Abt Associates: Human Resource Development Advisor | BP-APSP – Buka

Commencement: September 2026

Duration: From September 2026 to September 2028

Location: Based in Buka, Autonomous Region of Bougainville, PNG

• Open to PNG national and international candidates

About the Program

For Australia and New Zealand, the emergence of a peaceful, stable and prosperous Bougainville is a key national interest; supporting the Government of PNG and the Autonomous Bougainville Government (ABG) to implement the Bougainville Peace Agreement is an explicit commitment in the Australia government 2017 White Paper. An overriding interest is to maintain the peace that the Agreement brought about and that is enabled by political dialogue, within and outside Bougainville, and economic development. It implies a readiness to engage for the long term, accepting that the development of institutions and diversified economic opportunities will be slow.

The Bougainville Partnership (BP) took on its current form in 2016, inheriting activities from a number of separately administered initiatives. The structure of the program remains similar to the BP’s previous program, but with updated outcomes as follows:

Pillar 1 – Capable Institutions

1. GoPNG and ABG institutions are able to carry out high priority tasks that support Bougainville’s development and the post-referendum dialogue: Supporting defined tasks connected with the development of essential institutions, the draw-down of powers, and Post-Referendum Dialogue.

Pillar 2 – Economic Development

2. ABG and business associations jointly plan and implement initiatives to improve the private sector environment for inclusive economic development: Measures to improve the environment for private sector development and deepen the dialogue between the government and the private sector will be promoted through technical assistance.

3. Women and men engaged in primary production have increased incomes and benefit from inclusive associations and cooperatives: The current agricultural value chain activities will be continued, focussing on improving cocoa quality and linking producers to markets.

Women and men engaged in primary production have increased incomes and benefit from inclusive associations and cooperatives: The current agricultural value chain activities will be continued, focussing on improving cocoa quality and linking producers to markets. This objective must be complemented with an economic inclusive policy and strategy that helps the interest of women, youth and people living with disabilities to actively take part and benefit from the economic activities.

Pillar 3 – Stronger Communities

4. Community, youth and women’s groups collaborate effectively to establish sustainable community assets, deliver services and advocate for their target groups: Formerly the peace-building component, activities will include continuation and expansion of the existing successful community grants program, initiatives to provide skills and foster networks for youth, and community infrastructure.

Pillar Crosscutting Outcome:

5. Women increasingly participate in decision making and take on leadership roles in civic, economic and political spaces: The program will use the entry points from its range of activities to promote women’s leadership.

The BP is part of the Australia PNG Subnational Program (APSP), which is an enabling mechanism comprised of three separately designed programs including: BP, the Western Province Partnership (WPP), the Kokoda Initiative Partnership (KIP), and the Subnational Governance Implementation Plan (SGIP). Each program has its own outcomes, theory of change, operational approach and separate monitoring and evaluation systems.

Position Overview

The Human Resource Development Advisor (the Advisor) will support specific human resource management (HRM) capacity development interventions as outlined in the Department of Personnel Management & Administrative Services (DPMAS) and BP Annual Workplans.

This will include, but is not limited to:

• Support to the DPMAS to implement ABG-wide human resource management strengthened.
• Support of the scoping and/or feasibility assessment of mid- and long-term public sector training facilities.
• Support for the scoping, proposal development and potential delivery of the Bougainville Senior Leader Professional Development Program (BSLPDP) to enhance governance, leadership, and economic skills, strengthening public sector performance (the BSLPDP will be implemented by a tier 1 service provider, to be supported by the Advisor).

Throughout the Advisor will demonstrate a visible and systematic commitment to achieving gender equality and for achieving against agreed gender equality performance objectives.

Key Responsibilities

Support to the DPMAS to implement ABG-wide human resource management strengthened.

• Support DPMAS to review, update and implement subordinate (subsidiary) instruments under the Bougainville Public Services (Management and Administration) Act 2014, including but not limited to the General Orders.
• Support DPMAS to strengthen contract management, performance management and disciplinary processes across the Bougainville Public Service.
• Support DPMAS to develop and implement inductions program and job orientations for ABG new hires.
• Support DPMAS to conduct rightsizing analysis for ABG departments, including for draw down of powers.
• Support DPMAS to facilitate the rightsizing exercise using functional analysis as a tool to identify alternative designs that may increase the ability to realise strategic and operational goals.
• Advise on job analysis and descriptions to align roles and accountabilities to deliver and achieve the goals of corporate and strategic plans.
• Support ABG priority recruitment and strengthen recruitment systems within DPMAS and ABG.
• Build capacity within DPMAS to facilitate practical migration of staff (draw down) from GoPNG to ABG.
• Advising on development of Human Resource Training Plans, including sector specific training plans.
• Strengthen operations of Bougainville Senior Appointments Committee including recruitment and disciplinary proceedings.
• Advising and implementing staff performance appraisals (SPA) and capacity needs analysis (CNA) assessment and reporting.

Support of the scoping and/or feasibility assessment of mid- and long-term public sector training options.

• Define the terms of reference and/or principal objectives of the scoping assignment.
• Conduct literature review and/or desktop study.
• Interview key stakeholders to refine objectives.
• Field assessment and collate, summarize, and develop report findings.
• Develop an establishment plan.

Support for the scoping, proposal development and potential delivery of the BSLPDP to enhance governance, leadership, and economic skills, strengthening public sector performance.

• Support the drafting of Terms of Reference for BSLPDP Phase 3.
• Research potential training providers.
• Support the refinement and release Request for Proposal for training services.
• Support and advise the selected service provider to implement the BSLPDP.

Collaborate with other advisors on key workstreams, including:

• The drawdown of priority powers and functions.
• Commencement and implementation of ABG drawdown legislation.
• Implementation of the Anchor Bougainville Economy

Monitoring, Evaluation and Reporting

• In collaboration with BP’s MERL Adviser support regular monitoring, evaluation and reporting of Pillar 1 activities.
• The production of analytical and progress reports on Pillar 1 strategies, activities, risks and issues for various stakeholders, including, the Director, DFAT and Technical Working Groups.

Gender Equality, Disability and Social Inclusion

• Collaborate with the ABG Department of Community Development, APSP’s GEDSI Lead and the BP’s GEDSI Manager and GESDI Coordinator to ensure the integration of BP’s GEDSI Strategy into workplan and activities
• Demonstrate leadership support for the implementation of key diversity and inclusion policies

Specific Deliverables

Review of ABG/DPMAS Organisational Capacity Assessments, Capacity Development Plans and provision of updated DPMAS Work Plan (and advisor workplan).

Subordinate (subsidiary) instruments under the Bougainville Public Services (Management and Administration) Act 2014, including but not limited to the General Orders reviewed, updated and implemented.

Systems and processes for contract management, performance management and disciplinary processes across the Bougainville Public Service strengthened.

HR policies and procedure manuals reviewed and updated.

Support the delivery of Public Service Inductions and Job Orientations for staff across the Bougainville Public Service.

Advise on rightsizing of department organisation structures.

Completion of initial scoping assessment for mid- and long-term public sector training options for the ABG.

Bougainville Senior Leader Professional Development Program successfully implemented.

Quality reporting, milestones, deliverables and KPIs are submitted on time and meet internal and external requirements.

Provide high quality technical advice for stakeholders in HRM.

Deliver tailored, effective, and fit for purpose capacity building and mentoring for staff within HRM directorates across the ABG.

Enhanced relationships, problem-solving, and GEDSI integration with key stakeholders and counterparts.

Key working relationships

ABG & GoPNG

Senior Staff, Department of Personnel Management & Administrative Services (DPMAS)

Senior Staff, Department of Justice & Legal Services (DJLS)

Senior Staff, Office of the Chief Secretary

Senior Staff, National Coordination Office of Bougainville Affairs (NCOBA)

Human Resource Development staff across the ABG

Bougainville Partnership

Director, BP

Team Leader, Governance & Institutions (Pillar 1)

Team Leader, Economic Development (Pillar 2)

Team Leader, Stronger Communities (Pillar 3)

Infrastructure & Facilities Lead

MERLA Adviser and MERLA Officers

GEDSI Manager and GESDI Coordinator

Long- and short-term Advisers to: DoTF, BTO, DJLS, NCOBA

Primary External Relationships:

Australian High Commission

New Zealand High Commission

Australia Awards program and other Australia and New Zealand government funded development programs

Strengthening Transparent and Accountable Governance (STAG) project (EU-funded)

About You

Qualifications

Tertiary qualifications in human resource management, public administration, business administration and/or relevant field in social science (masters preferred).

Knowledge

Demonstrated knowledge of functional analysis, organisational design, organisational governance, capacity building, strategic planning and change management.

Demonstrated understanding of the public service management policies/legislations and relevant public service general orders.

Understanding of sub-national governance in Papua New Guinea or Pacific region.

Understanding of the monitoring, evaluation and reporting requirements of Australian/Papua New Guinea Government or donor programs.

Familiar with machinery of government functionality including planning and budgeting framework.

Some familiarity with the unique autonomy arrangements applicable to the Autonomous Region of Bougainville.

Skills/Experience

At least 10 years’ experience in human resource development preferably in the Pacific or regional Melanesia.

Hands on experience in human resource management, governance systems and institutional strengthening.

Exceptional interpersonal skills with a demonstrated ability to lead and build effective coalitions, especially in a remote, cross-cultural context.

Strong written communication and analytical skills with demonstrated experience preparing high quality reports and professional documents for senior and executive audiences

Excellent political economy analytical skills that are regularly applied to ensure the Program’s sustained delivery against workplans.

Ability to understand local contexts and provide advice to donors on adaptive programming to ensure investments remain aligned with partner’s priorities.

Demonstrated skills and experience in advancing gender equality and inclusion approaches across workstreams.

Personal Attributes

Delivers Results

Builds Internal and External Customer Satisfaction and Loyalty.

Develops People

Communicates

Sets Vision and Direction

Demonstrates Sound Financial and Business-Related Practices

Builds Teams and Cooperation

Promotes Technical Excellence and Quality

Promotes Diversity Acts as a Role Model

How to Apply

Please ensure to address the Key Selection Criteria (About You) in your cover letter, and submit your application online, along with your CV as a single document.

Applications must be submitted personally by individuals only. Applications submitted by a company or organisation will not be accepted.

The successful applicant will be engaged through an employment agreement determined by Abt.

We welcome and thank all applications; however, only shortlisted applicants will be contacted.

Closing Date: Sunday, 19 July 2026, 12PM (Mid-day, local time) #LI-AUSBRIT

Abt Associates is an Affirmative Action/Equal Opportunity employer committed to fostering a diverse workforce. Abt Associates provides market-competitive salaries and comprehensive employee benefits. Local candidates strongly encouraged to apply.

Disclaimer: Abt Associates will never ask candidates for money in exchange for an offer of employment.