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- Functional areas mapping –review of existing functional areas of UNICEF to determine if functions need to be added, merged, removed.
- Skills mapping – capture the existing skills of UNICEF staff, develop a skills 'inventory' of required skills of current posts (both current state and future needs) and take measures to close the skills gap. This involves overseeing stakeholder relations, effective communication, and providing training to staff members.
- Work modalities tool – review, monitor and / or roll out of the tool (e.g. office-based, blended telework at duty station, home-based, surge mechanisms, retainer modality, part-time work, expanding the humanitarian Emergency Response Team (ERT) concept to non-humanitarian contexts, etc.)
- Implement various features of Internal Talent Marketplace platforms and system functionality.
- Work closely with external vendors and facilitate the integration of systems and functionalities crucial to UNICEF's operations.
- Collaborate closely with external vendors to gain a deep understanding of system functionalities, features, and capabilities.
- Identify key points of contact and establish effective communication channels to facilitate the application and availability of functionalities for UNICEF.
- Evaluate and pinpoint areas that require updates or modifications to enable the use of functionalities.
- Work hand-in-hand with vendors to ensure project milestones and activities are completed within established timelines.
- Provide skills mapping analysis report to key stakeholders and management team, which requires generating skills mapping reports from external vendors and adeptly interpret the data and producing an easy to read and digest skills mapping report.
- Support the review and strengthen guidance and support on workforce planning including, but not limited to:
- Integration of Workforce Planning in the Talent Mobility Strategy and linkage between recruitment, mobility and career development.
- Supporting the ongoing development of the skills inventory for both posts and staff and tying this to the capabilities framework being developed by Performance Management and Talent Development Teams.
- Review the sources and content of workforce data and how it can better support talent pipeline management and develop an action plan accordingly.
- Support key stakeholders with the functional area mapping as needed.
- Review the sources of workforce data and validate accuracy of data. Identify external sources that will assist with searching sources of data in targeting the needs/gaps and leverage data to support workforce analysis.
- Support Talent Engagement and Partnerships initiatives as needed.
- An advanced university degree (master's or higher) in any of the following relevant areas: human resources, data & analytics, and organization design is required.
- A first University Degree in a relevant field combined with 2 additional years of professional experience may be accepted in lieu of an Advanced University Degree.
- A minimum of five years of relevant professional experience in human resources, with at least three (3) years' experience in strategic workforce planning.
- Multi-sector experience is welcomed.
- Developing country work experience and/or familiarity with emergency is considered an asset.
- Fluency in English is required. Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) or a local language is an asset.
HR Specialist - Istanbul, Türkiye - United Nations Children's Fund
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Job Description
Description
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The HR Specialist (Workforce Planning) is considered an experienced professional and is responsible for the implementation and execution of work force planning strategy as well as global framework. The incumbent will report to the HR Manager (Workforce Planning) and will act as a subject matter expert (SME) inclusive of providing guidance to key stakeholders and partners on all workforce planning matters. The Workforce Planning initiative is currently focused on four key areas:
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