Senior Consultant (Technical support to the staffing structure review) – Luanda, Angola, 3 weeks (Remote)

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 voice

The ACO is conducting a comprehensive review of the current Country Programme (2020-2023) that will inform the development of a new PBR, to be submitted towards the end of Q1/2022.

The comprehensive review exercise includes an analysis of planned CPD results (2020-2023), staff structure, and financial resources.

The focus of the staffing structure review will be to match required skill sets to the revised results framework and adjustments to the change strategies proposed by the sections. It will also be informed by a review of the business processes to determine the volume of transactions, work-flow processes, and responsibility across both programme sections and operations units. This analysis and the affordability analysis will need to be undertaken simultaneously. This exercise will draw on the principles of the CPMP analytical processes in proposing an affordable and fit for purpose staff structure.

Both the Deputy Representative for Operations and Programme will assume responsibility for delivering this piece of the analysis with support from the HR Specialist and guidance from the Regional Office HR team. The analysis will be facilitated by the Senior consultant. The deliverable from this analysis will be a proposed Country Office staff structure.

The ACO Staffing Structure Review aims to:

• Ensure a transparent, objective, collaborative and effective review exercise;
• Identify the required skills and competencies sets to deliver the revised CPD results;
• Match the required skills mix with an efficient and affordable staffing structure;
• Support staff career and professional development;
• Ensure the most effective use of Non-Staff Human Resources (NSHR).

How can you make a difference?

The Senior Consultant will be supervised by the Deputy Representative Programme, but would also work with others in the office to succeed i.e. Deputy Representative Operations, HR Specialist, staff association, team leaders, other relevant teams and persons. It is expected that the Consultant will act as an advisor to the senior management team in helping them fulfill the role of change sponsors.

The Senior consultant will provide technical support to the staffing structure review, and in particular he/she will:

• Use appropriate organizational design tools and practices, apply a structured review methodology on the people side of change management.

• Work with HR in the formulation of project plan and activities to support the staffing structure review.

• Advise and support the Deputy Representative for Operations and Programme to identify potential risks and areas of resistance, share observations and suggested corrective actions.

• Be an active and visible advisor to senior management who are the change sponsors.

• Evaluate organizational development results and present findings in a logical and easy-to-understand manner

 

Work Assignment Overview
Tasks/Milestone:	Deliverables/Outputs:	Timeline	Estimate Budget
Skill Mapping	Skills currently available in the office identified Skill available grouped as per core skills, annexed skills, oversupplied skills and outdates skills Skills gaps identified	10 – 19 January 2022	40%
Workload Analysis	Workload analysis completed	10 – 19 January 2022
Skills and Posts Match	Current core skills matched with the core posts Current annexed skills matched with the annexed posts	20 January 2022	10 %
Gap management	Learning and development plans to address the skills gap submitted Recruitment plan to address the remaining skill gaps submitted	20 – 23 January 2022
Change management	Risks and opportunities identified to ensure informed mitigation of potential resistance to change	20 – 23 January 2022
Post Management	Current posts to be modified identified Current post to be abolished identified Posts to be created identified	24 – 26 January 2022	50%
Revised staff structure	Proposal for the revised staff structure submitted	26 January 2022
Supporting documents	Detailed report prepared for the submission to PBR as per PBR requirement, including the strategic context, methodology, challenges, and lessons learned, organizational review, workload analysis and skills mapping.	28 January 2022

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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

• An advanced university degree (Master’s or higher)  Human Resources, business administration or similar disciplines
• A minimum of 10 years’ experience and knowledge of organizational design, skill mapping and workforce planning
• Excellent communication skills – both written and verbal
• Excellent active listening skills.
• Problem-solving and root cause identification skills.
• Strong analytic and decision-making abilities
• Must be a team player and able to work with and through others.
• Change Management experience is considered an asset
• Fluency in English is required. Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) or a local language is an asset.

For every Child, you demonstrate…

UNICEF’s values of Care, Respect, Integrity, Trust, and Accountability (CRITA).

To view our competency framework, please visit here.

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:

Duty Station: Remote/Work from home

Terms of Payment: The consultant will be paid an all-inclusive fee (transportation costs, stationary, communication and other miscellaneous expenses) as per the stipulated deliverable and payment schedule.

Contract Duration: 3 weeks

Start date: 10 January 2022

How to apply: Interested candidates are requested to create their profile on UNICEF career portal at https://www.unicef.org/careers/, including cover letter and CV. Candidates should indicate ability, availability and all-inclusive financial proposal to undertake the terms of reference.

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.