WFP seeks candidates of the highest integrity and professionalism who share our humanitarian principles.

Selection of staff is made on a competitive basis, and we are committed to promoting diversity and gender balance.

Job Title: Consultant 

Division: PPF - Private Partnerships and Fundraising Division

Duty Station: Rome, Italy. 

Type of Contract: full-time regular Consultant

Duration: 11 months 

Deadline for applications: 27.05.2022

ORGANIZATIONAL CONTEXT

The United Nations World Food Programme (WFP) is the world’s largest humanitarian agency working to create a world with zero hunger. WFP and its partners believe that no child should go to bed hungry and that individual and collective wellbeing can only be achieved if all children, women and men get the nutritious food they need to lead healthy, dignified lives. In 2020 WFP assisted 115.5 million people in 84 countries. WFP works with partners to strengthen the resilience of communities most vulnerable to hunger and malnutrition through long-term development programmes aimed at boosting food security, local economies, education, employment and gender equality.

Starting in 2020, WFP has embarked upon a new partnership and engagement strategy, which will focus on cooperation with the business sector, foundations and individuals to drive progress towards zero hunger.  Within 18 months, PPF has grown significantly from 35 to 161 people. WFP will concentrate its efforts over the next strategic period (2020-2025) around three key pillars:

Impact: partnerships that provide expertise and skills to support capacity strengthening for WFP and local governments.

Income: investing in and growing fundraising from companies, foundations and individuals.                                                                                          

Innovation: identifying areas for innovation – particularly with businesses –uniquely able to drive change at scale.

The revamped Operational Excellence (OpEx) Team actively contributes towards the transformation of the way we manage partnerships and fundraising, providing operational excellence to internal customers, relevant partners and individual supporters, by enabling project development of teams and supporting the division in making things happen. We provide a multilevel response on all PPF operational aspects, aiming at excellence by giving guidance and assistance, strategic thinking, finding solutions and building bridges with other Divisions. We have a positive impact in the lives of WFP beneficiaries, creating an enabling environment to reach SDG2 and SDG17 (zero hunger and partnerships development).

PURPOSE OF THE ASSIGNMENT

Reporting to the Head of Operational Excellence, the Talent Advisor will support senior leadership in delivering strategic talent management, ensuring success in recruiting experienced professionals with specific expertise for the specialized roles in PPF (e.g., from the tech sector for consumer products/experience), incorporating strategies to attract the right talent and assure the retention and nurturing of current employees, and enforcing effective management of staff’s contractual requirements, applying strategic workforce planning. Our ideal candidate is someone proactive, creative, reliable, flexible, and enthusiastic about working within a multicultural environment.

ACCOUNTABILITIES / RESPONSIBILITIES                                 

Strategic:

• Enforce industry best practices for all functional areas of recruitment, monitoring novel trends and opportunities to consistently raise the standard for recruitment within PPF.
• Develop a strategy to identify the best venues to distribute vacancy announcements depending on the relevant profiles to attract highly qualified candidates.
• Provide internal resourcing consultancy service to hiring managers, including the provision of advice on all recruitment issues.
• Oversee the recruitment process from the initial contact to the offer, providing an outstanding candidate experience, paying particular attention to ensure cultural diversity representation within PPF.
• Support managers in assessing the performance of staff and guiding them to have constructive conversations on their employee’s performance.
• Act as an advisor to managers in understanding and absorbing the latest HR policies and how this will affect PPF’s workforce.
• Set up tracking of recruitment processes to identify bottlenecks and find solutions to streamline and accelerate the process from advertising to appointment.
• Lead the team dedicated to HR in the OpEx team and role model excellence in people management.

Operational:

• Ensure that requesting references are included as part of the HR Standard Operating Procedures.
• Create rosters to complement the required profiles.
• Follow standard reporting for leadership developed and delivered to agree frequency.
• Set and embed KPIs to improve the performance of the HR function in PPF, for instance reduce standard recruitment times and ensure 100% of contracts are renewed on time.
• Integrate a dedicated HR session in the pre-existing Onboarding pipeline.
• Keep up to date with the most recent HR advancements.
• Oversee improvements made on approval or rejection communication with short-listed candidates.
• Ensure staffing requirements and developments are addressed to measure the satisfaction of employees.
• Oversee guidelines that can aid managers to support employees throughout the progression of their career.
• Manage the integration of flexible schedules and options for remote working within PPF’s working culture.
• Oversee the implementation of a TOR review exercise.
• Ensure that the standard reporting on HR statistics for leadership purposes is under development.
• Ensure the completion of communication material and trainings specifically for staff and managers, to gain a more concrete understanding of HR Rules and regulations.
• Ensure that, for the re-hiring of existing staff (particularly those on consultancy contracts), there is a timely separation process for consultants, including clear guidelines on the re-hiring process and the required documentation. Ensure there is a robust process to re-hire colleagues on time and that the appropriate activations are in place to avoid various delays, predominantly related to an individual’s payroll.
• Collaborate with hiring managers to achieve an appropriate level of remuneration that is both benchmarked, fair and thus reflective of the individual’s ability.
• Incorporate an exit interview process designed for individuals who have chosen to leave WFP, in order to better understand why colleagues choose to leave and what management can learn from that.

DELIVERABLES AT THE END OF THE CONTRACT

• HR sessions successfully completed.
• Efficient coordination of divisional activities.
• A divisional TOR review exercise has been successfully completed.
• Quarter alignment meetings scheduled with Hiring Managers.
• A minimum of two posting venues per team identified.
• A minimum of three rosters fully available to managers to select potential employees.
• Any new HR policies are absorbed at all levels.
• PACE targets successfully met.

QUALIFICATIONS AND EXPERIENCE REQUIRED

Terms and Conditions

Short-listed candidates can be subject to written assessment.

WFP offers a competitive compensation package which will be determined by role’s responsibilities and deliverables. This consultancy assignment is renewable upon funding.

Visit the website for detailed information on working with WFP: http://www.wfp.org - Click on: “Our work” and “Countries” to learn more about our operations.

Qualified female applicants and qualified applicants from developing countries are especially encouraged to apply.

WFP is committed to diversity and inclusion within its workforce, and encourages all qualified candidates, irrespective of gender, nationality, religious and ethnic backgrounds, including persons living with disabilities, to apply to become a part of the Organisation. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the selection & recruitment process, and for work-related needs upon joining the Programme.

WFP has zero tolerance for discrimination and does not discriminate on the basis of HIV/AIDS status. WFP has zero tolerance for sexual exploitation and abuse, any kind of harassment, including sexual harassment, abuse of authority or discrimination. 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.

We greatly appreciate your interest in WFP and joining our mission to achieve Zero Hunger by 2030

Saving Lives, Changing Lives!