Current vacancies

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 a Future

How can you make a difference?

Under the supervision of the P4 People and Culture Manager (Workforce Analytics and Organizational Design) and the overall guidance of the Chief People and Culture (Human Capital Intelligence, Organizational Development and Design), the People and Culture Officer is responsible for supporting the development of people surveys and providing a variety of quantitative and qualitative analysis. The incumbent will provide strategic and technical advisory support to users and People and Culture practitioners on the development of surveys and analysis and interpretation of the findings. The incumbent will support the development of workforce analytics for the purpose of organizational design and workforce planning. He/she will develop recommendations on a variety of quantitative and qualitative findings to support workforce planning, talent management and employee experience.

Summary of key functions/accountabilities:

Workforce analytics, Reporting & Dashboards

• Partner with the Digital Impact Division to improve the availability, quality, and consistency of HR data, ensuring reliable foundations for workforce analytics and reporting.
• Design, develop, and maintain HR dashboards that meet evolving business needs, including workforce composition, HR KPIs, and diversity & inclusion metrics.
• Provide timely, high-quality HR data analytics and reporting support to the People and Culture community, responding to recurring and ad hoc information needs.
• Conduct workforce trend analysis to identify patterns and shifts in key HR metrics such as headcount, attrition, mobility, and diversity across organizational units and regions.
• Produce executive-level workforce insights and analyses (e.g., After Action Reviews, Future Focus Initiative) to support strategic HR and organizational decision-making.
• Ensure consistency, clarity, and usability of workforce metrics and dashboards to support evidence-based decision-making across stakeholders.
• Document, update and follow Standard Operating Procedures related to data processing and analysis, following up on deviations and troubleshooting.

People surveys and Employee experience monitoring

• Support the implementation and analysis of employee listening initiatives, including the Global Staff Survey and Pulse Check surveys.
• Analyze quantitative and qualitative employee feedback to identify key themes, engagement drivers, and areas for improvement.
• Translate survey and listening insights into clear, actionable findings for HR leadership and People & Culture stakeholders.
• Provide analytical support throughout the employee listening cycle, including survey design input, data analysis, reporting, and presentation of results.

Capacity-building, Knowledge Management and Continuous Improvement

• Contribute to the development of knowledge products, case studies, and learning materials based on qualitative insights. 
• Provide technical guidance and training to People and Culture colleagues on qualitative research and survey design best practices. 
• Monitor emerging trends in qualitative research, survey science, and employee listening to continuously improve UNICEF’s approach. 
• Suggest ways to embed available people insights into existing business processes to ensure they are used by UNICEF decision-makers

If you would like to know more about this position, please review the complete Job Description here: Job Description

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

Minimum requirements:

1. Education: Bachelor or equivalent (First Level University Degree) in Social Science, Human Resources Management, Data Analytics, Statistics and any other related fields.
2. Work Experience: Two years of professional experience in conducting quantitative and qualitative studies/research at the international level is required. Professional experience in HR/People and Culture management is required.
3. Skills: Strong knowledge of various research methodologies, including survey design and analysis, planning, and organizational skills. Solid computer literacy including proficiency in the various MS Office applications (Word, Excel, SharePoint), knowledge of Microsoft Power BI and familiarity with database management. Data visualization: comprehensive data visualization skills when presenting analytics results to decision makers. Good knowledge of the principles and concepts of People and Culture management. Excellent knowledge of information technology systems and tools. Proven experience in communicating people data insights through data storytelling impacting business decisions. Ability to communicate effectively in a diverse organization tailoring language, tone, style and format to match audience. Ability to empathize with client managers, supervisors and staff while advocating for consistent and equitable applications of promulgated People and Culture regulations and rules.
4. Language Requirements: Fluency in English is required.

Desirables:

1. Language: Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) or a local language
2. Familiarity with workforce metrics is desirable. Experience in working with UN agencies, including UNICEF is an asset.
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 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.

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.