CRD and Smart Development Human Resource Strategy Development

I. Background

Connecting Research to Development (CRD) is a think tank that operates in the support, generation, and dissemination of evidence-based research from combined perspectives of public health and social science in the Middle East and North Africa, Central Asia, and Eastern Europe. CRD was officially established in 2014. In close cooperation with its partners, the specific goal is to apply scientific innovative know-how and to transform evidence-based data into programmatic actions. International donors, UN agencies, INGOs, universities, local organizations, and government ministries rely thereby on CRD’s expertise and deep understanding of the research environment.

CRD is functional in Dubai through its sister agencies, CRD-DUBAI, Smart Development (SD), and Smart Negotiations (SN), that provide a smart hub, consultancies, advanced data management, data visualization and a commercial resources generation.

CRD has a three-fold governance structure, consisting of an advisory board, a CEO-CEO deputy strategic department and a directorate of program management.

CRD has been in the process of organizational and financial transformation to meet the strategic commitments made by its Advisory Board: to enhance CRD effectiveness, increase its efficiency and strengthen ownership of the management along the International Society Agenda

The Administration Division is to revise and update the new organizational structure, and new staffing, taking into account the experience with the implementation of the previous period, a number of more ad-hoc decisions taken during the recent recruitment process that may need to be converted into a well-established HR policy, and the revised policies governing Staff Rules and Regulations and other best practices. At the same time, and to meet the new demands to manage and develop an already highly qualified workforce and move towards a world class organization with enhanced effectiveness and efficiency.

II. Objective of the assignment

The main objective is to support the CRD Senior Management to review and revise the current personnel policies, practices and regulations, including the performance appraisal review, and to elaborate the respective Personnel Manual accordingly, with user friendly human resources management and development forms, templates and procedures, to meet the needs of a world class organization.

III. Description of tasks and deliverables

The consultant is to undertake the following tasks:

1. To discuss with Senior Managers on the needs and concerns to revise the Human Resources Management (HRM) and Development (HRD) policies and practices, in line with the vision of CRD.
2. To review the UN Staff Regulations in order to identify clauses relevant to CRD that can be part of the new HR policies and practices.
3. To review current CRD policies, forms, templates and procedures, and draft a Personnel Manual accordingly.
4. To review and revise the Performance Appraisal Review system to includ (a) self-service essay, (b) KPI measurement against annual workplans, and (c) behavioural competencies measurement using 360 Degree assessment.
5. To assist the senior management in setting an HR metrics with a set of indicators.
6. To assist the senior management in identifying key functions to be filled within the CRD team.
7. To train and coach HR focal point on making the new manual, templates, and procedures.

The assignment will have have the following deliverables :

Deliverables

• HR strategy: 12 working days
• CRD forms, templates and procedures revised according to approved policies and practices: 10 working days
• Staffing positions revisited and a plan for recruitment is in place: 5 working days
• HR team is trained on the use of the new systems: 5 working days

IV. Timeframe

A maximum of 32 days is expected. The assignment will tentatively start on February 16, and end on March 19, 2023. A minimum of one mission to Dubai, UAE, is envisaged.

V. Working relationship and contractual arrangements

• The consultant will be working in close coordination with the CEO and CEO Deputy.
• CRD is responsible for contractual arrangements.
• The consultant is under the obligation of confidentiality: Information, data, database, knowledge resources in the forms of briefings, reports, proceedings, articles, essays, etc. issued by and for CRD will be CRD’s property and require permission for use and/or disclosure.

VI. Qualifications and requirements

• A Master’s degree in Human Resources Management (A Labour Law degree is a plus).
• Minimum of 10 years of work experience in Human Resources Management and/or Development.
• Experience or exposure to UN labour law desirable.
• Experience with the implementation of performance appraisal systems.
• Strong analytical skills, including legal analysis.
• Ability to work in a multicultural context.
• Experience in MENA is desirable.
• Excellent command of spoken and written English.

VII. Key reference documents

The consultant will have full access to all relevant documents as needed to undertake the assignment.