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For every child, Nutrition!

For more than 75 years, UNICEF has endeavored to improve the lives of children and their families. Working with and for children through adolescence and into adulthood requires a global presence dedicated to producing results and monitoring their impact. UNICEF also advocates and collaborates with leaders, thinkers, and policymakers to ensure all children, especially the most disadvantaged, can realize their rights.

UNICEF is committed to diversity and inclusion within its workforce and encourages applications from all candidates, regardless of gender, nationality, religion, or ethnic background, including persons with disabilities. Our workplace policies promote flexible work arrangements, supporting staff in maintaining a healthy work-life balance both in and out of the office.

We are the first United Nations agency to be awarded the EDGE certification, the leading global standard for gender equality in the workplace.

UNICEF is proud of its multicultural and harmonious work environment, upheld by a zero-tolerance policy on sexual exploitation, abuse, harassment (including sexual harassment), and discrimination. All selected candidates undergo rigorous reference and background checks

The Social & Behavior Change Officer (NOB-TA) position is based in the Karachi Field Office of UNICEF Pakistan, providing support to the Nutrition Section, including the BISP-BNP Programme, with technical assistance from the SBC Cross-Sectoral Team. This role will work closely with the Nutrition and SBC Cross-Sectoral teams based in the Karachi Field Office and will report to and work under the technical guidance of the Nutrition Specialist.

 The Social & Behavior Change Officer (SBC) provides technical, operational, and administrative assistance throughout the programming process. This includes preparing, managing, and implementing a range of technical and administrative tasks related to developing, implementing, monitoring, and evaluating the Nutrition and BISP-BNP Programme output results in humanitarian and development contexts in the field office.

Below are the Key Functions/Accountabilities:

The SBC Officer will lead the effective implementation of the Social and Behavior Change (SBC) component within the Nutrition Program in Sindh, including the Benazir Nashonuma Program. The officer will ensure that SBC interventions are strategically aligned with nutrition objectives to improve maternal, infant, and young child feeding (MIYCF) practices, enhance dietary diversity, and strengthen overall nutrition outcomes. Working in close collaboration with provincial and district-level partners—including government entities (BISP, DoH, PPHI), UNICEF, WFP, and community-based organizations (CBOs)—the officer will be responsible for the following key functions:

1. Strengthening Social Behavior Change (SBC) for Nutrition: This involves creating detailed BNP and nutrition program implementation plans for SBC strategies that promote optimal maternal, infant, and young child feeding (MIYCF) practices, dietary diversity, and caregiving practices. To raise awareness among mothers and caregivers, community-based platforms such as Lady Health Workers (LHWs) and social mobilizers will be leveraged for promotion and adaption of positive practices. Evidence-based interpersonal communication (IPC) tools will be utilized to reinforce healthy eating habits and nutrition practices at both the household and community levels.
2. Capacity Building and Capability Development: This includes conducting comprehensive training sessions for health workers, nutrition teams, and staff at health facilities and BNP facilitation centers on MIYCF counseling and effective communication techniques. Technical support will be provided to ensure consistent, high-quality nutrition counseling services are delivered, ultimately driving the desired behavioral outcomes.
3. Coordination and Partnership Management: Key partnerships will be fostered at provincial and district levels with BISP, BNP government departments, WFP, CBOs, and other partners working with UNICEF to integrate SBC activities seamlessly into the larger nutrition program. Collaborative action plans will be developed and reviewed to align SBC efforts with the program’s goals, while advocacy efforts will engage political, religious, and community leaders to amplify key nutrition messages.
4. Community Engagement and Social Mobilization: Community outreach and mobilization will be prioritized to engage caregivers, community members and informal/formal community structures in nutrition-focused initiatives. Peer support groups will be mobilized, and SBC messages will be promoted through Community engagement officers and LHWs. A tailored community engagement strategy will be developed to encourage widespread participation in nutrition activities.
5. Technical Support for SBC Tools and Approaches: SBC tools, training package, communication materials, and methodologies will be reviewed and developed to enhance behavior change initiatives. Ensuring that these tools are contextually appropriate and customized to meet local needs is essential.
6. SBC Performance Monitoring: A structured SBC performance monitoring plan will be implemented to track progress of SBC interventions in nutrition program, at BNP facilitation centers and in communities . Monthly and quarterly reports will be compiled to document SBC intervention statuses, achievements, and challenges. The effectiveness of SBC strategies will be regularly evaluated with partners, allowing for adjustments as needed.
7. Support for Advocacy and Policy Engagement: Advocacy campaigns will be organized to highlight the importance of maternal and child nutrition and the role of SBC in achieving improved outcomes. Engagement with policymakers, health professionals, and community influencers will drive forward advocacy for more robust nutrition policies and programs.
8. Development of Provincial SBC Action Plans: Working with the provincial nutrition team, localized SBC action plans will be developed to align with the overarching objectives of the BISP-BNP and overall Nutrition Program. Effective implementation and monitoring of these plans will be coordinated with all relevant partners to ensure sustained progress.
9. Reporting and Accountability: The SBC officer will report to Nutrition Specialist and will work in close collaboration with UN agencies, BISP, and other stakeholders. The SBC officer will submit monthly reports providing comprehensive updates on SBC activities, achievements, and challenges. Each report will clearly outline progress toward the BISP-BNP and Nutrition Program’s goals in Sindh, ensuring alignment with program objectives and accountability to stakeholders.
10. Additional duties as required and assigned by supervisor

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

Minimum requirements:

A university degree (Bachelor's) in one of the following fields is required: social and behavioral science, sociology, anthropology, psychology, education, communication, public relations, or another relevant technical field.

A minimum of two years of professional experience in one or more of the following areas is required: social  & behavior change program, social development Programme planning, communication for development, public advocacy or another related area.

Fluency in English is required.

Desirables:

• Developing country work experience and/or familiarity with emergency. 

• Relevant experience in a UN system agency or organization is considered as an asset.

• Knowledge of another 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

The 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 is committed to diversity and inclusion within its workforce, and encourages all candidates, irrespective of gender, nationality, religious or ethnic background, and persons with disabilities, to apply to become a part of the organization. To create a more inclusive workplace, UNICEF offers paid parental leave, breastfeeding breaks, and reasonable accommodation for persons with disabilities. UNICEF strongly encourages the use of flexible working arrangements. Click here to learn more about flexible work arrangements, well-being, and benefits.

According to the UN Convention on the Rights of Persons with Disabilities (UNCRPD), persons with disabilities include those who have long-term physical, mental, intellectual, or sensory impairments which, in interaction with various barriers, may hinder their full and effective participation in society on an equal basis with others. In its Disability Inclusion Policy and Strategy 2022-2030, UNICEF has committed to increase the number of employees with disabilities by 2030. At UNICEF, we provide reasonable accommodation for work-related support requirements of candidates and employees with disabilities. Also, UNICEF has launched a Global Accessibility Helpdesk to strengthen physical and digital accessibility. If you are an applicant with a disability who needs digital accessibility support in completing the online application, please submit your request through the accessibility email button on the UNICEF Careers webpage Accessibility | UNICEF.

UNICEF does not hire candidates who are married to children (persons under 18). UNICEF has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UNICEF, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities. UNICEF is committed to promote the protection and safeguarding of all children. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles. Background checks will include the verification of academic credential(s) and employment history. Selected candidates may be required to provide additional information to conduct a background check, and selected candidates with disabilities may be requested to submit supporting documentation in relation to their disability confidentially.

UNICEF appointments are subject to medical clearance.  Issuance of a visa by the host country of the duty station is required for IP positions and will be facilitated by UNICEF. Appointments may also be subject to inoculation (vaccination) requirements, including against SARS-CoV-2 (Covid). Should you be selected for a position with UNICEF, you either must be inoculated as required or receive a medical exemption from the relevant department of the UN. Otherwise, the selection will be canceled.

Remarks:

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

UNICEF’s active commitment to diversity and inclusion is critical to deliver the best results for children. For this position, eligible and suitable Females are encouraged to apply.

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

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

All UNICEF positions are advertised, and only shortlisted candidates will be contacted and 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.