Hardship Level (not applicable for home-based)H (no hardship)
Family Type (not applicable for home-based)
Family
Staff Member / Affiliate TypeCONTR Local Professional Level
Target Start Date2023-09-01
Job Posting End DateAugust 24, 2023
Terms of ReferenceThe Purpose of the contractor contract
The purpose of this consultancy is to contribute to the work of the Talent Experience Unit (TEU) and Talent Planning and Career Support (TPCS). Both are part of the Talent Development and Performance Section (TDPS), part of the UNHCR Global Learning and Development Centre (GLDC). The consultant will provide technical, planning and support and execution of the TEU Onboarding and map existing needs in terms of career support, including defining what careers in UNHCR mean, developing new content, materials, and toolkits, and delivering career development sessions to UNHCR workforce, deliverables in line with the 2023-2024 approved GLDC work plan.
Background
In line with the strategic goals of the Talent Development and Performance Section (TDPS), part of the UNHCR Global Learning and Development Centre and in a broader context with DHR and organizational priorities, the incumbent will be working for two units within the same section namely Talent Experience Unit (TEU) and Talent Panning and Career Support (TPCS). The incumbent will split his/her time equally between these two units.
TEU is a fast-paced data-driven unit entrusted with creating all-inclusive, cross-functional activities and services through the design and delivery of people-centric, user-friendly solutions.
The unitโs remit includes the provision of induction, orientation, learning and development opportunities, and answers that guide and support the workforce from the moment they join UNHCR until they separate, including the key milestones in between.
The importance of the Onboarding functions stems from GLDC 2023-2024 approved Workplan. In line with GLDCโs Strategic Goal 1, โFutureproof, develop and empower our peopleโ TEU has been tasked with several key deliverables pertaining to the Onboarding of newly recruited and returning staff members, in particular, โDesign employee journey maps and alignment with moments that matterโ, including Onboarding, orientation, and induction and offboarding for all staff and affiliates.
These activities involve the mapping out, revamping, and updating of Onboarding, orientation, and induction programmes, events, tools, and job aids, based on gaps identified currently present in the respective areas.
Administrative Onboarding is not within the scope of TEUโs work and mandate; however, TEUโs mandate includes but is not limited to, orientation, induction, training, and development of the UNHCR workforce.
This consultancy will also be part of the Talent Planning and Career Support Unit, which is situated within the TDPS. The unit aims to guide and support the UNHCR workforce in developing the knowledge and skills to take ownership of their career and support the personal development and growth of the workforce by helping them to identify strengths and opportunities for development to achieve the desired career goals.
The ideal candidate is creative, collaborative, and flexible, with a strong understanding of what professionals need to succeed in their careers. One of the objectives of this consultancy is to map existing needs in terms of career support, develop new content, materials, and toolkits, and deliver career development sessions to the UNHCR workforce to create a comprehensive Career Support Toolkit for the organization.
Deliverables
Output 1:
Activity 1.1: Create a sustainable, user-friendly Onboarding strategy for a global audience worldwide, keeping diversity and inclusion across the process.
Activity 1.2: map the newcomer's journey from the first arrival day to the first 90, 180, or 365 days.
Output 2:
Carry out desk research to identify, collect, and categorize onboarding-related public (internal) items (e.g., Intranet, public Sharepoint sites, Learn&Connect/Workday), incl. job aids, brochures, videos, etc.)
Output 3:
Activity 3.1: Engage with key stakeholders to get data and expertise on Onboarding moments that matter: HR partners, Regional Talent Advisors, PAS, hiring manager, and newcomers. Collect data on needs, gaps, and hopes for the future.
Activity 3.2: develop concept notes for the first 90, 180, or 365 days for either all staff or a specific target audience, including resources, communication strategy
Output 4:
Activity 4.1: Updating and development of Standard Operation Procedures (SOPs),
Activity 4.2: Review extension/re-evaluation of the tool/concept before launching the Request for Quotes (RFQs), revisit the contract and/or extend it,
Activity 4.3: Identification of a tool with similar capabilities for the mentoring and buddy system.
Output 5:
Activity 5.1: Defining the concept of careers in UNHCR, liaising with all relevant stakeholders, and drafting the concept in line with the needs of the organization
Activity 5.2: Design a Career Support toolkit, which is inclusive of resources and short guides around career planning and management, in line with the needs of the organization, specifically to enhance the user experience through cutting-edge career support resources (toolkit): โHow to find your WHY, how to design a career plan, how to conduct a career self-assessment, how to have effective career conversations with your manager, how to write effective online applications and how to prepare for job interviews
Activity 5.3 Design and deliver career sessions to the UNHCR workforce on various career topics, including how to plan and manage your career, networking, building a professional brand, the art of interviewing, how to increase one's competitiveness in the job market etc.
Activity 5.4: Assist with the creation of career pathways and opportunities programs that will facilitate the growth and diversification of career experiences
Activity 5.5: As needed and where possible, contribute to the communications and visibility aspect for all services and products of the unit
Qualifications required
An advanced degree or equivalent in social sciences, specifically in human resources, training, and development, organizational development, psychology, sociology, business administration, or a related field;
Highly proficient in various software, including but not limited to MS Word, MS Excel, MS PowerPoint, MS Outlook, and SharePoint.
Experience required
A minimum of five years experience in HR training and development and management for development training programs;
At least five years of proven track record in career development, career coaching, human resources, organizational development, instructional design, or a related field;
Proven experience in designing career-related content, including guides, toolkits, and other resources
Proven experience working in a multicultural environment;
Knowledge of UN common practices in career management is an added advantage.
Skills / Technical skills and knowledge
Familiarity with the ADDIE model, the consultant is expected to know about Learning Management Platforms and developing digital learning materials;
Design of training, induction, orientation, and development of workforce programs, including onboarding and employee journey(ies);
Advanced skill in programme monitoring and evaluation (M&E), including development of M&E tools;
Advanced writing and communication skills, particularly for verbal presentations in meetings and events and written communication in the form of technical briefings, reports, and donor proposals and reporting;
Ability to collaborate with cross-functional teams but also able to operate autonomously and take ownership of tasks;
Excellent organizational, planning, and analytical skills;
Excellent written and verbal communication skills in English; proven ability to engage large audiences;
Demonstrated professional competence and mastery of subject matter; is conscientious and efficient in meeting commitments, observing deadlines, and meeting results;
Demonstrated cultural sensitivity and ability to establish harmonious working relations in a multicultural environment.
Language requirements
Expert English required;
Intermediate or higher level French, Spanish, Russian, or Arabic is an advantage.
Place of assignment
Remote (home-based)
Travel
The Contractor is not expected to travel as part of this assignment. However, if the need arises, this will be discussed and agreed in advance. All official travel is conducted in accordance with UN travel rules and regulations.
Duration
Six months contract
Required documents:
CV (inc references), financial quotation
Standard Job Description
Required Languages
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Desired Languages
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Additional Qualifications
Skills
Education
Certifications
Work Experience
Other informationThis position doesn't require a functional clearance