How can you make a difference?

The HR Officer reports to the HR Manager for close guidance, training, and supervision. The Officer provides support to the supervisor and colleagues in the unit by executing HR services through applying knowledge of theoretical HR models, as well as understanding organizational HR policies and procedures.

The Human Resources Officer(Data Analyst) will support the HRBP pillar and have a focus on data management. He/she will collect, compile, and analyze HR data, metrics, and statistics, and apply this data to make recommendations related to recruitment, retention, and legal compliance. This position plays a vital role in collecting, structuring, analyzing, and reporting HR processes and data. Key competencies include data analysis, relationship management (organogram), HR expertise, communication, HR systems, and cultural awareness.

Summary of key functions/accountabilities:

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.
• Provide accurate and timely advice to clients on HR processes and policies, ensuring the highest level of client orientation.
• Proactively advise clients on the resolution of human resources issues ensuring equitable and transparent solutions that protect both the staff and the organization’s interests under policies, regulations, and procedures.
• Promote the organizational goals and targets for gender equity and cultural diversity.

2. Support to Implementation of assigned Human Resources Services

• Provide support to various or one specific HR occupation (recruitment, job classification, career development, performance management, data analytics, learning & development, etc.) to help their supervisors implement efficient client services that help either attract, retain, and/or motivate staff of the highest caliber.
• When assigned casework in the relevant area on either a routine or non-routine basis, analyze and synthesize issues and problems, and interpret established, formal guidelines to address and recommend solutions or further actions required.

3. Support to Implementation of assigned Human Resources Services

• Provide support to various or one specific HR occupation (recruitment, job classification, career development, performance management, data analytics, learning & development, etc.) to help their supervisors implement efficient client services that help either attract, retain, and/or motivate staff of the highest caliber.

4. 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 assist in their HR information management.
• Utilize strong analytical and leadership skills to coordinate, facilitate, and implement processes relating to credentialing, recruitment, classification, employee records, and required human resources reporting.
• In collaboration with leadership, collect and compile HR metrics and data from a variety of sources including the Human Resources information system (HRIS) and payroll outputs, management and employee surveys, exit interviews, employment records, government labor statistics, competitors’ practices, and other sources.
• Analyze data and statistics for trends and patterns with attention to recruitment, hiring practices, motivation, turnover, and compliance with employment rules and regulations.
• Identify and recommend reasonable short and long-term goals, milestones, and benchmarks for key performance metrics.
• Maintain integrity and confidentiality of departmental records and employee documentation.
• Ensure system data integrity and accuracy by conducting regularly scheduled reviews and audits of information input/reports to validate and/or reconcile data.

5. Reporting

• Suggest ways to embed available people insights into existing business processes to ensure they are used by UNICEF decision-makers.
• Prepares reports of data results, presenting and explaining findings to senior leadership
• Analyse and compile information requested by the interagency bodies, management, and other stakeholders, ensuring the required quality assurance.
• Propose innovative areas, including best practices from other organizations, for new HR analysis based on available data
• Use business intelligence tools (Microsoft Power BI, Tableau, etc.) to design and create interactive, fast, and accurate reports that help end users make data-driven decisions.

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

• A University Degree in human resource management, business management, international relations, psychology or another related field is required.
• A minimum of two years of professional experience in human resource management in an international organization and/or large corporation is required.
• One year of experience in Data Analysis is required.
• Developing country work experience and/or familiarity with emergencies is considered an asset.
• Fluency in English is required. Knowledge of another official UN language (Arabic, Chinese, French, Russian, or Spanish) or a local language is an asset.

For every Child, you demonstrate…

UNICEF’s Core Values of Care, Respect, Integrity, Trust, Accountability and Sustainability (CRITAS) underpin everything we do and how we do it. Get acquainted with Our Values Charter: UNICEF Values

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.

During the recruitment process, we test candidates following the competency framework. Familiarize yourself with our competency framework and its different levels: competency framework here.

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 benefits to our staff, including paid parental leave, breastfeeding breaks, and reasonable accommodation for persons with disabilities. UNICEF strongly encourages the use of flexible working arrangements.
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.

Remarks:

UNICEF’s active commitment to diversity and inclusion is critical to deliver the best results for children. For this position, eligible and suitable female candidates are encouraged to apply.

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

UNICEF appointments are subject to medical clearance. Issuance of a visa by the host country of the duty station, which will be facilitated by UNICEF, is required for IP positions. Appointments are also 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.

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.

Government employees who are considered for employment with UNICEF are normally required to resign from their government 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.

Only shortlisted candidates will be contacted and advance to the next stage of the selection process.

Eligible UNICEF International Professional (IP) Staff Members on fixed-term, continuing, or permanent contracts applying to a Temporary Appointment, which is dedicated to L3 (or L2) Response, may be able to retain a lien and their fixed-term entitlements. The conditions of the temporary assignment will vary depending on the status of their post and their current tour of duty, and relocation entitlements may be limited as per the relevant policies.