view our competency framework, please visit here. 

Remarks:  

Please indicate your all-inclusive (lump sum) fees in USD against the deliverables listed above. If there is a need for business travel, the travel costs will be covered by UNICEF separately. The office selects the individual based on best value for money.
 
Payment of professional fees will be based on submission of agreed deliverables. UNICEF reserves the right to withhold payment in case the deliverables submitted are not up to the required standard or in case of delays in submitting the deliverables on the part of the consultant.

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

Individuals engaged under a consultancy or individual contract will not be considered “staff members” under the Staff Regulations and Rules of the United Nations and UNICEF’s policies and procedures, and will not be entitled to benefits provided therein (such as leave entitlements and medical insurance coverage). Their conditions of service will be governed by their contract and the General Conditions of Contracts for the Services of Consultants and Individual Contractors. Consultants and individual contractors are responsible for determining their tax liabilities and for the payment of any taxes and/or duties, in accordance with local or other applicable laws. 

The selected candidate is solely responsible to ensure that the visa (applicable) and health insurance required to perform the duties of the contract are valid for the entire period of the contract. Selected candidates are subject to confirmation of fully-vaccinated status against SARS-CoV-2 (Covid-19) with a World Health Organization (WHO)-endorsed vaccine, which must be met prior to taking up the assignment. It does not apply to consultants who will work remotely and are not expected to work on or visit UNICEF premises, programme delivery locations or directly interact with communities UNICEF works with, nor to travel to perform functions for UNICEF for the duration of their consultancy contracts. 

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.

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