Consultant to identify the capacity and profiles requirements for a ‘Fit for Purpose’ office structure, UNICEF Thailand Country Office, Bangkok, Job No #591928

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 fulfilling 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 better future

UNICEF works to ensure the rights of all children in the East Asia and Pacific Region.  This means the rights of every child living in this country, irrespective of their nationality, gender, religion or ethnicity, to:

• survival – to basic healthcare, peace and security;
• development – to a good education, a loving home and adequate nutrition;
• protection – from abuse, neglect, trafficking, child labour and other forms of exploitation; and
• participation – to express opinions, be listened to and take part in making any decisions that affect them

How can you make a difference?

Under the direct supervision of the Deputy Representative Operations, and in coordination with Senior Management Team (SMT)/Country Management Team, (CMT, People and Culture Manager and the Staff Association), CPMP Task Force, UNICEF Thailand Country Office is seeking an individual consultant to conduct a review of the existing skills in TCO in comparison with requirements to align for effective programme delivery of the upcoming Country Programme as detailed in the Explanatory Notes.

 

Purpose of Activity/Assignment:

The overall objective of the consultancy is to assist the UNICEF Thailand Country Office (TCO) in the identification of the capacity and profiles requirements for a ‘Fit for Purpose’ office structure required to effectively deliver the new Country Programme for the period 2027-2031.

The new TCO Programme of Collaboration 2027–2031 (CPD) will be presented to the UNICEF Executive Board in September 2026, within the context of UNICEF’s Global Future Focus Initiative (FFI), the evolving funding context and PSFR Solidarity model, and broader global shifts in the role of multilateral organizations in humanitarian and development settings. The TCO recognizes the need to review and assess required and available profiles (knowledge, experience and skills) to implement the CPD and is hiring a consultant to lead the process.

For the purpose of this consultancy, profile refers to the following:

• Technical knowledge: defined by academic qualifications and/or working experience in the field of work
• Experience: defined by number of years of relevant experience in the subject matter
• Soft skills (i.e. negotiation, inter-personal, networking, etc.)

Under the direct supervision of the Deputy Representative Operations, and in coordination with Senior Management Team (SMT)/Country Management Team, (CMT, People and Culture Manager and the Staff Association), CPMP Task Force, the consultant will conduct a review of the existing skills in TCO in comparison with requirements to align for effective programme delivery of the upcoming Country Programme as detailed in the Explanatory Notes.

The review will address the following questions:

• What type of profile do we need to effectively deliver on the Country Programme priorities including all areas in the current and future operational, programmatic, communication and PSFR context?
• What are the existing profile in TCO workforce? How they are distributed by function (programme, communication, operations, PSFR). To what extent do the current profiles meet the requirements to effectively deliver on the Country Programme priorities?
• What new profiles are required to deliver on programmatic, communication, operational, PSFR and cross‑sectoral priorities. How can we ensure the office remains fit for purpose across different funding and risk scenarios? Where do we need them?
• How can we bridge the gap?

 

Scope of Work:

Informed by the programmatic, fund-raising, communications and operational priorities of the 2027-2031 Country Programme and an initial mapping of profiles needed for the new CPD done at sections level, a GS workforce review, a 2025 PSFR and digital communication functional reviews, the Consultant will:

– Provide a framework to assess the profiles needed in the workforce for the office to deliver the upcoming Country Programme priorities, taking into account profiles in PSFR countries and comparable UNICEF Country Offices

– Analyze the current profiles and identify the capacity gaps.

– Provide a summary of findings

– Propose cost-effective options to fill in the gaps including but not limited to learning and development plans for existing staff.

The consultant will work closely with Country Management Team (CMT) members to discuss outcomes of the profile mapping exercise and analysis, identification of potential profiles to support office efficiency and recommendation mechanisms to address the gaps for efficient delivery of new country programme.

 

Work Assignment and Deliverables:

A four-phase evidence-based approach will be adopted to allow for the collection, analysis, and presentation of data considering the programming, fundraising, communications and operations multiple dimensions. The approach will facilitate a continual emphasis on communication.

Phase 1: Understand implications of the CPD and existing profiles

The consultant will conduct a comprehensive review of the TCO CPD and explanatory notes, other relevant document from previous exercises including preliminary internal skill mapping exercise at section level conducted by section chiefs and HR, PSFR, Communications and Operations Strategies. This review will include the following activities:

• The Consultant will review CPD and related documents and meet with Senior Management and Section Chiefs, PSFR Regional Support Centre, Regional Office/Centre of Excellence to explore the impact of new and evolving programmatic, fund-raising, communications and operational strategies.
• Develop a framework matrix for the profiles assessment
• Methodology: the consultant will propose the methodology for the purpose of the exercise combining both quantitative and qualitative inputs from all sections, employing the following suggested methodologies: Desk Review, participatory discussion across teams and roles, CMT/CPMP Taskforce meeting and Job Analysis Tools applicable.

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.
• A specific workplan including a timetable, the interaction mechanism with stakeholders, the work methodology to be used and initial feedback.
• Organize initial interaction with all management, CPMP taskforce, sections to collect information.

 

Phase 2: Determine existing profiles and identify capacity gaps

The consultant will conduct an assessment through mapping existing capability based on the profiles required to achieve the organization’s strategy. The data will be collected, analyzed and incorporated into a profiles matrix showing the required and available profiles allowing for next steps in functional review, affordability analysis and relevant CPMP exercises.

The Consultant will facilitate meetings with Section Chiefs, team leads and staff groups to review and validate the data leading to discussions on the implications and opportunities for functional areas based on the capacity gaps.

Output:

• List of profiles required to effectively implement the new CPD
• Evaluate the current profiles across the office against requirements of the new CPD
• Identify strengths and gaps of the current workforce by section, highlighting high-risk and priority areas from CPD delivery and operational effectiveness.
• Draft profile assessment and gaps report consolidating the result of the analysis against existing profiles  – to be presented to the CPD-CPMP Task Force, the CMT and All Staff.
• Electronic file (PowerBI or equivalent) containing the profile matrix, mapping the required and existing profiles for each functional area against CPD priorities.

 

Phase 3: Identify solutions to bridge capacity gaps

The consultant will provide recommendations to address the gaps and facilitate a process to on effective investment to bridge the capacity in close consultation with People and Culture and CMT members which includes learning and development of existing profiles, and other means such as recruitment proposals or institutional contracts.

Output:

• A proposal to bridge remaining capacity gaps with include (i) a learning and development plan to close the gaps in functional areas– 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 (ii) any other recommendations to bridge the gap.

 

Phase 4: Final Report

A final report (with an executive summary) will be presented to the CPD-CPMP Task Force, SMT, and CMT, and All Staff documenting the assets, gaps, and solutions identified in Phase 3.

Output:

• A PowerPoint Presentation of no more than 10 slides – with Annex Slides that can be presented to the CPD/CPMP Task Force for review, and then to the CMT for approval
• Presentations to Senior Management, the CMT, CPD-CPMP Task Force and all staff
• Final consultancy report.

 

Duration of Contract:   10 April – 9 June 2026 (The projected timeline for support to Thailand is 6-8 weeks.)

 

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 TCO to develop appropriate solutions to ensure recommendations have the 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 TCO.

 

Duty Travel: None.

 

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

Qualifications or specialized knowledge/ experience required

– Advanced university degree in Human Resources, Organizational Development, Management, or related field.

– At least 8-10 years of demonstrated experience in Human Resources management, workforce planning, skills mapping, job profiling or capacity assessment, organization development, with a strong track record of delivering results.

– Extensive experience conducting job profiling, skills mapping and assessment in hybrid contexts, requiring integrated expertise across programmes, fundraising, communications, and operations, and in middle-income context is an asset.

– Experience working with non-profit organization and development sector. Familiarity with UN system and UNICEF – preferred.

– Previous experience in CPMP or similar assignments within UN agencies is a significant asset.

– Strong analytical skills, interpersonal skills, and strategic thinking that facilitate effective collaboration and communication.

– Knowledge of development sector in Thailand and country context, an asset.

 

Interested candidates are requested to submit CV, cover letter, full contact information of minimum 3 references, availability, and financial proposal in THB by 1 April 2026

 

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 here to serve the world’s most disadvantaged children and our global workforce must reflect the diversity of those children. The UNICEF family is committed to include everyone, irrespective of their race/ethnicity, age, disability, gender identity, sexual orientation, religion, nationality, socio-economic background, or any other personal characteristic.

UNICEF offers reasonable accommodation for consultants with disabilities. This may include, for example, accessible software, travel assistance for missions or personal attendants. We encourage you to disclose your disability during your application in case you need reasonable accommodation during the selection process and afterwards in your assignment. 

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 be expected to adhere to these standards and principles and will therefore undergo rigorous reference and background checks. 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. 

 

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. Consultants 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. 

 

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 for ensuring 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.

UNICEF offers reasonable accommodation for consultants with disabilities. This may include, for example, accessible software, travel assistance for missions or personal attendants. We encourage you to disclose your disability during your application in case you need reasonable accommodation during the selection process and afterwards in your assignment.