HR Consultant for NABU

Background

The European Union Anti-Corruption Initiative in Ukraine (EUACI) is the biggest European Union (EU) programme in the area of anti-corruption in Ukraine, co-funded and implemented by the Ministry of Foreign Affairs of Denmark on behalf of the EU. Based on the significant results of the joint Danish and EU efforts during the EUACI Phase II in 2020-2024, Denmark and the EU engaged in a third phase of the programme aimed at supporting Ukraine in its efforts to reduce corruption at the national and local level through the empowerment of citizens, civil society and state institutions. The EUACI Phase III strategic objectives are that: corruption in Ukraine is reduced; Ukraine advances with anti-corruption reform; and reconstruction in war-affected areas of Ukraine is implemented within a framework that incorporates transparency, accountability, and integrity. One of the important EUACI’s beneficiaries is the National Anti-Corruption Bureau of Ukraine (NABU).

A key element affecting an institution’s performance and efficiency is a strong and effective management of the human capital. As of late 2023, NABU employed up to 700 employees and is expected to recruit 300 more to ensure the institution meets the demand for a timely and resultative investigation of corruption cases.  NABU plans to recruit in average 100 people per year (detectives, analysts, and other public servants)

Enhanced equality, diversity, and inclusion (EDI) is acknowledged as one of the factors that may increase NABU internal performance, recruit more talents, enhance insightful and open-minded thinking, highly needed for successful investigative work and other areas of NABU mandate. Gender equality is seen as an especially relevant area for institutional development in the forthcoming years.

Throughout 2024, the EUACI provided technical support and capacity development of NABU staff aimed at enhancement of NABU’s HR infrastructure. In particular a number of reports with challenges and recommendations as to overall HR systems and gender balance and inclusion (gender audit) were prepared. The NABU leadership remains committed to further implementations of these recommendations and so is the EUACI. Thus, following the previous support in the area human resources (e.g. HR consultancy), the EUACI sees an opportunity in supporting NABU leadership in its plans to establish a human resources development unit within NABU.

2. Objective

To assist in establishment and building capacity of a human resources development unit within NABU and provide support as to implementation of a number of recommendations provided in previous assessments of HR infrastructure and gender audit.

3. Scope of work and deliverables

The scope of work should include but not be limited to:

• To assist NABU leadership in designing, establishing and recruiting staff for human resources development unit at NABU;
• To provide mentoring and coaching to the staff of the relevant unit;
• To assist in development of the system of internal communication (build and used by NABU);
• To assist NABU leadership and managerial staff in development of individual development plans of 200 NABU staff;
• To assist in the recruitment process for the  vacancies announced by NABU (that may include detectives, analysts, and other public officials ) that may include advice on the organization of the process of promotion of positions and providing recommendations as to selection process;
• To develop the process of adaptation and onboarding of new staff;
• To assist with the implementation of recommendations of HR assessment and Gender audit, with the focus on ensuring policy of equal rights and opportunities, access to development opportunities, and developing tolerant and inclusive internal culture;  ;
• To follow the personal flow index and to learn reasons of that process.

The scope of work can be adjusted based on discussion of the Service Provider and NABU leadership if it other activities will become more relevant for achievement of the objective described above.

The list of deliverables may include:

• Individual development plans of detectives and analysts;
• Vacancies for announced positions successfully closed;
• Documents outlining process of adaptation and on boarding of new staff;
• Relevant HR-metrics’ are developed and used and dashboards based on that are built;
• Final report (max 5 pages) providing an assessment of the implementation of the assignment and recommendations for further work in strengthening the HR infrastructure of NABU.

Unless agreed otherwise, the written documents as part of this assignment should be available in Ukrainian and English language versions.

4. Timing and place

The assignment will start at the date of signing the respective contract with the EUACI. The tentative start date is 10 December 2024. The duration of this contract will be up to 1 year. Activities will take place in Kyiv at NABU premisses. It is expected that the Service Provider will work between 15 and 22 days per month, and spend at least half of the time working from NABU premises.  Service provider will work under the direct supervision of the NABU Director and designated Deputy Director in close cooperation with relevant NABU and EUACI staff.

5. Service provider

The assignment might be implemented by a single contractor (as a private entrepreneur or a legal entity).

The contractor should have the following qualifications:

• have at least 5 years’ experience in human resources management and capacity development, preferably with the experience of working with state institutions;
• demonstrate familiarity and understanding with the operational context of NABU or similar state authorities;
• experience with implementation of diversity and inclusion initiatives will be an advantage;
• have excellent analytical and communication skills;
• fluency in Ukrainian and good English skills.
   
• Estimated budget
  The full budget for this assignment (with all the deliverables) may not exceed EUR 32 000. The financial proposal of bidders must include all costs for fees and project-related reimbursable expenses and audit.
   
• Payments   
  All the payments under the contract will be made on a monthly basis in UAH according to the official NBU exchange rate published on the business day of the invoice issuance by the contractor. Payments will be made based on invoices and timesheets approved by NABU and EUACI representatives.
   
• Reporting and management
  The performance of the contractor will be judged upon reaching the deliverables. The contractor would be contractually obliged to retain full confidentiality when conducting this assignment.
  The EUACI, the contractor, and NABU will hold regular group meetings to exchange information and to maintain a common overview of the current stage of contract implementation.
   
• Evaluation of bids
  

Bids will be evaluated in accordance with the criteria provided below:

How to apply

The deadline for submitting the proposals is 4 December 2024 17:00 Kyiv time. All interested experts or companies should submit in English:

• CV;
• Portfolio of relevant projects/activities;
• Financial offer in EUR that should include per day rate, overall sum of the contract and other expenses.

The proposal shall include the aforementioned information and should be submitted within the above deadline to [email protected] and [email protected] indicating the subject line: NABU HR Consultant.

You will receive an auto-reply from the EUACI mailbox when the application is received.

Bidding language: English.

Any clarification questions regarding the bid request should be addressed to [email protected], not later than 27 November 2024 17:00 Kyiv time.