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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, people and culture

Since 1950, UNICEF has supported the most important transformation for children and adolescents in Brazil. UNICEF Brazil with its main office in Brasília and nine field offices works in close partnership with national and sub-national governments, corporate partners, youth, and civil society organizations.

For information on the work of our organization in Brazil, please visit our website: UNICEF Brazil.

How can you make a difference? 

Under the supervision of the HR Manager, you will be responsible for supporting your supervisor and colleagues in the unit by executing HR services through applying knowledge of theoretical HR models, as well as understanding of organizational HR policies and procedures. The HR unit is composed of five persons and provides support to Brasilia’s office and 9 sub offices, in all HR related areas. 

This includes:

1.           Business Partnering

•            Through research of policies and analysis of data, provide support to the HR Business Partner in advising their clients on HR-related needs and developing subsequent plans of action.

•            Under the supervisor’s guidance, provide accurate and timely advice to clients on HR processes and policies, ensuring the highest level of client-orientation service.  

•            Support the HR Manager in proactively advising on the resolution of human resources issues by recommending equitable and transparent solutions that protects both the staff and organization’s interests in accordance with policies, regulations and procedures, maintaining trusted professional relationships, while upholding utmost confidentiality.

•            Research and compile data that conveys organizational progress towards gender balance and cultural diversity.

2.           Strategic Human Resources

•            Help supervisor liaise with the HQ Divisions, regional and country offices to support and contribute to corporate HR strategy formulation and global implementation.

•            Research and provide data which helps inform the improvement of HR systems, policies and processes.

•            Keep abreast and research best and cutting-edge practices in HR management and contribute to the development of global policies, procedures and introduce innovation through sharing of best practices and knowledge learned.

3.           Support to Implementation of assigned Human Resources Services

•            Provide support in the overall spectrum of HR functions (i.e. recruitment, job classification, career development, performance management, data analytics, learning & development, staff wellbeing, etc.) to help the supervisors in implementing efficient strategies that help to attract, retain and motivate staff of the highest caliber.

•            When assigned casework in the relevant functional area, to analyze and synthesize issues and problems, to interpret established and formal guidelines to address and propose solutions or recommend further actions.

4.           Learning and Capacity Development

•            In collaboration with business owners, support the design and delivery of learning plans for staff.

•            Contribute to the mapping of competencies for all staff included in the assigned client portfolio, assisting in the development of a comprehensive framework in support of the development of the talent pipeline.

•            Research on efficient and cost-effective learning products which enable staff to develop their skills and competencies.

•            Provide orientation briefing to new staff.

5.           HR Data Analytics

•            Collect, interpret and analyze HR data to help inform decision making on HR processes and strategies.

•            Support the development and implementation of data collection systems to optimize data quality.

•            Coordinate with country offices and partners to provide assistance in their HR information management.

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

Minimum requirements:

Education: A University Degree in Human Resources, Business Administration, International Relations, Psychology or another related field is required.

Work Experience: 

• At least one (1) year of professional experience in human resource management in an international organization or large corporation is required.
• Solid experience within the full cycle of recruitment, talent acquisition, onboarding and induction processes is required.

Skills:

• Solid ability to write reports in English.
• Ability to conduct thorough research of HR policies, possessing planning and organizational abilities, to make well informed recommendations.
• Demonstrated strong confidentiality competences.
• Sound understanding of Human Resources procedures, principles and concepts.

Language Requirements: Fluency in English and Portuguese is required.

Desirable:

• Previous experience in Human Resources area within the United Nations System.
• Developing country work experience and/or familiarity with emergency context.
• Experience in fostering diversity in recruitment and outreach strategies will be considered an asset.
• Working knowledge of Spanish would be 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)
• Drive to achieve impactful results (1)
• Manages ambiguity and complexity (1)

Click here to learn more about UNICEF’s values and competencies.

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. For this position, eligible and suitable afro-descendants, indigenous, and other minorities are encouraged to apply.

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.

Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service.

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.