Human Resources Strategy Implementation Consultant

 

 

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, color, national origin, ethnic or social background, genetic information,

 

gender, gender identity and/or expression, sexual orientation, religion or belief, HIV status, physical or mental disability

 

 

 

 

Job Title: Human Resources Strategy Implementation Consultant

 

Type of Contract: Consultant level II 

 

Division: HRM – Human Resources Division

 

Duty Station (City, Country): HQ Rome, Italy

 

Duration: 6 months

 

 

 

BACKGROUND AND PURPOSE OF THE ASSIGNMENT:

 

Following the adoption of its new People Policy, the HR Division of WFP has established its HR Strategy for 2021 to 2025 to act as the key enabler of the new WFP people Policy. Working in the HR Front Office and under the direct supervision of the Senior Advisor (Oversight and Compliance), the Consultant will oversee the implementation of the HR Strategy.  This includes, but is not limited to, the establishment of the key performance indicators, risk management, monitoring and reporting as well as leading consultations with key stakeholders to map out the related activities, contributing to the HR Strategy communications and being the change agent in partnership with stakeholders to achieve cohesive understanding and commitment towards the Strategy and its implementation. The Consultant will also contribute to defining, planning and implementing the relevant HR activities as part of the UN Reform, ensuring that such activities and its implementation as well as internal guidance are aligned with the overall HR management direction and HR Strategy.

 

 

 

ACCOUNTABILITIES / RESPONSIBILITIES:

 

Implementation plan development

 

• Review the expected outputs and activities with the responsible section Chiefs, refine and further develop the timeline of the expected milestones per activity;
• In consultation with the responsible section Chiefs, and based on the developed resourcing requirements, ensure that the planned timeline and milestones are aligned with the resourcing requirements and mobilize resources where necessary;
• Establish and/or refine Key Performance Indicators (KPIs) for the activities and outputs, and develop requirements and processes for monitoring the established KPIs;
• In collaboration with the Diversity and Inclusion team, ensure that the KPIs fully reflect the corporate-wide diversity and inclusion elements and ensure that the established processes successfully capture the KPIs with the identified D&I aspects;
• Develop scorecards to establish the performance assessment of the HR strategy implementation;
• Lead proceedings with the HR community especially with Senior HRBPs in the field to identify communication and knowledge gaps, and to develop requirements to establish connections between Country Strategic Plans (CSPs) and the HR strategy;
• Closely work with the People Policy implementation team and establish cohesion between WFP People Policy and HR strategy implementation plans;
• Contribute to the development of the 2023 Management Plan or any budget and staffing requirements submission for HR globally.

 

Risk Management 

 

• Following the established KPIs and the implementation roadmap and timeline, identify the potential risks associated and the measures to circumvent them;
• In consultation with relevant colleagues, develop the risk matrix for HR Strategy and oversee alignment with the overall risk management plan for HR, as well as the WFP People Policy risk management risk matrix;
• Advise HR management on lessons learned to further enhance and develop HR’s risk matrix and management plan for 2023 onward.

 

Communication, outreach and advocacy

 

• In collaboration with the Senior Communications Officer, develop the overall communication plan and strategy to engage the global HR community on the HR Strategy;
• Lead and facilitate through workshops and other communication channels and formats to raise awareness of HR strategy;
• Develop advocacy plans for HR strategy implementation such as creating ‘Champions of Change’ within the HR community to ensure successful implementation of the strategy at the local/field level.

 

Coordination, monitoring and reporting

 

• Coordinate and monitor the implementation plan and its progression, ensuring that the system capacity and availability/accuracy of data to capture the success rate of the implementation;
• Monitor and mobilize resources where necessary to ensure accurate and timely resource mobilization for the strategy implementation;
• Partner with the responsible section Chiefs, experts, or field HR colleagues where implementation roadblocks are identified and advise measures and approaches to support successful implementation;
• In close collaboration with the WFP People Policy implementation team, develop the annual reporting mechanism and platform to the Executive Board and prepare the required reporting materials (e.g. narrative, reporting mechanism based on established indicators and the reporting capacity used); 
• Advise HR management on lessons learned, and adjust the implementation plan where necessary, and advise on HR performance capacity.  

 

UN Reform

 

• UN Reform initiative, including serving as the HR representative in various internal and external fora;
• Develop internal guidelines and communication plans to support HR stakeholders globally to implement the UN Reform related activities and plans; 
• Manage the overall HR technical engagement on UN Reform within WFP, overseeing the timeline and activities planned and ensuring they are aligned with the overall HR management direction and strategy. 

 

 

 

DELIVERABLES AT THE END OF THE CONTRACT:

 

1: Completed, reviewed and agreed key performance indicators and monitoring/reporting mechanisms for all the approved activities under the HR strategy (i.e. portfolio management established);

2: Workshops completed with different stakeholders including but not limited to: a) HRBPs to ensure cohesive understanding of the HR Strategy and to ensure alignment with CSPs; and b) HR community in disseminating and raising awareness of the HR Strategy;

3: Develop an overall funding/expenditure monitoring plan in relation to the activities under the HR Strategy;

4: Plan and actions are developed and implemented in the area of HR for the activities under UN Reform. 

 

 

 

QUALIFICATIONS & EXPERIENCE REQUIRED:

 

Education:

 

University degree in Business Administration, Human Resources Management or a related field or another degree with directly relevant work experience.

 

Experience:

 

Minimum 5 years of experience in the area of human resources management or project/portfolio management. Previous experience in implementing or coordinating a corporate-wide strategy is highly desirable. Previous experience in establishing implementation, monitoring and reporting methods and tools is highly desirable. Previous experience in inter-agency initatives is highly desirable.

Knowledge and Skills:

 

Sound knowledge of human resources management in an international organization; Demonstrated knowledge and skills to establish performance indicators and  monitoring mechanisms; Excellent communication skills and ability to facilitate discussion, partner with different stakeholders and present information to different audience levels; Ability to work under pressure (e.g. time constraints, minimal inputs, etc.); Analytical mind, passion for detail, while still able to see the big picture.

 

Language:

 

International Professional: Fluency (level C) in English language. Intermediate knowledge (level B) of a second official UN language: Arabic, Chinese, French, Russian, Spanish, and/or WFP’s working language, Portuguese.

 

 

 

Terms and Conditions

 

WFP offers a competitive compensation package which will be determined by the contract type and selected candidate’s qualifications and experience.

 

Please visit the following websites for detailed information on working with WFP.

 

http://www.wfp.org Click on: “Our work” and “Countries” to learn more about WFP’s operations.

 

 

Deadline for applications: 6 February 2022

 

Ref.: VA No. 156161

 

 

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.