People and Culture Officer (P2), #135761 (Temporary Appointment- 364 days), Amman- UNICEF Jordan Country Office, MENA ( Open for non Jordanians only)

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 for as long as we are needed. 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 professional and personal development that will help them reinforce a sense of purpose while serving children and communities across the world. We welcome everyone who wants to belong and grow in a diverse and passionate culture, coupled with an attractive compensation and benefits package.

Visit our website to learn more about what we do at UNICEF.

For every child, the right to a bright Future

The Hashemite Kingdom of Jordan is a leader in the region for the rights of its children. Working closely with the Government of Jordan, civil society, the private sector, and communities, UNICEF Jordan Country Office aims to sustain results achieved for children to date, and strive to further improve policies, national institutions and programmes, for the well-being of every child in Jordan, in line with Jordan’s Vision 2025 and the National Human Resources Development Strategy (2016-2025) towards achieving the Sustainable Development Goals. Our programmes focus on improving the lives of the most vulnerable and disadvantaged children in the Kingdom, irrespective of their nationality, gender, religion, or background. Our main pillars include Child Protection; Education; Water, Sanitation & Hygiene; Adolescent and Youth Engagement, Health and Nutrition; Social Protection; and Operations.

How can you make a difference? 

You report to the People and Culture Manager for close guidance, training and supervision. You provide support to the supervisor and colleagues in the unit by executing People and Culture services through applying knowledge of theoretical People and Culture models, as well as understanding of organizational HR policies and procedures. Working in this environment, you contribute to operational demands in supporting case management from entities but also in leading strategic projects/processes, providing advisory support and implementing change management efforts in shaping a responsive, agile, and client-focused People and Culture  function.

1. Business Partnering

• Through research of policies and analysis of data, provide support to the People and Culture  Business Partner in advising their clients on HR-related needs and developing subsequent plans of action.

• Provide accurate and timely advice to clients on People and Culture R 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.

• Promote the organizational goals and targets for gender equity and cultural diversity.

2. Strategic Human Resources

• Liaise with the HQ Divisions, regional and country offices to support and contribute to corporate People and Culture  strategy formulation and global implementation. Provide feedback and make recommendations on the establishment and improvement of People and Culture  systems, policies and processes.

• Keep abreast, research, benchmark, and implement best and cutting edge practices in People and Culture  management and contribute to the development of global policies, procedures and introduce innovation through sharing of best practices and knowledge learned.

3. Support to Implementation of assigned Human Resources Services

• Provide support to various or one specific People and Culture  occupation (recruitment, job classification, career development, performance management, data analytics, learning & development, change management, culture change etc.) to help their supervisors in implementing 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 established, formal guidelines to address and recommend solutions or further actions required.

4. Learning and Capacity Development

• In collaboration with business owners, support the design and delivery of learning plans for staff.

• 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.

• Research on efficient and cost-effective learning products which enable staff to develop their skills and competencies.

• Participate as a resource person in capacity building initiatives to enhance the competencies of clients/stakeholders.

• Provide orientation briefings to new staff.

5. HR Data Analytics

• Collect, interpret and analyze People and Culture 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 assist in their People and Culture information management.

To qualify as an advocate for every child you will have…

Minimum requirements:

• Education: A University Degree in human resource management, business management, international relations, psychology or another related field is required
• Work Experience: Two years of professional experience in human resource management in an international organization and/or large corporation is required.
• Demonstrated experience in facilitation, instructional design, particularly creating user-centered learning materials or onboarding content, is an asset.
• Experience in knowledge management methodologies and communications strategies is an asset.

 

• Skills:

Technical 

1. Advanced knowledge of the principles and concepts of human resources management.
2. Ability to identify issues, conduct rigorous research, and make conclusions and recommendations.
3. Strong research, planning, and organizational skills.
4. Excellent knowledge of information technology systems and tools.

Interpersonal and Communication  

1. Ability to communicate effectively in a diverse organization tailoring language, tone, style and format to match audience.
2. Ability to empathize with client managers, supervisors and staff while advocating for consistent and equitable applications of promulgated HR regulations and rules.

• Language Requirements: Fluency in English is required. Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) or a local language is an asset.

Desirables:

• Relevant experience at country level, particularly in development, fragile settings and humanitarian contexts.
• Ability to use various People and Culture  information systems and internal data warehouses for descriptive and predictive analysis for management decision making is highly desirable.
• Demonstrated experience in areas such as onboarding/offboarding innovations and process improvement is highly desirable.
• Demonstrated experience in coordination of process-improvement or change-management activities is highly desirable.

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. 

Familiarize yourself with our competency framework and its different levels.

UNICEF promotes and advocates for the protection of the rights of every child, everywhere, in everything it does and is mandated to support the realization of the rights of every child, including those most disadvantaged, and our global workforce must reflect the diversity of those children. The UNICEF family is committed to include everyone, irrespective of their race/ethnicity, disability, gender identity, sexual orientation, religion, nationality, socio-economic background, minority, or any other status.

UNICEF encourages applications from all qualified candidates, regardless of gender, nationality, religious or ethnic backgrounds, and from people with disabilities, including neurodivergence. We offer a wide range of benefits to our staff, including paid parental leave, breastfeeding breaks and reasonable accommodation for persons with disabilities. UNICEF provides reasonable accommodation throughout the recruitment process. If you require any accommodation, please submit your request through the accessibility email button on the UNICEF Careers webpage Accessibility jobs-near-me.org UNICEF. Should you be shortlisted, please get in touch with the recruiter directly to share further details, enabling us to make the necessary arrangements in advance.

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 based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities. UNICEF is committed to promote the protection and safeguarding of all children. 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, and selected candidates with disabilities may be requested to submit supporting documentation in relation to their disability confidentially.

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 is committed to fostering an inclusive, representative, and welcoming workforce. For this position, eligible and suitable male candidates 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.

UNICEF staff members holding fixed-term, continuing, or permanent appointments who are considered to be on abolished post status may apply for this temporary position and, if selected with a start date before 31 December 2025, may take it up as a temporary assignment, in line with UNICEF guidance on separation due to the abolition of posts or staff reduction. They will retain their fixed-term entitlements but will not hold a lien to their abolished post. For other scenarios where a Temporary Assignment may be possible, please refer to Additional guidance on IP to IP temporary assignments after completion of the full TOD.pdf (accessible to UNICEF personnel only).

The conditions of a temporary assignment, including relocation entitlements, will depend on the status of the staff member’s original appointment and may be limited in accordance with applicable UNICEF policies, procedures, and practices in force.

Humanitarian action is a cross-cutting priority within UNICEF’s Strategic Plan. UNICEF is committed to stay and deliver in humanitarian contexts. Therefore, all staff, at all levels across all functional areas, can be called upon to be deployed to support humanitarian response, contributing to both strengthening resilience of communities and the capacity of national authorities.

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.