UNICEF works in over 190 countries and territories to save children’s lives, defend their rights, and help them fulfill their potential, from early childhood through adolescence.

At UNICEF, we are committed, passionate, and proud of what we do for as long as we are needed. Promoting the rights of every child is not just a job – it is a calling.

UNICEF is a place where careers are built: we offer our staff diverse opportunities for professional and personal development that will help them reinforce a sense of purpose while serving children and communities across the world. We welcome everyone who wants to belong and grow in a diverse and passionate culture, coupled with an attractive compensation and benefits package.

Visit our website to learn more about what we do at UNICEF.

For every child, the right to Digital opportunities

How can you make a difference?

Digital Impact Division (DID) is at the heart of reshaping how UNICEF delivers lasting results for children. We are committed to harnessing the full potential of emerging digital technologies to advance UNICEF’s mission. DID works in close collaboration with regional Digital Impact teams and colleagues across headquarters divisions, regions, and country offices to leverage technologies and capabilities that accelerate progress on UNICEF’s goals, strengthen community resilience, and expand access to essential digital services and information.

The Strategic Enablers pillar is a core element of UNICEF’s Digital Impact Strategy, acting as the structural backbone of the division. This pillar brings together key enablers: People and Culture, Digital Inclusion, Communications, Operations and Artificial Intelligence to create an integrated ecosystem for sustainable digital impact. The People & Culture Team plays a pivotal role in the strategy by developing a digitally skilled workforce through career pathways, continuous learning, and capacity-building initiatives to ensure UNICEF staff can effectively leverage emerging technologies and support digital transformation.

The People and Culture Specialist reports to the People and Culture Manager in Digital Impact Division (DID), and is embedded within the Digital Inclusion Section, which supports governments and partners in advancing equitable and affordable digital access for children, schools and communities.

As the dedicated People and Culture partner for the section, the incumbent works with a high degree of autonomy, providing trusted advice and delivering people solutions that support business objectives and evolving workforce needs. The role requires close collaboration and regular consultation with the People and Culture Manager and the broader People and Culture team, while exercising sound judgement, discretion and independence in managing complex and sensitive people-related matters. The incumbent is expected to keep the supervisor informed of key developments, risks and emerging issues, while anticipating HR needs and developing strategic and practical solutions that enhance organizational effectiveness.

Key functions, accountabilities and related duties/tasks:

Business partnering
Strategic human resources
Implementation of assigned human resources services
Learning and capacity development
HR data analytics

Delegated authority and acting role:

Provides HR management as a designated HRBP and People and Culture partner for the Digital Inclusion Section, with delegated authority. Exercises professional judgment to independently manage routine matters and decisions in line with agreed priorities and established HR policies, while escalating issues that fall outside agreed limits or require guidance or approval. When required, represents the People and Culture Manager to ensure continuity by coordinating priorities, guiding team members, and managing sensitive or time-critical matters within delegated authority.

The People and Culture Specialist is embedded within the Digital Inclusion Section, which supports governments and partners in advancing equitable and affordable digital access for children, schools and communities. As the dedicated People and Culture partner for the section, the incumbent works with a high degree of autonomy, providing trusted advice and delivering people solutions that support business objectives and evolving workforce needs.

If you would like to know more about this position, please review the complete Job Description here: JD_People and Culture Specialist_P3

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

Minimum requirements:

Education: Master or equivalent (Advanced University Degree) in Human Resources Management, Psychology, Business management, International Relations, Organizational Development and any other related fields.
Work Experience: At least 5 years of relevant work experience in human resource management in an international organization and/or large corporation is required. Two years of human resources experience in regional, divisional headquarters, or similarly complex organizational role providing advice across multiple teams, offices, or business areas. Demonstrated experience working with a high degree of autonomy, building trusted relationships with managers and staff, and managing people-related matters in a complex organizational environment.
Skills:
- Strong People and Culture/HR expertise: In-depth knowledge of human resources management principles, frameworks, policies, and practices, with the ability to develop practical HR solutions and apply policies consistently and equitably in line with organizational priorities and the needs of managers and staff.
- Policy application & solution-oriented advisory: Ability to interpret and apply policies with sound judgement, communicate difficult messages constructively, and identify practical and compliant alternatives that meet organizational and client needs.
- People-focused innovation & problem-solving: Strong ability to identify improvement opportunities, apply creative and forward-looking thinking, and develop practical people solutions that respond to emerging workforce and business needs.
- Analytical decision-making: Ability to analyze complex, systemic issues; exercise sound judgment; and provide clear, practical, evidence-based recommendations.
- People management & influence: Proven skills in influencing, relationship-building, and trusted advisory support, establishing credibility with senior leaders and team leads, guiding others, and addressing difficult issues constructively.
- Change management: Experience supporting organizational transformation, including organizational change, restructuring, workforce transformation, and implementation of organizational design initiatives, with strong stakeholder engagement and resistance management.
- Integrity & confidentiality: Demonstrates integrity, discretion, and confidentiality when handling sensitive matters, maintaining professional independence and building trust across diverse stakeholder groups.
- Autonomy & leadership in ambiguity: Ability to work with a high degree of autonomy, navigate ambiguity, and assume delegated management responsibilities when required.
- Communication & facilitation: Strong communication, facilitation, and engagement skills, adapting to diverse audiences, strengthening collaboration, and promoting a shared sense of purpose across teams and locations.
- Planning & delivery: Strong planning and organizational capabilities, managing competing priorities, adjusting quickly, and maintaining reliable delivery in a fast-paced, evolving environment.
- HR systems & tools: Knowledge of human resources information systems and talent management systems with proficiency in Microsoft 365.
Language Requirements: Fluency in English is required.

Desirables:

Language: Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) or a local language;
Previous experience managing staff and leading or coordinating the work of others is a strong asset;
Experience working within UNICEF or the UN System;
Experience managing people and culture functions in a country office setting;
Experience designing or implementing career development, talent mobility, succession planning, or workforce development initiatives;
Experience working in a digital, technology-focused, innovation-driven, or rapidly evolving organizational environment;
Relevant experience at country level, particularly in development, fragile settings and humanitarian contexts.

For every Child, you demonstrate...

UNICEF's Core Values of Care, Respect, Integrity, Trust and Accountability and Sustainability (CRITAS) underpin everything we do and how we do it. Get acquainted with Our Values Charter: UNICEF Values

UNICEF competencies required for this post are…

(1) Builds and maintains partnerships
(2) Demonstrates self-awareness and ethical awareness
(3) Drive to achieve results for impact
(4) Innovates and embraces change
(5) Manages ambiguity and complexity
(6) Thinks and acts strategically
(7) Works collaboratively with others

Familiarize yourself with our competency framework and its different levels.

UNICEF promotes and advocates for the protection of the rights of every child, everywhere, in everything it does and is mandated to support the realization of the rights of every child, including those most disadvantaged, and our global workforce must reflect the diversity of those children. The UNICEF family is committed to include everyone, irrespective of their race/ethnicity, disability, gender identity, sexual orientation, religion, nationality, socio-economic background, minority, or any other status.

UNICEF encourages applications from all qualified candidates, regardless of gender, nationality, religious or ethnic backgrounds, and from people with disabilities, including neurodivergence. We offer a wide range of benefits to our staff, including paid parental leave, breastfeeding breaks and reasonable accommodation for persons with disabilities. UNICEF provides reasonable accommodation throughout the recruitment process. If you require any accommodation, please submit your request through the accessibility email button on the UNICEF Careers webpage Accessibility | UNICEF. Should you be shortlisted, please get in touch with the recruiter directly to share further details, enabling us to make the necessary arrangements in advance.

UNICEF does not hire candidates who are married to children (persons under 18). UNICEF has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UNICEF, including sexual exploitation and abuse, sexual harassment, abuse of authority, discrimination, fraud, corruption and other forms of serious misconduct.

UNICEF is committed to promoting the protection and safeguarding of all children. All selected candidates will undergo rigorous reference, safeguarding and background verification checks. These checks may include verification of academic credentials and employment history, screening against relevant United Nations misconduct databases, and requests for misconduct disclosures from current and former employers, professional associations, other relevant organizations and participating organizations under inter-agency safeguarding initiatives, including the Misconduct Disclosure Scheme (MDS), where applicable.

Appointment, selection and continued engagement are subject to the satisfactory completion of all required checks. Selected candidates may be required to provide additional information and consent to enable UNICEF to undertake these checks.

Background checks will include the verification of academic credential(s) and employment history. Selected candidates may be required to provide additional information to conduct a background check, and selected candidates with disabilities may be requested to submit supporting documentation in relation to their disability confidentially.

UNICEF appointments are subject to medical clearance. Issuance of a visa by the host country of the duty station is required for IP positions and will be facilitated by UNICEF. Appointments are conditional on the selected candidates' willingness to comply with current or future vaccination requirements, should UNICEF mandate it for personnel. Failure to comply with such requirements, where applicable and without a duly approved medical exemption from the relevant UN authority, will result in the cancellation of the selection or may lead to other administrative measures, including separation from service.

Remarks:

As per Article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity.

UNICEF is committed to fostering an inclusive, representative, and welcoming workforce. For this position, eligible and suitable candidates are encouraged to apply.

Government employees who are considered for employment with UNICEF are normally required to resign from their government positions before taking up an assignment with UNICEF. UNICEF reserves the right to withdraw an offer of appointment, without compensation, if a visa or medical clearance is not obtained, or necessary inoculation requirements are not met, within a reasonable period for any reason.

UNICEF does not charge a processing fee at any stage of its recruitment, selection, and hiring processes (i.e., application stage, interview stage, validation stage, or appointment and training). UNICEF will not ask for applicants' bank account information.

Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service.

Humanitarian action is a cross-cutting priority within UNICEF's Strategic Plan. UNICEF is committed to stay and deliver in humanitarian contexts. Therefore, all staff, at all levels across all functional areas, can be called upon to be deployed to support humanitarian response, contributing to both strengthening resilience of communities and capacity of national authorities.

All UNICEF positions are advertised, and only shortlisted candidates will be contacted and advance to the next stage of the selection process. An internal candidate performing at the level of the post in the relevant functional area, or an internal/external candidate in the corresponding Talent Group, may be selected, if suitable for the post, without assessment of other candidates.

Additional information about working for UNICEF can be found here

People and Culture Specialist, P-3, Fixed Term Position, #135273, Digital Impact Division - Digital Inclusion, Geneva, Switzerland