Children in West and Central Africa have their rights violated on daily basis to an extreme extent. The West and Central Africa Regional Office (WCARO) is working to renew its efforts to advance children’s rights which have been impeded by economic and public health crises, and natural disasters. Though child mortality decreased, and more children are in school, a high number live in poverty. To learn more about WCARO please visit this page.

How can you make a difference?
Under the supervision of the Human Resources Manager, the Human Resources Specialist (Planning and Analytics), within their area of responsibility, will focus on planning and analytics and will work across all units in the Human Resources Section, primarily on data mining, analytics, and reporting, which should stimulate not only thinking and action on technical and digital innovation to advance the HR mandate, but also generate evidence for management decision making. ln addition, the incumbent is responsible for the planning, implementation, monitoring of the human resources workforce analytics as part of the Regional Office oversight function.

• Provide strategic support in terms of planning, monitoring, and reporting of activities and results through the definition of objectives and goals of the section, production of key management reports, studies and analysis, evaluations and reviews, enterprise risk management.
• Drawing attention on monitoring and analysis of key performance and management indicators, provide professional inputs to management reports, including but not limited to the annual reports.
• Ensure that reporting requirements from both internal and external stakeholders are fully met and on a timely basis.
• Through regular reporting, enable Regional Office HR team to keep a finger on the pulse of our organization by tracking key workforce and recruitment metrics, so new trends and opportunities can be spotted early on, and emerging problems can be addressed before they significantly impact the business.
• Ensure the quality assurance and integrity of HR data, primarily workforce and recruitment data, as the main source for reporting and analytics.
• Interpret and analyze HR data to help inform strategic decision making on HR processes and strategies.
• Coordinate and partner with country offices to help in their HR information management.
• Consult with clients to frame their data requests and to understand their needs, and based on analysis and needs, develop reports and dashboards.
• Proactively initiate development of actionable proactive metrics that drive forecasting capabilities and strategic insights as well as identification of ways to continuously improve quality and efficiency of HR reporting.
• Promote use of innovative tools and simplify forms and other tools with a view to reducing manual inputs and to promoting automation.
• Perform workforce analytics and other ad-hoc reporting, including supporting the Program Budget Review (PBR) HR contributions.
• Provide oversight and guidance to all managers and HR practitioners in the region on management of key performance indicators and reporting. Collaborate with HR practitioners and managers to identify interventions necessary for improved performance monitoring using indicators.
• Coordinate the development of a regional HR work plan and platform for knowledge management. Ensure accurate and timely input of HR information systems and provision of reports for decision making.
• Under the supervision of the Human Resources Manager, collaborates with the Learning & Development Manager to contribute to design and deliver learning plans for staff to enhance their knowledge and build skills in new areas, e.g. innovation and data intelligence.
• Contribute to all HR activities including workforce planning, talent management, and staffing, performance management, learning and development etc.
• Keep abreast, research, benchmark, and implement best and cutting-edge practices in HR Planning and Analytics domains.
• Promote the organizational goals and targets for gender equity and cultural diversity.


To qualify as an advocate for every child you will have…
• Education: Advanced university degree (master’s degree or higher) in Human Resources Management, Business Management, International Relations, Economics, Social Sciences, or similar discipline. A bachelor’s degree may be accepted in lieu of a master’s degree, if compensated by two additional years of relevant working experience—i.e. seven years of experience instead of five.
• Experience: A minimum of five years of progressively relevant experience, at the national and international levels, in human resources (HR), information technology (IT), planning, monitoring and/or evaluation, statistical analysis, operations management, social development or other relevant areas.
• Language Requirements: Fluency in English and working knowledge of French, with excellent writing skills, are required. Knowledge of another UN official language (Arabic, Chinese, Russian, Spanish) and/or Portuguese is an asset.


For every Child, you demonstrate…
UNICEF’s values of Care, Respect, Integrity, Trust, Accountability, Sustainability (CRITAS).
The UNICEF competencies required for this post are…
• 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)
• To view our competency framework, please visit here.


Required Skills
Strategic:
• Experience and ability to implement targeted and innovative human resources (or other) strategies and systems to address clients’ people-related needs.
• Ability to implement innovative HR and/or other programs within a fast paced, evolving, and wide organizational setting.
Technical:
• In-depth technical knowledge of the principles and concepts of human resources management.
• Demonstrated experience in information management systems including complex data analysis, complex systems report generation and information presentation is required.
• Demonstrated ability to analyze correlations between program metrics and HR data is an asset.
• Ability to identify and analyze systemic issues, formulate opinions, and make conclusions and recommendations to resolve same.
• Excellent knowledge of organizational and HR information technology systems and tools as well as similar data analysis systems such as Microsoft Excel and Power BI.
• Knowledge of SharePoint.


Interpersonal and Communication:
Demonstrated ability to communicate effectively in a diverse organization tailoring language, tone, style, and format to match audience.
Ability to empathize with client managers, supervisors and staff while advocating for consistent and equitable applications of promulgated HR regulations and rules.
UNICEF is committed to diversity and inclusion within its workforce, and encourages all candidates, irrespective of gender, nationality, religious and ethnic backgrounds, including persons living with disabilities, to apply to become a part of the organization.
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 also adheres to strict child safeguarding principles. All selected candidates will be expected to adhere to these standards and principles and will therefore undergo rigorous reference and background checks. 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.


Remarks
Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service. Only shortlisted candidates will be contacted and advance to the next stage of the selection process.
UNICEF appointments are subject to medical clearance.? Issuance of a visa by the host country of the duty station, which will be facilitated by UNICEF, is required for IP positions. Appointments may also be subject to inoculation (vaccination) requirements, including against SARS-CoV-2 (COVID-19).
Government employees that are considered for employment with UNICEF are normally required to resign from their government 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.