JOB DESCRIPTION

General Information

Publication for

Partner

Partner Name

WHO World Health Organization

Position Title

Specialist – Health Worker Career Pathways

Job Category

Health, Safety, Social and Environmental

Duty Station(s)

Dhaka

Seniority Level

Mid Level

ICS Level

ICS 10

Contract Type

ICA – LICA – Specialist – Retainer

Contract Level

LICA 10

Posting Start Date

25-Nov-2025

Posting End Date

01-Dec-2025

Duration

3 months

Job Highlight

This is an excellent opportunity to contribute to strengthening the health system in Bangladesh by improving the career prospects and job satisfaction of health workers. The position offers a chance to work on a high-impact project with significant implications for the quality and accessibility of healthcare services. It also provides opportunities for professional development and collaboration with key national and international partners.

About the Country/Multi-Country Office

Since 1972 WHO has been a key partner of the Government of Bangladesh and provided technical advice and support for the development and improvement of the health of the country’s population.

The organization has been supporting the Government, and working in collaboration with other partners, for the attainment of the highest possible level of health by all. It has been providing support for the development and strengthening of the country’s public health systems. Currently WHO support is guided by a broad framework known as the WHO Country Cooperation Strategy (CCS) for 2014-2017.

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 strategic area,s 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.

A well-structured and transparent career pathway is critical for improving motivation, retention, and performance of the health workforce. In Bangladesh, the health workforce comprises various cadres, including doctors, dentists, nurses, midwives, technologists, and public health professionals who play vital roles in service delivery. However, limited opportunities for career advancement, unclear promotion criteria, and lack of standardized progression frameworks have been identified as major factors contributing to job dissatisfaction and attrition, particularly in rural and hard-to-reach areas.

To address these challenges, the Ministry of Health and Family Welfare (MOHFW), with technical support from the World Health Organization (WHO), intends to develop career pathways for key health worker cadres. These pathways will outline structured progression routes, competency requirements, promotion criteria, and professional development options aligned with national HRH policies and global best practices.

Role Purpose

The purpose of this consultancy is to provide technical assistance to the MOHFW and relevant stakeholders in designing career pathways for the key health workers under the Ministry of Health and Family Welfare (MOHFW), such as medical doctors, dentists, nurses, and pharmacists.

This ICT assignment will complement the work of the health systems consultant responsible for policy and content development, by providing the technical architecture, software development, and integration necessary for implementing a fully digitalized solution.

Objectives of the Assignment

• Examine existing HR policies, regulations, and practices related to the career progression of key health worker cadres.
• Determine gaps, challenges, and opportunities in current career structures.
• Develop career pathway frameworks for selected cadres (e.g., medical doctors, dentists, nurses, and pharmacists).
• Define competencies, qualifications, and experience requirements for each level in the pathway.
• Provide recommendations for the integration of career pathways into national HRH strategies and systems.

Functions / Key Results Expected

The consultant will undertake the following tasks:

• Carry out a desk review of relevant documents, including HRH policies, service rules, job descriptions, and international best practices on health workforce career pathways.
• Consult key stakeholders (MOHFW, DGHS, DGFP, BNMC, relevant professional councils, academia, and development partners) to gather inputs.
• Assess current career progression mechanisms and identify bottlenecks affecting motivation, retention, and performance.
• Develop draft career pathway frameworks for identified cadres, detailing:
• Levels and positions
• Core competencies and required qualifications
• Professional development and training requirements
• Promotion and progression criteria
• Lateral movement and specialization options
• Facilitate validation workshops with stakeholders to refine and finalize the frameworks.
• Prepare a final report including the frameworks, policy recommendations, and implementation roadmap.

Expected Deliverables:

S.No.

Activities

Deliverables

Timeline

1

Inception and Desk Review Phase –

Conduct an inception meeting, finalize the methodology and work plan, and carry out a comprehensive desk review of the existing HRH structure, policies, and relevant frameworks.

Inception Report and Desk Review –

Comprehensive assessment of the current HRH situation, policy landscape, and existing professional development systems.

Day 1–10

2

Development of Draft Career Pathways Framework –

Design an initial framework outlining potential career pathways, progression mechanisms, and competency-based promotion criteria for selected cadres.

Draft Career Pathways Framework –

Initial draft document for selected cadres, highlighting structure, progression ladders, and linkage with HR policies.

Day 11–25

3

Stakeholder Consultations and Validation Workshops –

Conduct consultation meetings with MoHFW, HR units, and development partners to review, validate, and refine the draft framework.

Stakeholder Consultation and Validation Workshop Report –

Summary of key feedback, stakeholder inputs, and revisions incorporated into the draft framework.

Day 26–35

4

Finalization and Submission –

Integrate validated feedback, develop recommendations, and prepare the final report with a clear implementation roadmap and action plan for phased adoption.

Final Report –

Final draft of the HRH Career Pathways Framework, including recommendations, phased implementation roadmap, and resource plan.

Day 36–50

Skills

Analytical Skills, Facilitation, Policy Analysis, Project Management, Stakeholder Management

Competencies

Develops and implements sustainable business strategies, thinks long term and externally in order to positively shape the organisation. Anticipates and perceives the impact and implications of future decisions and activities on other parts of the organisation.

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

• Advanced degree (Master’s or PhD) in Public Health, Health Economics, Human Resource Management, or related discipline.

Experience Requirements

Required

• Minimum 5 years of relevant professional experience in health workforce career planning, HRH policy, or health systems strengthening.
• Proven experience in conducting HRH policy and strategy, 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 is required

Desired

• Experience working with government health institutions and development partners is desirable.

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.