Sobre

• Introduction

• Established in 1951, IOM is a Related Organization of the United Nations and the
• leading UN agency in the field of migration. Working closely with governmental,
• intergovernmental and non-governmental partners, IOM promotes humane and orderly
• migration for the benefit of all. It saves lives and protects people on the
• move, drives solutions to displacement, and facilitates pathways for regular
• migration, while providing services and advice to governments and migrants. 

• IOM is committed to fostering a respectful, inclusive and supportive workplace
• where all employees can thrive professionally and feel valued. By creating such
• an environment, IOM aims to better harness the full potential of migration and
• strengthen its support to people on the move.

• IOM invites candidates from diverse backgrounds to apply and provides reasonable
• accommodation throughout the recruitment process when required. Learn more about
• IOM’s workplace culture at IOM workplace culture | International Organization
• for Migration [https://www.iom.int/iom-workplace-culture]

• Project Context and Scope

• Empowering climate resilience through Labour Migration: a Global Initiative
• (LM0627)

• "Empowering climate resilience through Labour Migration: a Global Initiative” is
• a project funded by the IOM Development Fund and will be implemented from
• October 2025 to September 2027 for a total duration of 24 months. The project
• aims to strengthen the knowledge base between labour mobility and climate change
• at implementation level, focusing on the policy gaps, targeting five pilot
• countries - Albania, Brazil, Kyrgyzstan, Morocco and the United Republic of
• Tanzania - to strengthen the link between regular labour mobility and climate
• action. The project seeks to enhance policy coherence and climate-resilient and
• sustainable livelihoods in climate-affected regions by embedding climate
• resilience into labour mobility strategies, and vice versa. Ultimately, the
• project is expected to contribute to enhancing the adaptive capacity of at-risk
• populations while contributing to global efforts in sustainability and climate
• change adaptation and mitigation.

• As a first step, three research products will be developed: 1) an assessment
• mapping of projects and programming, 2) a policy review and analysis to identify
• gaps, including a component on the legislative system and 3) a summary report
• that combines the findings of the previous two and provides concrete
• recommendations for integrating labour mobility considerations into climate
• change policy and vice versa. The research methodology in line with the terms of
• reference (TOR) outlines the details of the research that aims to address the
• gap between labour mobility and climate change in five different contexts,
• including Albania. By developing the assessment mapping along with the policy
• review and analysis in each of the five target countries, insights in the policy
• and programming gaps will be achieved that form the base for providing concrete
• lessons learned and information for a workshop to be delivered later in the
• project. In this way, the research will directly contribute to reducing the
• knowledge and programming gap between labour migration and climate change in
• different contexts that promotes a broader increase in knowledge between the two
• topics.

• Under the overall supervision of the Programme Officer, the direct supervision
• of the MECR National Officer, and in close coordination with the assigned
• persons at the relevant Ministries, the consultant will contribute to addressing
• knowledge and programming gaps in the nexus of labour migration and climate

change by

• * Reviewing and conducting a targeted desk research of national policies.

• * Developing mapping of key national projects and stakeholders.

• * Facilitating stakeholder engagement and inputs.

• * Drafting a comprehensive report with technical inputs in the national
• context.

• * Providing support for the validation process.

• The consultant should ensure alignment with HQ global research methodology,
• templates, and question sets.
•  

• Organizational Department / Unit to which the Consultant is contributing
•  
• The consultancy engagement will contribute to the successful implementation of
• the project “Empowering climate resilience through Labour Migration: a Global
• Initiative” (LM0627) 

• RESPONSIBILITIES

• Tasks to be performed under this contract
• Tangible and measurable outputs of the work assignment: The consultant will be

responsible for

• * Elaborate a targeted desk review of national policies.

• * Review the draft policy review conducted by the global consultant

• * Review key national policies on climate and migration

• * Identify relevant national strategies, laws, and frameworks that are
• missing

• * Summarise where the draft report has gaps and add with additional research
• on where labour mobility–climate links exist or are missing

• * Develop mapping of key national projects and stakeholders.

• * Identify major past/ongoing projects and programming relevant to labour
• mobility & climate

• * List main implementing actors (ministries, UN, NGOs)

• * Flag relevant data sources or reports

• * Facilitate stakeholder engagement and inputs.

• * Propose a list of key stakeholders to consult

• * Support scheduling and logistics (with IOM)

• * Participate in a small number of interviews (2–3 max)

• * Draft a comprehensive report with technical inputs in the national context.

• * Draft written inputs (5–7 pages equivalent)

• * Review draft sections related to national context

• * Provide support for the validation process.

• Deliverables

• 1. First Deliverable – Review the draft policy report, conduct a targeted desk
• review of national policies where there are gaps in the draft report and
• deliver a summary report and list of reviewed documents

• Deliverable due by email (Tentative: 15 October 2026) for First Instalment
• Payment

• 2. Second Deliverable – Develop mapping of key national projects and
• programming on labour mobility and climate, including a structured mapping
• table Deliverable due by email (Tentative: 30 October 2026) for Second
• Instalment Payment

• 3. Third Deliverable – Facilitate stakeholder engagement, including a small
• number of interviews, and inputs including a validated stakeholder
• list Deliverable due by email (Tentative: 15 November 2026) forThird
• Instalment Payment

• 4. Fourth and Final Deliverable – Draft a comprehensive report with technical
• inputs for the draft report in the national context and Provide support for
• the validation process   Deliverable due by email (Tentative: 15 December
• 2026) for Fourth Instalment Payment

•  
• Performance indicators for the evaluation of results
•  

• * Satisfactory completion of the tasks indicated in this ToR,

• * Quality of deliverables submitted according to timelines outlined above,

• * Team working ability,

• * Communication,

• * Confidentiality,

• * Timeliness,

• * Responsibility,

• * Initiative.

• QUALIFICATIONS

• Required Qualifications and Experience

• Education

• * Completed advanced degree from an accredited academic institution
• in Political or Social Sciences, International Relations, Development
• Studies, Migration Studies, Human Rights, Law, or other related areas.

• Experience

• * At least two years of relevant professional experience.

• * Experience in engaging with national authorities such as: Ministry of
• Environment, Ministry of Economy, Ministry of Labour, Ministry of Justice and
• Public Safety among others is preferable.

• * Experience in engaging with institutions and stakeholders such as: UN
• organizations, NGOs, CSO, etc is preferable.

• Skills

• * Ability to maintain accuracy and confidentiality in performing
• responsibilities. 

• * Excellent communication and reporting-writing skills in Portuguese and
• English.

• * Strong interpersonal and intercultural skills with attention to detail.

• Languages

• Fluency in Portuguese and English is requested for this assignment.

• Required Competencies

• IOM’s competency framework can be found at this link
• [https://www.iom.int/sites/g/files/tmzbdl486/files/about-iom/Competency_Framework-EN.pdf].
• Competencies will be assessed during the selection process.

Values - all IOM staff members must abide by and demonstrate these five values

• * Inclusion and respect for diversity: Respects and promotes individual and
• cultural differences. Encourages diversity and inclusion.
• * Integrity and transparency: Maintains high ethical standards and acts in a
• manner consistent with organizational principles/rules and standards of
• conduct.
• * Professionalism: Demonstrates ability to work in a composed, competent and
• committed manner and exercises careful judgment in meeting day-to-day
• challenges.
• * Courage: Demonstrates willingness to take a stand on issues of importance.
• * Empathy: Shows compassion for others, makes people feel safe, respected and
• fairly treated.

• Core Competencies – behavioural indicators

• * Teamwork: Develops and promotes effective collaboration within and across
• units to achieve shared goals and optimize results.
• * Delivering results: Produces and delivers quality results in a
• service-oriented and timely manner. Is action oriented and committed to
• achieving agreed outcomes.
• * Managing and sharing knowledge: Continuously seeks to learn, share knowledge
• and innovate.
• * Accountability: Takes ownership for achieving the Organization’s priorities
• and assumes responsibility for own actions and delegated work.
• * Communication: Encourages and contributes to clear and open communication.
• Explains complex matters in an informative, inspiring and motivational way.

• Notes

• IOM covers Consultants against occupational accidents and illnesses under the
• Compensation Plan (CP), free of charge, for the duration of the consultancy. IOM
• does not provide evacuation or medical insurance for reasons related to
• non-occupational accidents and illnesses. Consultants are responsible for their
• own medical insurance for non-occupational accident or illness and will be
• required to provide written proof of such coverage before commencing work. 

• Any offer made to the candidate in relation to this vacancy notice is subject to
• funding confirmation.

• Appointment will be subject to certification that the candidate is medically fit
• for appointment, accreditation, any residency or visa requirements, security
• clearances.

• IOM has a zero-tolerance policy on conduct that is incompatible with the aims
• and objectives of the United Nations and IOM, including sexual exploitation and
• abuse, sexual harassment, abuse of authority and discrimination based on gender,
• nationality, age, race, sexual orientation, religious or ethnic background or
• disabilities.

• IOM does not charge a fee at any stage of its recruitment process (application,
• interview, processing, training or other fee). IOM does not request any
• information related to bank accounts.

• IOM only accepts duly completed applications submitted through the IOM
• e-Recruitment
• [https://fa-evlj-saasfaprod1.fa.ocs.oraclecloud.com/hcmUI/CandidateExperience/en/sites/CX_1] system (for
• internal candidates link here
• [https://fa-evlj-saasfaprod1.fa.ocs.oraclecloud.com/fscmUI/redwood/internalmobility]).
• The online tool also allows candidates to track the status of their application.

• No late applications will be accepted. Only shortlisted candidates will be
• contacted.

• For further information and other job postings, you are welcome to visit our
• website: IOM Careers and Job Vacancies [https://www.iom.int/careers]