UNICEF works in over 190 countries and territories to save childrenโs 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 โ 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, a digital future
Digital Impact Division (DID) is at the heart of reshaping how UNICEF delivers lasting results for children. We are committed to harnessing the full potential of emerging digital technologies to advance UNICEFโs mission.
DID works in close collaboration with regional Digital Impact teams and colleagues across headquarters divisions, regions, and country offices to leverage technologies and capabilities that accelerate progress on UNICEFโs goals, strengthen community resilience, and expand
access to essential digital services and information.
Our mission is to enhance UNICEFโs global digital impact by promoting equitable access to information and services, empowering communities to create lasting, positive change for children, and foster a more inclusive, interconnected, and sustainable world for every child, everywhere.
UNICEFโs Digital Inclusion (DI) programme supports governments and partners to improve equitable, affordable digital access for children, schools, and communities. The programme engages with regulators, operators, and public institutions to explore innovative approaches to connectivity, infrastructure governance, and digital public goods.
How can you make a difference?ย
The Consultant will support the design and implementation of a strengthened Digital Inclusion programme implementation model, working across multiple teams and functions.
Scope of Work
development of a coherent offering for the Digital Inclusion element for an internal development initiative, including participation and progression mechanisms; articulation of a structured approach to academic and research collaboration; change support for the introduction of a matrix-based team model to improve transparency of roles, contributions, and capacity; and targeted strengthening of project management practices for cross-functional work.The work will be delivered through iterative activities, resulting in practical frameworks, tools, and reference materials that can be implemented and sustained by internal teams. Deliverables will be sequenced over the contract period, with activities running in parallel where appropriate.
Work Assignments Overview
Deliverables/Outputs
Deliveryย deadline
Inception and alignment
Refined workplan; confirmation of sequencing and stakeholders
Month 1
Set up repositories
Determine and propose and once approved, implement persistent digital repositories and links for the 4 work streams (A, B, C, D)
Digital Inclusion element framework design (A1)
Digital Inclusion element framework (consult identified peer areas)
Asset mapping and synthesis (A2)
Curated inventory of existing learning assets, map and determine if can be releases as phase 1; gap analysis.
Month 2
Mapping of existing academic collaborations (B1)
Overview and synthesis of current collaborations; analysis to inform deliverable B3
Progression and recognition design (A3)
Plan participation and progression structure and map contribution, and delivery actions.
Articulate structured progression model and contribution taxonomy.
Month 3
Demand for academic collaboration-relevant needs (B2)
Rapid intake of academic collaboration-relevant needs including existing requests.
Academic collaboration framework (Phase 1) (B3)
Framework for academic collaboration (Digital Inclusion focus)
Decision flow informed by demand versus the multiple institutional modalities to address is to support rapid decision making.
Month 4
Release and communication of DI Elements progression pathways (A4)
Release pathways globally
Support development of relevant communication products
Matrix stocktaking (C1)
Gather data on implementation; Identify gaps.
Produce Digital Inclusion team-wide mapping of matrix such that each role can be located including proportion of FTE in multiple locations if applicable.ย
Month 5
Project management strengthening (D1)
Analyse and synthesize data gathered previously (A, B, C) and from SOP performance and other e.g. interviews.
Distill findings and needs. Identify areas for practical guidance and applied support, especially for cross-functional initiatives.
Month 6
Academic collaboration (Phase 1) (B4)
Match needs to potential collaboration opportunities and broker connections to develop these. May require multiple instances of coaching relevant team members and i) upskilling in modalities to secure the collaboration, ii) supporting them in the process to do so including pre/post data gathering at the end of the collaboration; iii) managing expectations.
Month 7
Academic collaboration framework (Phase 2) (B5)
Adapted framework for broader application beyond Digital Inclusion from end to end โ current, needs, gaps, matching.
Matrix model review (C2)
Team-wide feedback on matrix model to assess areas requiring change / strengthening / continuation as it
Month 8
Dynamic feedback
Monitoring, feedback, learning and pivots for A, B, and C
Digital Inclusion Elements review (A5)
Design and implement review mechanism, taking in expectations and gaps.
Consult to develop proposal for addressing these.
Month 9
Elements incentivization (A6)
Activities, communication, nomination and support to Elements-related global moment
Academic collaboration review preparation (B6)
Prepare review mechanism for Phases 1 and 2.
Month 10
Dynamic feedback
Monitoring, feedback, learning and pivots for A, B, and C
Academic collaboration (For Phases 1 and 2) (B7)
Run review mechanism. Prepare early insights (Phase 2) and lessons learned (Phase 1) exercise in time to inform future planning and collaborations.
Month 11
SOPs (D2)
Support Standard Operating Procedures (SOPs) completion, review.
Matrix change (C3)
Run review mechanism. Prepare lessons learned.
Month 12
Costing, performance and input to future planning
Gather and provide into future work planning costing, performance and other relevant data
Update Sharepoint Team Drive content that supports ongoing running of A, B, C and D.
Updated Team Drive for all programme areas.
Financial Proposal:ย
Please indicate your ability, availability and your overall rate โ or rate per deliverable (in US$) to undertake the terms of reference above (including travel and daily subsistence allowance, if applicable). Applications submitted without a rate will not be considered. ย
To qualify as an advocate for every child you will haveโฆย
Minimum requirements:
Education: Advanced university degree (Masterโs or equivalent) in business related, Public Policy, Public Administration, or International Development, Organisational Development. Work Experience: A minimum of 5 years of relevant work experience in one or more of the following areas: business operations/product, systems-level design, academic collaboration, digital or innovation-driven initiatives. Extensive experience working across multiple functions and organisational contexts, including strategy, research, product. Tech sector experience desirable. Stakeholder engagement, facilitation and management Programme and project management experience across distributed teams and multiple functions Demonstrated experience required in applied research/academic collaborations including developing global frameworks and modalities. Language Requirements: Fluency in English is required. Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) is an asset.Payment details and further considerations:
Payment of professional fees will be based on the submission of agreed deliverables. UNICEF reserves the right to withhold payment in case the deliverables submitted are not up to the required standard or in case of delays in submitting the deliverables on the part of the consultant. The consultant is responsible for his/her own health and travel insurance. Theย consultant is responsible for arranging his/her own travel, including visa. This consultancy is based in Geneva. UNICEF will facilitate the process for obtaining local permits exclusively for the consultant, excluding any dependents. For more information onย Non-staff members IOย based in Geneva, you can visit thisย linkFor every Child, you demonstrate...
UNICEFโs 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 areโฆ
(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 othersย
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.ย 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 aย wide range of benefits to our staff, including paid parental leave, breastfeeding breaks andย 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:ย ย
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 female candidates are encouraged to apply.
Government employees who are considered for employment with UNICEF are normally requiredย 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.ย
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 applicantsโ bank account information.
Humanitarian action is a cross-cutting priority within UNICEFโs 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.