United Nations Children's Fund (UNICEF)

Consultant (Change Management Human Resources)

United Nations Children's Fund (UNICEF)

Job Description

The consultant will work closely with the PD Management, Change Management Team, HR Business Partners and Operations team to effectively lead and manage the HR changes, support staff throughout the transition and help mitigate the impact of the changes.

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, hope. Consultancy Title: Change Management Human Resources Consultant Section/Division/Duty Station: PDDO & DHR / New York Duration: 6 months About UNICEF

If you are a committed, creative professional and are passionate about making a lasting difference for children, the world's leading children's rights organization would like to hear from you. For 70 years, UNICEF has been working on the ground in 190 countries and territories to promote children's survival, protection and development. The world's largest provider of vaccines for developing countries, UNICEF supports child health and nutrition, good water and sanitation, quality basic education for all boys and girls, and the protection of children from violence, exploitation, and AIDS. UNICEF is funded entirely by the voluntary contributions of individuals, businesses, foundations and governments. UNICEF has over 12,000 staff in more than 145 countries.


In early 2020, the Executive Director requested an organizational improvement exercise to reimagine UNICEF’s current business models with the specific aim of making them fit for purpose as one of the key drivers of accelerated action for children. This included a work stream tasked to explore options to optimize and improve programme technical assistance and Programme Support to country programmes ensuring complementarity between HQ and RO support and tasked to look at the related challenge of strengthening UNICEF’s technical authority / accountability for global results and securing intellectual / thought leadership in key programme technical areas.

As part of this exercise, Programme Division (PD) at the request of the Deputy Executive Director- Programmes, took an internal view at its current structure with an aim to delayer and streamline allowing more time for sections to focus on programme excellence and technical leadership. As of Quarter 2 2021, Programme Division will transition to six Programme Groups and an Office of the Senior Director for Programmes. A common Operations and HR Team will provide support to all Groups.


The consultant will work closely with the PD Management, Change Management Team, HR Business Partners and Operations team to effectively lead and manage the HR changes, support staff throughout the transition and help mitigate the impact of the changes.

The consultant will have dual reporting to PD Deputy Director and Change Management Lead, Genevieve Boutin, and to the senior HRBP, Sona Lakhanpal. S/he will coordinate with and seek inputs from the SDPO, Governance and Support stakeholders, including PD staff, HR Specialist, and Staff representatives.

Terms of Reference / Deliverables

There are two main areas of support for the consultant: 1. Conceptual and Operational support to staff impacted by restructuring working closely with Senior Management and HRBP.

• Develop an HR change management strategy that complements the PD structural change memo and the broader Change Management approach embraced by the OED • Consult with various stakeholders to create a comprehensive people plan to influence lasting change with a structured and systematic approach • Prepare and effectively manage project management for the HR-related change management and HR strategies, including timelines of various steps.

• Draft communication to support the HR change management (eg. FAQs, PPT, Talking Points) • Develop and implement concrete action points to implement the Human Resources Strategy, including: • Prepare Talent Mapping for PD workforce which includes detailed profiles for each affected staff (including experience, skills, gaps analysis, personal history); • Conduct individual and group meetings to better understand staff’s needs, and identify subsequent options to move • Provide career advice, guidance and develop staff support plan; • Refer staff to relevant entities (eg Staff Counsellor, Ombudsman, etc.) • Organize and coordinate information and briefing sessions for staff (eg Pension Funds, etc.) • Identify possible options and solutions for staff within and outside of UNICEF • Network with other UN entities as well as other entities to widen options for affected staff • Coordinate with the PD Senior Leadership and HR to map jobs across the Organization to identify and assess possible moves • Identify and develop partnerships to expand staff’s job opportunities • Prepare regular list of vacant posts and assess possible suitability of affected staff • Coordinate pre-assignment trips, when relevant • Prepare accurate and updated staff data • Monitor and ensure that HR change management approach meets the business objectives focusing on continuous improvement • Prepare updated information and prepare regular reports to update senior leadership • Provide substantive inputs to the Project Management Team • Keep abreast on HR updates • Proactively coordinate with the Project Management Team • Provide any other support as requested 2. Relocation options (We will start considering relocation options gradually but will not include at-scale relocation in the upcoming PBR): • Based on parameters defined by PDMT and targets set with DED Management, assess options for relocation of some PD colleagues outside of NY • During PBR process, accompany SDPO in reviewing submissions from groups against set parameters and targets • Develop and implement Staff Support Plan, focusing on all staff affected by the relocation exercise Qualifications

(1) Education Advanced University degree in Human Resources Management, Business Administration, Law, International Relations or related areas. (For P-4 level, master’s degree is required. However, you can also include academic qualifications verification to allow those without advanced degree to apply provided they have an additional 2 years of relevant experience) 2) Knowledge/Skills/Experience • At least 8 years of experience in Human Resources Management • Experience in change management is required, including communications, engagement and behavioral and cultural change • Excellent drafting skills and ability to efficiently capture and present information • Experience in coaching, career support/management is an asset • Experience in International Organization is an asset • Excellent knowledge of Microsoft Suite (Word, Excel, PowerPoint) is required. Knowledge of sharing platform (ECM, SharePoint) is an asset Languages: Fluency in English is required. Fluency in another official UN language is an asset.


  • Completed profile in UNICEF's e-Recruitment system and provide Personal History Form (P11) Upload copy of academic credentials
  • Financial proposal that will include:
  • your daily/monthly rate (in US$) to undertake the terms of reference (can be downloaded here: https://www.unicef.org/about/employ/index_consultancy_assignments.html
    • travel costs and daily subsistence allowance, if internationally recruited or travel is required as per TOR.
    • Any other estimated costs: visa, health insurance, and living costs as applicable.
    • Indicate your availability
  • Any emergent / unforeseen duty travel and related expenses will be covered by UNICEF.
  • At the time the contract is awarded, the selected candidate must have in place current health insurance coverage.
  • Payment of professional fees will be based on submission of agreed satisfactory 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.
U.S. Visa information:

With the exception of the US Citizens, G4 Visa and Green Card holders, should the selected candidate and his/her household members reside in the United States under a different visa, the consultant and his/her household members are required to change their visa status to G4, and the consultant’s household members (spouse) will require an Employment Authorization Card (EAD) to be able to work, even if he/she was authorized to work under the visa held prior to switching to G4.

Only shortlisted candidates will be contacted and advance to the next stage of the selection process For every Child, you demonstrate… UNICEF’s core values of Commitment, Diversity and Integrity and core competencies in Communication, Working with People and Drive for Results. View our competency framework at: Here UNICEF is committed to diversity and inclusion within its workforce, and encourages all candidates, irrespective of gender, race, sexual orientation, nationality, culture, appearance, socio-economic status, ability, age, religious and ethnic backgrounds to apply to become a part of the organization.

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 also adheres to strict child safeguarding principles. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles.

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