UNICEF works in some of the world’s toughest places, to reach the world’s most disadvantaged children. To save their lives. To defend their rights. To help them fulfill their potential.
Across 190 countries and territories, we work for every child, everywhere, every day, to build a better world for everyone.
And we never give up.
For every child, a champion
This management position, along with the Deputy Director for Audit, constitutes the leadership team for the Audit Section. The incumbent will occasionally go on official travels including to UNICEF offices in the field and other headquarters locations.
The Internal Audit Section is under the leadership and management of the Deputy Director, Audit who in turn reports to the Director of OIAI. The Internal Audit Section has four units, each led by a Chief reporting to the Deputy Director. The Chiefs, with the Deputy Director, are responsible for setting the strategy and direction of the Audit Section, ensuring it delivers on its risk-based work program and managing all staff. Each Chief, within a matrix management structure, leads and manages a unit with assigned staff and a portfolio of assurance and advisory work. The Chief is responsible for providing leadership for the assigned unit and the Section as a whole in identifying and prioritizing assurance and advisory activities in assigned areas and in the planning and execution of all engagements in a portfolio of work. The position is also responsible for supervising staff assigned to the unit and portfolio of work, including managing performance and career development, and ensuring quality of outputs. Governed by the International Standards for the Professional Practice of Internal Auditing of the IIA, internal audits accomplish OIAI’s mission by using a systematic, disciplined approach to assessing the adequacy and effectiveness of Organization’s governance, risk management and control processes
How can you make a difference?
The position makes decisions on the objective, scope and methodology for audit. It also makes decisions regarding the quality of evidence and actions to address risks identified by assurance and advisory activities. These decisions are critical in assessing UNICEF governance, risk management and controls and strengthening delivery of results for children.
Provide leadership of the unit including oversight of the unit’s overall portfolio of work (audit and advisory engagements). Manage and provide strategic direction to individual staff assigned to the unit and to engagements in the Chief’s portfolio. Ensure audit and advisory engagements are conducted in accordance with applicable standards and other requirements as well as the OIAI Charter and are based on approved engagement plans. Ensure outputs of the unit are of the highest quality and effectively communicate audit and advisory results. This entails using best practices and methodologies including an agile approach and ensuring audits conducted by the unit are risk-based, efficient, and focused on achieving maximum value and impact for UNICEF. This also entails providing strategic and technical guidance and directions to audit teams; making sure engagements are adequately planned and resourced prior to any mission and take full advantage of technology and analytics, supervising engagement teams; providing advisory services as needed by assigned clients and/or in thematic areas; reviewing and approving working papers; preparing and/or overseeing the preparation of high-quality work products such as engagement plans and reports for review and approval by the Director and/or Deputy Director; making sure that the reported implementation of recommendation and/or actions agreed with clients are objectively reviewed and closed based on adequate supporting evidence; establishing, managing and maintaining productive relationships with senior managers across UNICEF, clients and other stakeholders critical to the assurance and advisory work of the unit.
Establish, discuss, and agree on performance plans with staff in the unit and identify and address skills gaps. Provide objective feedback to staff throughout the performance period. Coach and mentor assigned staff and hold career discussions. Conduct periodic performance appraisal of assigned staff, taking into consideration engagement-specific feedback received by the staff member from other Chiefs, Audit and Engagement Team Leaders and other staff inside and outside OIAI. Provide engagement-specific feedback on the performance of other units' staff who are assigned to engagements for which the chief is responsible. Identify and address staff’s individual training needs, ensuring staff have opportunity to learn and grow professionally. Lead by example and proactively address staff issues and update the Deputy/Director on people management issues. Contribute to the recruitment of high-caliber staff. Promote an environment of management excellence and foster a respectful work culture, staff well-being, diversity and inclusion. Ensure adequate preparation for rollout and effective management of virtual team/processes and/or accountabilities in line with the organization's guidelines, policies and procedures.
Serve as a focal point for the Audit Section for assigned thematic, geographic and/or function areas and/or specific clients. This will include monitoring and keeping abreast of developments and emerging risks relevant to the assigned area, ensuring OIAI’s risk register and work plans are updated accordingly. This also includes building and maintaining relationships with leadership and other key staff in the assigned area of responsibility. This also includes identifying and making the business case for potential assurance or advisory services relevant to the assigned areas of responsibility.
Participate in and contribute to the management of the Internal Audit Section and as a member of the OIAI leadership team. This includes providing senior level contribution to the Section’s risk-based work planning activities, identifying and responding to emerging risks, and ensuring the preparation and updating of the Section’s Work Plan. This also includes serving as a thought leader, both inside UNICEF and externally, on the evolving role of internal audit within similarly situated organizations, and keeping abreast of innovations, developments and best practices in internal auditing to facilitate continuous learning and improvements in the work of OIAI. This also includes contributing to and leading the Section’s development and implementation of standard operating procedures, as well as the application of the International Standards for the Professional Practice of Internal Auditing and their implication for oversight in the United Nations System. This also includes acting on behalf of the Deputy Director for Audit as required and carrying out other tasks as may be assigned by the Director or Deputy Director for Audit.
For every Child, you demonstrate…
UNICEF’s core values of Care, Respect, Integrity, Trust and Accountability (CRITA) and core competencies in Communication, Working with People and Drive for Results.
View our competency framework at https://unicef.sharepoint.com/sites/DHR-UCF
UNICEF is committed to diversity and inclusion within its workforce, and encourages all candidates, irrespective of gender, nationality, religious and ethnic backgrounds, including persons living with disabilities, to apply to become a part of the organization.
UNICEF is committed to achieving gender balance at P5 level by end 2021 and female candidates will receive preferential consideration.
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 also adheres to strict child safeguarding principles. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles.
Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service.
Only shortlisted candidates will be contacted and advance to the next stage of the selection process.