UNICEF works in over 190 countries and territories to save children’s lives, defend their rights, and help them fulfill their potential, from early childhood through adolescence.

At UNICEF, we are committed, passionate, and proud of what we do. Promoting the rights of every child is not just a job – it is a calling.

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Visit our website to learn more about what we do at UNICEF.

For every child, a vision

Following the activation of the Level 3 emergency Mpox preparedness and response across Burundi, the Central African Republic, the Democratic Republic of the Congo (DRC), Kenya, Rwanda, and Uganda on August 20, 2024, the People & Culture (P&C) team in the DRC has played a crucial role in supporting this response. This support has encompassed a variety of tasks, including managing surge deployments and addressing staffing needs, all while maintaining essential business continuity activities to ensure ongoing operations within the country office.

The P&C team’s involvement in the L3 response has been comprehensive and seamless, as they have effectively facilitated the coordination and implementation of various mechanisms required for an efficient emergency response. However, the need for additional dedicated personnel has become apparent with the ongoing implementation of DRC PBR and the potential extension of the L3 response. It is vital to bolster the team to maintain consistent and practical support for the Mpox emergency response during this significant period of change management.

Considering the above, the DRC Country Office has a TA opportunity for a People & Culture (P&C) Specialist to provide technical and strategic support for a period of 6 months. The selected candidate will play a key role in enhancing the P&C team’s capacity to manage the complexities of the ongoing emergency response while ensuring that staff well-being and organizational effectiveness remain a top priority.

How can you make a difference?

The People & Culture Specialist, P3 – TA, reports to the Chief People & Culture. You will be accountable for implementing HR services that enhance the capacity of our clients to deliver on their business goals and objectives while responding to MPOX emergency. Additionally, you will demonstrate the ability to anticipate HR-related needs and develop subsequent plans and solutions that align HR management with business objectives.

Under the supervision and guidance of the Chief People & Culture and in close collaboration with the People & Culture Specialist (Talents Acquisition) as well as the whole People & Culture Team, as successful candidate you will provide technical support in the HR Business Partnership for recruitment and selection.

Specifically, the major assignments are:

• Support the implementation of P&C strategy for emergency recruitment in DRC CO
• Closely monitor the requests received from the clients and liaise with the hiring managers and all stakholders to ensure timely action is taken by all parties.
• Support P&C and the country office in achieving whole diversity.
• Assist with candidate sourcing and initial screening.
• Support the recruitment in emergency, making use of simplified procedures.
• Aid in assessment technics (iMocha, blended interview, etc…)
• Represent P&C in the selection panels for specific positions, write quality selection reports, take appropriate action in TMS, and ensure timely completion of approved priority recruitments while ensuring compliance to staff selection policy, processes, and quality assurance.
• Collaborate with emergency management teams to create and update comprehensive emergency response plans that align with organizational policies and regulatory requirements.
• Actively participate in the onboarding and offboarding processes ensuring that briefing sessions are properly completed and being proactively engaged with incoming and outgoing staff, to ensure they receive the required HR support and guidance.
• Review and advise on specific TORs and JDs and take appropriate action to ensure timely completion of the process as part of the recruitment process.
• Attend to any ad hoc HR requests when and as needed.
• Provide support to other P&C team members as required.

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

Minimum requirements:

• Education:
  • Advanced University Degree in human resources management, business management, international relations, psychology or any other relevant field.

A combination of First Level Degree (Bachelor) with two additional years of relevant work experience will be accepted in lieu of Advanced University Degree.

• Work Experience:
  • Five (5) years of increasingly responsible professional experience in human resource management in an international organization and/or large corporation.
• Skills and competencies:
  • Demonstrated ability to communicate effectively in a diverse organization tailoring language, tone, style and format to match audience.
  • Ability to empathize with client managers, supervisors and staff while advocating for consistent and equitable applications of promulgated HR regulations and rules.
  • Excellent written and oral communication skills, including for relationship-building purposes.
  • Demonstrated ability to work well as part of a team, to facilitate discussion and to forge and manage partnerships with internal and external stakeholders.
• Language Requirements:
  • Fluency in French and English.

Desirables:

• Developing country work experience and/or familiarity with emergency.
• Working experience in UNICEF is an asset.

For every Child, you demonstrate…

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

The 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

Familiarize yourself with our competency framework and its different levels.

UNICEF is committed to diversity and inclusion within its workforce, and encourages all candidates, irrespective of gender, nationality, religious or ethnic background, and persons with disabilities, to apply to become a part of the organization. To create a more inclusive workplace, UNICEF offers paid parental leave, breastfeeding breaks, and reasonable accommodation for persons with disabilities. UNICEF strongly encourages the use of flexible working arrangements. Click here to learn more about flexible work arrangements, well-being, and benefits.

According to the UN Convention on the Rights of Persons with Disabilities (UNCRPD), persons with disabilities include those who have long-term physical, mental, intellectual, or sensory impairments which, in interaction with various barriers, may hinder their full and effective participation in society on an equal basis with others. In its Disability Inclusion Policy and Strategy 2022-2030, UNICEF has committed to increase the number of employees with disabilities by 2030. At UNICEF, we provide reasonable accommodation for work-related support requirements of candidates and employees with disabilities. Also, UNICEF has launched a Global Accessibility Helpdesk to strengthen physical and digital accessibility. If you are an applicant with a disability who needs digital accessibility support in completing the online application, please submit your request through the accessibility email button on the UNICEF Careers webpage Accessibility | UNICEF.

UNICEF does not hire candidates who are married to children (persons under 18). 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 based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities. 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, and selected candidates with disabilities may be requested to submit supporting documentation in relation to their disability confidentially.

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

Remarks:

As per Article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity.

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

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

UNICEF does not charge a processing fee at any stage of its recruitment, selection, and hiring processes (i.e., application stage, interview stage, validation stage, or appointment and training). UNICEF will not ask for applicants’ bank account information.

All UNICEF positions are advertised, and only shortlisted candidates will be contacted and advance to the next stage of the selection process. An internal candidate performing at the level of the post in the relevant functional area, or an internal/external candidate in the corresponding Talent Group, may be selected, if suitable for the post, without assessment of other candidates.

Additional information about working for UNICEF can be found here.