People & Culture Officer

Pakistan was the sixth country in the world to sign and ratify the Convention on the Rights of the Child, less than one year after it was adopted by the United Nations General Assembly in 1989. However, children and adolescents living in Pakistan still face acute challenges. UNICEF supports the Government of Pakistan to accelerate progress for children, work to achieve the Sustainable Development Goals (SDGs) and help children realize their rights under the Convention on the Rights of Children. This will be made through, among others things, strong partnerships with provincial authorities, teachers and health professionals, frontline workers and social mobilisers, communities and families, and of course the children and adolescents themselves. In particular, UNICEF will work so that: Every child survives and thrives -- being in good health, immunised, protected from polio and accessing nutritious food. Every child learns. Every child is protected from violence and exploitation, and registered at birth. Every child lives in a safe and clean environment, with access to safe drinking water and adequate sanitation.

Under the supervision of the People & Culture Specialist, the People & Culture Officer provides technical, analytical, and advisory support to the implementation of the People & Culture workplan across functional areas. The role contributes to the planning, coordination, and delivery of HR services, ensuring alignment with UNICEF policies, procedures, and organizational priorities. The position contributes to HR Business Partnering by analyzing workforce needs, supporting client engagement, and providing input to HR solutions. It supports the review and interpretation of HR policies and processes, and contributes to addressing HR-related matters through evidence-based inputs and recommendations.

- The UNV will be responsible for the following: 1. Business Partnering - Through research of policies and analysis of data, provide support to the HR Business Partner in advising their clients on HR-related needs and developing subsequent plans of action. - Under the supervisor’s guidance, provide accurate and timely advice to clients on HR processes and policies, ensuring the highest level of client-orientation. - Support supervisor in proactively advising clients on the resolution of human resources issues by recommending equitable and transparent solutions that protects both the staff and organization’s interests in accordance with policies, regulations and procedures. - Research and compile data that conveys organizational progress towards gender equity and cultural diversity. 2. Strategic Human Resources - Help supervisor liaise with the HQ Divisions, regional and country offices to support and contribute to corporate HR strategy formulation and global implementation. - Research and provide data which helps inform the improvement of HR systems, policies and processes. - Keep abreast and research 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. 3. Support to Implementation of assigned Human Resources Services - 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. 4. Learning and Capacity Development - In collaboration with business owners, support the design and delivery of learning plans for staff. - Contributes to the mapping of competencies for all staff included in the assigned client portfolio, 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. - Provide orientation briefing to new staff. 5. HR Data Analytics · - Collect, interpret and analyze 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.