Chief Social & Behavior Change, P-5 Fixed-Term, Port Sudan, Sudan #130980

The Chief, Social and Behaviour Change reports to the Deputy Representative for general guidance and direction. The Chief, SBC is responsible for developing a systematic, planned and evidence-based strategy and process for SBC as an integral part of programme development, planning and implementation. Through the use of appropriate social and behavioural science, as well as the empowerment and participation of stakeholders, communities, children, civil society partners and government counterparts, s/he promotes measurable behavioral and social change/mobilization. This subsequently contributes to the achievement of sustainable and concrete results on improving children’s rights, survival and well-being in the country.

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.

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For every child, dedication.

Social and Behaviour Change in UNICEF is a cross-cutting programme strategy that analyses and addresses the cognitive, social and structural determinants of individual practices and societal changes in both development and humanitarian contexts. SBC uses the latest in social and behavioral sciences to understand people, their beliefs, their values, the socio-cultural norms and the economic and institutional contexts that shape their lives, with the aim of engaging them and increasing their influence in the design of solutions for change. SBC brings social and behavioral evidence generation together with participation in community-led and human-centered processes. SBC is at the core of UNICEF’s mandate, with corporate results across sectors revolving around behaviors like immunization, feeding practices, learning, hygiene, and positive discipline, as well as transformations across sectors needed to make societies more inclusive, equitable and peaceful. 

UNICEF SBC employs a mix of approaches including community engagement, strategic communication, applied behavioral science, service delivery improvement, systems strengthening, social mobilization and policy advocacy to advance child rights, survival, development, protection and participation. 

The Chief, Social and Behaviour Change reports to the Deputy Representative for general guidance and direction. The Chief, SBC is responsible for developing a systematic, planned and evidence-based strategy and process for SBC as an integral part of programme development, planning and implementation. Through the use of appropriate social and behavioural science, as well as the empowerment and participation of stakeholders, communities, children, civil society partners and government counterparts, s/he promotes measurable behavioral and social change/mobilization. This subsequently contributes to the achievement of sustainable and concrete results on improving children’s rights, survival and well-being in the country. 

How can you make a difference? 

Summary of key functions/accountabilities: 

1. Generate and utilize research, data, and evidence to inform the design, measurement, and monitoring of SBC programs and outcomes in both development and emergency contexts and to build the evidence base for SBC. 

• Establish clear SBC results framework and oversee data collection, tracking, monitoring and reporting and disseminating SBC results. Contribute to relevant UNICEF monitoring systems such as RAM.  
• Lead and/or manage situation analysis for SBC situation analyses that identify social and behavioural drivers. 
• Synthesize and stay current with data, evidence and trends for social and behavioural issues and provide leadership on programme directions informed by this information  
• Guide staff in commissioning, managing and utilizing qualitative and quantitative research on social and behavioral drivers, including behavioural analysis, human centred design, social listening, behavioural insights, participatory research and RCTs. Ensure integration of results of research in SBC strategies.  
• Ensure that SBC activities and products are informed by formative research and pretesting and are culturally and contextually relevant. Provide leadership on the quality control of SBC activities and products as needed.  
• Remain current on the latest innovative approaches and technology in SBC and the latest developments in social and behavioural sciences and ensure their integration them in programme approaches. Advocate for their adoption among internal and external stakeholders. 
• Provide leadership in promoting and disseminating best practices and innovative approaches and technology in SBC and advocating for their uptake in sectoral programmes (internal and external). 
• Oversee establishment of community feedback mechanisms and use of feedback to inform community engagement and SBC actions for disaster preparedness, response, recovery and resilience.  
• Provide leadership for generation and use of SBC evidence, data, and assessments for disaster preparedness, response, recovery and resilience.

2. Design, plan and implement SBC activities that are backed by social and behavioural evidence and strong engagement and participation mechanisms in both development and humanitarian contexts. 

• Lead teams in the application of evidence, insights, innovations and new technologies to SBC strategies and activities.  
• Set policy direction and provide leadership in the development, implementation and monitoring of SBC strategies, in line with global standards and UNICEF priorities and approaches.   
• Confirm/approve the technical quality, consistency and relevance of SBC activities and platforms for engagement, ensuring quality and integration of the latest evidence and UNICEF's programmatic approaches. 
• Approve and use resources as planned, manage and monitor programme funds and verify compliance with organizational guidelines, rules, regulations and standards of ethics and transparency.  
• Oversee the design, planning, implementation and monitoring of community engagement and SBC interventions in the context of humanitarian emergencies 
• Manage the development and coordination of preparedness and response SBC and RCCE strategies and implementation plans with stakeholders and partners. 
• Provide SBC inputs to development and implementation of Accountability to Affected Populations frameworks, in collaboration with other sections and partners. 

3. Support operationalization of SBC by advocating for SBC, mobilizing resources, coordinating across stakeholders, sectors and teams, and partnership building. 

• Establish and provide strategic leadership for partnerships and resource mobilization opportunities to support SBC. Advocate for UNICEF priorities within these mechanisms.  
• Lead collaboration with national, regional and/or global partners to link and coordinate SBC approaches. 
• Mobilize financial resources for SBC within CPDs and other financial mechanisms. 
• Provide strategic leadership and vision for the SBC teams/staff and mobilize workforce and flexible external expertise to achieve SBC goals and objectives.  
• Oversee financial planning, budgeting, tracking and management of funds for SBC.  
• Oversee the identification, vetting and recruitment of consultants, vendors and other technical expertise to support delivery of SBC activities. Manage and oversee their activities and deliverables. 
• Make viable recommendations to senior managers (internal and external) on inclusion of social and behavioural drivers in sectoral workplans and strategies. 
• Advocate among senior decision makers (internal and external) for inclusion of social and behavioural approaches in sectoral workplans, strategies and funding plans. 
• Contribute to the policy and agenda setting for SBC advocacy and investments within UNICEF office and among partners. 
• Lead and represent UNICEF interests among stakeholders and partners for the implementation of community engagement and SBC in humanitarian actions. 
• Represent UNICEF’s national SBC interests among partners and in national and international level fora. 
• Advocate internally and externally for integration of SBC in national systems, in the country programme, and in sectoral plans. 
• Initiate and provide strategic guidance for relationships with external partners, vendors and consultants for research and evidence generation.

4. Promote continuous learning, strengthening and scaling up in SBC for both development and humanitarian contexts through capacity building for UNICEF staff and partners. 

• Lead on the development and/or use of tools, guidelines and training materials to build SBC capacity among country staff, implementing partners and other relevant government and non-government partners. 
• Identify capacity development needs of country offices and partners and oversee design and organization of SBC capacity development initiatives, including new approaches such as behavioural analysis, behavioural insights, human centred design, social listening, and social accountability mechanisms.   
• Promote and advocate for best practices and uptake of new SBC methods and knowledge internally and externally. 
• Oversee SBC capacity assessments. 
• Advocate with government counterparts for the uptake of SBC capacity building in national systems and plans. 
• Provide strategic leadership for partnership development with academia and learning institutions for the delivery of SBC capacity development activities.  
• Advocate for, establish and oversee mechanisms to strengthen systems for community engagement and SBC in humanitarian contexts. 
• Initiate and oversee capacity development activities for humanitarian programming with a focus on preparedness, response and recovery. 
• Secure resources for SBC capacity development activities. 

5. Support SCO AAP unit and operationalisation of AAP mechanism and strategies in all SBC programs

• Closely collaborate and coordinate with AAP unit at country and regional level
• Include AAP activities and awareness in all SBC activities.
• Ensure AAP and SBC alignments through hall capacities building sessions , internal and external orientations,
• Support AAP integration in SBC monitoring and evaluations mechanisms

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

Minimum requirements:

• Education:  An advanced university degree in one of the following fields is required: Economics, Public Policy, Social Sciences, International Relations, Political Science, or another relevant technical field
• Work Experience:  A minimum of ten (10) years of professional experience in one or more of the following areas is required: social development programme planning, communication for development, public advocacy or another related area.
• Language Requirements:  Fluency in English is required. 

Desirables:

• Developing country work experience and/or familiarity with emergency. 

• Relevant experience in a UN system agency or organization is considered as an asset. 

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

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 (Level 2)

(2) Demonstrates self-awareness and ethical awareness (Level 2)

(3) Drive to achieve results for impact (Level 2)

(4) Innovates and embraces change (Level 2)

(5) Manages ambiguity and complexity (Level 2)

(6) Thinks and acts strategically (Level 2)

(7) Works collaboratively with others (Level 2)

(8) Nurtures, leads and manages people (Level 2)

Familiarize yourself with our competency framework and its different levels.

This position has been assessed as an elevated risk role for Child Safeguarding purposes as it is either a role with direct contact with children, a role that works directly with identifiable children’s data, a safeguarding response role, or an assessed risk role. Additional vetting and assessment for elevated risk roles in child safeguarding (potentially including additional criminal background checks) apply.

UNICEF is here to serve the world’s most disadvantaged children and our global workforce must reflect the diversity of those children. The UNICEF family is committed to include everyone, irrespective of their race/ethnicity, age, disability, gender identity, sexual orientation, religion, nationality, socio-economic background, or any other personal characteristic.

We offer a wide range of measures to include a more diverse workforce, such as paid parental leave, time off for breastfeeding purposes, and reasonable accommodation for persons with disabilities. UNICEF strongly encourages the use of flexible working arrangements.

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. UNICEF is committed to promoting the protection and safeguarding of all children. All selected candidates will 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.

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. For this position, eligible and suitable female candidates are encouraged to apply.

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.

Eligible staff members on fixed-term, continuing or permanent contracts applying to IP TA positions in a duty station designated as L2/L3, may be able to retain a lien and their fixed-term entitlements, subject to approval by their Head of Office. The conditions of the temporary assignment will vary depending on the status of their post and relocation entitlements may be limited as per the relevant policies.

Additional information about working for UNICEF can be found here.