Human Resource Manager, P4, Temporary Appointment (TA – 6 months*), #129129, Dhaka, Bangladesh # 573041 (For Non – Bangladeshi Nationals only)

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UNICEF - United Nations Children’s Fund


The Human Resources (HR) Manager is responsible for managing various HR functions to ensure the effective and efficient Human Resource services. This role involves handling tasks related to recruitment, employee relations, contracts and benefits administration and performance management. The HR Manager plays a crucial role in fostering a positive work environment, ensuring staff well-being, enhancing employee satisfaction, and contributing to the overall success of the organization by ensuring that the workforce is well-supported and aligned with our OneHR Strategy.

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, a hero.

UNICEF Bangladesh Country Office (BCO) has more than 320 staff and 100+ consultants, UNVs and Interns spread over our country office based in Dhaka and 7 other field offices. Cox’s Bazar is our largest field office with more than 100+ staff working in an L1 protracted emergency. The BCO has just completed a PBR exercise and is in the process of implementing significant changes to its staffing structure, including for the HR Team itself. The team is involved in an extensive recruitment exercise, in collaboration with recruitment hub based in ROSA. With around 51 encumbered posts being affected, the HR Team is currently engaged in implementing an HR Mitigation and Staff Support Strategy, targeting primarily those whose positions have been abolished. Apart from the business as usual, the team’s focus has also been to implement our OneHR Strategy in the context of Bangladesh. As a result, the team is also working on the implementation of our Staff Mental Health and Well-being Strategy for UNICEF Bangladesh 2024, in addition to a very ambitious Annual Learning Plan and as part of Annual Work Plan for this year.

The HR Team in Bangladesh Country Office is committed to providing qualitative, agile, and people-centric service to all its personnel in Dhaka, as well as in our Field Offices including Cox’s Bazar, currently an L1 Emergency Duty Station. The team operates relying on the HR Business Partnering model to ensure best solutions are identified for all human resources management needs with a strong focus on client service orientation.

How can you make a difference? 

The Human Resources (HR) Manager is responsible for managing various HR functions to ensure the effective and efficient Human Resource services. This role involves handling tasks related to recruitment, employee relations, contracts and benefits administration and performance management. The HR Manager plays a crucial role in fostering a positive work environment, ensuring staff well-being, enhancing employee satisfaction, and contributing to the overall success of the organization by ensuring that the workforce is well-supported and aligned with our OneHR Strategy.

The HR Manager, 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.

The purpose of the assignment is to support the BCO with a seamless transition into its new organizational structure effective from the 1st of September 2024. The focus of the incumbent will be to build the capacity of newly hired HR practitioners within the HR Team as needed. Details pertaining the new structure and rationale behind it, will be shared in due course.

Major duties and responsibilities:

  • HR Capacity Development: Provide comprehensive professional/technical training to newly appointed HR Colleagues, building on our existing training plan for the respective areas of functional expertise as outlined in the JDs, (and as per our org chart). Ensure that new HR Colleagues are fully trained in various areas of interest and that they can perform their deliverables in a self-sufficient manner, independently and under little supervision. Participate as a resource person in capacity building initiatives to enhance the competencies of clients/stakeholders.
  • Change Management: Support with the smooth and seamless transition of the HR Team into its new structure as depicted in the organizational chart below. Help all the other sections with a smooth transition into their new structures as needed as well.
  • Technical HR Leadership: Provide technical leadership in various HR specialty areas with responsibility for reviewing the work of other Professional and General Service staff for compliance with principles and concepts, policies, regulations and rules as well as for soundness of judgement and conclusions.
  • Business Partnering: Through research of policies and analysis of data, provide support to the clients directly or to the HR Business Partner in advising their clients on HR-related needs and developing subsequent plans of action. Serve as the single point of contact for his/her client portfolio on advice pertaining to all aspects of the employment life cycle. 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.
  • Entitlements & Benefits: Assist staff with separation as needed by 31st of August 2024. 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.
  • Recruitment activities: Provide support to the HR team with recruitment activities by identifying, attracting, interviewing, selecting, hiring, and onboarding personnel. Serve as the single point of contact for recruitment processes, he/she is assigned to work on, ensuring the highest level of client-orientation and compliance with pre-established KPIs.
  • Performance Management: Help with the oversight of the HR Team’s performance to ensure qualitative and people-centric HR support. 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 team to perform their duties responsibly and efficiently.
  • Project Support: Support with specific projects as part of the Annual Work Plan for HR for 2024 as needed.

If you would like to know more about this position, please review the complete Job Description here: Download File ToR _ HR Manager,P4 _Temporary Appointment.pdf

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: 

  • Eight years of professional experience in human resource management in an international organization and/or large corporation is required.
  • Professional experience as an HR Business Partner is required.
  • Experience related to entitlements & benefits is desirable.
  • Technical knowledge of the principles and concepts of human resources management is required.
  • Demonstrated professional experience in HR Capacity Development will be considered highly desirable.
  • Professional experience leading a team of HR professionals will be considered a strong advantage.
  • Experience in organizational change management is highly desirable.

LANGUAGE PROFICIENCY:  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

The UNICEF competencies required for this post are…

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)

Drive to achieve impactful results (2)

Manages ambiguity and complexity (2)

Familiarize yourself with our competency framework and its different levels.

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, 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 to our staff, including paid parental leave, time off for breastfeeding purposes [KR5], and reasonable accommodation 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:

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. The genuine and complete vacancy announcements are published on UNICEF Careers website at https://jobs.unicef.org/en-us/listing/ 

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.

Internal candidates may be given preference over external candidates. The term “Internal” refers to all staff members with fixed term, continuing or permanent appointments. Internal candidates who are legally permitted to work for UNICEF in Bangladesh, independently of UNICEF appointment, will also be considered.

Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service.

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. 

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.

Applicants must provide complete and accurate information pertaining to their candidate profile and qualifications according to the instructions provided in the Applicant system in order to be considered. The information submitted will be used for administrative purposes, salary/step determination and conditions of employment. No amendment, addition, deletion, revision or modification shall be accepted for applications that have already been submitted for this position.

*This is a temporary coverage during the Parental Leave of the current incumbent, for an initial period of 6 months.

Additional information about working for UNICEF can be found here.

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