UNICEF works in over 190 countries and territories, tirelessly working to save children's lives, uphold their rights, and unlock their potential from early childhood through adolescence.
Our mission goes beyond a job—it is a deep calling that drives our passionate and committed team every day. At UNICEF, we are proud of the impact we make in the lives of children worldwide.
We offer a dynamic environment where careers flourish. With diverse opportunities for personal and professional growth, our staff are empowered to build fulfilling careers while contributing to a purpose that truly matters. Our supportive culture, alongside a competitive compensation and benefits package, ensures that every team member thrives as they help create a better future for every child.
Visit UNICEF Guinea to learn more about what we do at UNICEF.
For every child, a champion
UNICEF is a leading humanitarian and development agency working globally for the rights of every child. Child rights begin with safe shelter, nutrition, protection from disaster and conflict and traverse the life cycle: pre-natal care for healthy births, clean water and sanitation, health care and education. UNICEF has spent nearly 70 years working to improve the lives of children and their families. Working with and for children through adolescence and into adulthood requires a global presence whose goal is to produce results and monitor their effects. UNICEF also lobbies and partners with leaders, thinkers and policy makers to help all children realize their rights—especially the most disadvantaged.
Guinea is a lower-middle-income country facing significant challenges in child development and deprivation. According to the latest Human Development Index (HDI) report, Guinea has an HDI of 0.480, ranking 178th out of 191 countries in 2023, reflecting its ongoing struggle with poverty and social development challenges. Since 1984, UNICEF has worked with the government and various partners, including UN agencies, NGOs, and community-based organizations, to improve conditions for children.
The population of Guinea is estimated to be around 14.3 million in 2024, with 63.4% living in rural areas and women comprising approximately 50.3% of the population. The annual growth rate stands at about 2.8%. Children under the age of 18 make up roughly 51% of the population, highlighting the critical need for child-focused interventions (World Population Review)
The vision of the 2024-2028 country programme is: \"A Guinea where children, especially adolescent girls and children from the most vulnerable families in the most disadvantaged geographical areas, have equitable opportunities for sustainable access to essential social services and quality social protection, and can reach their full potential, including in a context of climate-related vulnerabilities and emergencies\".
Currently, Guinea faces several humanitarian and emergency situations with multiple health crises, including outbreaks of diseases such as poliovirus, diphtheria, yellow fever, and Lassa fever. The country is particularly vulnerable to health shocks due to weak healthcare infrastructure. In addition, the country faces regularly natural disasters, such as flooding, which displace populations, damage infrastructure, and exacerbate the already challenging humanitarian conditions. These ongoing challenges necessitate continued support and local resilience-building measures to mitigate their impacts on the population.
The UNICEF Guinea office is looking for passionate, innovative, and results-driven professionals ready to make a lasting impact on the lives of Guinea's children. Join us in creating a brighter future!
People and Culture Specialist at the P3 level reports directly to the Representative and is considered as seasoned professional who is generally either responsible for executing a particular HR service or alternatively, responsible for supporting an assigned client on a broad range of HR services. Such responsibility is expected to be carried out independently, with the primary focus of the managerial oversight on the position being to ensure that results are delivered in accordance with the vision set forward by the leadership of the division. As a result, staff on these positions require an in-depth understanding of at least one HR function and how it relates to supporting the organization’s business objectives.
How can you make a difference?
Under the supervision of the Representative, the People and Culture Specialist is accountable for implementing HR services that enhance the capacity of their clients to deliver on their business goals and objectives. In doing so, the incumbent demonstrates the ability to anticipate HR-related needs and develop subsequent plans and solutions that align HR management with business objectives.
Summary of key functions/accountabilities:
Business Partnering
Serve as the single point of contact for his/her client portfolio on advice pertaining to all aspects of the employment life cycle Provide accurate and timely advice to clients on HR 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.Strategic Human Resources
Liaise with the HQ Divisions, regional and country offices to support and contribute to corporate HR strategy formulation and global implementation. Provide feedback and make recommendations on the establishment and improvement of HR systems, policies, and processes. Keep abreast, research, benchmark, and implement best and cutting-edge practices in HR management and contribute to the development of global policies, procedures and introduce innovation through sharing of best practices and knowledge learned.Implementation of assigned Human Resources Service
Provide support to various or one specific HR occupation (recruitment, job classification, career development, performance management, data analytics, learning & development 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.Learning and Capacity Development
In collaboration with business owners, design and deliver learning plans for staff to enhance their knowledge and build skills in new areas. Contributes to the mapping of competencies for all staff in assigned client portfolio, assisting in the development of a comprehensive framework in support of the development of the talent pipeline. Recommend efficient and cost-effective learning products which strengthen staff capacity to contribute effectively to business goals. Participate as a resource person in capacity building initiatives to enhance the competencies of clients/stakeholders. Provide orientation briefings to new staff. Provide day-to-day performance and talent management guidance to line management (e.g., coaching, counseling, career development, career conversations, and disciplinary actions).HR Data Analytics
Interpret and analyze HR data to help inform strategic decision making on HR processes and strategies. Develop data collection systems to optimize data quality. Coordinate with country offices and partners to provide assistance in their HR information management.To qualify as an advocate for every child you will have…
Minimum requirements:
Education: An Advanced University Degree in human resource management, business management, international relations, psychology or another related field is required. Work Experience: At least five years of increasingly responsible professional experience in human resource management in an international organization and/or large corporation is required. Skills (optional): Ability to implement innovative HR programs within a fast paced, evolving, and wide organizational setting/ Ability to identify and analyze systemic issues, formulate opinions and make conclusions and recommendations to resolve same/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 French or English and working knowledge of the other language is required. Knowledge of another official UN language or a local language is an asset Desirables: Developing country work experience and/or familiarity with emergency.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 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 female 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.
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.