Human Resources Manager, P-3, Brasilia, Brazil, #129651, Temporary Appointment

UNICEF Brazil is seeking a highly qualified professional to lead the Human Resources team in executing a broad range of HR services during a parental leave period. This responsibility is to be carried out independently, with the primary focus on ensuring that results align with the vision set by the office’s leadership. Therefore, the HR Manager must have an in-depth understanding of HR functions and their role in supporting the organization’s business objectives. The HR Manager is also expected to address complex HR matters that deviate from established patterns. Additionally, the HR Manager will be responsible for planning, organizing, and supervising a team of HR staff.

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, an advocate

Since 1950, UNICEF has supported the most important transformation for children and adolescents in Brazil. Through its main office in Brasília and nine field offices, UNICEF Brazil works in close partnership with national and sub-national governments, corporate partners, youth, and civil society organizations. For information of the work of our organization in Brazil, please visit our website: UNICEF Brazil  

How can you make a difference? 

The HR Manager 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.

To make a difference, the incumbent shall be responsible for following key strategic functions, accountabilities, and related duties/ tasks:

1. Business Partnering: Provide accurate and timely advice on HR processes and policies with a strong client-oriented approach. Proactively resolve human resources issues, ensuring equitable and transparent solutions that protect the interests of both staff and the organization, in alignment with policies, regulations, and procedures. Promote organizational goals, focusing on gender equity and cultural diversity.
2. Strategic Human Resources: Collaborate with HQ Divisions, regional, and country offices to support and contribute to the formulation and global implementation of corporate HR strategies. Offer feedback and recommendations for the improvement of HR systems, policies, and processes. Stay informed about best and cutting-edge HR practices through research and benchmarking and contribute to the development of global policies and procedures. Foster innovation by sharing best practices and knowledge gained.
3. Implementation of assigned Human Resources Services: Lead and guide the HR team to support various HR functions such as recruitment, job classification, career development, performance management, data analytics, and learning & development to provide efficient client services. Analyze and address routine and non-routine HR issues by interpreting established guidelines and recommending solutions or further actions. Assist supervisors in attracting, retaining, and motivating high-caliber staff through effective HR services.
4. Learning and Capacity Development:  Work with business owners to design and deliver learning plans that enhance staff knowledge and skills. Contribute to the competency mapping for all staff within the assigned client portfolio, supporting the development of the talent pipeline. Recommend cost-effective learning products that strengthen staff capacity to achieve business goals. Participate in capacity-building initiatives and provide orientation briefings to new staff. Offer day-to-day performance and talent management guidance to line management, including coaching, counseling, career development, and disciplinary actions.
5. Managerial leadership: Lead and manage the Human Resources team based in Brasília, providing them with clear objectives and goals, ensuring teambuilding and effective working relations across office teams. Lead annual work planning of the unit.

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.
• Experience – i) A minimum of five (5) years of increasingly responsible professional experience in human resource management in an international organization and/or large corporation is required. ii) Proven leadership and experience in managing a team. 
• Language – Fluency in English. 

Desirables:

• Knowledge of Spanish and/or Portuguese will be 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 

(8) Nurtures, leads and manages people) for a supervisory role

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.

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 afro-descendants, indigenous, LGBTQIA+ and other minorities 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.

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.