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OBJECTIVES OF THE PROGRAMME The WHO country office works with the National Authorities to achieve the highest standard of health as a fundamental human right, based on equity and on SDGs principle of leaving no one behind. WHO actions are engrained in the WHO 14th General Programme of Work with its 3 prong objectives of promoting healthier populations, keeping the world safe through addressing health emergencies, and protecting the vulnerable through Universal Health Coverage. WHO's mandate ...  

Requisition ID 36437 Office Country United Kingdom Office City London Division Human Resources & Org. Development   Contract Type Short Term  Contract Length 12 months  Posting End Date 23/02/2026          Purpose of Job   This role reports into the Principal Change Lead, within the Change Management team, and its prime focus is on effective and impactful internal communications ? ensuring staff are informed and engaged in the HCM Project, but also ensuring alignment with the overall Programme communications. This role will work closely with the immediate HR Change Management team, the broader Compass Change Team, and EBRD Internal Communications. Its matrix management line is to Principal, Internal Communications.     Accountabilities & Responsibilities   - Proactively to take the change plan and from it create the communications plan, whilst supporting on the overall strategy ? with a level of understanding of the audiences, impacts and pushback likely to be received.   - Proactively identify and implement improvements to enhance communication effectiveness. - Project manage all Human Capital Management (HCM) communications; Ensure all materials are drafted, reviewed, approved, and distributed according to the agreed schedule and standards. - Ensure all communications comply with organisational policies, branding guidelines, and data protection requirements. - Align with the overall communications for the Programme, inclusive of the Finance and Procurement Projects and broader CTO Transformation initiatives, to ensure consistency and transparency across all change initiatives. - Source, plan, compile, coordinate and deliver internal communications using a variety of formats, such as written features, short videos, emails, posters and events. - Design, develop and deliver high quality change communications for targeted audiences, ensuring clarity, engagement, and adapting messaging for different audiences and levels of technical understanding. - Provide regular updates to the HR Transformation team, the broader Transformation Programme team, and Internal Communications on scheduled communications and proposed topics for each month.  - Monitor and evaluate the effectiveness of internal communications activities, using feedback, analytics, and engagement metrics to inform future improvements. - Act as a supporting point of contact for internal communications queries related to the HCM Project, providing guidance and support to colleagues and stakeholders.      Knowledge, Skills, Experience & Qualifications     Academic/professional qualifications   - University degree or equivalent experience.    Experience   - Experience working in a communications role within a SuccessFactors implementation. - Ability to operate in a multi-cultural environment with continuously changing priorities and demands. - Deep understanding of communication and engagement trends, emerging practices, digital communications, and an ability to promote innovative ideas and solutions in the area of change communications. - Ability to independently develop communications in a range of media, including written, graphic, web, social media, videos and face-to-face channels. - The ability to write with clarity, conviction and sophistication.    Technical skills  - Excellent writing skills. - Effective, persuasive and diplomatic communication skills. - Creative flair and originality. - Good project management skills. - Keen interest in and knowledge of the EBRD countries of operations. - Excellent organisational skills. - Ability to adapt content based on the audience and their understanding e.g. seniority and technical understanding. - Good interpersonal skills. - Enquiring and analytic mind with ability to assimilate unfamiliar facts quickly and effectively.     What is it like to work at the EBRD? / About EBRD    Our agile and innovative approach is what makes life at the EBRD a unique experience! You will be part of a pioneering and diverse international organisation, and use your talents to make a real difference to people's lives and help shape the future of the regions we invest in.     At EBRD, our Values ? Inclusiveness, Innovation, Trust, and Responsibility ? are at the heart of how we work. We bring these to life through our Workplace Behaviours: listening well and speaking up, collaborating smartly, acting decisively with full commitment, and simplifying to amplify our impact. These principles shape our culture and define our success. We seek individuals who not only share these values but are also committed to embedding them in their daily work, fostering a positive and high-performing environment.    The EBRD environment provides you with:  - Varied, stimulating and engaging work that gives you an opportunity to interact with a wide range of experts in the financial, political, public and private sectors across the regions we invest in.  - A working culture that embraces inclusion and celebrates diversity. Our workforce reflects a broad range of backgrounds, perspectives, and experiences, bringing fresh ideas, energy, and innovation and enhancing our ability to serve our clients, shareholders, and counterparties effectively. - A hybrid workplace that offers flexibility to teams and individuals; that is based on trust, flexibility and connectedness.  - An environment that places sustainability, equality and digital transformation at the heart of what we do.  - A workplace that prioritises employee wellbeing and provides a comprehensive suite of competitive benefits.    Diversity is one of the Bank's core values which are at the heart of everything it does.  As such, the EBRD seeks to ensure that everyone is treated with respect and given equal opportunities and works in an inclusive environment. The EBRD encourages all qualified candidates who are nationals of the EBRD member countries to apply regardless of their racial, ethnic, religious and cultural background, gender, gender identity, sexual orientation, age, socio-economic background or disability.      Please note, that due to the high volume of applications received, we regret to inform you that we are unable to provide detailed feedback to candidates who have not been shortlisted (for further consideration).   

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Application Deadline: 18 February 2026 Post Level: P2 UN Women: Management Analyst, Bonn, Germany, P2 FTA - Bonn, Germany UN Women: Management Analyst, Bonn, Germany, P2 FTA EXT Bonn, Germany P2 2026-02-18T23:59:00-05:00  

Application Deadline: 27 February 2026 Post Level: P4 UN Women Editorial Manager, P4, Bonn, Germany FTA - Bonn, Germany UN Women Editorial Manager, P4, Bonn, Germany FTA EXT Bonn, Germany P4 2026-02-27T23:59:00-05:00  

UNICEF's Organizational Learning and Development team, under the People and Culture Manager, partners with leadership and stakeholders to anticipate skill needs, close gaps, and foster a high-performance, values-driven culture through innovative, accessible learning strategies aligned with the Strategic Plan 2026-2029. They leverage modern technologies, strategic partnerships, and change management to enhance talent development, leadership pipelines, and organizational agility in support of UNICEF's mission to improve children's lives worldwide. 2026-02-10T08:00:00Z Operations|Human Resources 584179   This is a re-advertisement, candidates who have already applied do not need to re-apply. 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 Within UNICEF's mandate to build an agile, skilled, and values-driven workforce that delivers for children in increasingly complex humanitarian and development contexts, the Organizational Learning and Development function plays a pivotal role in enabling organizational performance and staff engagement. Positioned within the Integrated Talent Management framework, the office drives enterprise-wide learning strategies that align with UNICEF's Strategic Plan, foster leadership excellence, and support continuous professional growth at all levels. The People and Culture Manager (Organizational Learning and Development) under supervision of Chief People and Culture (Integrated Talent Management) will partner with senior leadership, People and Culture teams, and cross-functional stakeholders to anticipate future capability needs, close skills gaps, and strengthen leadership pipelines. It integrates modern learning technologies, innovative methodologies, and evidence-based practices to deliver impactful, inclusive, and accessible development experiences. Through strategic partnerships?within the UN system, with academic institutions, and external providers?it ensures UNICEF leverages global expertise while embedding learning into the employee experience. In a rapidly evolving operating environment, the office also serves as a catalyst for cultural transformation, supporting change management, enhancing talent mobility, and cultivating a high-performance, learning-oriented culture that advances UNICEF's mission for every child.  How can you make a difference? The People and Culture Manager (Organizational Learning and Development) leads UNICEF's wide learning agenda to build a skilled, agile, and values-driven workforce. The role partners with leadership and cross-functional teams to anticipate capability needs, close skills gaps, and strengthen leadership pipelines. By leveraging innovative learning technologies, global partnerships, and evidence-based practices, it embeds development into the employee experience, drives cultural transformation, and supports a high-performance, learning-oriented culture that advances UNICEF's mission for every child Key functions, accountabilities, and related duties/tasks: - Team Leadership and Strategy - Organizational Learning and Development Programs - Leadership Development - Career Development Oversight - Employee Experience - Cross-Functional Collaboration - Change Management If you would like to know more about this position, please review the complete Job Description here: People and Culture Manager (Integrated Talent Management)_P-4_132723 _JD To qualify as an advocate for every child you will have?  Minimum requirements: - Education: Master or equivalent (Advanced University Degree) in Human Resources Management, Psychology, Education, Business Management, International Relations, Organizational Learning and Development, Organizational Development and any other related fields. Bachelor or equivalent (First Level University Degree) in a relevant area combined with 2 additional years of relevant work experience may be accepted in lieu of an advanced university degree. This is applicable to internal (FT, Continuing and Permanent) staff only. - Work Experience: A minimum of eight years of professional experience in Human Resources/People and Culture management or related area in an international organization and/or large corporation is required. Demonstrated leadership and at least 2 years of focused on on learning and leadership development in an international organization and/or large corporation is required. Strong analytical skills and experience using data to drive decisions. Excellent communication, facilitation, and stakeholder management skills. Familiarity with Human Resources/People and Culture technologies.  - Skills:  - Leadership and Managerial: The ability to allocate appropriate time and resources for successful achievement of goals and foresee risks and allow for contingencies when planning. Ability to implement clear goals that are consistent with agreed strategies, identify priority activities and assignments, adjust priorities as required.  - Strategic: Experience and ability to help design and implement targeted and innovative People and Culture strategies to address clients' people-related needs. Ability to design and implement innovative People and Culture programs within a fast paced, evolving, and wide organizational setting. - Technical: Authoritative technical knowledge of the principles and concepts of People and Culture management. Capacity to adapt policies, approaches and models to meet emerging needs. Ability to identify and analyze systemic issues, formulate opinions and make conclusions and recommendations to resolve same. Excellent knowledge of organizational and People and Culture information technology systems and tools.  - Interpersonal and Communication: Demonstrated 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. - Language Requirements: Fluency in English is required.  Desirables: - Language: Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) or a local language is an asset. - Knowledge of current trends in workplace learning and leadership development technologies is desirable. - Proven experience designing and implementing learning, career development and leadership development programmes is desired. - 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 (8) Nurtures, leads and manages people 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 from targeted underrepresented groups 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. 17 Feb 2026 22:55:00 GMT Fixed Term Appointment Operations|Human Resources Operations  

UNICEF Nigeria Country Office is seeking a passionate and committed person to work in the role of a People and Culture Specialist and invites applications from highly motivated and committed persons who want to contribute to results for children. If you are that person, we encourage you to apply and become part of a highly motivated and committed team. 2026-02-10T11:30:00Z Operations|Human Resources 590764   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, an advocate. In Nigeria, UNICEF works in a complex humanitarian and development setting to fulfill and protect children's rights in partnership with the government, civil society, children, and families.  UNICEF Nigeria is one of the largest UNICEF Country Offices globally - click the link to learn more about UNICEF in Nigeria: Click here to experience our country through the perspective of our colleagues by clicking on this Link For every child, the right to have a chance Background: UNICEF is a leading humanitarian and development agency working globally for the rights of every child. Child rights begin with safe shelter, nutrition, protection from disaster and conflict and traverse the life cycle: pre-natal care for healthy births, clean water and sanitation, health care and education. UNICEF has spent nearly 70 years working to improve the lives of children and their families. Working with and for children through adolescence and into adulthood requires a global presence whose goal is to produce results and monitor their effects. UNICEF also lobbies and partners with leaders, thinkers and policy makers to help all children realize their rights?especially the most disadvantaged. Human Resources Specialists at the P-3 level are considered seasoned HR professionals, responsible for independently delivering HR services and providing advisory support to assigned clients across a range of HR functional areas. The role requires the application of sound professional judgment in interpreting and implementing HR policies, procedures, and frameworks in complex operating environments. Managerial oversight focuses primarily on strategic guidance, quality assurance, and the achievement of results aligned with office priorities and leadership direction. Accordingly, the position demands an in-depth understanding of HR principles and practices, as well as their practical application in supporting organizational effectiveness, workforce agility, and UNICEF's programme objectives, particularly in emergency and field-based contexts. How can you make a difference?  The HR Specialist, within their area of responsibility, is accountable for implementing HR services that enhance the capacity of their clients to deliver on their business goals and objectives. In doing so, the incumbent demonstrates the ability to anticipate HR-related needs and develop subsequent plans and solutions that align HR management with business objectives. MAJOR RESPONSIBILITIES Business Partnering - Serve as the single point of contact for his/her client portfolio on advice pertaining to all aspects of the employment life cycle - Provide accurate and timely advice to clients on HR processes and policies, ensuring the highest level of client-orientation. - Proactively advise clients on the resolution of human resources issues ensuring equitable and transparent solutions that protects both the staff and organization's interests in accordance with policies, regulations and procedures. - Promote the organizational goals and targets for gender equity and cultural diversity.  Strategic Human Resources - Liaise with the HQ Divisions, regional and country offices to support and contribute to corporate HR strategy formulation and global implementation. Provide feedback and make recommendations on the establishment and improvement of HR systems, policies and processes. - Keep abreast, research, benchmark, and implement best and cutting edge practices in HR management and contribute to the development of global policies, procedures and introduce innovation through sharing of best practices and knowledge learned. Implementation of assigned Human Resources Services - Provide support to various or one specific HR occupation (recruitment, job classification, career development, performance management, data analytics, learning & development etc.) to help their supervisors in implementing efficient client services that help either attract, retain and/or motivate staff of the highest caliber. - When assigned casework in the relevant area on either a routine or non-routine basis, analyze and synthesize issues and problems, and interpret established, formal guidelines to address and recommend solutions or further actions required Learning and Capacity Development -  In collaboration with business owners, design and deliver learning plans for staff to enhance their knowledge and build skills in new areas. - Contributes to the mapping of competencies for all staff in assigned client portfolio, assisting in the development of a comprehensive framework in support of the development of the talent pipeline. - Recommend efficient and cost-effective learning products which strengthen staff capacity to contribute effectively to business goals. - Participate as a resource person in capacity building initiatives to enhance the competencies of clients/stakeholders. - Provide orientation briefings to new staff. - Provide day-to-day performance and talent management guidance to line management (e.g., coaching, counseling, career development, career conversations, and disciplinary actions).  HR Data Analytics - Interpret and analyze HR data to help inform strategic decision making on HR processes and strategies. - Develop data collection systems to optimize data quality. - Coordinate with country offices and partners to provide assistance in their HR information management To qualify as an advocate for every child you will have? Education: An Advanced University Degree in human resource management, business management, international relations, psychology or another related field is required. Experience: Five years of increasingly responsible professional experience in human resource management in an international organization and/or large corporation is required. Technical Skills: - Strong skills in results-based HR planning, monitoring and reporting, including the use of HR data and analytics to inform management decisions. - Sound knowledge of UNICEF HR policies, rules and procedures, with the ability to apply them effectively in emergency and hardship duty station contexts. - Proven experience in workforce planning, recruitment and staffing, including emergency surge support, staff deployment, contract administration, and staff movements. - Demonstrated capacity to provide HR advisory services to managers and staff, including staff relations, performance management, learning coordination, and duty of care. - Ability to support staff wellbeing, resilience, and risk mitigation in high-pressure and insecure environments. - Strong coordination and communication skills, including the preparation of clear HR reports, briefs, and management notes. - Proficiency in HR information systems and standard office software tools (Word, Excel, PowerPoint, Teams, SharePoint). - Ability to work productively, independently and to handle requests or issues as they arise. Language Requirements: Fluency in English (verbal & written) is required. Knowledge of another official French, or a local language is an asset. 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 For every Child, you demonstrate... The UNICEF competencies required for this post are? (1) Builds and maintains partnerships (1) (2) Demonstrates self-awareness and ethical awareness (1) (3) Drive to achieve results for impact (1) (4) Innovates and embraces change (1) (5) Manages ambiguity and complexity (1) (6) Thinks and acts strategically (1) (7) Works collaboratively with others (1) 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. We offer a wide range of benefits to our staff, including paid parental leave, breastfeeding breaks and reasonable accommodation for persons with disabilities. UNICEF strongly encourages the use of flexible working arrangements. 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 is committed to promoting 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's active commitment to diversity and inclusion is critical to deliver the best results for children. 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. All UNICEF positions are advertised, and only shortlisted candidates will be contacted and advanced 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. 25 Feb 2026 22:55:00 GMT Temporary Appointment Operations|Human Resources Dakar (WCAR), Senegal  

Requisition ID 36411 Office Country United Kingdom Office City London Division Office of the Chief Economist   Contract Type Fixed Term  Contract Length 2 years  Posting End Date 22/02/2026          Purpose of Job The Principal Economist, Transition Impact and Global Economics, contributes to the analysis of economic trends and outlook for the EBRD regions as a whole, links between the region and the world economy, economic forecasting and the analysis of economic risks. The Principal Economist will project manage the work flow of the EBRD's Regional Economic Prospects liaising with country economists and analysts in Vice-Presidency for Policy and Partnerships. The Principal Economist may co-author occasional external publications such as a blog on economic issues on ebrd.com or a chapter in a special economic policy report.   Background   OCE consists of a team of approximately 20 economists, analysts and assistants. It contributes to the operational, policy and strategy work of the Bank by providing intellectual leadership on economic and financial aspects of transition in the region. OCE is responsible for research on critical economic issues relevant to the transition region and EBRD operations, macroeconomic analysis in support of country work, and relations with academia. It also leads the design and implementation of large-scale surveys (such as the Business Environment and Enterprise Performance Surveys, Banking Environment and Performance Surveys and Life in Transition surveys); randomised impact studies; and the production of most major external publications produced by the OCE, including the annual Transition Report.   Accountabilities & Responsibilities   - The Principal Economist takes the lead in preparing macroeconomic research and macroeconomic policy work in OCE, in close coordination with the Director, Transition Impact and Global Economics and the Director of Research. The Principal Economist also interfaces with VP3, Communications, Banking and Risk Management on macroeconomic analysis and forecasting.   - The Principal Economist drafts sections of regular external publications of the Bank such as the Regional Economic Prospects.   - Monitoring developments in the world economy and global financial markets with a view to their impact on the EBRD regions; monitoring macroeconomic and financial developments in the EBRD countries of operations; maintaining and developing macroeconomic forecasting models that support EBRD forecasts.   - Undertaking economic research in areas relevant to the EBRD, particularly as pertains macroeconomic issues, macro-financial linkages, cross-border integration, trade policy and trade agreements, economic institutions and political economy. - Project management of the Regional Economic Prospects and selected other economic policy reports; co-authorship of external publications of the EBRD, from blogs on key economic developments in the regions to boxes or chapters of the Transition Report - Preparation of presentations for the Chief Economist and occasionally other senior managers. - Participation in discussions of impact of the investments and TC initiatives considered by the EBRD, as delegated by the Director   Knowledge, Skills, Experience & Qualifications - PhD degree in economics or equivalent from a leading university, some work experience would be an advantage - A track record in economic analysis and research (possibly as part of Ph.D. studies). - Proven ability to undertake empirical analysis and relate economic research to policy issues. - Ability to provide inputs under, at times, short deadlines. - Excellent communication skills in English, both verbal and written, at the standard required for drafting chapters of publications, official documents and official representation. - Ability to multitask and to deal with several client groups at the same time. - Familiarity with the region of operations of the EBRD would be an advantage. - Experience of work on the economies of Sub-Saharan Africa or Iraq would be an advantage - Experience of working with economic datasets and knowledge of mathematical and statistical software packages would be an advantage   This position is advertised as a two-year fixed-term contract in first instance. What is it like to work at the EBRD? / About EBRD    Our agile and innovative approach is what makes life at the EBRD a unique experience! You will be part of a pioneering and diverse international organisation, and use your talents to make a real difference to people's lives and help shape the future of the regions we invest in.     At EBRD, our Values ? Inclusiveness, Innovation, Trust, and Responsibility ? are at the heart of how we work. We bring these to life through our Workplace Behaviours: listening well and speaking up, collaborating smartly, acting decisively with full commitment, and simplifying to amplify our impact. These principles shape our culture and define our success. We seek individuals who not only share these values but are also committed to embedding them in their daily work, fostering a positive and high-performing environment.    The EBRD environment provides you with:  - Varied, stimulating and engaging work that gives you an opportunity to interact with a wide range of experts in the financial, political, public and private sectors across the regions we invest in.  - A working culture that embraces inclusion and celebrates diversity. Our workforce reflects a broad range of backgrounds, perspectives, and experiences, bringing fresh ideas, energy, and innovation and enhancing our ability to serve our clients, shareholders, and counterparties effectively. - A hybrid workplace that offers flexibility to teams and individuals; that is based on trust, flexibility and connectedness.  - An environment that places sustainability, equality and digital transformation at the heart of what we do.  - A workplace that prioritises employee wellbeing and provides a comprehensive suite of competitive benefits.    Diversity is one of the Bank's core values which are at the heart of everything it does.  As such, the EBRD seeks to ensure that everyone is treated with respect and given equal opportunities and works in an inclusive environment. The EBRD encourages all qualified candidates who are nationals of the EBRD member countries to apply regardless of their racial, ethnic, religious and cultural background, gender, gender identity, sexual orientation, age, socio-economic background or disability.      Please note, that due to the high volume of applications received, we regret to inform you that we are unable to provide detailed feedback to candidates who have not been shortlisted (for further consideration).   

Requisition ID 36445 Office Country United Kingdom Office City London Division Internal Audit   Contract Type Regular  Contract Length   Posting End Date 22/02/2026          Purpose of Job The Principal, Audit Manager (CSG) leads and coordinates audit activities across multiple business functions, applying strong influencing, communication and relationship building skills to secure stakeholder engagement and support effective audit delivery. They convey complex audit issues with clarity, tailoring messages to diverse and senior audiences, and establish constructive relationships that enable open dialogue and collaboration. Operating with a high degree of autonomy, they guide multidisciplinary audit teams?including guest auditors and co-sourced staff?providing direction and feedback to ensure high-quality and timely outputs. The role also requires sound judgement and the ability to navigate sensitive or complex situations with diplomacy, shaping outcomes that support strong governance and effective risk management across the Bank.   This position focuses on audits within the EBRD's Client Services Group (CSG), relating to a wide range of front-end banking and donor funded operations and activities in HQ and in countries of operations (including EBRD's new region in Sub Sahara Africa & Iraq), risk management & compliance, including specialist credit file reviews, compliance (KYC/AML), ESG/sustainability reviews, though not exclusively. The role may involve a limited amount of travelling.     Background   The Board of Directors established IAD as part of its oversight role. IAD, as a trusted independent third line of defence, and in accordance with the Institute of Internal Auditors' International Professional Practices Framework, provides timely risk-based and objective assurance and advice to Executive Management and the Board of Directors on the adequacy and effectiveness of the EBRD's risk and control framework. IAD aspires to be a function of excellence, valued by stakeholders for insights and foresight, objective assurance and advice.        Facts / Scale   - The Principal, Audit Manager has no budget or line management responsibilities. They are expected to supervise other team members, guest auditors and/or external consultants in performing assigned tasks/projects as delegated by the IAD leadership team. In doing so, they provide formal supervision and coaching to audit teams. - Innovates within the function, solving complex or ambiguous internal audit problems. - In addition to interaction with other members of IAD as necessary, this role requires close and effective interaction with stakeholders ? generally, but not exclusively, up to Director level.     Accountabilities & Responsibilities   Audit risk assessment and delivery - Continuously monitors and assesses organisational, risk and control developments in their assigned portfolio of coverage (?business monitoring?). - Independently plans and executes audit engagements and business monitoring work with minimal supervision to the quality standards expected by the IIA. - Effectively supervises multi-disciplinary teams, guest auditors and external consultants, and provides timely, open and constructive performance feedback. Takes accountability for all aspects of the end product, ensuring that work adheres to schedules and is completed to the required standard. - Ensures timely and adequate monitoring and validation of open audit issues as assigned.   Other responsibilities - Develops and manages open and constructive working relationships with stakeholders. - Delivers engagements and activities in in accordance with Institute of Internal Auditors' standards, Code of Ethics, and related guidance. - Proactively supports other departmental initiatives and deliverables as assigned, including developing annual work plans, regular reporting to the Board of Directors, ad hoc advisory engagements, and departmental improvements. - Keeps abreast of relevant industry, professional and organisational developments to update risk assessments, inform audit coverage, and drive innovation and improvement in IAD practices.       Knowledge, Skills, Experience & Qualifications   Academic/professional qualifications - University degree, preferably with a finance, business, economics, law focus or a related discipline. - Relevant professional qualification relating to internal auditing, such as CIA, is highly desirable.   Experience - Demonstrated experience leading or managing internal audit engagements in a complex financial services or investment banking environment, including responsibility for supervising teams and delivering high-quality risk-based audit work - Experience engaging with senior stakeholders, including the ability to challenge constructively and influence outcomes in sensitive or complex situations - Post‑qualification experience in front‑office banking, risk management and/or compliance, sufficient to provide authoritative insight into core CSG activities. - Proven ability to work across diverse business areas and simultaneously on multiple tasks/projects, quickly developing an understanding of new products, processes and risks.    Technical and personal skills - Communication, Influence & Stakeholder Engagement - Exceptional verbal and written communication skills, with the ability to articulate complex audit issues clearly and concisely to senior and diverse audiences in complex political environments. - Strong influencing and negotiation capability, with a track record of building constructive relationships, securing cooperation, and gaining stakeholder buy in across business units. - Demonstrated ability to manage sensitive discussions with diplomacy and sound judgement, promoting openness and productive dialogue.   - Strategic & Analytical Capability - Strong analytical and critical thinking skills, including the ability to assess risks, evaluate controls and interpret complex information to form balanced, well-reasoned conclusions. - Ability to apply data driven analysis and digital tools in audit work to enhance insights and coverage. - Mature strategic thinking, with the capacity to recognise thematic issues, align work to organisational priorities, and translate strategy into practical audit delivery.   - Technical Audit Expertise - Solid grounding in internal audit methodology, including risk assessment, control evaluation, sampling, evidence analysis, mature root cause assessment and report writing to IIA standards. - Ability to innovate and apply professional judgement to resolve complex, ambiguous or novel audit challenges.   - Working Style & Behaviours - Effective team leader in a matrix environment, capable of motivating multidisciplinary teams?including guest auditors and co sourcing resources?to deliver high quality outputs to agreed timelines. - Demonstrates resilience, adaptability and self-management, maintaining performance under pressure and adjusting to multiple evolving priorities. - Champions the EBRD's Behavioural Competencies: Collaborate Smartly, Speak Up and Listen Well, Simplify to Amplify, and Act Decisively.     What is it like to work at the EBRD?   Our agile and innovative approach is what makes life at the EBRD a unique experience! You will be part of a pioneering and diverse international organisation, and use your talents to make a real difference to people's lives and help shape the future of the regions we invest in.    The EBRD environment provides you with: - Varied, stimulating and engaging work that gives you an opportunity to interact with a wide range of experts in the financial, political, public and private sectors across the regions we invest in; - A working culture that embraces inclusion and celebrates diversity; - An environment that places sustainability, equality and digital  transformation at the heart of what we do.   Diversity is one of the Bank's core values which are at the heart of everything it does.  A diverse workforce with the right knowledge and skills enables connection with our clients, brings pioneering ideas, energy and innovation. The EBRD staff is characterised by its rich diversity of nationalities, cultures and opinions and we aim to sustain and build on this strength. As such, the EBRD seeks to ensure that everyone is treated with respect and given equal opportunities and works in an inclusive environment. The EBRD encourages all qualified candidates who are nationals of the EBRD member countries to apply regardless of their racial, ethnic, religious and cultural background, gender, sexual orientation or disabilities.  As an inclusive employer, we promote flexible working and expecting our employee to attend the office 50% of their working time.   Please note, that due to the high volume of applications received, we regret to inform you that we are unable to provide detailed feedback to candidates who have not been shortlisted (for further consideration).  

Requisition ID 36444 Office Country United Kingdom Office City London Division Internal Audit   Contract Type Regular  Contract Length   Posting End Date 22/02/2026          Purpose of Job The Principal, Audit Manager (Finance & Corporate Services) leads and coordinates a range of audit activities (assurance, advisory, change audits etc) across multiple business functions (Finance, Operations, Treasury, HR, Legal, Compliance, Risk, Strategy and others in line with audit plan requirements), applying strong influencing, communication and relationship building skills to secure stakeholder engagement, supporting high quality audit delivery. They convey complex audit issues with clarity, tailoring messages to diverse and senior audiences, and establish constructive relationships that enable open dialogue and collaboration. Operating with a high degree of autonomy, they guide multidisciplinary audit teams, including guest auditors and co-sourced staff, providing direction and feedback to ensure high-quality outputs. The role requires sound judgement with the ability to navigate both complex and sensitive situations with diplomacy, helping shape outcomes supporting strong governance and effective risk management across the bank.  The role may involve a limited amount of travelling.       Background The Board of Directors established IAD as part of its oversight role. IAD, as a trusted independent third line of defence, and in accordance with the Institute of Internal Auditors' International Professional Practices Framework, provides timely risk-based and objective assurance and advice to Executive Management and the Board of Directors on the adequacy and effectiveness of the EBRD's risk and control framework. IAD aspires to be a function of excellence, valued by stakeholders for insights and foresight, objective assurance and advice.        Facts / Scale   - The Principal, Audit Manager has no direct budget or line management responsibilities. They are expected to supervise other team members, guest auditors and/or external consultants in performing assigned tasks/projects as delegated by the IAD leadership team. In doing so, they provide formal supervision and coaching to audit teams. - Innovates within the function, solving complex or ambiguous internal audit problems. - In addition to interaction with other members of IAD as necessary, this role requires close and effective interaction with stakeholders ? generally, but not exclusively, up to Director level.       Accountabilities & Responsibilities   Audit risk assessment and delivery - Continuously monitors and assesses organisational, risk and control developments in their assigned portfolio of coverage (?business monitoring?). - Independently plans and executes audit engagements and business monitoring work with minimal supervision to the quality standards expected by the IIA. - Effectively supervises multi-disciplinary teams, guest auditors and external consultants, and provides timely, open and constructive performance feedback. Takes accountability for all aspects of the end product, ensuring that work adheres to schedules and is completed to the required standard. - Ensures timely and adequate monitoring and validation of open audit issues as assigned.   Other responsibilities - Develops and manages open and constructive working relationships with stakeholders. - Delivers engagements and activities in in accordance with Institute of Internal Auditors' standards, Code of Ethics, and related guidance. - Proactively supports other departmental initiatives and deliverables as assigned, including developing annual work plans, regular reporting to the Board of Directors, ad hoc advisory engagements, and departmental improvements. - Keeps abreast of relevant industry, professional and organisational developments to update risk assessments, inform audit coverage, and drive innovation and improvement in IAD practices.       Knowledge, Skills, Experience & Qualifications   Academic/professional qualifications - University degree, preferably with a finance, business, economics, law focus or a related discipline. - Relevant professional qualification relating to internal auditing, such as CIA/ACCA/CA highly desirable.   Experience - Demonstrated experience leading or managing internal audit engagements in a complex financial services or investment banking environment, including responsibility for supervising teams and delivering high-quality risk-based audit work - Experience engaging with senior stakeholders, including the ability to challenge constructively and influence outcomes in sensitive or complex situations - Post‑qualification experience across banking, risk management and/or compliance, sufficient to provide authoritative insight into assigned activities. - Proven ability to work across diverse business areas, quickly developing an understanding of new products, processes and risks.    Technical and personal skills - Communication, Influence & Stakeholder Engagement - Exceptional verbal and written communication skills, with the ability to articulate complex audit issues clearly and concisely to senior and diverse audiences in complex political environments. - Strong influencing and negotiation capability, with a track record of building constructive relationships, securing cooperation, and gaining stakeholder buy in across business units. - Demonstrated ability to manage sensitive discussions with diplomacy and sound judgement, promoting openness and productive dialogue.   - Strategic & Analytical Capability - Strong analytical and critical thinking skills, including the ability to assess risks, evaluate controls and interpret complex information to form balanced, well-reasoned conclusions. - Ability to apply data driven analysis and digital tools in audit work to enhance insights and coverage. - Mature strategic thinking, with the capacity to recognise thematic issues, align work to organisational priorities, and translate strategy into practical audit delivery.   - Technical Audit Expertise - Solid grounding in internal audit methodology, including risk assessment, control evaluation, sampling, evidence analysis, mature root cause assessment and report writing to IIA standards. - Ability to innovate and apply professional judgement to resolve complex, ambiguous or novel audit challenges.   - Working Style & Behaviours - Effective team leader in a matrix environment, capable of motivating multidisciplinary teams?including guest auditors and co sourcing resources?to deliver high quality outputs to agreed timelines. - Demonstrates resilience, adaptability and self-management, maintaining performance under pressure and adjusting to evolving priorities. - Champions the EBRD's Behavioural Competencies: Collaborate Smartly, Speak Up and Listen Well, Simplify to Amplify, and Act Decisively.     What is it like to work at the EBRD?   Our agile and innovative approach is what makes life at the EBRD a unique experience! You will be part of a pioneering and diverse international organisation, and use your talents to make a real difference to people's lives and help shape the future of the regions we invest in.    The EBRD environment provides you with: - Varied, stimulating and engaging work that gives you an opportunity to interact with a wide range of experts in the financial, political, public and private sectors across the regions we invest in; - A working culture that embraces inclusion and celebrates diversity; - An environment that places sustainability, equality and digital  transformation at the heart of what we do.   Diversity is one of the Bank's core values which are at the heart of everything it does.  A diverse workforce with the right knowledge and skills enables connection with our clients, brings pioneering ideas, energy and innovation. The EBRD staff is characterised by its rich diversity of nationalities, cultures and opinions and we aim to sustain and build on this strength. As such, the EBRD seeks to ensure that everyone is treated with respect and given equal opportunities and works in an inclusive environment. The EBRD encourages all qualified candidates who are nationals of the EBRD member countries to apply regardless of their racial, ethnic, religious and cultural background, gender, sexual orientation or disabilities.  As an inclusive employer, we promote flexible working and expecting our employee to attend the office 50% of their working time.   Please note, that due to the high volume of applications received, we regret to inform you that we are unable to provide detailed feedback to candidates who have not been shortlisted (for further consideration).  

Application Deadline: 18 February 2026 Post Level:  UN Women: Operations Analyst, Bonn, Germany, P-2 - Bonn, Germany UN Women: Operations Analyst, Bonn, Germany, P-2 EXT Bonn, Germany 2026-02-18T23:59:00-05:00