Human Resources Officer (Employer Branding), P-2, TA, 364 days, Talent Engagements and Partnerships, Division of People and Culture, Istanbul, Türkiye, Post# 131454

Join UNICEF as a Human Resources Officer (Employer Branding) and play a pivotal role in strengthening the organization’s employer brand and talent outreach efforts. Drive global strategies and campaigns that attract diverse, high-potential talent aligned with UNICEF's mission. In collaboration with internal and external partners, you'll develop dynamic content, manage global branding activities, and provide innovative solutions to enhance the candidate experience. Your expertise in digital marketing, talent acquisition, and employer branding will help build a committed and motivated workforce. If you're passionate about creating impact and fostering inclusion, apply now to help shape UNICEF’s workforce for a brighter future!

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, Hope

The Human Resources Officer (Employer Branding) is responsible for providing ongoing support in strengthening the talent outreach and organizational employer brand which encapsulates UNICEF’s candidate experience. Moreover, the Human Resources Officer is responsible for assisting in developing and implementing organization-wide talent outreach strategies, campaigns and initiatives, which will enable HR Business Partners and Hiring Managers to better identify, attract and engage top-quality and high-potential talent from diverse backgrounds for priority staffing areas. The Human Resources Officer (Employer Branding) will work closely with the DHR Communication Specialist and other key partners in the division to ensure strategies are activities are aligned with the OneHR Strategy 2022-2025 and DHR priorities. The Human Resources Officer will also work closely with relevant teams outside of the division, including the Division of Global Communication and Advocacy (GCA) and UNICEF’s Culture and Diversity team.

How can you make a difference? 

Such efforts will aim to give UNICEF a competitive advantage in attracting and nurturing employees who embody the brand, leading to a motivated and committed workforce, and to reinforcement of the perception of UNICEF as an organization with staff members that are motivated, proud, and committed to its mission.

This will include:

Employer Branding

• Support the development and implementation of an effective content strategy to enhance UNICEF’s employer brand and engage targeted talent communities in a dynamic, interactive, and meaningful manner.
• Develop compelling and engaging editorial, multimedia, and digital content to be disseminated across multiple talent outreach channels, such as websites, social media, newsletters and career events.
• Arrange and coordinate day to day multidimensional employer branding activities from initial planning to execution and post-launch optimization.
• Provide active support in designing, executing, and evaluating global employer branding and outreach campaigns.
• Monitor and measure the impact and effectiveness of employer branding activities, generate performance reports on a timely basis, and ensure maximum impact and continuous improvement of branding efforts.
• Work closely with relevant colleagues and stakeholders across the organization to ensure alignment with the organizational brand and collaborate on joint talent outreach and employer branding activities.
• Assess needs and initiate the development of materials that address the employer brand. This includes digital and print materials, guidelines and online toolkits that offices can use for their outreach and branding needs.

Talent Outreach

• Assist with the update, implementation and on-going evaluation of the Global Talent Outreach StrategySupport in the conceptualization and development of outreach strategies and plans to be aligned with functional/geographical staffing goals and priorities.
• Support in the establishment and management of strategic partnerships with governments, civil society, academic institutions, professional associations and networks, private sector organizations and service providers.
• Assist and participate in the planning, execution and evaluation of global talent outreach activities and initiatives.
• Provide recommendations to HR Business Partners, the wider HR Community and Hiring Managers in identifying the most effective talent outreach channels and sources to attract a diverse population of candidates that are aligned with the organization’s vision and values.
• Develop and implement targeted campaigns for global recruitment initiatives, generic vacancy announcements and other priority recruitments as required.

Capacity Building

• Support in the preparation and development of guidelines, documents, trainings, workshops, webinars, learning materials, case studies, best practices and guides to build organizational talent outreach and employer branding capacity;
• Provide in-depth research and analytics reports to identify innovative technologies and marketing approaches, and to recommend tactics to advance UNICEF’s talent outreach and employer branding efforts).
• Provide inputs on performance indicators and monitor progress towards capacity building outcomes and impacts.
• Support in managing an organizational talent outreach knowledge sharing portal and respond to queries sent to UNICEF Careers mailbox.
• Organize, manage and maintain an up-to-date documentation center on the team shared drive, including employer branding assets, digital and multimedia content, talent outreach documents and files, knowledge library, etc.

• Act as a liaison between teams in DHR and GCA to align and update the strategy and content calendar to global communication and advocacy priorities
• Contribute to DHR’s internal communication and engagement around talent outreach by developing and promoting content on SharePoint, Viva Engage and other key platforms
• Additional responsibilities may be assigned as needed.

If you would like to know more about this position, please review the complete Job Description here: HR Officer JD

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

Minimum requirements:

• Education: An Advanced University Degree in marketing, advertising, digital media, public relations, human resources management or other related social science field is required.
• Work Experience: 
  • A minimum of two years of professional experience in digital marketing, brand management, public relations or talent acquisition in an international organization and/or large corporation is required.
  • Experience with content marketing, social media strategy/management, market research and data analytics is highly desirable.
  • Employer branding, recruitment marketing, relationship management, digital content creation experience would be a strong asset.
  • Proficiency in effective communication is essential.

• 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.

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 

Familiarize yourself with our competency framework and its different levels.

UNICEF is committed to diversity and inclusion within its workforce, and encourages all candidates, irrespective of gender, nationality, religious or ethnic background, and persons with disabilities, to apply to become a part of the organization. To create a more inclusive workplace, UNICEF offers paid parental leave, breastfeeding breaks, and reasonable accommodation for persons with disabilities. UNICEF strongly encourages the use of flexible working arrangements. Click here to learn more about flexible work arrangements, well-being, and benefits.

According to the UN Convention on the Rights of Persons with Disabilities (UNCRPD), persons with disabilities include those who have long-term physical, mental, intellectual, or sensory impairments which, in interaction with various barriers, may hinder their full and effective participation in society on an equal basis with others. In its Disability Inclusion Policy and Strategy 2022-2030, UNICEF has committed to increase the number of employees with disabilities by 2030. At UNICEF, we provide reasonable accommodation for work-related support requirements of candidates and employees with disabilities. Also, UNICEF has launched a Global Accessibility Helpdesk to strengthen physical and digital accessibility. If you are an applicant with a disability who needs digital accessibility support in completing the online application, please submit your request through the accessibility email button on the UNICEF Careers webpage Accessibility | UNICEF.

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’s active commitment to diversity and inclusion is critical to deliver the best results for children. For this position, eligible and suitable HR Professionals 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.

In this role, you will collaborate with colleagues across multiple locations. For effective collaboration, we encourage flexible working hours that accommodate different time zones while prioritizing staff wellbeing.

Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service.

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.