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, protection - Programme Coordination Team; participate and contribute to partnerships, research, financial and contract review committees; and other key country-specific leadership teams to ensure strategic inclusion of VAC/GBV in all country-specific programming. - Coordinate with the Regional Child Protection Advisor and the Headquarter CP Section to plan, utilize, monitor and report on VAC/GBV related funding, or other programmatic funds with large VAC/GBV components that are allocated to the country-specific interventions for the Country Programme, under the Country Office senior management. - Provide technical assistance/advice to colleagues in the Section on all aspects of programming and implementation related to VAC and GBV to enable colleagues to achieve program/performance objectives. - In collaboration with sectoral colleagues and under the guidance of Deputy Representative, participate in the planning and monitoring of the utilization of the budget allocated to sectoral and cross-sectoral VAC/GBV interventions with sectoral colleagues. - Lead the Violence prevention and GBV component of the reporting of the routine country-level programme expenditures, including the annual reporting and the RAM. - Provide technical input and review on the VAC/GBV components in key funding proposal appeals and submissions and in the design of funded projects/programs so that VAC/GBV technical components are clearly defined, and technical capacities are included. 2. Support to Program development and planning (in the emergency contexts) - Contribute and/or support the evidence-based programme planning on Child Protection, incorporating robust measurement and evaluation of results - especially in the event of the Country Programme development and Mid-Term Review. - Identify and pursue concrete opportunities and platforms for violence prevention at scale. - Develop and deliver community-based prevention programme by integrating positive discipline, Positive Parenting Approach within UNICEF-supported community-based prevention programme. - Support in Developing an effective multi-sectoral approach to VAC and GBV with special focus on convergent approaches with Education, Gender, social protection, and Health and nutrition programmes, among others. This multi-sectoral approach will also involve Social and Behavioral Change (SBC) as well as Communication, Advocacy and Partnerships (CAP). - Provide technical leadership on integration of VAC/GBV into country programming phases, including strategic planning, SitAns, strategic moments of reflection, CPDs, CPMPs, mid-term reviews, extended annual reviews, programme component strategy notes and in the programmatic assessment and institutional strengthening components of gender reviews. - In collaboration with sectoral colleagues, identify the areas of focus for VAC/GBV programming with the greatest potential for impact and scale, in alignment with the GAP and the country/regional priorities. - Work with sectoral counterparts to incorporate sound VAC/GBV indicators and measures in programme and policy initiatives, proposals, and advocacy efforts and assist in developing gender-sensitive theories of change models for sector and cross-sectoral programming. 3. Programme Implementation - In collaboration with relevant sections (Gender Unit, Health section, C4D and Youth and adolescent's unit) contribute to the design and implementation of responses to the VAC/GBV in the target provinces, in line with UNICEF procedures and mandate areas. - Provide advanced technical support to the team in UNICEF, partners including Government. - Lead the roll out and implementation of VAC/GBV prevention and services for adolescent girls. - Develop guidance notes on VAC/GBV implementation through static and mobile services for use by implementing partners. - Ensuring appropriate monitoring and oversight mechanisms and systems are established and implemented for VAC/GBV programme component. - Facilitate learning and exchange of experiences among programme stakeholders; Consolidate lessons learned and key outcomes. - Contribute to the briefs and inputs on VAC/GBV related for policy dialogue, technical assistance coordination, and development frameworks. - Assisting in implementing knowledge management VAC/GBV strategies to capture lessons learned and best practices, sharing these with management for future planning supporting training needs of project personnel. - Represent UNICEF in GBV sub-cluster. 4. Program management, monitoring and delivery of results (including emergency contexts) - Provide technical support in indicator identification, measurement, and performance tracking as it relates to CP and GBV mainstreaming and the Targeted Priorities, in collaboration with Planning, M&E section and sectoral teams. - Lead cross-sectoral collaboration and coordination on key programmatic results on prevention of VAC/GBV, ensuring coherence, maximization of synergies and efficiency in utilization of resources and delivery of results. - Support the strengthening of data systems and collection, as well as accountability mechanisms to monitor and evaluate progress on prevention of VAC/GBV results. - Support and strengthen the quality of research and evidence building on gender -based violence related programming, bringing in the latest learning and insights from the field of gender and development, and putting in place a coherent, well-prioritized research agenda. - Actively represent UNICEF in relevant coordination bodies at the inter-agency level (gender theme group or other networks, GBV cluster if relevant), participate as a member of steering committees, and provide close oversight of inter-agency joint programmes 5. Advisory services and technical support - Provide technical support and guidance to national government, NGOs, UN Agencies and other country-level and local-level partners on aspects of gender based violence programming and to ensure incorporation of gender indicators and measures in programmes/projects, policy initiatives, proposals, and M&E systems. - Support the development of adequate emergency preparedness measures, updating of contingency plans and establishment of early warning mechanisms that reflect GBV needs. - Support the development and of sex-disaggregated databases on information crucial for the planning and implementation of emergency plans. - Support the development and deployment of emergency training that incorporates gender issues and relevant strategies. - Lead and/or participate in needs assessment missions on prevention of VAC and GBV, and in the event of an emergency, be deployed as a member of the Emergency Response Team. - Identify implementing/operational partners and establish implementing arrangements in order to ensure an effective, GBV-inclusive emergency response. 6. Advocacy, networking, and partnership building - Liaise and consult with sections, government and other external partners (civil society, NGOs, UN Agencies, private sector) to identify areas for convergence, and develop and reinforce partnerships in VAC/GBV programming. - Forge and support internal and external partnerships and networks in the development of harmonized, gender-transformative programme interventions. - Build strategic alliances for gender equality with various partners, including institutional links with UN agencies and other relevant entities. - Collaborate with other UN agencies and partners to enhance robust gender-based violence and prevention of violence agaist children results in sectoral programmes at the country level. If necessary, represent UNICEF in external meetings on gender integration into sectoral and cross-sectoral results, including UN Country Team meetings and UNDAF/UNAF preparations. - Lead mapping of potential new partnerships and leverage existing partnerships to accelerate to VAC/GBV implementation at the country level in determined priority areas. 7. Innovation, knowledge management and capacity building - Initiate documentation and sharing of the country-level experience in gender programming and lessons learned, which will be shared with internal network and external partners and utilized for South-South cooperation. - Represent the child protection section at sectoral, country-level and regional-level network meetings, and ensure best practices on VAC and GBV programming. - Bring best practices in VAC/GBV programming and measurement to the attention of senior management and sectoral colleagues, as well as Regional Gender Advisor and gender section staff at HQ. - Support and conduct innovative research on VAC/GBV at the country-level. To qualify as an advocate for every child you will have? - An advanced university degree (master's or higher) in the social sciences (i.e. sociology, demography, psychology, political science, social policy, economics, or human rights,), public health, public policy, public administration, international development, or in an area relevant to UNICEF's sectoral work (e.g. Health, Nutrition, WASH, Education, Child Protection, Social Inclusion, HIV/AIDs, etc.). - Academic credentials in child rights, women rights or gender are a strong asset. - A minimum of five (5) of progressively responsible professional experience and demonstrated track record of having undertaken and led substantive programming and research on Violence Against Children (VAC)/Gender-based Violence (GBV) and development in key issue areas that are the focus of UNICEF's Global child protection strategy and Gender Action Plan. - Experience in designing, implementing, managing, and delivering results-based programmes on gender and development or any other cross cutting programme, especially at country/field level, experience in emergency response is an asset. - Developing country work experience and/or familiarity with emergency is considered an asset. - Fluency in English is required. Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) or a local language is an asset. For every Child, you demonstrate? UNICEF's Core Values of Care, Respect, Integrity, Trust, 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. During the recruitment process, we test candidates following the competency framework. Familiarize yourself with our competency framework and its different levels: competency framework here. UNICEF is here to serve the world's most disadvantaged children and our global workforce must reflect the diversity of those children. The UNICEF family is committed to include everyone, irrespective of their race/ethnicity, age, disability, gender identity, sexual orientation, religion, nationality, socio-economic background, or any other personal characteristic. 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 promote the protection and safeguarding of all children. Remarks: UNICEF's active commitment towards diversity and inclusion is critical to deliver the best results for children. For this position, eligible and suitable female candidates are encouraged to apply. Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service. UNICEF appointments are subject to medical clearance. Issuance of a visa by the host country of the duty station, which will be facilitated by UNICEF, is required for IP positions. Appointments are also 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 cancelled. All selected candidates will 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. Government employees that are considered for employment with UNICEF are normally required to resign from their government 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. Only shortlisted candidates will be contacted and advance to the next stage of the selection process. Eligible UNICEF International Professional (IP) Staff Members on fixed-term, continuing or permanent contracts applying to a Temporary Appointment, which is dedicated to L3 (or L2) Response, may be able to retain a lien and their fixed-term entitlements. The conditions of the temporary assignment will vary depending on the status of their post and their current tour of duty, and relocation entitlements may be limited as per the relevant policies. This is how cinfo can support you in the application process for this specific position: - Application preparation: Before you apply for this position: Improve your application documents by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). 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Purpose of Job The Principal Water Sector Specialist is responsible for the technical aspects of projects within the water sector contributing to all phases of the investment cycle primarily involved in project preparation and to a much lesser extent project implementation and monitoring. In addition, the Water Sector Specialist will assist in assessing project opportunities, risks and addressing transition impact from an engineering point of view as well as supporting and promoting the integration of sustainable solutions in cities and regions the Bank operates. He/she will be familiar with conventional and non-conventional (e.g. desalination) sector solutions. The role also includes elements of supporting the Bank's infrastructure strategy. The Principal Water Sector Specialist will distinguish themselves by the depth and complexity of water sector projects to be assessed for the SIG banking teams, as well as the ability to handle diversity of project structures and risks to be analysed with regard to technical innovation brought in particular by private sector clients of the Bank. The Sustainable Infrastructure Policy & Project Preparation (SI3P) team is composed of technical, financial and procurement specialists. It is tasked with enabling EBRD's Sustainable Infrastructure Group (SIG) to develop future-ready programmes and prepare high-quality projects for clients in line with the Bank's transition mandate. Accountabilities & Responsibilities The Principal Water Sector Specialist will be a member of the Project Preparation & Implementation (PP&I) Unit, which is part of the SI3P team and is responsible for providing technical due diligence and project scoping with some in-delivery oversight. The wider remit of the PP&I unit is the identification and development of ?cross-over' project opportunities which include the integration of water, energy and food security as well as participating in the EBRD's Green Cities initiative largely through support to Green City Action Plans (GCAPs) which are an integral part of this initiative. The Principal Water Sector Specialist will provide technical authority to the three SIG infrastructure banking teams to originate and develop their pipeline of projects in the water sector. For each project, the Principal Water Sector Specialist will report to the Operation Leader (OL) supporting project preparation, appraisal and monitoring (as appropriate) providing both pragmatic, sound, innovative and imaginative solutions or approaches that facilitate project signing and project monitoring post-signing. Where appropriate, the Principal Water Sector Specialist may also advise and shape the softer reform components (e.g. Technical Cooperation) that enhance the sustainability of investments and as such may support the OL in securing funds necessary to develop these project-related elements. For certain projects he/she shall liaise with other banking teams from the Risk, Climate Strategy and Delivery (CSD), Impact and Environment & Sustainability (ESD) departments to facilitate project development - Screen initial project proposals to help inform the OL as to whether Bank resources should be committed to develop specific projects providing sound reasoning in that guidance - Participate in pre-feasibility site investigations - Meet with key stakeholders including public and private sector clients to help facilitate the OL during the project life-cycle - Prepare project-related documentation (such as Technical Due Diligence ToRs) including internal Bank documents (CRMs and FRMs etc), where necessary review Loan Agreements and provide technical input in the covenants in accordance with OL agreed priorities - Assist in selection and appointment of outside technical consultants - Oversee consultant led technical due diligence; applying expert technical knowledge and experience to technical documentation including review of financial models (to ensure adequacy of technical/engineering assumptions) - Assist with Green Economy Transition assessments - Provide technical inputs as required to facilitate securing of donor financing for transactional and non-transactional Technical Cooperation - Technically support the development of individual Green City Action Plans - Drafting of technical sections of internal memos and attend clarification meetings with Bank departments, and - Provide robust technical opinions/well defended technical arguments at Bank Committees and Board - Apply Technical Advisory to Projects in Delivery - Assist project monitoring in order to support the loan disbursement process where requested - Actively assist with the pragmatic resolution of project delivery issues (as appropriate), and - Participate in site investigations working with Lenders' Technical Advisors - Offer-up practical and imaginative solutions that facilitate project signing and project delivery whilst maintaining the Bank's integrity. - Maintain awareness and interest in water sector trends and solutions. - Seek opportunities across sectors and across teams where a more integrated or novel approach could realise better projects - Where necessary assist project monitoring in order to support the loan disbursement / project implementation process. - Contribute to development of related policies, country and Bank strategies and to the EBRD's Green Cities initiative as led by others. - Work with other internal departments to facilitate project development. Experience, Skills, Knowledge and Qualifications - Degree qualified in a relevant engineering/technical discipline; additional higher degree in a relevant finance, economics or business degree would be beneficial. - Track record and experience in the wider water sector with a relevant infrastructure utility company or corporate/project finance group or an IFI and/or a technical consultancy firm with experience of advising IFIs in relation to water sector projects, or organisation of similar expertise. - Know-how in conventional and non-conventional water solutions built on understanding of theoretical concepts and principles and their organisational context with this knowledge gained through qualification and/or extensive practical experience. - Experience of carrying out technical due diligence and monitoring of projects in water resources management, drinking water production and distribution, wastewater collection and treatment, bio-resources, blue-green systems, irrigation infrastructure, climate mitigation and adaptation. - Understand options for supporting low-carbon pathways in the water sector including solutions for improving maturity of operators including digitalisation. - International experience in the water sector would be considered particularly beneficial. - Broader knowledge of public and private sector markets, the regulated business and regulatory environments that influence EBRD's work in the water sectors. - Experience of delivering projects to time, cost and quality. - Experience in working in cross-cultural teams. - An understanding of banking/business principles. - Strong analytical and technical skills with the ability to interpret technical and financial information and able to analyse and assess project viability. - Ability to communicate effectively and confidence in handling internal and external senior stakeholders. - Good verbal and written communication skills in English. - Good report writing skills. - Language skills from one of the Bank's countries of operation is desirable. 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, all our adverts close at 10.59pm GMT time. Right to Work in the UK: Swiss nationals (and all other non-UK employees) can work in the UK without a Visa - working at the EBRD gives all employees "exempt status". The Bank however encourages all non-UK employees to obtain an Exempt Vignette (EV) prior to relocating to the UK, as without an EV you may face more questions at Border Control and when required to show evidence of their exempt status when renting accommodation under the Right to Rent legislation. The application process may take 3 – 4 weeks approx. outside of the UK. This is how cinfo can support you in the application process for this specific position: - Application preparation: Before you apply for this position: Improve your application documents by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). Our coaches are here to help tailor your application to the requirements of the job (service provided at your own cost). - Interview preparation: When invited to the interview: Prepare for the interview by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). - Additional services for Swiss nationals who get invited to the selection process (written test, interview, assessment centre, etc.): - Let us know by writing to recruitment@cinfo.ch. We flag matching applications to HR partners and SDC/SECO for visibility. - Benefit from free interview/assessment preparation by registering here : [Interview and Assessment Centre Preparation for Jobs in Multilateral Organisations](https://www.cinfo.ch/en/individuals/find-a-job/positioning-swiss-nationals-in-multilateral-organisations/interview-and-assessment-centre-preparation-for-jobs-in-multilateral-organisations). Our coaches stand ready to help prepare for upcoming interview/assessment centre.
Role Overview EBRD's Office of the General Counsel (OGC) is at the core of EBRD's mandate to build sustainable and open market economies in the jurisdictions where it operates, ranging from Central and Eastern Europe and the Southern and Eastern Mediterranean to Central Asia. Deploying more than ?10 billion of financing each year, EBRD is a leader in climate finance, including investments in renewables, green bonds and energy efficiency programs. It also supports small and medium-sized enterprises, infrastructure projects, local manufacturers and many others, with a focus on promoting the sustainable development of the private sector. The Office of the General Counsel handles all legal aspects of EBRD's lending and investment transactions, provides legal advice for institutional and administrative matters and supports EBRD's policy development in its region through its legal transition program. OGC is currently recruiting for a Counsel position within the Banking Operations group. More in particular, to complement the existing skill set of our existing staff members, we are now looking to hire a lawyer with experience in capital markets and/or equity funds transactions. The position will be based in London. The successful candidate will be offered a three-year fixed-term contract. Accountabilities & Responsibilities Counsels in the Banking Operations group: - have principal responsibility for a number of EBRD's lending and equity transactions (including secured and unsecured lending operations and private and public equity investments) throughout EBRD's operating region, requiring structuring transactions, selecting and managing external law firms, drafting and negotiating transaction documents and assisting with the full project lifecycle; - contribute to the knowledge management activities of OGC; and - help carry out EBRD's policy mandate in its lending and equity operations, with a view to ensuring compliance with EBRD's environmental and other policy requirements. This job description is not limited to the responsibilities listed and the incumbent may be requested to perform other relevant duties as required by business needs. Knowledge, Skills, Experience & Qualifications Candidates are expected to: - have a law degree from a leading university in his or her home country and a post-graduate law degree from a leading university or relevant professional legal experience in another country; - have at least five years of experience in his/her area of responsibility gained in an international law firm, the in-house legal department of a top commercial/investment bank, or international organisation (including EBRD); - have relevant professional experience as a lawyer working on English law governed financing agreements in the following field: capital markets transactions; or equity funds transactions. - professional experience gained in one or more of EBRD's countries of operations would be an asset; - have an excellent command of the English language, including excellent skills to draft and negotiate legal documents in English. A command of Arabic, French, Turkish, Russian, or other language of the EBRD's countries of operations is an advantage; and - have excellent negotiation and project management skills as well as excellent interpersonal and communication skills. 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, all our adverts close at 10.59pm GMT time. Right to Work in the UK: Swiss nationals (and all other non-UK employees) can work in the UK without a Visa - working at the EBRD gives all employees "exempt status". The Bank however encourages all non-UK employees to obtain an Exempt Vignette (EV) prior to relocating to the UK, as without an EV you may face more questions at Border Control and when required to show evidence of their exempt status when renting accommodation under the Right to Rent legislation. The application process may take 3 – 4 weeks approx. outside of the UK. This is how cinfo can support you in the application process for this specific position: - Application preparation: Before you apply for this position: Improve your application documents by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). Our coaches are here to help tailor your application to the requirements of the job (service provided at your own cost). - Interview preparation: When invited to the interview: Prepare for the interview by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). - Additional services for Swiss nationals who get invited to the selection process (written test, interview, assessment centre, etc.): - Let us know by writing to recruitment@cinfo.ch. We flag matching applications to HR partners and SDC/SECO for visibility. - Benefit from free interview/assessment preparation by registering here : [Interview and Assessment Centre Preparation for Jobs in Multilateral Organisations](https://www.cinfo.ch/en/individuals/find-a-job/positioning-swiss-nationals-in-multilateral-organisations/interview-and-assessment-centre-preparation-for-jobs-in-multilateral-organisations). Our coaches stand ready to help prepare for upcoming interview/assessment centre.
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, future! How can you make a difference? Under the supervision of the Chief Planning, Monitoring and Data (PMD), the Planning Specialist is responsible for coordinating the formulation, planning, and design, of the country programme, in collaboration with the sectoral programme chiefs and the external relations/communication officer. The Planning Specialist is accountable for the accomplishment of key results in, rights and results-based management, knowledge management and preparation of programme management reports. Key functions, accountabilities, and related duties/tasks: Planning: - Provide technical support to the development of the Country Programme - Provide technical support to ensure that a set of programme performance indicators are identified and adjusted as necessary, with inputs of all concerned partners in the context of development of Annual Work Plans, as outlined in the Programme Policy and Procedures Manual/PPPX. - Support the development of United Nations Sustainable Development Coordination Framework (UNSDCF) and the Country Programme Document (CPD) from a sound results-based programming process. - Provide guidance to the Office on the application of the procedure and guidance for Country Programme Planning (CPX). - Coordinate the development, quality assurance and entry of work plans for programme sections into the electronic Work Plan (eWP) platform in line with the Office accountability framework for central and field office levels. Situation analysis: - Contributes towards the preparation of the Situation Analysis by compiling data, analyzing and evaluating information to inform various country programme management processes. Corporate reporting: - Drawing on monitoring and analysis of key programme performance and management indicators. - provide professional input to management reports, including relevant sections of the end of year narrative annual reporting process. - Lead processes related to the CSIs, end of year summary narrative, CRAVE, RAM and all programme related end of year processes. - Lead in the establishment of and maintenance of planning tools which enhance all planning processes in the office (Work Plans, Annual Management Plans, Reviews, strategy meetings, etc.). - Lead in organizing documentation and presentations for programme coordination meetings and Country Management Team meetings. Capacity development: - Collaborate to implement planning related capacity building strategies for all programme staff. - Utilize a range of appropriate skills building strategies including self-learning, seminars and workshops and practical experience in order that UNICEF personnel have the basic knowledge and skills in understanding and applying UNICEF policies, procedures, tools, methods to fulfil their responsibilities. Similarly, design and implement strategies suited to the skills needs of national partners. - Provide technical support to ensure that the RRBM and planning capacities of Country Office staff and national partners - are strengthened enabling them to increasingly engage in and lead programme planning processes. Knowledge management Undertake lessons-learned reviews on successful and unsuccessful practices and experience at the national level, and ensure they are shared as appropriate. Similarly, pay attention to knowledge networks to identify innovations and lessons learned that may be relevant for the CO and partners to improve programme planning and implementation. To qualify as an advocate for every child you will have? - Advanced university degree in social sciences, development planning, statistics, or a related technical field. - Five years of progressively responsible professional work experience at the national and international levels in programme planning - Experience working with the UN including supporting development of UNSDCF or equivalent frameworks - Fluency in English is required. Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) or a local language is an asset. For every Child, you demonstrate? UNICEF's Core Values of Care, Respect, Integrity, Trust, 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. During the recruitment process, we test candidates following the competency framework. Familiarize yourself with our competency framework and its different levels: competency framework here. UNICEF is here to serve the world's most disadvantaged children and our global workforce must reflect the diversity of those children. The UNICEF family is committed to include everyone, irrespective of their race/ethnicity, age, disability, gender identity, sexual orientation, religion, nationality, socio-economic background, or any other personal characteristic. 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 promote the protection and safeguarding of all children. Remarks: UNICEF's active commitment towards diversity and inclusion is critical to deliver the best results for children. For this position, eligible and suitable female candidates are encouraged to apply. Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service. UNICEF appointments are subject to medical clearance. Issuance of a visa by the host country of the duty station, which will be facilitated by UNICEF, is required for IP positions. Appointments are also 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 cancelled. All selected candidates will 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. Government employees that are considered for employment with UNICEF are normally required to resign from their government 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. Only shortlisted candidates will be contacted and advance to the next stage of the selection process. This is how cinfo can support you in the application process for this specific position: - Application preparation: Before you apply for this position: Improve your application documents by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). 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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. 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 personal and professional development that will help them develop a fulfilling career while delivering on a rewarding mission. We pride ourselves on a culture that helps staff thrive, coupled with an attractive compensation and benefits package. Visit our website to learn more about what we do at UNICEF. For every child, social change Social and Behavior Change in UNICEF is a cross-cutting programme strategy that addresses the cognitive, social and structural determinants of social change in both development and humanitarian contexts. SBC uses the latest in social and behavioral sciences to understand people, their beliefs, values, and the socio-cultural norms that shape their lives, with the aim of engaging them and increasing their influence in the design of solutions for sustainable behavior and social change. SBC is at the core of UNICEF's mandate, with corporate results across sectors revolving around social and behavioral practices like immunization, breastfeeding, hygiene, and positive discipline. UNICEF SBC employs a mix of approaches including community engagement, strategic communication, applied behavioral science, service delivery improvement, systems strengthening and policy advocacy, and social mobilization to advance child rights, survival, development, protection and participation. How can you make a difference? Under the general guidance of the SBC Global Lead and in close coordination with Sectoral and Cross-Sectoral Sections and Offices, the SBC Officer, Knowledge Management is responsible for the design, management, execution, monitoring and evaluation of global knowledge management strategies and approaches to advance Social and Behavior Change (SBC), with a particular focus on supporting the spreading of the latest and most efficient evidence-backed approaches in SBC, and creating visibility for purposes of advocacy and partnerships. To qualify as an advocate for every child you will have? Knowledge Management strategy delivery for SBC: - Establish a clear vision of how to add value to SBC work through KM activities and services. - Assess the state of SBC KM and identify the knowledge needs, in HQ, for the Global Technical Team and across the network, on a continuous basis. - Map SBC knowledge assets and resources that the team and network can tap into, including personnel's experience and expertise, knowledge products, networks, and partnerships. - Ensure that KM efforts are relevant, integrated across the section, aligned with and delivers on Global SBC goals. - Coordinate and manage knowledge management-related activities within the SBC team, including planning, budgeting, implementation, and reporting. - Monitor progress against work plans, identify challenges, and propose solutions to ensure timely and quality delivery of outputs. - Collaborate with colleagues to integrate knowledge management principles and practices into project planning and implementation processes. Content identification, development, curation, and dissemination: - Establish mechanisms and networks for identifying SBC innovative initiatives and impactful practices that can be replicated elsewhere. - Curate and create content for internal and external communication channels, including newsletters, websites, and social media platforms, to highlight SBC initiatives, successes, and lessons learned. - Curate and feature case studies and best practices from UNICEF country offices on SBC platforms, publication and channels, including to demonstrate the impact and effectiveness of UNICEF's SBC initiatives in diverse contexts and settings, to support fundraising efforts and to inspire learning and replication by other stakeholders and partners. - Collaborate with SBC team members to develop and update training materials, toolkits, and guidance documents for practitioners working on social and behavior change interventions. - Track relevant websites, review and synthesize existing research and literature on SBC approaches, methodologies, and theories to inform program design and implementation. - Participate in meetings/workshops and contribute to capturing their essence through concise and action-oriented reports. - Develop and maintain an SBC events calendar, ensuring that major events are identified early, and support the team to develop materials and capture learnings. Online platforms development and management: - Manage content updates and maintenance of the SBC internal SharePoint site, ensuring information is current, organized, and accessible to team members. - Provide technical support and training to SBC staff on using the SharePoint platform - Collaborate with IT and web development teams to design, develop, and maintain public-facing web pages dedicated to showcasing UNICEF's SBC initiatives, resources, and success stories, including on unicef.org, sbcguidance.org and the Youtube SBC channel. - Collaborate with the division of Global Communication and Advocacy to ensure public-facing web pages are optimized for accessibility, usability, and search engine visibility to reach and engage a diverse audience of stakeholders and partners. - Monitor web analytics and user feedback to assess the performance and impact of public-facing web pages and recommend enhancements or updates to improve user experience and engagement. - Coordinate with SBC team members and external partners to gather and develop content and multimedia assets for inclusion on public-facing web pages and ensure accuracy and alignment with UNICEF's branding and messaging guidelines. - Regularly review and update content on public-facing web pages to reflect the latest SBC initiatives, research findings, events, and resources, and promote visibility and awareness of UNICEF's work in social and behavior change communication. Editing and design support: - Provide editorial support for SBC materials, including reviewing and editing reports, publications, and communication materials to ensure clarity, coherence, and adherence to UNICEF's guidelines and standards. - Collaborate with SBC team members to conceptualize and design visually engaging and impactful communication products, such as infographics, presentations, and promotional materials, to effectively convey key messages and data to target audiences ? especially partners engagement, advocacy initiatives, internal and external meetings, and webinars. - Offer guidance and assistance in selecting appropriate design software, tools, and templates for creating SBC materials, and provide training or support as needed to enhance team members' design skills and capabilities. - Maintain a library of design resources, including templates, graphics, icons, and fonts, to facilitate efficient and consistent production of SBC materials across different projects and platforms. - Coordinate with external vendors, such as graphic designers, illustrators, and printers, to ensure timely and high-quality production of SBC materials, and oversee the printing, distribution, and dissemination process as necessary. - Conduct regular quality checks and reviews of SBC materials to ensure accuracy, branding compliance, and alignment with organizational messaging and objectives, and provide constructive feedback to improve the overall quality and effectiveness of the content. - Stay updated on emerging trends, best practices, and innovations in design and communication technology, and share relevant insights, tools, and resources with the SBC team to enhance their capacity and creativity in producing visually appealing and impactful materials. - Foster a collaborative and creative working environment within the SBC team by soliciting input, ideas, and feedback from team members on design concepts, approaches, and solutions, and encourage experimentation and innovation in visual storytelling and communication strategies. UNICEF's participation in the Global SBCC Summit and other major events: - Serve as the focal point for coordinating UNICEF's involvement in the summit, including logistics, communication, and planning. - Liaise with summit organizers to ensure UNICEF's priorities are represented in the agenda and sessions. - Coordinate the selection of UNICEF delegates, providing support for preparation and logistics. - Facilitate the development of UNICEF-led sessions and presentations showcasing SBC initiatives. - Organize pre-summit briefings and training for UNICEF delegates to prepare them for participation. - Curate and disseminate UNICEF resources to showcase contributions to SBC and promote networking. - Compile feedback from UNICEF delegates to inform future planning and programming efforts. - Share summit outcomes and contacts with relevant UNICEF teams for ongoing SBC initiatives. - Deliver similar work and tasks for other major events as needed The following minimum requirements: - An advanced university degree (Master's or higher) in communication, information, international development or relations, political science, social and behavioral sciences, including sociology, psychology and/or related field is required. *A first University Degree in a relevant field combined with 2 additional years of professional experience may be accepted in lieu of an Advanced University Degree. - A minimum of two (2) years of relevant progressively responsible professional experience at the national and international levels in developing, implementing, evaluating, and managing for knowledge management strategies and content (ideally for social and behavioral change) is required. - Proven experience in content development and design. Proficiency in website creation is a strong asset. - Strong proficiency in utilizing SharePoint or similar document management platforms, as well as graphic design software such as Adobe Creative Suite. - Experience in curating and disseminating case studies, best practices, and other knowledge products for diverse audiences, including internal stakeholders and external partners. - Practical experience in social and behavior change is a strong asset. - Proven ability to work with internal and external stakeholders at multiple levels - Fluency in English is required. Working knowledge of another UN language (Arabic, Chinese, French, Russian and Spanish) is considered 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 The UNICEF competencies required for this post are? - Builds and maintains partnerships - Demonstrates self-awareness and ethical awareness - Drive to achieve results for impact - Innovates and embraces change - Manages ambiguity and complexity - Thinks and acts strategically - Works collaboratively with others Familiarize yourself with our competency framework and its different levels. UNICEF is here to serve the world's most disadvantaged children and our global workforce must reflect the diversity of those children. The UNICEF family is committed to include everyone, irrespective of their race/ethnicity, age, disability, gender identity, sexual orientation, religion, nationality, socio-economic background, or any other personal characteristic. 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 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. UNICEF is committed to promoting the protection and safeguarding of all children. All selected candidates will 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. 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: Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service. This post is subject to approval in MTR 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. 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 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. This is how cinfo can support you in the application process for this specific position: - Application preparation: Before you apply for this position: Improve your application documents by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). Our coaches are here to help tailor your application to the requirements of the job (service provided at your own cost). - Interview preparation: When invited to the interview: Prepare for the interview by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). - Additional services for Swiss nationals who get invited to the selection process (written test, interview, assessment centre, etc.): - Let us know by writing to recruitment@cinfo.ch. 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Background Diversity, Equity and Inclusion are core principles at UNDP: we value diversity as an expression of the multiplicity of nations and cultures where we operate, we foster inclusion as a way of ensuring all personnel are empowered to contribute to our mission, and we ensure equity and fairness in all our actions. Taking a 'leave no one behind' approach to our diversity efforts means increasing representation of underserved populations. People who identify as belonging to marginalized or excluded populations are strongly encouraged to apply. Learn more about working at UNDP including our values and [inspiring stories.](https://www.undp.org/careers) UNDP does not tolerate sexual exploitation and abuse, any kind of harassment, including sexual harassment, and discrimination. All selected candidates will, therefore, undergo rigorous reference and background checks. UNDP first became active in Uzbekistan in 1993 and has over subsequent decades implemented hundreds of projects alongside the national government, business, civil society and academic. The directions of UNDP's work in Uzbekistan reflect the current UN Country Programme Document (CPD) and the United Nations Sustainable Development Cooperation Framework (UNSDCF) for 2021-2025. They also align with the national Sustainable Development Goals (SDGs) within the 2030 Agenda, and Uzbekistan's Development Strategy for 2022-2026. Throughout 2020 UNDP helped address the national health and socio-economic impacts of the COVID-19 pandemic, and is continuing to actively assist in Uzbekistan's inclusive, green recovery. UNDP has been active in more than 170 countries and territories around the world, helping eradicate poverty and reduce inequalities and increase inclusion. In Uzbekistan, UNDP has its main office in the capital of Tashkent city, and secondary offices in the cities of Nukus and Namangan. Three current directions of work include 'Inclusive and Democratic Governance', 'Inclusive and Sustainable Growth', and 'Climate and Disaster Resilience'. Position purpose The Programme intern will support Cluster Leader / Project Manager by providing support to one of clusters / projects high quality of work, accurate, timely and properly recorded/documented service delivery. Duties and Responsibilities - Outreach and communications: - Support the development and translation of press releases, statements, and briefs into English and/or Uzbek/Russian. - Contribute to implementing the project's/cluster's communication plan. - Assist in planning and executing events and consultations, with a focus on creating visually appealing pre/post communication products. - Collecting and managing knowledge materials: - Search, gather, and maintain best practices in the project sphere. - Support knowledge management systems and tools of the project/cluster team. - Preparation of substantive documentation: - Assist in preparing substantive documentation and conducting research across multiple policy areas related to Sustainable Development Goals implementation. - Support for conferences and meetings: - Assist in the substantive and administrative preparation of major national and international conferences and meetings supported by the Project/Cluster. - Data analysis and visualization: - Analyze qualitative or quantitative sustainable development data and create related data visualizations. - Reporting and summarization: - Follow and report on various intergovernmental, interagency, and expert group meetings, and prepare draft summaries of discussions and consultations as required. - Information and database management: - Assist with information and database management tasks as needed by the project/cluster. Institutional Arrangement The Intern works in close collaboration with the programme, project teams to exchange information and ensure consistent service delivery. Competencies · Strategic thinking; · Ability to use information and communication technology as a tool and resource; · Result and client-orientations. Required Skills and Experience Education: Applicants to the internship must at the time of application meet one of the following requirements: (a) Be enrolled in the final academic year of a first university degree programme (minimum bachelor's level or equivalent) in international relations, economy, law or other related fields; (b) be enrolled in a graduate school programme (second university degree or equivalent, or higher); (c) Have graduated with a university degree (as defined in (a) and (b) above) and, if selected, must start the internship within one-year of graduation Experience: - Demonstrated interest and/or experience in project management, foreign policy or other related fields are welcomed, but not required. Required Skills: - A well-organized individual with the ability to multi-task; - Ability to work productively and effectively with others and individually; - Respect for the principles of the United Nations Charter and the UNDP Statement of Purpose Disclaimer Applicant information about UNDP rosters Note: UNDP reserves the right to select one or more candidates from this vacancy announcement. We may also retain applications and consider candidates applying to this post for other similar positions with UNDP at the same grade level and with similar job description, experience and educational requirements. Non-discrimination UNDP has a zero-tolerance policy towards sexual exploitation and misconduct, sexual harassment, and abuse of authority. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles. UNDP is an equal opportunity and inclusive employer that does not discriminate based on race, sex, gender identity, religion, nationality, ethnic origin, sexual orientation, disability, pregnancy, age, language, social origin or other status. Scam warning The United Nations does not charge any application, processing, training, interviewing, testing or other fee in connection with the application or recruitment process. Should you receive a solicitation for the payment of a fee, please disregard it. Furthermore, please note that emblems, logos, names and addresses are easily copied and reproduced. Therefore, you are advised to apply particular care when submitting personal information on the web. 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IMPORTANT NOTICE: Please note that the deadline for receipt of applications indicated above reflects your personal device's system settings. OBJECTIVES OF THE PROGRAMME The overall objective of the CAH Programme is to support Member States in the WHO African Region in the development, implementation, monitoring and evaluation of policies, strategies and plans to increase access to evidence-based interventions to reduce risks and improve the overall health and wellbeing of children and adolescents towards the attainment of Universal Health Coverage. Within the framework of the Global Strategy for Women's, Children's and Adolescent's health (2016-2030), the Programme works with Member States to integrate national policies, strategies and plans for child and adolescent into national health sector strategic plans and national health systems, and guides their implementation, including reviewing and redesigning programming and organization of the health service delivery platforms, supporting implementation at national and subnational levels, and promoting quality of care. The Programme also provides support for the building of institutional capacity of Member States and catalyzing actions for improving the health and wellbeing of children and adolescents. In collaboration with the Assistant Regional Directors' Cluster, the Program supports countries in defining the research and innovations agenda to generate and use evidence and strategic information on trends and coverage of interventions and on health and well-being. In addition, the Programme advocates for, fosters partnerships and mobilizes increased resources for child and adolescent health services. The goal is to enable countries in the WHO African Region ensure that evidence-based policies and strategies are in place to achieve universal access to high-quality, integrated, health services, increase the coverage and quality of effective interventions, and to create mechanisms to measure the impact of those strategies and interventions. DESCRIPTION OF DUTIES - Maintain at all times, an updated analytic profile of the situation of children in the WHO Africa Region using the best available data that summarizes trends, provides an overview of partner initiatives and financing, as well evolving opportunities and risks to children's health. - Lead the development, management, implementation, monitoring, evaluation, and results-based reporting of WHO AFRO plans for the health of children, coordinating closely with all concerned teams and clusters of WHO and among key stakeholders and partners. - Support the strengthening of national legal and policy environment for increased access to integrated child -centered health services, and accountability to global, continental, region and national targets. - Play a lead role in the coordination of the provision of technical support to countries in planning, implementation and monitoring of policies, strategies and plans for child health as part of the of the life-course continuum in the countries of the Africa Region. - Promote effective collaboration for the development and implementation of technical guidance on programming and organization of promotive, preventive, curative and rehabilitative child-centered health service delivery platforms at all levels, in the context of primary health care (PHC) and universal health coverage (UHC). - Coordinate the adoption and national adaptation of global recommendations, guidelines, standards, and tools on child health by countries, including at community levels, and ensure strong linkages with the work of teams focusing on other population groups (girl and boys, women, newborns and older persons), health systems strengthening, and other programmes important for the health of children (immunization, nutrition and other determinants of health, communicable and non-communicable diseases). - Support countries to define packages of care to address child health based on national contexts, and guide and support countries in adopting/adapting and implementing standards for improving the quality of care for children in the context of PHC and UHC. - Elaborate a plan for a coordinated approach to building institutional capacity of countries to achieve and sustain high coverage of child health interventions, including but not limited to development of a roster of experts; capacity building in program reviews and result based management; monitoring and evaluating results, recommending appropriate actions, solutions to issues and improvements. - Foster an environment to motivate and guide national and regional capacity to advocate, communicate and disseminate key child and adolescent health messages, as well as comprehensive networks and linkages with other programmes within WHO and AFRO, as well as other stakeholders and partners, the UN and UN Agencies to promote child health. - Proactively contribute to strengthening of strategic partnerships, including drafting proposals and projects, participating in resource mobilization for scaling up and maintaining high coverage child health interventions in countries of the African Region. - Perform other related responsibilities as assigned in his/her area of expertise, including replacing and backstopping others as required. REQUIRED QUALIFICATIONS Education Essential: Medical degree with post-graduate degree in Pediatrics or Public Health. Desirable: Training in management, business administration and/or monitoring and evaluation. Experience Essential: At least seven years' experience at the national and/or international level, in planning, implementing, management and evaluation of child health programmes, in resource-limited countries. Desirable: Field experience managing and delivering public health programmes at subnational levels; experience as a facilitator trainer or implementing and evaluating integrated management of childhood illnesses (IMCI) strategy; experience working with intergovernmental agencies or the UN system Skills - Demonstrated expertise in child health as part of the life course continuum combined with in-depth knowledge of child health policies, strategies and approaches. - Excellent understanding of strategic planning, management, monitoring and evaluation of child and adolescent health programmes. - Proven ability to promote collaboration with a broad range of partners and stakeholders in politically sensitive and resources-limited contexts, combined with capacity to establish consensus while ensuring effective work practices and ethics, and negotiating skills especially in resources mobilization. - Demonstrated abilities and skills in strategic, technical and scientific writing. WHO Competencies - Teamwork - Respecting and promoting individual and cultural differences - Communication - Producing results - Moving forward in a changing environment Use of Language Skills Essential: Expert knowledge of English or French with good working knowledge of the other language. Desirable: Intermediate knowledge of Portuguese. The above language requirements are interchangeable. REMUNERATION WHO salaries for staff in the Professional category are calculated in US dollars. The remuneration for the above position comprises an annual base salary starting at USD 77,326 (subject to mandatory deductions for pension contributions and health insurance, as applicable), a variable post adjustment, which reflects the cost of living in a particular duty station, and currently amounts to USD 3583 per month for the duty station indicated above. Other benefits include 30 days of annual leave, allowances for dependent family members, home leave, and an education grant for dependent children. ADDITIONAL INFORMATION - This vacancy notice may be used to fill other similar positions at the same grade level - Only candidates under serious consideration will be contacted. - A written test and/or an asynchronous video assessment may be used as a form of screening. - In the event that your candidature is retained for an interview, you will be required to provide, in advance, a scanned copy of the degree(s)/diploma(s)/certificate(s) required for this position. WHO only considers higher educational qualifications obtained from an institution accredited/recognized in the World Higher Education Database (WHED), a list updated by the International Association of Universities (IAU)/United Nations Educational, Scientific and Cultural Organization (UNESCO). The list can be accessed through the link: http://www.whed.net/. Some professional certificates may not appear in the WHED and will require individual review. - According to 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. Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible. - Any appointment/extension of appointment is subject to WHO Staff Regulations, Staff Rules and Manual. - Staff members in other duty stations are encouraged to apply. - The WHO is committed to creating a diverse and inclusive environment of mutual respect. The WHO recruits and employs staff regardless of disability status, sex, gender identity, sexual orientation, language, race, marital status, religious, cultural, ethnic and socio-economic backgrounds, or any other personal characteristics. - The WHO is committed to achieving gender parity and geographical diversity in its staff. Women, persons with disabilities, and nationals of unrepresented and underrepresented Member States (https://www.who.int/careers/diversity-equity-and-inclusion) are strongly encouraged to apply. - Persons with disabilities can request reasonable accommodations to enable participation in the recruitment process. Requests for reasonable accommodation should be sent through an email to reasonableaccommodation@who.int - An impeccable record for integrity and professional ethical standards is essential. WHO prides itself on a workforce that adheres to the highest ethical and professional standards and that is committed to put the [WHO Values Charter](https://www.who.int/about/who-we-are/our-values) into practice. - WHO has zero tolerance towards sexual exploitation and abuse (SEA), sexual harassment and other types of abusive conduct (i.e., discrimination, abuse of authority and harassment). All members of the WHO workforce have a role to play in promoting a safe and respectful workplace and should report to WHO any actual or suspected cases of SEA, sexual harassment and other types of abusive conduct. To ensure that individuals with a substantiated history of SEA, sexual harassment or other types of abusive conduct are not hired by the Organization, WHO will conduct a background verification of final candidates. - Mobility is a condition of international professional employment with WHO and an underlying premise of the international civil service. Candidates appointed to an international post with WHO are subject to mobility and may be assigned to any activity or duty station of the Organization throughout the world. - WHO also offers wide range of benefits to staff, including parental leave and attractive flexible work arrangements to help promote a healthy work-life balance and to allow all staff members to express and develop their talents fully. - The statutory retirement age for staff appointments is 65 years. For external applicants, only those who are expected to complete the term of appointment will normally be considered. - Please note that WHO's contracts are conditional on members of the workforce confirming that they are vaccinated as required by WHO before undertaking a WHO assignment, except where a medical condition does not allow such vaccination, as certified by the WHO Staff Health and Wellbeing Services (SHW). The successful candidate will be asked to provide relevant evidence related to this condition. A copy of the updated vaccination card must be shared with WHO medical service in the medical clearance process. Please note that certain countries require proof of specific vaccinations for entry or exit. For example, official proof /certification of yellow fever vaccination is required to enter many countries. Country-specific vaccine recommendations can be found on the WHO international travel and Staff Health and Wellbeing website. For vaccination-related queries please directly contact SHW directly at [shws@who.int](mailto: shws@who.int). - WHO has a smoke-free environment and does not recruit smokers or users of any form of tobacco. - For information on WHO's operations please visit: http://www.who.int. - In case the website does not display properly, please retry by: (i) checking that you have the latest version of the browser installed (Chrome, Edge or Firefox); (ii) clearing your browser history and opening the site in a new browser (not a new tab within the same browser); or (iii) retry accessing the website using Mozilla Firefox browser or using another device. Click this link for detailed guidance on completing job applications: [Instructions for candidates](http://who.int/careers/process/instructions-for-candidates.pdf?ua=1) This is how cinfo can support you in the application process for this specific position: - Application preparation: Before you apply for this position: Improve your application documents by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). Our coaches are here to help tailor your application to the requirements of the job (service provided at your own cost). - Interview preparation: When invited to the interview: Prepare for the interview by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). - Additional services for Swiss nationals who get invited to the selection process (written test, interview, assessment centre, etc.): - Let us know by writing to recruitment@cinfo.ch. 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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 future of hope and prosperity The Operations function is a strategic Business Partner role, assuring the best use of UNICEF assets in alignment with sound management practices, office priorities and goals to deliver results for children. How can you make a difference? As a Strategic Business Partner, the incumbent will be accountable for operations functions, facilitate change, provide risk-informed, solution-focused analysis, advice and services, and contribute to programme and management decisions for delivering results for children in specific operational contexts. Operations Manager will accomplish this by: - Facilitating services in the functional areas of operations support: budget, financial management and reporting, facilities management, administration, supply and logistics management, information and communications technology, human resources, and safety and security. - Supporting the line manager in implementing career development, and opportunities for staff. - Acting as a member of the Country and Senior Management Teams, representing the organizational risks, governance systems, and policies, and promoting results-based management. - Understanding business needs for the office, anticipating challenges, propose viable/creative solutions aimed at value for money. - Providing key contributions to CPD, CPMP, AMP, and support to Results-Based Management and implementation using Value for Money criteria. - Promoting the fundamentals of ICT management, information security, and controls. - Supporting supply and logistics strategies and interventions to meet programmatic needs while ensuring Value for Money (VfM), including procurement of fit-for-purpose products and services, and providing advisory support to governments, national systems, and partners on supply chain management. - Supporting the country office during external and internal audit reviews and responding to audit observations and monitoring implementation of recommendations. - Providing regular feedback on risks and achievements of operations functions in the office. - Leading on facility management with a specific focus on inclusive accessibility, eco-sustainability, and common premises. - Monitoring business transactions processed by GSSC from a perspective of Efficiency, Performance, Risk Management and Fraud prevention. - Supporting the management of PSFR operations and promoting efficiency across systems and processes, where applicable. The Operations Manager will be entrusted with the following five pillars, the core focus of all operations functions: Valuing People, Valuing Money, Valuing Risk Management, Valuing Systems and Structures, Valuing Partners. Summary of key functions/accountabilities: Valuing People: Develop people resources to promote technical competence and foster career progression and retention of a ?fit for purpose?/ agile workforce - Facilitate an environment of management excellence, staff well-being and accessibility and inclusion through the implementation of strategies, policies, and procedures. - Implement solutions and advise to office management on people management and office culture. - Coordinate the human resource development and resourcing strategies to bring about changes in knowledge, skills, abilities, and mindsets for Operations staff. - Keep abreast of industry standards in management and finance and share best practices and knowledge learned within the office. - Support Excellence in Operations in UNICEF derived from the five strategic pillars. Valuing Money: Champion strategic resources to achieve organizational goals and ensure Value for Money (VfM) - Ensure effective identification and use of resources in various concrete Value for Money (VfM) areas, including eco-efficiency and inclusivity, common premises, costing, results-based budgeting financial monitoring etc. - Support Business Units on options to generate greater VfM. - Lead the financial oversight management, monitoring and reporting of all the country programme budget - and where applicable private sector fundraising budgets; make analysis and recommendations for the Representative's and Deputy Representative's to take risk-informed decisions. - Implement various modalities of valuing resources through financing modalities such as budgeting and pre-financing modalities for supplies, cash-based transfer, etc. - Oversee the implementation of the Supply plan for the office and stay abreast of the regional strategies. Valuing Risk Management: Enhance Risk Management to increase organizational performance and strengthen internal control - Support the office with up-to-date information to make operational and programmatic risk-informed decisions and improve performance, with the support of the enterprise Governance, Risk and Compliance (eGRC) platform. - Update and participate in testing of business continuity plans to ensure UNICEF organizational resilience to disaster and risks and staff safety and security as well as Emergency Preparedness and Response to humanitarian situations. - Review internal controls and policies/guidance included in the Regulatory Framework, provide oversight of appropriate implementation of policies and procedures, and provide feedback on policy and internal controls as appropriate. - Support implementation of mandatory anti-fraud systems, processes, and actions, and share anti-fraud achievements within the office. - Facilitate mitigation of risks of engagement with external partners via appropriate, risk-informed due diligence. Valuing Systems and Structures: Ensure further operational centralization and optimization for maximized efficiency gains - Review and recommend simplification of Operations processes to minimize cost, reduce duplication of work and maximize efficiencies while creating an environment of smarter controls to render the organization agile, resilient, and ready to respond to programme needs. - Facilitate compliance with systems by building awareness and capacity of users, explore new ways of working - including in the context of SG Reform ? and continuously improve IT-enabled business processes to increase productivity and collaboration, better knowledge management, and ensure effective use of UNICEF assets. - Provide key contributions to CPMP and review operational structures in collaboration with Regional Chiefs of Operations and the Strategic Business Support unit in DFAM. Valuing Partners: Strengthening internal and external-facing partnerships and leveraging UNICEF's oversight and understanding of financial management across all areas of the office. - Provide technical support and recommendations on HACT implementation, including, advice approach to undertaking spot checks, follow-up actions required on the result of financial assurance activities; the use and collaboration with the Supreme Audit Institution; and use of micro-assessment results including the appropriate level of capacity building in financial management. - Partner with Programme by providing advice and recommendations on programme budgeting through contributions in programme documents and support the financial impact analysis and determination of refunds and amounts owing to the CSO. - Support UNICEF Office resource mobilization partners from donor negotiation and formulation of partnership agreements and contracts through written financial reporting, resolve discrepancies, and ensure donor accountability and transparency. - Foster a positive and enabling operations environment that supports private-sector fundraising and solution-focused engagement (where applicable). - Engage as effective stakeholders in the UN Reform, facilitating Business Operating Services (BOS) and proactively paving the way for a potential ?one back office? in country offices. To qualify as an advocate for every child you will have? An Advanced University Degree (Master's and above) in one of the following areas is required: Business management; Financial management; Accounting; Public Finance; and related operations function (Supply Chain, Human Resources, Information Technology, International Business, Project management, etc.) is required or a full professional accounting designation (CA, ACA, ACCA, CPA, CIMA, CPFA, Expert Comptable) from an internationally recognized institute/body of accountancy with valid membership in good standing is required. A University Degree (Bachelor's/BA) and two additional years of experience (a total of 7 years of work experience) could be accepted in lieu of a Master's degree. A minimum of five (5) years of professional experience, at the national and/or international level, is required, specifically in implementing organizational initiatives in one or more operations management areas including budget; financial management and reporting; facilities management; administration; supply and logistics management; information and communication technology; human resources. Prior experience in the development sector or UN system/ international NGOs would be an asset. Additional experience in one or more of the following areas would be desired: - Audit and investigations - Safety and security - Grant Management - Enterprise Risk Management Experience in a UN system agency, large private or public company, or experience working in a developing country and/or humanitarian/ emergency context is an asset. For country offices with a significant private-sector fundraising operation, prior experience working with or in the private sector, and supporting private-sector fundraising, is desirable. Experience in working with corporate ERPs (Enterprise Resource Planning) and IPSAS (International Public Sector Accounting Standards) is highly desirable. Knowledge of Results Based Management is a requirement. Experience in supporting successful client-oriented work units is an asset. Familiarity with Microsoft Office applications is required. - Fluency in French and English is required. Knowledge of another official UN language (Arabic, Chinese, Russian or Spanish) or a local language is an asset. For every Child, you demonstrate? UNICEF's Core Values of Care, Respect, Integrity, Trust, 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 (9) Deciding and Initiating Action (10) Following Instructions and Procedures (11) Entrepreneurial Thinking (12) Analyzing During the recruitment process, we test candidates following the competency framework. Familiarize yourself with our competency framework and its different levels: competency framework here. UNICEF is here to serve the world's most disadvantaged children and our global workforce must reflect the diversity of those children. The UNICEF family is committed to include everyone, irrespective of their race/ethnicity, age, disability, gender identity, sexual orientation, religion, nationality, socio-economic background, or any other personal characteristic. 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 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. Remarks: UNICEF's active commitment towards diversity and inclusion is critical to deliver the best results for children. For this position, eligible and suitable female are encouraged to apply. UNICEF appointments are subject to medical clearance. Issuance of a visa by the host country of the duty station, which will be facilitated by UNICEF, is required for IP positions. Appointments are also subject to inoculation (vaccination) requirements, including against SARS-CoV-2 (Covid). Government employees that are considered for employment with UNICEF are normally required to resign from their government 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. Only shortlisted candidates will be contacted and advance to the next stage of the selection process. Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service. This is how cinfo can support you in the application process for this specific position: - Application preparation: Before you apply for this position: Improve your application documents by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). 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Background Diversity, Equity and Inclusion are core principles at UNDP: we value diversity as an expression of the multiplicity of nations and cultures where we operate, we foster inclusion as a way of ensuring all personnel are empowered to contribute to our mission, and we ensure equity and fairness in all our actions. Taking a 'leave no one behind' approach to our diversity efforts means increasing representation of underserved populations. People who identify as belonging to marginalized or excluded populations are strongly encouraged to apply. Learn more about working at UNDP including our values and [inspiring stories.](https://www.undp.org/careers) UNDP does not tolerate sexual exploitation and abuse, any kind of harassment, including sexual harassment, and discrimination. All selected candidates will, therefore, undergo rigorous reference and background checks. UNDP first became active in Uzbekistan in 1993 and has over subsequent decades implemented hundreds of projects alongside the national government, business, civil society and academic. The directions of UNDP's work in Uzbekistan reflect the current UN Country Programme Document (CPD) and the United Nations Sustainable Development Cooperation Framework (UNSDCF) for 2021-2025. They also align with the national Sustainable Development Goals (SDGs) within the 2030 Agenda, and Uzbekistan's Development Strategy for 2022-2026. Throughout 2020 UNDP helped address the national health and socio-economic impacts of the COVID-19 pandemic, and is continuing to actively assist in Uzbekistan's inclusive, green recovery. UNDP has been active in more than 170 countries and territories around the world, helping eradicate poverty and reduce inequalities and increase inclusion. In Uzbekistan, UNDP has its main office in the capital of Tashkent city, and secondary offices in the cities of Nukus and Namangan. Three current directions of work include 'Inclusive and Democratic Governance', 'Inclusive and Sustainable Growth', and 'Climate and Disaster Resilience'. The UNDP Operations Unit provides operational support services to the UNDP Projects and other UN Agencies in HR, Finance, Procurement and General Administration. This internship assignment will support the Operations Unit. Position purpose The intern will assist the Operations Unit (Procurement, Finance, and Admin Units) by providing support to one of the units of the operation's high quality of work, accurate, timely and properly recorded/documented service delivery. The intern promotes a client-oriented and consistent with rules and regulations approach in the Unit. Duties and Responsibilities - Assist in maintaining proper filing of the Unit papers and sort, classify and file documentation according to guidelines such as content, purpose, user criteria, or chronological, alphabetical, or numerical order; - Assist with archiving: prepare materials for archiving, register the archived files, update the register of archived file; - Maintain the document flow within the Unit (generation, tracking, editing, storage and management of documents); - Perform ad hoc inspections of materials or files in order to ensure correct placement, legibility, and proper condition; - Perform ad hoc clerical assignment as required; - Performs other duties as required. Institutional Arrangement The Intern works in close collaboration with the Operations teams and projects' staff in the CO staff to exchange information and ensure consistent service delivery. Competencies · Strategic thinking; · Financial analysis; · Ability to use information and communication technology as a tool and resource; · Result and client-orientations. Required Skills and Experience Education: Applicants to the internship must at the time of application meet one of the following requirements: (a) Be enrolled in the final academic year of a first university degree programme (minimum bachelor's level or equivalent) in finance, economy, procurement, logistics or other related fields; (b) be enrolled in a graduate school programme (second university degree or equivalent, or higher); (c) Have graduated with a university degree (as defined in (a) and (b) above) and, if selected, must start the internship within one-year of graduation Experience: - Demonstrated interest and/or experience in operations procedures (administration, procurement, finance) Required Skills: - A well-organized individual with the ability to multi-task; - Ability to work productively and effectively with others and individually; - Respect for the principles of the United Nations Charter and the UNDP Statement of Purpose Disclaimer Applicant information about UNDP rosters Note: UNDP reserves the right to select one or more candidates from this vacancy announcement. We may also retain applications and consider candidates applying to this post for other similar positions with UNDP at the same grade level and with similar job description, experience and educational requirements. Non-discrimination UNDP has a zero-tolerance policy towards sexual exploitation and misconduct, sexual harassment, and abuse of authority. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles. UNDP is an equal opportunity and inclusive employer that does not discriminate based on race, sex, gender identity, religion, nationality, ethnic origin, sexual orientation, disability, pregnancy, age, language, social origin or other status. Scam warning The United Nations does not charge any application, processing, training, interviewing, testing or other fee in connection with the application or recruitment process. Should you receive a solicitation for the payment of a fee, please disregard it. Furthermore, please note that emblems, logos, names and addresses are easily copied and reproduced. Therefore, you are advised to apply particular care when submitting personal information on the web. This is how cinfo can support you in the application process for this specific position: - Application preparation: Before you apply for this position: Improve your application documents by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). 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IMPORTANT NOTICE: Please note that the deadline for receipt of applications indicated above reflects your personal device's system settings. OBJECTIVES OF THE PROGRAMME Core Predictable Country Presence (CPCP) position. DESCRIPTION OF DUTIES Advance coordination with all technical focal points at regional and headquarters levels, under the guidance of the head of the WHO country office. Provide authoritative advice to national public health authorities and lead the epidemiological work of the country office that underpins policy formulation. undertake research and leadership on the design and analysis of policy research programmes and projects Ensure that the WHO Country Office has access to all relevant existing country-specific health-related data. This includes national and subnational datasets, such as demographics of populations affected by specific diseases (relevant age, gender, etc.) and time trends. Analyze such data sets to provide additional insights on the country's health context and epidemiological situation. Serve as focal person for all internal and external requests related to country-specific data. As needed, ensure government agreement for the use and dissemination of such data. Assist the government and relevant institutions on the enhancement of national capacities in epidemic and disease-trends' forecasting and detection systems, including epidemiology and laboratory surveillance for monitoring and evaluating the core surveillance and real-time analysis of outbreak intelligence data. Lead and coordinate the development of training courses for public health professionals on epidemiological surveillance, outbreak investigation, and/or the improvement of related data management. Oversee the WHO Office's support to the government in conducting field investigations of public health events. when required by the specific country or health situation. Collaborate with Health Emergency teams to promote WHO's position and successfully influence national health authorities to develop infection prevention and control programmes in health care facilities, including (where and when required) focusing on preparedness and response to epidemics and pandemics. Participate, as needed, in risk assessments for unusual health events. Collect primary and secondary data, analyze and synthesize data on health for health monitoring and evaluation of national strategies, programmes, or projects. Generate knowledge, develop and disseminate information products such as policy briefs and research summary to support the translation of evidence into policy and decision-making. Collaborate with relevant authorities on the development and maintenance of a national system for comprehensive data collection and trend analysis of public health events. Play a lead role in the analysis, interpretation, and knowledge building of surveillance data (including virological data) through WHO and peer-reviewed publications and media. Encourage collaboration and develop innovative advocacy initiatives and project proposals for joint action and resource mobilization to augment national, operational responses to public health events. Act as the main liaison between government and WHO (all levels) on country-specific data gathering and dissemination of WHO-generated data and data analysis. REQUIRED QUALIFICATIONS Education Essential: Advanced university degree (master's level) in epidemiology, public health, medical or other studies in a field directly related to the position. Desirable: PhD in Epidemiology or social study research. Experience Essential: A minimum of seven (07) years of work experience relevant to the position (in epidemiology or public health research including developing implementing and/or evaluating programmes, policies, and guidelinesas well as monitoring and evaluation of diseases and public health programmes),with some of it obtained in an international context. Part of this must havebeen in a developing country context. Desirable: Experience in public health research or the compilation and analysis of large data sets from multiple sources and good knowledge of public health programme or epidemiology. Skills Demonstrated knowledge and professional skills in the development and implementation of public health research. Seasoned expertise in the collection, analysis, and interpretation of epidemiological data. Strong ability to process, analyse and interpret epidemiological Strong knowledge in the use of statistical software packages such as R, SPSS, SAS, STATA etc. Strong knowledge and experience in policy analysis Knowledge of the communicable and non-communicable disease profile of the country. Demonstrated training skills (developing and conducting training). WHO Competencies Teamwork Respecting and promoting individual and cultural differences Communication Driving the Organization's Position in Health Leadership Producing results Use of Language Skills Essential: Expert knowledge of English. Expert knowledge of French. Desirable: The above language requirements are interchangeable. REMUNERATION WHO salaries for staff in the Professional category are calculated in US dollars. The remuneration for the above position comprises an annual base salary starting at USD 77,326 (subject to mandatory deductions for pension contributions and health insurance, as applicable), a variable post adjustment, which reflects the cost of living in a particular duty station, and currently amounts to USD 3815 per month for the duty station indicated above. Other benefits include 30 days of annual leave, allowances for dependent family members, home leave, and an education grant for dependent children. ADDITIONAL INFORMATION - This vacancy notice may be used to fill other similar positions at the same grade level - Only candidates under serious consideration will be contacted. - A written test and/or an asynchronous video assessment may be used as a form of screening. - In the event that your candidature is retained for an interview, you will be required to provide, in advance, a scanned copy of the degree(s)/diploma(s)/certificate(s) required for this position. WHO only considers higher educational qualifications obtained from an institution accredited/recognized in the World Higher Education Database (WHED), a list updated by the International Association of Universities (IAU)/United Nations Educational, Scientific and Cultural Organization (UNESCO). The list can be accessed through the link: http://www.whed.net/. Some professional certificates may not appear in the WHED and will require individual review. - According to 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. Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible. - Any appointment/extension of appointment is subject to WHO Staff Regulations, Staff Rules and Manual. - Staff members in other duty stations are encouraged to apply. - The WHO is committed to creating a diverse and inclusive environment of mutual respect. The WHO recruits and employs staff regardless of disability status, sex, gender identity, sexual orientation, language, race, marital status, religious, cultural, ethnic and socio-economic backgrounds, or any other personal characteristics. - The WHO is committed to achieving gender parity and geographical diversity in its staff. Women, persons with disabilities, and nationals of unrepresented and underrepresented Member States (https://www.who.int/careers/diversity-equity-and-inclusion) are strongly encouraged to apply. - Persons with disabilities can request reasonable accommodations to enable participation in the recruitment process. Requests for reasonable accommodation should be sent through an email to reasonableaccommodation@who.int - An impeccable record for integrity and professional ethical standards is essential. WHO prides itself on a workforce that adheres to the highest ethical and professional standards and that is committed to put the [WHO Values Charter](https://www.who.int/about/who-we-are/our-values) into practice. - WHO has zero tolerance towards sexual exploitation and abuse (SEA), sexual harassment and other types of abusive conduct (i.e., discrimination, abuse of authority and harassment). All members of the WHO workforce have a role to play in promoting a safe and respectful workplace and should report to WHO any actual or suspected cases of SEA, sexual harassment and other types of abusive conduct. To ensure that individuals with a substantiated history of SEA, sexual harassment or other types of abusive conduct are not hired by the Organization, WHO will conduct a background verification of final candidates. - Mobility is a condition of international professional employment with WHO and an underlying premise of the international civil service. Candidates appointed to an international post with WHO are subject to mobility and may be assigned to any activity or duty station of the Organization throughout the world. - WHO also offers wide range of benefits to staff, including parental leave and attractive flexible work arrangements to help promote a healthy work-life balance and to allow all staff members to express and develop their talents fully. - The statutory retirement age for staff appointments is 65 years. For external applicants, only those who are expected to complete the term of appointment will normally be considered. - Please note that WHO's contracts are conditional on members of the workforce confirming that they are vaccinated as required by WHO before undertaking a WHO assignment, except where a medical condition does not allow such vaccination, as certified by the WHO Staff Health and Wellbeing Services (SHW). The successful candidate will be asked to provide relevant evidence related to this condition. A copy of the updated vaccination card must be shared with WHO medical service in the medical clearance process. Please note that certain countries require proof of specific vaccinations for entry or exit. For example, official proof /certification of yellow fever vaccination is required to enter many countries. Country-specific vaccine recommendations can be found on the WHO international travel and Staff Health and Wellbeing website. For vaccination-related queries please directly contact SHW directly at [shws@who.int](mailto: shws@who.int). - WHO has a smoke-free environment and does not recruit smokers or users of any form of tobacco. - For information on WHO's operations please visit: http://www.who.int. - In case the website does not display properly, please retry by: (i) checking that you have the latest version of the browser installed (Chrome, Edge or Firefox); (ii) clearing your browser history and opening the site in a new browser (not a new tab within the same browser); or (iii) retry accessing the website using Mozilla Firefox browser or using another device. Click this link for detailed guidance on completing job applications: [Instructions for candidates](http://who.int/careers/process/instructions-for-candidates.pdf?ua=1) This is how cinfo can support you in the application process for this specific position: - Application preparation: Before you apply for this position: Improve your application documents by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). Our coaches are here to help tailor your application to the requirements of the job (service provided at your own cost). - Interview preparation: When invited to the interview: Prepare for the interview by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). - Additional services for Swiss nationals who get invited to the selection process (written test, interview, assessment centre, etc.): - Let us know by writing to recruitment@cinfo.ch. 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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, Empowerment! How can you make a difference? In an effort to measurably improve UNICEF's ability to deliver better results for children as elaborated in the Strategic Plan, and to also support the Human Resources transformation strategy, the Division of Human Resources (DHR) has embarked on a transformational process in a number of key areas, including effective talent acquisition, robust performance and career management and supporting organizational results delivery through effective partnerships with clients. DHR will partner with line managers and share ownership and accountability for people management based on clearly defined roles and responsibilities. DHR client service will be more direct, more consistent and better resourced across all regions and countries. The newly established center of expertise for Talent Development supports UNICEF on nurturing and enhancing the skills, capabilities, and potential of staff to drive individual and organizational growth. The role of Human Resources Specialist (Career Development) will contribute to this ambitious and exciting agenda and will enable UNICEF to better address humanitarian and development needs. Purpose for the job Under the guidance of the HR Manager, Career Development, the incumbent serves as the primary focal point for UNICEF's global REACH Programme to support career transition of high potential national staff. The incumbent is part of the UNICEF HR Talent Development team and is expected to work closely with other teams and units in DHR, the Global Learning Center and the HR Community Summary of key functions/accountabilities: The Human Resources Specialist will support various Career Development initiatives for the following: Needs Assessment and Guidance: - Conduct initial assessment to understand the career support needs from regional (RO) and country offices (CO). - Assist RO/CO in identifying career support interventions aligned to the needs of the Office. Professional Development Programme for National Staff - Act as Focal Point for managing the Professional Development Programme from Regional Offices and Country Offices. - Manage the coordination and support delivery of all workshops and other interventions. - Participate on the review of the Professional Development Programme to assess impact and sustainability. - Advocate on behalf of the national staff to apply for international positions. Evaluation of Workshops/Webinars/Coaching - Manage the on-going evaluation for all workshops/webinars evaluated by participants. - Prepare evaluation reports and share with Facilitators/Coaches. - Create bi-annual reports to keep track of feedback received and follow up to ensure feedback is integrated into ongoing development of programmes. New Programmes and Initiatives - Support the design and implementation of new career development programmes. - Monitor the effectiveness of programme and provide feedback for enhancement. Resources Management and Knowledge Management - Maintain a centralized repository of resources and tools for career development accessible to the OneHRCommunity and all staff. - Facilitate knowledge sharing sessions with HR colleagues to exchange best practices, insights, and emerging trends in career development. To qualify as an advocate for every child you will have? - An advanced university degree (Master's or higher) in human resource management, business administration, public administration, social sciences, or other related field(s). - Professional certification or additional training in relevant areas is desirable. - At least five years of progressive professional experience in human resources, organizational development, employee engagement, and/or change management in a global / international organization is required. - Strong facilitation and organizational skills are required. - Proven ability to analyze data, generate reports to ensure the effectiveness of career development programmes. - Ability to communicate clearly and concisely with an open mind. - Knowledge of a range of metrics to assess staff experiences and interpret results. - Ability to motivate, inspire, and empower individuals to set and achieve their career goals. - Excellent written and verbal communication skills in English is required. - Knowledge of a second UN language (i.e. Arabic, Chinese, French, Russian, and Spanish) is a distinct advantage. - Developing country work experience and/or familiarity with emergency is considered an asset. - Fluency in English is required. Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) 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 UNICEF competencies required for this post are? - Builds and maintains partnerships (1) - Demonstrates self-awareness and ethical awareness (1) - Drive to achieve results for impact (1) - Innovates and embraces change (1) - Manages ambiguity and complexity (1) - Thinks and acts strategically (1) - Works collaboratively with others (1) During the recruitment process, we test candidates following the competency framework. Familiarize yourself with our competency framework and its different levels: competency framework here. UNICEF is here to serve the world's most disadvantaged children and our global workforce must reflect the diversity of those children. The UNICEF family is committed to include everyone, irrespective of their race/ethnicity, age, disability, gender identity, sexual orientation, religion, nationality, socio-economic background, or any other personal characteristic. 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 promote the protection and safeguarding of all children. Remarks: The VA deadline has been extended for one week, until 24 April 2024, in order to reflect a modification in the Job Requirements section. Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service. UNICEF appointments are subject to medical clearance. Issuance of a visa by the host country of the duty station, which will be facilitated by UNICEF, is required for IP positions. Appointments are also 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 cancelled. All selected candidates will 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. Government employees that are considered for employment with UNICEF are normally required to resign from their government 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. Only shortlisted candidates will be contacted and advance to the next stage of the selection process. 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Background Diversity, Equity and Inclusion are core principles at UNDP: we value diversity as an expression of the multiplicity of nations and cultures where we operate, we foster inclusion as a way of ensuring all personnel are empowered to contribute to our mission, and we ensure equity and fairness in all our actions. Taking a 'leave no one behind' approach to our diversity efforts means increasing representation of underserved populations. People who identify as belonging to marginalized or excluded populations are strongly encouraged to apply. Learn more about working at UNDP including our values and [inspiring stories.](https://www.undp.org/careers) UNDP does not tolerate sexual exploitation and abuse, any kind of harassment, including sexual harassment, and discrimination. All selected candidates will, therefore, undergo rigorous reference and background checks. United Nations Development Programme (UNDP) is the knowledge frontier organization for sustainable development in the UN Development System and serves as the integrator for collective action to realize the Sustainable Development Goals (SDGs). UNDP's policy work carried out at HQ, Regional Hubs and Country Office levels, forms a contiguous spectrum of deep local knowledge to cutting-edge global perspectives and advocacy. In this context, UNDP invests in the Global Policy Network (GPN), a network of field-based and global technical expertise across a wide range of knowledge domains and in support of the signature solutions and organizational capabilities envisioned in the Strategic Plan. The United Nations Development Programme (UNDP) is the UN's global development network, advocating for change and connecting countries to knowledge, experience and resources to help people build a better life. We are on the ground in 170 countries and territories, working with Governments and people on their own solutions to global and national development challenges to help empower lives and build resilient nations. The 2030 Agenda for Sustainable Development Goals (SDGs) and the pledge to leave no one behind reflect the interconnectedness of health and sustainable development issues such as the widening economic and social inequalities, the climate crisis, rapid urbanization, the continuing burden of HIV and other infectious diseases (e.g., malaria, tuberculosis, COVID.19), the growing burden of non-communicable diseases and the emergence of health threats. The scope and scale of delivering health and well-being for all demands innovative partnerships and financing. UNDP's partnership with the Global Fund (GF), in line with, UNDP's HIV, Health and Development Strategy 2022-2025: Connecting the Dots, makes a vital contribution to UNDP's Strategic Plan 2022-2025, the 2030 Agenda for Sustainable Development and the pledge to leave no one behind. When requested, UNDP acts as interim Principal Recipient (PR), working with national partners and the Global Fund to ensure management, implementation and oversight of GF grants, while simultaneously strengthening health institutions and systems for national entities to assume the PR role over time. In Bissau, the Ministry of Health and UNDP have had a long-standing, strategic partnership for health service delivery through Global Fund grants. UNDP is the designated Principal Recipient for the Malaria Grant for the period 2024-2026, in partnership with the Ministry of Health and its national malaria programme, other Government and UN agencies, and in collaboration with bilateral donors and International Financing Institutions. To help the UNDP Project Management Unit (PMU) deliver in a timely and quality-assured manner on the Grant Performance Framework targets, while complying with UNDP and Global Fund rules and regulations, UNDP Bissau is recruiting a Community Health and Health System Strengthening Specialist. Position Purpose Under the overall supervision of the Programme and Monitoring and Evaluation Specialist, the Community Health and Health System Strengthening Specialist will be responsible for the implementation and monitoring of the Community Health and HSS related interventions of the Global Fund malaria grant managed by UNDP. He/she will work closely with the Ministry of Health and other partners and also work closely with colleagues from procurement, supply chain and finance. The Community Health and Health System Strengthening Specialist will be responsible for the following tasks. UNDP adopts a portfolio approach to accommodate changing business needs and leverage linkages across interventions to achieve its strategic goals. Therefore, UNDP personnel are expected to work across units, functions, teams, and projects in multidisciplinary teams in order to enhance and enable horizontal collaboration. Duties and Responsibilities Program Development and Implementation: - Work closely with relevant stakeholders, including government authorities, UN agencies, non-governmental organizations, and communities to ensure the successful execution of the activities defined in the grant proposals and budgets, including ensuring that the right mechanism are in place for the timely payment of community health workers incentives. - Be a source of propositions for new partnerships and activities related to HSS and community health that would improve health outcomes in Guinea Bissau. - Review proposals and budgets submitted to UNDP, provide technical guidance and follow-up with agreements and administrative requirements to start implementation. Monitoring and Evaluation: - Monitor closely the implementation of the planned activities, through regular meetings, supervision, data analysis. - Ensure that the data and information required to report on progress are collected on a timely manner and disseminated to the right audience to inform decisions and improvement. - Contribute to the quarterly progress reports to donors and partners. - Review protocols of national studies and coordinated external evaluations as needed. Capacity Building and Knowledge Sharing: - Together with partners, provide technical guidance to all stakeholders as needed. - Identify and disseminate good practices that can be replicated in Guinea-Bissau. - Facilitate the understanding of UNDP role and of the grant implementation process with relevant stakeholders, including government partners. Advocate for community health and health system strengthening at national and regional levels: - Provide technical support to Country Offices and Regional Service Centres in the development and monitoring of capacity development strategies for national counterparts to assume the Principal Recipient role and implement other health and development projects; - Support Country Office and Regional Service Centres through each stage of the audit cycle (Country Offices and Sub-recipient audits) and timely implementation of the audit recommendations; and - Manage day-to-day technical relationships with partners (Istanbul) to ensure UNDP enjoys maximum benefits in capacity building activities with national counterparts. The incumbent performs other duties within their functional profile as deemed necessary for the efficient functioning of the Office and the Organization. Supervisory/Managerial Responsibilities: The Community Health and Health System Strengthening Specialist will supervise 2 National Officers. Competencies Core Competencies: Achieve Results: LEVEL 3: Set and align challenging, achievable objectives for multiple projects, have lasting impact Think Innovatively: LEVEL 3: Proactively mitigate potential risks, develop new ideas to solve complex problems Learn Continuously: LEVEL 3: Create and act on opportunities to expand horizons, diversify experiences Adapt with Agility: LEVEL 3: Proactively initiate and champion change, manage multiple competing demands Act with Determination: LEVEL 3: Think beyond immediate task/barriers and take action to achieve greater results Engage and Partner: LEVEL 3: Political savvy, navigate complex landscape, champion inter-agency collaboration Enable Diversity and Inclusion: LEVEL 3: Appreciate benefits of diverse workforce and champion inclusivity Cross-Functional & Technical competencies: Business Direction & Strategy-Negotiation and Influence: Ability to reach an understanding, persuade others, resolve points of difference, gain advantage in the outcome of dialogue, negotiate mutually acceptable solutions through compromise and create 'win-win' situations Business Direction & Strategy-System Thinking: Ability to use objective problem analysis and judgement to understand how interrelated elements coexist within an overall process or system, and to consider how altering one element can impact on other parts of the system Business Management-Portfolio Management: Ability to select, prioritize and control the organization's programmes and projects, in line with its strategic objectives and capacity; ability to balance the implementation of change initiatives and the maintenance of business-as-usual, while optimizing return on investment Business Management-Results-based Management: Ability to manage programmes and projects with a focus on improved performance and demonstrable results 2030 Agenda: People - Health: Global Fund to Fight AIDS, Tuberculosis, and Malaria Business Development-Knowledge Facilitation: Ability to animate individuals and communities of contributors to participate and share, particularly externally Partnership Management-Relationship Management: Ability to engage with a wide range of public and private partners, build, sustain and/or strengthen working relations, trust and mutual understanding Business Management-Monitoring: Ability to provide managers and key stakeholders with regular feedback on the consistency or discrepancy between planned and actual activities and programme performance and results Required Skills and Experience Education: - Advanced university degree (Master's or equivalent) in Health and/or Medical Science (Public Health, Epidemiology, Health, Nursing), or a relevant social science subject OR - A first-level university degree (Bachelor's degree) in combination with an additional two years of qualifying experience will be given due consideration in lieu of the advanced university degree Experience: - A minimum of 5 years (with Master's degree) or 7 years (with Bachelor's degree) of relevant work experience in community health and health system strengthening. - Experience in the implementation of health development programmes is an asset. - Experience of working in the health sector with governments (especially with Ministry of Health), international organisations, and/or International NGOs is required . - Knowledge of UNDP and/or UN rules, policies and procedures is an asset. - Experience of working with West African countries is desirable. - Experience in monitoring and evaluation and supply chain management is an asset. - Knowledge of Global Fund's rules, policies and procedures is an asset. Language: - Fluency in English and Portuguese or French required (the official UN langage of the DS is required). - French or Portuguese is an asset. Note: Please upload copies of your academic qualifications and 3 latest UN Common System performance evaluations (if applicable). Qualified female candidates are strongly encouraged to apply. Please note that continuance of appointment beyond the initial 12 months is contingent upon the successful completion of a probationary period. Disclaimer [Important information for US Permanent Residents ('Green Card' holders)](https://jobs.undp.org/cj_us_permanent_card_holders.cfm) Under US immigration law, acceptance of a staff position with UNDP, an international organization, may have significant implications for US Permanent Residents. UNDP advises applicants for all professional level posts that they must relinquish their US Permanent Resident status and accept a G-4 visa, or have submitted a valid application for US citizenship prior to commencement of employment. UNDP is not in a position to provide advice or assistance on applying for US citizenship and therefore applicants are advised to seek the advice of competent immigration lawyers regarding any applications. Applicant information about UNDP rosters Note: UNDP reserves the right to select one or more candidates from this vacancy announcement. We may also retain applications and consider candidates applying to this post for other similar positions with UNDP at the same grade level and with similar job description, experience and educational requirements. Non-discrimination UNDP has a zero-tolerance policy towards sexual exploitation and misconduct, sexual harassment, and abuse of authority. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles. UNDP is an equal opportunity and inclusive employer that does not discriminate based on race, sex, gender identity, religion, nationality, ethnic origin, sexual orientation, disability, pregnancy, age, language, social origin or other status. Scam warning The United Nations does not charge any application, processing, training, interviewing, testing or other fee in connection with the application or recruitment process. Should you receive a solicitation for the payment of a fee, please disregard it. Furthermore, please note that emblems, logos, names and addresses are easily copied and reproduced. Therefore, you are advised to apply particular care when submitting personal information on the web. 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Duty Station: Multiple Successful applicants should: - Have a Master's degree with a minimum of five years' experience in the respective field relevant to the ToR or possess seven years' experience with a Bachelor's degree or equivalent. - Be prepared for potential deployment to crisis settings with short notice. Additionally, specific preferences include: - Proficiency in Arabic, French, or Spanish, with Russian and/or Portuguese considered advantageous. - Encouragement is particularly extended to female applicants. In addition to candidates from the Global South. Qualification: Bachelor's degree in a development related field or equivalent (Degree or equivalent in Public Administration, Political Science, International Development Studies, Future Studies, Organisational Development). WHAT IS STRATEGIC FORESIGHT? The violence of climate risks, the crisis of debt post COVID-19, an uneven embrace of technology infrastructure, concerning rise in digital risks, uncertain political unrest – point to development futures that are increasingly uncertain. How can we ensure that the authority in which we make decisions today consider its impact on a future that doesn't yet exist, and yet its impact will resonate in that future. To grapple with this uncertainty requires taking both a long-term perspective and being anticipatory in the face of emerging realities. This goes beyond just reliance on one tool or method, but a much more intentional approach to grapple with liminality, push past traditional shackles of short-term programming and planning and challenge our assumptions, mental models and values that have shaped our governance approaches to date. UNDP is embracing and embedding both the practice of anticipation and foresight into our internal policies and strategic pathways, as well as how we support our partners. We do this to 'hedge our bets' on the future – that we cannot any longer rely on static ideas of governance but rather a much more holistic, adaptive, wider metropolis that proactively identifies emerging risks, opportunities and changing tides is the only way in which we can ensure our policies are fit not just for today, but for tomorrow. UNDP is taking an applied systems approach of foresight to build the processes, knowledge, capabilities, and culture to be anticipatory, in our internal ways of working, and in what we offer externally. The ability to be anticipatoryto act in preparation of 'what could happen'is the learned skill and application of foresight. To achieve this, a roster of Strategic Foresight consultants will help provide advisory on design and implementation to UNDP's offices and governments on anticipatory governance and applied foresight. SCOPE OF WORK, RESPONSIBILITIES AND DESCRIPTION OF THE PROPOSED WORK To support, test and apply foresight methodologies in line with the UNDP Strategic Foresight vision to inform better anticipatory decision making and risk management. Consultants recruited to the GPN ExpRes roster will provide services in 4 associated technical areas (also known as "profiles"): - Strategic foresight: Governance and strategy - Futures: Analysis and research - Futures: Capability building - Futures: Speculative design Technical Competencies Strategic Foresight: Governance and strategy - Provide strategic planning and strategy development support on foresight and anticipatory governance - Advisory to country offices to initiate and implement foresight and anticipatory government initiatives - Strategy development - Strategic Planning and implementation of foresight and anticipatory offer Futures: Analysis and research - Collect foresight data and conduct research to produces analysis on emerging trends and futures - Conduct analysis and produce knowledge products, papers, and reports - Conduct horizon scanning research and analysis Futures: Capability building - Design and implement futures and foresight capability building - Develop train the trainer programmes - Design and Facilitate workshops Futures: Speculative design - Designing experiential futures projects to change decisions and policy - Producing, managing, and implementing creative and experiential futures Additional area of cross cutting expertise in Strategy Development Applicants can indicate experience in Strategy Development as a cross-cutting area of expertise. Strategy Development expertise includes: - Experience in 'futures informed' and 'adaptive' strategic planning and development in organizations, setting the vision and objectives for organizational planning - Can conduct risk analysis that can be incorporated into the principles of foresight and planning process - Experience in design, planning and producing policy analysis - Experience in anticipatory innovations in public administration and service delivery. Experience in policy innovation for both governments and organizations DIVERSITY AND INCLUSION: At UNDP, we are committed to creating a diverse and inclusive environment of mutual respect. UNDP recruits, employs, trains, compensates, and promotes regardless of race, religion, color, sex, gender identity, sexual orientation, age, ability, national origin, or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, competence, integrity and organizational need. UNDP has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UNDP, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. All selected candidates will be expected to adhere to UNDP's policies and procedures and the standards of conduct expected of UNDP personnel and will therefore undergo rigorous reference checks. Requirements and skills Global Call -Strategic Foresight This is how cinfo can support you in the application process for this specific position: - Application preparation: Before you apply for this position: Improve your application documents by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). Our coaches are here to help tailor your application to the requirements of the job (service provided at your own cost). - Interview preparation: When invited to the interview: Prepare for the interview by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). - Additional services for Swiss nationals who get invited to the selection process (written test, interview, assessment centre, etc.): - Let us know by writing to recruitment@cinfo.ch. 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Duty Station: Multiple Successful applicants should: - Have a Master's degree with a minimum of five years' experience in the respective field relevant to the ToR or possess seven years' experience with a Bachelor's degree or equivalent. - Be prepared for potential deployment to crisis settings with short notice. Additionally, specific preferences include: - Proficiency in Arabic, French, or Spanish, with Russian and/or Portuguese considered advantageous. - Encouragement is particularly extended to female applicants. In addition to candidates from the Global South. UNDP seeks applicants under the following sub-profile areas of expertise and should refer to the additional qualifications noted below: 1. Head Of Stabilization Master's degree in Public Administration, Social Sciences, Political Science, Economics, Business Administration, Development Studies, Engineering or a related area. 2.Income Support Officer - Stabilization A Master's degree or equivalent in economics, political science, business administration, public administration, international development, international relations or related field. 3. Security Forces Liaison Officer A Master's degree or equivalent in military studies, law, political science, social sciences, international studies, public administration, or a related field, is required. WHAT IS STABILIZATION? 1. Head Of Stabilization UNDP's Funding Facility for Stabilization in Iraq (2015-2022) widely recognized as highly effective in addressing the immediate and medium-term needs of the newly liberated areas, provided the foundations for UNDP's approach to stabilization. Stabilization programmes in Libya, the Lake Chad Basin countries, the Liptako Gourma region and Mozambique further helped shape [UNDP's Stabilization Approach](https://mcusercontent.com/4d6b0e5109e46fa1d86de773e/files/e798e65f-233c-0011-d9a3-f947ac74b01a/draft_guidance_note_on_stabilisation_programming.docx). Stabilization is defined by UNDP as a time bound, localized, integrated, civilian programme with the primary purpose of building trust between communities and legitimate authorities and laying the foundations for recovery, peacebuilding, and development. Stabilization programmes establish the conditions people need to voluntarily return to, and/or remain in their place of origin, rebuild their lives, and regain a sense of normalcy during and/or after a violent conflict. UNDP's field experience has shown that stabilization programmes require a "business as usual is not an option" mindset. This mindset focuses on delivering at scale interventions in a fragile context, with a sense of urgency/ speed, to improve the trust and social contract between the state and communities. Failing to act fast and helping to re-establish government presence and control may create a power vacuum, leaving the population vulnerable to Government-opposed armed groups and causing protracted displacement. Therefore, stabilization involves taking sides and not being neutral. It actively supports the legitimate authority of the Government and is thus political in nature. It puts local and national governments at the forefront of change. It actively empowers governance structures and builds trust between the Government and the population through programmatic activities across three main pillars: 1. Contributing to minimum security conditions, among others, through liaison with security forces and local authorities and improving security in communities; 2. Rehabilitating social and productive infrastructure (guided by the building-back-better approach and in support of local authorities) and enhancing State-provided basic services delivery; 3. Providing income support for conflict-affected populations (returnees, youth at risk of recruitment), such as emergency employment and cash for work. The spread of conflict and insurgency in the Middle East and Africa, combined with extreme violence and weak government structures has challenged UNDP to boost its capacity in Country Offices to address stabilization needs and enable communities affected to return to normalcy as quickly as possible. The shift towards stabilization programming is, however, not straightforward. UNDP Country Office senior managers should prepare personnel for a change process that focuses on high-quality, fast delivery and high operational risk tolerance making optimal use of UNDP operational procedures with a strong culture of accountability and transparency. In well-managed stabilization programmes, achieving speed and scale with accountability are proven compatible objectives. Experience has shown that UNDP personnel who understand the importance of the required mindset shift and are fully supported by the Country Office leadership will successfully deliver stabilization programmes. 2. Income Support Officer - Stabilization UNDP's Funding Facility for Stabilization in Iraq (2015-2022) widely recognized as highly effective in addressing the immediate and medium-term needs of the newly liberated areas, provided the foundations for UNDP's approach to stabilization. Stabilization programmes in Libya, the Lake Chad Basin countries, the Liptako Gourma region and Mozambique further helped shape [UNDP's Stabilization Approach](https://mcusercontent.com/4d6b0e5109e46fa1d86de773e/files/e798e65f-233c-0011-d9a3-f947ac74b01a/draft_guidance_note_on_stabilisation_programming.docx). Stabilization is defined by UNDP as a time bound, localized, integrated, civilian programme with the primary purpose of building trust between communities and legitimate authorities and laying the foundations for recovery, peacebuilding, and development. Stabilization programmes establish the conditions people need to voluntarily return to, and/or remain in their place of origin, rebuild their lives, and regain a sense of normalcy during and/or after a violent conflict. UNDP's field experience has shown that stabilization programmes require a "business as usual is not an option" mindset. This mindset focuses on delivering at scale interventions in a fragile context, with a sense of urgency/ speed, to improve the trust and social contract between the state and communities. Failing to act fast and helping to re-establish government presence and control may create a power vacuum, leaving the population vulnerable to Government-opposed armed groups and causing protracted displacement. Therefore, stabilization involves taking sides and not being neutral. It actively supports the legitimate authority of the Government and is thus political in nature. It puts local and national governments at the forefront of change. It actively empowers governance structures and builds trust between the Government and the population through programmatic activities across three main pillars: 1. Contributing to minimum security conditions, among others, through liaison with security forces and local authorities and improving security in communities; 2. Rehabilitating social and productive infrastructure (guided by the building-back-better approach and in support of local authorities) and enhancing State-provided basic services delivery; 3. Providing income support for conflict-affected populations (returnees, youth at risk of recruitment), such as emergency employment and cash for work. The spread of conflict and insurgency in the Middle East and Africa, combined with extreme violence and weak government structures has challenged UNDP to boost its capacity in Country Offices to address stabilization needs and enable communities affected to return to normalcy as quickly as possible. Experience has shown that UNDP personnel who understand the importance of the required mindset shift and are fully supported by the Country Office leadership will successfully deliver stabilization programmes. A key part of stabilization involves immediate income support for returnees, the conflict-affected populations and those at risk of recruitment. While it does involve livelihoods and/or cash for work activities that would normally be implemented by UNDP, the approach also takes into consideration the need to undermine the recruitment strategies of armed groups and may therefore differ from what would be expected in recovery and resilience environments. For example, the emphasis with income support in stabilization environments may involve cash for work aimed at young men to enable them gain access to income and undermine recruitment by armed groups, who are prepared to make payments to these men once they join their ranks. Immediate income support interventions consist in voluntary participation in community-oriented and labor-intensive works that create emergency employment while reinforcing social cohesion. Idle youth and lack of income for returnees to resume normal life may cause tension within the community. Scale is crucial at this stage as it avoids the need to place too much emphasis on selecting participants in income-support activities. The key point is ensuring that returnees, conflict-affected populations and as many youths at risk of recruitment by armed groups as possible in the stabilization targeted locations gain rapid access to income support activities. In some cases where local partners do not have capacity to work in areas of conflict -- and at scale--UNDP will directly implement income support activities using personnel recruited by third party agents. It is in this context that an Income Support Officer is required to oversee the design and implementation of immediate income support interventions such as cash grants/assistance, cash for work, labor intensive works, cash grants to small businesses, local market rehabilitation, provision of equipment and input to agriculture businesses etc... A key element of the officer's work is to ensure that such interventions take place as quickly as possible and reach as many beneficiaries as possible in stabilization targeted locations (scale). Small scale operations reaching small groups of people are not appropriate interventions for stabilization programmes. 3.Security Forces Liason Officer UNDP's Funding Facility for Stabilization in Iraq (2015-2022) widely recognized as highly effective in addressing the immediate and medium-term needs of the newly liberated areas, provided the foundations for UNDP's approach to stabilization. Stabilization programmes in Libya, the Lake Chad Basin countries, the Liptako Gourma region and Mozambique further helped shape [UNDP's Stabilization Approach](https://mcusercontent.com/4d6b0e5109e46fa1d86de773e/files/e798e65f-233c-0011-d9a3-f947ac74b01a/draft_guidance_note_on_stabilisation_programming.docx). Stabilization is defined by UNDP as a time bound, localized, integrated, civilian programme with the primary purpose of building trust between communities and legitimate authorities and laying the foundations for recovery, peacebuilding, and development. Stabilization programmes establish the conditions people need to voluntarily return to, and/or remain in their place of origin, rebuild their lives, and regain a sense of normalcy during and/or after a violent conflict. UNDP's field experience has shown that stabilization programmes require a "business as usual is not an option" mindset. This mindset focuses on delivering at scale interventions in a fragile context, with a sense of urgency/ speed, to improve the trust and social contract between the state and communities. Failing to act fast and helping to re-establish government presence and control may create a power vacuum, leaving the population vulnerable to Government-opposed armed groups and causing protracted displacement. Therefore, stabilization involves taking sides and not being neutral. It actively supports the legitimate authority of the Government and is thus political in nature. It puts local and national governments at the forefront of change. It actively empowers governance structures and builds trust between the Government and the population through programmatic activities across three main pillars: 1. Contributing to minimum security conditions, among others, through liaison with security forces and local authorities and improving security in communities; 2. Rehabilitating social and productive infrastructure (guided by the building-back-better approach and in support of local authorities) and enhancing State-provided basic services delivery; 3. Providing income support to conflict-affected populations (returnees and youth at risk of recruitment), such as emergency employment and cash for work. The spread of conflict and insurgency in the middle east and Africa, combined with extreme violence and weak government structures has challenged UNDP to boost its capacity in Country Offices to address stabilization needs and enable communities affected to return to normalcy as quickly as possible. The shift towards stabilization programming is, however, not straightforward. UNDP Country Office senior managers should prepare personnel for a change process that focuses on high-quality, fast delivery and high operational risk tolerance making optimal use of UNDP operational procedures with a strong culture of accountability and transparency. In well-managed stabilization programmes, achieving speed and scale with accountability are proven compatible objectives. It is in this context that UNDP requires a Security Forces Liaison Officer. The key role of this function is to ensure active communication between the stabilization programme and the security services at all levels in the country. He/she will be responsible for constantly monitoring the security situation in the selected stabilization locations through liaison with the security services at national and local level. SCOPE OF WORK, RESPONSIBILITIES AND DESCRIPTION OF THE PROPOSED WORK 1. Head Of Stabilization Under the guidance and direct supervision of the Resident Representative and in close collaboration with the country office senior management team, the Head of Stabilization will perform the following functions: Programme Management - Provide strategic direction to the overall stabilization programme under the direct guidance and supervision of the Resident Representative, in line with the UNDP Guidance Note on Stabilization Programming. - Support the Resident Representative to prepare the Country Office to deliver the stabilization programme with speed and scale, ensuring that the "business-as-usual is not an option" mindset shift is adopted by the Country Office senior leadership and all team members. - Ensure the implementation of the stabilization programme will start immediately through accessing financial resources from the Country Office managed funds, such as TRAC, and avoid waiting for possible donor funds to trickle in gradually. - Prepare the stabilization project initiation plan with clear selection of stabilization locations and programme participants, set up the core stabilization team for speedy start and implement stabilization activities with a sense of urgency across the three main pillars: 1. security in communities; 2. infrastructure rehabilitation and service delivery and 3. income support for conflict-affected populations. - Ensure that procurement, recruitment, and implementation processes of the stabilization programme are fit for speedy and efficient delivery, using fast track measures mainstreamed into UNDP's Programmes and Operations Policies and Procedures (POPP) and establishing a clear accountability framework. - Secure the Government's commitment to maintain security in the selected stabilization locations, including through liaison with security forces for alignment between national armed forces (and possibly international forces) security plans and restoring security in stabilization locations as part of the stabilization programme. - Ensure coherent and inter-connected implementation across the three main pillars (e.g., liaison with security forces to ensure continued security of all infrastructure rehabilitated, protection of the population in stabilization targeted locations through security forces' human rights training, income support for youth at risk of recruitment by armed groups, etc.). - Ensure the stabilization programme and all interventions across pillars are gender and youth responsive, adopt a conflict sensitivity and do-no-harm approach and are implemented in line with international human rights principles and standards. - Work closely with a wide array of partners and stakeholders to ensure effective governance of the stabilization programme, aligned with the vision/objective of stabilization and theory of change formulated in the stabilization programme, the UNDP Country Programme Document (CPD) and UNDP's policy guidance and best practices on stabilization consolidated in the UNDP Guidance Note on Stabilization Programming. - Liaise closely with other UNDP projects/programs and UN and other partners to ensure smooth transition of stabilization to peace building, recovery, and longer-term development. - Where applicable, ensure coordination with regional and cross border level work of the UNDP Regional Stabilization Facility. - Prepare and oversee the work plans and budget of the stabilization programme and ensure that delivery is on track and the yearly target is achieved. - Ensure timely and adequate corporate and donor reporting against plans, including timely and articulate narrative and financial progress reports. - Identify risks and challenges to the stabilization programme and provide advice to the Resident Representative on risk management and risk sharing strategies. - Ensure that appropriate environmental and safety standards as well as due diligence are applied to the relevant programme activities. - Ensure direct supervision of all programme & operational personnel of the stabilization programme, provide guidance and coaching to personnel and effective leadership and direction. - Ensure systematic and effective monitoring and evaluation, learning and adaptation systems are in place for steering the programme across changes to the national and local political context and local conflict dynamics. - Ensure strategic communications on stabilization-related areas and the sharing of stories with donors and key stakeholders in accordance with communication standards of UNDP and the UNDP Guidance Note on Stabilization Programming. Partnerships, Resource Mobilization, Representation and Coordination: - Lead on harnessing effective partnerships with donors and Government authorities (civilian and military) for the implementation of the stabilization programme. - Given the high-risk context, support the Resident Representative in ensuring that UNDP´;s engagement on stabilization is done in close collaboration with the UN Humanitarian and Resident Coordinator and based on a compact that brings together diplomatic, defense and development partners (the "3-Ds") who share the risks implicit in stabilization interventions and support the legitimate authorities in the conflict. - Based on the above-mentioned compact, ensure that a "We are in this together" approach to partnerships emerges where the diplomatic (Government, donors, and international community) and defense partners (national, local, and where applicable international security forces) provide the enabling environment for stabilization and enables UNDP to operationalize stabilization. - Build solid working relationships with national and local authorities for the immediate resumption of public service delivery following infrastructure rehabilitation, including with security forces for continued security provision for the population and of rehabilitated infrastructure, and ensure that national and local political authorities are positioned and enabled as leaders of stabilization. - In close consultation with the Resident Representative, ensure sufficient resource mobilization for the stabilization programme to be implemented with speed and at the needed scale. - Promote UNDP's stabilization approach and provide policy advice to the Resident Representative, UNDP's senior management, Government counterparts, local administrations, donors, and other partners on issues related to stabilization. - Liaise regularly, forge close linkages and advocate for UNDP's stabilization work with humanitarian networks, other UN programmes, funds and agencies, international and regional financial institutions/banks, as well as other international and national stakeholders concerned with or providing assistance to communities in stabilization targeted locations. - Represent UNDP in local and national forums led by the Government on stabilization and perform any other tasks as assigned by the Resident Representative. Knowledge Management - Promote identification and synthesis of good practices and lessons learned from the stabilization programme, in close coordination with the UNDP Regional Stabilization Facility and Crisis Bureau stabilization support where relevant, for organizational sharing and learning as well as for external partners information and dialogue. - Actively participate in UNDP knowledge networks, including the UNDP Stabilization Academy, taking advantage of good practices and lessons learned that are available in the region and globally, and encourage stabilization programme personnel engagement by creating a culture of knowledge sharing and learning. - Ensure the guidance and coordination of stabilization-related exchange of knowledge to help influence/ advance policy dialogue and present such material at regional and global forums, including support to South-South exchanges. - Where applicable, promote the participation of the Country Office in regional and global projects and initiatives related to relevant geographical and thematic areas as appropriate. - Support capacity and knowledge building of stabilization programme personnel and national counterparts through the UNDP Stabilization academy and other UNDP learning platforms. 2. Income Support Officer - Stabilization Under the guidance and direct supervision of the Head of Stabilization and in close collaboration with the stabilization programme team, the Income Support Officer will perform the following functions: - Design immediate income support interventions. - Determine most appropriate implementation arrangements for Income Support activities taking into consideration the need for scale and speed while ensuring all interventions are implemented with the objective of strengthening government institutions. - Formulate bidding documents and provide effective support throughout all stages of the procurement process. - Oversee the implementation and successful completion of immediate income support interventions. Design of immediate income support interventions - Assess the overall need for immediate income support interventions in stabilization targeted locations. - Prepare suitable immediate income support intervention modalities (cash grants/assistance, cash against work, labor intensive infrastructure rehabilitation works (repair of irrigation channels and dams, rehabilitation to roads and masonry works, etc.), cash grants to small businesses, local market rehabilitation, provision of equipment and input to agriculture businesses, depending on the specific contexts of targeted locations. - In coordination with the Civil Engineer/Infrastructure and Services Team Leader, and in consultation with the local government, propose labor intensive infrastructure rehabilitation works through local-scale contractors that have the potential to generate income for returnees and conflict-affected populations living in the stabilization targeted locations. - In coordination with the Security Forces Liaison Officer, ensure linkages between security interventions in communities and creating emergency short-term income generation opportunities for conflict-affected members of communities, such as targeting youth at risk of recruitment by Government–opposed armed groups and/or supporting former members of Government-affiliated security actors and their families. - Map out available technological options and digital solutions for immediate income support interventions and select appropriate option for cash distribution, depending on geographical areas' available infrastructure (bank transfers, digital/mobile money, money transfer companies, liquidity distribution...). - As opposed to targeting and selection of beneficiaries in recovery and resilient programmes, scale immediate income support interventions to the extent possible and avoid too much emphasis on selection of participants. An important aspect of income support is to provide support to young people in particular who may be tempted to join Government-opposed armed groups which tend to make payments to young men in efforts to encourage them to join the insurgency. - Ensure immediate income support interventions are inclusive of women's economic concerns, particularly women headed households. - Select and set up payment modalities frequency and oversee the selection of appropriate payment mechanisms. - Ensure the design and the implementation of capacity building/skills training so that participants in labor intensive activities and cash against work safely undertake the identified work. - Ensure adequate measures to minimize hazards and ensure personal protection of participants is incorporated in income support interventions. Formulate bidding documents and provide effective support throughout all stages of the procurement process - Develop terms of references and request for proposals, request for quotations and other bidding documents related to immediate income support interventions and submit to procurement office for processing. - Where and when needed, arrange, and attend pre-bid meetings and provide technical clarifications to potential bidders on the proposed projects. - Lead on the technical evaluation process for received bids and provide technical input to the procurement office throughout the bidding and evaluation processes. Oversee the implementation and successful completion of immediate income support interventions - Oversee the implementation of all activities including the logistics and work of implementing partners, attendance of participants and the progress and quality of work. - Solve issues that may arise in the field with contractors and field monitors. - Ensure safety procedures for cash delivery are respected and ensure beneficiary feedback. - Monitor the scale and results of income support activities as per the logical framework indicators. - Receive and review daily reports submitted by field monitors and compile reports into weekly quantitative reports. - Ensure a weekly financial and progress report – outlining challenges and any anticipated risks. - Ensure the availability of a feedback/complaints mechanism is accessible to all beneficiaries. - Establish a learning loop, where lessons from the programme are used to adapt and re-shape the programme during its continued implementation. Share lessons within UNDP and with external partners. 3. Security Forces Liaison Officer Under the guidance and direct supervision of the Resident Representative and the Head of Stabilization and in close collaboration with the stabilization team, the Security Forces Liaison Officer will perform the following functions: Conflict and security analysis and risk assessment - Consistently seek to understand the political and security context (with a focus on stabilization target locations) through constant analysis of country and regional developments, cross border issues, conflict drivers, ways to mitigate harm to populations and reputational risks to UNDP. - Analyse whether national, regional, and international (where applicable) security forces are willing and capable to provide security for local communities in stabilization target locations (a reasonable guarantee of security over time - before, during and after the interventions - is a sine qua non condition for the initiation of a stabilization activities in a targeted locations). - To the extent possible and where and when available, monitor national security strategies and assess security implications and risks for local communities targeted by stabilization initiatives. - Maintain an up-to-date security assessment of targeted stabilization locations and monitor changes and trends over time. - Monitor regional and cross border influences relevant to cross border stabilization locations. - Regularly report conflict and security related updates to the Resident Representative and the Head of Stabilization. - If operating under a regional stabilization programme, share information on the conflict and security context and analysis with the SFLOs in other countries in the region and relevant personnel in the UNDP regional hub. Liaison with security forces, authorities, and communities - Engage with all relevant actors for effective security liaison in target locations and establish excellent working relationships with senior military officers including military liaison officers and national and local security forces including, gendarmerie and police. - Build a strong working relationship with community security structures such as Government-affiliated security actors (vigilante committees and groups) providing security services to local communities in stabilization targeted locations under the umbrella and guidance of the national Government. - As stabilization programming starts, liaise continuously with relevant national, regional, and international (where applicable) security forces, national and local authorities (Ministry of Defence, Ministry of Interior, mayors, governors etc...), and local communities on security-related matters, to ensure and monitor Government's commitment to the provision of security services in stabilization targeted locations. - Support the Resident Representative and the Head of Stabilization in explaining to relevant political authorities and security stakeholders the objectives of stabilization programmes and the need for such programmes to focus on security provision to operate. - Facilitate collaboration, cooperation and trust building between local and national security forces and targeted local communities. - Participate in structured and regular information sharing, intelligence gathering and early warning mechanisms through involvement with communities, including women, considering their particular security threats and concerns. - Serve as the primary focal point for all matters related to security of local communities in stabilization targeted locations. Advice on programmatic aspects related to security for communities - In consultation with security forces and local authorities and communities in stabilization targeted locations, propose to the Head of Stabilization programmatic community level security interventions aimed at reinforcing the security of communities, such as early warning systems against insurgents' attacks ; equip women collecting firewood with mobile phones to alert the Security Forces on security threats; solar powered street lighting; training of security forces on dealing with youth and victims of SGBV, and the respect of human rights; provide non-lethal equipment to police, gendarmerie, such as cars, pickup trucks, personal protective equipment (PPE). - In coordination with the Civil Engineer/Infrastructure and Services Team Leader and in consultation with the local government, propose infrastructure rehabilitation that have the potential of reinforcing the security of communities over time (e.g., rehabilitation of existing police station, security walls, lighting, anti-vehicular perimeter trenching, watch towers, etc.). - In close coordination with the Income Support Officer, provide advice on potential linkages between above the security interventions in communities and creating emergency short-term income generation opportunities for conflict-affected members of communities, such as targeting youth at risk of recruitment by Government–opposed armed groups and/or supporting former members of Government-affiliated security actors and their families. - Advise on the implementation of perception surveys aimed at collecting data and trends on communities' perceptions of security in stabilization targeted locations and on their level of satisfaction with security services provided by national and local security providers (armed forces, police, gendarmerie, etc.). Monitor and report on human rights due diligence - Ensure all work conducted with security forces in the context of the stabilization programme is in line with the UN Human Rights Due Diligence Policy (HRDDP) risk assessment. - Monitor and timely report to the Resident Representative and the Head of Stabilization human rights violations conducted by national security forces and Government affiliated security actors and support the Resident Representative in addressing and responding to such violations with political authorities and security forces. - Assess the reputational risks to UNDP being associated with security providers conducting human rights violations and report back to the Resident Representative and Head of Stabilization with concrete recommendations. Coordination with other international actors - Maintain links with the UN Department of Safety and Security officers in country and humanitarian actors and projects operating in stabilization target locations. - Attend civil-military coordination (CMCoord) meetings held by UN entities whenever possible, nurturing bilateral relations with CMCoord Officers as well as protection and other humanitarian clusters and sectors as appropriate. - During coordination activities, consistently emphasise the different nature of liaison and cooperation with security forces vis-à-vis UN DSS and humanitarian CMCoord. - Respect other agencies' (particularly humanitarian agencies) different mandates and their ways of doing business. While there is potential for friction and competing agendas, these should be addressed by the Head of Stabilization from the outset. - Ensure the respective UNDP stabilization teams initiate and maintain a dialogue on security matters with humanitarian, peacebuilding and development communities, UN system, civil society, international and local NGOs (essential for various other reasons too, such as the stabilization programme exit strategy). DIVERSITY AND INCLUSION: At UNDP, we are committed to creating a diverse and inclusive environment of mutual respect. UNDP recruits, employs, trains, compensates, and promotes regardless of race, religion, color, sex, gender identity, sexual orientation, age, ability, national origin, or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, competence, integrity and organizational need. UNDP has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UNDP, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. All selected candidates will be expected to adhere to UNDP's policies and procedures and the standards of conduct expected of UNDP personnel and will therefore undergo rigorous reference checks. Requirements and skills Global Call -Stabilization Advisor This is how cinfo can support you in the application process for this specific position: - Application preparation: Before you apply for this position: Improve your application documents by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). 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Duty Station: Multiple Successful applicants should: - Have a Master's degree with a minimum of five years' experience in the respective field relevant to the ToR or possess seven years' experience with a Bachelor's degree or equivalent. - Be prepared for potential deployment to crisis settings with short notice. Additionally, specific preferences include: - Proficiency in Arabic, French, or Spanish, with Russian and/or Portuguese considered advantageous. - Encouragement is particularly extended to female applicants. In addition to candidates from the Global South. Qualification: A Master's degree or higher in the field of Economics, Law, Political Economy, Taxation, Statistics, International Development, or related field is required. WHAT IS SUSTAINABLE FINANCE? The United Nations Development Programme (UNDP) is a global organization with 17,000 personnel working in approximately 170 offices globally towards supporting governments in developing strong policies, institutions, and partnerships to achieve the 2030 Agenda for Sustainable Development and its 17 Sustainable Development Goals. UNDP's policy work carried out at HQ, Regional and Country Office levels, forms a contiguous spectrum of deep local knowledge to cutting-edge global perspectives and advocacy. UNDP's Sustainable Finance Hub (SFH) was established to aggregate UNDP's work and expertise on SDG (Sustainable Development Goals) financing and to offer a comprehensive package of tools and support that enables governments, the private sector, philanthropy, and international financial institutions to accelerate financing for the SDGs. Public and private stakeholders around the world are collaborating with UNDP to help address the challenges of sustainable development financing, and develop robust, holistic approaches to financing in a complex world affected by recovery from the debt crisis, the cross-border instability, and a climate crisis. UNDPs Sustainable Finance Hub (SFH) expertise and offerings support the design and development of financial instruments, mobilize new resources and promote greater sustainable development impact from a range of public and private financing. UNDP's Strategic Plan 2022-2025 identifies development financing as an enabler to scale up development impact and calls on partners to join UNDP in its $1 trillion 'Moonshot' target to help mobilize game-changing public and private sector resources towards the SDGs. In order to take sustainable finance to required scale and collectively achieve $1 trillion of public expenditure and private capital in the SDGs, UNDP is working across its Global Policy Network (GPN) and building its expertise and capacities of Country Offices and Regional Bureaus so that they can offer and tailor SFH products and services to clients supported by an internal community of practice and an external group of experts. The Hub is an integral part of both the Bureau for Policy and Programme Support (BPPS) and the Bureau of External Relations and Advocacy (BERA), as well as part of the GPN. Further, as part of its role as SDG Integrator, UNDP is committed to promoting partnerships to develop SDG finance capacities of all stakeholders, including governments as UNDPs key client, and the private sector. UNDP recognizes the tremendous knowledge that partners, seek, and offer in a variety of areas ranging from governance, environment to health and financial inclusion and works with them to utilize their expertise to contribute to development outcomes and SDG financing. Offering capacity development on SDG finance to these other stakeholders, especially support on philanthropy. SCOPE OF WORK, RESPONSIBILITIES AND DESCRIPTION OF THE PROPOSED WORK UNDP's new Strategic Plan recognizes development financing as one of the three enablers to further accelerate and scale results and sets the target of promoting the investment of over $1 trillion of public expenditure and private capital in the SDGs by 2025. With partners, UNDP works to ensure the values and spirit of Agenda 2030, as well as SDG targets, to inform sustainable financial decision making. UNDP's Sustainable Finance Hub (SFH) has established five Offers through which to scale up their engagements with public and private partners, and leverage and align sustainable finance towards the delivery of the SDGs. These offers will contribute to the systemic strengthening of the financial architecture globally and in all countries. These service Offers include (i) Public Finance for the SDGs; (ii) Unlocking Private capital and Aligning Business Operations with the SDGs; (iii) SDG Impact Management and Finance Tracking; (iv) Integrated National Financing Frameworks and Portfolios; and (v) the SDG Finance Academy, are all interlinked. To enable and ensure the success of these offers, it, it also maintains a roster of sustainable finance experts to provide support to Country Office's and partners. The established roster will differentiate the consultants/experts in Public Finance related topics. Please note that applicants should have expertise and experience in at least one of these areas below. The consultants recruited to the GPN ExpRes roster will be recruited to provide services in the following service areas: 1. Public Finance for the SDGs - Tax administration, and SDG tax policy and research - SDG, sustainability, green and other thematic bonds - Insurance and risk financing - Budgeting and Public Expenditure Management for the SDGs Upon request of a country or regional office, consultants will be expected to undertake tasks to support Public Finance efforts with the objective to contribute to increased capacity and providing advice on policy reforms to public finance for sound and effective public finance management with the SDGs. The tasks may include, but are not limited to, the following: - Provide strategic and operational advice to government institutions and authorities on the formulation and execution of public finance policies and frameworks and sound public financial management practices. - Contribute to partnership building and develop capacities of government and non-government stakeholders (NGOs, research institutes, universities, etc.) in public finance. - Design country capacity development action plans to enhance public finance policies, strategies, and practices of effective public financial management and deliver associated learning activities. - Advise on coherence of policies, diagnostics and tools aligning with partners such as IMF Debt focused on thematic bonds: - Assist countries in developing debt instruments to address environmental, economic, and social challenges - Support countries to link debt restructuring to SDG specific indicators. - Develop specific impact indicators for creditors who are considering debt swaps for enhancing social investments (and addressing the impact of COVID-19). Tax, Tax administration, SDG tax policy and research: - Develop and/or strengthen tax policy reform proposals, incl. formulation of strategies and targets, as well as legal tax policy drafting and improving drafting deficiencies. - Support countries to strengthen national tax administration capacities and national tax policy capacities - Support regional and global exchange and collaboration on taxation - Tax and fiscal policy analysis, incl. revenue forecasting, tax expenditure and incidence analysis, distributional analysis, economic impact analysis, cost-benefit analysis, microsimulation modelling - Undertake advocacy and communications functions, including engaging with legislators and parliamentarians, the private sector on tax debate guidance. - Advise on establishing and strengthening interinstitutional relations for tax systems strengthening Insurance and Risk Financing: - Support implementation of insurance programmes (Including but not exclusive for: agriculture, health microinsurance, insurance for SMEs) in strategic management, market research, process optimization, digitalization and technology integration, product design, distribution, marketing, communications, etc. - Support development of action plans, guidance to regulators for inclusive insurance regulations. - Conduct trainings for country offices, government partners on understanding, articulating risk strengthening measuring and modelling to inform decision making and disaster finance planning - Develop government capacity, systems, and processes for the management of resources generated by insurance and risk financing, including contingency planning and integration of risk financing into the INFF Development Financing programmes. - Review legal, strategic frameworks governing public financial management of climate, disaster risk. - Lead training initiatives in partnership with national insurance training organizations to strengthen the capacity of national insurance players around inclusive insurance. Budgeting: - Design and support implementation in country offices related to alignment of public budgets with the SDGs (including cross-sectoral themes such as gender, climate change, inclusiveness, etc.). - Support integration with other workstreams (e.g., public finance offers - tax, debt, risk-finance and insurance, Integrated National Financing Frameworks, Impact Measurement and Management etc.) and reform initiatives to advance on the alignment of public budgets with the SDGs. - Interact on budget for policy reform discussions with government public finance institutions (e.g., Ministries of Finance, Supreme Audit Institutions, Parliaments, Fiscal Councils etc.), development partners, and civil society organizations. 2. Unlocking Private Capital & Aligning Business Operations for the SDGs - Financing project pipelines - Micro, Small & Medium Enterprises (MSME'S) - Accelerating Impact Ventures - Innovative Financing instruments - Digital financing - Blended finance - Engaging with Financial Centers for Sustainability - Guarantees - Support policy and regulatory reforms to enable private sector capital to flow to SDG related investments. - Work with private sector to educate investors in sustainable development impacts and connect private sector investors with development actors. - Identify innovative investment opportunities with sustainable development impacts and design projects and project pipelines to leverage private capital for sustainable development. - Support in measuring and reporting of impacts of private equity, bonds and or enterprise impacts on sustainable development and the SDGs. - Encourage growth of SDG relevant businesses and growing value chains through technical advice and catalytic funding. - Work with Development Finance Institutions (DFIs) to align investment pipelines and build shared understanding of impact across investors and financial intermediaries. Financing Project Pipelines - Builds capacity and guides on key notions, concepts, methods on investment lifecycle, how lifecycle interventions are structured. - Support the elaboration of project financing, project financial structure, including financial statements, financial analysis, debt flow, preparing projection models, and finalizing design to meet the clients' funding financial requirements or funding needs. Micro, Small & Medium Enterprises (MSME'S): - Builds understanding of how to use arguments and evidence around supporting policies to MSMEs within the broader objectives of poverty reduction, reducing inequalities, empowering youth, and women, and realizing the SDGs. - Builds capacity around understanding challenges faced by MSMEs for growth and development such as access to finance, enabling environment, connection to value chains, skills, etc. - Guides the development of MSMEs in fragile and conflict contexts - Applies policies and approaches to different contexts to support MSMEs enhance competitiveness, resilience, access to finance, etc. - Understands major aspects of entrepreneurship, and ability to guide on various stages of start-up enterprise development. Accelerating Impact Ventures: - Provides guidance on major aspects of entrepreneurship, and on various stages of start-up enterprise development - Works to apply various venture inputs (TA, financial tools etc.) to scale up business, technology, and impact solutions - Provides guidance on how to navigate the ecosystem, stakeholders, networks for scaling of impact ventures. Innovative financing: - Support for innovation in business practices, as well as for reform to government policy and regulation that enables business to have sustainable development impacts including in respect to human rights, gender equality and good governance. Digital financing: - Designs and builds capacity in innovative digital financing instruments/services to unlock and channel private finance towards specific SDGs. - Provides guidance on emerging digital finance offerings, technology, and business models. This can include support in the marketplace for direct lending, alternative and crypto currencies, peer to peer insurance, sharing economy, on demand services, robo-advisers, crowd funding, equity raising and smart contracts. - Supports development of digital finance platforms, policies, and regulation. Designs and supports ecosystems, with new legal or existing regulatory precedence. Blended financing: - Support country offices in the elaboration of blended financing frameworks - Build capacity of country offices and key stakeholders on principles, approaches of blended financing and provide technical assistance in financial and non-financial de-risking, performance incentives and return enhancement mechanisms. - Develop and apply methodologies related to project finance, financial modeling and structuring, policy environment and basic legal aspects of private - public partnership arrangements, leveraging of vertical funds, impact measurement approaches in the context of SDGs. Engaging with Financial Centers for Sustainability: - Supports the development of policy, frameworks, standards, and tools on sustainable finance basic market infrastructure. - Works with key stakeholders on how to effectively use main market developments to mobilize green and sustainable finance across the banking, insurance, and asset management sectors, and how each sector integrates ESG factors into its strategies. - Works and advocates with institutional investors and encourage investee companies to actively consider climate mitigation strategies. - Develops and/or builds capacity in sustainable finance roadmaps with different actors involved in the transition to sustainable finance. - Provides technical advice, develops, and implement guidance and recommendations on sustainable finance matters, including fostering partnerships and collaborations with key stakeholders such as financial institutions, governments, NGOs, and international organizations. Guarantees: - Builds capacity of key stakeholders in using and nationalizing guarantee frameworks of organizations, including underwriting procedures, financial rules, and regulations - Design and capacity support in using various debt and guarantee instruments including technical assistance design. 3. SDG Impact Measurement and Management (IMM) & Finance Tracking for the SDGs - SDG Impact Measurement and Management - ESG criteria, factors, and ratings - Impact Monitoring & Evaluation - Sustainability & Impact Reporting, principles, and standards - Impact Assessment and Assurance - Policy frameworks and regulation on sustainability - Sustainable finance taxonomies, disclosure, and reporting - Support initial assessment/research and development of SDG impact measurement and management (taxonomies) policy frameworks and integration into internal UNDP M&E processes. - Support UNDP to work with private and public sector partners to design and implement IMM frameworks, such as the SDG Impact Standards, as well as monitor and evaluate the results during a complete investment decision cycle. - Build capacity of private sector (MSMEs, start-ups, corporates, investors, bond issuers, financial institutions, stock exchanges, central banks) and public sector actors with standard IMM tools, practices, standards of impact investment, and development finance. - Support the elaboration of Impact Assurance, Assessments, Evaluation and Verification Services for Public and Private Actors (SDG Impact Seal and Gender Seal). - Develop project post-implementation impact assessment research methodologies, collect research findings, analyze, and develop the final report and recommendations and present findings. - Supports the development of Sustainable Finance taxonomies, their associated governance structures, including how to use descriptions and technical screening criteria in taxonomy development as well as integrating impact measurement. - Provides guidance on use of budget classification, coding and tagging to maximize public sector contribution in managing its impact in the SDGs - Support the elaboration of social and inequality-related financial disclosure and risk management frameworks. 4. Integrated National Financing Frameworks - Designing integrated national financing frameworks - Delivering risk-informed financing strategies - Building Country Office SDG finance portfolios - Governance and Coordination - Research includes compiling and analyzing data, literature to build an understanding of financing trends and institutional landscape for financing the SDGs and national development priorities. - Operationalize INFFs, including support for the development of national SDG financing strategies links to national development plans and strategies as well as preparation of action plans and monitoring frameworks to link financial flows and sustainable development outcomes - Facilitate public and private dialogues across government and private sector stakeholders as well as IFIs and civil society organizations around public private financing - Develop capacity of governments to strengthen their policy and institutional frameworks for financing national development priorities and the SDGs and support key stakeholders on governance and coordination reforms within the INFF approach. - Put in place national institutional functions to design and implement inclusive policies and reforms. - Support national institutions by making INFF innovative tools and knowledge accessible. 5. SDG Finance Academy - Learning and Development - Communities of practice, engagement of experts, knowledge management - Support in the learning approach and design of in-person and online based learning interventions - Ongoing development of e-modules on digital platforms - Support the creation, promotion, and facilitation of sustainable finance communities of practice - Document/draft/research case studies from country experiences and promote knowledge sharing 6. Partnerships for Sustainable Finance o International Financial Institutions - Design integrated offers to IFIs and DFIs on sustainable finance services. - Support and guide country/regional offices on how to efficiently cooperate with IFS including regional and national development banks, ensuring SDG finance collaboration potential, and maintaining good practices. o Philanthropy for the SDGs - Promote policies that enable philanthropy to contribute to national development outcomes. - Leverage a broad range of financial instruments with philanthropy. 7. Global Policy Processes - Guide Country Offices on how IFI's and MBD's operate and build country office capacity to develop necessary instruments, policies, governance. - Develop alignment approaches (including taxonomies) and reporting frameworks that reflect national priorities, interoperable across markets - Engage with and advise key stakeholders on the delivery of impactful, feasible policies for the integration of SDG considerations within the financial industry. Additional areas of thematic expertise applicable to different areas of finance to be highlighted may include: a) Islamic Finance: - Identify strategies to maximize development impact by tapping into the potential of Islamic finance, especially in the context of SDGs and impact investing. - Undertake research and analysis of the role of private sector in Islamic finance, as well as the opportunity and demand for engagement, and support the development and roll-out of projects incorporating Islamic Finance elements. - Support the development and implementation of Islamic finance activities, including capacity development and outreach activities. - Undertake the preparation of high-quality policy and programme guidance materials for innovative Islamic financing mechanisms and the Islamic finance ecosystem. b) Climate Change/Green Financing: - Articulating financing strategy and frameworks for biodiversity and climate change plans including in support of Nationally Determined Contributions - Designing financing instruments across public and private finance to deliver environmental and climate related outcomes - Design of environmental and climate-related vertical fund programming to leverage other sources of public and private finance - Articulating the Return on Investment (RoI) for climate and environmental public and private expenditures and finance, including inputs to National Investment (and recovery) Plans - Developing bankable projects in areas including land restoration and reforestation - Support for developing markets for Nature-Based Solutions including at global level - Support financial analysis of and inputs to the viability and return on investment to Nature, Climate and Energy services. c) Gender Equality and Financing Social Policy: - Undertake gender analyses of macroeconomic policies, including taxation, public expenditure, investment, and finances, and translate them into planning. - Develop and implement gender-responsive measures on national financing such as: 1) The women's economic empowerment index to measure the gender-responsiveness of investments; 2) Incorporate gender-responsive conditionalities or incentives, and 4) Implement measures to ensure gender-equitable governance structures in national planning and financing. - Conduct gender-responsive budgeting (GRB) for national and local governments and conduct GRB as part of SDG budgeting when needed. - Support governments in calculating the hidden costs of social reproduction and support budgeting to reduce unpaid care and its related time poverty - Develop financial instruments to mobilize capital towards women's economic empowerment, such as gender equality bonds, crowdfunding initiatives, or gender-lens investing tools. - Facilitate public private conversations and platforms on financing for gender equality. - Develop and implement strategies for women's financial inclusion, especially for women-led MSMEs, as well as the development of gender-equitable value chains. - Develop fintech initiatives to increase women's financial inclusion as well as women's access to social protection and public subsidies / incentives. d) Pro Poor Inclusive Finance: - Understanding/familiarity of Inclusive growth thematic areas and how to use such tracks/pathways to support country support to deliver on the poverty targets including: Social protection, Jobs, SMEs, Green transition, Local economic development, Development planning. - Develop clear and practical pathways to help country offices achieve poverty targets leveraging cross-cutting and innovative solutions. - Understanding how to use of narrative and evidence base information to communicate its value to partners and secure necessary funding for collaborative achievement of results. - Use appropriate metrics, data, and platforms for tracking progress towards poverty targets and build capacity in key stakeholders on how to use such tools. - Guiding country offices on use of inclusive blue economy priorities and their financing options, development of blue economy investment strategies. e) Financing for clean energy: - Support the development of integrated policy, technology and financial shifts that shape a country's sustainable economic development when it comes to financing clean energy. f) Sustainable Finance for Crisis and Resilience: - Conduct analysis of country financing landscapes, as well as mapping of ongoing support to country financing efforts in fragile and crisis contexts, including financing and partnerships across the HDP Nexus - Support UNDP COs in fragile and crisis contexts in designing tailored sustainable financing offers that respond to the specific needs and challenges of these settings. - Facilitate and/or participate in dialogue with relevant country-level stakeholders across the HDP Nexus, including government, donors, civil society and the private sector, to coordinate and strengthen support to sustainable financing solutions, as well as to build buy-in and trust for financing efforts. - Lead collection of challenges, lessons and success stories to be documented and shared within UNDP to promote knowledge sharing and organizational learning related to financing in fragile and crisis contexts. DIVERSITY AND INCLUSION: At UNDP, we are committed to creating a diverse and inclusive environment of mutual respect. UNDP recruits, employs, trains, compensates, and promotes regardless of race, religion, color, sex, gender identity, sexual orientation, age, ability, national origin, or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, competence, integrity and organizational need. UNDP has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UNDP, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. All selected candidates will be expected to adhere to UNDP's policies and procedures and the standards of conduct expected of UNDP personnel and will therefore undergo rigorous reference checks. 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