Consultant: WASH Talent Management Specialist

United Nations Children's Fund (UNICEF)
Home-Based / Remote
Position Type: 
Organization Type: 
International Organization
Experience Level: 
Mid-Level/Senior (8-9 Years)
Degree Required: 
Advanced Degree (Master's or JD)


Please note: this job post has expired! To the best of our knowledge, this job is no longer available and this page remains here for archival purposes only.

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: WASH Talent Management Specialist

Section/Division/Duty Station: Home-based consultancy with the WASH Section, Programme Division, UNICEF Headquarters New York

Duration: 132 working days (October 2020 to March 2021)



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.


UNICEF’s overall objective in water, sanitation and hygiene (WASH) is to contribute to the realization of children’s rights to survival, growth and development through support to programmes that increase equitable and sustainable use of safe and sustainable drinking water, basic and safely managed sanitation, and promote improved hygiene. Strong internal capacity within WASH teams is essential.  –

UNICEF aims to further develop existing WASH talent and to seek external talent to bring in a more diverse pool of candidates and to build on shifts in UNICEF WASH programming .to optimize the ways that UNICEF’s resources (financial, human) can lead to the acceleration of progress towards SDG 6 across the range of  programming options from service delivery and humanitarian response to financial leveraging and strengthening of the enabling environment. Managing talent in our workforce requires a concerted effort to correct imbalances in the gender and geographic origin of WASH staff members. Diversity increases programme effectiveness, accuracy and objectivity of team decisions, analytical thinking, innovation, creativity, the ability to deal with complexity through enhanced problem-solving capacity, and better reflects the communities that UNICEF serves around the world.  

The purpose of this assignment is to support and advise across each of the Talent Management Initiative (TMI) steps, including Talent Acquisition, Engagement, Performance Management, and Learning & Development, but the focus will be principally on Rewards & Recognition, Competency Management, Career Planning & Development, Leadership Development, Succession Planning, and Talent Requirements.

Terms of Reference / Deliverables

Under the management of the Senior WASH Adviser (Results & Resources) and under the guidance of the WASH’s HR business partner and diversity and inclusion specialist, the consultant shall undertake the following tasks:

  • Analyse in depth the responses to the WASH succession planning questionnaire and the WASH P5 Batch Vacancy Announcement, both sent to P4 and P5 staff, and prepare a summary of the results to present to senior WASH staff in HQ and Ros.
    • Capture staff interest in an advanced mini rotation exercise and align this with the organization’s mobility exercise.
  • Prepare for a Talent review of P5 staff, to be scheduled and carried out with senior WASH staff (HQ Team Leaders and Regional Advisers) and DHR by preparing the objectives, desired outcome, background information and individual staff files for review.
    • Prepare a summary review of the P5 roles in the respective regions
    • Prepare the skills, traits and experience required for P5 roles required and typologies at Regions and Country levels.
  • Prepare for a Talent review of P4 staff, to be scheduled and carried out with senior WASH staff (HQ Team Leaders and Regional Advisers) and DHR by preparing the objectives, desired outcome, background information and individual staff files for review.
    • Identify skills and competencies required for P5 to match with skills and readiness of the P4 staff for those roles.
    • Set and agree on criteria to be used for strength, growth areas, and readiness within an agreed scope and timeline.
  • Establish a development plan for staff to help them achieve their goals based on a clear structure of opportunities based on the TMI wheel, with a focus on high-potential P4 staff and P5 staff interested to move into management roles.
  • To support greater gender parity amongst national staff, develop tip sheets and a methodology for workforce planning for WASH Chiefs, with a focus on dissemination first amongst countries in the Accelerating Sanitation & Water for All (ASWA) programmes. It would be desirable to also target Regional Advisors and Deputy Reps also as they will be heavily involved in the selection process for WASH Chief positions.
  • To encourage career planning amongst NOB, NOC, P2 and P3 women, develop a plan and supporting materials for group coaching that can be implemented and managed by the Women in WASH initiative co-chairs.


Main Tasks/Milestones:         Deliverables/Outputs: Timeline:

Analysis of WASH succession planning questionnaire in-depth       Detailed analysis             By end October

Preparation of all supporting documentation for P5 talent review     Supporting documents      By end January

Preparation of all supporting documentation for P4 talent review    Supporting documents       By end January

Development plan for P4 and P5 staff to help them reach their career interests and goals, including mapping of current skills and readiness based on predefined/pre-agreed criteria Development plan       By end February

Resources for Regional Advisors , WASH Chiefs and Dep Reps to encourage greater gender parity amongst national and international WASH staff         Tip sheet and methodology

Monitoring tool          By end February

Plan and supporting materials for group coaching of women            Coaching plan and resources         By end March



  • Advanced university degree in social science, human resources, administration or related field.

Knowledge/Expertise/Skills required:

  • Eight to ten (8-10) years’ experience with a National and/or International/large Organization in developing talent management or change management or skill enhancement projects
  • Strong understanding of humanitarian aspects is an asset
  • Previous experience in developing and rolling out Talent Management, workforce planning strategies mainstreaming diversity is required
  • Proven experience in developing HR strategies including coaching/mentoring; experience in strategies to address and mainstream gender, diversity and inclusion is highly desired. 
  • Ability to express clearly and concisely ideas and concepts in written and oral form and to formulate concise recommendations for actions following the consultancy.
  • Demonstrated ability to work in a multi-cultural environment and establish harmonious and effective working relationships both within and outside the organization.


  • Completed profile in UNICEF's e-Recruitment system and provide Personal History Form (P11) Upload copy of academic credentials
  • 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, race, sexual orientation, nationality, culture, appearance, socio-economic status, ability, age, religious and ethnic backgrounds 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.

Advertised: 05 Oct 2020 Eastern Daylight Time
Deadline: 19 Oct 2020 Eastern Daylight Time