UNICEF works in some of the world’s toughest places, to reach the world’s most disadvantaged children. To save their lives. To defend their rights. To help them fulfill their potential.

Across 190 countries and territories, we work for every child, everywhere, every day, to build a better world for everyone.

And we never give up.

For every child, a champion

How can you make a difference?

• Conduct a comprehensive review of the existing career structures within PFP, DGCA, PPD, and Gen U.
• Interview key stakeholders across the Partnership Cone to identify challenges, opportunities, and aspirations related to career progression.
• Benchmark career development best practices within other UN agencies, international organizations, and the private sector, focusing on organizations with similar roles (fundraising, partnerships, and advocacy).
• Identify current career progression gaps and barriers, such as skill gaps, role limitations, and mobility issues, within the Partnership Cone.

• Develop clear, structured career paths for key roles within PFP, DGCA, and PPD, focusing on vertical mobility (promotions), horizontal mobility (lateral moves within or between divisions), and skills development.
• Propose detailed job families, career levels, and corresponding competencies required for progression.
• Identify opportunities for cross-functional moves within the Partnership Cone, enhancing collaboration and skill diversification among staff.

• Provide recommendations for implementing the proposed career paths, including necessary changes to HR processes and policies, training programs, and mentorship initiatives.
• Outline strategies to ensure career paths are inclusive, addressing the needs of both existing staff and new hires at different career stages (e.g., entry-level, mid-career, and senior roles).
• Develop a monitoring and evaluation framework to track the effectiveness of the proposed career paths in improving staff satisfaction and organizational efficiency.

1. Inception Report: A detailed plan outlining the methodology, work plan.
2. Research Report: A comprehensive report summarizing findings from the research and analysis phase, including key challenges, gaps, and best practices.
3. Draft Career Path Framework: A draft version of the proposed career paths, job families, and competencies for key roles in PFP, DGCA, PPD and Gen U.
4. Final Report and Career Path Framework: A final report incorporating feedback, along with a detailed career path framework, recommendations for implementation, and an evaluation plan.
5. Partnership Cone Project support: Support ongoing work on the Partnership cone project related to Talent Management and Career Path.

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

• An advanced degree (Master’s degree or equivalent) in Human Resources, Organizational Development, Business Administra􀆟on, or a related field is required.

• A minimum of eight (8) years of relevant working experience in career development, organizational design, or human resources, ideally within the non-profit or international development sectors.
• Proven track record in developing career paths or similar HR frameworks, preferably within large and complex organizations.
• Strong understanding of the operational needs of fundraising, partnerships, and advocacy roles in a global context.
• Excellent research, analytical, and wring skills, with the ability to present complex information in a clear and actionable manner.
• Ability to work collaboratively with stakeholders and partners at all levels and across multiple divisions.

• Fluency in English is required. Working knowledge of French or another UN language is an asset.

For every Child, you demonstrate…

UNICEF's values of Care, Respect, Integrity, Trust, Accountability, and Sustainability (CRITAS).

To view our competency framework, please visit here .

Remarks:

Only shortlisted candidates will be contacted and advance to the next stage of the selection process.

Individuals engaged under a consultancy or individual contract will not be considered “staff members” under the Staff Regulations and Rules of the United Nations and UNICEF’s policies and procedures, and will not be entitled to benefits provided therein (such as leave entitlements and medical insurance coverage). Their conditions of service will be governed by their contract and the General Conditions of Contracts for the Services of Consultants and Individual Contractors. Consultants and individual contractors are responsible for determining their tax liabilities and for the payment of any taxes and/or duties, in accordance with local or other applicable laws.

The selected candidate is solely responsible to ensure that the visa (applicable) and health insurance required to perform the duties of the contract are valid for the entire period of the contract. Selected candidates are subject to confirmation of fully-vaccinated status against SARS-CoV-2 (Covid-19) with a World Health Organization (WHO)-endorsed vaccine, which must be met prior to taking up the assignment. It does not apply to consultants who will work remotely and are not expected to work on or visit UNICEF premises, programme delivery locations or directly interact with communities UNICEF works with, nor to travel to perform functions for UNICEF for the duration of their consultancy contracts.

UNICEF is committed to diversity and inclusion within its workforce , and encourages all candidates, irrespective of gender, nationality, religious or ethnic background, and persons with disabilities, to apply to become a part of the organization. To create a more inclusive workplace, UNICEF offers paid parental leave, breastfeeding breaks, and reasonable accommodation for persons with disabilities. UNICEF strongly encourages the use of flexible working arrangements. Click here to learn more about flexible work arrangements, well-being, and benefits.

According to the UN Convention on the Rights of Persons with Disabilities (UNCRPD), persons with disabilities include those who have long-term physical, mental, intellectual, or sensory impairments which, in interaction with various barriers, may hinder their full and effective participation in society on an equal basis with others. In its Disability Inclusion Policy and Strategy 2022-2030, UNICEF has committed to increase the number of employees with disabilities by 2030. At UNICEF, we provide reasonable accommodation for work-related support requirements of candidates and employees with disabilities. Also, UNICEF has launched a Global Accessibility Helpdesk to strengthen physical and digital accessibility. If you are an applicant with a disability who needs digital accessibility support in completing the online application, please submit your request through the accessibility email button on the UNICEF Careers webpage Accessibility | UNICEF .

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.