(Re-Advertisement) Consultant – F2F (Face-to-face) Donor Acquisition, UNICEF Thailand Country Office, Bangkok, Thailand

Contract

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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 fulfilling 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 better future

UNICEF works to ensure the rights of all children in the East Asia and Pacific Region. This means the rights of every child living in this country, irrespective of their nationality, gender, religion or ethnicity, to:

• survival – to basic healthcare, peace and security;
• development – to a good education, a loving home and adequate nutrition;
• protection – from abuse, neglect, trafficking, child labour and other forms of exploitation; and

• participation – to express opinions, be listened to and take part in making any decisions that affect them

  How can you make a difference?

UNICEF Thailand is working towards the global F2F (Face-to-Face) strategy to strengthen and expand the F2F inhouse team for that it becomes the main source of income of the F2F channel. A F2F Donor Acquisition consultant is required to provide expertise UNICEF has not been able to find in the Thailand market since in-house started in 2018. The consultant is needed to work with the F2F team to strengthen all their systems and processes and develop their employees. The consultant's goal is to scale the in-house F2F operation to ensure in-house income is significantly growing. The recruitment must take place in Q3 and Q4 2022 to facilitate 2023 in-house targets. Work Assignment:

1. Evaluating the current operation of the In-house F2F team to identify the strength, weaknesses, and opportunities to improve and grow the team.

2. Working closely with supervisor and the F2F team in devising short-term (6 months - 2 years) strategy and providing insight for long-term (2 - 5 years) strategic planning in the growing capacity of the team and increasing the acquisition targets.

3. Capacity building for the F2F Officer and F2F Fundraising Associate to effectively manage the growing F2F team to achieve the targets.

4. Work with the team to develop the strategy and plan on searching, recruiting, and onboarding suitable candidates for the In-house F2F team.

5. Work with the team to develop strategy and plan on strategic events/locations to ensure the premium events/locations' availability to support the team's growth and expansion.

6. Work with the team to identify and implement practical and systematic tools for monthly payroll calculation and for team rota plan that support the group's expansion.

7. People management (Leadership and culture) - The incumbent will hold an advisory role in creating a great work culture and environment for the in-house team (back-end and front-end) to meet its acquisition targets.

• Working closely with supervisor to design, implement, and test clear team structure, job function, and specific KPIs for each job category for both back-end and front-end teams.
• Co-develop a vision and coherently inspire the in-house F2F fundraising team [ranging between 20 - 60 headcounts] to achieve the weekly, monthly, and yearly acquisition indicators.
• Guides the management of the back-end support team, fundraising, team leaders, senior team leaders, and managers in running smooth and efficient operations, setting ambitious goals among the teams, and motivating the team to make the goals a reality.
• Working with supervisor and in-house leadership in (a) instills a strong sense of Care, Responsibility, Integrity, Trust, and Accountability. (b) Build and support a culture of innovative and evidence-driven mindset to drive fundraising growth.

8. Performance management - The incumbent will monitor and report team performance and develop managers, STL, TL, and Fundraiser's performance management skills.

• Agree, monitor, and update specific annual performance indicators via agreed reporting templates.
• Plan, evaluate conduct, and document quarterly reviews and results for managers, STL and TLs.
• Act as an active observer in managers and STL/TLs bi-weekly 1-2-1. Then provide guidance and recommendations in (a) ensuring a deep understanding of each performance indicator, (b) linking indicators and Fundraiser's behaviors, (c) providing practical feedback, and (d) thorough follow-ups and documentation.
• Create and update a list of performer categories for capacity-building purposes.
• In the presence of the team manager, actively engage with low performers to improve monthly performance indicators by identifying improvement areas and implementing remedial action.
• Identify, recognize, motivate, and retain high performers from each category for potential capacity building.

9. Capacity planning and building - The incumbent will develop and ensure operation sustainability with systematic capacity planning and building.

• Design, develop and document training and coaching for each job category.
• Design, develop and document promotion criteria, and develop career development for each job category transparently and inclusively.
• Based on 121 and field observation, identify and recommend potential successor(s) for each category through robust performance tracker and analysis work.
• Working with respective managers to groom the selected successors in closing the talent knowledge gap via various innovative interventions (training, coaching program, shadowing, short-term projects, etc.)
• Develop capacity planning (staffing) and team rota to ensure business continuity.

10. Internal communication - The incumbent will work with in-house leadership in cultivating a working culture that upholds CRITA values and effectively manages change initiatives.

• Advise the leadership team on the proper forum, timing, and content to ensure the in-house team is informed, inspired, and empowered to do their best work.
• Work closely with supervisor and in-house leaders, strategically communicating any change initiative within the in-house team.
• Find, propose, execute, and test initiatives/ activities that increase employee engagement and satisfaction in achieving fundraising goals. Document, present and share each finding after the testing initiative.
• Create innovative and compelling activities to bring together the fundraising, back-end, and PFP teams.

Work Schedule: The F2F Fundraising Consultant is expected to work on a full-time basis according to UNICEF working hours. Payment will be made on receipt of a monthly report showing progress made.

End Product(s):

• In-house F2F strategy and plan both short term and long term, focusing on the process to strengthen and expanding the In-house F2F team, talent recruitment strategy and plan, event/location strategy and plan.
• Training and coaching plan and toolkits for each role.
• Systematic tools for monthly payroll calculation and team rota plan.
• Performing expanded In-house F2F team with new managers and increasing capacity
• Working with the team to accomplish KPIs in the budget, including (but not limited to) volume, average gift, and retention. - Sales per Fundraiser (by shift) & approved volume: 1 – 1.5 Piece average, 4,000 to 6,000 pledges in 2023, Average donation amount: THB 500, 50% of donors aged 35 up, 80% of credit cards, and Approval rates: 85%.
• Daily coaching with the in-house head of operation on the management of approximately 20 to 60 fundraisers and 5 back-end support team members on achieving fundraising output indicators
• Design and implement a clear team structure, promotion criteria, and development path for each job category.
• Craft out weekly, monthly, quarterly, bi-annual performance review planning and standard templates for supervisory level usage
• Consolidated quarterly performance review summary, including performance improvement and capacity building plan and recommendation.
• Succession trackers include gap identification and implementable recommendations/ actions to close the skill and knowledge gap.
• Quarterly staff engagement/ competition planning
• Monthly random field visits and documented observation and improvement plan.
• Monthly operation planner (HR, Training, Finance/ Admin, Reporting, etc.)

Duration of Contract: 11 months with possibility of extension.

Work Location: UNICEF TCO, Bangkok, Thailand

Official Travel Involved: This role will mainly work in UNICEF TCO. However, there may be some requirements for this consultant for in-country travel, for which UNICEF will be responsible for expenses.

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

• A minimum of 5 years of professional experience in a leadership role of managing large scale F2F field operations, with a proven track record of success and growth, with demonstrated ability to manage a medium team size of 50 – 60 fundraisers.
• Experience setting up and implementing organisational structure, performance management system, and capacity building programme.
• Language: Fluency in either English or Thai is required.
• Competencies:
• Strategic thinking.
• Coaching/ advisory skills – the ability to help others in achieving fundraising/ career development goals.
• Strong leadership – the ability to inspire, motivate and drive the team towards success.
• Clear communicator with excellent interpersonal skills – the ability to build relationships with team and internal stakeholders and communicate effectively.
• Critical thinker and problem solver – the ability to ask clear probing questions and drive to solutions quickly.
• Proactive – the ability to take the initiative and to work with minimum supervision.
• Planning and implementation – the ability to plan and deliver.
• Intermediate data and financial literacy level – the ability to derive insights from performance dashboards and financial reports (profit and loss, monthly financial reports).

Interested candidates are requested to submit CV, full contact information of minimum 3 references, availability, and proposed monthly professional fee in USD by 6 December 2022****.

For every Child, you demonstrate…

UNICEF’s values of Care, Respect, Integrity, Trust, Accountability (CRITA) and core competencies in Communication, Working with People, and Drive for Results.

To view our competency framework, please visit here.

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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 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 be expected to adhere to these standards and principles and will therefore undergo rigorous reference and background checks. 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.

Remarks:

Only shortlisted candidates will be contacted and advance to the next stage of the selection process.

Individuals engaged under a consultancy or individual contract will not be considered “staff members” under the Staff Regulations and Rules of the United Nations and UNICEF’s policies and procedures, and will not be entitled to benefits provided therein (such as leave entitlements and medical insurance coverage). Their conditions of service will be governed by their contract and the General Conditions of Contracts for the Services of Consultants and Individual Contractors. Consultants and individual contractors are responsible for determining their tax liabilities and for the payment of any taxes and/or duties, in accordance with local or other applicable laws.

UNICEF is committed to promote the protection and safeguarding of all children.