If 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 Senior Human Resources Assistant at GS-7 level reports to the HR Officer P-2 under the HR Manager in a large size country office.

Purpose for the job: Under the supervision of the Human Resources Officer P-2, the Senior Human Resources Assistant undertakes efficient and effective human resources management support services. The incumbent provides guidance and supports colleagues and staff in human resources management areas in his/her portfolio, and contributes to ensuring the office's human resource management and services are in compliance with the organization's HR policy, procedures, rules and regulations.

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

Summary of key functions/accountabilities:

1. Appropriate and consistent interpretation and application of human resources policy and procedures timely implemented to support human resources management at the country and sub-country levels. 

Implements and provides practical input on implementation of human resources guidelines, in close coordination with the supervision. Briefs and assists arriving and departing staff on assigned human resources procedures and requirements. Contributes to recommendations on the improvement of processes and internal control systems. Keeps supervisor abreast of potential problem areas, provides reports and recommends courses of action as required.

1. Human resources transaction and arrangements of benefits, entitlements and contracts satisfy the requirements a stipulated and are in compliance with the applicable policies, procedures, rules and regulations. 

Ensures that human resources transactions and contractual arrangements, staff benefits and entitlement are incompliance with the applicable policies, procedures, rules and regulations. Act in particular as Vision and MyCase focal point and subject matter expert in the human resources section. Under the supervision of the HR Officer, undertakes review and contracting of individual consultants and contractors in compliance with rules and regulations.

1. Staff capacity is enhanced through active staff learning/development programmes in the area of human resources support and services.

Develops training and briefing activities to colleagues and staff in assigned HR subject matters to ensure effective performance and efficiency in human resources services management.

1. Effective working relations are maintained with other agencies, local authorities, and institutions partnering in human resources management areas.

Support effective working relations with collaborating colleagues at other levels of the organization (eg regional office, headquarters, GSSC, other country offices), other agencies, local authorities and partnering institutions including pension fund and health insurance, on issues relating to human resources services management through information exchange, collaboration and effective case management.

III. Impact of Results:

The efficiency and effectiveness of the support provided by the Senior Human Resources Assistant strengthens the human resources section's capacity in attracting, retaining and motivating staff of the highest caliber within the office, which in turn strengthens UNICEF's staff's capacity in delivering programme and helping the most vulnerable women and children in the country.

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

Core Values

• Commitment
• Diversity and inclusion
• Integrity

Core competencies

• Communication (II)
• Working with People (II)

• Drive for Results (II)

Functional Competencies:

• Analyzing (II)
• Applying Technical Expertise (II)
• Planning and Organizing (II)
• Following Instructions and Procedures (II)

V. Recruitment Qualifications:

Education: Completion of secondary school, university level courses in human resources management or related discipline is an asset.

Experience: Seven years of relevant professional work experience. Work experience in the UN, NGO or governmental body is an advantage. Work experience in an emergency is an advantage.

Language Requirements: Proficiency in English and Arabic are required. French is an asset.