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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. UNICEF is a place where careers are built: we offer our staff diverse opportunities for personal and professional development that will help them develop a fulfilling career while delivering on a rewarding mission. We pride ourselves on a culture that helps staff thrive, coupled with an attractive compensation and benefits package. Visit [our website](https://www.unicef.org/) to learn more about what we do at UNICEF.   For every child, care UNICEF in the State of Palestine works to uphold the rights of children to access essential services and protection, from early childhood through adolescence. Our objective is to ensure that every child in the Gaza Strip and the West Bank, including East Jerusalem, irrespective of background or circumstance, has an equal chance to fulfil their potential. Following the escalation of hostilities in the Gaza Strip, UNICEF is responding at scale with Education, WASH, Nutrition, Health, Child Protection and Multi-Purpose Cash, while preparing for return to learning for children across the State of Palestine to respond to the most precent and critical needs of children, while supporting the restoration of essential services. The People and Culture Specialist, within their area of responsibility, is accountable for implementing HR services that enhance the capacity of their clients to deliver on their business goals and objectives. In doing so, the incumbent demonstrates the ability to anticipate HR-related needs and develop subsequent plans and solutions that align HR management with business objectives. Summary of Key Functions and Accountabilities: 1. Business Partnering - Serve as the single point of contact for his/her client portfolio on advice pertaining to all aspects of the employment life cycle. - Provide accurate and timely advice to clients on HR processes and policies, ensuring the highest level of client-orientation. - Proactively advise clients on the resolution of human resources issues ensuring equitable and transparent solutions that protects both the staff and organizations interests in accordance with policies, regulations and procedures. - Promote the organizational goals and targets for gender equity and cultural diversity.  2. Strategic Human Resources - Liaise with the HQ Divisions, regional and country offices to support and contribute to corporate HR strategy formulation and global implementation. Provide feedback and make recommendations on the establishment and improvement of HR systems, policies and processes. - Keep abreast, research, benchmark, and implement best and cutting edge practices in HR management and contribute to the development of global policies, procedures and introduce innovation through sharing of best practices and knowledge learned. 3. Implementation of assigned Human Resources Services - Provide support to various or one specific HR occupation (recruitment, job classification, career development, performance management, data analytics, learning & development etc.) to help their supervisors in implementing efficient client services that help either attract, retain and/or motivate staff of the highest caliber. - When assigned casework in the relevant area on either a routine or non-routine basis, analyze and synthesize issues and problems, and interpret established, formal guidelines to address and recommend solutions or further actions required. 4. Learning and Capacity Development - In collaboration with business owners, design and deliver learning plans for staff to enhance their knowledge and build skills in new areas. - Contributes to the mapping of competencies for all staff in assigned client portfolio, assisting in the development of a comprehensive framework in support of the development of the talent pipeline. - Recommend efficient and cost-effective learning products which strengthen staff capacity to contribute effectively to business goals. - Participate as a resource person in capacity building initiatives to enhance the competencies of clients/stakeholders. - Provide orientation briefings to new staff. - Provide day-to-day performance and talent management guidance to line management (e.g., coaching, counseling, career development, career conversations, and disciplinary actions). 5. HR Data Analytics - Interpret and analyze HR data to help inform strategic decision making on HR processes and strategies. - Develop data collection systems to optimize data quality. - Coordinate with country offices and partners to provide assistance in their HR information management.   To qualify as an advocate for every child you will have... Education:  - An Advanced University Degree in human resource management, business management, international relations, psychology or another related field is required. Work Experience: - Five years of increasingly responsible professional experience in human resource management in an international organization and/or large corporation is required. - Experience in developing and implementing new policies, procedures, practices and/or systems is an asset. - Experience in HR in emergencies is an asset. Language Requirements: Fluency in English is required. Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) or a local language 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](https://www.unicef.org/careers/get-prepared#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](https://www.unicef.org/careers/media/1041/file/UNICEF's_Competency_Framework.pdf) and its different levels. This position is not considered an elevated risk role. However, UNICEF reserves the right to conduct further vetting/assessment within the scope of child safeguarding as appropriate.  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](https://www.unicef.org/careers/equity-inclusion-and-diversity-unicef), 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](https://www.unicef.org/careers/compensation-benefits-and-wellbeing) to our staff, including paid parental leave, breastfeeding breaks, and [reasonable accommodation](https://www.unicef.org/careers/unicef-provides-reasonable-accommodation-job-candidates-and-personnel-disabilities) for persons with disabilities. UNICEF strongly encourages the use of flexible working arrangements. 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. UNICEF is committed to promoting the protection and safeguarding of all children. All selected candidates will 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. 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 female are encouraged to apply. Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service. This is required for all posts requiring a higher education degree. "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 http://www.whed.net/" Only shortlisted candidates will be notified and advance to the next stage of the selection process. The VA is open to all (internal and external candidates) 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](https://www.unicef.org/careers/unicef-job-categories).                ______________________________________________________________________   How cinfo Can Support You in the Application Process for This Position - Application and Interview Preparation: Whether you're preparing your application documents or getting ready for an interview, you can book a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation) session to receive tailored guidance. - For Swiss nationals invited to the first round of the selection process (e.g., written test, interview, assessment center): Notify us at recruitment@cinfo.ch, and we will inform our HR partners in the respective organization and the Swiss Government to help increase your visibility. ______________________________________________________________________

OBJECTIVES OF THE PROGRAMME The Department of Business Operations Services is responsible for providing efficient and effective support services to all programmes and activities of the organization in the Eastern Mediterranean Region in respect of human resources and talent management, administration, budget and finance, supplies, OSS and IT services.  The objective of the Human Resources and Talent Management Unit in EMRO is to ensure that a competent and motivated workforce is available to deliver programme activities in accordance with WHO's global mission. This is achieved through the provision of sound advice to management, HR planning and succession planning, job design and classification, recruitment and selection, administration of contracts, staff onboarding, staff development and learning, performance management, career and mobility management, and management of staff relations.  DESCRIPTION OF DUTIES In constant cooperation and dialogue with the assigned clients in the Regional Office and EMR Country Offices, the incumbent is responsible for the following areas: 1. Workforce Planning and Talent Acquisition • Advocate for best HR practices in organizational planning and designs which are aligned with WHO's Global Programme of Work. • Provide expert advice and support to managers to develop the programme's workforce plans, including succession planning, design of functions and posts description/terms of reference & defining candidate profiles and contractual modalities. • Partner with the responsible managers to ensure effective implementation of the workforce plan of the client group and oversee the associated HR actions. • Manage and coordinate recruitment plans for the assigned clients in consultation with the EMR Sourcing and Recruitment team, and ensure competitions are organized in a timely manner, taking the role of HR Representative on selection panels where needed. • Support the assigned clients with the interpretation of workforce data and statistics against the HR strategies on diversity to meet WHO's targets. 2. Strategic HR Partner and Career Management • Coordinate and monitor all HR actions related to positions and staff based in the client group; onboarding, briefing of newcomers, reassignment/lateral moves, acting arrangements, temporary assignments, loans and secondments, waivers on specific policy requirements, contract extensions, special leaves, separations. • Monitor the hiring of consultants and interns for the assigned clients, including review of requests for compliance, on-boarding and requests for waivers to HR policies. • Provide managers with guidance and clarifications on HR policies, rules and regulations; recruitment and selection, contractual modalities, benefits and entitlements, performance management. • Serve as first point-of-call for the workforce from the assigned clients on all HR related matters and provide counselling, briefing/induction to staff and management. Advise on performance management and evaluations, entitlements, grievances and other forms of conflict resolutions. 3. Performance and Change Management • Support managers with implementation of organizational changes through effective change management practices, information sharing, problem-solving, innovation and transformation initiatives. • Partner with and coach managers and staff through conflict situations to seek mutual understanding and resolution. Diagnose and identify triggers and make recommendations to senior management to mitigate the risk of recurrence. • Advocate HR policies that support work-life balance and well-being initiatives. • Ensure compliance of performance management cycles within client groups; promote active engagement of managers and the workforce to instill a culture of continuous performance management and improvement. • Provide expertise and coaching to managers and staff in the area of performance management and evaluation, including the development of performance improvement plans. 4. Strategic HR Emergency function: • Participate in and provide guidance on developing HR planning for events and emergencies; work with incident/hiring managers to develop and review HR plans and budgets and prioritize and forecast critical workforce needs. • Supervise and coordinate all HR emergency operations linked to targeting pre-recruitment, recruitment, onboarding and end of assignment briefing/debriefing formalities and processes for staff and non-staff deployed for health emergencies. Coordinate with county offices and the Global Service Centre on all aspects of recruitment, contractual and staffing actions. • Propose improvements to existing policies, processes, tools and reports and participate and/or take the lead in the shaping and developing the same. • Support capacity building activities on human resources management in the region. 5. Any other duties • Perform all other related duties as assigned and backstops and replaces other HR Business Partners when absent to ensure continued workflow of efficiency. REQUIRED QUALIFICATIONS Education Essential: Master's degree in human resources management, public or business administration, law, social sciences or another area relevant to the position   Desirable: - Training in job design, classification systems, or recruitment techniques. - Training in other relevant fields would be an advantage Experience Essential:  A minimum of 7 years of broad professional HR experience in at least three specialist areas relevant to the position (workforce planning, succession planning, talent acquisition (recruitment and selections), entitlements and benefits, classification, performance and career progression issues, training and leadership development, management of contracts and workforce other than staff, mobility programmes) at increasing levels responsibility with international exposure.    Proven experience providing advice and guidance to senior management teams.   Desirable: -  A minimum of 3 years of relevant experience in WHO or other UN system organization. - International experience in a country or regional office. - Prior experience as a HR Business partner is an asset.Skills • Strong knowledge and skills in the application of human resources management policies, practices and procedures and the ability to apply them in a constant changing and dynamic setting. • Strong knowledge and skills in the classification, selection, recruitment, entitlements and benefits, HR staffing and performance management. • Strong analytical skills and the ability to identify issues and formulate recommendations. • Excellent skills in demonstrating diplomacy, tact, discretion, and confidentiality. • Strong communication skills and excellent ability to write and draft communication and proposals to HR policies. • Skills in conflict resolution and coaching. • Very good knowledge and skills in the use of integrated ERP systems/packages.  WHO Competencies Teamwork Respecting and promoting individual and cultural differences Communication Moving forward in a changing environment Producing results Creating an empowering and motivating environment  Use of Language Skills Essential: Expert knowledge of English. Desirable: Knowledge of Arabic or French or other WHO official language is an asset. Other Skills (e.g. IT) Proficiency of Microsoft office applications.   REMUNERATION WHO salaries for staff in the Professional category are calculated in US dollars. The remuneration for the above position comprises an annual base salary starting at USD 77,326 (subject to mandatory deductions for pension contributions and health insurance, as applicable), a variable post adjustment, which reflects the cost of living in a particular duty station, and currently amounts to USD 2288 per month for the duty station indicated above. Other benefits include 30 days of annual leave, allowances for dependent family members, home leave, and an education grant for dependent children.   ADDITIONAL INFORMATION - This vacancy notice may be used to fill other similar positions at the same grade level -   - Interested candidates are strongly encouraged to apply on-line through Stellis. For assessment of your application, please ensure that:  1 -Your profile on Stellis is properly completed and updated. 2- All required details regarding your qualifications, education, training and experience are provided under relevant sections.  3- Your experience records are properly entered with elaboration on tasks performed at the time. - Enhanced WHO Global Competency Model: https://www.who.int/publications/m/item/enhanced-who-global-competency-model - Only candidates under serious consideration will be contacted. - A written test and/or an asynchronous video assessment may be used as a form of screening. - In the event that your candidature is retained for an interview, you will be required to provide, in advance, a scanned copy of the degree(s)/diploma(s)/certificate(s) required for this position. WHO 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 through the link: http://www.whed.net/. Some professional certificates may not appear in the WHED and will require individual review. - According to 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. Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible. - Any appointment/extension of appointment is subject to WHO Staff Regulations, Staff Rules and Manual. - Staff members in other duty stations are encouraged to apply. - The WHO is committed to creating a diverse and inclusive environment of mutual respect. The WHO recruits and employs staff regardless of disability status, sex, gender identity, sexual orientation, language, race, marital status, religious, cultural, ethnic and socio-economic backgrounds, or any other personal characteristics. - The WHO is committed to achieving gender parity and geographical diversity in its staff. Women, persons with disabilities, and nationals of unrepresented and underrepresented Member States ( https://www.who.int/careers/diversity-equity-and-inclusion - ) are strongly encouraged to apply. - Persons with disabilities can request reasonable accommodations to enable participation in the recruitment process. Requests for reasonable accommodation should be sent through an email to reasonableaccommodation@who.int - An impeccable record for integrity and professional ethical standards is essential. WHO prides itself on a workforce that adheres to the highest ethical and professional standards and that is committed to put the [WHO Values Charter](https://www.who.int/about/who-we-are/our-values) into practice. - WHO has zero tolerance towards sexual exploitation and abuse (SEA), sexual harassment and other types of abusive conduct (i.e., discrimination, abuse of authority and harassment). All members of the WHO workforce have a role to play in promoting a safe and respectful workplace and should report to WHO any actual or suspected cases of SEA, sexual harassment and other types of abusive conduct. To ensure that individuals with a substantiated history of SEA, sexual harassment or other types of abusive conduct are not hired by the Organization, WHO will conduct a background verification of final candidates. - Mobility is a condition of international professional employment with WHO and an underlying premise of the international civil service. Candidates appointed to an international post with WHO are subject to mobility and may be assigned to any activity or duty station of the Organization throughout the world. - WHO also offers wide range of benefits to staff, including parental leave and attractive flexible work arrangements to help promote a healthy work-life balance and to allow all staff members to express and develop their talents fully. - The statutory retirement age for staff appointments is 65 years. For external applicants, only those who are expected to complete the term of appointment will normally be considered. - Please note that WHO's contracts are conditional on members of the workforce confirming that they are vaccinated as required by WHO before undertaking a WHO assignment, except where a medical condition does not allow such vaccination, as certified by the WHO Staff Health and Wellbeing Services (SHW). The successful candidate will be asked to provide relevant evidence related to this condition. A copy of the updated vaccination card must be shared with WHO medical service in the medical clearance process. Please note that certain countries require proof of specific vaccinations for entry or exit. For example, official proof /certification of yellow fever vaccination is required to enter many countries. Country-specific vaccine recommendations can be found on the WHO international travel and Staff Health and Wellbeing website. For vaccination-related queries please directly contact SHW directly at [shws@who.int](mailto: shws@who.int). - WHO has a smoke-free environment and does not recruit smokers or users of any form of tobacco. - For information on WHO's operations please visit: http://www.who.int. - In case the website does not display properly, please retry by: (i) checking that you have the latest version of the browser installed (Chrome, Edge or Firefox); (ii) clearing your browser history and opening the site in a new browser (not a new tab within the same browser); or (iii) retry accessing the website using Mozilla Firefox browser or using another device. Click this link for detailed guidance on completing job applications: [Instructions for candidates](http://who.int/careers/process/instructions-for-candidates.pdf?ua=1)                ______________________________________________________________________   How cinfo Can Support You in the Application Process for This Position - Application and Interview Preparation: Whether you're preparing your application documents or getting ready for an interview, you can book a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation) session to receive tailored guidance. - For Swiss nationals invited to the first round of the selection process (e.g., written test, interview, assessment center): Notify us at recruitment@cinfo.ch, and we will inform our HR partners in the respective organization and the Swiss Government to help increase your visibility. ______________________________________________________________________

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. UNICEF is a place where careers are built: we offer our staff diverse opportunities for personal and professional development that will help them develop a fulfilling career while delivering on a rewarding mission. We pride ourselves on a culture that helps staff thrive, coupled with an attractive compensation and benefits package. Visit our website to learn more about what we do at UNICEF. For every child, Hope   Strategic office context: UNICEF is striving for a work environment where staff wellness, resilience and work-life balance are integrated parts of the organizational culture. Due to the nature and location of their work, UNICEF staff are frequently exposed to high levels of day to day, cumulative stress, including those stressors related to their workload as well as the demands related to living and working in multicultural, often unstable and insecure, environments. The Staff Counsellor (P-4) will contribute towards the development of a corporate framework for Staff Well-Being and promote its implementation at the regional level. The framework will identify activities aimed at: raising awareness about healthy work practices; improving the work-life balance of UNICEF staff; facilitating the provision of assistance to staff/family experiencing work-related and/or personal problems; facilitating the provision of immediate support following a traumatic incident. The Regional Staff Counsellor will work in coordination with the network of UN counsellors globally. Frequent field missions and close collaboration with Country Offices are required.   How can you make a difference?  Purpose for the job: Under the supervision of the Regional Chief of People and Culture (P-5) and the Technical Supervision of the Chief Staff Wellbeing based in Budapest (P-5), the Regional Staff Counsellor (P-4) is expected to provide expertise to the management and staff of the regional and country offices, to support the overall well-being of UNICEF staff and their families, as well as teams in UNICEF offices in the region. Key functions, accountabilities and related duties/tasks: - Under the technical guidance of the Chief Staff Wellbeing, and the supervision of the Regional Chief of People and Culture, the Regional Staff Counsellor will facilitate the development, implementation and coordination of a corporate framework aiming at improved Staff Well-Being globally. More specifically, s/he will: - Assist in developing the framework; - Develop strategies for implementing the framework in the region; - Monitor the impact of the framework at regional and country levels; - Lobby and provide input for improvement. - Facilitate the provision of effective psycho-social support to staff, leadership, managers and individual staff, prioritizing emergency locations with the aim to mitigating stress and boost protective factors by: - Providing support and advice to the leadership and managers in offices on healthy work practices and approaches on how to effectively support staff and encourage resilience. Recommend suitable staff support strategies to managers during and following emergencies and other crises. - Providing staff with individual and/or group counselling as needed (i.e. assessment, short-term intervention, referral); - Facilitating the treatment of psychiatric disorders primarily through referrals, including to the medical services division, and through guidance to supervisors and senior management, where appropriate; - Contributing to identification of creative ways of building a network of external mental health providers available to provide services to staff around the world; - Coordinating the regional network of Peer Support Volunteers (PSVs), including selection, training and technical supervision; - Coordinate with UNDSS, agency counsellors and PSVs, to ensure the provision of adequate psychosocial support during emergencies. - Assess and monitor psycho-social needs and issues affecting the wellbeing of staff. - Update the database of institutions or professionally trained service providers available in country to provide psycho-social services to staff and their families in Country Offices. - Provide Critical Incident Stress Management to groups and/or individual staff following critical incidents. A holistic approach to critical incident management is used and may include services such as practical support, psycho-education, psychological first aid, strategic advice to leadership, family support and individual or group interventions. The Staff Counsellor will be responsible for: - Contacting the affected staff member(s) and offering information about typical stress reactions, support- and referral information; - Facilitating appropriate traumatic stress interventions, following a critical incident or traumatic event; - Recommending and arranging for individual and/or group follow-up support to staff and their dependents. - Training and awareness raising on Staff Well-Being related topics: - Explore and contribute to the development of new modalities, such as e-learning and webinars, which make awareness raising material available and attractive to all staff; - Cooperate with Regional and Country offices to integrate subjects such as healthy work practices, managing stress and trauma, building resiliency etc. into learning strategies. - Monitoring and oversight: Provide on a quarterly basis statistics and trends on issues related to staff well-being, whilst maintaining confidentiality. Alert the Regional Chief of People and Culture on trends that may be of concern in offices or offices requiring targeted support or Managerial intervention. Capture lessons learnt and best practices for dissemination as appropriate. Impact of Results In consultation with the Chief Staff Wellbeing, decisions made regarding type of interventions for staff support, referral agencies and consultants, strategies to increase staff-well being, types of information for dissemination. These decisions have an indirect impact on all UNICEF staff in the region, and directly affect those staff involved in interventions, presentations, trainings, etc.   To qualify as an advocate for every child you will have? Minimum requirements: Education:  - Advanced University degree in counselling, clinical psychology or related mental health profession. - A first university degree, professional certification in addition to the appropriate years of relevant experience may be considered in lieu of an advanced university degree. - Additional training or certification in staff support and traumatic/critical incident stress management, as well as a broad range of related fields, such as alcohol/substance abuse, family counselling, training, remote counselling. Work Experience: - Minimum eight years of national and especially international professional experience in staff support, mental health, cross cultural communications, counselling, and related areas, preferably gained within the UN system or international development/humanitarian aid sector. Language Requirements: Fluency in written and spoken English and French is required.   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  (8) Nurtures, leads and manages people 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. 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. Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service. 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.   How cinfo Can Support You in the Application Process for This Position - Application and Interview Preparation: Whether you're preparing your application documents or getting ready for an interview, you can book a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation) session to receive tailored guidance. - For Swiss nationals invited to the first round of the selection process (e.g., written test, interview, assessment center): Notify us at recruitment@cinfo.ch, and we will inform our HR partners in the respective organization and the Swiss Government to help increase your visibility.

Starting Date / Initial Contract Details February 1st. Full-time, 12 months. Role Summary Working as an important member of a diverse team who are committed to serve the world's most vulnerable with practical and compassionate care, the Finance & Human Resources Manager oversees the financial and HR activities of the Programme. He/she carries out the various accounting functions required to provide accurate and timely information to donors, HQ, field management and field teams on the financial status of the Programme, and oversees recruitment of national and international staff, staff policy development, coordination of training and general staff well-being. Project Overview Medair implements WASH and Nutrition activities (with Protection & Inclusion dimensions) in the South that is chronically affected by drought, and in the South-East of Madagascar, that is regularly hit by cyclones. Medair also runs projects on Disaster and Risk Reduction and implements Emergency Response Projects in the country in collaboration with the National Disaster Government Management Entity. Workplace & Conditions Antananarivo, Madagascar. 3 months of probation period. Responsibilities:  ·     Manage the day-to-day accounting functions of the programme, including but not limited ensuring payments are made in a timely fashion; compiling the monthly cash needs forecast; preparing the monthly financial accounts. ·     Work with Budget holders and HQ staff in the preparation and development of budgets. Monitor project spending on an on-going (monthly) basis, communicating with the relevant project managers and coordinators. ·     Manage the day-to-day Human Resource functions of the programme, including but not limited to coordinating the recruitment, induction, performance review, disciplinary action following the Medair policy and local labour laws. ·     Provide line managers with any necessary training, advice, mentoring and coaching on staff wellbeing, performance management, disciplinary action and grievance procedures or any other relevant areas of HR management. ·     Work with HR to ensure the monthly payroll. Meet the finance related administrative requirements of Medair, donors, local legislation, suppliers, contractors and any other stakeholders. ·     Manage and oversee the staff including day-to-day management, development and training, appraisal, etc. Providing functional supervision to Project Support Managers, Finance and HR Officers and Assistants of all bases. Team Spiritual Life Reflect the values of Medair with team members, local staff, people we serve, and external contacts. Work, live, and pray together in our Christian faith-based teams. Fully contribute to a rich spiritual team life, including team devotion, prayer, and words of encouragement.  Before you apply Please ensure you are fully aware of the:  - [Medair organisational values](https://www.medair.org/jobs/our-culture/). - Medair is committed to safeguarding the protection of beneficiaries, volunteers, staff and partners, and particularly children. Therefore, we do not employ staff whose background we understand to be unsuitable for working with children. Medair staff are required to give the utmost respect to, and comply with, [Medair's accountability policies and best practices.](https://www.medair.org/accountability/)  - Medair Relief & Recovery Orientation Course (ROC) (which forms part of the recruitment selection process for field positions).  Application Process To apply, go to this vacancy on our [Medair page](https://www.medair.org/jobs/all/). Please do not make multiple applications. We will not review email applications. Only English-language applications / CVs will be reviewed.  Qualifications, Experience & Technical Competencies:  ·     University degree in relevant subjects and/or Certified Public Accountant (CPA) Part 2 (or equivalent) completed. ·     Relevant professional experience in a financial position for at least two years. Experience in HR oversight in humanitarian context for at least one year. ·     Fluent French (spoken and written) and Good English (spoken and written). ·     Computer literate with good working knowledge of Microsoft Excel, Word and Outlook. Behavioural Skills ·     Team players with good interpersonal skills. Able to develop and maintain effective relationships. ·     Able to work under pressure and manage personal stress levels. Creative, open-minded, flexible, self-learner. ·     High numeracy skills. Problem solving ability. Excellent attention to detail. Able to manage own work and resources. ·     Strong organizational skills and the capacity to analyse and prioritise needs, leadership skills and supportive management style. Able to take the initiative in project decisions.

[Org. Setting and Reporting](javascript: void(0)) In its Resolution A/RES/72/279, the United Nations General Assembly endorsed the transformation of the Development Coordination Office (DCO) as a stand-alone coordination office within the United Nations Secretariat. The new DCO assumes managerial and oversight functions of the resident coordinator system under the collective ownership of the members of the United Nations Sustainable Development Group (UNSDG).  This position is located in the Resident Coordinator (RC) System Leadership Branch of the United Nations Development Coordination Office (UNDCO). The incumbent reports to the Senior Talent Management Officer, under the overall supervision of the Chief of Branch.   [Responsibilities](javascript: void(0)) Within delegated authority, the Talent Management Officer will be responsible for the following duties:  1. Support the inter-agency talent management strategy for the identification, talent sourcing of future Resident Coordinators (RCs). This function will include:  • Assist in supporting the implementation of a talent management strategy across pillars and across entities to build foundational tracks for Resident Coordinators (RCs). • Contribute to the maintaining of a pool of high-potential candidates for RC positions (RC/HC Talent Pipeline) whilst ensuring gender and geographical balance, in close coordination with United Nations entities. • Coordinate the provision of development opportunities to high-potential candidates including learning, coaching, mentoring, etc. in close coordination with the Leadership Development pillar of the Leadership Branch and the candidates' parent UN entity. • Facilitate inter-agency discussions on career paths for UN field leaders and influencing UN entities with a view on how to include RC postings in their career paths. • Produce analytical reports on RC demographic trends and RC Pool composition to ensure effective succession planning.  2. Support the implementation of an outreach strategy to attract qualified candidates from outside the UN to the RC track. This will require:  • Supporting and following up on the unit's engagement with governments, civil society, the private sector, and other labour markets to identify potential feeder pools and gauge their suitability for the RC track. • Contributing to maintaining strategic partnerships with select stakeholders. • Participating in campaigns to promote the RC/HC Talent Pipeline using a variety of formal and informal channels.  3. Facilitate the unit's engagements with potential candidates, RC/HC Talent Pipeline members, RC Pool members and sitting RCs to provide them with career counselling and support, in close coordination with their parent entity.  4. Assist in preparing policy papers and briefing notes on issues related to RC talent management.  5. Perform other relevant duties, as required.   [Competencies](javascript: void(0)) PROFESSIONALISM: Knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting. Ability to identify issues, formulate opinions, make conclusions and recommendations. Shows pride in work and in achievements; demonstrates professional competence and mastery of subject matter; is conscientious and efficient in meeting commitments, observing deadlines and achieving results; is motivated by professional rather than personal concerns; shows persistence when faced with difficult problems or challenges; remains calm in stressful situations. Takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work.  CREATIVITY: Actively seeks to improve programmes or services; offers new and different options to solve problems or meet client needs; promotes and persuades others to consider new ideas; takes calculated risks on new and unusual ideas; thinks "outside the box"; takes an interest in new ideas and new ways of doing things; is not bound by current thinking or traditional approaches.  PLANNING & ORGANIZING: Develops clear goals that are consistent with agreed strategies; identifies priority activities and assignments; adjusts priorities as required; allocates appropriate amount of time and resources for completing work; foresees risks and allows for contingencies when planning; monitors and adjusts plans and actions as necessary; uses time efficiently.   [Education](javascript: void(0)) Advanced university degree (Master's degree or equivalent) in human resources management, business or public administration, social sciences, education or related area. A first-level university degree in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree.   [Job - Specific Qualification](javascript: void(0)) Not available.     [Work Experience](javascript: void(0)) A minimum of five (5) years of progressively responsible experience in strategic human resources management, including talent management and career development, is required.    Experience in managing, analyzing and presenting large data sets and information gathered from diverse sources to identify trends and visualize results in a clear manner is desirable.    Experience in building senior leadership pipelines is desirable.    Experience working with senior UN leaders, or equivalent, is desirable.    Experience in the United Nations system or a comparable international organization is desirable.    Experience with inter-agency or multi-stakeholder collaboration is desirable.   [Languages](javascript: void(0)) English and French are the two working languages of the United Nations Secretariat. For the post advertised, fluency in English is required. Knowledge of another UN official language is an advantage.  Note: "Fluency equals a rating of "fluent" in all four areas (read, write, speak, understand) and "Knowledge of' equals a rating of "confident in two of the four areas.   [Assessment](javascript: void(0)) Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview.   [Special Notice](javascript: void(0)) Appointment against this post is open for an initial period of one year and may be subject to extension subject to legislative body funding availability. Staff members are subject to the authority of the Secretary General and to assignment by him or her. In this context, all staff are expected to move periodically to new functions in their careers in accordance with established rules and procedures.  The United Nations Secretariat is committed to achieving 50/50 gender balance in its staff. Female candidates are strongly encouraged to apply for this position.  Internal Applicants: When completing the form, ensure ALL fields, ALL professional experience and contact information are completed and up to date. This information is the basis for the hiring manager to assess your eligibility and suitability for the position and to contact you.  Individual contractors and consultants (Non-Staff Personnel) who have worked within the UN Secretariat in the last six months, irrespective of the administering entity, are ineligible to apply for professional and higher temporary or fixed-term positions and their applications will not be considered.  At the United Nations, the paramount consideration in the recruitment and employment of staff is the necessity of securing the highest standards of efficiency, competence and integrity, with due regard to geographic diversity. All employment decisions are made on the basis of qualifications and organizational needs. The United Nations is committed to creating a diverse and inclusive environment of mutual respect. The United Nations recruits and employs staff regardless of gender identity, sexual orientation, race, religious, cultural and ethnic backgrounds or disabilities. Reasonable accommodation for applicants with disabilities may be provided to support participation in the recruitment process when requested and indicated in the application.  All applicants are strongly encouraged to apply on-line as soon as possible after the job opening has been posted and well before the deadline stated in the job opening. Online applications will be acknowledged where an email address has been provided. If you do not receive an e-mail acknowledgement within 24 hours of submission, your application may not have been received. In such cases, please resubmit the application, if necessary. If the problem persists, please seek technical assistance through the Inspira "Need Help?" link.  For this position, applicants from the following Member States, which are unrepresented or under-represented in the UN Secretariat as of 31 August 2024, are strongly encouraged to apply: Andorra, Angola, Antigua and Barbuda, Bahrain, Belize, Brunei Darussalam, China, Cuba, Democratic People's Republic of Korea, Dominica, Equatorial Guinea, Germany, Grenada, Guinea-Bissau, Hungary, Indonesia, Israel, Japan, Kiribati, Kuwait, Lao People's Democratic Republic, Libya, Liechtenstein, Malta, Marshall Islands, Micronesia (Federated States of), Monaco, Nauru, Oman, Palau, Panama, Papua New Guinea, Paraguay, Qatar, Republic of Korea, Saint Lucia, Saint Vincent and the Grenadines, Sao Tome and Principe, Saudi Arabia, Singapore, Solomon Islands, Somalia, Timor-Leste, Turkmenistan, Tuvalu, United Arab Emirates, United States of America, Vanuatu.   [United Nations Considerations](javascript: void(0)) According to 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. Candidates will not be considered for employment with the United Nations if they have committed violations of international human rights law, violations of international humanitarian law, sexual exploitation, sexual abuse, or sexual harassment, or if there are reasonable grounds to believe that they have been involved in the commission of any of these acts. The term "sexual exploitation" means any actual or attempted abuse of a position of vulnerability, differential power, or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially or politically from the sexual exploitation of another. The term "sexual abuse" means the actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions.  The term "sexual harassment" means any unwelcome conduct of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation, when such conduct interferes with work, is made a condition of employment or creates an intimidating, hostile or offensive work environment, and when the gravity of the conduct warrants the termination of the perpetrator's working relationship.  Candidates who have committed crimes other than minor traffic offences may not be considered for employment.  Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible. The United Nations places no restrictions on the eligibility of men and women to participate in any capacity and under conditions of equality in its principal and subsidiary organs. The United Nations Secretariat is a non-smoking environment.  Reasonable accommodation may be provided to applicants with disabilities upon request, to support their participation in the recruitment process.   By accepting a letter of appointment, staff members are subject to the authority of the Secretary-General, who may assign them to any of the activities or offices of the United Nations in accordance with staff regulation 1.2 (c).  Further, staff members in the Professional and higher category up to and including the D-2 level and the Field Service category are normally required to move periodically to discharge functions in different duty stations under conditions established in ST/AI/2023/3 on Mobility, as may be amended or revised.  This condition of service applies to all position specific job openings and does not apply to temporary positions.  Applicants are urged to carefully follow all instructions available in the online recruitment platform, inspira, and to refer to the Applicant Guide by clicking on "Manuals" in the "Help" tile of the inspira account-holder homepage.   The evaluation of applicants will be conducted on the basis of the information submitted in the application according to the evaluation criteria of the job opening and the applicable internal legislations of the United Nations including the Charter of the United Nations, resolutions of the General Assembly, the Staff Regulations and Rules, administrative issuances and guidelines. Applicants must provide complete and accurate information pertaining to their personal profile and qualifications according to the instructions provided in inspira to be considered for the current job opening. No amendment, addition, deletion, revision or modification shall be made to applications that have been submitted. Candidates under serious consideration for selection will be subject to reference checks to verify the information provided in the application.  Job openings advertised on the Careers Portal will be removed at 11:59 p.m. (New York time) on the deadline date.               ______________________________________________________________________   This is how cinfo can support you in the application process for this specific position: - Before you apply for this position: Improve your application documents by registering for a Job Application Support. - When invited to the interview: Prepare for the interview by registering for a [Job Application Support](http://www.cinfo.ch/en/job-application-support). - For Swiss nationals who get invited to the first round in the selection process (written test, interview, assessment centre, etc.): - Please let us know so that we can inform our HR partners from the respective organisation and the Swiss Government to increase  your visibility: recruitment@cinfo.ch - Benefit from free interview preparation by registering for a [Job Application Support](http://www.cinfo.ch/en/job-application-support).   ______________________________________________________________________

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. UNICEF is a place where careers are built: we offer our staff diverse opportunities for personal and professional development that will help them develop a fulfilling career while delivering on a rewarding mission. We pride ourselves on a culture that helps staff thrive, coupled with an attractive compensation and benefits package. Visit [our website](https://www.unicef.org/) to learn more about what we do at UNICEF.   For every child, Hope The Human Resources Officer (Employer Branding) is responsible for providing ongoing support in strengthening the talent outreach and organizational employer brand which encapsulates UNICEF's candidate experience. Moreover, the Human Resources Officer is responsible for assisting in developing and implementing organization-wide talent outreach strategies, campaigns and initiatives, which will enable HR Business Partners and Hiring Managers to better identify, attract and engage top-quality and high-potential talent from diverse backgrounds for priority staffing areas. The Human Resources Officer (Employer Branding) will work closely with the DHR Communication Specialist and other key partners in the division to ensure strategies are activities are aligned with the OneHR Strategy 2022-2025 and DHR priorities. The Human Resources Officer will also work closely with relevant teams outside of the division, including the Division of Global Communication and Advocacy (GCA) and UNICEF's Culture and Diversity team.   How can you make a difference?  Such efforts will aim to give UNICEF a competitive advantage in attracting and nurturing employees who embody the brand, leading to a motivated and committed workforce, and to reinforcement of the perception of UNICEF as an organization with staff members that are motivated, proud, and committed to its mission. This will include: Employer Branding - Support the development and implementation of an effective content strategy to enhance UNICEF's employer brand and engage targeted talent communities in a dynamic, interactive, and meaningful manner. - Develop compelling and engaging editorial, multimedia, and digital content to be disseminated across multiple talent outreach channels, such as websites, social media, newsletters and career events. - Arrange and coordinate day to day multidimensional employer branding activities from initial planning to execution and post-launch optimization. - Provide active support in designing, executing, and evaluating global employer branding and outreach campaigns. - Monitor and measure the impact and effectiveness of employer branding activities, generate performance reports on a timely basis, and ensure maximum impact and continuous improvement of branding efforts. - Work closely with relevant colleagues and stakeholders across the organization to ensure alignment with the organizational brand and collaborate on joint talent outreach and employer branding activities. - Assess needs and initiate the development of materials that address the employer brand. This includes digital and print materials, guidelines and online toolkits that offices can use for their outreach and branding needs. Talent Outreach - Assist with the update, implementation and on-going evaluation of the Global Talent Outreach StrategySupport in the conceptualization and development of outreach strategies and plans to be aligned with functional/geographical staffing goals and priorities. - Support in the establishment and management of strategic partnerships with governments, civil society, academic institutions, professional associations and networks, private sector organizations and service providers. - Assist and participate in the planning, execution and evaluation of global talent outreach activities and initiatives. - Provide recommendations to HR Business Partners, the wider HR Community and Hiring Managers in identifying the most effective talent outreach channels and sources to attract a diverse population of candidates that are aligned with the organization's vision and values. - Develop and implement targeted campaigns for global recruitment initiatives, generic vacancy announcements and other priority recruitments as required. Capacity Building - Support in the preparation and development of guidelines, documents, trainings, workshops, webinars, learning materials, case studies, best practices and guides to build organizational talent outreach and employer branding capacity; - Provide in-depth research and analytics reports to identify innovative technologies and marketing approaches, and to recommend tactics to advance UNICEF's talent outreach and employer branding efforts). - Provide inputs on performance indicators and monitor progress towards capacity building outcomes and impacts. - Support in managing an organizational talent outreach knowledge sharing portal and respond to queries sent to UNICEF Careers mailbox. - Organize, manage and maintain an up-to-date documentation center on the team shared drive, including employer branding assets, digital and multimedia content, talent outreach documents and files, knowledge library, etc. - Act as a liaison between teams in DHR and GCA to align and update the strategy and content calendar to global communication and advocacy priorities - Contribute to DHR's internal communication and engagement around talent outreach by developing and promoting content on SharePoint, Viva Engage and other key platforms - Additional responsibilities may be assigned as needed. If you would like to know more about this position, please review the complete Job Description here: [HR Officer JD](https://unicef-my.sharepoint.com/:w:/g/personal/mzabala_unicef_org/EXXdD6oNBKlMl5N60M_24FYBAuW7G3I-Qx_A4f3qcv1sXg?e=MObrGJ)   To qualify as an advocate for every child you will have... Minimum requirements: - Education: An Advanced University Degree in marketing, advertising, digital media, public relations, human resources management or other related social science field is required. - Work Experience:  - A minimum of two years of professional experience in digital marketing, brand management, public relations or talent acquisition in an international organization and/or large corporation is required. - Experience with content marketing, social media strategy/management, market research and data analytics is highly desirable. - Employer branding, recruitment marketing, relationship management, digital content creation experience would be a strong asset. - Proficiency in effective communication is essential. - Language Requirements: Fluency in English is required. Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) or a local language 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](https://www.unicef.org/careers/get-prepared#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](https://www.unicef.org/careers/media/1041/file/UNICEF's_Competency_Framework.pdf) and its different levels. UNICEF is committed to [diversity and inclusion within its workforce](https://www.unicef.org/careers/equity-inclusion-and-diversity-unicef), 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](https://www.unicef.org/careers/compensation-benefits-and-wellbeing) 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](https://www.unicef.org/careers/unicef-provides-reasonable-accommodation-job-candidates-and-personnel-disabilities) 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](https://www.unicef.org/accessibility#contact). 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 HR Professionals 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. In this role, you will collaborate with colleagues across multiple locations. For effective collaboration, we encourage flexible working hours that accommodate different time zones while prioritizing staff wellbeing. Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service. 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](https://www.unicef.org/careers/unicef-job-categories).               ______________________________________________________________________   This is how cinfo can support you in the application process for this specific position: - Before you apply for this position: Improve your application documents by registering for a Job Application Support. - When invited to the interview: Prepare for the interview by registering for a [Job Application Support](http://www.cinfo.ch/en/job-application-support). - For Swiss nationals who get invited to the first round in the selection process (written test, interview, assessment centre, etc.): - Please let us know so that we can inform our HR partners from the respective organisation and the Swiss Government to increase  your visibility: recruitment@cinfo.ch - Benefit from free interview preparation by registering for a [Job Application Support](http://www.cinfo.ch/en/job-application-support).   ______________________________________________________________________    

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. UNICEF is a place where careers are built: we offer our staff diverse opportunities for personal and professional development that will help them develop a fulfilling career while delivering on a rewarding mission. We pride ourselves on a culture that helps staff thrive, coupled with an attractive compensation and benefits package. Visit [our website](https://www.unicef.org/) to learn more about what we do at UNICEF.   For every child, Hope The Talent Engagement and Partnerships Section is accountable for leading specialized and complex HR functions, requiring the capacity to create a platform from which the work of different specialists can be integrated, leading to synergy and coordination. The section comprise three pillars (i) Talent Partnerships, (ii) Talent Engagement and Placement and (iii) Talent Outreach and Employer Brand.   How can you make a difference?  Under the guidance of the Chief Talent Engagement and Partnerships, the Talent Engagement and Placement Manager will lead the work of the Recruitment COE and the current Mobility team, including a range of initiatives and will substantially contribute to the development of aTalent Management Framework. The Talent Engagement and Placement Manager will support the Chief with the placement of staff with special cases.  Summary of key functions/accountabilities: Management of Unit and Technical HR Leadership - Support the Chief of Section in developing annual work plans, setting priorities, and measuring performance. - Monitor progress to ensure results align with schedules and performance standards. - Define individual performance objectives, timelines, and provide necessary guidance to the team. - Source, recruit, and supervise external experts/consultants for program and policy delivery. - Offer technical leadership in HR specialty areas, ensuring compliance with policies, regulations, and standards. - Develop, implement, and oversee the application of new HR policies and procedures to address evolving organizational needs. - Resolve highly sensitive or contentious HR cases with organization-wide implications. Talent Engagement (Recruitment COE) - Lead the implementation of the Staff Selection Procedure and develop resources to ensure equitable recruitment practices. - Establish mechanisms to evaluate and refine recruitment practices, including Talent Group Management. - Build capacity for hiring managers and HR staff to strengthen decentralized recruitment processes. - Innovate talent pipeline strategies to populate UNICEF talent groups across all functions. - Oversee Talent Group Management transition to Recruitment Administrative Services. - Leverage advanced HR technologies like AI-powered analytics and the SKILLS+ marketplace to enhance recruitment and mobility processes. Talent Mobility and Placement - Transition UNICEF to a proactive mobility model, encouraging staff to seek new roles post-tour of duty. - Partner with leadership teams to support succession planning and ensure a robust talent pipeline. - Collaborate with Career Development to create tailored development plans for mobility participants. - Enhance employee experience through customized support for relocation, cultural adjustment, and professional development. Knowledge Management and Evaluations - Ensure team projects are evaluated, meeting organizational quality standards and incorporating lessons learned. - Monitor and evaluate personal contributions to ensure goals and standards are achieved. - Facilitate reporting and knowledge sharing by analyzing data on service uptake. - Contribute to policy and guidance reviews on mobility and staff selection procedures. If you would like to know more about this position, please review the complete Job Description here: [HR Manager JD](https://unicef-my.sharepoint.com/:w:/g/personal/mzabala_unicef_org/EagYiSRhCbVMkM0T5aCbFtUBG1OWvooRL-rPC33pPIzkHA?e=cDNbHG)     To qualify as an advocate for every child you will have... Minimum requirements: - Education: An Advanced University Degree in human resource management, business management, international relations, psychology, or another related field is required. - Work Experience: - A minimum of 8 years of relevant professional experience in human resource management in an international organization and/or large corporation is required. - Ability to allocate appropriate time and resources for successful achievement of goals, and foresee risks and allow for contingencies when planning. - Ability to implement clear goals that are consistent with agreed strategies, identify priority activities and assignments, adjust priorities as required. - Strategic Experience and ability to help design and implement targeted and innovative human resources strategies to address clients' people-related needs. - Ability to help design and implement innovative HR programs within a fast paced, evolving, and wide organizational setting. Technical - Authoritative technical knowledge of the principles and concepts of human resources management. - Capacity to adapt policies, approaches and models to meet emerging needs. - Ability to identify and analyze systemic issues, formulate opinions and make conclusions and recommendations to resolve same. - Excellent knowledge of organizational and HR information technology systems and tools. - Developing country work experience and/or familiarity with emergency is considered an asset.   Language Requirements: Fluency in English is required. Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) 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](https://www.unicef.org/careers/get-prepared#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  (8) Nurtures, leads and manages people Familiarize yourself with [our competency framework](https://www.unicef.org/careers/media/1041/file/UNICEF's_Competency_Framework.pdf) and its different levels. UNICEF is committed to [diversity and inclusion within its workforce](https://www.unicef.org/careers/equity-inclusion-and-diversity-unicef), 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](https://www.unicef.org/careers/compensation-benefits-and-wellbeing) 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](https://www.unicef.org/careers/unicef-provides-reasonable-accommodation-job-candidates-and-personnel-disabilities) 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](https://www.unicef.org/accessibility#contact). 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 [Insert candidates from targeted underrepresented groups] 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. In this role, you will collaborate with colleagues across multiple locations. For effective collaboration, we encourage flexible working hours that accommodate different time zones while prioritizing staff wellbeing. Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service. 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](https://www.unicef.org/careers/unicef-job-categories).               ______________________________________________________________________   This is how cinfo can support you in the application process for this specific position: - Before you apply for this position: Improve your application documents by registering for a Job Application Support. - When invited to the interview: Prepare for the interview by registering for a [Job Application Support](http://www.cinfo.ch/en/job-application-support). - For Swiss nationals who get invited to the first round in the selection process (written test, interview, assessment centre, etc.): - Please let us know so that we can inform our HR partners from the respective organisation and the Swiss Government to increase  your visibility: recruitment@cinfo.ch - Benefit from free interview preparation by registering for a [Job Application Support](http://www.cinfo.ch/en/job-application-support).   ______________________________________________________________________  

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. UNICEF is a place where careers are built: we offer our staff diverse opportunities for personal and professional development that will help them develop a fulfilling career while delivering on a rewarding mission. We pride ourselves on a culture that helps staff thrive, coupled with an attractive compensation and benefits package. Visit [our website](https://www.unicef.org/) to learn more about what we do at UNICEF.   For every child, Hope The Talent Engagement and Partnerships Section is accountable for leading specialized and complex HR functions, requiring the capacity to create a platform from which the work of different specialists can be integrated, leading to synergy and coordination. The section comprises three pillars (i) Talent Partnerships, (ii) Talent Engagement and Placement and (iii) Talent Outreach and Employer Brand.   How can you make a difference?  Under the guidance of the Chief Talent Engagement and Partnerships, the Talent Partnerships Manager will lead the work of the New Talent unit, which includes a range of initiatives aimed to rejuvenate UNICEF's workforce by bringing talented young professionals into the organization through strategic partnerships with public and private sectors. This Strategic role will have additional focus in bringing talent from underrepresented groups using the various modalities (JPOs, UNV, fellows) including addressing D&I priorities within the various regions. The role will also oversee the Senior Fellows Programme with Public and Private Sector. The role will also substantially contribute to the development of aTalent Management Framework.  Summary of key functions/accountabilities: Management of Unit and Technical HR Leadership - Assist the Chief of Section in creating annual work plans, setting priorities, targets, and performance metrics. - Monitor progress to ensure timely achievement of results aligned with performance standards. - Define clear performance objectives, goals, and timelines while providing necessary guidance to the team. - Recruit, source, and supervise external technical experts and consultants to support program delivery. - Provide technical leadership in HR specialty areas, ensuring compliance with policies, principles, and sound judgment in staff evaluations. - Develop, implement, and oversee new HR policies and procedures, addressing evolving needs and managing sensitive cases impacting organizational systems. Strategic Partnerships - Align new talent programs with the People and Culture strategy to attract diverse talent. - Design and implement strategic talent initiatives (e.g., young talent, diversity, and inclusion programs). - Lead the integrated talent management process for JPOs, ensuring alignment with current and future organizational needs. - Build and maintain relationships with current donors while cultivating prospective donors to expand strategic talent pipelines, including underrepresented groups. - Collaborate with UN agencies on JPO programs and government secondments, ensuring UNICEF's interests are represented. - Oversee secondment frameworks and develop procedures for deploying secondees. - Manage global internship and fellowship programs through academic partnerships, addressing diversity, equity, and inclusion (DEI) priorities. - Oversee partnerships with United Nations Volunteers (UNV) and talent programs to build DEI-focused pipelines. - Lead the Senior Fellowship program, including private sector outreach, and foster exchange programs with UNICEF National Committees in collaboration with PFP. Knowledge Management and Evaluations - Ensure team activities are evaluated, meeting organizational quality standards, and incorporate lessons learned into new strategies and tools. - Monitor and assess the effectiveness of program interventions, ensuring goals and standards are achieved. - Facilitate data collection and analysis on service uptake to inform reporting and knowledge sharing. - Contribute to the development and refinement of policies and guidance for JPOs, secondments, fellowships, and related programs If you would like to know more about this position, please review the complete Job Description here:[ Human Resources Manager JD](https://unicef-my.sharepoint.com/:w:/g/personal/mzabala_unicef_org/EcD2z1g-Kf1IgAjS-OfhxJUBCdXQVws23vRsSwRbB-bJgw?e=nM3fwA)     To qualify as an advocate for every child you will have... Minimum requirements: - Education: An Advanced University Degree in human resource management, business management, international relations, psychology or another related field is required. - Work Experience:  - A minimum of 8 years of relevant professional experience in human resource management in an international organization and/or large corporation is required. - Developing country work experience and/or familiarity with emergency is considered an asset. - Ability to allocate appropriate time and resources for successful achievement of goals, and foresee risks and allow for contingencies when planning. - Ability to implement clear goals that are consistent with agreed strategies, identify priority activities and assignments, adjust priorities as required. - Strategic Experience and ability to help design and implement targeted and innovative human resources strategies to address clients' people-related needs. - Ability to help design and implement innovative HR programs within a fast paced, evolving, and wide organizational setting. Technical - Experience in working with external partners and/ or  Government Officials - Authoritative technical knowledge of the principles and concepts of human resources management. - Capacity to adapt policies, approaches, and models to meet emerging needs. - Ability to identify and analyze systemic issues, formulate opinions, and make conclusions and recommendations to resolve same. - Excellent knowledge of organizational and HR information technology systems and tools. Language Requirements: Fluency in English is required. Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) 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](https://www.unicef.org/careers/get-prepared#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  (8) Nurtures, Leads and Manages People  Familiarize yourself with [our competency framework](https://www.unicef.org/careers/media/1041/file/UNICEF's_Competency_Framework.pdf) and its different levels. UNICEF is committed to [diversity and inclusion within its workforce](https://www.unicef.org/careers/equity-inclusion-and-diversity-unicef), 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](https://www.unicef.org/careers/compensation-benefits-and-wellbeing) 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](https://www.unicef.org/careers/unicef-provides-reasonable-accommodation-job-candidates-and-personnel-disabilities) 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](https://www.unicef.org/accessibility#contact). 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 Human Resources Manager 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. In this role, you will collaborate with colleagues across multiple locations. For effective collaboration, we encourage flexible working hours that accommodate different time zones while prioritizing staff wellbeing. Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service. 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](https://www.unicef.org/careers/unicef-job-categories).               ______________________________________________________________________   This is how cinfo can support you in the application process for this specific position: - Before you apply for this position: Improve your application documents by registering for a Job Application Support. - When invited to the interview: Prepare for the interview by registering for a [Job Application Support](http://www.cinfo.ch/en/job-application-support). - For Swiss nationals who get invited to the first round in the selection process (written test, interview, assessment centre, etc.): - Please let us know so that we can inform our HR partners from the respective organisation and the Swiss Government to increase  your visibility: recruitment@cinfo.ch - Benefit from free interview preparation by registering for a [Job Application Support](http://www.cinfo.ch/en/job-application-support).   ______________________________________________________________________  

OFFRE DE STAGE Join MSF OCG as a Diversity, Equity and Inclusion Intern! We are looking for passionate candidates ready to contribute to our humanitarian mission. Below, you will find the job details and the qualifications we are looking for. This internship is part of an academic training program, a professional training program, or a socio-professional integration program, and must comply with the [conditions](https://www.ge.ch/engager-personne-stage/stages-formation-insertion-reconnus) set by the Employment Market Supervisory Council (CSME). The duration of the internship, as defined by the tripartite agreement, is 6 to 12 months at 100% Inclusivity and Diversity at MSF Do your qualifications and experience not exactly match all requirements of the job? At MSF OCG, we are committed to an inclusive culture that supports and amplifies the diverse voices of our staff members. We strive to create workplaces where teams of people with diverse backgrounds, characteristics, perspectives, ideas and experiences work together to advance MSF's social mission and create better outcomes for our patients and the communities we work with. We understand that some people may hesitate to apply for employment if they don't meet all listed job requirements. Research shows that this is especially true for women. If you believe your profile is a good match for this position, we invite you to apply even if you don't fulfil every listed qualification. We encourage applications from individuals of all genders, ages, sexual orientations, ethnicities, background, religions, beliefs, ability status, and all other diversity characteristics. MSF does not tolerate sexual exploitation and abuse, any kind of discrimination or harassment, including sexual harassment. All selected candidates will undergo reference checks. Context & mission Médecins Sans Frontières is an independent, international medical and humanitarian organization that provides care to people in need, people affected by natural or man-made disasters, and victims of armed conflict, without discrimination and without regard to race, religion, creed or political affiliation (MSF Charter). We are seeking a dynamic and motivated individual to join our Diversity, Equity, and Inclusion (DEI) team for an internship of 6-12 months. The intern will support a gender-focused internal campaign, working closely with diverse teams. This is a unique opportunity for a young professional with a passion for communication and gender equality to contribute meaningfully initiatives within our organization. Tasks and responsibilities - Provide logistical and administrative support, with an opportunity to observe and learn about campaign management. - Work closely with the DEI team to craft and communicate key messages that resonate across a diverse, multicultural audience. This includes both written and verbal communication in French and English. - Participate in creating short stories, videos, or digital materials that highlight gender equality initiatives. Training and mentorship will be provided for content creation and media production tasks. - Support the design of posters, flyers, and basic digital content for internal campaigns, with opportunities to develop graphic design skills (under the supervision of experienced team members) - Learn about advocacy strategies by assisting the team in ongoing initiatives. Your insights and experiences can help shape gender advocacy efforts, with mentoring provided to support your growth in this area. - Work cross-functionally with different teams to ensure a cohesive and inclusive approach to communication, supporting DEI efforts across the organization. Your profile - Have a tripartite internship agreement Education - Pursuing tertiary degree, university degree or equivalent Languages - Proficiency in English and French is desirable, with good verbal and written communication skills in both languages. Personal Abilities/Qualities - Excellent ability to work in a multicultural environment successfully and to demonstrate commitment and support for diversity, gender-responsive, inclusive, and non-discriminatory behaviour and attitudes. - Basic communication skills, with enthusiasm for learning how to adapt messages for diverse, multicultural audiences. - Interest in content creation and media production, with a desire to develop practical skills in these areas. - Passion for gender equality, ideally demonstrated through academic or volunteer experience. - Ability to work collaboratively in a multicultural and multinational team. - Self-motivated, organized, and ability to manage time effectively and handle multiple tasks with support from the team. Terms of employment - A tripartite internship agreement is mandatory - 6 to 12 months, according to internship agreement - Full time (40h/week) - Based in Geneva, Switzerland - Start date : February 2025 - Gross monthly remuneration 2'000.- CHF How to apply Candidates are invited to submit their application exclusively through our recruitment platform, following these guidelines: - CV (maximum 2 pages) - Cover letter (maximum 1 page) - Documents must be submitted in either English or French. The application deadline is January 5th 2025. We reserve the right to close this vacancy earlier if we receive a sufficient number of quality applications. [APPLY HERE](https://medecinssansfrontieressuisse.recruitee.com/o/diversity-equity-and-inclusion-intern) All applications will be treated confidentially (https://www.msf.ch/travailler-avec-nous/declaration-confidentialite-candidates-msf-suisse). Only shortlisted candidates will be contacted. Please note that we do not wish to use the services of recruitment or placement agencies.  

Grade: IS-6 Deadline: 5 January 2025 (11:59 PM KST) Job Category: International Salary: USD 171,200 (plus attractive benefits, that include the following allowances (as applicable): Relocation, dependency, housing, education assistance and home country travel.   Introduction The Green Climate Fund is the world's largest dedicated multilateral climate fund and invests in impactful, innovative, catalytic programs and projects in developing countries across the globe. By the end of 2023, GCF had a portfolio of 243 projects in 129 countries, committing a total of USD 13.5 billion to date.  In 2023, an additional USD 12.8 billion was pledged, to support our new strategic and programming cycle from 2024-2027; our ambition is to grow to become at least a USD 50 billion fund by 2030. Rooted in the core objectives of impact and efficiency, access and a focus on the most vulnerable, and mobilizing a much higher scale of public and private sector financial flows for climate action we have an unparalleled scale of resources, which, together with our risk appetite and flexibility allows us to bring together different partners and stakeholders in innovative partnerships for profound impact.  GCF is seeking a top-tier individual with a demonstrable track record of harnessing experience, energy and networks to tackle complex global climate change challenges. You will be committed to making a positive, measurable difference through a mission-driven role, and thrive in a fast-paced, diverse environment.   You will be able to quickly scan and analyze complex, competing issues and lead significant sized teams to find solutions in evolving contexts, across multiple geographic locations.  You will be a nurturer of people: recognizing and growing the talent around you, exemplifying values of transparency, respect and innovation. You will be committed to learning, knowledge-sharing, convening and communicating with partners to work together to ideate, develop and implement climate action initiatives that make a profound difference to people and planet. You will join a team of talented, committed individuals representing almost 80 nationalities contributing skills and experience from academic, scientific, private, government and nonprofit backgrounds.  Together, we work with governments, communities and civil society, technical agencies, and the private sector across the world.   Interested in more information?  Learn about working for GCF: [https://www.greenclimate.fund/about/careers](ttps://jobs.greenclimate.fund/)  View current vacancies: [https://jobs.greenclimate.fund/](ttps://jobs.greenclimate.fund/)   About the Green Climate Fund (GCF) Set up in 2010 by the 194 countries who are Parties to the United Nations Framework Convention on Climate Change (UNFCCC), GCF takes its responsibility as the world's largest dedicated multilateral climate fund to heart.  GCF funds transformative climate projects across the developing world, supporting countries in their responses and actions to tackle climate change while fostering sustainable development within their communities.  Our country-driven approach ensures that our actions are tailored to the unique circumstances and national aspirations of each nation we support. Besides channeling public and private sector investment through a broad range of financing instruments, GCF builds the capacity of developing countries to take climate action through an extensive Readiness Programme ensuring countries are increasingly well-equipped and financed to manage their climate futures. Headquartered in the Republic of Korea, GCF operates with a diverse and talented workforce of over 300 people.  Position Objective The Global HRBP (Human Resources Business Partner) Lead operates as a strategic partner and advisor to the Director of People & Culture, aligning human resources initiatives with organizational goals. This role oversees a team of HRBPs, provides insights to address complex organizational challenges, and champions a people-first approach to support global operations. This role plays a critical role in ensuring the smooth and efficient functioning of all HR processes, with a strong focus on employee engagement, operational excellence, and strategic alignment with the GCF's mission.  Purpose  - Directly manage a team of HRBPs, providing leadership, coaching, and development to drive performance by setting clear objectives and fostering a high-performing culture within the HRBP team.  - Partner with management in managing and facilitating organizational transformations, ensuring smooth transitions during restructuring, or significant business shifts.  - Develop and execute strategies in coordination with the Global CoE Lead to drive strategies and frameworks around workforce planning, talent development, performance management and engagement.  - Take charge of onboarding and offboarding programs ensuring they reflect GCF's core values  - Promote a culture of inclusion, collaboration, and engagement across all levels of the organization, driving efforts to continuously improve employee satisfaction and organizational health.    Engagement - In coordination with the Global CoE Lead, drive HR programs and initiatives to support managers and staff to address staff needs and workforce concerns including employee relations and conflict resolutions aligned with the Fund's policies   - Collaborate with business leaders to understand HR priorities and goals and develop an implementation plan aligned with organizational priorities.  - Build relationships with key internal and external stakeholders to ensure the alignment of HR strategies with organizational priorities and foster a collaborative work culture.  - Collaborate with leadership to foster a positive, inclusive, and diverse work environment. Advocate for and implement initiatives that promote work-life balance, employee well-being, and a culture of recognition and respect.  - Advise leadership on HR compliance matters and participate in audits as needed.  - Coach and support managers in handling performance issues, career conversations, conflict resolutions and enhancing leadership and management maturity across the Fund.    Delivery - Develop, implement, and continuously improve HR policies that align with the organization's goals, values, and compliance requirements. - Provide expert guidance on handling complex employee relations issues, balancing both employee advocacy and business needs. Serve as a mediator in conflict resolution, ensuring fair treatment for all employees.  - Lead initiatives aimed at improving employee engagement, satisfaction, and retention. This involves identifying and addressing key drivers of engagement through regular feedback mechanisms, employee surveys, and one-on-one interactions.  - Lead HR change initiatives, helping the organization navigate through transformations while maintaining staff morale and organizational alignment.  - Use HR analytics to measure workforce effectiveness, identify trends, and provide actionable insights for continuous improvement. Regularly report HR metrics and key performance indicators (KPIs) to senior leadership.  - Ensure consistent application of all HR policies, procedures and practices ensuring compliance with organizational standards and international best practices while fostering a positive culture. - Serve as the HR Business Partner (HRBP) for a designated client group.   Requirements (Education, experience, technical competencies required of the job) - Master's degree or higher in HR, Business and Administration, Organizational studies, Psychology, or relevant fields. Bachelor's degree in related fields with an additional two years of relevant experience be considered in lieu of the Master's degree requirement;  - At least 13 years of relevant work experience in Human Resources Management (HRM) covering all the relevant areas ? performance management and development, learning and training, career development, employee relations, organizational development, change management, staff engagement, total rewards and retention initiatives;   - A Juris Doctor, LLB, or equivalent law degree would be considered as an advantage;  - Progressive HR experience, with 5+ years in a strategic leadership role at a global level. Experience in large multinational organizations is ideal.  - Proven ability to influence and partner with senior leadership to align HR strategies with business objectives.  - Strong understanding of HR best practices, international employment laws, and regulations.    Required Competencies  - Ability to think strategically and align HR initiatives with overall business goals and objectives;  - Excellent communication and interpersonal skills, with the ability to build strong trusted relationships across all levels of the organization;  - Skilled in persuading and influencing stakeholders to gain support for HR initiatives;  - Demonstrated experience in driving HR initiatives that contribute to organizational success;  - Proficiency in navigating and facilitating change initiatives within the organization;  - Ability to adapt to changing priorities and effectively navigate a dynamic business environment.  The closing date for application is 5 January 2025. Applications submitted after the deadline may not be considered.   *The person assessed by the Selection Panel as most suitable for the position will be proposed for appointment. Selection among short-listed candidates will also take into account performance at interview, appropriate testing, and references.    Applications from women and nationals of developing countries are strongly encouraged to apply.                     ______________________________________________________________________   This is how cinfo can support you in the application process for this specific position: - Before you apply for this position: Improve your application documents by registering for a Job Application Support. - When invited to the interview: Prepare for the interview by registering for a [Job Application Support](http://www.cinfo.ch/en/job-application-support). - For Swiss nationals who get invited to the first round in the selection process (written test, interview, assessment centre, etc.): - Please let us know so that we can inform our HR partners from the respective organisation and the Swiss Government to increase  your visibility: recruitment@cinfo.ch - Benefit from free interview preparation by registering for a [Job Application Support](http://www.cinfo.ch/en/job-application-support).   ______________________________________________________________________

Grade: IS-4 Deadline: 5 January 2025 (11:59 PM KST) Job Category: International Salary: USD 129,400 (plus attractive benefits, that include the following allowances (as applicable): Relocation, dependency, housing, education assistance and home country travel)   Introduction The Green Climate Fund is the world's largest dedicated multilateral climate fund and invests in impactful, innovative, catalytic programs and projects in developing countries across the globe. By the end of 2023, GCF had a portfolio of 243 projects in 129 countries, committing a total of USD 13.5 billion to date.  In 2023, an additional USD 12.8 billion was pledged, to support our new strategic and programming cycle from 2024-2027; our ambition is to grow to become at least a USD 50 billion fund by 2030. Rooted in the core objectives of impact and efficiency, access and a focus on the most vulnerable, and mobilizing a much higher scale of public and private sector financial flows for climate action we have an unparalleled scale of resources, which, together with our risk appetite and flexibility allows us to bring together different partners and stakeholders in innovative partnerships for profound impact.  GCF is seeking a top-tier individual with a demonstrable track record of harnessing experience, energy and networks to tackle complex global climate change challenges. You will be committed to making a positive, measurable difference through a mission-driven role, and thrive in a fast-paced, diverse environment.   You will be able to quickly scan and analyze complex, competing issues and lead significant sized teams to find solutions in evolving contexts, across multiple geographic locations.  You will be a nurturer of people: recognizing and growing the talent around you, exemplifying values of transparency, respect and innovation. You will be committed to learning, knowledge-sharing, convening and communicating with partners to work together to ideate, develop and implement climate action initiatives that make a profound difference to people and planet. You will join a team of talented, committed individuals representing almost 80 nationalities contributing skills and experience from academic, scientific, private, government and nonprofit backgrounds.  Together, we work with governments, communities and civil society, technical agencies, and the private sector across the world.   Interested in more information?  Learn about working for GCF: https://www.greenclimate.fund/about/careers  View current vacancies: https://jobs.greenclimate.fund/   About the Green Climate Fund (GCF) Set up in 2010 by the 194 countries who are Parties to the United Nations Framework Convention on Climate Change (UNFCCC), GCF takes its responsibility as the world's largest dedicated multilateral climate fund to heart.  GCF funds transformative climate projects across the developing world, supporting countries in their responses and actions to tackle climate change while fostering sustainable development within their communities.  Our country-driven approach ensures that our actions are tailored to the unique circumstances and national aspirations of each nation we support. Besides channeling public and private sector investment through a broad range of financing instruments, GCF builds the capacity of developing countries to take climate action through an extensive Readiness Programme ensuring countries are increasingly well-equipped and financed to manage their climate futures. Headquartered in the Republic of Korea, GCF operates with a diverse and talented workforce of over 300 people.    Position Objective The HR Business Partner supports the alignment of HR initiatives and programs with organizational goals to drive strategic talent management, employee engagement and appropriate resource planning. The HRBP reports to the HRBP Lead and focuses on partnering with offices and departments to address workforce challenges and providing guidance to matters related to the entire employee lifecycle.     Purpose  - Implement HR initiatives, programs and provide solutions by leveraging talent management levers such as workforce planning, performance management, learning and employee engagement to achieve measurable outcomes.  - Promotes a culture of continuous learning and improvement.  - Provide guidance as a trusted advisor on complex employee relations issues and concerns, resolving conflicts, promoting a positive work environment and culture of open communication;  - Contribute to and manage the implementation of change management initiatives, helping employees and leaders navigate organizational transitions effectively;    Engagement - Collaborate with managers to identify goals and priorities, address root causes of workforce challenges and develop targeted solutions;  - Partner with the HR Centers of Expertise to ensure seamless implementation of initiatives and programs from onboarding to offboarding to create ambassadors for the Fund  - Build compliance by providing advice and recommendations to managers on rules and regulations, as well as other legal requirements based on GCF legal framework;  - Advise leadership on HR compliance matters and participate in audits as needed.    Delivery - Support managers and staff in proactive talent and performance management throughout the year; Advise managers on talent identification and career development options  - Analyze business data and workforce metrics to create insights that inform HR strategies and align talent initiatives with the Fund's strategic objectives;  - Manage the end-to-end onboarding and offboarding process to ensure positive experience for the client group while generating insights to improve retention and engagement;  - Advise managers in addressing performance issues proactively and constructively, ensuring interventions are in place to support improved performance;   - Adapt talent management initiatives, including succession planning and career development;  -  Provide quality advice to develop innovative HR approaches and solutions to complex problems; Contribute to policy development by actively working with HR Centers of Expertise (CoEs) on the need to adjust policy and ensure effective program implementation.  - Utilize HR analytics to assess trends, identify areas for improvement, and measure the impact of HR initiatives on employee engagement and business outcomes to optimize HR processes.    Requirements (Education, experience, technical competencies required of the job) - Master's degree or higher in HR, Business and Administration, Organizational studies, Psychology, or relevant fields.  Bachelor's degree in similar fields with an additional two years of relevant experience may be considered in lieu of the Master's degree requirement;  - At least  9 years of relevant work experience in Human Resources Management (HRM) covering all the relevant areas ? performance management and development, learning and training, career development, organizational development, change management, staff engagement, total rewards and retention initiatives;   - A Juris Doctor, LLB, or equivalent law degree would be considered as an advantage;  - Proven experience as an HR Business Partner or in a similar strategic HR role;  - Strong understanding of HR best practices, international employment laws, and regulations.    Required Competencies - Ability to think strategically and align HR initiatives with overall business goals and objectives;  - Excellent communication and interpersonal skills, with the ability to build strong trusted relationships across all levels of the organization;  - Skilled in persuading and influencing stakeholders to gain support for HR initiatives;  - Demonstrated experience in driving HR initiatives that contribute to organizational success;  - Proficiency in navigating and facilitating change initiatives within the organization;  - Ability to adapt to changing priorities and effectively navigate a dynamic business environment.    The closing date for application is 5 January 2025. Applications submitted after the deadline may not be considered.   *The person assessed by the Selection Panel as most suitable for the position will be proposed for appointment. Selection among short-listed candidates will also take into account performance at interview, appropriate testing, and references.    Applications from women and nationals of developing countries are strongly encouraged to apply.               ______________________________________________________________________   This is how cinfo can support you in the application process for this specific position: - Before you apply for this position: Improve your application documents by registering for a Job Application Support. - When invited to the interview: Prepare for the interview by registering for a [Job Application Support](http://www.cinfo.ch/en/job-application-support). - For Swiss nationals who get invited to the first round in the selection process (written test, interview, assessment centre, etc.): - Please let us know so that we can inform our HR partners from the respective organisation and the Swiss Government to increase  your visibility: recruitment@cinfo.ch - Benefit from free interview preparation by registering for a [Job Application Support](http://www.cinfo.ch/en/job-application-support).   ______________________________________________________________________  

Rejoignez MSF OCG en tant que Support au Gestionnaire admin RH Terrain! Nous cherchons des personnes passionnées et prêtes à contribuer à notre mission humanitaire. Découvrez ci-dessous les détails du poste et les qualifications que nous recherchons. Inclusivité et Diversité chez MSF Vos qualifications et votre expérience ne correspondent pas exactement à toutes les exigences ? À MSF OCG, nous nous engageons à promouvoir une culture inclusive qui soutient et amplifie les voix diverses de nos collaborateurs. Nous nous efforçons de créer des environnements de travail où des équipes de personnes aux parcours, caractéristiques, perspectives, idées et expériences variés collaborent pour faire avancer la mission sociale de MSF et améliorer les résultats pour nos patients et les communautés avec lesquelles nous travaillons. Nous comprenons que certaines personnes peuvent hésiter à postuler si elles ne répondent pas à toutes les exigences du poste. Les recherches montrent que cela est particulièrement vrai pour les femmes. Si vous pensez que votre profil correspond bien à ce poste, nous vous invitons à postuler, même si vous ne remplissez pas toutes les qualifications listées. Nous encourageons les candidatures de personnes de tous genres, âges, orientations sexuelles, ethnies, origines, religions, croyances, situations de handicap et toutes autres caractéristiques de diversité. MSF ne tolère aucune exploitation ou abus sexuels, aucune forme de discrimination ou de harcèlement, y compris le harcèlement sexuel. Tous les candidats sélectionnés feront l'objet de vérifications de références. Contexte & Mission Médecins Sans Frontières est une organisation médicale et humanitaire internationale indépendante qui fournit des soins aux personnes dans le besoin, aux personnes touchées par des catastrophes naturelles ou causées par l'homme et aux victimes de conflits armés, sans discrimination et sans tenir compte de la race, de la religion, des croyances ou de l'appartenance politique (Charte de MSF). Le support au Gestionnaire admin RH Terrain assure le soutien à l'équipe ADM Terrain pour l'ensemble des tâches liées à la gestion administrative courante du personnel expatrié, notamment dans les phases d'engagement ou de sortie, pendant laquelle le personnel international est sous contrat. Il collabore avec le Référent HR mouvements terrain quant à la coordination et l'anticipation des départs. Principales responsabilités Scaling - Mettre à jour / élaborer le contenu de la partie dédiée à l'administration et la gestion RH du personnel relevant de son expertise - Assurer la coordination des divers services concernés sur les politiques et outils et formations disponibles (Unité Outils et Politiques RH terrain, Responsables RH opérationnels, Learning & Development, recrutement...) afin que soient mis à jour les documents et qu'ils s'insèrent dans la structure proposée d'un HR guideline unique regroupant l'entièreté de la documentation nécessaire aux utilisateurs RH terrains et managers. - Assurer que chaque fiche est disponible en anglais et en français. Dossier administratif du personnel international - Mettre en œuvre de la solution digitale adéquate validée au sein de l'organisation. - Coordonner l'architecture et la mise à jour des contenus des autres services du département RH dans les sections liées à leur domaine (recrutement, Learning & Development...) - S'assure que les documents sont disponibles en français et en anglais dans l'outil. - Se coordonner avec les services spécifiques concernés pour que la solution réponde aux exigences d'agilité de mise à jour et de facilité de navigation pour les utilisateurs. Contrat + doc admin pour le depart/durant la mission/retour de mission - En lien avec les politiques et de l'expertise requise (administration RH et gestion du personnel), la personne en charge du projet supporte la Référente politique et administration RH terrain de l'unité et le service Learning & Development pour l'élaboration de contenus de formation et le développement d'un module de formation à destination des utilisateurs RH missions (projet en cours : Formation disciplinaire, à destination des utilisateurs RH et des managers missions) Droit & législation suisse + regles irp2 - Se tient au courant de la législation du travail. - Assure le suivi administratif des exceptions - Veille au suivi des règles IRP II et de protection IRP I - Garantit le respect du Droit des Obligations Suisse, de la législation sociale et communique sur les questions administratives Profil recherché Education - Niveau Maturité, CFC employé de commerce/administration (comptabilité, assistante de direction). Expérience - Expérience dans l'administration RH nécessaire un plus - Connaissances de l'environnement international humanitaire ou autres ONG Compétences Techniques - Connaissance MSF - Administration des ressources humaines (assurances, administration du personnel) un plus - Droit du travail (gestion de la paie) un plus - Maitrise des outils informatiques courants. Langues - Français et Anglais courant - Autre langue un atout Qualités personnelles - Intérêt pour l'environnement humanitaire, polyvalence, rigueur, réactivité, initiative, esprit d'équipe, sens du contact, diplomatie, autonomie Conditions de travail - Poste à temps plein 100% (40h/semaine) - Contrat à durée déterminée de 10 mois - Lieu de travail : Genève - Date de début idéale : 03.03.2025 - Salaire mensuel brut (à 100%) : de CHF 6'671.- à CHF 8'022.- (salaire en fonction de l'expérience équivalente et de la grille salariale interne). - Vacances payées : 25 jours par an, pro rata temporis, plus les jours fériés suisses tombant pendant la durée du contrat. - Caisse de pension : contribution à la caisse de pension (2e pilier-LPP) couverte à raison de 3/4 par MSF et 1/4 par l'employé. - Aide à la relocalisation en cas de déménagement d'un autre pays vers la Suisse. Comment postuler Les candidats sont invités à soumettre leur candidature via uniquement notre plateforme de recrutement en respectant les conditions suivantes. - CV (maximum 2 pages) - Lettre de motivation (maximum 1 page) - Les documents doivent être rédigés en français ou en anglais. La date limite de dépôt des candidatures est fixée au 22 décembre 2024. Veuillez noter que nous nous réservons le droit de clore cette offre plus tôt si nous recevons un nombre suffisant de candidatures de qualité. [POSTULEZ ICI](https://medecinssansfrontieressuisse.recruitee.com/o/support-au-gestionnaire-admin-rh-terrain) Les candidatures seront traitées de manière confidentielle (https://www.msf.ch/travailler-avec-nous/declaration-confidentialite-candidates-msf-suisse). Seules les personnes présélectionnées seront contactées. Nous ne souhaitons pas utiliser les services d'agences de recrutement ou de placement.