Full Job Description
India, NCT, New Dehli
UNICEF works in some of the world’s toughest places, to reach the world’s most disadvantaged children. To save their lives. To defend their rights. To help them fulfill their potential.
Across 190 countries and territories, we work for every child, everywhere, every day, to build a better world for everyone.
And we never give up!
Click here to learn more about UNICEF: https://youtu.be/43aiG4w2q_M
For Every Child, AN ADVOCATE:
The fundamental mission of UNICEF is to promote the rights of every child, everywhere, in everything the organization does ? in programmes, in advocacy and in operations. The equity strategy, emphasizing the most disadvantaged and excluded children and families, translates this commitment to children’s rights into action. For UNICEF, equity means that all children have an opportunity to survive, develop and reach their full potential, without discrimination, bias or favoritism. To the degree that any child has an unequal chance in life ? in its social, political, economic, civic and cultural dimensions ? her or his rights are violated. There is growing evidence that investing in the health, education and protection of a society’s most disadvantaged citizens ? addressing inequity ? not only will give all children the opportunity to fulfil their potential but also will lead to sustained growth and stability of countries. This is why the focus on equity is so vital. It accelerates progress towards realizing the human rights of all children, which is the universal mandate of UNICEF, as outlined by the Convention on the Rights of the Child, while also supporting the equitable development of nations.
How can you make a difference?
If you are a committed, creative professional and are passionate about making a lasting difference for children in the world’s thereby ensuring a better future for every child, this is the chance to make a difference. In alignment with the global Gender Action Plan (GAP) and the India Country Office Gender Work Plan, the role of the Gender Programme Specialist is primarily technical and programmatic. This post will support the development, implementation, and monitoring of high-quality gender programming/projects across sectors in alignment with the global GAP and established UNICEF India gender priorities. This post will address the growing demand for a) gender equality expertise from sections in Delhi, b) gender technical advice on national priorities and c) support to field offices who are implementing state-based Gender Action Plans.
Under the general guidance and direct supervision of the Chief Human Resources Services, the Learning and Development Manager will be responsible for the planning, design, implementation, monitoring and evaluation of organizational learning and development programmes, in alignment with India Country Office’s key strategic priorities. He/she will work closely with the Senior Management, Section Chiefs and the Human Resources Development Committee (HRDC), as well as other relevant stakeholders, to conduct needs assessments and prepare learning and development strategies/plans to meet the Office’s current and evolving programmatic/operational needs. This entails building internal/external partnerships to design and implement state-of-the-art learning and development programmes, including innovative approaches to learning and development. He/she will also oversee the timely implementation, monitoring and reporting of global/regional learning/training activities included in ICO’s annual learning plan.
Major duties and responsibilities:
Summary of key functions/accountabilities:
Learning and Capacity Development
Management of Unit
Technical HR Leadership
Strategic Human Resources
HR Data Analytics
1. Learning and Capacity Development:
In close collaboration with the Senior Management, Section Chiefs and the Human Resources Development Committee (HRDC), as well as other relevant stakeholders, conduct learning needs assessments and prepare learning and development strategies/plans in line with ICO’s key strategic priorities to meet current and evolving programmatic/operational needs;
Build partnerships with academic institutions, UN agencies, external experts, NGOs, CSOs and private sector organizations to design and implement state-of-the-art learning and development programmes, including innovative approaches to learning and development; and share best practices on evolving trends on learning and development;
Oversee the timely implementation, monitoring and reporting of global/regional learning/training activities included in ICO’s annual learning plan;
Work closely with Section Chiefs, Chiefs of Field Offices and Learning Focal Points for to ensure an effective coordination of learning/development investments, thus preventing gaps, overlaps, duplication of efforts, and ensure that expenditures are in line with approved budget;
Oversee the evaluation of learning/training programmes to ensure compliance with desired quality standards; that they contribute to meeting desired outcomes, returns on investments, and that lessons learned/best practices are reflected in the development of new strategies and plans. Submit/present periodic learning and development programme reports to the HRDC and the Country Management Team (CMT);
Provide expert advice/guidance and support to managers/supervisors and individual staff members in determining appropriate resources/programmes to fill specific competency/skill gaps. This may include 360-degree assessments, tailored support, coaching support etc. within the limit of available resources/budget;
In collaboration with Senior Management, Section Chiefs, and under the guidance of the Chief of HR, develop and implement capacity building initiatives supporting ICO’s internal succession plan. Compile and analyze data on high potential employees in support of ICO succession management plan;
Oversee the selection and supervise external technical resources, including experts and consultants (individual and institutional) to design and/or deliver specific learning/training programmes;
Contribute to drafting (or draft as needed) internal guidance documents and/or standard operating procedures for the efficient, effective, consistent and fair administration of learning and development activities;
Facilitate and/or coordinate the delivery of training/workshops/staff retreats, as appropriate, making the best use of evolving tools and technologies; and train others to deliver training as and when needed;
Advise managers and staff members on the effective application of learning policies/guidelines, and the use of various learning pedagogies, methodologies and tools to achieve desired organizational/individual needs;
Provide career support/counselling to staff members and/or, when appropriate, guide to/advise on available corporate resources available at Regional or Global levels.
2. Management of Unit:
Support the Chief of Section in establishing the annual work plan, setting priorities/targets and performance measurements using a result-based management approach;
Monitor work progress and ensure results are achieved according to schedule and performance standards;
Establish clear individual performance objectives, goals and timelines; and provide timely guidance to enable the learning and development team to perform their duties responsibly and efficiently.
3. Technical HR Leadership:
Provide technical leadership and sound guidance/advice in all aspects of learning and development; ensuring compliance with principles and concepts, policies, regulations and rules;
Implement and monitor the interpretation and application of new human resources policies, practices and procedures in learning and development to meet the evolving needs of the Office, including formulating the position of the Office on policies; and determining the appropriate application of rules and regulations to highly sensitive or contentious individual cases having implications for other HR systems and the Organization as a whole.
4. Strategic Human Resources:
Liaise with the Regional Office and relevant HQ Sections 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 of new research, benchmarks, standards, as well as best and cutting-edge practices in learning and development and evaluate their applicability/adaptability in ICO context;
Establish partnerships with leading academic institutions and organizations to design/develop innovative learning and development solutions to meet the evolving needs of ICO, and with the potential of scaling them up within the Region or the Organization;
Contribute to the design of organizational and staffing structures, including the evaluation of capacity building and change management initiatives required for their effective implementation.
5. HR Data Analytics:
Compile, interpret and analyze data/reports to help inform decision making on learning and development strategies;
Develop data collection systems to optimize the quality of metrics, analytics and report.
To qualify as an advocate for every child you will have?
An Advanced University Degree in human resource management, business administration, organizational development, social sciences, international relations, psychology or another related field is required;
Additional professional certification/training in the field of learning and development or related field is desirable.
At least eight (8) years of professional work experience in learning and development, including experience in a global/international organization, is required;
Strong facilitation skills and track records in learning needs assessment and in the design and implementation of learning and development strategies, including learning impact assessment is required;
Good understanding of how adults acquire and use knowledge, including individual and cultural differences in learning; and the ability to develop effective training/learning curricula for adult learners, especially for organizational development and behavior change is an asset;
Experience in change management and in developing and sourcing learning programmes for Human Resources is an asset;
Knowledge of group and organizational psychology is an asset;
Prior experience in executive coaching is desirable.
Fluency in English, especially excellent writing skills, is required. Knowledge of an additional UN Language (Arabic, Chinese, French, Spanish and Russian) is considered an asset.
For every Child, you demonstrate?
Core Values (Required)
Nurtures, Leads and Manages People (2)
Demonstrates Self Awareness and Ethical Awareness (2)
Works Collaboratively with others (2)
Builds and Maintains Partnerships (2)
Innovates and Embraces Change (2)
Thinks and Acts Strategically (2)
Drives to achieve impactful results (2)
Manages ambiguity and complexity (2)
View our competency framework here.
UNICEF is committed to diversity and inclusion within its workforce, and encourages all candidates, irrespective of gender, nationality, religious and ethnic backgrounds, including persons living with disabilities, to apply to become a part of the organization.
UNICEF has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UNICEF, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. UNICEF also adheres to strict child safeguarding principles. All selected candidates will, 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.
UNICEF is committed to promote the protection and safeguarding of all children.
This vacancy announcement (VA) is open to all (internal and external candidates).
This VA is not open for Indian nationals.
This position is based in New Delhi (India).
Selected applicant will have an initial two (2) year fixed-term contract, with possibility of extension, subject to satisfactory performance, organizational needs and availability of funding.
Only shortlisted candidates will be notified and advance to the next stage of the selection process, which involves various assessments.
UNICEF does not charge a fee at any stage of the recruitment process including application, interview, meeting, traveling, processing, training etc. UNICEF is a non-smoking working environment.
Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service.
For more information about UNICEF India, please refer to the link below: – http://unicef.in
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Working with the United Nations
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For Swiss nationals
Expiry date: 20/09/2021
Job type: Staff (Permanent and Fixed Term)
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