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, hope

UNICEF Jakarta is looking for People & Culture Associate who will provide administrative, procedural and operational support and assistance to the efficient implementation of a broad range of People & Culture functions for all categories of personnel, ensuring accurate and timely delivery that is in compliance with UNICEF P&C rules and regulations. 

How can you make a difference? 

Under the supervision and guidance of the People & Culture Manager and day-to-day guidance of the People & Culture Officer, the People & Culture Associate will provide administrative, procedural and operational support and assistance to the efficient implementation of a broad range of People & Culture  functions for all categories of personnel, ensuring accurate and timely delivery that is in compliance with UNICEF P&C rules and regulations. 

As per the current structure of the P&C Section, this position will cover PFP, Child Protection, WASH, Social Policy Sections and Kupang FO, to provide support for smooth onboarding, offboarding, recruitments, contract management, monitoring and providing guidance on use of benefits and entitlements, staff wellbeing, P&C data analysis and communications, employee recognition.

The P&C Associate will be responsible for the following functions: 

1. Support to key CPMP transitions:
Provide crucial staff support during the transition to the new CPMP, ensuring the availability of individual and immediate support to affected staff. This includes handling increased workloads, managing employee communications, and addressing questions or concerns promptly. This will include things like
a. Administrative support for PBR document preparation.
b. Individual guidance and support to affected staff within the portfolio, including connection with Staff Support related resources under the staff support plan (financial planning, recruitment outplacement services, career/job search resources, wellbeing and psychosocial support resources), liaison with GSSC on questions, entitlements and estimates, referrals to UNJSPF, other general offboarding support and guidance for a smooth transition.
c. Working on career related support, such as compiling lists of vacancies, liaising with recruitment companies for outplacement services, supporting the organization of all staff sessions on career and job search guidance.
d. Serving as wellbeing related focal point including for provision of staff support related psychosocial and financial planning activities with external providers, managing and updating the offices Directory of Resources on Mental Health and Wellbeing resources on the office’s SharePoint page.

2. Support to business partnering
Supports the business partners in implementing various P&C related activities and actions that include responding to staff queries around onboarding, maintenance and offboarding matters, talent management, contracts management, employee well-being, employee recognition schemes, learning and capacity development, the use of P&C systems such as TMS, FIORI, AGORA, ACHIEVE.

3. Support in providing policy guidance on various P&C thematic areas
In consultation with supervisor: analyze, research, verify, and compile data and information on cases that do not conform to UN or UNICEF’s P&C Rules & Regulations, to support consistent and equitable application of decisions and implementation of agreed upon action.

4. Support in P&C data analytics, innovation and development of P&C communication materials
a. Maintain and update P&C SharePoint Site.
b. Produce comprehensive P&C data visualization on various themes that can support effective P&C communication sharing with staff.

5. Perform any other support to the P&C team.

Please refer to the Term of Reference (TOR) attached for more details.

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

Minimum requirements:
- Education: Completion of secondary education* is required.
- Work Experience: A minimum of six (6) years of progressively responsible administrative work experience required, ideally in the area of People & Culture.
- Skills: Solid in overall computer literacy, including proficiency in various MS Office applications (Excel, Word, etc.) and email/internet; familiarity with database management.
- Excellent interpersonal skills; culturally and socially sensitive; ability to work inclusively and collaboratively with a range of colleagues.
- Self-motivated, self-awareness ability to work with minimum supervision and with tight deadlines.
- Language Requirements: Fluency in Bahasa Indonesia and English.

(* For this position, a bachelor’s degree in social science or related subject from a recognized academic institution may replace three years of related work experience)

Desirables:
- Technical or university courses related to the work of the organization are considered as an asset.

 TOR TA GS6 PnC Associate for TMS.pdf

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 

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. 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.