Human Resources Individual Contractor– Talent Management Initiative, 6 months, remote, WCARO, Dakar Senegal

Contract

This is a Consultancy contract. More about Consultancy contracts.

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, hope

There will be a quite large turnover in the upcoming year among the Deputy Representatives in the West and Central Africa Region (WCAR), a number of them will retire or will rotate (17 will be eligible to rotate by 2023, and 8 will be eligible to retire within the upcoming years), creating a leadership gap, which in turn will hamper UNICEF’s programme deliveries. Deputy Representatives play a critical role to lead country programme/operation teams to deliver key results for the children while providing enabling environment for the country offices. The language requirements in WCAR (French, English, Spanish or Portuguese for most of the Country Offices (COs)), the lack of diversity among the Deputy Representatives workforce add to the challenges. It is therefore crucial to take proactive actions to identify, attract, develop, grow, nurture and engage talent that is able to deliver efficiently and effectiveness in WCAR, while demonstrating people-centric leadership, promoting a diverse, equitable and inclusive workplace where UNICEF’s core values (“CRITAS”) and standards of conduct are upheld.

At the June 2022 Deputy Representatives and Operations Meeting (DROPZ), the importance of having a comprehensive Talent Management (TM) Strategy (which includes outreach/inreach to identify talent, solid onboarding, learning and capacity strengthening programmes to retain, engage and nurture talent) was highlighted by all participants, and reiterated by the Deputy Regional Director. A number of action points have been agreed upon at that meeting, including the operationalization of a TM for Deputy Representatives.

Purpose of the consultancy

Under the guidance of the Human Resources Manager, in consultation with the Deputy Regional Director and current WCAR Deputy Representatives, in collaboration with the RO Learning and Development Manager, the Human Resources Individual Contractor (IC) will develop a Talent Management Strategy, which includes several elements. S/he will operationalize the different parts of the strategy.

How can you make a difference?

Scope of work

- Develop a comprehensive Talent Management strategy for Deputy Representatives which includes different elements:

• Attraction of Talent: conduct outreach and inreach activities to identify talent paying special attention to diversity of profiles and skills, and language requirements

• Engagement, nurturing and retention of talent: develop onboarding package (curate package based on existing programmes and complement with new ones), develop mentoring and coaching programmes, develop learning and career strengthening packages.

- Ensure operationalization of the TM strategy and its different elements.

Workplan

At the end of the 6 months:

• Develop a short Talent Management strategy which outlines all activities

• Develop a diverse pipeline of talent (internals and externals) through in-reach and outreach activities, provide some quality control

• Develop in collaboration with the Division of Human Resources (Senior Leadership Team), talent assessments

• Develop modular onboarding package (bearing in mind the different needs and the varied audience, eg. new Deputy Representatives, new staff to UNICEF, new colleague in WCAR, etc.)

• Develop coaching programme, including clear and detailed guidelines to operationalize it, with accountabilities and timelines

• Develop mentoring programme, eg. tapping into retirees’ pipeline, current Deputy Representatives and other senior leaders. The programme will include guidance for mentees and mentors, as well as clear guidelines to operationalize it, with accountabilities and timelines

• Develop learning and career strengthening programmes, tapping into existing programmes and complementing with new ones based on gaps analysis

• Generate a bi-weekly report to update Human Resources Manager and Deputy Regional Director

• Generate a monthly report with milestones and progress reports.

Reporting requirements

• Provide a bi-weekly activity report, including on key performance indicators

• Provide a monthly progress report

• A final consultancy report is expected at the end of the assignment.

To qualify as an advocate for every child you will have

• Advanced university degree in human resource management, business management, international relations, psychology or other related social science field is required.
• Minimum of 8 years of professional experience in human resource management in an international organization and/or large corporation
• Experience working on Talent Management Strategy
• Experience managing/coordinating senior leadership programmes
• Fluency in English is required. Knowledge of French, Spanish and/or Portuguese is an asset.
• Ability to communicate clearly and concisely, both in writing and verbally
• Excellent data analysis and presentation skills
• Results orientation and capacity to work independently

Administrative requirements:

• The Human Resources IC will work as a part of the West and Central Africa Regional Office HR team

• This is a full-time, remote consultancy. The Human Resources IC will not be expected to follow WCAR working hours, however, s/he should remain flexible to meet with WCAR colleagues during WCAR working hours

• The Human Resources IC should use their own equipment (laptop, telephone etc.). They will be supported by the Office IT in accessing TMS, Intranet and other UNICEF platforms

• The ICis paid on monthly basis. Payment will be done based on certification of satisfactory performance at each month and acceptance of written report and submission of invoice.

For every Child, you demonstrate:

UNICEF's values of Care, Respect, Integrity, Trust, Accountability, and Sustainability (CRITAS).

To view our competency framework, please visit here.

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.

UNICEF offers reasonable accommodation for consultants/individual contractors with disabilities. This may include, for example, accessible software, travel assistance for missions or personal attendants. We encourage you to disclose your disability during your application in case you need reasonable accommodation during the selection process and afterwards in your assignment.

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.

The selected candidate is solely responsible to ensure that the visa (applicable) and health insurance required to perform the duties of the contract are valid for the entire period of the contract. Selected candidates are subject to confirmation of fully-vaccinated status against SARS-CoV-2 (Covid-19) with a World Health Organization (WHO)-endorsed vaccine, which must be met prior to taking up the assignment. It does not apply to consultants who will work remotely and are not expected to work on or visit UNICEF premises, programme delivery locations or directly interact with communities UNICEF works with, nor to travel to perform functions for UNICEF for the duration of their consultancy contracts.