United States of America: Batch Vacancy: Regional Chief of Human Resources (Nepal) & Chief, Business Partnering Branch (NYHQ), P-5

Job no: 499776
Work type: Fixed Term Staff
Location: Nepal, United States of America
Categories: Human Resources, P-5

In an effort to measurably improve UNICEF's ability to deliver better results for children, and to also support the Human Resources transformation strategy, UNICEF is embarking on a transformational process in a number of key areas, including streamlined and efficient talent attraction and acquisition, solid talent management and rapid deployment of staff, and robust performance and career management. HR professionals will partner more closely with line managers and share ownership and accountability for people management on the basis of clearly defined roles and responsibilities. Our client service will be more direct, more consistent and better resourced across all regions and countries.
HR professionals at the P5 level are heads of sections, accountable for leading specialized and highly complex HR functions, requiring the capacity to create a platform from which the work of specialists can be integrated, leading to synergy and coordination. Beyond supervising the work of the other professionals, positions at this level are expected to create and foster an atmosphere in which people are inspired and motivated.

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Purpose of the Positions:**

Regional Chief of Human Resources – Regional Office for South Asia (ROSA) Kathmandu, Nepal
The incumbent is the business partner for the Regional Office and Country Offices and HR Practitioners in the region. He/she will provide technical leadership, authoritative managerial advisory services as well as administration in the area of HR, and facilitate application and adaptation of UNICEF HR policies and strategies in the Regional Office and throughout the region. Provides HR planning and management process with innovative leadership including vision, oversight, knowledge management, articulate policies and strategies, coordination of HR strategy and implementation, capacity building, support for monitoring and evaluation, representation, and strategic partnership creation. Manages & updates HR Systems and processes in place for emergency preparedness and response. Manages the HR function of the Regional Office. It supports the Regional Director and Heads of offices in achieving gender equality and diversity in staffing, and gender-sensitive office environment.
Summary of key functions/accountabilities:

1. Technical leadership, Strategic HR Planning and Management

2. Provides technical leadership, oversight, quality assurance, operational support and guidance on the application of organizational policy, rules, regulations, systems and procedures. Ensure equity, transparency and consistency in the interpretation and management of HR services. Manages improvement in implementing the organization's strategic HR plans and ensures that regional efforts on surge capacity for emergency preparedness and responses are aligned with global initiatives and organizational core commitments.

3. Participates in Country Programme and Regional Office Reviews to identify human resource requirements based on the country programme cooperation and medium term plans. Develops strategies for HR planning for RO and Country offices in the region and technical guidance to Country Offices on all recruitment, selection and placement matters with particular emphasis on equity, transparency, efficiency and consistency are established in the selection process.

4. Capacity Building, HR and Career Development

5. Ensures ongoing staff development and capacity building for new and existing Human Resources Specialists/HR practitioners and Operations Managers in the region. Provide technical advice and guidance to the Regional Management Team and Regional HR Development Team on human capital development and management of the regional learning budget. Ensure timely and effective staff learning and development programmes for organizational competency building are developed, and briefings on career management provided. Oversees ongoing evaluation including the impact of training/learning programmes to determine areas of improvement, challenges and opportunities for growth in support of staff development, Performance and talent management.

6. Staff well-being and management of staff/Management Relationship

7. Provide support/advice to management and staff at regional and country offices to improve relations. Trouble-shoots problem areas and resolve complex and sensitive management and human resources issues. Conducts special human resources management audits and/or follow-ups on audit observations to assist offices in the improvement of office practices. Ensures the establishment and effective functioning of all consultative and management committees, (e.g. CRB, JCP, JCC, HRDT, PBR, etc). Trains committees accordingly as and when required. Conducts special human resources management audits and/or follow-ups on audit observations to assist offices in the improvement of office practices.

8. Inter-agency cooperation, Networking and Partnerships:

9. Provides an advisory role to the Regional Director and Head of Offices on HR direction. Supports the Regional Director in the implementation of agreed upon global and regional UN coherence HRM policies and procedures at the country level in the context of UN Reform. Ensure active coordination, simplification and harmonization of HR initiatives with the Ex Com Agencies and other UN agencies.

Purpose of the job:

Chief, Business Partnering Branch, Division of Human Resources, New York

The role of the HR Business Partnering section is to solve complex organizational challenges through offering business units people-related solutions. The Chief of Section supervises and is accountable for HR Business Partner teams that service HQ offices in New York. The Section partners with a cross-functional group of clients and collaborate with DHR and other subject-matter experts to design and execute the organizational strategy for the full range of HR solutions that enables clients to deliver on their business goals and objectives. In doing so, the Chief demonstrates the ability to create an enabling environment in which his/her staff anticipate clients' people-related needs and develop plans and solutions that align people management with business objectives. In addition, this position serves as a key strategic partner for the transformation of the section from a recruitment and staffing to a business partnering focus. Serve as Chief Business Partner to senior managers and, the role is responsible for solving complex business unit challenges through people-related solutions.
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Summary of key functions/accountabilities:**

1. Leadership

2. Provides technical leadership, oversight, quality assurance, operational support and guidance on the application of organizational policy, rules, regulations, systems and procedures. Manages improvement in implementing the organization's strategic HR plans and ensures that efforts are aligned with global initiatives and organizational core commitments

3. Provide strategic direction and oversight over quality and results of teams' service delivery to clients and design interventions for ongoing improvements

4. Planning

5. Manage and inspire the talent team to develop strong candidate pipelines through sound global human resource planning, and deliver results across a complex divisional and functional matrix while effectively communicating all critical dimensions of staffing business plans with global leadership teams and offices;

6. Technical expertise:

7. Offer thought leadership regarding organizational and people-related strategy and execution.

8. Provide insightful data to guide decision making and provide proactive solutions;

9. Lead the team to create and implement people strategies that achieve annual global and functional hiring targets that emphasizes quality and diversity of hires, process efficiency, strong client management and encourages the sharing of best practices across the wider HR community;

10. Lead the team to use thoughtful data-driven analysis to inform people-related decision making to solve problems, no matter how complex, and design and implement solutions that cut across multiple disciplines;

11. Influencing:

12. Collaborate with, manage and influence internal relationships with other offices (performance management, career development and learning, Staff Welfare Unit, Policy and Administrative Law, Finance and Budget teams) to ensure overall objectives are met;

13. Change management:

14. Lead and provide guidance to the section team on design and implementation of change management processes.

Qualifications of Successful Candidate

• An Advanced University Degree (Master's) in human resource management, business management, international relations, psychology or other related social science field is required.
• A minimum of ten (10) years of increasingly responsible professional experience, with an international organization and/or large corporation at the national and international levels, in human resources planning and management is required.
• Demonstrated success in building, leading or managing teams of high-performing individuals.
• Management skills including the ability to provide technical and leadership to staff in order to empower others to translate vision into results; be proactive in developing strategies to accomplish objectives, anticipate and resolve conflicts by pursuing mutually agreeable solutions and demonstrate the courage to take unpopular stands.
• Ability to vision, lead, design and implement innovative change processes with experience gained either through growing and managing a large team.
• Strong analytical skills and ability to work with metrics, numbers, and trends.
• Excellent communication and interpersonal skills with a proven ability to take initiative and build strong, productive relationships; an ability to identify and galvanize these complex relationships and dependencies to holistically solve problems and seize opportunities.
• Capacity to adapt policies, approaches and models to meet emerging needs.
• Familiarity with organizational and HR information technology systems and tools.
• Ability to quickly grasp, understand the client's business and functional area
• Fluency in English (written & verbal) is required. Knowledge of an additional UN Language (French, Arabic, Chinese, Russian and Spanish) is considered an asset.

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Competencies of Successful Candidate**

Core competencies:

• Communication Level (III)
• Drive for Result Level (III)
• Working with People Level (III)

Functional Competencies:

• Analyzing Level (III)
• Creating and Innovating Level (II)
• Formulating strategies and concepts Level (III)
• Leading and supervising Level (III)
• Relating and Networking Level (III)

To view our competency framework, please click here.

Link to apply: http://jobs.unicef.org/cw/en-us/#/job/499776

UNICEF is committed to diversity and inclusion within its workforce, and encourages qualified female and male candidates from all national, religious and ethnic backgrounds, including persons living with disabilities, to apply to become a part of our organisation.

Advertised: 19 Oct 2016 Eastern Daylight Time
Applications close: 03 Nov 2016 Eastern Daylight Time