Functional Analysis of the Eastern and Southern Africa Regional Office (ESARO) and countries developing Strategic Notes in 2025 (Ethiopia, Somalia, South Africa, Sudan and Uganda)

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  • Added Date: Friday, 03 October 2025
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Background:

UN Women, grounded in the vision of equality enshrined in the Charter of the United Nations, works for the elimination of discrimination against women and girls; the empowerment of women; and the achievement of equality between women and men as partners and beneficiaries of development, human rights, humanitarian action and peace and security.

UN Women is the UN organization delivering programmes, policies and standards that uphold womenโ€™s human rights and ensure that every woman and girl reaches her full potential.ย  UN Womenโ€™s physical presences include Regional Offices (ROs), Country Offices (COs) including sub-offices, two Multi-Country Offices (MCOs) and Liaison Offices.ย Their purpose includes, inter alia, support to or the delivery of country programmes (based on a Strategic Note), UN System Coordination and advancing UN Womenโ€™s normative mandate.ย UN Women also employs a range of implementing modalities where UN Women has limited or no physical presence in the location, through Non-Physical Presence (NPP) offices.

The UN Women Regional Office for East and Southern Africa (ESARO) addresses gender equality and womenโ€™s empowerment challenges in the East and Southern Africa region. The Regional Office works across the following areas: UN Coordination, Inter-governmental support (including on Gender Statistics); Womenโ€™s Economic Empowerment (including Migration), Ending Violence Against Women; Women, Peace and Security; Leadership and Governance; Climate Change, Disaster Risk Reduction and Humanitarian Action.ย 

In coordination with the global and field-based structures, UN Womenโ€™s ESARO seeks to support region-wide normative, coordination and programmatic actions to advance gender equality and the empowerment of women. This is done through convening, knowledge generation, innovation in regional programming, and ensuring greater space for advocacy to advance the normative agenda. In addition, the RO provides oversight (programmatic, functional and operational), quality assurance, technical assistance and policy development and services (normative, UN Coordination and thematic) to the Entityโ€™s field-based presences in East and Southern Africa. The ESARO also provides technical assistance and capacity development support on UN coordination, strategic planning, program development, management, and operational issues, as well as representational and advocacy support to UN Womenโ€™s presences. Additionally, ESARO provides support on Results-Based Management (RBM), capacity development, resource mobilization and partnership development and management, as well as advocacy and communications efforts. ESARO also leads on and manages regional and/or multi-country programming initiatives to advance gender equality and womenโ€™s empowerment (GEWE). Where UN Women is non-resident, ESARO focuses on normative support and UN Coordination to advance GEWE, by leveraging regional UN Coordination mechanisms and processes, and based on requests from Member States and UN Resident Coordinators (RCs).

ESARO oversees 13 Country Offices in the Region: Burundi, Ethiopia, Kenya, Malawi, Mozambique, Rwanda, Somalia, South Africa, South Sudan, Sudan, Tanzania, Uganda and Zimbabwe.ย  Additionally, there are Non-Physical Presences in Angola, Botswana, Djibouti, Eswatini, Lesotho, and Namibia. Further, the Region oversees, jointly with the Regional Offices for West & Central Africa and for Arab States, a Liaison Office to the African Union located in Addis Ababa.ย 

Thematically, the ESARO team focuses on mobilizing region-wide investments, regionally specific knowledge and thought leadership on GEWE, and innovative regional programming in the areas listed above. In addition, ESAROโ€™s thematic and functional actions are to ensure support for country presences in the following areas: i) bolstering skills, knowledge and developing capacities in key areasย  based on demand, including country presencesโ€™ support to their governments and non-state actors in pursuing normative commitments and in conformity with corporate guidelines and requirements; ii) emphasizing policy advisory and technical support in cross-cutting areas such as social norms change, economic and fiscal planning; iii) providing support on program development and implementation modalities; as well as by generating sustainable financing for core capacities of relevant ESARO units and offices, with a view to ensuring implementation of corporate-level policies and procedures iv) offering and enabling timely and targeted analysis, including on sub-region-specific issues, and political and political economy analyses on regional events and dynamics, and; v) as per corporate policies and procedures, strengthening their operational capacity and human resource base by creating rosters of experts that will offer quick access to relevant, deployable expertise and standing capacities targeted for support in sudden onset and protracted crisis situations, including in humanitarian contexts.

Further strategic developments relevant to ESAROโ€™s current operating context are:

UN Womenโ€™s new Strategic Plan 2026-2029 Cost cutting measures in response to reduced contributions andย  The development of the UN Women People Strategy The development of the Strategic Notes for ESARO, Ethiopia, Somalia, South Africa, Sudan and Uganda in 2025, and Zimbabwe, Mozambique and South Sudan in 2026.

Purpose and Objectives:

In order to inform the development and implementation of a new Strategic Note for ESARO, a functional review will be carried out of the Regional Office and of select Country Offices in the Region โ€“ Uganda, Rwanda, Ethiopia, Sudan and South Africa.

The purpose of the functional analysis is to ensure the ROโ€™s functions are delivered in the most efficient manner, ensuring alignment with the Regionโ€™s needs and priorities and that the lines of reporting and its structure are oriented and right-sized to ensure strong implementation of its functions.

Specifically, the functional review will seek to ensure that the: a) ROโ€™s design and lines of oversight are right-sized and efficient to ensure both the delivery of region-wide normative, coordination and operational work, as well as right-sized to ensure the effective backstopping of UN Womenโ€™s presences in East and Southern Africa; b) that the structure of UN Womenโ€™s regional presences utilizes UN Womenโ€™s funding sources correctly and sustainable, with a view to ensuring that all necessary resources are released to the field wherever possible; and c) that the matrixed reporting of NPPs, COs, LO and ESARO departments is best placed to ensure robust implementation of the global SP, Regional Strategic Note and individual Country Strategic Notes. It will also identify opportunities for efficiency gains and enhanced coherence across regional and global workstreams. The analysis will focus on functions rather than individuals and is expected to provide high-level inputs related to functional distributions to inform the development of the 2026-2029 Strategic Note of RO and COs.ย 

Objectives:

The specific objectives of the functional analysis are to:

Outline a realigned description of RO and COโ€™s core functions. Propose an updated functional and organizational structure that reflects region strategic direction and operational needs. Clarify the division of labor across key functions. Review and recommend adjustments to reporting lines to enhance accountability and coordination. Identify areas for efficiency gains, including potential consolidation or reallocation of functions.

Methodology

The functional analysis will be conducted through a combination of qualitative and quantitative methods with Regional Management team, including:

Desk review of existing documentation, including job descriptions (JDs), the Financial Review Part II, and the new Strategic Plan and existing reports and proposals.ย  Analysis of regional and country office data, with emphasis on financial outlook and resource pipeline, countries covered and regional office support Analysis of current size vs role/structure of other UN Women ROs and other comparable UN agencies to gather type of support offered by RO, benchmarking of ESARO against other UN Women ROs Structured interviews with staff across RO and COs and levels. Consultations with key internal stakeholders, including Regional Management Team, Regional Strategic Planning and other relevant regional focal points, as needed.

The consultant will be reporting to HRBP on a day -to day and overall to Regional Management Team (RMT).

Description of Responsibilities/ Scope of Work

Deliverables

The analysis will cover all units and functions housed.ย  The final deliveries will include:

A summary of Regional Office and Country Officeโ€™s vision, mandate, and functional architecture. A proposed organizational structure with rationale. A functional map detailing role, responsibilities, and reporting lines, including: Recommendations on roles and responsibilities as they related to the core structure; and potential high-level revisions to JDs to more accurately reflect actual functions. Preparation of two staffing scenarios: a) bare minimum structure, and b) ideal structureย  Recommendations for efficiency gains and improved internal coherence. Deliverable (for each country)

Summary of Regional and Country Office Vision, Mandate, and Functional Architecture:

Provide a concise overview of the Regional Office and Country Officeโ€™s current vision, mandate, and functional architecture, to establish a baseline for the functional analysis

Proposed Organizational Structure with Rational:

Develop and present a proposed organizational structure that aligns with UN Womenโ€™s strategic priorities aligning with Strategic Note, operational needs, and available resources. Provide clear rationale for the proposed changes for the Regional and Country Officeย 

๐Ÿ“š ๐——๐—ถ๐˜€๐—ฐ๐—ผ๐˜ƒ๐—ฒ๐—ฟ ๐—›๐—ผ๐˜„ ๐˜๐—ผ ๐—š๐—ฒ๐˜ ๐—ฎ ๐—๐—ผ๐—ฏ ๐—ถ๐—ป ๐˜๐—ต๐—ฒ ๐—จ๐—ก ๐—ถ๐—ป ๐Ÿฎ๐Ÿฌ๐Ÿฎ๐Ÿฏ! ๐ŸŒ๐Ÿค ๐—ฅ๐—ฒ๐—ฎ๐—ฑ ๐—ผ๐˜‚๐—ฟ ๐—ก๐—˜๐—ช ๐—ฅ๐—ฒ๐—ฐ๐—ฟ๐˜‚๐—ถ๐˜๐—บ๐—ฒ๐—ป๐˜ ๐—š๐˜‚๐—ถ๐—ฑ๐—ฒ ๐˜๐—ผ ๐˜๐—ต๐—ฒ ๐—จ๐—ก ๐Ÿฎ๐Ÿฌ๐Ÿฎ๐Ÿฏ ๐˜„๐—ถ๐˜๐—ต ๐˜๐—ฒ๐˜€๐˜ ๐˜€๐—ฎ๐—บ๐—ฝ๐—น๐—ฒ๐˜€ ๐—ณ๐—ผ๐—ฟ ๐—จ๐—ก๐—›๐—–๐—ฅ, ๐—ช๐—™๐—ฃ, ๐—จ๐—ก๐—œ๐—–๐—˜๐—™, ๐—จ๐—ก๐——๐—ฆ๐—ฆ, ๐—จ๐—ก๐—™๐—ฃ๐—”, ๐—œ๐—ข๐—  ๐—ฎ๐—ป๐—ฑ ๐—ผ๐˜๐—ต๐—ฒ๐—ฟ๐˜€! ๐ŸŒ

โš ๏ธ ๐‚๐ก๐š๐ง๐ ๐ž ๐˜๐จ๐ฎ๐ซ ๐‹๐ข๐Ÿ๐ž ๐๐จ๐ฐ: ๐๐จ๐ฐ๐ž๐ซ๐Ÿ๐ฎ๐ฅ ๐“๐ž๐œ๐ก๐ง๐ข๐ช๐ฎ๐ž๐ฌ ๐ก๐จ๐ฐ ๐ญ๐จ ๐ ๐ž๐ญ ๐š ๐ฃ๐จ๐› ๐ข๐ง ๐ญ๐ก๐ž ๐”๐ง๐ข๐ญ๐ž๐ ๐๐š๐ญ๐ข๐จ๐ง๐ฌ ๐๐Ž๐–!

Functional Map of Roles, Responsibilities, and Reporting Lines:

Prepare a detailed functional map covering all units and functions housed, including:ย 
(a) recommendations on roles and responsibilities in relation to the core structure; andย 
(b) proposed high-level revisions to job descriptions to better reflect actual functions.

Recommendations for Efficiency Gains and Improved Internal Coherence:

Provide actionable recommendations to enhance efficiency, eliminate overlaps, improve internal coherence, and strengthen alignment between roles, functions, and reporting lines.

Final Report:

Prepare a final delated report with all deliverables into a document, incorporating feedback from management and stakeholders.

Consultantโ€™s Workplace and Official Travel

This is a home-based consultancy.

As part of this assignment, there may be trips to the Regional and Country offices, if needed.ย 

Competencies :

Core Values:

Integrity; Professionalism; Respect for Diversity.

Core Competencies:

Awareness and Sensitivity Regarding Gender Issues; Accountability; Creative Problem Solving; Effective Communication; Inclusive Collaboration; Stakeholder Engagement; Leading by Example.

Please visitย this linkย for more information on UN Womenโ€™s Values and Competencies Framework:ย 

Functional Competencies:

Demonstrates deep knowledge of HR management principles, UN staff regulations, rules, and procedures; apply HR strategies in line with organizational goals. Very strong knowledge of complex financial rules and a regulation, preferably UN/UN Women Financial Rules an regulation Proven ability to conduct functional reviews, workforce planning, and organizational restructuring, ensuring alignment with UN Womenโ€™s strategic priorities.ย  Strong skills in HR data analysis, workforce metrics, and HRIS/ERP platforms (e.g., PeopleSoft, Oracle, SAP, Atlas). Ability to translate data into insights for decision-making.ย  Ability to support organizational change processes, including functional optimization, job classification, and process improvementย  Ability to develop HR strategies and frameworks that improve efficiency, effectiveness, and equity across HR functions) Strong skills in training, coaching, and knowledge transfer to strengthen HR capacity among staff and managers.ย  Builds positive working relationships with managers and staff; provides timely, transparent, and effective HR advice and servicesย  Strong communication skills and personable approach is required Strong ability to engage with diverse stakeholders, facilitate consultations, and promote a culture of inclusion, respect, and trust.

Education and Certification:

Masterโ€™s Degree (or equivalent) Human Resources Management, Business Administration, Public Administration, Organizational Development, Industrial/Organizational Psychology, or other related social sciences.ย  A first-level university degree in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree.

Experience:

At least 5 years of progressively responsible work experience in Human Resources Management, organizational development, or related fields. Experience in functional analysis, organizational review, and workforce planning, preferably within large international organizations or the UN system. Experience in job classification, competency frameworks, and skills mapping. Experience in change management processesโ€”including facilitating staff consultations, managing resistance, and aligning HR functions with organizational goals. Excellent analytical skills with strong drive for results and capacity to work independently. Excellent English communication and writing skills; (Samples of previous work will be required.)

Languages:

Fluency in English is required. Knowledge of any other UN official language is an asset.

Statements :

In July 2010, the United Nations General Assembly created UN Women, the United Nations Entity for Gender Equality and the Empowerment of Women. The creation of UN Women came about as part of the UN reform agenda, bringing together resources and mandates for greater impact. It merges and builds on the important work of four previously distinct parts of the UN system (DAW, OSAGI, INSTRAW and UNIFEM), which focused exclusively on gender equality and women's empowerment.

Diversity and inclusion:

At UN Women, we are committed to creating a diverse and inclusive environment of mutual respect. UN Women recruits, employs, trains, compensates,ย and promotes regardless of race, religion, color, sex, gender identity, sexual orientation, age,ย ability, national origin,ย or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, competence, integrity and organizational need.

If you need any reasonable accommodation to support your participation in the recruitment and selection process, please include this information in your application.

UN Women has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UN Women, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. All selected candidates will be expected to adhere toย UN Womenโ€™sย policiesย and proceduresย andย theย standardsย of conduct expected of UN Women personnelย and will therefore undergo rigorous reference and background checks. (Background checks will include the verification of academic credential(s) and employment history. Selected candidates may be required to provide additional information to conduct a background check.)

Note: Applicants must ensure that all sections of the application form, including the sections on education and employment history, are completed. If all sections are not completed the application may be disqualified from the recruitment and selection process.

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