UNICEF is excited to announce the launch of a Generic Vacancy Announcement (GVA) for the Communication and Advocacy Talent Group at the P-3 level. GVAs serve as a strategic tool to attract and identify highly qualified candidates for inclusion in Talent Groups (TGs). Talent Groups are exclusive rosters of pre-assessed experts that enable UNICEF offices globally to efficiently fill vacancies with top-tier professionals. By applying to this GVA, candidates have the opportunity to join a Talent Group, which is a key step in being considered for exciting career opportunities with UNICEF.

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. Talented human resources are key assets of the organization. UNICEF is seeking people in the Communication and Advocacy sector at the mid-level (P3) to work in the field, regional and HQ locations.

For every child, hope

UNICEF aims to be the leading advocate for children, enabled by a cohort of networked, strategic, innovative, and effective advocates who deliver change for children in every part of the world.   

How can you make a difference?

Communication and Advocacy are at the center of UNICEF’s mandate. We advocate to decision makers for ‘the protection of children's rights, to help meet their basic needs and to expand their opportunities to reach their full potential’. We communicate to key public and private audiences to build support for the cause of children. 

The Communication and Advocacy Specialist GJP is to be used in a Country Office; Regional Office or HQ Division. The Communication and Advocacy Specialist reports to the Senior Adviser or Chief of Section or Communication and Advocacy Manager, who is at Level 5/4.

Purpose of the job:

The P3 Communication and Advocacy Specialist is accountable for coordinating, implementing, monitoring and evaluating communication and advocacy strategies to achieve positive outcomes for children and young people. 

Summary of key functions/accountabilities

1. Advocacy strategy development  
2. Advocacy strategy implementation 
3. Communication strategy development and implementation 
4. Digital communications
5. Media relations 
6. Crisis communication
7. Communication and advocacy M&E
8. Project and budget management 
9. Communication and advocacy capacity building
10. Stakeholder engagement
11. Others

This staff member will drive the development of effective, integrated communication and advocacy strategies. S/he will work collaboratively with colleagues across teams and with external partners to drive changes in policy and practice and secure political and financial commitments for children. Duties include:

1. Advocacy strategy development: 

• Provide technical support in developing a robust advocacy strategy, with SMART outcomes, compelling calls to action, and a clear theory of change. Analyze political, economic and cultural trends from a wide range of sources and identify potential advocacy opportunities and challenges. 
• Keeping a close eye on the market, and what other organisations are doing, propose new approaches and innovative ideas as part of the strategy development process.

2. Advocacy strategy implementation: 

• Coordinate the implementation of advocacy strategies and plans, working across teams to deliver a range of advocacy tactics, such as: developing advocacy briefs and products, producing advocacy messages and narratives, shaping creative activations to drive public engagement, working with the media, and organizing advocacy events.

3. Communication strategy development and implementation: 

• Provide technical assistance in designing and delivering effective communication plans that will deliver the aims of key advocacy strategies and help to mobilize public and private support for the cause of children.
• Lead/ support planning, creation, and dissemination of inclusive content for UNICEF’s public and private audiences.

4. Digital communications: 

• Coordinate and/or support the day-to-day conceptualization, budgeting, planning, coordination, execution and digital content creation, as well as the monitoring and evaluation of digital initiatives and integrated advocacy campaigns for key audiences.

5. Media relations: 

• Help to build and maintain strong relationships with journalists and media outlets covering all media – print, TV, radio, web, etc.

6. Crisis communication and humanitarian advocacy

• Coordinate the implementation of crisis communication procedures.
• Coordinate and support communications during sudden onset emergencies where UNICEF is set to deliver (is delivering) support.
• Support coordination efforts across UNICEF to conduct effective humanitarian advocacy in line with UNICEF’s Core Commitments for Children in Humanitarian Action. 

7. Communication and Advocacy M&E: 

• Establish baselines against which results are regularly monitored; analyze the effectiveness of the strategy, approach and activities; and drive the day-to-day production and dissemination of M&E results on a regular basis.

8. Project and budget management: 

• Coordinate inclusive project teams featuring a variety of communication and advocacy professionals to deliver strategic communication and advocacy initiatives. 
• Manage day-to-day delivery of key projects and workstreams, reviewing work plans to ensure progress and delivery while addressing obstacles and bottlenecks. 
• Ensure effectiveness and transparent use of budget and resources.

9. Communication and advocacy capacity building: 

• Contribute to building internal UNICEF capacities in communication and advocacy, through coaching, training and sharing of expertise.

10. Stakeholder engagement: 

• Identify, build and maintain formal and informal advocacy partnerships and networks through proactive collaboration with strategic internal and external partners. 
• Adopt a consultative approach and solicit the support of key stakeholders at critical points of the strategy.

11. Others: 

• Undertake other key responsibilities as required. 

To qualify for the P3 Communication and Advocacy talent group you need to meet the following minimum requirements:

Education:

• An Advanced University degree in Public Policy, Political Science, International Relations, International Development, Public Administration, Economics, Communication or other relevant fields, or
• A first level university degree with an additional two years of experience may be accepted in lieu of the advanced university degree.

Work Experience:

• At least five (5) years of progressively responsible and relevant professional work experience in advocacy/ campaigning and communications is required. 
• Experience in leading the development and implementation of advocacy strategies, with clear theories of change, with specific, measurable and timebound objectives and performance indicators.
• A track record of achieving or contributing to tangible policy change.
• Proven experience in deploying a range of communication and advocacy tactics based on a clear theory of change.
• Experience in building and maintaining a network of stakeholders, and in working with coalitions.
• Experienced and current in digital and social media content and audience trends as well as in managing online platforms and channels.
• Experience in media relations. 
• Strong communicator with emphasis on being able to present complex policy ideas in succinct, engaging ways through campaign narratives and creative tactics. 
• Demonstrated experience in design and management of projects, including budget management and monitoring and evaluation of results.
• Knowledge of children’s rights, public policy, international development and humanitarian issues.
• Experience in crisis communications and/or humanitarian advocacy is an asset.
• Experience in advocacy at the international level is an asset.
• Experience in training and facilitation is an asset.
• Experience working in a developing and emergency environment is an asset.
• Experience in a supervisory role is an asset.

Language requirements:

• Fluency in English is required. Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) or a local language is an asset.

The UNICEF competencies required for this post are:

• Demonstrates Self Awareness and Ethical Awareness (1)
• Works Collaboratively with others (1)
• Builds and Maintains Partnerships (1)
• Innovates and Embraces Change (1)
• Thinks and Acts Strategically (1)
• Drive to achieve impactful results (1)
• Manages ambiguity and complexity (1)

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

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:

Internal applicants already holding fixed term appointments at P-3 in the Communication and Advocacy functional area do not need to apply to this GVA process.

While placement in the Talent Group does not guarantee selection, it serves as a valuable resource for filling vacancies. The selection process will involve various assessment methods to ensure the identification of top candidates.

UNICEF is deeply committed to fostering diversity and inclusion within its workforce and strongly encourages qualified candidates from all backgrounds to apply. Enhancing diversity at the P-3 level in Communication and Advocacy is a priority. Currently, the geographic diversity at this level comprises 48% Donor Country Nationals and 52% Programme Country Nationals. Gender diversity at this level is 30% Male and 70% Female. UNICEF is dedicated to improving these figures to achieve greater balance and representation.

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.

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.