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, a future
The situation in South Sudan remains complex. The protracted crises and fragile political and security context are resulting in a continued deterioration of the humanitarian situation. South Sudan is characterized by continuous sub-national and inter-communal conflict, recurrent natural disasters, rising poverty, unprecedented levels of food and nutrition insecurity, as well as disease outbreaks. The Sudan Crisis has resulted to date on the arrival of just over a million Sudanese refugees and South Sudanese returnees from Sudan. This added population has further strained existing systems and compounded vulnerabilities; adding to the humanitarian caseload. The fragile peace agreement during the transitional Government arrangement is compounding weak public services and a weak economy. UNICEF is required to work innovatively and across sectors, to build resilience, prevent disaster and improve the lives and well-being of South Sudanese. The context requires working flexibly and rapidly to adapt to multiple operational constraints in the highly volatile and unpredictable context.
How can you make a difference?
MAIN RESPONSIBILITIES AND TASKS
Overall
- Quality of rights-based GBV programmes effectively implemented to prevent, mitigate and respond to GBV issues in South Sudan. Coherence and synergy gained by collaborating with key partners, addressing the multiple aspects of the protective environment, and value added to programme management process through results-based management. Gender/sex disaggregated data and inputs relevant to the Child Protection programme provided.
- Programme delivery with a particular emphasis of strengthening relationships, capacity and programming with women led organizations. Including consistent technical support in evaluation and reporting carried ensuring compliance with the established guidelines and procedures.
- Timely sectoral analysis, input, support and collaboration to the Situation Analysis and its periodic update made for effective programme planning, development and management. Partnership with knowledge and academic institutions expanded for collection and analysis of relevant data to further understanding of social norms and harmful practices to children, particularly girls.
- UNICEF’s global goals effectively promoted through advocacy and policy dialogue with the sectors responsible for Gender Based Violence Programming, partnering in particular Social Welfare and Justice to facilitate understanding of the importance of GBV prevention and response by all stakeholders, and its inclusion in reforms mechanisms and social work systems and services.
- Knowledge management effectively promoted through drafting/finalizing key GBV sectoral programme documents and reports, sharing good practice, lessons learned, and knowledge/information exchange with all partners, harnessing knowledge institutions resources and partnerships.
- Sectoral work plan and activities formulated, implemented and monitored, ensuring alignment with the defined programme strategies and approaches, partnering with community-based child protection and GBV networks that monitor child rights and exploitation.
- Proper and timely UNICEF, Government and all implementing partners accountability ensured regarding supply and non-supply assistance as well as disbursement of programme funds for the Child Protection sector.
- Effective communication and networking achieved through partnership and collaboration coordination amongst child protection system actors strengthened, with specific attention to Children’s life skills, knowledge and participation, as actors in their own protection; engagement of media and civil society to supporting positive practices and involvement of children and families; ensured dialogue with private sector expanded, to emphasize good practices and corporate social responsibility.
If you would like to know more about this position, please review the complete Job Description here: 
Child Protection Specialist (GBV) P-4 Juba- TOR.pdf
To qualify as an advocate for every child you will have…
Minimum requirements:
- Education
Advanced university degree with relevant experience, preferably in the social sciences, psychology or other relevant field. Additional training in gender, social behaviour change, law is an asset.
2. Work Experience
Eight years of professional work experience at national and international levels in Gender Based Violence, including international work experience on GBV. Experience working in Emergency and programming in Complex emergencies is an asset.
3. Language Proficiency
Fluency in English is required. Knowledge of another UN language or local language of the duty station is considered as an asset.
Desirables
- Developing country work experience and/or familiarity with emergency.
Advanced technical knowledge of the theories, principles and methods in the following areas:
• Theories, principles and methods in responding to Gender Based Violence in Emergencies.
• Understanding of latest research and thinking in evidence-based methods to change social norms with a view to eliminating harmful practices.
• Knowledge on latest methods in strengthening protective environments for girls and women in other sectors through integrating GBV into other sectors.
• Knowledge on the wider societal implications of not addressing GBV.
• Knowledge in strengthening human resources in GBV and having the capacity and will to hold a space whereby difficult conversations on power relations between women and men can be discussed and ability to hold and manage conflict that inevitably arises through bringing change on this important topic – inside and outside of UNICEF.
• Knowledge in strengthening GBV programming and partner capacity for protecting children against GBV.
• Knowledge on ethical use of data and indicators in child protection and GBV programming.
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…
- Demonstrates Self Awareness and Ethical Awareness (1)
- Works Collaboratively with others (1)
- Builds and Maintains Partnerships (1)
- Innovates and Embraces Change (1)
- Thinks and Acts Strategically (1)
- Drive to achieve impactful results (1)
- Manages ambiguity and complexity (1)
Familiarize yourself with our competency framework and its different levels.
UNICEF is here to serve the world’s most disadvantaged children and our global workforce must reflect the diversity of those children. The UNICEF family is committed to include everyone, irrespective of their race/ethnicity, age, disability, gender identity, sexual orientation, religion, nationality, socio-economic background, or any other personal characteristic.
We offer a wide range of measures to include a more diverse workforce, such as paid parental leave, time off for breastfeeding purposes, and reasonable accommodation for persons with disabilities. UNICEF strongly encourages the use of flexible working arrangements.
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. UNICEF is committed to promoting the protection and safeguarding of all children. All selected candidates will 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.
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.
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.
Eligible staff members on fixed-term, continuing or permanent contracts applying to IP TA positions in a duty station designated as L2/L3, may be able to retain a lien and their fixed-term entitlements, subject to approval by their Head of Office. The conditions of the temporary assignment will vary depending on the status of their post and relocation entitlements may be limited as per the relevant policies.
Additional information about working for UNICEF can be found here.
