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 learn
UNICEF's supply and logistics headquarters - Supply Division - is located in Copenhagen, which is also home to the largest humanitarian warehouse in the world. About a half of the 1000 colleagues are housed in Supply Division, Copenhagen with areas of expertise including logistics, procurement, warehouse management, product innovation, market insights, finance, pharma, nutrition, vaccines, cold chain and health technologies and engineering. Over 1300 colleagues work in the Supply Function across 97 countries and 173 offices and form the Supply Community.
Engaging a highly dynamic and skilled workforce that is driving some of the most cutting-edge work in the sector, the Supply Division’s People strategy aims to create an enabling environment that nurtures talents, fosters growth and promotes excellence in vision and action to deliver results for Children around the world. The People and Culture Centre at Supply Division is a strong Business Partner in this endeavor and works towards providing a robust Human resources Framework that aligns with the People Strategy.
The purpose of this consultancy is to support the transition of the People and Culture (P&C) Centre from four separate units into two integrated functions — HR Business Partnering and Talent Management — supported by a central coordination hub.
The consultant will review all existing processes and workflows, remove duplication, and produce a clear, visualized set of end-to-end workflows that reflect the new operating model. These workflows will guide P&C colleagues during and after the transition, ensuring consistency, clarity, and smooth handover.
This consultancy is part-time, home-based.
Consultancy key responsibilities
1. Conduct a structured review of all current P&C workflows across functions.
2. Facilitate short working sessions with focal points to validate steps, identify pain points, and clarify ownership in the new structure.
3. Produce a set of simplified, visualized workflows that show:
• Process purpose
• Key / high-level processes and flows
• Decision points
• Roles and responsibilities
• Handover points among HRBP, Talent Management, and the Coordination Pillar
4. Develop a recommended platform for hosting these workflows (e.g., SharePoint site, Visio, Power Apps, or another appropriate platform within the UNICEF internal Microsoft 365 system).
5. Deliver a final workflow library, in addition to (1) a transition-ready deck summarizing key changes and handover guidance, and (2) a communication plan outlining the centre’s new structure and support across the division.
How can you make a difference?
The consultant will be responsible for ensuring that the following deliverables are achieved:
1. Planning & Review of Existing Workflows
Deliverables: Consolidated inventory of all current workflows; summary of issues and gaps
Timeline: Week 1-2
2. Validation Sessions with Focal Points
Deliverables: Notes from sessions; validated processes with the following clarified:
• Process purpose
• Key / high-level processes and flows
• Decision points
• Roles and responsibilities
• Handover points among HRBP, Talent MGMT, and the Coordination pillar
Timeline: Week 2-3
3. Draft 1 – Workflow Visualizations
Deliverables: Draft workflow library (format options e.g. SharePoint prototype, Visio diagram, Power Apps, other suitable platform)
Timeline: Weeks 3-4
4. Feedback Round 1
Deliverables: Consolidated feedback from focal points; user testing notes; updated requirements for Draft 2
Timeline: Week 4-5
5. Draft 2 – Refined Workflow Set
Deliverables: Draft 2 incorporating all validated changes; refined roles, steps, naming, and flow logic
Timeline: Week 5-6
6. Feedback Round 2
Deliverables: Consolidated feedback from focal points; user testing results; final adjustments identified
Timeline: Week 6-7
7.Final Workflow Library
Deliverables: Final library of workflows aligned to the new P&C structure completed
Timeline: Week 7-8
8.Transition Deck & Communication Plan
Deliverables: Complete a slide deck summarizing key changes and handover guidance, and a communication plan outlining the centre’s new structure and support across the division.
Timeline: Week 8
9.Handover
Deliverables: Brief walkthrough with the P&C centre and handover of editable files
Timeline: Week 8
To qualify as an advocate for every child you will have…
Minimum requirements:
Minimum Qualifications:
• Advanced university degree in Human Resources, Organizational Development, Public Administration, or related field.
• Minimum 5–7 years of experience in HR operations, organizational design, business process mapping, or change management.
• Demonstrated experience developing workflow visualizations for large organizations.
Experience:
• Experience supporting organizational transitions, restructuring, or HR service delivery model changes.
• Experience in UN operations or similar large, matrixed organizations and teams.
• Proven record in simplifying complex processes into user-friendly formats.
Knowledge / Expertise / Skills Required:
• Strong HR process knowledge, including recruitment, onboarding, entitlements, and staff services.
• Proficiency with visualization tools and SharePoint.
• Ability to run focused consultations and draw out clear workflows from multiple stakeholders.
• Strong communication skills; ability to produce concise, user-friendly process maps.
• Ability to work independently and deliver to tight timelines.
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.
How to apply:
Qualified candidates are requested to submit:
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 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 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 is committed to fostering an inclusive, representative, and welcoming workforce.
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.
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.