UN Women, grounded in the vision of equality enshrined in the Charter of the United Nations, works for the elimination of discrimination against women and girls; the empowerment of women; and the achievement of equality between women and men as partners and beneficiaries of development, human rights, humanitarian action and peace and security. UN Women has a triple mandate that encompasses normative, coordination and operational functions. Most recently, as per executive guidance, the organization aims to strengthening its “pivoting to the field” approach, which means, enhancing the capacity and resources on the ground to deliver on our triple mandate. This approach should serve as guiding principle of this consultancy.

Learning and Development (L&D) has been identified as a key priority for personnel in the UN Women Europe and Central Asia (ECA) region through various consultations and staff surveys to ensure corporate and staff success. The main areas identified include digital transformation, climate change, and innovative communication. Additionally, building skills and technical capacities in specific areas such as Women’s Economic Empowerment (WEE), Humanitarian Action/DDR, Results-Based Management (RBM) & Monitoring, leadership and staff management, and operations have been highlighted in a recent internal audit and functional analysis for the ECA regional office (ECARO). Based on this, resources have been set aside to develop a L&D Strategy and Plan for the whole ECA region to be implemented by end of 2025.

The objective of the UN Women ECA Learning and Development Consultancy is to advise the leadership in building a learning culture within UN Women ECA and ensures learning plans – both group and individual – are developed and implemented successfully to enhance team and individual workplace performance, knowledge sharing, and career development of personnel within the timeframe established in line with corporate priorities.

Duties and Responsibilities

Within delegated authority the L&D Consultant shall ensure efficient, timely, responsive, client-friendly, and high-quality support is rendered to UN Women and its beneficiaries in the accomplishment of these three Terms of References (TORs):

Learning needs assessment

  • Carry out a learning needs assessment to validate and refine identified areas and asses other priority areas – Thematic/Technical/Functional/Soft Capacity Building
  • Conduct a personnel and focus group survey (with teams and different groupings – thematic, operations, leadership, communications etc) to assess the learning and development needs for individuals and teams;
  • Conduct a Literature review, including the Regional Functional Analysis, Thematic Evaluation Reports, Retreat reports, to validate priority areas identified - Digital Transformation, Climate, Innovative Communication, Humanitarian, leadership;

Scope of Learning and Development:

  • Identify capacity learning options in areas identified - for better performance of different functions and expectations;
  • Identify Corporate Learning options to develop skills and competencies across all functional areas in ECA region including disaster preparedness / first respondents, Project/Programme Management, Humanitarian Action/DRR, Climate Change, Operations and Human Resources;
  • Identify thematic and operations areas where UN Women personnel can be trained to serve as trainers/coaches for newcomers;
  • Identify options available to facilitate Career/Talent Development to prepare individuals in developing their career within UN Women;
  • Determine Learners’ profiles – type /level across all functions of UN Women ECARO;
  • Recommend coaching/mentoring opportunities, non-learning opportunities, detail assignments / Job Swap / Job Shadowing for ECA individuals and teams;
  • Provide learning and development recommendations for managers on people management, championing staff wellbeing and role modeling (targeting Heads of Offices, Deputy Heads of Offices, Operations Managers and Programme Management Specialists;

Learning Strategy & Learning Plan

  • Develop an internal communication strategy around the L&D initiative;
  • Develop a regional learning need analysis in key thematic, technical, and operational functional areas based on objectives and end-in-mind and linked to UN Women emerging priorities;
  • Develop a Regional Learning Strategy and Plan in coordination with the Taskforce, considering the learning principles; budget allocation, identification of learning and development opportunities, selection criteria, a menu of available learning resources in and outside UN Women/UN and evaluation of the learning activities;
  • Develop strategies to support strengthening of L&D culture in ECA;
  • Develop and curate content based on existing resources and emerging needs in the regions;
  • Collaborate with task force to oversee and provide technical assistance in rolling out the plan;
  • Establish a monitoring system to measure for success, return on investment, and prepare regular implementation progress and results reports;


The L&D Consultants will meet regularly with the Regional HR Business Partner UN Women ECARO and L&D Taskforce as needed.

Duration of contract

The total work period of the consultants will be from 15 June 2024 – 14 August 2024 (2 months)

  • 15 June – 14 July 2024 - Learning needs assessment
  • 15 July – 14 August 2024 - Development of L&D Strategy and Plan.

Duty Station or Location of Assignment

The consultants will work remotely, home-based with regular video and phone conference calls as necessary.


Output 1 (Deadline: 14 July 2024):

  • Prepare an internal communication strategy for the initiative and submit to the Taskforce;
  • Conduct personnel and focus group survey on Learning and Development needs for individuals and teams;
  • Review existing UN Women and UN trainings opportunities for personnel;
  • Draft regional learning need analysis based on objectives and preliminary data collection;
  • Completion regional learning need analysis;
  • Determine Learners’ profiles across all functions of UN Women ECA;
  • Recommend coaching / mentoring opportunities, non-learning opportunities, detail assignments / Job Swap / Job Shadowing;
  • Provide learning and development recommendations for managers on people management and championing staff well-being;

Output 2 (Deadline: 14 August 2024):

  • Develop a Regional Learning Strategy and Plan in collaboration with the Taskforce, including learning principles, budget allocation, identification of leaning and development opportunities, selection criteria, a menu of available learning resources and evaluation of the learning activities;
  • Develop and curate content based on existing resources and emerging needs in the regions;
  • Develop strategies to strengthen the L&D culture in ECA;
  • Collaborate with the task force to oversee and provide technical assistance in rolling out the plan;
  • Establish a monitoring system to measure success and prepare regular progress and results reports.

Fee and payment schedule

The consultant will be paid based on country of consultancy at Specialist Rates of the salary scale in 2 instalments, upon satisfactory submission of outputs.

  1. First instalment upon completion of OUTPUT 1, by 14 July 2024.
  2. Second and Final instalment upon completion of OUTPUT 2, by 14 August 2024.

Performance indicators

Performance indicators for evaluating the consultant’s work and certifying of payment include:

  • Timeliness of submissions in line with the TORs and requests from the supervisor;
  • Value of services rendered in relation to their costs;
  • Readability and clarity of material;
  • Responsiveness to feedback;
  • Quality of analysis, recommendations, and conclusions in reports/studies;
  • Comprehensiveness and relevance of data/analysis;
  • Utility of training materials and suggested learning course;


These Terms of Reference will be implemented under the direct supervision and the overall guidance of the Regional HR Business Partner UN Women ECARO.

Consultant’s Workplace

The consultant will carry the learning needs assessment on personnel and focus group through surveys and phone interviews, zoom etc to understand the unique profiles and needs of the learners. The Consultant will engage with key managers, personnel, programme partners and subject matter experts to gather insights into the real-world challenges faced in their respective roles. This collaborative approach will provide a holistic view of the skills and competencies required for success. 

A kick-off brief between the consultant and the identified stakeholders will be done online to align expectations and KPIs. One-on-one online interviews with focus groups will be conducted to collect data, allowing for a nuanced understanding of specific skill gaps.


Core Values: 

  • Respect for Diversity 
  • Integrity 
  • Professionalism 

Core Competencies: 

  • Awareness and Sensitivity Regarding Gender Issues 
  • Accountability 
  • Creative Problem Solving 
  • Effective Communication 
  • Inclusive Collaboration 
  • Stakeholder Engagement 
  • Leading by Example 

Please visit this link for more information on UN Women’s Core Values and Competencies: 


  • Capacity Building Expertise: Demonstrated ability to design, deliver, and evaluate capacity building programs and initiatives tailored to diverse organizational needs and contexts.
  • Strategic Planning: Proven skills in strategic planning, including the ability to analyze organizational learning needs, develop comprehensive learning strategies, and align them with broader organizational goals.
  • Stakeholder Engagement: Ability to effectively engage with diverse stakeholders, including senior management, staff members, and external partners, to gather insights, build consensus, and foster collaboration in learning and development initiatives.
  • Training and Facilitation: Proficiency in designing and delivering engaging training sessions and workshops, utilizing a variety of adult learning methodologies and technologies to ensure effective knowledge transfer and skill development.
  • Evaluation and Monitoring: Experience in designing and implementing monitoring and evaluation frameworks to assess the impact and effectiveness of learning interventions, using both qualitative and quantitative data analysis techniques.
  • Change Management: Understanding of change management principles and experience in supporting organizational change efforts by promoting a culture of continuous learning and adaptation.
  • Communication and Knowledge Sharing: Strong communication skills, both verbal and written, with the ability to effectively convey complex information to diverse audiences and facilitate knowledge sharing across teams and departments.
  • Innovation and Adaptability: Demonstrated creativity and flexibility in adapting learning and development approaches to meet evolving organizational needs and emerging trends in the field of capacity building and professional development.

Required Skills and Experience

Education and Certification:

  • Advanced university degree in human resources, learning & development, and administration, or related, preferably with a focus on institutional capacity development, changing mindsets, and behavioral insights.


  • Minimum of 10 years of established capacity development experience, including developing and delivering training contents and programmes for international organization;
  • Experience in delivering training(s) on various thematic areas with a focus on institutional capacity development;
  • Experience in conducting research and learning needs assessments with a strong understanding of academic literature in innovation, leadership, administration, and programmatic areas;
  • Experience in designing and implementing learning and development courses in the areas of innovation, leadership, administration, and programmatic areas;
  • Proficient in using all Microsoft Office programs, including PowerPoint, and internet research tools;
  • Experience in coaching is desirable;


  • Fluency in verbal and written English is required.
  • Knowledge of additional UN languages is an asset.

How to Apply

  • Personal P11

All applications must include (as an attachment) the completed UN Women Personal History form (P-11) which can be downloaded from:

Kindly note that the system will only allow one attachment. Applications without the completed UN Women P-11 form will be treated as incomplete and will not be considered for further assessment.

  • A cover letter (maximum length: 1 page)


At UN Women, we are committed to creating a diverse and inclusive environment of mutual respect. UN Women recruits, employs, trains, compensates, and promotes regardless of race, religion, color, sex, gender identity, sexual orientation, age, ability, national origin, or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, competence, integrity and organizational need.  

 If you need any reasonable accommodation to support your participation in the recruitment and selection process, please include this information in your application.   UN Women has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UN Women, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination.  All selected candidates will be expected to adhere to UN Women’s policies and procedures and the standards of conduct expected of UN Women personnel 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.)