FEM/26/039 – FAM2402 – Organizational Development/Human Resources Expert

Grade: P5 · Schedule: Part time

THE ORGANIZATIONAL SETTING

Under the ICAO Capacity Development and Implementation Directorate (CDI), the Operations Section (FOS) is responsible for the strategic planning, development, execution, and evaluation of projects. FOS supports the identification of priority development needs in the civil aviation sector and offers technical cooperation to recipient States. FOS executes projects in accordance with ICAO/CDI policies and contractual modalities.

ICAO/CDI is supporting the Government of the Republic of Armenia in the institutional reform of the Civil Aviation Committee (CAC), as established in Project Document ARM24802. This project is implemented under the Management Service Agreement (MSA) signed between ICAO and the Government of Armenia on 8 March 2024.

Within this framework, the project provides structured technical assistance to transform the current CAC from a government department operating within civil service constraints into an autonomous, technically competent, and financially sustainable authority fully capable of fulfilling its safety oversight mandate in accordance with ICAO Standards and Recommended Practices (SARPs).

In addition, this project aims to support the necessary institutional reforms to increase effectiveness, sustainability, and independence of the AASIID.

TECHNIAL CONTEXT

Armenia's civil aviation sector is currently regulated by the Civil Aviation Committee (CAC), a government body operating within the State civil service framework. The CAC faces structural challenges that constrain its effectiveness as a safety oversight body: it operates under civil service HR frameworks that limit its ability to attract and retain qualified technical specialists; it is dependent on the state budget with limited cost-recovery mechanisms; and its primary legislation and regulatory framework require updating to align with applicable ICAO SARPs.

ICAO's Universal Safety Oversight Audit Program (USOAP) findings have identified gaps in Armenia's safety oversight capabilities that can only be sustainably resolved through fundamental institutional reform. The Government of Armenia, in cooperation with ICAO, has committed to transforming the CAC into an autonomous CAC capable of fulfilling its safety oversight mandate on a sustainable basis and to increase effectiveness, sustainability, and independence of the AASIID.

Project ARM24802 supports this transformation through three integrated reform pillars: (i) Institutional and Legislative Reform — establishing the legal, regulatory, and governance framework for an autonomous CAC and independent AASIID; (ii) Organizational, Administrative and Functional Review — restructuring the institution's organization, processes, and manuals; and (iii) Sustainable Financing and Human Resources Framework — establishing cost-recovery mechanisms and a competitive HR framework to attract and retain qualified staff.

Major duties and Responsibilities

In general terms, the activities contemplated in Project ARM24802 in which all team members will contribute include the following:
1. Diagnostic Phase: Assessment of the current CAC's and AASIID’s legal, institutional, organizational, financial, and HR frameworks; review of USOAP findings and national legislative context.

2. Reform Design Phase: Development of reform recommendations, legislative drafts, organizational models, financial frameworks, and HR policies aligned with ICAO SARPs, related guidance and best practices. as applicable.

3. Implementation Support Phase: Technical assistance to CAC and AASIID in implementing approved reforms, including staff capacity building and stakeholder engagement.

Function 1 (incl. Expected results)

• Conduct a comprehensive review of the current CAC's and AASIID’s organizational structures, staffing levels, job classifications, HR policies, and people management practices.
• Design the organizational structure for the future autonomous CAC and independent AASIID, including departmental structure, supervisory lines, staffing complements, and an organizational chart.
• Develop a comprehensive HR framework including: job classification system, pay and compensation structure, recruitment and selection procedures, performance management system, training and career development policy and training programmes.
• Draft or update all HR-related policies, procedures, and manuals to underpin the autonomous CAC's and AASIID's employment framework.
• Develop competency frameworks and job descriptions for all key positions in the future CAC and AASIID, covering technical, regulatory, legal, financial, administrative, and management functions.
• Advise on strategies to attract and retain qualified aviation technical specialists and senior managers, including compensation benchmarking against peer aviation authorities and private-sector employers.
• Develop a transition HR plan for moving the current CAC and AASIID civil servants to the new employment framework, covering reclassification, continuity arrangements, and capacity-building requirements.
  

Function 2 (incl. Expected results)

• Perform duties under the coordination of the Project Coordinator to the best of their ability to achieve the project objectives.
• When necessary, contribute to the review and harmonization of sections developed by other members of the expert team.
• Compile the necessary documentation to carry out the work.
• Prepare meetings and field visits appropriately, including preparing lists of stakeholders to be consulted, questionnaires, and corresponding visit and meeting reports.
• Participate in coordination meetings organized by the ICAO CDI and EUR/NAT Responsible Officers and the National Project Coordinator.
• Ensure that ICAO's safety, security, and sustainability considerations applicable to the various work areas are incorporated into all deliverables.
• Participate, under the direction of the Project Coordinator, in the development of a detailed work plan with delivery dates and responsibilities for each team member.
• Contribute to the preparation of monthly project monitoring reports submitted to the ICAO CDI and EUR/NAT Responsible Officers and the National Project Coordinator.
• Contribute to the review and integration of all reports and documents into final deliverables.
• Prepare presentations for project progress briefings to the Government of Armenia, ICAO, and other stakeholders.
  

Function 3 (incl. Expected results)

• Conduct an organizational assessment of the CAC and a gap analysis against a functional autonomous CAC model; produce an organizational assessment report.
• Conduct an organizational assessment of the AASIID and a gap analysis against a functional independent AASIID model; produce an organizational assessment report.
• Design the organizational structure (organogram) and staffing complement for the autonomous CAC and independent AASIID.
• Develop a comprehensive HR framework covering job classification, compensation, recruitment, performance management, and training.
• Draft HR policies and procedures manuals, employment conditions documents, and terms of service documentation for the CAC and AASIID.
• Develop job descriptions and competency profiles for all key technical, regulatory, legal, financial, administrative, and management positions in the CAC and AASIID.
• Design a talent attraction and retention strategy, including compensation benchmarking against comparable aviation authorities and private-sector technical employers.
• Develop a transition HR plan covering staff reclassification, employment continuity, and capacity-building for the new HR framework.

Impact of The Outcome of the Position

The general objective of the work to be carried out by each Expert is to contribute, as part of the team and under the direction of the Project Coordinator (Expert 4), to the institutional transformation of the current CAC into a structurally autonomous, technically capable, and financially sustainable authority and strengthening the effectiveness, sustainability, and independence of the AASIID, in accordance with the objectives of Project ARM24802.

COMPETENCIES

Professionalism: Shows pride in work and in achievements; demonstrates professional competence and mastery of subject matter; is conscientious and efficient in meeting commitments, observing deadlines and achieving results; is motivated by professional rather than personal concerns; shows persistence when faced with difficult problems or challenges; remains calm in stressful situations.

Judgement/Decision-making: Identifies the key issues in a complex situation, and comes to the heart of the problem quickly; gathers relevant information before making a decision; considers positive and negative impacts of decisions prior to making them; takes decisions with an eye to the impact on others and on the Organization; proposes a course of action or makes a recommendation based on all available information; checks assumptions against facts; determines that the actions proposed will satisfy the expressed and underlying needs for the decision; makes tough decisions when necessary.

Communication: Speaks and writes clearly and effectively; listens to others, correctly interprets messages from others and responds appropriately; asks questions to clarify, and exhibits interest in having two-way communication; tailors language, tone, style, and format to match the audience; demonstrates openness in sharing information and keeping people informed.

Teamwork: Works collaboratively with colleagues to achieve organizational goals; solicits input by genuinely valuing others’ ideas and expertise; is willing to learn from others; places team agenda before personal agenda; supports and acts in accordance with final group decision, even when such decisions may not entirely reflect own position; shares credit for team accomplishments and accepts joint responsibility for team shortcomings.

Commitment to Continuous Learning: Keeps abreast of new developments in own occupation/profession; actively seeks to develop oneself professionally and personally; contributes to the learning of colleagues and subordinates; shows willingness to learn from others; seeks feedback to learn and improve.

Qualifications and Experience

Education

• University degree in Human Resources Management, Organizational Development, Public Administration, Business Administration, or a related field. Specialized education (Master's degree or equivalent) in organizational development, HR management, or public sector reform is desirable.

Professional experience

• Minimum 10 years of professional experience in organizational development, HR management, or public sector institutional reform.
• Demonstrated experience in civil aviation authority organizational reform or comparable institutional transformation programmes.
• Experience designing HR frameworks for government-linked or regulatory bodies transitioning to greater operational and financial autonomy.
• Knowledge of ICAO workforce planning guidance and civil aviation HR best practices.
• Experience developing competency frameworks, job classification systems, and compensation structures for technical and regulatory organizations.
• Experience working in CIS/Eastern European or comparable transition-economy contexts is desirable.

Languages

Strong command of written and spoken English. Knowledge of Russian or Armenian is a significant asset.

CONDITIONS OF EMPLOYMENT

It should be noted that this is a position intended for experts interested in consultancy contracts. (short and long term)

Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview.

ICAO CDI consultants are expected to conduct themselves in a manner befitting their status as international civil servants.

ICAO CDI offers an attractive benefit package to its consultants in accordance with the policies of the International Civil Service Commission (ICSC).

REMUNERATION

Special Service Agreement Fee: 500 USD per day worked plus DSA and airfare when on mission. no other allowance provided.

No Fee

THE UNITED NATIONS DOES NOT CHARGE A FEE AT ANY STAGE OF THE RECRUITMENT PROCESS (APPLICATION, INTERVIEW MEETING, PROCESSING, OR TRAINING). THE UNITED NATIONS DOES NOT CONCERN ITSELF WITH INFORMATION ON APPLICANTS’ BANK ACCOUNTS.