Purpose of Activity/Assignment
(Consultants may be engaged only when the assignment is of a temporary nature; based on payment for services or work with defined deliverables and outputs that are specific and measurable, to be performed and completed within a specified period of time. Consultants must not be engaged to perform staff functions or other functions that are not based on defined deliverables or outputs):
The purpose of the consultancy is to design, validate, pilot and support the initial implementation of two complementary talent-engagement modalities for OOI:
• A quality-assured Global OOI Talent Roster for recurring, short-term, intermittent and assignment-based specialist needs; and
• An operational framework for the potential engagement of appropriate longer-term non-staff functions through UNOPS.
The assignment will develop an integrated decision framework, governance arrangements, standard operating procedures, templates, quality-assurance mechanisms, data and reporting requirements, and an implementation and handover plan. The consultant will also coordinate an initial roster exercise and support preparation of a limited UNOPS pilot, subject to timely approvals and stakeholder availability
Objectives
1. Assess OOI demand and segment anticipated workforce needs so that each requirement is directed to the most appropriate engagement mechanism.
2. Develop a practical, compliant and sustainable target operating model for each of the two modalities.
3. Establish a rigorous OOI quality-assurance gateway for the Talent Roster, including technical assessment, reference checking, training or certification, and performance feedback.
4. Develop the governance, SOPs, templates and guidance required to use UNOPS arrangements for suitable longer-term functions.
5. Support initial implementation, stakeholder adoption, documentation, training and transfer of ownership to OOI.
Scope of Work:
Under the supervision of OOI HR Specialist, and in close collaboration with OOI leadership and relevant UNICEF stakeholders, the consultant will undertake the following activities:
Cross-cutting diagnostic and integrated workforce framework
• Review existing OOI materials, roster and LTA guidance, relevant ToRs, databases, selection tools, UNOPS transition materials and applicable UNICEF processes.
• Consult OOI leadership, HR, Operations/Finance & Contracting, technical leads, hiring managers, selected regional and country office representatives, and UNOPS counterparts.
• Map anticipated workforce needs over a 12-24 month horizon, including function, duration, frequency, seniority, language, geographic coverage, urgency, supervision requirements and likely budget source.
• Develop a workforce-segmentation and decision framework indicating when a need should normally be considered for staff recruitment, an individual consultancy, a pre-qualified roster, an individual LTA, UNOPS, or another approved mechanism.
• Define cross-cutting governance, decision rights, stakeholder roles, approval points, escalation arrangements, risks, dependencies and performance indicators.
Minimum requirements
Work Experience
- A minimum of seven (7) years of progressively responsible professional experience in human resources, talent acquisition, workforce planning, organizational development, or related fields.
- Demonstrated experience designing and implementing strategic workforce solutions, talent acquisition strategies, talent rosters, talent pools, or similar workforce engagement mechanisms.
- Demonstrated experience developing governance frameworks, operating models, standard operating procedures (SOPs), business processes, guidance documents and implementation tools.
- Demonstrated experience managing complex, multi-stakeholder projects involving cross-functional teams and senior-level stakeholders.
- Experience supporting organizational transformation, workforce planning, change management, or implementation of strategic workforce initiatives.
- Experience working within the United Nations system or another international organization.
Knowledge/Expertise/Skills
Strong knowledge and practical experience in talent sourcing, workforce segmentation, strong skills in developing practical SOPs, workflows, decision frameworks, guidelines, templates and tools; demonstrated ability to support organizational adoption of new processes through communication, training, documentation and structured handover.
Desirables
- Experience working with innovation, digital, technology, AI or other rapidly evolving specialist talent requirements.
- Demonstrated experience translating complex institutional and contractual arrangements into practical governance frameworks, SOPs, workflows, controls and implementation tools.
- Experience supporting pilot initiatives and scaling new workforce or talent-management solutions in complex international organizations.
- Familiarity with UNICEF policies, procedures and workforce frameworks would be an advantage.
For every Child, you demonstrate...
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 based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities. UNICEF is committed to promote the protection and safeguarding of all children. All selected candidates will, therefore, 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, and selected candidates with disabilities may be requested to submit supporting documentation in relation to their disability confidentially.
- An up-to-date TMS profile and curriculum vitae (CV)
- Cover letter
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.
Humanitarian action is a cross-cutting priority within UNICEF’s Strategic Plan. UNICEF is committed to stay and deliver in humanitarian contexts. Therefore, all staff, at all levels across all functional areas, can be called upon to be deployed to support humanitarian response, contributing to both strengthening resilience of communities and capacity of national authorities.