JOB DESCRIPTION

General Information

Publication for

Partner

Partner Name

WHO World Health Organization

Position Title

Specialist – Health Workforce HRIS Strategy

Job Category

Human Resources

Duty Station(s)

Dhaka

Seniority Level

Mid Level

ICS Level

ICS 09

Contract Type

ICA – LICA – Specialist – Retainer

Contract Level

LICA 9

Posting Start Date

23-Nov-2025

Posting End Date

29-Nov-2025

Duration

3 months (Working days – 40)

Job Highlight

This is an excellent opportunity to contribute to the strengthening of the health system in Bangladesh through the strategic implementation of HRIS. The position offers a chance to work closely with government health institutions and development partners, providing authoritative advice and adapting existing policies to meet emerging needs.

About the Project Office

The Ministry of Health and Family Welfare (MoHFW) is implementing a range of reform measures to strengthen the resilience, efficiency, and equity of the health system in line with the recommendations of the Health Reform Commission (2025). These reforms aim to align Bangladesh”s health system with the principles of equity, participation, and accountability ensuring that health is realized as both a constitutional right and a public good. In this regard, the Ministry has prepared a comprehensive proposal titled “Health Sector Transformation in Bangladesh”, outlining the strategic priorities, implementation modalities, and expected outcomes of the reform agenda. The proposal emphasizes eight key strategic areas including governance and institutional reform, primary healthcare restructuring, workforce planning, financial sustainability, digital transformation, medicine regulation, documentation of transition strategies, and stakeholder communication. The Ministry seeks the technical and strategic partnership of the World Health Organization (WHO) to support the implementation of these reform initiatives.

Job Specific Context

The Ministry of Health and Family Welfare (MoHFW) is implementing a range of reform measures to strengthen the resilience, efficiency, and equity of the health system in line with the recommendations of the Health Reform Commission (2025). These reforms aim to align Bangladesh”s health system with the principles of equity, participation, and accountability ensuring that health is realized as both a constitutional right and a public good. In this regard, the Ministry has prepared a comprehensive proposal titled “Health Sector Transformation in Bangladesh”, outlining the strategic priorities, implementation modalities, and expected outcomes of the reform agenda. The proposal emphasizes eight key strategi areas including governance and institutional reform, primary healthcare restructuring, workforce planning, financial sustainability, digital transformation, medicine regulation, documentation of transition strategies, and stakeholder communication.

The Ministry seeks the technical and strategic partnership of the World Health Organization (WHO) to support the implementation of these reform initiatives. WHO will provide technical assistance, policy advice, and coordination support to ensure that the reform measures are effectively implemented and aligned with global best practices in health system strengthening.

Role Purpose

The purpose of this consultancy is to provide technical assistance to the Ministry of Health and Family Welfare (MOHFW) and relevant stakeholders in developing a comprehensive implementation plan for an automated HR system through application of existing central Human Resource Information System(HRIS).

Objectives of the Assignment

• Review the current status, structure, and functionalities of the existing central HRIS.
• Map existing HR management functions (especially transfer and posting processes) and workflows across MOHFW and its directorates.
• Identify HR functions suitable for automation (especially promotion criteria, transfer, posting processes) within the central HRIS platform.
• Develop a detailed implementation plan outlining steps, timelines, and responsibilities for automation of HR functions.
• Recommend strategies for institutionalization, capacity building, and sustainability of the automated HR system.

Functions / Key Results Expected

The consultant will be responsible for carrying out the following tasks:

Review and Assessment

• Review existing HR policies, procedures, and digital tools currently in use across relevant directorates.
• Assess the current functionalities, data architecture, and capacity of the existing central HRIS.
• Identify system gaps, redundancies, and potential integration points.

Mapping of HR Processes

• Document current HR management workflows (e.g., recruitment, posting, transfer, promotion, leave, and training management).
• Provide special focus on setting promotion criteria (such as seniority, educational qualification and credentials, service length, rural and urban service, etc.), transfer and posting criteria.
• Identify bottlenecks and manual processes that can be automated.

Identification of Automation Opportunities

• Recommend specific HR functions and sub-functions suitable for automation within the existing HRIS framework.
• Define technical and administrative prerequisites for automation (data, connectivity, security, governance).

Development of Implementation Plan

• Develop a detailed roadmap for automation of HR functions through the central HRIS, including:
  • Step-by-step activities and deliverables
  • Timeline and milestones
  • Institutional roles and responsibilities
  • Required resources and capacity needs
  • Risks and mitigation measures
• Prepare a logical framework (results matrix) for implementation monitoring.

Validation and Finalization

• Present the draft implementation plan to MOHFW and stakeholders for validation.
• Incorporate feedback and finalize the implementation plan.

Expected Deliverables:

Sl. No.

Activities

Deliverables

Timeline

1

Inception and Desk Review –

Conduct an inception meeting, finalize methodology, and prepare detailed work plan outlining scope, approach, and milestones for HR automation planning.

Inception Report and Desk Review –

Detailed work plan and methodology describing key steps, data sources, and analytical framework.

Day 1-5

2

HR Process Mapping and Documentation – Review and document existing HR workflows, including recruitment, promotion, transfer, and posting processes, and assess current digital systems and interoperability gaps.

HR Process Mapping Report (Existing Situation) –Comprehensive documentation of current HR processes and digital ecosystem, identifying process inefficiencies and data flow gaps.

Day 6-15

3

Development of Draft Implementation Plan – Design a detailed plan for automating HR functions through a centralized HRIS, covering workflow automation, integration requirements, and functional modules (promotion, transfer, posting, etc.).

Draft Implementation Plan – Structured plan for HR function automation with proposed timelines, responsibilities, and digital architecture recommendations.

Day 16-25

4

Stakeholder Consultation and Validation Workshop – Facilitate consultation sessions with MoHFW, HR units, ICT cell, and partners to validate the draft implementation plan and incorporate feedback.

Validation Workshop Report – Summary of stakeholder discussions, feedback, and key recommendations incorporated into the final report.

Day 26-32

5

Finalization and Submission – Revise and finalize the implementation plan integrating feedback, outlining roadmap, responsibilities, capacity-building needs, and sustainability strategy.

Final Report – Finalized and approved implementation plan with clear roadmap, institutional responsibilities, and sustainability framework.

Day 33-40

Skills

Communication, Facilitation, Human Resources Information Systems, Stakeholder Management, Strategic Planning

Competencies

Treats all individuals with respect; responds sensitively to differences and encourages others to do the same. Upholds organisational and ethical norms. Maintains high standards of trustworthiness. Role model for diversity and inclusion.

Acts as a positive role model contributing to the team spirit. Collaborates and supports the development of others. For people managers only: Acts as positive leadership role model, motivates, directs and inspires others to succeed, utilizing appropriate leadership styles.

Demonstrates understanding of the impact of own role on all partners and always puts the end beneficiary first. Builds and maintains strong external relationships and is a competent partner for others (if relevant to the role).

Efficiently establishes an appropriate course of action for self and/or others to accomplish a goal. Actions lead to total task accomplishment through concern for quality in all areas. Sees opportunities and takes the initiative to act on them. Understands that responsible use of resources maximizes our impact on our beneficiaries.

Open to change and flexible in a fast paced environment. Effectively adapts own approach to suit changing circumstances or requirements. Reflects on experiences and modifies own behavior. Performance is consistent, even under pressure. Always pursues continuous improvements.

Evaluates data and courses of action to reach logical, pragmatic decisions. Takes an unbiased, rational approach with calculated risks. Applies innovation and creativity to problem-solving.

Expresses ideas or facts in a clear, concise and open manner. Communication indicates a consideration for the feelings and needs of others. Actively listens and proactively shares knowledge. Handles conflict effectively, by overcoming differences of opinion and finding common ground.

Education Requirements

Required

• Bachelor’s degree (or equivalent) in ICT related subjects, Public Health, Human Resource Management, or related fields with 4 years of relevant experience OR
• Master’s degree (or equivalent) in any of the above or related fields with 2 years of relevant experience is required.

Experience Requirements

Required

• Minimum 2 years of relevant professional experience in health workforce Planning and HRIS, HRH policy, or health systems strengthening.
• Proven experience in conducting HRIS planning or strategic planning.
• Familiarity with national health policies, HR information systems, and global HRH frameworks (e.g., WHO NHWA, Workload Indicators).
• Proficiency in workforce modeling tools and data analysis software.
• Excellent facilitation and communication abilities.

Desired

• Experience working with government health institutions and development partners is desirable.
• Strong programming, quantitative, and writing skills.

Language Requirements

LanguageProficiency LevelRequirementEnglishFluentRequiredBengaliFluentRequired

Additional Information

• Please note that UNOPS does not accept unsolicited resumes.
• Please note that UNOPS will at no stage of the recruitment process request candidates to make payments of any kind.
• Applications to vacancies must be received before midnight Copenhagen time (CET) on the closing date of the announcement. Applications received after the closing date will not be considered.
• Please note that only shortlisted candidates will be contacted and advance to the next stage of the selection process, which involves various assessments.
• UNOPS embraces diversity and is committed to equal employment opportunity. Our workforce consists of many diverse nationalities, cultures, languages, races, gender identities, sexual orientations, and abilities. UNOPS seeks to sustain and strengthen this diversity to ensure equal opportunities as well as an inclusive working environment for its entire workforce.
• Qualified women and candidates from groups which are underrepresented in the UNOPS workforce are encouraged to apply. These include in particular candidates from racialized and/or indigenous groups, members of minority gender identities and sexual orientations, and people with disabilities.
• We would like to ensure all candidates perform at their best during the assessment process. If you are shortlisted and require additional assistance to complete any assessment, including reasonable accommodation, please inform our human resources team when you receive an invitation.

Terms and Conditions

• For staff positions only, UNOPS reserves the right to appoint a candidate at a lower level than the advertised level of the post.
• For retainer contracts, you must complete a few mandatory courses (they take around 4 hours to complete) in your own time, before providing services to UNOPS. Refreshers or new mandatory courses may be required during your contract. Please note that you will not receive any compensation for taking courses and refreshers. For more information on a retainer contract here.
• For more details about the contract types, please click here.
• All UNOPS personnel are responsible for performing their duties in accordance with the UN Charter and UNOPS Policies and Instructions, as well as other relevant accountability frameworks. In addition, all personnel must demonstrate an understanding of the Sustainable Development Goals (SDGs) in a manner consistent with UN core values and the UN Common Agenda.
• It is the policy of UNOPS to conduct background checks on all potential personnel. Recruitment in UNOPS is contingent on the results of such checks.