Communication Manager, P4, NYHQ, Division of Communication, #112327

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.

How can you make a difference?

Internal communication is an essential function of any successful organization. The recent Independent Task Force (ITF) on Workplace Gender Discrimination, Sexual Harassment, Harassment and Abuse of Authority delved into the UNICEF workplace culture and issued a report in May 2019. In its report, ITF found a “risk-averse approach” to internal Communication and a lack of two-way communication among leaders, managers

and employees. In its recommendations, the ITF stressed the critical importance of strengthening strategic internal communication and integrating it into UNICEF’s broader culture change efforts, noting UNICEF should:

“Re-conceptualize its internal communications approach and develop a cohesive internal communications strategy that emphasises two-way

communication, invites staff to participate and is action oriented, genuine, trusted and sought out by staff.”

1.) UNICEF’s current objectives in that particular office/division; and As a result, a first-ever UNICEF Global Internal Communication Strategy is being developed in the context of an urgent call for change throughout the organization. The development of the strategy is also starting the process of determining a strategic, coordinated and collaborative internal communication structure and system that effectively informs and engages UNICEF colleagues around the globe. To truly shift how UNICEF approaches and implements internal communication, a rigorous implementation plan, robust governance structures, a clear division of tasks, and a team and organizational structure that is fit-for-purpose is required.

2.) The specific role of the position’s section in contributing to their achievement

The specific role of the position is to support the Chief with the overall internal communications reform effort across the organization, including day-to-day management of all work that is part of the reform effort. Purpose of the Job: The purpose of the Internal Communication Manager position is as follows:

• Support the Chief to ensure the effective execution of three work streams in 2020: communnications that enable an improved employee/workplace experience (ie organizational culture); communications that enable an acceleration of results (ie programmes at-scale); the enabling environment required to implement effective internal communications (ie strategy, policy, results framework, management plan).
• Oversee the development of a strategic planning, monitoring and evaluation system that enables increasingly cohesive and impactful internal communications across the organization
• Support with the development of an internal communications governance structure that will enable the implementation of the new strategy, including policies, procedures, guidelines and coordination mechanisms
• Support the effective internal communications matrix management across organizational Divisions and Offices The Internal Communication Manager is accountable for ensuring the smooth delivery all Internal Communications work, especially the development of all aspects of the enabling environment required to effectively implement.

Key functions, accountabilities and related duties/tasks:

The position is required to deliver and support Internal Communications in the following areas/activities:

• Leadership:

o Represent the Chief when needed in internal and external meetings and assist in all divisional and organizational management activities.

o Represent the Internal Communication team as needed at meetings, conferences, etc.

• Management:

o Review information received by the Chief from leadership and identify priority matters that need to be urgently addressed, advising on action as appropriate.

o Manage the flow of information to the Chief and ensure that appropriate action is taken by responsible section/division/office heads as required.

o Establish a matrix management work plan, as appropriate.

• Workplanning:

o Assist the Chief in planning the work of the Section, including analyzing and evaluating the impact of activities.

o Assume the lead role in planning, organizing and implementing specific activities.

o Establish results-based management of the internal communications function.

• Quality Assurance:

o Assist with the production of communication materials and products

o Provide oversight of all internal communications product development to ensure the highest quality communications are being produced and disseminated.

• Coordination:

o Ensure coordination with Divisions, Regional Offices, Country Offices and NatComs to effectively deliver the global internal communication strategy

o Liaise with relevant DOC sections and Divisional stakeholders to ensure tailored, initiative-specific, workplans are developed.

o Develop strong networks and relationships with key internal stakeholders across the organization

• Governance:

o Develop a global internal communication policy, including associated procedures and guidelines.

o Bring an organizational risk, governance, systems and policies perspective to leadership and management discussions

• Operations:

o Understand the internal communication business case/needs of the section and organization, and to mitigate challenges, propose

viable/creative solutions aimed at Value for Money.

o Convey solutions, and pathways to implement them, to the Chief.

Support the Chief with the HR, budget and administrative management of the section

Impact of Results: The position will be vital to supporting the Chief effectively steer and implement the internal communications reform efforts that are under way within UNICEF. In doing so, the position is critical to ensuring internal communications can be the strategic enabler to improve organizational culture and accelerate results, and enable the multitude of organizational change efforts that are under way.

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

• Education:

  Advanced university degree or equivalent experience in Communication, Internal Relations, Organizational Management, Organizational Culture, or another relevant field.

  Experience:

  A minimum of 8 years of professional experience, at the national and international level, is required, specifically in implementing strategic organizational initiatives in one or more communication areas including strategic planning; matrix management; administration; communications; internal relations.

  Language requirements:

  Fluency in English is required. Knowledge of another official UN language or local language of the duty station is considered as an asset.

  For every Child, you demonstrate...

UNICEF's values of Care, Respect, Integrity, Trust, and Accountability (CRITA) and core competencies in Communication, Working with People and Drive for Results.

The functional competencies required for this post are...

Leading and Supervising (I)

Relating and Networking (II)

Applying Technical Expertise (II)

Formulating Strategies and Concepts (II)

Persuading and Influencing (II)

Planning (II)

Analyzing (II)

Recruitment

View our competency framework at

http://www.unicef.org/about/employ/files/UNICEF_Competencies.pdf

UNICEF is committed to diversity and inclusion within its workforce, and encourages all candidates, irrespective of gender, nationality, religious and ethnic backgrounds, including persons living with disabilities, to apply to become a part of the organization.

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 also adheres to strict child safeguarding principles. All selected candidates will be expected to adhere to these standards and principles and will therefore undergo rigorous reference and background 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.

Remarks:

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

Only shortlisted candidates will be contacted and advance to the next stage of the selection process.