Social Protection Workforce Capacity

.

WFP celebrates and embraces diversity. It is committed to the principle of equal employment opportunity for all its employees and encourages qualified candidates to apply irrespective of race, colour, national origin, ethnic or social background, genetic information, gender, gender identity and/or expression, sexual orientation, religion or belief, HIV status or disability.

ABOUT WFP

The United Nations World Food Programme is the world's largest humanitarian agency fighting hunger worldwide. The mission of WFP is to help the world achieve Zero Hunger in our lifetimes. Every day, WFP works worldwide to ensure that no child goes to bed hungry and that the poorest and most vulnerable, particularly women and children, can access the nutritious food they need.

STANDARD MINIMUM QUALIFICATIONS

Education: Advanced University degree in Humanities and Social Studies, Public Policy, Public Administration, International Development, International Relations, Sociology, or other fields relevant to social protection, or a First University Degree with additional years of related work experience and/or trainings/courses.

ORGANIZATIONAL CONTEXT

The World Food Programme (WFP) is increasingly called upon by governments to support national social protection systems and programmes. In 2019, WFP partnered with governments in 75 countries to support their national social protection systems, making support to social protection an integral part of WFP’s activities in most of the countries where it operates. In 2020, in the face of the COVID-19 pandemic, WFP delivered through and strengthened social protection systems to provide unprecedented support across the developing world to those in greater need.

To deliver on WFP’s corporate social protection strategy and regional strategies, an internal capacity building effort is needed to ensure that WFP has the right people on the ground at the right time, while simultaneously strengthening the knowledge and skills of its current staff to better enable them to engage with governments and partners on social protection.

JOB PURPOSE

Build/Strengthen WFP staff knowledge, capacities & experience, ensuring they have the necessary skills and tools to carry out their work in social protection Internal capacity-building/strengthening: 1. Continuously assess internal knowledge, capacities and learning needs on Social Protection, both for mainstream programming and for specific thematic & technical areas linked to Social Protection 2. Map out the existing internal capacity strengthening initiatives and materials in place for Social Protection, identifying their relevance, concomitance, gaps, redundances, lack of alignment and opportunities. 3. Based on 1) & 2), lead the finalization of an internal cross-functional WFP Social Protection Corporate Learning Strategy that aligns with the newly developed WFP Social Protection corporate Strategy and its implementation plan. 4. Define the necessary and relevant didactic material for the implementation of the WFP Social Protection Corporate Learning Strategy (WFP SP Learning Journeys, WFP internal Programme Guidance Manual, WeLearn internal e-learning modules, etc.), in close collaboration with the HQ SP Knowledge Management officer, the PRO Learning Coordinator, RBs and relevant counterparts in various thematic & technical units. 5. Develop a financial proposal and its associated implementation plan for the development and roll-out of the WFP Social Protection Corporate Learning Strategy. 6. Oversee the development or revision of the relevant internal didactic material to be embedded in the WFP Social Protection Corporate Learning Strategy and test them. 7. Supervise external partners in both the development of content/material for the Social Protection Corporate Learning Strategy, as needed. 8. Lead the roll-out of the WFP Social Protection Corporate Learning Strategy and the launching of the Social protection related Learning platforms.

KEY ACCOUNTABILITIES (not all-inclusive)

-Work with the team to ensure that SP is mainstreamed into other WFP units’ existing or newly developed guidance or strategies.

-Provide technical advice to RBs & COs on issues related to the capacity development/strengthening & learning on Social Protection

-Use internal learning materials to strengthen WFP’s contribution to external learning platforms on Social Protection and oversee any strategy for benchmarking WFP’s SP related skills and capacities relative to other agencies

-Lead/oversee fundraising for internal capacity-building on SP

-Oversee the monitoring and evaluation of the SP related learning initiatives through documented lessons learned

-Oversee initiatives for linking WFP staff with Government counterparts in co-training/learning opportunities

4Ps CORE ORGANISATIONAL CAPABILITIES

4Ps Core capabilities Purpose: • Utilizes understanding of WFP’s Strategic Objectives to communicate linkages to team objectives and work • Proactively identifies and develops new methods or improvements for self and immediate team to address work challenges within own work area. • Identifies opportunities to further align individual contributions with WFP’s mission of making an impact on local communities. • Helps colleagues to see the link between their individual tasks and the contributions of their unit’s goals to the broader context of WFP’s mission.

People • Is able to identify, support and encourage focused on-the-job learning opportunities to address gaps between current skillsets and needed future skillsets for WFP. • Encourages and recognizes the contributions of all team members, ensuring gender diversity and cultural differences are valued within and beyond programming for beneficiaries. • Provides and solicits ongoing constructive feedback on strengths and development opportunities to help develop individual skills, whilst also helping others identify areas for improvement. • Sets clear targets for self and others to focus team efforts in ambiguous situations (e.g., unprecedented issues and/or scenarios).

Partnership • Demonstrates an understanding of when and how to tactfully engage other units in conversations on impact, timing, or planning. • Networks regularly with key external partners using formal and informal opportunities to understand each partner’s unique value proposition, and to build and strengthen relationships. • Demonstrates ability to adapt engagement approach in the context of evolving partner circumstances and expectations. • Demonstrates ability to articulate to internal and external audiences the value that individual contributions and immediate teams bring to partnerships.

Performance • Thinks beyond team’s conventional approaches to formulate creative methods for delivering food aid and assistance to beneficiaries. • Maintains focus on achieving individual results in the face of obstacles such as volatile or fragile environments and/or organizational roadblocks. • Takes personal accountability for upholding and delivering upon team’s commitments and provides assurance to stakeholders. • Demonstrates ability to adjust to team’s plans and priorities to optimize outcomes in light of evolving directives, while also responding quickly in high[1]pressure environments, such as in emergency settings.

Functional capabilities • General understanding of the global hunger and malnutrition situation, WFP as an organisation, and how WFP is addressing food insecurity and malnutrition • Technical knowledge of social protection and linkages across various programme types relevant to social protection (e.g. cash-transfer programmes, school feeding, public works / food assistance for assets, insurance programmes) • Technical knowledge designing and delivering learning and development curricula • Technical knowledge of capacity building/strengthening strategies and developing the related material

FUNCTIONAL CAPABILITIES

-Assess the Social Protection profiles needed across the organization, disaggregated between COs, RBs and HQ, considering hybrid profiles in coordination with other relevant thematic & technical units.

- Based on the outputs of the PRO Strategic Workforce Planning results, finalize the draft WFP Social Protection Workforce Strategy

-Develop a pathway plan, in relation with the WFP Social Protection Workforce Strategy and the WFP Social Protection Corporate Learning Strategy, for career development opportunities for Social Protection staff such as a blended learning initiative (TDY, training, secondments, mentoring)

-Analyze WFP’s financing gaps for acquiring and retaining human resources in Social Protection at different levels, articulating specific proposals & high-level management recommendations for enhancing WFP’s corporate capacities in this field

-Coordinate with the Programme & Policy Staff Coordinator at the department level to facilitate the identification and inclusion of Social Protection profiles in existing talent pools (FIT Pool)

-Finalize the development of generic hybrid profiles (SP/CBT, SP/Nutrition, SP/SC, SP School Feeding, etc.) to facilitate the formalization of COs, RBs & HQ requests

-Map the options for borrowing short-term external expertise (e.g. Consultants, secondments, stand-by partners, LTAs)

-Analyze and lead the expansion of existing facilities to link country offices to external expert technical support

-Oversee the management, enhancing and expansion of the use of the SP Roster to meet the needs in regional and country offices

-Oversee the management, enhancing and expansion of the use of the SP Fit-pool to meet the needs in regional and country offices

-Oversee the management, enhancing and expansion of the use of the LTAs to meet the needs in regional and country offices

-Liaise with HR and relevant units to coordinate efforts in the management of the SP Workforce Capacity development (Buy-Build-Borrow)

-Maintain, develop and present statistics on the WFP SP Workforce

OTHER SPECIFIC JOB REQUIREMENTS

Understand the Agenda 2030 and respective targets – particularly SDG1, SDG2 and SDG17 - and how social protection contributes to achieving them • Understand WFP’s mandate, Country Strategic Planning process, intervention modalities, programme and project lifecycle tools, implementation, monitoring, and evaluation desirable • Is acquainted with the WFP Social Protection Strategy • Is familiar with Human Resources Management and its related policies

• Is conversant with the development of Learning instruments (e.g., E-learning, etc.) • Knowledge of current thinking and developments in country capacity strengthening and effective knowledge transfer models, concepts and principles. • Knowledge of key national and regional contexts and issues. • Problem solving and decision-making skills. • Aptitude for leading, guiding and empowering staff. • Ability to develop and maintain relationships with a variety of stakeholders, conveying an informed and professional demeanor toward internal and external partners and stakeholders. • Ability to analyze quantitative and qualitative information to understand current and future social protection needs and identify solutions. • Learning agility, and appetite for exploring and experimenting with new ideas and approaches. • Ability to work independently in a timely and organized manner • Ability to work as part of a team, participating in open dialogues and valuing diverse opinions of others, regardless of gender, culture, background, experience, or country assignment. • Moderate to proficient computer literacy

DESIRED EXPERIENCES FOR ENTRY INTO THE ROLE

8 or more years of professional experience relevant to humanitarian work, in particular in social protection and learning/capacity development, in human resources, preferably contributing to food security and/or nutrition objectives: • Had experience working with governmental agencies and gained experience across the social protection policy cycle • Has direct experience working across various programme types relevant to social protection (e.g. cash-transfer programmes, school feeding, public works / food assistance for assets, insurance programmes) • Has experience in the Human Resources Management • Has experience designing and delivering learning and development curricula • Has managed discussions with experts in other sectors of WFP expertise e.g., VAM, Nutrition, Supply Chain, IT Technology, etc. • Has experience shaping capacity building/strengthening strategies and developing the related material • Has experience shaping and managing strategic and operational partnerships • Has experience managing and designing complex operations • Has experience leading large multi-disciplinary teams

COMPETENCIES

FINANCE-Resource Management

EXTERNAL PARTNERSHIPS-NGO, UN & Other Partner Collaboration

GOVERNMENT PARTNERSHIPS-Relationship Management

TERMS AND CONDITIONS

Consultancy Rome based 11 months

DEADLINE FOR APPLICATIONS

.

All employment decisions are made on the basis of organizational needs, job requirements, merit, and individual qualifications. WFP is committed to providing an inclusive work environment free of sexual exploitation and abuse, all forms of discrimination, any kind of harassment, sexual harassment, and abuse of authority. Therefore, all selected candidates will undergo rigorous reference and background checks.

No appointment under any kind of contract will be offered to members of the UN Advisory Committee on Administrative and Budgetary Questions (ACABQ), International Civil Service Commission (ICSC), FAO Finance Committee, WFP External Auditor, WFP Audit Committee, Joint Inspection Unit (JIU) and other similar bodies within the United Nations system with oversight responsibilities over WFP, both during their service and within three years of ceasing that service.