WFP celebrates and embraces diversity. It is committed to the principle of equal employment opportunity for all its employees and encourages qualified candidates to apply irrespective of race, colour, national origin, ethnic or social background, genetic information, gender, gender identity and/or expression, sexual orientation, religion or belief, HIV status or disability.

ABOUT WFP

The United Nations World Food Programme (WFP), a highly prestigious, reputable & world’s largest humanitarian organization, operating in more than 120 countries and territories, bringing life-saving assistance in emergencies, building pathways to peace, stability and prosperity for people recovering from conflict, disasters and the impact of climate change and supporting sustainable and resilient livelihoods for a world with zero hunger.

At WFP, people are at the heart of everything we do and the vision of the future WFP workforce is one of diverse, committed, skilled, and high performing teams, selected on merit, operating in a healthy and inclusive work environment, living WFP's values (Integrity, Collaboration, Commitment, Humanity, and Inclusion) and working with partners to save and change the lives of those WFP serves.

The United Nations World Food Programme is the world's largest humanitarian agency fighting hunger worldwide. The mission of WFP is to help the world achieve Zero Hunger in our lifetimes. Every day, WFP works worldwide to ensure that no child goes to bed hungry and that the poorest and most vulnerable, particularly women and children, can access the nutritious food they need.

WFP SOUTH SUDAN CONTEXT

Since the independence in 2011, South Sudan continues to face a political crisis which manifests in insecurity associated with an economic crisis and a serious and protracted humanitarian crisis. WFP manages the largest humanitarian response in the country, reaching almost 4.9 million people in 2022. WFP also facilitates access for all other humanitarian agencies through its humanitarian air services and logistics support capacity. The Country Office encompasses approximately 1,300 employees across 15 Field offices providing assistance through the provision of vital life-saving food assistance using food distribution or cash-based transfers, school meals, malnutrition prevention and nutrition treatment activities, as well as asset creation and livelihood support.

The Country Office launches its recently developed ‘Country Strategic Plan (CSP)’ which closely links the Sustainable Development Goals and translates these into specific WFP Strategic Results, Outcomes, and Activities.

JOB PURPOSE

To serve as Team Leader and provide strategic and operational HR support in conducting and implementing the Organizational Alignment Exercise planned for early 2023. The exercise will ensure the CO structure and staffing composition adequately meets the current and future needs of the Country Strategic Plans. The exercise will facilitate the CO system goal of moving to area-based programming by transitioning to an area office model to strengthen its field capacities, moving resources to where it is needed the most.

The exercise will benchmark against other CO structures and ensure a systemised and standardised approach to its structure review with the appropriate application of contractual modalities. The project aims to ensure the CO has the right staffing size, profiles, within its budgetary limitations.

Under the overall technical guidance of the Senior HR Business Partner, the exercise will be conducted in two phases:

Phase I: Organizational Structure Alignment and Contract Review Exercise Phase II: Implementation of Organizational Alignment Exercise

KEY ACCOUNTABILITIES (not all-inclusive)

Communication Strategy: Design and implement the communication and engagement strategy. Create and maintain awareness and information distribution to all stakeholders. Conduct field missions to engage staff on the objectives and implications of the exercise.

Organizational Structure Alignment will include a review of needed roles positions/functions, analysis of current/future workforce profiles needed, reporting lines, span of control, identification of talent/skill gaps. The review will determine functions to be maintained, reclassified (conduct grade classification), posts to be merged, abolished or created. It will review reporting lines with a focus on the impact of CSP on roles and responsibilities to be reflected in revised Terms of Reference (TORs). Support delivery of new CSP related TORs in close collaboration with management and in alignment with WFP guidelines. Ensure organograms are updated in accordance to WFP standards.

The org alignment exercise will be guided by WFP HR Policy and frameworks in relation to job profiles, titles and job evaluation and grading.

Profile / Skills Gap Analysis: Evaluate current workforce to identify profile gaps in relation to technical capacities, CSP related functions, and assess if any existing functions are to be re-profiled. Support efforts in developing a Learning and Development plan to meet any skill gaps. Manage capability building, working with managers to understand individual and business requirements, and delivering development solutions.

KEY ACCOUNTABILITIES CONTINUED

Contractual Review: Assess and recommend appropriate WFP contract types based on job functions and operational needs. Identify core functions to shift from temporary to longer term contracts in line with the recently issued Staffing Framework.

Implementation and Cost Analysis: Establish an Implementation Plan for the country office and ensure implementation of recommendations endorsed by the Country Director (CD). Act as lead in coordinating and tracking the successful execution of changes in a prioritised manner considering budgetary and timely requirements. Oversee and escalate challenges which could hinder the implementation of HR implementation plan.

HR Operations: Oversee the implementation of solutions to attract, recruit, select and contract staff.

Reporting: Draft reports and provide monthly project updates to management on the OA exercise and its implementation status. Analyse and document lessons learnt with recommendations in the final report.

Travel to field offices and provide HR support as needed.

STANDARD MINIMUM ACADEMIC QUALIFICATION

Advanced university degree in Human Resource Management, Public or Business Administration, Industrial Psychology or other relevant field, or First University degree with additional years of related work experience or trainings/courses.

MINIMUM EXPERIENCE REQUIREMENT

Minimum of 6 years of progressively responsible relevant work experience and expertise in HR Mgt, Organisational Design and Talent Acquisition At least 2-3 years’ experience in organizational transformation projects Demonstrated ability to manage projects and handle HR operations Track record of successful project delivery Experience of managing small teams of staff Experience within WFP and/or other UN agencies is desired