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UNICEF

Direct from UNICEF careers

Strategic Workforce Solutions and Talent Modality Consultant; People and Culture Section, Office of Innovation, Remote, #595371

Kenya·Posted today
Apply on UNICEF careers ↗

Full job description

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 Future

How can you make a difference? 

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.

If you would like to know more about this position, please review the complete TOR here:  TOR TMC0005516.pdf

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

Minimum requirements:

  • Education: 
    Advanced university degree (Master’s degree or equivalent) in Human Resources Management, Business Administration, Innovation, Organizational Development, or another related field.

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.

Language Requirements: Fluency in English is required. Knowledge of another official UN language is an asset.

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’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

UNICEF promotes and advocates for the protection of the rights of every child, everywhere, in everything it does and is mandated to support the realization of the rights of every child, including those most disadvantaged, and our global workforce must reflect the diversity of those children. The UNICEF family is committed to include everyone, irrespective of their race/ethnicity, disability, gender identity, sexual orientation, religion, nationality, socio-economic background, minority, or any other status.

UNICEF encourages applications from all qualified candidates, regardless of gender, nationality, religious or ethnic backgrounds, and from people with disabilities, including neurodivergence. We offer a wide range of benefits to our staff, including paid parental leave, breastfeeding breaks and reasonable accommodation for persons with disabilities. UNICEF provides reasonable accommodation throughout the recruitment process. If you require any accommodation, please submit your request through the accessibility email button on the UNICEF Careers webpage Accessibility | UNICEF. Should you be shortlisted, please get in touch with the recruiter directly to share further details, enabling us to make the necessary arrangements in advance.

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.

Qualified candidates are invited to submit the following documents via the online recruitment portal, TMS (Talent Management System):

Remarks:  If the TOR or financial proposal documents are not visible on certain recruitment platforms, please visit our official page Vacancies | UNICEF Careers

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.

Additional information about working for UNICEF can be found here.

Advertised: E. Africa Standard Time
Deadline: E. Africa Standard Time

Listing sourced from UNICEF careers. Applications are handled entirely by the employer.

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