UNICEF works in some of the world’s toughest places, to reach the world’s most disadvantaged children. To save their lives. To defend their rights. To help them fulfill their potential.

Across 190 countries and territories, we work for every child, everywhere, every day, to build a better world for everyone.

And we never give up.

For every child, dedication.

UNICEF is in the process of transforming its People and Culture function, with the aim to measurably improve the organization’s ability to deliver results for children, provide donors with the certainty that their contributions are well spent and enhance the employment value proposition for its staff. The primary goals of the position include innovative and integrated talent management, performance management, professional and career development, succession planning, as well as effective internal and external partnerships development.

Together with the Director, People and Culture, the Deputy Director, Talent Management the Associate Director-Humanitarian Action, and the wider people and culture leadership team, the Deputy Director-Talent Management is responsible for co-leading the  function and the ongoing people and culture transformation initiatives at UNICEF. The position is directly accountable for and oversees the Talent Engagement and Partnerships, Talent Development, Performance Management functions of the Division of People and Culture.  This includes co-leading the development of organizational strategies that drive people and culture transformation and culture change across UNICEF.

How can you make a difference?

Key function, accountabilities and related duties/tasks:

1.   Co-lead the human resources function and the ongoing transformation as part of the divisional leadership team and the global OnePC leadership team

• Co-lead organizational transformation and change initiatives, in close collaboration with management at all levels and the Global Staff Association.

2.   Provide intellectual leadership in the design and management of organizational transformation priorities

• Steer the implementation of the ongoing  transformation initiatives based on a sound understanding of the strategic direction of the organization, its structure, culture, and in close collaboration with key stakeholders and opinion leaders;
• Proactively engage with key stakeholders and opinion leaders to create buy-in and co-create, implement, evaluate and report on plans that meet key organizational goals;
• Leverage data and analytics to proactively analyse, identify, and monitor potential risks and unintended consequences of the transformation initiatives, and propose mitigating measures;
• Spearhead people and culture capacity building within the global UNICEF people and culture community, and foster learning and training efforts that address the needs of staff across UNICEF. This includes the dissemination of lessons learned, best practices, and successful change management processes and tools;
• Create and manage measurement systems and metrics to track the adoption, utilization and effectiveness of the various HR transformation initiatives.

3.   Oversee the effective management of the Talent Engagement and Partnerships, Talent Development, Performance Management functions

• Inspire and provide effective leadership to the Talent Engagement and Partnerships, Talent Development, Performance Management functions;
• Keep abreast of emerging trends and best practices in the industry to promote and support the introduction of innovative and integrated talent management, performance management, professional and career development, and succession planning;
• Develop and maintain effective internal and external partnerships to further the achievement of key organizational transformation initiatives.

To qualify as a champion for every child, you will have:

• An advanced university degree (master’s degree) in Human Resources Management, Organizational Development, Business Administration or in a related area is required. An additional two years of professional experience in human resources management may be considered in lieu of the advanced university degree.
• A minimum of 13 years of progressive professional work experience in human resources management, particularly in talent management, organizational design and development, organizational learning and development, organizational culture, organizational psychology, human resources policies, employee relations, or in a relevant field, of which at least five years in the United Nations or other international organizations, is required.
• Oral and written proficiency in English is required. Knowledge of another official UN language is an asset.
• Membership in a recognized professional human resources association is a strong asset.

Person Profile:

In addition to the above key requirements, the Deputy Director-Talent Management should have:

• Progressive responsibility and experience in:
  • Understanding of how people go through change processes, the key success and risk factors and practical experience in the development of mitigation strategies;
  • Designing, managing, and continuously enhancing state of the art innovative people and culture transformation projects;
  • Effectively working across organizational boundaries and building solid working relationships at all levels based on trust;
  • Leading significant organizational change in a large, complex, and decentralized organization.
• A solid track record of effective collaboration within a complex people and culture business partnering environment;
• Successful track record in effectively leading and managing large, complex, diverse, and geographically spread teams, including managing senior level managers;
• A solid understanding of people and culture management principles, policies, and processes, as well as emerging trends in the industry;
• Utilizing and leveraging complex data and analytics to produce compelling, evidence-based rationales and narratives to drive sustainable organizational culture change.

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…

• Builds and maintains partnerships
• Demonstrates self-awareness and ethical awareness
• Drive to achieve results for impact
• Innovates and embraces change
• Manages ambiguity and complexity
• Thinks and acts strategically
• Works collaboratively with others
• 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 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.

Remarks:

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.

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

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, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles.

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 cancelled.

Government employees that 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.