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.
For every child, Hope
Strategic office context:
UNICEF is striving for a work environment where staff wellness, resilience and work-life balance are integrated parts of the organizational culture. Due to the nature and location of their work, UNICEF staff are frequently exposed to high levels of day to day, cumulative stress, including those stressors related to their workload as well as the demands related to living and working in multicultural, often unstable and insecure, environments.
The Staff Counsellor (P-4) will contribute towards the development of a corporate framework for Staff Well-Being and promote its implementation at the regional level. The framework will identify activities aimed at: raising awareness about healthy work practices; improving the work-life balance of UNICEF staff; facilitating the provision of assistance to staff/family experiencing work-related and/or personal problems; facilitating the provision of immediate support following a traumatic incident.
The Regional Staff Counsellor will work in coordination with the network of UN counsellors globally. Frequent field missions and close collaboration with Country Offices are required.
How can you make a difference?
Purpose for the job:
Under the supervision of the Regional Chief of People and Culture (P-5) and the Technical Supervision of the Chief Staff Wellbeing based in Budapest (P-5), the Regional Staff Counsellor (P-4) is expected to provide expertise to the management and staff of the regional and country offices, to support the overall well-being of UNICEF staff and their families, as well as teams in UNICEF offices in the region.
Key functions, accountabilities and related duties/tasks:
Under the technical guidance of the Chief Staff Wellbeing, and the supervision of the Regional Chief of People and Culture, the Regional Staff Counsellor will facilitate the development, implementation and coordination of a corporate framework aiming at improved Staff Well-Being globally. More specifically, s/he will: Assist in developing the framework; Develop strategies for implementing the framework in the region; Monitor the impact of the framework at regional and country levels; Lobby and provide input for improvement. Facilitate the provision of effective psycho-social support to staff, leadership, managers and individual staff, prioritizing emergency locations with the aim to mitigating stress and boost protective factors by: Providing support and advice to the leadership and managers in offices on healthy work practices and approaches on how to effectively support staff and encourage resilience. Recommend suitable staff support strategies to managers during and following emergencies and other crises. Providing staff with individual and/or group counselling as needed (i.e. assessment, short-term intervention, referral); Facilitating the treatment of psychiatric disorders primarily through referrals, including to the medical services division, and through guidance to supervisors and senior management, where appropriate; Contributing to identification of creative ways of building a network of external mental health providers available to provide services to staff around the world; Coordinating the regional network of Peer Support Volunteers (PSVs), including selection, training and technical supervision; Coordinate with UNDSS, agency counsellors and PSVs, to ensure the provision of adequate psychosocial support during emergencies. Assess and monitor psycho-social needs and issues affecting the wellbeing of staff. Update the database of institutions or professionally trained service providers available in country to provide psycho-social services to staff and their families in Country Offices. Provide Critical Incident Stress Management to groups and/or individual staff following critical incidents. A holistic approach to critical incident management is used and may include services such as practical support, psycho-education, psychological first aid, strategic advice to leadership, family support and individual or group interventions. The Staff Counsellor will be responsible for: Contacting the affected staff member(s) and offering information about typical stress reactions, support- and referral information; Facilitating appropriate traumatic stress interventions, following a critical incident or traumatic event; Recommending and arranging for individual and/or group follow-up support to staff and their dependents. Training and awareness raising on Staff Well-Being related topics: Explore and contribute to the development of new modalities, such as e-learning and webinars, which make awareness raising material available and attractive to all staff; Cooperate with Regional and Country offices to integrate subjects such as healthy work practices, managing stress and trauma, building resiliency etc. into learning strategies. Monitoring and oversight: Provide on a quarterly basis statistics and trends on issues related to staff well-being, whilst maintaining confidentiality. Alert the Regional Chief of People and Culture on trends that may be of concern in offices or offices requiring targeted support or Managerial intervention. Capture lessons learnt and best practices for dissemination as appropriate.Impact of Results
In consultation with the Chief Staff Wellbeing, decisions made regarding type of interventions for staff support, referral agencies and consultants, strategies to increase staff-well being, types of information for dissemination. These decisions have an indirect impact on all UNICEF staff in the region, and directly affect those staff involved in interventions, presentations, trainings, etc.
To qualify as an advocate for every child you will have…
Minimum requirements:
Education:
Advanced University degree in counselling, clinical psychology or related mental health profession. A first university degree, professional certification in addition to the appropriate years of relevant experience may be considered in lieu of an advanced university degree. Additional training or certification in staff support and traumatic/critical incident stress management, as well as a broad range of related fields, such as alcohol/substance abuse, family counselling, training, remote counselling.Work Experience:
Minimum eight years of national and especially international professional experience in staff support, mental health, cross cultural communications, counselling, and related areas, preferably gained within the UN system or international development/humanitarian aid sector.Language Requirements: Fluency in written and spoken English and French is required.
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
(8) Nurtures, leads and manages people
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.
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.
Additional information about working for UNICEF can be found here.