Consultancy: Human Resources Specialist for SBC/CE Development and Emergency Roster Finalization Individual Consultant – Req. #552088

UNICEF works in some of the world’s toughest places, to reach the world’s most disadvantaged children. To save their lives. To defend their rights. To help them fulfill their potential.

Across 190 countries and territories, we work for every child, everywhere, every day, to build a better world for everyone.

And we never give up.

For every child, hope.

Consultancy Title: Human Resources Specialist for SBC/CE Development and Emergency Roster Finalization Individual Consultant

Section/Division/Duty Station: Social & Behaviour Change Section, Programme Group – NYHQ (Remote)

Duration: 31 July to 15 December 2022 (70 days)

About UNICEF

If you are a committed, creative professional and are passionate about making a lasting difference for children, the world’s leading children’s rights organization would like to hear from you. For 70 years, UNICEF has been working on the ground in 190 countries and territories to promote children’s survival, protection and development. The world’s largest provider of vaccines for developing countries, UNICEF supports child health and nutrition, good water and sanitation, quality basic education for all boys and girls, and the protection of children from violence, exploitation, and AIDS. UNICEF is funded entirely by the voluntary contributions of individuals, businesses, foundations, and governments. UNICEF has over 12,000 staff in more than 145 countries.

BACKGROUND

Purpose Of Activity/Assignment

The SBC/CE Roster Development consultant will support the SBC/CE Humanitarian Specialist, the SBC/CE Institutional Capacity Development Specialist and SBC Capacity Development Consultant to finalize the development of the central roster of short-term SBC/CE staff and consultants with expertise in various aspects/approaches of Social and Behavioural Change and Community Engagement in development and emergencies contexts. The goal for both rosters would be to establish a pool of pre-assessed external candidates by means of a transparent and competitive process (including regularly updated reference checks), for rapid deployment when needed by COs, RO and/or HQ. Specifically, the SBC/CE section wishes to expand the Roster to include candidates with the following:

• Language and geographical diversity;
• Experience in different humanitarian settings including disease outbreaks, disaster-affected areas, conflict-affected
• Ability to deliver on the SBC Areas of Specialized Expertise, including community engagement, partnership and platform engagement, mainstreaming DRR and risk¬ informed programming relevant to communities, RCCE, behaviour and social change, etc.
• Others as identified by the SBC NYHQ Section.

The establishment of both the SBC/CE Development and Emergency Rosters commenced in 2020 and has yet to be finalized and integrated within ongoing recruitment processes through user-friendly modalities. The selected candidate will be responsible for: finalizing the assessment of approximately 1/3 of the applicants; updating the database with already assessed and vetted candidates based on most appropriate criteria; integrating the database in UNICEF relevant platforms; and for briefing relevant stakeholders on the roster existence and related functionalities.

Scope Of Work

• Using an established Excel tool for interviews, finalize the remaining 90 interviews with candidates for the rosters in close coordination with relevant subject matter experts and HR teams. This includes coordinating panel composition, efficient interviews management and documentation.
• Coordinating with external professionals in the development of additional screening procedures for short listed candidates, which may include, for example, written tests, phone interviews, review of work samples, reference checks, etc.
• Based on the professional recommendations, categorize the approved candidates, and adjust the database accordingly.
• Liaise with the HR, TMS, and SBC/CE teams to make the rosters available on demand to SBC/CE and HR staff worldwide. Finalize simple, user-friendly guidelines for country, regional, and HQ staff.
• Coordinate with SBC/CE Regional Advisors to identify other SBC/CE rosters at field level and provide recommendations for how to streamline roster processes across offices, and between field and HQ.
• Contact the approved candidates and inform them of their status and next steps, including establishing a mailing list to regularly update and engage the roster members with UNICEF most updated resources packages.
• Establish a monitoring mechanism to assess usage and analyze trends in the use of the roster at country, regional and HQ level.

Terms of Reference / Deliverables

Tasks/ Milestone/ Days (estimated)

• Contact internal and external experts for screening of candidates; agree on screening and vetting procedures.

Agreements with internal and external experts completed. – 5 days

• Finalize consultant rosters through interviews and reference checks; notify candidates of their status.

Finalized development and emergency rosters (between 90 and 150 interviews to be finalized). – 40 days

• Launch a new call for applications related to new emergencies

ToR developed and advertised; shortlisted candidates identified. – 5 days

• Finalize existing guidelines on the use of the rosters by UNICEF users.

Finalize guidelines shared on the SBC/CE Intranet site. – 5 days

• Recommend and develop standard operating procedures for improvement and maintenance of the individual consultant roster that can be done by SBC/CE team members, including interns.

Set of SOPs created with recommendations and specific actions. – 5 days

• Contact selected candidates and establish a coordination / engagement mechanism (like mailing list)

Finalized list of selected candidates with relevant tagging and developing an information package for COs, ROs and HQ to be available on SBC/CE’s Intranet site. – 5 days

• In coordination with HR departments at COs, Ros and HQ establish a monitoring mechanism to assess the use of the roster.

Monitoring framework, trend analysis and recommendations on the roster maintenance and sustainability. – 5 days

Qualifications

• Education
• Advance level university degree (Masters) in Business Administration; Human Resource Management; International Development; Social & Behavioral Change.
• Work experience
• Five years of relevant professional work experience
• Both national and international work experience in procurement & contracting
• Experience in HR management, contracting or roster development is an asset
• Work experience in emergency duty station/ background in emergency programmes an asset
• In depth understanding of UNICEF policy and procedures an asset
• Familiarity with SBC/CE processes an asset
• Competencies
• Works collaboratively with others
• Drive to achieve results for impact
• Manages ambiguity and complexity

Requirements: (do not edit)

• Completed profile in UNICEF’s e-Recruitment system and provide Personal History Form (P11) Upload copy of academic credentials
• Financial proposal that will include:
• your daily/monthly rate (in US$) to undertake the terms of reference (can be downloaded here: https://www.unicef.org/about/employ/index_consultancy_assignments.html
• travel costs and daily subsistence allowance, if internationally recruited or travel is required as per TOR.
• Any other estimated costs: visa, health insurance, and living costs as applicable.
• Indicate your availability
• Any emergent / unforeseen duty travel and related expenses will be covered by UNICEF.
• At the time the contract is awarded, the selected candidate must have in place current health insurance coverage.
• Payment of professional fees will be based on submission of agreed satisfactory deliverables. UNICEF reserves the right to withhold payment in case the deliverables submitted are not up to the required standard or in case of delays in submitting the deliverables on the part of the consultant.

U.S. Visa Information

With the exception of the US Citizens, G4 Visa and Green Card holders, should the selected candidate and his/her household members reside in the United States under a different visa, the consultant and his/her household members are required to change their visa status to G4, and the consultant’s household members (spouse) will require an Employment Authorization Card (EAD) to be able to work, even if he/she was authorized to work under the visa held prior to switching to G4.

Only shortlisted candidates will be contacted and advance to the next stage of the selection process

For every Child, you demonstrate…

UNICEF’s core values of Commitment, Diversity and Integrity and core competencies in Communication, Working with People and Drive for Results. View our competency framework at: Here

UNICEF is committed to diversity and inclusion within its workforce, and encourages all candidates, irrespective of gender, nationality, religious and ethnic backgrounds, including persons living with disabilities, to apply to become a part of the organization.

UNICEF has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UNICEF, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. UNICEF also adheres to strict child safeguarding principles. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles.