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Human Resources Officer (Talent Mobility), P2, TA (364 days), DHR, Istanbul, Turkiye #129095

Apply now Job no: 573403
Work type: Temporary Appointment
Location: Türkiye
Categories: Human Resources

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! 

Under the overall guidance of the Chief HRBP, the HR Officer reports to the Human Resources Specialist for day-to-day supervision and management. Working closely in collaboration with the HR team and key stakeholders across UNICEF, the incumbent will contribute to the implementation and execution of the strategic initiatives of the Talent Mobility Team, in addition to supporting the global annual mobility exercise. The incumbent of this post will guide UNICEF staff in talent placement processes and systems with the aim to enhance UNICEF people’s experience throughout their careers. The goal will be to ensure the best employee experience for all staff in line with UNICEF's revised approach and practices to integrated talent management.

How can you make a difference? 

Summary of key functions/accountabilities:

The Mobility HR Officer will be responsible for the following:

Business Partnering

  • Proactively advise clients on the resolution of issues ensuring equitable and transparent solutions that protects both the staff and the organization’s interests in accordance with policies, regulations, and procedures.
  • Through research of policies and analysis of data, provide support to the HR Business Partner in advising their clients on mobility related needs and develop subsequent plans of action. 
  • Provide accurate and timely advice to clients on mobility related processes and policies, ensuring the highest level of client-orientation. 
  • Promote the organizational goals and targets for gender equity and cultural diversity. 

Mobility related Data & Analytics

  • Gather, maintain, and ensure the accuracy of all mobility related data while continuously updating the Mobility Portal, Databases, Share points sites, and Dashboards
  • Utilize analytics tools to extract insights, create reports and dashboards, and identify trends to support mobility related decision-making.
  • Define, track, and report on mobility metrics and KPIs, monitoring performance against benchmarks and providing data-driven recommendations.
  • Translate complex data into actionable insights, present findings effectively, and contribute to process improvements.

Developing a strategic and proactive mobility approach

  • Drive simplification and efficiency by streamlining mobility processes and identifying opportunities for automation, leading to more effective resource allocation and improved operations.
  • Provide inputs and insights using data and analytics and contribute significantly to the creation of a proactive mobility strategy. Identify areas for talent mobility optimization, allowing the organization to strategically deploy its workforce efficiently to meet business needs.

Learning and Capacity Development

  • Design and development of a comprehensive portfolio, including end-user materials, communication materials, global and customized webinars, and capacity-building sessions for HR colleagues.
  • Based on FAQs and requests from staff on mobility, organize periodic knowledge-sharing sessions/clinics and facilitate individual discussions and bilateral consultations as needed to ensure continuous engagement with the staff.

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

Minimum requirements:

  • Education: A first-level university degree (bachelor's) in business management, human resources, business administration, international development, or related fields; is required. 
  • Work Experience: At least two (2) years of relevant experience in human resources, including generic experience in talent management functions is required.
  • Relevant experience in Human Resources System Management with a broad view of the information system environment in an international setting or large corporation is required.
  • Excellent knowledge of information technology systems and tools.
  • Relevant experience in data analytics and reporting is required.
  • Language Requirements: Fluency in English (written & verbal) is required


  • Developing country work experience and/or familiarity with emergency.
  • Master’s Degree in HR Management is desirable.
  • Relevant experience in the development and delivery of learning, capacity building, and transfer of knowledge strategies, plans, and training programs (including training materials) is desirable.
  • Prior experience working in the UN System or other international development organizations is desirable.
  • Knowledge of another official UN Language (Arabic, Chinese, French, Russian, Spanish) is considered 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)

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.


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.

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.

Advertised: GTB Daylight Time
Applications close: GTB Daylight Time

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