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UNICEF, guided by the Convention on the Rights of the Child, works together with partners in 190 countries and territories to promote and advocate for the protection of the rights of every child.

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 fundamental mission of UNICEF is to promote the rights of every child, everywhere, in everything the organization does — in programmes, in advocacy and in operations. The equity strategy, emphasizing the most disadvantaged and excluded children and families, translates this commitment to children’s rights into action. For UNICEF, equity means that all children have an opportunity to survive, develop and reach their full potential, without discrimination, bias, or favoritism. To the degree that any child has an unequal chance in life — in its social, political, economic, civic, and cultural dimensions — her or his rights are violated. There is growing evidence that investing in the health, education, and protection of a society’s most disadvantaged citizens — addressing inequity — not only will give all children the opportunity to fulfil their potential but also will lead to sustained growth and stability of countries. This is why the focus on equity is so vital. It accelerates progress towards realizing the human rights of all children, which is the universal mandate of UNICEF, as outlined by the Convention on the Rights of the Child, while also supporting the equitable development of nations.

The Future Focus Initiative (FFI) was initiated by UNICEF in March 2025 to enhance UNICEF’s effectiveness, efficiency, agility, and future readiness in response to geopolitical and economic shifts and declining ODA, and support staff through organizational change so that the organization continues to have the capacity to uphold UNICEF’s mandate to protect children’s rights as it navigates the transition internally. The FFI process is sponsored by the Executive Director, the Deputy Executive Directors (DED) and the Chief of Staff and led by the DED programme, with the support of a change management team.

Implementation Task Teams (ITT) have been constituted to support the design of six streams of organization change. Regional Directors, Global Staff Association and a FFI reference group are consulted on a regular basis, as well as the Global Management Team, Regional Management Teams, Country Management Team, 

• ITT 1: Centres of Excellence
• ITT 2: Relocation
• ITT 3: Digital Impact
• ITT 4: Common Services / Shared Services
• ITT 5: Office Consolidation
• ITT 6: Country Office Typologies and MCOs

MENARO is preparing a new Regional Management Plan 2026-2029 in the context of the Future Focus Initiative and is significantly impacted by five FFI-related measures:

1. The reduction by 25% of the IB/GRP-RR budget envelope;
2. The consolidation of HQ and Regional programme technical assistance positions into Centres of Excellence (COEs) in four time zone locations (Amman, Nairobi, Bangkok and Panama) scheduled for January 1, 2026.
3. The consolidation of MENA and ECA Regions scheduled for January 1, 2027.
4. The consolidation of operations functions (GSSC).
5. The recalibration of country presence based on country typology (notably multi-country office and programming in high-income countries).

The ROMP under preparation is transitional for 2026 as both MENA and ECA regions and regional offices will be consolidated as of 01.01.2027 following the Joint PBR submission of January 2026.

How can you make a difference? 

As part of the FFI change initiative, the Senior Programme Officer (Change Management) will support the Office of the Regional Director and the Deputy Regional Directors Programmes & Partnerships and Operations to lead the different streams of the FFI and contribute to the organizational transformation at the RO level. The position will lead to the empowerment of the MENARO as a driver of change, to lead the design and enhancement of global processes, using experience and lessons learned as well as designing policy guidance and validation of processes bearing and find the best fit for the needs of the RO and CO in the MENA region.

The Change Management Manager will play a key role in ensuring change initiatives meet MENARO’s objectives on time and in line with the change management strategy. This person will also steer on the people side of behavior change – including changes to business processes, best practices, systems and technology, job roles and organization structures.

Summary of key functions/accountabilities:

1. Develop, revise, plan, and coordinate change management initiatives and activities for MENARO and apply a structured methodology to support the implementation of changes required by UNICEF MENARO in line with global FFI orientations.

1. Establish robust frameworks and mechanisms to support informed and timely decision-making
2. Comprehensive, inclusive, accessible and people centered change management strategy.
3. Foster collaboration, communication and engagement to ensure a seamless transition.

2. Implement, monitor and report on approved change proposals

1. Advise senior managers and supervisors on change management related activities
2. Support organizational design and definition of roles and responsibilities.
3. Conduct change impact assessments and facilitate and document impact of significant changes
4. In coordination with MENARO senior management, Staff Association, and chief of sections, identify, develop and deliver strategies to engage all stakeholders
5. Escalate significant obstacles to the institutional changes introduced and propose solutions in a timely manner.

3. Perform other tasks as required.

Responsibilities and Tasks:

1. Coordinate change management initiatives related to the establishment of the Centre of Excellence in Amman.
   1. Develop and implement a comprehensive, inclusive, accessible, and people-centered change management strategy to support MENARO programme staff during the transition to COEs.
   2. Monitor and evaluate the effectiveness of the change management initiatives, making adjustments as necessary to ensure smooth implementation.
2. Provide support to the Regional Director and the Deputy Regional Directors for the consolidation of MENARO and ECARO.
   1. Assist with developing detailed plans and timelines for the consolidation process, ensuring all stakeholders are informed and engaged.
   2. Coordinate with various departments to ensure alignment and integration of processes and systems between MENARO and ECARO.
   3. Identify potential risks and challenges associated the consolidation and development mitigation strategies.
3. Provide support to the DRD Ops for the consolidation of operation functions and their impact on MENARO and Country Offices in the MENA region.
   1. Conduct assessments of current operational functions and identify areas for improvement and consolidation.
   2. Collaborate with country offices to ensure they are adequately supported during the consolidation process.
4. Provide support to the implementation of FFI-Digital impact initiative for MENARO and the MENA region.
   1. Lead the development and implementation of digital transformation initiatives, ensuring they align with the overall FFI strategy.
   2. Work closely with relevant stakeholders to ensure the successful deployment of new digital tools and systems.
   3. Monitor the impact of digital initiatives on organizational performance and make recommendations for further improvements.

Impact of Results

The successful implementation of the change management initiatives led by the Senior Change Management Manager will significantly enhance organizational efficiency by streamlining processes and consolidating functions, leading to cost reductions and improved service delivery. A comprehensive and inclusive change management strategy will boost staff morale and engagement, ensuring they feel supported and productive throughout the transition. The deployment of digital transformation initiatives will increase MENARO's agility and responsiveness, enabling quicker adaptation to changing needs and priorities. The consolidation of MENARO and ECARO will strengthen regional collaboration and coordination, resulting in more effective program delivery. Ultimately, aligning all change initiatives with UNICEF's equity strategy will ensure that MENARO continues to uphold its commitment to promoting the rights of every child, particularly the most disadvantaged and excluded.

If you would like to know more about this position, please review the complete Job Description here:  TOR - Senior Programme Officer (Change Management), P-5, 364 days.pdf

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

Minimum requirements:

• Education: Master’s degree in education, Public Administration, International Development, Political or Social Sciences, International Relations or a related field from an accredited academic institution.
• Work Experience: 
  • 10 years of relevant professional experience.
  • Work experience within the UN system, particularly change management, would be a strong advantage.
• Skills:
  • Professional certification in change management will be a distinct advantage.
  • Strong analytical, communication, and coordination skills.
  • A solid understanding of UNICEF and Familiarity with UN policy and procedure.
• Language Requirements: Fluency in written and spoken English is essential. Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) is an asset.

Desirables:

• Developing country work experience and/or familiarity with emergency

If you are a committed, creative professional and are passionate about children’s rights and making a lasting difference on children’s lives, one of the global leading entities on children’s rights would like to hear from you.

For every Child, you demonstrate...

UNICEF's values of Care, Respect, Integrity, Trust, Accountability, Sustainability (CRITAS), and core competencies in Communication, Working with People and Drive for Results. 

UNICEF is also proud of a diverse workforce who are profoundly committed to supporting the full realization of children’s rights, and in uplifting a rights-based approach in all that we do.

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 

Click here to learn more about UNICEF’s values and competencies.

UNICEF promotes and advocates for the protection of the rights of every child, everywhere, in everything it does and is mandated to support the realization of the rights of every child, including those most disadvantaged, and our global workforce must reflect the diversity of those children. The UNICEF family is committed to include everyone, irrespective of their race/ethnicity, disability, gender identity, sexual orientation, religion, nationality, socio-economic background, minority, or any other status.

We offer a wide range of benefits to our staff, including paid parental leave, breastfeeding breaks and reasonable accommodation for persons with disabilities. UNICEF strongly encourages the use of flexible working arrangements.

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 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.