Human Resources Officer (Learning and Development), P-2, Fixed-Term Appointment, Nairobi, Kenya Country Office#58749 (Open to Non-Kenyans)

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  • Contract
  • Nairobi

UNICEF - United Nations Children’s Fund

The post is located in HR Unit of Operations Section of KCO and reports to HR Manager. HR Unit is responsible for providing wide range of HR services to staff members and management of Kenya CO and ESARO.

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 chance

Work with us | UNICEF Kenya

How can you make a difference? 

The HR Officer reports to the HR Manager for close guidance and supervision. The HR Officer provides support to the supervisor and colleagues in the unit by executing HR services through applying knowledge of theoretical HR models, as well as understanding organizational HR policies and procedures. The incumbent will be focusing on the areas of Learning and Development, Performance, and Career management.
Summary of key functions/accountabilities:
1. Strategic Human Resources
  • Liaise with the HQ Divisions, and 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 contribute to the development of global policies, and procedures, and introduce innovation through sharing of best practices and knowledge learned.
2. Support to Implementation of assigned Human Resources Services
  • Provide support to various or one specific HR occupation (career development, performance management, data analytics, learning & development, etc.) to help their supervisors implement 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, and establish, formal guidelines to address and recommend solutions or further actions required.
3. Learning and Capacity Development
  • In collaboration with business owners, support the design and delivery of learning plans for staff. Serves as a Secretary to the Staff Development Committee.
  • Contribute to the mapping of competencies for all staff included in the assigned client portfolio, assisting in the development of a comprehensive framework in support of the development of the talent pipeline. Develop and implement a structured approach to career development counseling.
  • Research efficient and cost-effective learning products that enable staff to develop their skills and competencies. Assess and monitor training impact on the delivery of results for children.
  • Participate as a resource person in capacity-building initiatives to enhance the competencies of clients/stakeholders.
  • Provide orientation briefing to new staff.
4. HR Data Analytics
  • Collect, interpret, and analyze HR data to help inform decision-making on HR processes and strategies.
  • Support the development and implementation of 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: A university degree in human resource management, business management, psychology, or another related field is required.
  • Work Experience: At least 2 years of relevant work experience in human resource management in an international organization and/or large corporation is required.
  • Skills: Advanced knowledge of the principles and concepts of human resources management; Ability to identify issues, conduct rigorous research, and make conclusions and recommendations; Excellent knowledge of information technology systems and tools.
  • Language Requirements: Fluency in English is required. Knowledge of another official UN language or the local language of the duty station is considered an asset.


  • Developing country work experience and/or familiarity with emergency. 

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. 

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 measures to include a more diverse workforce, such as paid parental leave, time off for breastfeeding purposes, 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.


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. 

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.

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