Human Resources Specialist

Job no: 536785
Position type: Temporary Appointment
Location: United States
Division/Equivalent: Operations
School/Unit: Division of Human Resources
Categories: Human Resources, P-3

The Division of Human Resources (DHR) has the primary accountability for achieving the high-level result of effective and streamlined human resource (HR) policies, procedures and quality advisory support to develop and maintain a flexible, highly skilled and motivated workforce throughout the organization and ensuring effective deployment of high caliber talent to deliver better results for children.  UNICEF has an extensive global presence, and strong partnerships with governments and non-governmental organizations at national and community levels. On a daily basis we work to bring practical solutions to the women and children at greatest risk.

For every child, a future

Work Force Planning is a recent initiative within DHR; UNICEF requires a subject matter expert to advance the global work force planning strategy, development of the work force planning global framework and partner with key stakeholders across the organization (HRBPS, Operations, Hiring Managers etc) to imbed work force planning into UNICEF’s resource planning processes. This will also include the review and assessment of work force planning systems and tools, either existing or needed, that may be needed to support work force planning activities.

How can you make a difference?

The HR Specialist (Workforce Planning) is considered an experienced professional and is responsible for the implementation and execution of work force planning strategy as well as global framework. The incumbent will report to the HR Manager (Workforce Planning) and will act as a subject matter expert (SME) inclusive of providing guidance to key stakeholders and partners on all workforce planning matters. The Workforce Planning initiative is currently focused on four key areas:

  1. Functional areas mapping – review of existing functional areas of UNICEF to determine if functions need to be added, merged, removed.
  2. Skills mapping – capture the existing skills of UNICEF staff, develop a skills ‘inventory’ of required skills of current posts (both current state and future needs) and take measures to close the skills gap.
  3. Review of work modalities – review of the types of functions that lend themselves to different work modalities (e.g. office-based, blended telework at duty station, home-based, surge mechanisms, retainer modality, part-time work, expanding the humanitarian Emergency Response Team (ERT) concept to non-humanitarian contexts, etc.)
  4. Review of Internal Talent Marketplace platforms and system functionality.
    1. Drive the implementation of UNICEF’s Work Force Planning strategy and approach for organization-wide talent pipeline management.
    2. Review and strengthen guidance and support on workforce planning including, but not limited to:
      1. Integration of Work Force Planning in the Talent Mobility Strategy and linkage between recruitment, mobility and career development.
      2. Supporting the ongoing development of the skills inventory for both posts and staff and tying this to the capabilities framework being developed by PMCD.
      3. Review the sources and content of workforce data and how it can better support talent pipeline management and develop an action plan accordingly.
      4. Support key stakeholders with the functional area mapping as needed.
    3. Implement and update as appropriate linkages to the Staff Selection Policy and Talent Groups and outreach strategy, as well as workforce planning. Define resources needed to assist with sourcing, pipeline development and TG management.
      1. Assist in identifying key stakeholders and owners of the various aspects of workforce planning and linkage e.g. Outreach, COE, HR and business. Analyze talent supply (internal and external) consider future needs, identify gaps and define the solution. This should include staff on rotation, projected retirements, analysis of emerging thematic areas etc.
      2. Review the sources of workforce data and validate accuracy of data. Identify external sources that will assist with searching sources of data in targeting the needs/gaps and leverage data to support workforce analysis.
      3. Review/Assess existing work force planning systems and tools, identify gaps and propose solutions to address on-going needs.
      4. Support UNICEF functional areas and divisions in carrying out a detailed analysis of the different programme and non-programme job functions to support the business remodeling workstreams.

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

  • An advanced university degree (equivalent to a master’s degree) in any of the following relevant areas: Human Resources, Data & Analytics, and Organization Design is required.
  • Five (5) years relevant working experience in Human Resources, with at least three (3) years’ experience in strategic Workforce Planning.
  • OD experience would be an additional asset.
  • Fluency in English is required. Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) is highly desirable.

For every Child, you demonstrate…

UNICEF’s values of Care, Respect, Integrity, Trust, and Accountability (CRITA) and core competencies in Communication, Working with People and Drive for Results.

UNICEF is committed to diversity and inclusion within its workforce, and encourages all candidates, irrespective of gender, nationality, religious and ethnic backgrounds, including persons living with disabilities, to apply to become a part of the organization.

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 also adheres to strict child safeguarding principles. All selected candidates will be expected to adhere to these standards and principles and will therefore undergo rigorous reference and background checks. 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.


UNICEF only considers higher educational qualifications obtained from an institution accredited/recognized in the World Higher Education Database (WHED), a list updated by the International Association of Universities (IAU) / United Nations Educational, Scientific and Cultural Organization (UNESCO). The list can be accessed at

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

Advertised: Dec 09 2020 Eastern Standard Time
Application close: Dec 23 2020 Eastern Standard Time

Application link:

Candidates have to confirm having received the recruitment information through the recruiting channel NGO Recruitment in the application letter for this position

Recent Job

Part-time Interpreters

Deadline: 07/02/2021

Part-time Translators

Deadline: 07/02/2021


Deadline: 07/02/2021


Deadline: 07/02/2021

National Consultant(s)

Bac Ninh Province,Vietnam
Deadline: 05/02/2021

Accountant Officer

Deadline: 09/02/2021

Consultant on Interpretation and Translation

Hoa Binh or Hanoi (to be confirmed)
Deadline: 04/02/2021

Philanthropy Services Coordinator

63A Nguyen Cu, Ward Thao Dien, Dist 2
Deadline: 15/02/2021

Migration Health Physician

Ho Chi Minh
Deadline: 04/02/2021

Senior Nurse - Migration Health

Ho Chi Minh
Deadline: 04/02/2021

Fundrasing Officer

Deadline: 29/01/2021

Project Coordinator

Da Nang
Deadline: 29/01/2021


Deadline: 03/03/2021

General Manager

Ho Chi Minh; Long An
Deadline: 20/02/2021