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Vacancies (20)
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Non-formal Training Development Lead (Outcome 2 Lead)Employer NIRAS |
| Information on vacancy | |
| Period of publication | 14.04.2026 - 23.04.2026 |
| Field of activity / position: |
Social security, humanitarian aid / Expert |
| Duties | 1. Project Background The SKILL UP project, funded by the Swiss Agency for Development and Cooperation (SDC) and implemented by NIRAS, aims to improve the employability of Adults in Labour Market Transition (ALMT) in Uzbekistan. It fosters a responsive and sustainable non-formal skills and employment system that connects jobseekers with employers in key industries. The project's strategy is built on three interconnected outcomes: 1. Improved career guidance and outreach for ALMT. 2. Enhanced employability through employer-led, labour market-oriented non-formal training in priority industries. 3. Effective labour market linkages through coordination, matching, and digital platforms. The project operates in three pilot regions (Tashkent, Samarkand, and Kashkadarya) and works through existing country systems, with the Ministry of Employment and Poverty Reduction (MEPR) as the lead government partner and the Vocational Education Agency (VEA) under the Ministry of Higher Education, Science and Innovation (MHESI) as a strategic partner. 2. Purpose and Objective of the Position The Non-formal Training Development Lead (Outcome 2 Lead) is a core member of the project's implementation team. The primary purpose of this role is to lead the strategic and technical delivery of Outcome 2. The objective is to strengthen the capacity of the non-formal training ecosystem so that ALMT—particularly women, returnees, and rural populations—acquire practical, verifiable skills that are directly aligned with labour market demand. This will be achieved by placing employers at the center of training design, delivery, and quality assurance, and by strengthening the systems for certification and institutional oversight. Success in this role will be measured by: • The number of employer-led, competency-based training programmes developed and piloted. • The number and quality of formal employer commitments to provide work-based learning (WBL) and recruitment. • The number of ALMT completing training and achieving recognized certification. • The employment and income generation outcomes for training graduates. • The strengthened capacity of national institutions (VEA, QACs, Technicums) to sustain and scale these models. 3. Key Responsibilities, Main Tasks, and Accountabilities The Non-formal Training Development Lead will be accountable for the following: A. Strategic Leadership and Delivery (Outcome 2) • Lead the planning, implementation, monitoring, and reporting of all activities under Outcome 2, ensuring delivery against project targets and alignment with the project's theory of change and annual work plans. • Ensure strategic prioritization by selecting sectors, training models, and partnerships based on their demonstrated employment potential, scalability, and alignment with national reform priorities. • Direct the technical support provided to national partners, including MEPR, the VEA, Technicums, Qualification Assessment Centres (QACs), and private training providers. • Guarantee close integration and coherence between Outcome 2 activities and those of Outcome 1 (Guidance) and Outcome 3 (Matching), fostering a seamless service chain for ALMT. B. Technical Leadership and Capacity Development • Output 2.1: Employer-led Non-formal Training Offers o Lead the facilitation of Skills, Knowledge, and Attitude (SKA) analyses in collaboration with employers, Regional Councils of Entrepreneurs (RCEs), Sector Skills Councils (SSCs), and training providers to identify and validate priority skills gaps. o Oversee and ensure the quality of work by the Swiss Federal University for Vocational Education and Training (SFUVET) and Training Development Facilitators (TDFs) in co-designing and piloting new short courses. o Drive the development and piloting of a training program for in-company instructors to enhance the quality of work-based learning (WBL), in close coordination with SFUVET. o Lead the effort to secure formal, documented commitments from key companies for training collaboration, WBL placements, and recruitment targets. o Initiate and negotiate co-investment arrangements with private sector partners to ensure ownership and sustainability of training models. o Support Technicums and accredited providers in implementing institutional diagnostics and making necessary business process adjustments to effectively deliver short, voucher-eligible courses. • Output 2.2: Employer-engaged Qualification Assessment and Certification System o Lead the technical support to QACs in pilot regions to strengthen their capacity for competency-based assessment and Recognition of Prior Learning (RPL). o Ensure the joint development and piloting of assessment tools is led by employers and sector experts, guaranteeing they are practical, credible, and aligned with employer-defined occupational standards. o Lead the liaison with the National Agency for the Assurance of Education Quality and the Institute for the Development of the NQF to align non-formal certification processes with the national system. o Ensure the establishment of simple, structured procedures for formal employer and SSC involvement in assessment and validation. • Output 2.3: VEA Capacity for Oversight and Scale-up o Lead the support to the VEA in institutionalizing the TDF methodology as a core mechanism for demand-driven training development, including the development of Standard Operating Procedures (SOPs). o Lead the work with the VEA to develop a Quality Assurance and recognition framework for TDFs. o Lead the advisory support to the VEA on integrating successful employer-led training models and validated short courses into national planning, curriculum review cycles, and financing systems (e.g., state orders, voucher allocations) in collaboration with MEPR. C. Stakeholder Engagement and Private Sector Ownership • Build and own the relationships with key counterparts at the national and regional levels, including the VEA, MEPR, SSCs, RCEs, and leading employers. • Lead the engagement with the private sector to not only understand their needs but to secure their active ownership of training design, delivery, and recruitment. • Represent the project authoritatively in technical working groups, coordination meetings, and relevant events focused on VET reform and skills development. • Work closely with the other Outcome Leads to ensure a holistic approach to strengthening the employment service chain. • Lead the coordination with other development partners, such as the GIZ Green Skills project, to ensure complementarity and avoid duplication. D. Results Management, Monitoring, and Learning • Take primary responsibility for the achievement of Outcome 2 indicators in the project's logframe, including targets for employer-led courses, employer commitments, trainees certified, and, most importantly, employment outcomes. • Lead the use of tracer-study evidence and placement data to adjust training content and methodologies, ensuring continuous improvement in labour market relevance. • Lead the documentation of successes, challenges, and lessons learned from the piloting of training and certification models to inform adaptive management and support potential national scale-up. • Author high-quality progress reports, case studies, policy briefs, and other knowledge products that demonstrate the contribution of Outcome 2 to systemic change. 4. Reporting and Working Relations • Reports to: The Team Leader, providing regular updates on progress, challenges, and opportunities related to Outcome 2. • Works closely with: o Outcome 1 Lead (Career Guidance & Outreach) o Outcome 3 Lead (Team Leader) o Private Sector Stakeholder Liaison Officer o International and national short-term experts (from SFUVET, NIRAS, and the local expert pool). o Makon Consulting (subcontracted local partner for MEL and private sector engagement). o Counterparts at VEA, MEPR, QACs, Technicums, RCEs, and SSCs. 5. Logistics and Location The position is based in Tashkent, with frequent travel (approximately 30-40% of the time) to project sites in Samarkand, Kashkadarya, and other districts within the Tashkent region. The project will provide office space and necessary equipment. |
| Requirements to the candidate | |
| Age: | N/A |
| Gender: | Irrelevant |
| Residence: | Uzbekistan |
| Education: | Higher |
| Professional requirements | Education: • Master's degree in Education, Economics, Business Administration, Social Sciences, or a related field. A specialization in Vocational Education and Training (VET), human resource development, or labour economics is a strong advantage. Professional Experience: • Minimum of 7-10 years of progressively responsible experience in designing, implementing, and managing projects in the field of vocational education and training, skills development, or employment promotion. • Proven track record of leading private sector engagement that results in formal commitments for training, WBL, and recruitment, including negotiating co-investment. • Demonstrated experience in curriculum development, competency-based training methodologies, and SKA/functional analysis, with a focus on achieving measurable employment outcomes. • Extensive experience in providing capacity development and institutional strengthening support to public institutions (e.g., VET providers, qualification authorities, ministries). • Prior work experience in Uzbekistan, Central Asia, or other transition/developing economies is highly desirable. • Experience with donor-funded projects (especially SDC, GIZ, ADB, World Bank) is an asset. Key Competencies and Skills: • Strong understanding of VET systems, non-formal skills development, qualification frameworks, and active labour market policies. • Excellent facilitation, negotiation, and stakeholder engagement skills, with the proven ability to build consensus and drive accountability among diverse actors. • Strong analytical and problem-solving skills, with the ability to translate complex challenges into practical, actionable plans and measure their impact. • Proven ability to lead technical teams, manage complex work plans, and deliver on results. • Excellent written and oral communication skills in English. Proficiency in Uzbek is mandatory; knowledge of Russian is a strong asset. • Proficiency in standard MS Office applications. |
| Working conditions | |
| Region | Tashkent |
| Employment | Full |
| Salary offered | as per salary scale |
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