Organizational Effectiveness Experts (Roster call)

1.  Background

In an environment of sustained resource constraints, the OSCE undertakes targeted reviews to strengthen effectiveness, ensure the best use of available resources and improve mandate delivery. Such reviews may include functional reviews, clarification of roles and responsibilities, organizational and job design, operating model options and business process improvement.

To support these efforts, the OSCE is establishing a roster of qualified experts who may be contracted on an as-needed basis to deliver time-bound analytical and advisory services across OSCE executive structures, including the Secretariat, institutions and missions, either through in-person assignments at duty stations or remotely. 

The roster is intended to support practical, focused assignments where an executive structure requires external expertise to review functions, staffing and work arrangements, identify efficiencies and propose realistic options for improved delivery. Depending on the assignment, this may include consideration of internal structures and workflows, as well as relevant external interfaces with participating States, host country counterparts, donors, implementing partners and other stakeholders.

Placement on the roster does not constitute an offer of employment or guarantee of a contract.

2. Objective of Assignment

The specific scope, focus areas and expected outputs will be defined in each individual contract, depending on the operational context and business needs of the requesting Executive Structure or Department.

3. Duration of Assignment

Assignments will be short- to medium-term and time-bound, with duration varying depending on the scope and complexity of the engagement.

4.  Areas of Expertise

The roster will focus on the following closely related areas of expertise. Candidates may demonstrate expertise in one or more of these areas.

Profile 1: Functional Review

Assignments under this profile may involve reviewing the functions of an executive structure, department, unit or team, with a view to assessing whether roles, responsibilities, resources and ways of working are appropriately aligned with mandate priorities and operational needs.

Relevant expertise may include:

• Functional reviews and mandate mapping in international organizations, public sector institutions or comparable multi-stakeholder environments.
• Analysis of roles, responsibilities, reporting lines, decision-making arrangements and inter-function co-ordination.
• Identification of overlaps, gaps, inefficiencies and opportunities for streamlining.
• Assessment of how internal functions interact with key stakeholders, including participating States, host country counterparts, donors, implementing partners and other relevant actors.

Profile 2: Organizational and Job Design

Assignments under this profile may involve developing or reviewing organizational design options, including the design of units, functions, posts, reporting lines and role profiles, in order to support clearer accountability and more efficient delivery.

Relevant expertise may include:

• Organizational design and role design in complex institutional settings.
• Review and streamlining of functions, job descriptions and terms of reference.
• Development of options for consolidating, separating or realigning functions.
• Preparation of responsibility matrices, role clarification tools and other practical outputs supporting clearer accountability.

Profile 3: Operating Models and Business Processes

Assignments under this profile may involve reviewing how work is organized and delivered, including workflows, handoffs, service arrangements, operating models and the use of relevant tools or systems, with a view to improving efficiency, consistency and quality.

Relevant expertise may include:

• Operating model design, including centralized, decentralized, shared service, hybrid or other delivery arrangements.
• Business process review and improvement, including mapping of workflows, handoffs, bottlenecks and decision points.
• Review of manual, fragmented or system-supported workflows, where relevant to identifying practical process improvements.
• Development of practical recommendations to improve service delivery, reduce duplication and clarify ownership.
• Preparation of process maps, standard operating procedures, service arrangements or implementation roadmaps, as required

Profile 4: Implementation Support and Change Planning

Assignments under this profile may involve supporting the implementation of approved recommendations, including sequencing, stakeholder engagement and change planning. This profile is intended to complement the technical review profiles above and is not a stand-alone change management roster.

Relevant expertise may include:

• Development of practical implementation plans and transition arrangements.
• Stakeholder engagement and consultation support in sensitive organizational contexts.
• Preparation of briefings, presentations and communication materials to support implementation.
• Advisory support to management during implementation, including risk identification and mitigation.

5.      Tasks and responsibilities

Depending on the assignment, the consultant may be requested to perform one or more of the following tasks:

• Conduct functional reviews and map mandates, roles, responsibilities and inter-function co-ordination arrangements.
• Review alignment between mandate priorities, operational requirements, staffing and available resources.
• Map internal and external stakeholders relevant to the assignment and reflect related constraints, dependencies and opportunities in the analysis and recommendations.
• Identify overlaps, gaps, inefficiencies, bottlenecks and areas of unclear accountability.
• Develop organizational design and operating model options, including streamlining, consolidation of functions, role realignment and alternative delivery models.
• Review and propose streamlining of functions and job descriptions, ensuring role clarity, efficiency and coherence.
• Review work processes, workflows and service delivery arrangements and propose practical improvements.
• Facilitate interviews, workshops and consultations with relevant stakeholders.
• Prepare concise analytical outputs, including findings reports, options papers, implementation roadmaps, executive summaries and presentations.
• Provide advisory support during implementation, including change planning and stakeholder engagement support, as requested.

6.      Deliverables

To be further defined within each individual contract, at the time of contract conclusion, in line with the needs of the relevant assignment. Indicative deliverables may include, as applicable:

• Inception note and proposed methodology.
• Functional review report.
• Stakeholder and function map.
• Role, responsibility or accountability matrix.
• Organizational design or operating model options paper.
• Review of selected job descriptions.
• Process maps, workflow analysis or draft standard operating procedures.
• Implementation roadmap.
• Executive summary, briefing note or presentation.

7.      Necessary Qualifications

• Advanced university degree, Master’s degree or equivalent, in public administration, business administration, organizational development, human resources management, management, economics, international relations or another relevant field. A first-level university degree in combination with additional relevant experience may be accepted in lieu of an advanced degree.
• A minimum of seven years of progressively responsible professional experience in an area directly relevant for the area of expertise in question.
• Proven experience producing analytical reports and practical, decision-oriented recommendations for senior stakeholders.
• Experience working with international organizations, public sector institutions or complex multi-stakeholder environments is required.
• Familiarity with the OSCE, including missions, mandate implementation, post tables, staffing modalities or administrative frameworks, is a strong asset.
• Excellent analytical and drafting skills, including the ability to synthesize complex information into clear, structured and practical deliverables.
• Strong facilitation and stakeholder management skills, including in sensitive environments.
• Ability to work independently, manage competing priorities and deliver high-quality outputs within short timelines.
• High level of discretion, professionalism and judgement.
• Excellent written and spoken English. Knowledge of other OSCE working languages or a lingua franca in the relevant mission area is an asset.

8. Remuneration

Remuneration will be in accordance with the applicable OSCE consultancy rates and will be determined for each assignment, commensurate with its scope and duration.

Successful candidates will be placed on the consultancy roster for future assignments. Placement on the roster does not constitute an offer of employment or guarantee of a contract.

When applying, please indicate which of the above-mentioned areas of expertise you are applying for.

If you wish to apply for this position, please use the OSCE's online application link found under https://vacancies.osce.org/.

The OSCE retains the discretion to re-advertise/re-post the vacancy, to cancel the recruitment or to offer an appointment with a modified job description or for a different duration.

Only those candidates who are selected to participate in the subsequent stages of recruitment will be contacted.

The OSCE is committed to diversity and inclusion within its workforce, and encourages qualified female and male candidates from all religious, ethnic and social backgrounds to apply to become a part of the Organization. 

Candidates should be aware that OSCE officials shall conduct themselves at all times in a manner befitting the status of an international civil servant. This includes avoiding any action which may adversely reflect on the integrity, independence and impartiality of their position and function as officials of the OSCE. The OSCE is committed to applying the highest ethical standards in carrying out its mandate. For more information on the values set out in OSCE Competency Model, please see https://jobs.osce.org/resources/document/our-competency-model.

Please be aware that the OSCE does not request payment at any stage of the application and review process.