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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 for as long as we are needed. 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 professional and personal development that will help them reinforce a sense of purpose while serving children and communities across the world. We welcome everyone who wants to belong and grow in a diverse and passionate culture, coupled with an attractive compensation and benefits package.

Visit our website to learn more about what we do at UNICEF.

For every child, the right to Opportunity

How can you make a difference?

In 2026, and for the upcoming years, indications signal a a significant decrease in funding  to organizations working in humanitarian and development arena in general with expected impact  on UNICEF and its programmes, it becomes paramount to find innovative and efficient ways of improving the lives of children and communities while continuing to proactively identify additional sources of income, including 1) having proactive and intentional partnerships with  private sector, and 2) ensuring a more efficient structure in more affordable locations. The above will require an adequate change management acumen across the organization while supporting divisions and staff through existing mechanisms and an established staff support unit to ensure UNICEF emerges stronger, focused on programme quality and impact while reaching additional operational efficiencies, through the ongoing Future Focus Initiative (FFI).  UNICEF continues to make significant structural and operational adjustments. UNICEF’s priority is to remain agile, and support staff as we remain committed to delivering results for children worldwide.

The purpose of change management is to guide DPC and offices through significant transitions, ensuring changes are implemented smoothly, minimize disruption, and achieve desired business outcomes by focusing on employee adoption, communication, and support.

The People & Culture Manager (Change Management) will report to the Chief PCBP, be involved in the change initiatives, assigned DPC projects and will work with the SSU team to ensure best practices in managing changes related to FFI under the close guidance of the Chief PCBP. Relevant assignments will be completed in close cooperation with offices which include HQ Divisions, staff support network, DPC, and FFI governance bodies of the initiative. 

Key functions, accountabilities and related duties/tasks

The incumbent will be responsible for the change management component of DPC-led projects related to the implementation of staff support strategy and FFI in relation to People & Culture aspects as follows:

• Ensures alignment of DPC change efforts with larger organizational goals.
• Develops a communication strategy and plan in collaboration with DPC communication specialists to communicate effectively – engaging staff and managing resistance.
• Communicates and promotes the benefits of organizational change at all levels in line with the new vision
• Communicates clearly at all levels during each step of the organizational change process.

• Work closely with HQ Divisions and offices supporting internal communication and changing processes.
• Make recommendations to accountable managers, highlighting best practice in change activities and approaches.

• Identifies and assesses potential risks and obstacles to change.
• Creates and maintains relevant change management roadmaps for DPC.
• Monitors, measures and evaluates progress of the different change initiatives.
• Staff Support Unit (SSU):

 SSU Change Management Initiatives

• In alignment with the existing staff support strategy, develop specific plans, tools, and guidance to support impacted staff members.
• Manage changes through facilitation and guidelines, working collaboratively with PCBPs in identifying specific support needed.
• Identifies and assesses risks in the initiatives and supports the introduction of effective and efficient mitigation measures in all aspects of implementation – including risk to business continuity. 

 Representation in governance bodies of FFI

• Works closely with the FFI project team and the governance bodies. Reports and consults regularly on evolving issues related to the change.
• Participate in relevant working groups related to FFI and other ongoing DPC change projects.
• Works with HQ Divisions to help identify the synergies and dependencies between changes across business areas, and across ongoing organizational improvement efforts. 

Coordination and knowledge management

• Establishes a knowledge sharing and management system to provide consistent information and ensure actions taken for agile learning.
• Promotes organizational values around gender, diversity, equity, and inclusion.
• Works closely with the FFI project team to understand issues emerging from different locations of working groups.

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

Minimum requirements:

1. Education: Master or equivalent (Advanced University Degree) in Business Administration, Human Resources Management, International Studies, Public Administration and any other related fields.
2. Work Experience: 8 years of relevant work experience in Human Resources, Development, Operations, Management, Planning or other related fields.
3. Skills: Communication, Leadership, Innovation, Strategic, Problem-solving, Coordination
4. Language Requirements: English - Proficient/Fluent

Desirables:

1. Language: Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) or a local language
2. International experience, Change management
3. Relevant experience at country level, particularly in development, fragile settings and humanitarian contexts.

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

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

Familiarize yourself with our competency framework and its different levels.

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.

UNICEF encourages applications from all qualified candidates, regardless of gender, nationality, religious or ethnic backgrounds, and from people with disabilities, including neurodivergence. We offer a wide range of benefits to our staff, including paid parental leave, breastfeeding breaks and reasonable accommodation for persons with disabilities. UNICEF provides reasonable accommodation throughout the recruitment process. If you require any accommodation, please submit your request through the accessibility email button on the UNICEF Careers webpage Accessibility | UNICEF. Should you be shortlisted, please get in touch with the recruiter directly to share further details, enabling us to make the necessary arrangements in advance.

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 is committed to fostering an inclusive, representative, and welcoming workforce. For this position, eligible and suitable 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.

UNICEF staff members holding fixed-term, continuing, or permanent appointments who are considered to be on abolished post status may apply for this temporary position and, if selected with a start date before 31 December 2025, may take it up as a temporary assignment, in line with UNICEF guidance on separation due to the abolition of posts or staff reduction. They will retain their fixed-term entitlements but will not hold a lien to their abolished post. For other scenarios where a Temporary Assignment may be possible, please refer to Additional guidance on IP to IP temporary assignments after completion of the full TOD.pdf (accessible to UNICEF personnel only).

The conditions of a temporary assignment, including relocation entitlements, will depend on the status of the staff member's original appointment and may be limited in accordance with applicable UNICEF policies, procedures, and practices in force.

Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service.

Humanitarian action is a cross-cutting priority within UNICEF's Strategic Plan. UNICEF is committed to stay and deliver in humanitarian contexts. Therefore, all staff, at all levels across all functional areas, can be called upon to be deployed to support humanitarian response, contributing to both strengthening resilience of communities and capacity of national authorities.

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.