TERMS OF REFERENCE

Title of the Assignment: Organizational change, capacity building and facilitation consultant

Name of unit/sector: Employee Experience Unit, Talent Management Service, Human Resources Management Department (HRMD)

Place of Assignment: Geneva, Switzerland

Expected duration of assignment: from September 2024 – under the conditions of a framework agreement for a duration of 5 years for on demand utilization of services.

(Note it is anticipated that the consultant will not work full-time but on a “needs” basis.)

1. Background

WIPO recognizes the need to reassess its employee value proposition to cultivate an environment that inspires, aligns employees with the Organization’s purpose and vision, enables peak performance, supports professional growth, and fosters readiness for organizational transformation.

In 2024, in alignment with the HR Strategy to foster a vibrant organizational culture, the Human Resources Management Department (HRMD) embarked on a cultural change journey that encourages open dialogue, collaboration, knowledge sharing and networking among staff and managers. This approach aims to improve organizational agility, enhance communication skills, foster individual and collective growth, and reinforce a performance-driven culture within the Organization.

The organizational change, capacity building and facilitation consultant will play a crucial role to complement WIPO’s internal strategy and efforts by designing, implementing, and refining initiatives, including developing and delivering a range of capacity building activities, focusing on talent management, performance management, mobility, rewards and recognition and engagement. The consultant will support the delivery of key milestones and outcomes to develop across WIPO, leveraging participant feedback to iteratively improve future offerings.

2. Objectives of the Assignment

a) Identify and address key organizational gaps through targeted capacity-building initiatives.

b) Partner with the Talent Management Service of HRMD to design, deliver, and evaluate organizational and operational solutions that will help build capacity that are aligned with business objectives and requirements, and produce targeted outcomes to enhance individual, team, and organizational capabilities.

c) Design capacity building activities that increase staff skills to have growth and development conversations, provide feedback, conduct talent reviews, strategize professional development, etc. to improve WIPO’s workplace experience and to help support the shift to an organization that is more agile, flexible, and innovative one.

d) Elevate talent management practices and foster a learning, growth-based culture within the Organization.

e) Train staff and managers in effective communication, negotiation, and conflict resolution skills to drive collaboration and innovation within the Organization.

f) Provide best practices and trends in the evolution of the working environment and leverage these insights to shape the future organization.

g) Contribute to the design of a systems-thinking approach to drive a “full system-change” through coordinated interventions and initiatives at all organizational levels.

3. Tasks and Deliverables

a) Review of business processes
• Evaluate current talent practices to recommend improvements, better align with business and organizational priorities, and identify change management approaches to increase impact.

b) Development of Employee Experience frameworks
• Analyze employee data, conduct needs assessment, and review key metrics including engagement surveys, exit surveys and operational data.
• Utilize the findings to shape the design of talent and capacity building frameworks.

c) Change Management Risk Mitigation
• Identify potential risks and resistance to change.
• Recommend and co-develop mitigation strategies to address challenges and achieve positive outcomes effectively.

d) Design of Employee Experience initiatives, including facilitation of competency-based sessions
• Co-design the methodology, content and agenda of capacity building initiatives.
• Incorporate feedback from the HRMD team and business stakeholders.
• Facilitate capacity building initiatives, 1:1 clinics, and team/group interventions, ensuring active participation and engagement of participants through an engaging facilitation method.

e) Evaluation of and Reporting on Talent Management Initiatives.
• Evaluate capacity building programs and provide recommendations on how to increase impact and improve delivery.
• Develop reports, consolidating key insights and recommendations derived from various talent management initiatives.

4. Reporting

The Organizational change, capacity building and facilitation consultant will report to the Senior Employee Experience Manager in the Human Resources Management Department.

5. Profile

Education:

• Advanced degree in Business Administration, Organizational Psychology, Organization Development, Change Management, Leadership Development, Human Resources or other related area.

Experience:

• Extensive experience in employee experience, organizational development, psychology or a related field.

• Outstanding capacity building and adept facilitation of complex situations.

• Excellent Knowledge of HR management.

• Strong influencing skills and ability to build/maintain effective relationships.

• Excellent problem solver with strong analytical skills, not afraid of exploring new paths and operating models.

• Digital savvy – familiar with Engagement, Performance Management and Talent Market place platform capabilities and aware of new digital innovations and trends.

• Experience working in an international/culturally diverse environment.

Skills:

• Excellent communication, interpersonal and presentation skills.
• Excellent facilitation skills.
• Excellent ability to work quickly and calmly under tight deadline requirements and with minimum supervision.
• Ability to grasp new ideas and subjects quickly.

Language:

Essential:
• Excellent written and spoken knowledge of English.

Desirable:
• Working knowledge of French.

6. Duration of contract and payment

Selected applicants will be offered a framework agreement of up to 5 years, and they will be given assignments as the business needs arise during the agreement period.

Applicants are requested to provide an indication of their remuneration expectations in Swiss francs.  Only applicants who have indicated a daily rate will be considered.

• Develop reports, consolidating key insights and recommendations derived from various talent management initiatives.

7. Other information

ICS (Individual Contractor Services) fall outside the coverage of employment contracts for WIPO Staff members and are not subject to the WIPO Staff Regulations and Rules.  It is an independent contractor’s agreement. ICS are not entitled to payment for holiday and sick leave, medical insurance, or staff pension benefits.