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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, empowerment! 

As part of its talent management strategy, UNICEF has launched a revised approach to performance management to move the organization towards a more open and feedback-oriented performance management culture. The revised approach to performance management puts emphasis on areas for improvement identified in recent Global Staff and Pulse Surveys. In parallel to enhancement/upgrades of Achieve and implementation of the new approach to performance management, a change management process is being implemented globally, alongside an evaluation of the current ratings system. This includes support to all staff on the application of performance management guidelines and training to both staff and HR practitioners on effective performance management soft skills.

How can you make a difference? 

Given the workload that Performance Management (PM) is expected to undertake throughout the year to roll out specific initiatives as per above, we are looking for qualified candidate for a temporary appointment post to provide key support to the Performance Management Section for the timely development and implementation of specific deliverables within the above initiative.

Key Accountabilities and Duties & Tasks

Under the overall guidance of the Chief, Performance Management, Division of People and Culture, the HR Specialist (Performance Management & Design Specialist) will undertake, but not be limited to, the following tasks:

Activity Tasks

1. PER quality review

• Develop a review protocol/method of data analysis which can be applied consistently across manager and staff Performance Evaluation Reports (PERs).
• Create learning modules for all staff members that provide guidance on the creation of quality PERs, the importance of planning, and how to conduct a PER Quality Analysis.
• Review 12 pre-selected country offices and the quality of the PERs with SMART deliverables therein.
• Develop and coordinate Global PER Challenge for Country Offices submitting their PER Quality data, delivering follow-up services to qualifying Cos.

2. Provide recommendations on findings.

• Provide key recommendations based on PERs analysis and evaluation.
• Deliver recommendations for strengthened focus of learning and training in the Division of People and Culture via various end user training: e-learning courses, in-person trainings/briefings, and written training materials, FAQs, etc.

3. Evaluation, reporting and analytics, tech, graphic design.

• Evaluate the quality of PERs from COs submitting data, to reveal trends by region and country or division or field vs HQ.
• Analyze PERs to determine knowledge gaps and training needs by region, country, etc.
• Generate organized tracking of metrics and analytics.
• Create and design infographics/presentations and summaries of findings and trends.
• Develop, distribute, and collate survey data, providing analysis via the creation of bespoke reports and presentations.
• Serve as data analysis backstop across all team functions, generating data, surveys, and insight via Qualtrics, SurveyMonkey, excel, and additional platforms.
• Serve as a POC for coaching and case management data and organization needs.
• Serve as POC for IMOCHA interview system as needed for REACH and other programmes.
• Serve as POC and lead developer for ECM/SharePoint maintenance.
• Lead consultation and development of a new PM SharePoint site and document organization system.
• Provide graphic design and presentation materials across all team functions as needed via Adobe Illustrator and InDesign.
• Assist in the distillation of the common rating approach evaluation.
• Conduct a comprehensive review of all PM documents, redesigning for content updates according to new initiatives and ratings scale adoption and revamping for branding consistency.

4. Programme management, implementation, and socialization

• Deliver presentations and provide training on Train the Trainer capacity building workshops and new initiatives as needed.
• Assist in the socialization of the ratings approach adopted.
• Contribute to the design, development, and socialization of the Matrix Management Approach.
• Assist in the development, design, and socialization of the MEP Agora courses.

5. In addition, the incumbent will perform other duties such as organize and coordinate the 2024 Staff Team Awards.

The incumbent will perform other performance management related tasks as required.

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

Minimum requirements:

• Education: An Advanced University degree (master's or higher) in Human Resources Management, Education, Business Administration, Statistics, International Relations, Social Sciences or a relevant field.
• The individual should be highly proficient in a range of PC/web applications, including but not limited to: MS Word, MS Excel, MS PowerPoint, MS Outlook, and SharePoint.
• Work Experience: At least five (5) years of progressively responsible experience in human resources management, including minimum of three (3) years’ experience and knowledge in performance management (SMART deliverables, performance planning, performance assessment, and related areas) is required.
• At least four (4) years of experience in data analytics and reporting is required.
• Competencies: Strong organizational, planning, and analytical skills.
• Must have excellent written and verbal communication skills in English. Effectively presents thoughts, and ideas, including complex technical concepts, in a clear, concise and readily understood manner, both verbally and in writing.
• Ability to identify issues, formulate opinions, make conclusions and recommendations.
• Demonstrates professional competence and mastery of subject matter; is conscientious and efficient in meeting commitments, observing deadlines and meeting results.
• Good judgment, initiative, high sense of responsibility, tact, discretion, and confidentiality.
• Works effectively on multiple assignments simultaneously and adapts to changing demands and circumstances.
• Demonstrated cultural sensitivity and ability to establish harmonious working relations in a multicultural environment.
• Language Requirements: Fluency in English language is required. 

Desirables:

• Expertise in the use of HR Management Systems is an asset.
• Development of training materials as related to HR Systems is an asset.
• Expertise in communication, customer orientation, and preferable excellent understanding of performance management systems, training materials, and competency framework.
• Expertise in video and visual support design.
• Experience with, or in, multilateral institutions. Knowledge of UNICEF context is desired. Knowledge of UN common practices in HR is an added advantage.
• Developing country work experience and/or familiarity with emergency. 

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…

• Builds and maintains partnerships (1)
• Demonstrates self-awareness and ethical awareness (1)
• Drive to achieve results for impact (1)
• Innovates and embraces change (1)
• Manages ambiguity and complexity (1)
• Thinks and acts strategically (1)
• Works collaboratively with others (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.

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.

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.