How can you make a difference?
The CEO’s mandate is to provide leadership to the GenU partnership in developing and delivering the organization’s vision, mission, strategic objectives and operational plans.
The CEO will represent the GenU partnerships with governments and other public sector organizations, the private sector, civil society, policy makers, opinion formers, supporters, the media, the general public.
The CEO is accountable to GenU Board, via the Chair. The CEO participates as an ex officio member of the GenU Board, which sets out the strategic direction for GenU. Implementation of GenU programs is done through UNICEF Country Offices, in close cooperation with the Global Program Division and in line with UNICEF rules and regulations. The CEO reports to UNICEF Deputy Executive Director (Partnerships).
The overall duties and responsibilities of the CEO are:
Minimum requirements
- Demonstrably strong intellectual capacity with clear successful senior leadership and management experience of minimum 15 years, ideally as a Chief Executive in a complex operating environment.
- Proven ability to operate effectively in an international or multi-lateral organizational environment, managing complex interactions with diverse stakeholders.
- A track record in growing revenue and influence in a demanding and complex environment.
- Skilled communicator able to interact comfortably with all levels of organizations and external constituencies, including media.
- Excellent political judgement and an ability to advance the GenU priorities and interests within public and private sector settings.
- Proven ability to work effectively across different cultural contexts. Experience in education, skills development or youth employment is desirable.
- A strong, demonstrable commitment to the mission and values of the UN.
- A high level of emotional intelligence and strong sense of integrity with an empowering, values-driven leadership and management approach.
- A powerful, persuasive and credible advocate, able to inspire and motivate staff, supporters and partners.
- A resilient personality who can persevere despite conflicts or adversity.
- Ability to work and interact effectively with people at all levels, building strong relationships based on mutual respect and building consensus.
- A creative intellect and strategic thinker, able to encourage and support innovation, and build a robust case for change and development both within the organization and externally.
- Willing to travel globally (estimated 40% of the time).
- Strong integrity and an irreproachable reputation.
For every Child, you demonstrate...
The UNICEF competencies required for this post are…
- Builds and maintains partnerships (III)
- Demonstrates self-awareness and ethical awareness (III)
- Drives to achieve results for impact (III)
- Innovate and embraces change (III)
- Manages ambiguity and complexity (III)
- Thinks and acts strategically (III)
- Works collaboratively with others (III)
- Nurtures, leads and manages people (III)
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.
Failure to comply with such requirements, where applicable and without a duly approved medical exemption from the relevant UN authority, will result in the cancellation of the selection or may lead to other administrative measures, including separation from service
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.
In this role, you will collaborate with colleagues across multiple locations. For effective collaboration, we encourage flexible working hours that accommodate different time zones while prioritizing staff wellbeing.
Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service.
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.