f you are a committed, creative professional and are passionate about making a lasting difference for children, the world's leading children's rights organization would like to hear from you. For 70 years, UNICEF has been working on the ground in 190 countries and territories to promote children's survival, protection and development. The world's largest provider of vaccines for developing countries, UNICEF supports child health and nutrition, good water and sanitation, quality basic education for all boys and girls, and the protection of children from violence, exploitation, and AIDS. UNICEF is funded entirely by the voluntary contributions of individuals, businesses, foundations and governments.

Important Note:

There is a lot of change underway in UNICEF Human Resources function. Based on the Lessons from the Effectiveness and Efficiency initiative and from the 2014 Global Staff Survey results, the HR function is going through HR transformation by making significant changes in our Human Resources roles in order to improve the results we deliver for children. HR Transformation covers a series of reform initiatives aimed at measurably improving UNICEF's ability to attract, hire, support and empower staff members. There are three pillars serving the HR Reform Vision, namely: Improved Recruitment (new E-recrutiment); Better Talent Management (Onboard/MyCase); Effective Performance Management (Achieve). In view of this HR transformation exercise, it is expected that the job descriptions for a variety of HR functions may undergo a lot of changes in near future, to reflect the new way of doing business in UNICEF HR.

I. Organizational Context and Purpose for the job;

The fundamental mission of UNICEF is to promote the rights of every child, everywhere, in everything the organization does — in programs, in advocacy and in operations. The equity strategy, emphasizing the most disadvantaged and excluded children and families, translates this commitment to children's rights into action. For UNICEF, equity means that all children have an opportunity to survive, develop and reach their full potential, without discrimination, bias or favoritism. To the degree that any child has an unequal chance in life — in its social, political, economic, civic and cultural dimensions — her or his rights are violated. There is growing evidence that investing in the health, education and protection of a society's most disadvantaged citizens — addressing inequity — not only will give all children the opportunity to fulfill their potential but also will lead to sustained growth and stability of countries. This is why the focus on equity is so vital. It accelerates progress towards realizing the human rights of all children, which is the universal mandate of UNICEF, as outlined by the Convention on the Rights of the Child, while also supporting the equitable development of nation.

Job organizational context: The Human Resources Assistant works in the HR Unit within the Operations section and reports to the Human Resources Officer, P2.

Purpose for the job:

Assist the HR Officer and HR Manager in effective and efficient human resources management of the office, in particular in the areas of staff administration of entitlements, on- and offboarding and orientation of staff, recruitment, documentation of performance management, HR records.

II. Key function, accountabilities and related duties/tasks:

Summary of key functions/accountabilities:

• Assist in the administration of staff entitlements and contracts: Effect timely and correct completion of administrative actions, including appointment and extension, onboarding and offboarding, medical insurance, pension fund, attendance and leave, increments etc. Manage filing and prepare records for management information.

• Support recruitment activities: Administer advertisements, shortlisting and assessment processes, handle candidates, prepare offer letters and subsequent contractual and administrative documentation. Maintain and track recruitment related information including on the process.

• Assist in effective performance management of staff: Contribute to monitoring and following up on performance evaluation completion status, and ensure that completed PERs are efficiently filed. Assist in quality assurance of performance evaluation reports, and guide staff on routine queries relating to documentation and process.

• Documentation and record management: Maintain HRM and staff information relating to various assigned HR areas and processes.

• Keep abreast of the rules, regulations and policies with respect to all areas of human resources, and apply them to own work area.

III. Impact of Results:

Decisions and recommendations are made on standard HR actions and in an assisting function. They require knowledge, the ability to interpret, and judgment to apply a variety of rules, processes and procedures in the areas of HR management, in particular administration. Decisions and recommendations impact directly upon the efficiency and effectiveness of not only the section, but of the office as a whole. Also, these actions could influence staff morale in the event of inconsistencies in the application of rules and procedures.

IV. Competencies and level of proficiency required (based on UNICEF Professional Competency Profiles):

Core Values

• Commitment
• Diversity and inclusion
• Integrity

Core competencies

• Communication (I)
• Working with People (II)
• Drive for Results (I)

Functional Competencies:

• Analyzing [ I ]
• Applying Technical Expertise [ I ]
• Planning and Organizing [ I ]
• Following Instructions and Procedures [ I ]

V. Recruitment Qualifications:

Education: Completion of secondary education. Additional technical training in HR or a university degree would be an asset.

Experience:

• 5 years of progressively responsible work experience of which at least two years should be in human resource management.
• UN related experience is an advantage.

Language Requirements: Fluency in Arabic and English is essential. Knowledge of French is an asset