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

HR professionals at the P5 level are heads of sections, accountable for leading specialized and highly complex HR functions, requiring the capacity to create a platform from which the work of specialists can be integrated, leading to synergy and coordination. Beyond supervising the work of the other professionals, positions at this level are expected to create and foster an atmosphere in which people are inspired, engaged, and motivated. In addition, they serve as chief advisors to senior management on people management, and in doing so, ensure HR’s reputation as a value-added, technically competent, and reliable service provider.

How can you make a difference? 

Reporting to the Deputy Director-DHR, the incumbent provides technical leadership and strategic guidance to Headquarters divisions in support of UNICEF Strategic Plan and OneHR Strategy, through enhanced partnerships with Centers of Expertise (CoEs), strengthened systems, processes and data, and management of special projects within the HRBP portfolio. In partnership with a cross-functional group of designated client divisions, the incumbent provides leadership on strategic HR business partnering to enable them to deliver on their business goals and objectives.

The role of the HR Business Partnering section is to solve complex organizational challenges through offering business units people-related solutions. The Chief is accountable for guiding HR Business Partner teams that service HQ offices in New York and other outposted locations.  In doing so, the Chief demonstrates the ability to create an enabling environment in which the team anticipates clients’ people-related needs and develop plans and solutions that align people management with business objectives. In addition, this position serves as a key strategic advisor to the leadership of their offices in supporting UNICEF’s global Human Resource transformation through spearheading coordination of specific global projects aligned with OneHR strategic organizational needs, including context-specifc needs of other global locations.  In line with the new OneHR Delivery Model, the incumbent will lead the transitioning of HRBPs into divisional structures, enabling new generation HRBPs who will focus on enhanced talent management strategies for engaging and developing talent for the organization’s emerging priorities.

Summary of key functions/accountabilities:

Strategic HR Leadership

• Uphold ethical standards, integrity, and transparency in HR practices and decision-making.
• Provide expert guidance and lead initiatives to enhance organizational effectiveness and continuous improvement.
• Promote a positive work environment emphasizing diversity, equity, inclusion, and staff wellbeing.
• Mentor and coach individuals to achieve organizational and personal professional goals.

Management Excellence

• Ensure compliance with systems and procedures; implement audit recommendations and internal controls.
• Build HR professionals' skills in effective communication, analysis, and problem-solving.
• Foster teamwork and collaboration across functions and HR Centres of Expertise.
• Manage HR budgets effectively for cost-efficient resource allocation.

Strategic HR Planning

• Analyze and implement HR strategic plans tailored to unique talent priorities.
• Lead the design of organizational structures aligned with future growth strategies.
• Provide guidance on workforce planning, outreach, and resourcing strategies for diverse talent.
• Leverage IT knowledge to promote innovative work methods.

Managing Performance, Career Development, and Learning

• Foster a performance management culture focused on staff growth and continuous learning.
• Collaborate on talent development programs and global/regional development opportunities.
• Support delivery and evaluation of learning solutions to enhance staff skills and competencies.
• Conduct talent reviews and implement development plans for future leadership needs.
• Develop orientation packages for new staff in specific regions/countries.

Stakeholder Engagement and Partnerships

• Build strong relationships with internal stakeholders to address HR concerns effectively.
• Engage with inter-agency bodies to align HR policies across the UN system.
• Maintain effective communication and collaboration with other UN agencies.

Influencing Organizational Culture and Change Management

• Drive initiatives to promote psychological safety, inclusiveness, and accountability.
• Lead change management efforts, including restructuring and transformational projects.
• Build partnerships to develop proactive HR solutions and tools.
• Strengthen HRBP capabilities through collaboration with Learning and Development CoEs.

Innovation and Knowledge Management

• Stay updated on HR trends and emerging technologies to drive innovation.
• Share best practices across offices to enhance HR processes and outcomes.
• Contribute to developing regional/global policies for efficiency and effectiveness.

HR Data Analysis and Reporting

• Use HR analytics to provide insights on workforce trends and make data-driven decisions.
• Design and execute surveys and discussions to capture employee feedback.
• Communicate workforce metrics to address critical talent-related questions and gaps.

If you would like to know more about this position, please review the complete Job Description here: Chief HRBP JD

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

Minimum requirements:

Education: An Advanced University Degree in human resource management, business management, international relations, psychology, sociology or another related field is required.

Work Experience: Ten years of increasingly responsible professional experience in human resource management in an international organization and/or large corporation is required.

Skills:

Leadership and Managerial Skills

• Skilled in shaping organizational culture and understanding factors affecting employee engagement.
• Expert in addressing complex problems with client-centric, goal-aligned solutions.
• Effective in supporting leaders to navigate planned and unexpected changes.
• Proficient in resource planning, goal achievement, and risk management.

Strategic Expertise

• Experienced in designing and implementing innovative, adaptable solutions.
• Proactive in learning and developing skills to address evolving environments.
• Skilled in advising and influencing executives to drive key business decisions.
• Strong business acumen to assess environments and implement transformative change.

Technical Proficiency

• Deep knowledge of HR principles, proficient in data analytics and reporting.
• Adaptable in revising policies and models to meet emerging organizational needs.
• Experienced in analyzing and resolving systemic issues with informed recommendations.
• Exceptional organizational skills, including multitasking, task prioritization, and risk management.

Language Requirements: Fluency in English is required. Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) is 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…

(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 

(8) Nurtures, leads and manages people

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.  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 HR Professionals 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.

In this role, you will collaborate with colleagues across multiple locations. For effective collaboration, we encourage flexible working hours that accommodate different time zones while prioritizing staff wellbeing.

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.