Strategic Workforce Solutions and Talent Modality Consultant
Organizational Context
UNICEF operates in over 190 countries and territories, dedicated to saving children's lives, defending their rights, and helping them fulfill their potential. We are committed, passionate, and proud of our work, viewing the promotion of every child's rights not just as a job, but as a calling. UNICEF fosters diverse career growth opportunities.
Job Purpose
The consultancy aims to design, validate, pilot, and support the initial implementation of two key talent engagement modalities for the Office of Innovation (OOI). The first modality is a quality-assured Global OOI Talent Roster for recurring, short-term, intermittent, and assignment-based specialist needs. The second is an operational framework for engaging appropriate longer-term non-staff functions through UNOPS. This assignment will involve developing 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 lead an initial roster exercise and support the preparation of a limited UNOPS pilot, contingent on timely approvals and stakeholder availability.
Responsibilities
Under the supervision of the OOI HR Specialist and in close collaboration with OOI leadership and relevant UNICEF stakeholders, the consultant will undertake several key activities. This includes conducting a cross-cutting diagnostic and developing an integrated workforce framework. The consultant will review existing OOI materials, roster and LTA guidance, relevant ToRs, databases, selection tools, UNOPS transition materials, and applicable UNICEF processes. They will consult with OOI leadership, HR, Operations/Finance & Contracting, technical leads, hiring managers, selected regional and country office representatives, and UNOPS counterparts. A crucial task is mapping anticipated workforce needs over a 12-24 month horizon, detailing function, duration, frequency, seniority, language, geographic coverage, urgency, supervision requirements, and likely budget source. The consultant will develop a workforce-segmentation and decision framework to guide the selection of appropriate engagement mechanisms (staff recruitment, individual consultancy, roster, LTA, UNOPS, etc.). Furthermore, they will define cross-cutting governance, decision rights, stakeholder roles, approval points, escalation arrangements, risks, dependencies, and performance indicators.
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 in designing and implementing strategic workforce solutions, talent acquisition strategies, talent rosters, talent pools, or similar workforce engagement mechanisms. Proven experience in developing governance frameworks, operating models, standard operating procedures (SOPs), business processes, guidance documents, and implementation tools.
Skills
Strategic workforce planning, Talent acquisition strategy, Talent roster design and implementation, Organizational development, Governance framework development, Operating model design, Standard Operating Procedures (SOPs), Business process development, HR consulting, Stakeholder management, UNOPS engagement frameworks, UNICEF HR policies