Stretch Assignment: People & Culture Officer/Specialist (NOB/P2 -NOC/P3), Nouakchott, Mauritania

Stretch Assignment: 2 months In Nouakchott, Mauritania

Title: People & Culture Officer/Specialist
Level: NOB/P2 -NOC/P3– we encourage staff from all levels with the relevant experience to apply
Reports to: Representative
Duration: 2 months
Section: Office of the Representative
Location: Nouakchott, Mauritania
Dates/Duration: Stretch assignment 01.08.2026 until 30.09.2026.
Eligibility: All Fixed-Term, Permanent or continuing appointment UNICEF staff members currently working in UNICEF worldwide.

1.Background

The People & Culture Officer/Specialist (NOB/P2 -NOC/P3) acts as a strategic business partner, providing comprehensive support to the Head of Office, Management Team, Section Chiefs, and all staff. The function ensures that people management practices are aligned with UNICEF’s organizational policies, strategic objectives, and people-centered approach.

The stretch assignment aims to reinforce P&C capacity during a transition phase, ensuring continuity of HR operations and strategic initiatives. The assignee will support the delivery of key priorities, including recruitment finalization, onboarding, implementation of GSS2024, follow-up on retreat recommendations, Pulse Survey actions, Duty of Care & Wellbeing activities, and contributions to the new Country Programme Document (CPD).

2.Purpose of the Position

The purpose of this stretch assignment is to provide targeted support to the People & Culture function to ensure continuity, quality, and timely delivery of HR services during a transition period. The assignee will contribute to strengthening people management practices, enhancing staff support mechanisms, and ensuring alignment with UNICEF’s organizational standards.

3.Duration
This stretch assignment will be for a period of two (2) months.

4.Key Responsibilities

4.1 Recruitment, Selection & Onboarding
• Support the finalization of ongoing recruitments, ensuring compliance with UNICEF procedures.
• Coordinate onboarding and follow up for newly appointed staff, ensuring smooth integration and timely completion of mandatory processes.
• Maintain close collaboration with hiring managers and the People & Culture function to ensure quality and consistency.

4.2 Implementation of GSS2024 & Retreat Recommendations
• Support the rollout of GSS2024 action plans, ensuring follow up with responsible sections.
• Monitor implementation of recommendations from the 2024 Office Retreat, ensuring timely reporting and documentation.
• Facilitate discussions with sections to strengthen accountability and progress tracking.

4.3 Pulse Survey Follow Up
• Support the analysis and dissemination of Pulse Survey results.
• Coordinate implementation of agreed actions, ensuring alignment with global P&C guidance.
• Maintain regular communication with staff to reinforce transparency and engagement.

4.4 Duty of Care & Staff Wellbeing
• Support ongoing Duty of Care and Staff Wellbeing initiatives, including psychosocial support, medical partnerships, and staff engagement activities.
• Ensure follow up on wellbeing indicators and propose improvements where needed.
• Collaborate with UN agencies and national partners to strengthen wellbeing services.

4.5 Support to CPD Development
• Contribute to discussions related to the new Country Programme Document (CPD), ensuring integration of P&C perspectives.
• Provide HR data, workforce insights, and organizational analysis to inform CPD planning.
• Support alignment of staffing needs with programmatic priorities.

4.6 HR Advisory & Business Partnering
• Provide advisory support to managers and staff on HR policies, entitlements, and procedures.
• Promote a positive organizational culture aligned with UNICEF Values /UNICEF Core Values.
• Support initiatives to strengthen performance management, learning, and staff engagement.

5.Key expected results

• Completion of recruitment processes and onboarding follow up for new staff.
• Updated GSS2024 implementation matrix with documented progress.
• Consolidated report on retreat recommendations and status of implementation.
• Pulse Survey action plan and follow up report.
• Updated Duty of Care & Wellbeing dashboard.
• P&C inputs integrated into CPD planning documents.
• Monthly progress updates to the People & Culture Specialist.

6.Minimum Qualifications and Competencies

Education: An Advanced University Degree in human resource management, business management, international relations, psychology or another related field is required.
• Experience: Five years of professional experience in human resource management in an international organization and/or large corporation is required.
• Experience supporting staff during organizational change processes with a strong emphasis on employee wellbeing, engagement, and resilience-building.
• Experience supporting recruitment, staffing processes, learning and development, performance management or workforce planning is an asset.
• Proven experience working with high-impact assignments
• Ability to develop communication tools during the change process.
• Ability to operate independently while collaborating closely with senior management.
• Having prior experience in supervising a team is a valuable asset,
• Fluency in French and English is required. Knowledge of another official UN language or a local language is an asset.

Funding arrangement
This is a temporary development opportunity and there will be no changes to the staff member’s status (position number, level, etc.).

The Office will cover the ticket for economy class travel and 100% of the UN DSA rate during the first 30 days, and 50% DSA for the remaining time.

Interested UNICEF staff should discuss this opportunity with their supervisor and seek the approval of their management before applying.

Candidates considered potentially well-matched for the stretch assignment will be contacted for an informal interview. Supervisors may also be contacted for references.