UNICEF is committed to realising the rights of all children to help them build a strong foundation and have the best chance of fulfilling their potential.

We believe that ensuring a child is happy and healthy begins before birth: from ensuring their mother has access to good health care to reaching adulthood as a healthy, empowered and informed young person of the next generation. This journey relies on every child having access to quality health care, good nutrition, education, and growing up in a safe environment free from violence.

The People and Culture Officer is a supportive role in providing research, analysis, and recommendations on a broad range of HR functions to Multi-Country Offices in Botswana, Lesotho, Namibia, and Eswatini Country Offices (known as BLNE) and contributes substantively to organization-wide HR strategies in the Eastern and Southern Africa Regional Office (ESARO). The role is also a strategic people and culture business partner to the technical team in the ESARO Johannesburg Hub. The People and Culture Officer reports to the People and Culture Officer Manager for close guidance, training, and supervision. The People and Culture Officer provides support to the supervisor and colleagues in the BLNE country offices by executing HR services through applying knowledge of theoretical HR models, as well as understanding organizational HR policies and procedures.

This assignment is reserved for UNICEF National staff (NO & GS) from East and Southern Africa (Regional Office and all Country Offices) and Middle East and North Africa (Regional Office and Yemen Country Office). Staff from contributing offices will be given priority.

1. Support the Implementation of assigned People and Culture Services in BLNE Country Offices
– Advise clients on People and Culture related needs and develop subsequent plans of action.
– Provide accurate and timely advice to clients on People and Culture processes and policies, ensuring the highest level of client orientation.
– In collaboration with People and Culture Associates, provide guidance and support to various People and Culture support (organizational design, recruitment, job classification, career development, performance management, data analytics, learning & development etc.) to help supervisors and staff members in implementing efficient client services that help either attract, retain and/or motivate staff of the highest calibre.
– Proactively advise clients on the resolution of human resources issues ensuring equitable and transparent solutions that protect both the staff and the organizations’ interests in accordance with policies, regulations, and procedures.
– Working closely with the HR Manager and People and Culture Associates, support the development and execution of strategies/action plans and initiatives that advance diversity, equity, and inclusion, fostering a positive workplace environment and enhancing employee engagement in the BLNE Country Offices and enabling adoption of an integrated culture and engagement strategies which empowers UNICEF personnel to embrace the necessary shifts needed to drive the culture change journey while upholding a values-based and people-first culture.

2. Learning and Capacity Development and Culture
– In collaboration with Staff Development Committees and People and Culture Assistants/Associates in BLNE, support the design and delivery of learning plans for staff.
– Working closely with the People and Culture Assistants/Associates, contributing to the mapping of competencies for all staff included in the assigned client portfolio, and 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 in BLNE Country Offices.

3. HR Data Analytics and Strategic People and Culture
– Collect, interpret, and analyse 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.
– Keep abreast, research, benchmark, and implement best and cutting-edge practices in HR management and contribute to the development of global policies, and procedures and introduce innovation through sharing of best practices and knowledge learned.

4. Business Partnering to ESARO Johannesburg Hub
– Advise clients on HR-related needs and develop subsequent plans of action.
– Provide accurate and timely advice to clients on HR processes and policies, ensuring the highest level of client orientation.
– Provide guidance and support to various People and Culture support (recruitment, career development, performance management, learning & development etc.) to help supervisors and staff members implement efficient client services that help either attract, retain and/or motivate staff of the highest calibre.
– Proactively advise clients on the resolution of human resources issues ensuring equitable and transparent solutions that protect both the staff and the organizations interests in accordance with policies, regulations, and procedures.
– Support the offboarding and onboarding of staff.

5. Other assigned duties and responsibilities
Performs any other ESARO HR duties and responsibilities assigned by the HR Manager and Regional HR Chief as appropriate to the purpose of this post, and delivers the results as required.