Background

The Rwanda Country Office is in the final stages of wrapping up its 8th Country Programme, which has been further extended for an additional year to culminate in June 2024. This extension was orchestrated to harmonize with the United Nations Sustainable Development Cooperation Framework (UNSDCF) as well as the National Strategy for Transformation (NST1 and NST2).

Against this backdrop, the leadership has taken a proactive stance by concurrently initiating the formulation of the Country Programme Document (CPD) and embarking on a critical Human Resources realignment process. This strategic decision has been prompted by a series of transformative shifts that have exerted a considerable influence on both the composition of the team and the overarching performance of the office throughout the preceding years. This reflects the CO’s commitment to adapt and optimize its operational dynamics, leveraging the unique opportunity presented by these co-occurring developments.

By strategically aligning the CPD and HR re-alignment process, the Rwanda CO aims to synergize efforts, strengthen CO teams, and enhance the overall effectiveness of the Rwanda Country Office as it navigates the complex landscape ahead. Recognizing the specific cutting edge and technical thought leadership skills required by the CO to deliver on the 3 Transformative Results and to meet the expectations of the Government of Rwanda vis a vis the United Nations Systems and specifically UNFPA.

Purpose of consultancy:

This consultancy aims to assist the UNFPA Rwanda management in establishing a human resources structure that meets the requirements of the 9th CP taking into consideration other ongoing processes such as a new UNSDCF, the UNCT configuration exercise, and the new NST2.

Scope of work:

Under the overall guidance and supervision of the Country Representative, and in consultation with the Deputy Representative in Rwanda and the ESA Regional Office HR team, the consultant will specifically deliver on the design phase of the realignment process and its parameters as follows;

1. Identify the required staff skill mix needed for the next five years based on the COs strategic priorities of UNFPA in RwandaConduct a capacity analysis of the country office more in light of the the work requirements for a new CP to facilitate identifying capacity gaps.
2. Evaluate the workload distribution and match it with the post requirements;
3. Conduct one-on-one (and potentially group discussions) including discussions with the UNFPA Representative, to ensure a transparent and consultative process;
4. Propose possible options of office organograms to ensure effective delivery of the 9th CPD 2024-2028,
5. Undertake accompanying financial analysis of the proposed structures, and its e impact on the Country Office;
6. Present the requested deliverables at different levels of the process for review and finalise the written report with recommendations for the CO management team and any related entities that must be involved in the process.