People and Culture Manager (Change Management), P-4, Temporary Appointment, Division of People and Culture, 6 months, Talent Management O/P Budapest, Hungary #00136262

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 Opportunity

How can you make a difference?

In 2026, and for the upcoming years, indications signal a a significant decrease in funding  to organizations working in humanitarian and development arena in general with expected impact  on UNICEF and its programmes, it becomes paramount to find innovative and efficient ways of improving the lives of children and communities while continuing to proactively identify additional sources of income, including 1) having proactive and intentional partnerships with  private sector, and 2) ensuring a more efficient structure in more affordable locations. The above will require an adequate change management acumen across the organization while supporting divisions and staff through existing mechanisms and an established staff support unit to ensure UNICEF emerges stronger, focused on programme quality and impact while reaching additional operational efficiencies, through the ongoing Future Focus Initiative (FFI).  UNICEF continues to make significant structural and operational adjustments. UNICEF’s priority is to remain agile, and support staff as we remain committed to delivering results for children worldwide.

The purpose of change management is to guide DPC and offices through significant transitions, ensuring changes are implemented smoothly, minimize disruption, and achieve desired business outcomes by focusing on employee adoption, communication, and support.

The People & Culture Manager (Change Management) will report to the Chief PCBP, be involved in the change initiatives, assigned DPC projects and will work with the SSU team to ensure best practices in managing changes related to FFI under the close guidance of the Chief PCBP. Relevant assignments will be completed in close cooperation with offices which include HQ Divisions, staff support network, DPC, and FFI governance bodies of the initiative. 

Key functions, accountabilities and related duties/tasks

The incumbent will be responsible for the change management component of DPC-led projects related to the implementation of staff support strategy and FFI in relation to People & Culture aspects as follows:

• Ensures alignment of DPC change efforts with larger organizational goals.
• Develops a communication strategy and plan in collaboration with DPC communication specialists to communicate effectively – engaging staff and managing resistance.
• Communicates and promotes the benefits of organizational change at all levels in line with the new vision
• Communicates clearly at all levels during each step of the organizational change process.

• Work closely with HQ Divisions and offices supporting internal communication and changing processes.
• Make recommendations to accountable managers, highlighting best practice in change activities and approaches.

• Identifies and assesses potential risks and obstacles to change.
• Creates and maintains relevant change management roadmaps for DPC.
• Monitors, measures and evaluates progress of the different change initiatives.
• Staff Support Unit (SSU):

 SSU Change Management Initiatives

• In alignment with the existing staff support strategy, develop specific plans, tools, and guidance to support impacted staff members.
• Manage changes through facilitation and guidelines, working collaboratively with PCBPs in identifying specific support needed.
• Identifies and assesses risks in the initiatives and supports the introduction of effective and efficient mitigation measu