Introduction

Established in 1951, IOM is a Related Organization of the United Nations, and as the leading UN agency in the field of migration, works closely with governmental, intergovernmental and non-governmental partners. IOM is dedicated to promoting humane and orderly migration for the benefit of all. It does so by providing services and advice to governments and migrants.

Project Context and Scope

Pakistan stands as a frontline state in the global climate crisis, facing a complex interplay of sudden‑onset disasters and slow‑onset phenomena that directly challenge the objectives of the Global Goal on Adaptation (GGA). As an economy where agriculture‑dependent livelihoods are increasingly undermined by erratic precipitation patterns, heat stress, and water insecurity, climate impacts are reshaping human mobility dynamics ranging from distress migration to large‑scale internal displacement. These trends represent a critical adaptation gap that must be addressed to meet the targets of the UAE Framework for Global Climate Resilience (UAE FGCR).

While the Government of Pakistan (GoP), with technical support from the International Organization for Migration (IOM), successfully integrated human mobility considerations into the National Adaptation Plan (NAP) (2023), a significant disconnect remains between policy intent and the Means of Implementation. Transitioning from planning to transformative action requires aligning Pakistan’s domestic mobility strategies with the GGA’s iterative cycle of risk and impact assessment, planning, implementation, and monitoring. At present, persistent gaps in specialized climate finance readiness and high‑resolution, results‑based data frameworks constrain the GoP’s ability to develop bankable, innovative adaptation solutions that meet emerging international transparency and accountability requirements, including those under the UAE‑Belém Work Programme.

Effective NAP implementation further requires breaking entrenched silos between migration management, climate adaptation, and disaster risk governance. Strengthening inter‑ministerial and federal–provincial coordination is not merely a logistical necessity, but a foundational requirement for multi‑level climate governance under the GGA. In parallel, and in line with the GGA’s emphasis on inclusive and people‑centred adaptation, Pakistan must operationalize a coherent communication, monitoring, and advocacy strategy that ensures climate‑induced mobility is recognized not as a failure of adaptation, but as a legitimate and strategic adaptation response.

These national priorities are further reinforced by the EU‑funded project NC0226 – Comprehensive Mobility in South Asia, which provides a regional platform for advancing evidence‑based, climate‑responsive mobility governance. NC0226 supports South Asian countries, including Pakistan, in strengthening policy coherence across migration, climate change, and development frameworks, while promoting standardized approaches to data, analysis, and regional learning. The project offers a strategic foundation for Pakistan to pilot and upscale climate mobility indicators, strengthen cross‑border and regional knowledge exchange, and align national adaptation tracking systems with international good practice. Leveraging NC0226 alongside national NAP implementation enables Pakistan to situate its climate mobility agenda within a broader regional resilience and adaptation architecture, strengthening its credibility and readiness for international climate finance engagement.

Institutional Context and Need

Pakistan is among the top 10 most climate‑vulnerable countries globally. In response, the Ministry of Climate Change & Environmental Coordination (MoCC&EC) launched Pakistan’s first National Adaptation Plan (NAP) in 2023, structured around six priority areas:

Agriculture–Water Nexus

Natural Capital

Urban Resilience

Human Capital

Disaster Risk Management (DRM)

Gender, Youth, and Social Inclusion

Concurrently, under the UNFCCC, the UAE Framework for Global Climate Resilience was adopted to operationalize the GGA. Translating this global ambition into national action requires a cohesive Monitoring, Evaluation, and Learning (MEL) system. MoCC&EC therefore requires targeted technical support to harmonize Pakistan’s domestic NAP indicators with emerging GGA metrics, particularly those being developed under the UAE‑Belém Work Programme, in order to establish a unified, trackable, and internationally comparable adaptation framework.

Objective

The objective of this initiative is to provide strategic and technical support to the MoCC&EC in formulating a localized, unified adaptation tracking framework. The consultant will map global UAE FGCR targets and indicators against Pakistan’s existing NAP priority areas to develop a consolidated national indicator matrix. This framework will serve both domestic monitoring and evaluation needs and international reporting and climate finance requirements, thereby strengthening Pakistan’s capacity to design, measure, and finance high‑impact climate mobility and adaptation interventions.

Organizational Department: Human Resource & Resilience Recovery/ Climate Change Core Unit and Ministry of Climate Change and Environmental Coordination, Government of Pakistan 
 

Required Qualifications and Experience

Education

• The Climate Policy Consultant is expected to possess a robust set of qualifications and experiences to successfully lead the intervention.

• The ideal candidate should have a strong background in climate finance and governance. The consultant is expected to possess the following qualifications and expertise:

• Educational Background:

  • A Master's degree or higher in a relevant field such as Climate Change, climate policy, Public Finance, Environmental Economics, Development Studies, or a related discipline.

  • Additional certifications in project management, climate finance, or impact assessment are highly desirable.

Experience

• Education: Advanced degree (Master’s or PhD) in Environmental Science, Climate Change Policy, Sustainable Development, or a related field.

• Experience: Minimum of 10 years of professional experience in climate policy, vulnerability assessments, or adaptation planning, with a strong preference for experience within Pakistan's institutional context.

• Technical Expertise: Deep understanding of Pakistan's NAP (2023), the UNFCCC processes, the Paris Agreement, and the UAE FGCR.

• Analytical Skills: Proven track record in developing complex Monitoring, Evaluation, and Learning (MEL) frameworks and multi-sectoral indicator design.

   

Skills

• Technical Expertise: In-depth knowledge of the global climate finance landscape, including various financial instruments, funding mechanisms, and donor priorities. A solid understanding of climate change adaptation and human mobility issues is essential.

  • Communication & Stakeholder Engagement: Excellent communication, facilitation, and interpersonal skills to build rapport and collaborate effectively with diverse government stakeholders. Proven ability to lead high-level discussions and present complex financial information clearly and concisely.

  • Analytical & Strategic Skills: Strong analytical and research skills to conduct due diligence, map potential funding sources, and identify opportunities that align with project goals. The ability to develop a clear and strategic project pipeline is crucial.

  • Training & Mentorship: Demonstrated ability to design and deliver engaging training sessions, employing a "learning by doing" methodology to ensure knowledge transfer and sustainable capacity building.

  • Creative thinking and the ability to develop innovative digital engagement strategies.

  • Basic graphic design skills for social media visuals (e.g., Canva, Adobe Creative Suite).

  • Strong organizational and project management skills.

Languages

English and Urdu 

Required Competencies

IOM’s competency framework can be found at this link. 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 system (for internal candidates link here). 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