Job Description

Terms of Reference

National Consultant – Strengthening HR & Institutional Capacity of MoPND

Position Title: National Consultant – HR and Institutional Capacity Building

Duration: 2 months

Duty Station: Hargeisa, Somaliland

Reporting to: Director General, Ministry of Planning and National Development

Background

The Ministry of Planning and National Development (MoPND) is the central government institution responsible for development planning, aid coordination, policy monitoring, and statistical oversight in Somaliland. In 2023, the Government launched its third National Development Plan (NDP III), a five-year strategy (2023–2027) that sets out national priorities across four strategic pillars: Economic Development, Infrastructure, Social Development, and Governance. NDP III aims to accelerate progress toward Vision 2030 through inclusive, data-driven, and results-oriented development.

Effective implementation of NDP III requires a capable and well-resourced MoPND, with strong institutional systems and human resource capacity at all levels. As the lead entity for national planning and coordination, MoPND must be equipped with the appropriate structures, skills, and processes to drive cross-sectoral development and engage effectively with partners. However, constraints such as limited staffing, skill gaps, outdated systems, and overlapping functions continue to affect institutional performance.

This consultancy will support MoPND in conducting a comprehensive assessment of its institutional and human resource capacities. It will identify critical gaps and propose practical, evidence-based recommendations to enhance organizational performance, clarify functional roles, and align staff competencies with the Ministry’s expanding mandate under NDP III and Vision 2030.

Objective

To assess the institutional and human resource capacity of the Ministry of Planning and National Development (MoPND) in the context of its mandate under NDP III.

To identify structural, functional, and capacity-related gaps that hinder effective planning, coordination, and implementation.

To work closely with the Somaliland Civil Service Commission to ensure alignment with national civil service frameworks, policies, and reform priorities.

To provide actionable and context-specific recommendations to enhance MoPND’s organizational performance, operational efficiency, and staff competencies.

To support the development of a practical capacity-strengthening plan, including options for organizational restructuring, skills development, and improved internal systems.

To contribute to building a more effective, responsive, and results-oriented institution capable of leading national development efforts and engaging with partners.

To ensure that gender considerations are mainstreamed throughout the assessment, identifying barriers to women’s participation and proposing measures to promote gender equity within MoPND’s staffing, leadership, and institutional culture.

Roles and Responsibilities

• Conduct consultations with MoPND leadership, including the Director General and relevant department heads, to understand current institutional structures, challenges, and strategic expectations.
• Review the Ministry’s organizational structure, institutional mandates, and HR policies including those related to gender equity to assess alignment with NDP III implementation needs.
• Prepare a detailed work plan and methodology for the assignment, ensuring gender-responsive approaches are embedded throughout.
• Analyze staff deployment, reporting lines, and skillsets, disaggregating by gender to identify disparities in representation, roles, and career progression.
• Evaluate existing HR systems and practices, including recruitment, retention, promotion, and performance management, with a focus on inclusivity and gender sensitivity.
• Assess institutional processes such as planning, budgeting, coordination, monitoring, and reporting, identifying gaps and opportunities for efficiency and gender mainstreaming.
• Identify structural bottlenecks, functional overlaps, and key institutional and capacity gaps that hinder effective performance.
• Develop a comprehensive HR and institutional capacity-building plan that addresses identified gaps, supports gender balance, and promotes inclusive practices.
• Propose targeted interventions such as staff training, mentoring, restructuring, and process improvements, ensuring women and underrepresented groups are included and supported.
• Recommend mechanisms to enhance staff motivation, retention, and performance particularly for women and junior staff through improved career pathways, workplace conditions, and leadership opportunities.
• Design and facilitate capacity development sessions and practical trainings for MoPND staff on institutional management, leadership, and inclusive planning.
• Provide tailored on-the-job coaching and mentoring to staff, ensuring equitable access to support and professional development opportunities.
• Coordinate closely with the Somaliland Civil Service Commission to align proposed reforms with national frameworks and promote long-term sustainability, including gender-responsive public sector management.

Deliverables:

• A comprehensive Institutional and Human Resource Capacity Assessment Report, including analysis of gender disparities in staffing, roles, and institutional culture, and barriers to women's participation and advancement.
• A practical Capacity Development Plan outlining prioritized interventions, timelines, and resource requirements, with clear strategies for promoting gender equity and inclusive leadership.
• Workshop and Training Session Materials and Reports, tailored to identified capacity needs and inclusive of gender-sensitive content, participation tracking (disaggregated by sex), and recommendations for inclusive practices.
• A final Synthesis Report summarizing key findings, achievements, and strategic recommendations including gender-specific actions to enhance diversity, equity, and inclusion within MoPND.

Experiences and Qualifications

An advanced university degree (Master’s level or higher) in public administration, organizational development, human resource management, development studies, public policy, or a related social science field.

Additional specialization or certification in institutional reform, strategic planning, results-based management, or civil service systems is a strong asset.

Experience Requirements:

• A minimum of 7 years of progressively responsible experience in institutional capacity development, public sector reform, organizational assessment, or human resource planning preferably within a government or development cooperation setting.
• Demonstrated experience in conducting institutional or HR capacity assessments, designing capacity development strategies, and supporting organizational change processes.
• Proven ability to facilitate inclusive and participatory consultations with a range of stakeholders, including government ministries, civil service commissions, development partners, and civil society.
• Practical experience integrating gender perspectives into institutional assessments and capacity development plans.
• Strong analytical and problem-solving skills, including the ability to synthesize qualitative and quantitative data to inform strategic recommendations.
• Prior experience working in fragile, post-conflict, or resource-constrained environments preferably in Somaliland, the Horn of Africa, or a similar context is highly desirable.
• Familiarity with the institutional architecture of the Government of Somaliland and its national development planning systems is an advantage.

Skills Required

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