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, a future

The fundamental mission of UNICEF is to promote the rights of every child, everywhere, in everything the organization does — in programs, in advocacy and in operations. The equity strategy, emphasizing the most disadvantaged and excluded children and families, translates this commitment to children’s rights into action. For UNICEF, equity means that all children have an opportunity to survive, develop and reach their full potential, without discrimination, bias or favoritism. To the degree that any child has an unequal chance in life — in its social, political, economic, civic, and cultural dimensions — her or his rights are violated. There is growing evidence that investing in the health, education, and protection of a society’s most disadvantaged citizens — addressing inequity — not only will give all children the opportunity to fulfill their potential but also will lead to sustained growth and stability of countries. Therefore, the focus on equity is so vital. It accelerates progress towards realizing the human rights of all children, which is the universal mandate of UNICEF, as outlined by the Convention on the Rights of the Child, while also supporting the equitable development of nations.

Job organizational context

The Fundraising Officer (Retention and Value Maximization) reports to the Fundraising specialist, ECA Cluster Manager, Individual Giving (IG) at the IP3 level. S/He will support to the manager of a medium-sized private sector IG fundraising programme and team, with corresponding complexity including multiple COs within the ECA Cluster, and several external suppliers (and with annual revenue up to US$5 million).

Purpose for the job

The Fundraising Officer (Retention and Value Maximization) will be responsible for the overall management and implementation of the donor retention and development program across ECA Cluster: feeding into and implementing the donor retention and value maximization strategy, creating annual plans for the program with forecasts of costs and expenses, income projections and donor figures across all countries of the ECA Cluster. This program is implemented ensuring results are duly monitored, targets are met and program is increasingly improving main KPIs, such as attrition rates and LTV.

Working with third party stakeholders and a growing team at ECA Cluster, the Fundraising Officer will ensure fundraising campaigns are launched on time and budget, as accurately tracked and analyzed, ensuring donor file is increased resulting in higher and sustainable PSP income. Thus, analysis and reporting on all activities and strategies as well as maintain a motivated, inspired and result orientated team and suppliers.

The main responsibilities of this position is the creation and implementation of annual plans for donor development program across ECA Cluster (multi-country strategy), ensure value maximization and retention, showing strategic abilities to optimize the income and LTV from existing donor file, develop strong and multi-channels donor journeys, counting with a strong telemarketing team, work closely with the Digital Marketing Officer and the Fundraising Assistant and referring vendors to enhance donor quality and retention of donors acquired through the various acquisition channels (mainly Digital), work closely with Database Associate to ensure donor information is uploaded and updated accurately through the CRM software, monitor and analyze key performance indicators for the donor development program, identify best practices or industry practices to assess the implementation within the Cluster.

The Fundraising Officer (Retention and Value Maximization) provides a range of procedural, administrative, and operational support in developing, implementing, executing, and monitoring private sector (PSFR) fundraising activities on donor development and retention, ensuring effective and timely delivery that is consistent with UNICEF rules and regulations.

Being under the ECA cluster, the Fundraising Officer (Retention and Value Maximization) can also support other countries in the region.

How can you make a difference?

Summary of key functions/accountabilities:

1. Donor retention and value maximization plan development, planning and execution on multi-countries.
2. Development and implementation of donor journeys for multi-countries
3. Monitoring, evaluation, and optimization of donor value maximization campaigns for multi-countries.
4. Deep understanding and analysis of different segmentations, in order to implement different strategies according to different audiences and its payments behavior.
5. Ability to test and learn from other parts of the organization, executing AB tests index for all countries with strong analytical view.

Donor retention and value maximization plan development, planning and execution:

• Develops and implements the donor retention and value maximization plan, in collaboration with relevant staff members in Cos (Communication), PFP across ECA cluster and partners (for e.g., telemarketing agencies, payment service providers, writers, photographers, video content production companies, etc across all countries of the Cluster.
• Analyses donor databases (multi-system), proposes and implements actions based on donor behaviour, to upgrade, reactivate, convert one-off donors to pledge donors, extra gifts, etc. with the goal of increasing donor retention and maximize revenue for children.

Development and implementation of donor journeys:

• Elaborates and implements different donors’ journeys for donors that were recruited via the different acquisition channels such as: face-to-face, digital and TV, with the objective of increasing donor retention and maximizing their value.
• implements and monitors the communication cycles with donors and improve them where needed, aiming at nurturing donors and increasing donor retention.
• Leads content creations for donor communication tools: welcome packages, reporting packages, e-newsletters, direct mailings, brochures, other printed materials, web page, and all other engagement and stewardship tools, in cooperation with relevant staff members and service providers (for e.g., printing and video production houses, online agencies etc.).
• Coordinates various service providers (for e.g., telemarketing agencies) to optimize campaigns and improve results.

Input to monitoring, evaluation, and optimization of donor value maximization campaigns:

• continuously monitors and analyses the performance of donor retention and value maximization campaigns (telemarketing, e-mailing etc.), to optimize and improve results across all segments.
• provide specific information for database segmentation according to various criteria: donor fulfilment rate, payment age, payment errors etc.
• monitors and evaluate the results of the donor retention and value maximization plan (KPIs: donor attrition, conversion rates, gross revenue from converted and existing donors etc.), with the aim of adjusting and suggesting improvements to maximize revenue.
• analyzes donors´ behavior from internal and external surveys and reports to find out relevant data and trends that increase donor retention results.
• undertakes lessons learned review of donor retention and value maximization campaigns, with the view to optimize campaigns and improve results.

  Impact of Results:

The strategic and effective private sector income generation will contribute to the achievement of the ECA PSFR Cluster results. The efficiency and effectiveness of the support provided by the Fundraising Officer (Retention and Value Maximization), to the development, implementation and monitoring of programs/projects facilitates the delivery of concrete and sustainable results for ECA PSFR Cluster, which in turn enhances UNICEF’s capacity in helping the most vulnerable children.

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

Minimum requirements:

• Education: A first-level university degree (Bachelor’s Degree or equivalent) in Fundraising, Business Management, Marketing, Communications, Social Sciences or related field is required
• Work Experience: A minimum of Two (2) years of relevant professional experience in fundraising, marketing, communication with progressively increasing responsibilities, is required.
• Language Requirements: Fluency in English is required. Another language of the Cluster is an asset (Russian, Greek, Kazakh or Uzbek)

Desirables:

• Experience-related work units or cross-functional teams are an asset.
• Experience working for international organizations, government organizations or UN Agencies is an asset.
• Familiarity with the private sector is desirable.
• Work experience with middle-and-high-income countries is a strong 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

(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

Familiarize yourself with our competency framework and its different levels.

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.

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.