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, a fair chance

UNICEF has been operating in Zimbabwe since 1982. We are a team of passionate professionals committed to the protection and fulfillment of children’s rights. 

Supporting the Government’s vision of a prosperous  and  empowered upper-middle-income society, the country programme is aimed at contributing to sustainable socioeconomic development that provides all children, including adolescents, with opportunities to fulfil their potential, lead a healthy life, access quality learning and protection and meaningfully participate in society.

For more information about UNICEF Zimbabwe please click here

You can also access and explore all new UNICEF vacancies and create job alerts via the UNICEF Zimbabwe website link below:

https://www.unicef.org/zimbabwe/work-us

How can you make a difference? 

The Zimbabwe Country Office seeks to engage an International Consultant to conduct a review of ZCO staff positions against the office’s affordability analysis within the framework of the changing funding and partnership landscape with the view to right-size the office and rendering the office structure more efficient.

Purpose of Assignment:

The funding landscape for the entire organisation and for UNICEF Zimbabwe in particular is changing, requiring a reflection on how this shapes programme delivery and the skill sets necessary to ensure sustainability and efficiency. As the country office experiences a decline in funding, a realignment is required to ensure the office develops a plan to align the office’s financial resources with its programmatic priorities and staffing requirements. This involves conducting a comprehensive analysis of the current funding situation, the program needs and human resource requirements to recommend strategic adjustments for optimal alignment. More specifically, to carry out an analysis of the office’s financial resources, including RR, OR, ORE and IB, assess current programmatic priorities, resource allocation, evaluate existing staffing levels and structures relative to programmatic needs.  

The analysis is expected to provide an actionable plan reflecting immediate measures the office the needs to undertake to ensure the financial and programmatic viability of the office, underpinned by sustainability and efficiency approaches.  

The outcome of this alignment will provide the baseline for the PBR (Mail Poll) in May, as well as  inform the development of the new Country Programme (CP)  2027-2031.

Under the direct supervision of the Deputy Representative Operations, and in coordination with Senior Management Team (SMT), People and Culture Manager and the Staff Association, the Consultant will conduct a review of the current office makeup of the workforce of 104 staff members to ensure alignment with the funding landscape and programme shifts undertaken at the MTR.

The review will address the following questions:

• Where efficiencies can be made given resource envelopes, whilst still ensuring quality programme delivery for results
• What core structure (skills and competencies) do we need to effectively deliver on the Country Programme priorities in alignment with available resources in the current partnership, funding, programmatic an operational context?
• What skills are anticipated to respond to the emphasis on prioritization and programming at scale for impact. How can we bridge the skills gap, if any?
• How will current staff profiles need to be modified to meet expectations, proposed posts and job requirements?

Scope of Work

The objective of the consultancy is to Identify gaps and misalignments between funding, program needs, and staffing levels. Provide strategic recommendations for actions required in the immediate short-term to ensure for resource optimization, including staffing adjustments, programme priorities, and cost-efficiency measures.

Informed by the programmatic, cross sectoral and operational priorities of the 2022-2026 Country Programme, the Consultant will:

• Identify the skills required for all programming, operational and cross sectoral areas to deliver the Zimbabwe Country Programme
• Develop a detailed action plan with clear timelines, responsibilities, and deliverables to implement the recommendations.
• Develop a change management plan, which encompasses mitigating resistance guidance on monitoring and evaluation mechanisms to track the effectiveness of the implemented changes, including a comprehensive staff support plan.
• Submit a report issued by end of March to inform the short-term decisions (ad hoc PBR) and final report that includes a roadmap with milestones, issued by end of April 2025.

The consultant will work closely with Country Management Team (CMT) members of the UNICEF Zimbabwe Country Office to discuss the current climate, political economy, financial horizon, programme priorities, skills mapping, capacity gaps, identification of potential skills to support office efficiency and deliver the remaining half of the CPD.

Methodology:

An phased approach will be adopted to allow for the collection, analysis, and presentation of data considering the programming, operational and cross-sectoral sections, reflecting multiple dimensions.

Phase 1: Review CPD and Programme Shifts to ensure alignment with an affordable structure

The consultant will review the CPD and the Midterm Programmatic Shifts that were aimed at accelerating results for children. This review will include the following activities:

• Review CPD
• Review Programme Shifts
• Affordability Analysis and related documents
• Meet with Senior Management and Section Chiefs to explore the impact of and the current fluid and uncertain funding and programmatic landscape, including current geopolitical landscape, driven by a mix of structural shifts, geopolitical tensions, and domestic political trends.
• Assess current programmatic priorities and resource allocation.
• Evaluate existing staffing levels and core structures required to deliver the programmatic needs
• Conduct skills assessment through mapping staff capability levels based on the skill sets required to achieve the organization’s strategy.

Output:

• Inception report, which will include a detailed workplan, methodology, and tools to be used for the consultancy – to be presented to the CPD-CPMP Task Force, the CMT, and All Staff.
• Review of the technical competencies and skills required to implement the Midterm Programme Shifts aimed at accelerating achievement of the CPD targets.

Phase 2: Develop a change management plan.

The Consultant will facilitate meetings with Section Chiefs and staff to review and validate the data leading to discussions on the implications and opportunities for the section based on the skills gaps, including required emerging skills needs in the context of technological advancements, evolving programmatic approaches, and global best practices differentiated per function, post, and grade.

Output:

• A comprehensive staffing plan that aligns with the organization's country programme priorities. This plan should outline the number and types of staff needed, their roles, and the skills required Development of a staff support plan for positions that are not part of a core structure
• Efficiently manage resources by matching the right profiles to the required functions to deliver to a high standard. This involves allocating tasks, and ensuring there is adequate capacity to meet deadlines
• Resource management also includes evaluating skill gaps or redundant skills and/or functions of current staff, highlighting high-risk areas.

Phase 3: Identify solutions optimizing existing capacities and bridging capacity gaps.

This phase will involve working with Section Chiefs in highlighting job matching where applicable and/or potential areas for investment in learning and development to bridge the capacity. Any remaining skills gaps will be considered as funds become available, in the meantime, a core structure that is able to deliver the programme will be identified.  

Output:

• Conduct a job/skills matching exercise
• A learning and development plan to enable targeted solutions to close skill gaps in sections and at an organizational level – including how to make the best use of available Organizational resources and general guidance for staff to take ownership of their growth and career development.
• A well-designed internal training/capacity building capacity/development plan with a list of skills to fill the gap addressing the analysis result.

Phase 4: Compilation of Report and Presentation of electronic file

A report will be presented to the Senior Management Team and Country Management Team.

Output:

• Present to Senior Management, the CMT, and all staff a structure and is fit for purpose and
• Draft Change Management Plan
• Final consultancy report.

Tasks and Deliverables:

The projected timeline for support to Zimbabwe Country Office is two (2) months starting by the third week of March 2025, with an interim report issued by thrif week of April 2025 to inform the short-term decisions (ad hoc PBR) and final report The report will include an actionable roadmap with milestones for execution.

The Consultant will undertake the exercise in person and remotely with support from the People and Culture team and the Staff Development Committee (SDC).

A core requirement of this process is to work closely with the ZCO to develop appropriate solutions to ensure recommendations have the agreement and support of those responsible for implementation.

An effective participatory approach including the CMT, staff and Staff Association is crucial to the process of this exercise to ensure that the Consultant benefits from the enormous knowledge and institutional memory possessed by key staff in the ZCO.

The Joint Consultative Committee (JCC) will agree on a communication strategy to maximize staff engagement, ensuring that the exercise is managed carefully and in a transparent manner with the participation of all staff, including emphasis on change management principles to allay staff concerns.

To qualify as an advocate for every child you will have… 

• Advanced university degree in Human Resources Management, Business Administration, Social Sciences, or similar discipline
• At least 10 years’ experience in management positions or in managing team or programmes.
• Knowledge of change management principles and methodologies.
• Technical knowledge on skills mapping and capacity gap analysis.
• Proven experience in leading and conducting skills mapping and capacity gap analyses.
• Excellent planning and analytical skills required.
• Demonstrated ability to work independently.
• Knowledge of UNICEF rules/regulations and processes an asset.
• Communication and presentation skills.
• Fluency in English is required.

Interested and qualified applicants a re required to submit the following before the deadline:

• Letter of Interest (cover letter)
• CV or Resume
• Performance evaluation reports or references of similar consultancy assignments (if available)
• Technical proposal for the consultancy indicating methodological approach and the timeline for the in-country versus remote delivery of the various stages of the consultancy.
• Financial proposal: All-inclusive lump-sum cost including travel and accommodation cost for this assignment as per work assignment. Applicants should submit their financial proposals per deliverable.

For every Child, you demonstrate… 

UNICEF's values of Care, Respect, Integrity, Trust, Accountability, and Sustainability (CRITAS). 

To view our competency framework, please visit  here. 

UNICEF is committed to diversity and inclusion within its workforce, and encourages all candidates, irrespective of gender, nationality, religious or ethnic background, and persons with disabilities, to apply to become a part of the organization. To create a more inclusive workplace, UNICEF offers paid parental leave, breastfeeding breaks, and reasonable accommodation for persons with disabilities. UNICEF strongly encourages the use of flexible working arrangements. Click here to learn more about flexible work arrangements, well-being, and benefits.

According to the UN Convention on the Rights of Persons with Disabilities (UNCRPD), persons with disabilities include those who have long-term physical, mental, intellectual, or sensory impairments which, in interaction with various barriers, may hinder their full and effective participation in society on an equal basis with others. In its Disability Inclusion Policy and Strategy 2022-2030, UNICEF has committed to increase the number of employees with disabilities by 2030. At UNICEF, we provide reasonable accommodation for work-related support requirements of candidates and employees with disabilities. Also, UNICEF has launched a Global Accessibility Helpdesk to strengthen physical and digital accessibility. If you are an applicant with a disability who needs digital accessibility support in completing the online application, please submit your request through the accessibility email button on the UNICEF Careers webpage Accessibility | UNICEF.

UNICEF does not hire candidates who are married to children (persons under 18). 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 based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities. UNICEF is committed to promote the protection and safeguarding of all children. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles. 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, and selected candidates with disabilities may be requested to submit supporting documentation in relation to their disability confidentially.

Remarks:  

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

Individuals engaged under a consultancy or individual contract will not be considered “staff members” under the Staff Regulations and Rules of the United Nations and UNICEF’s policies and procedures, and will not be entitled to benefits provided therein (such as leave entitlements and medical insurance coverage). Their conditions of service will be governed by their contract and the General Conditions of Contracts for the Services of Consultants and Individual Contractors. Consultants and individual contractors are responsible for determining their tax liabilities and for the payment of any taxes and/or duties, in accordance with local or other applicable laws. 

The selected candidate is solely responsible to ensure that the visa (applicable) and health insurance required to perform the duties of the contract are valid for the entire period of the contract. Selected candidates are subject to confirmation of fully-vaccinated status against SARS-CoV-2 (Covid-19) with a World Health Organization (WHO)-endorsed vaccine, which must be met prior to taking up the assignment. It does not apply to consultants who will work remotely and are not expected to work on or visit UNICEF premises, programme delivery locations or directly interact with communities UNICEF works with, nor to travel to perform functions for UNICEF for the duration of their consultancy contracts.