People and Culture Officer (Diversity, Equity and Inclusion)

La misión fundamental de UNICEF es promover los derechos de todos los niños y niñas, en todas partes, en todo lo que la organización hace en los programas, en la promoción y en las operaciones. La equidad, haciendo hincapié en los niños, las niñas, adolescentes y las familias más desfavorecidos y excluidos, traduce este compromiso con los derechos de los niños en acciones. Para UNICEF, la equidad significa que todos los niños y niñas tienen la oportunidad de sobrevivir, desarrollarse y alcanzar su máximo potencial, sin discriminación, prejuicios o favoritismo. En la medida en que cualquier niño o niña experimenta una desigualdad de oportunidades en su vida en las dimensiones sociales, políticas, económicas, cívicas y culturales, sus derechos son violados. Cada vez hay más pruebas de que invertir en la salud, la educación y la protección de los ciudadanos más desfavorecidos de una sociedad, abordando la inequidad, no sólo dará a todos los niños y niñas la oportunidad de desarrollar su potencial, sino que también conducirá al crecimiento sostenido y la estabilidad de los países. Es por eso que el enfoque en la equidad es tan vital. Acelera el progreso hacia la realización de los derechos humanos de todos los niños y niñas, que es el mandato universal del UNICEF, como se describe en la Convención sobre los Derechos del Niño, al tiempo que apoya el desarrollo equitativo de las naciones.

UNICEF recently transitioned from the classic Human Resources Management approach to a new Division of People and Culture. This transformation people-centric approach represents, among others, consolidating people management and culture, fostering diversity, equity, inclusion as a catalyst for talent development to tackle the challenges that children face.

This new People and Culture approach implies not only to accompany Country Offices (COs) in the process of change management but also to closely follow up the integration of Diversity, Equity and Inclusion (DEI) into every aspect of the employee lifecycle, from outreach, recruitment, and talent development to succession planning, talent enablement, and off-boarding in the Region.

The transformation also involves more inclusive learning initiatives and development of tailored tools such as coaching and mentorship and therefore, requires coordination and standardization among the entire Latin America and Caribbean Region (LAC).

Under the supervision of the Regional Chief of Human Resources (HR) in the Regional Office, the IUNV will be responsible for collecting inputs, and coordinate and monitor initiates related to the transition to People and culture in the Latin America and Caribbean Region, including the implementation and monitoring of the diversity, equity and inclusion (DEI) regional roadmap, the identification of learning and developments needs, and supporting the different functional areas in the development of new talent networks, among others.

People and culture transformation

- To support and monitor change management and capacity strengthening/empowerment of the HR community in the Region, as per the new reporting lines to the management in Country Offices.
- To support and gather inputs for the development of a strategy of mentorships among the HR community in the Region.
- Support the coordination of HR periodic meetings with the HR community in the Region and document exchanges, good practices and Q&A.
- Prepare presentations and/or consolidate data on progress of the transformation in the Region.

Diversity, Equity and Inclusion (DEI)

- Support the development and implementation of the Diversity, Equity and Inclusion (DEI) roadmap for the LACR Region.
- Support arrangements with Country Offices (COs) to socialize the DEI and document the respective feedback.
- Draft different instruments to follow up on the actions of the DEI Regional roadmap.
- Monitor DEI dashboards to follow up on DEI progress in the region.
- Prepare data and analytics for reports and presentations to the management on the advances of the DEI strategy.

Learning and Development

- Support in the coordination of learning initiatives for the Regional Office in Panama.
- Coordinate with Headquarters (HQ), the Global Shared Services Centre (GSSC) and the COs on courses and learning initiatives for the LAC Region.
- Contribute to the draft for the development of innovative learning modalities including but not limited to mentorship, experiential learning and mentorship, following guidelines of the Division of Human Resources (DHR) on the new UNICEF Learning Ecosystem.
- Draft reports on learning developments for the LAC Region.
- Coordinate actions and serve as back up specific periods of absence of the Learning and Development Officer (Emergency), for the Humanitarian Learning and Development Strategy, surge management and emergency recruitments, if required.
- Support in the administration of the Learning and development (L&D) budget for the COs.

Talent Networks initiatives

- Work closely with HRBPs in the Regional Office and the Learning and development Officer (emergency) in the development of talent networks by functional area in the region.
- In close coordination with the Regional Chief of HR, The Human Resources Business Partner (HRBPs) and the Regional Advisers, support the identification and implementation of development opportunities per functional area for the LAC Region.
- Support the Chief of HR in the identification of new talent outreach tools in the region.