8 Research Advisor jobs in the Philippines

Specifications:

• Bachelor's degree in Business Management or any related course.
• At least three (3) years work experience in research or related field.
• Knowledge of safety regulations and ability to ensure adherence to standards and protocols of research facilities, proficient in understanding and utilizing research facility technologist and systems.
• Attention to details, project management, interpersonal, communication, and computer skills.

Job Type: Full-time

Work Location: In person

Specifications:

• Bachelor's degree in Business Management or any related course.

• At least three (3) years work experience in research or related field.

• Knowledge of safety regulations and ability to ensure adherence to standards and protocols of research facilities, proficient in understanding and utilizing research facility technologist and systems.

• Attention to details, project management, interpersonal, communication, and computer skills.

"

Research Consultant – Aquis Search

Let's be real: You're ambitious. You're competitive. You don't just want a job—you want a career where your drive and hustle translate into real success.

If you're ready to take ownership of your career, earn big, and become a trusted industry expert, this is your opportunity.

Aquis Search is expanding its
Recruitment Team
, and we're looking for talented professionals to join us

We are open to
recruiters from other industries
who are eager to transition into
recruitment
and develop expertise in this high-growth sector.

What Aquis Search can offer you?

• A clear progression pathway, industry leading training and access to incredible learning & development opportunities to support your growth.
• A collaborative working environment that is fun, celebratory and very supportive

What you'll be doing?

Identify, engage, and match top professionals with the right opportunities.

Maintain strong client partnerships, understanding their hiring needs.

Guide candidates and clients through the hiring process, ensuring successful placements.

Stay updated on industry trends, salary benchmarks, and hiring patterns.

Drive revenue, meet placement goals, and contribute to team success.

About You:

• You have 1-3 years of strong experience as a Recruitment Consultant, great domain & market knowledge.
• You are entrepreneurial and enjoy developing your own ideas and strategies to be successful
• You are driven and you want to succeed in a fast-paced & team-focused environment
• You are relationship focused and are able to quickly become a trusted advisor through a combination of credibility and personality
• You enjoy networking, and you enjoy speaking to & meeting new people

About Aquis Search:

Aquis Search is your specialist in executive recruitment. With our team's deep market expertise and professional network across Asia and the Middle East, we help ambitious companies discover, attract, and hire world-class talent in a time efficient manner.

Since 2009, we have provided bespoke recruit-and-retain solutions to our long-term clients that range from prestigious financial institutions to innovative startups.Building on our core values of Trust, Partnership, and Integrity, we are your trusted talent strategy ambassador.

Join us at Aquis Search and be part of a team that thrives on success. Apply today

An Associate Analyst with the BRET – Independence Team would facilitate and support research needs of the 

firm's professionals on a proactive and reactive basis. He/ she interacts with internal clients and uses an 

extensive collection of internal and external information resources to gather, filter, package and deliver 

customized information to them.

The opportunity

We at EY are looking for an Associate Analyst for our Q&RM based out of GDS Manila, Philippines. EY is a globally - integrated professional services organization that provides advisory, assurance, tax and transaction services. 

We are committed to doing our part to build a better working world for our people, our clients and our communities, and we are united by our shared values and a dedication to delivering exceptional client service.

This is an exciting time to join GDS Risk Management Services. Enabling responsible growth and working together with the business to do this is at the heart of many of the NextWave strategic priorities. We are looking for professionals, interested in Risk Management, to join us. You will build your professional knowledge and credentials and learn how EY operates globally.

Your key responsibilities

Incumbent will perform secondary research using appropriate tools and resources. Within the scope, you will be required to:

• Perform basic research on relevant secondary sources and synthesize business information into established or customized pre-formatted knowledge deliverables
• Work independently or participate on project teams to provide research in response to requests from internal E&Y practitioners adhering to strong quality assurance standards
• Translate complex, strategic or undefined business needs into integrated knowledge solutions, delving into the primary reason for the request and managing expectations of the requestor
• Build collaborative relationships with RMS colleagues and requestors
• Promote the sharing of leveraged knowledge and information resources across the firm

Skills and attributes for success

• Need to be self-driven
• Strong ability to understand the background and context of research requirement
• Process oriented
• Exceptional logical reasoning skills
• Should be able to think and communicate in a structured fashion; should listen to and accurately capture others' ideas, expectations and concerns; should be clear and concise when responding to questions.
• Excellent problem solving skills
• Exceptional customer service skills including responsiveness, commitment to quality, attention to details and accuracy
• Should have a strong and highly motivated work ethic, and be an excellent team player

To qualify for the role, you must have

• Good awareness of the ability to use major research products and services and SEC filing tools (e.g, Boardex, intelligize, Capital IQ)
• A Bachelors/ Master's degree in Business Management would be preferred
• 0 – 1 year of experience in Business Research
• Good MS office knowledge (Word, Excel, PowerPoint)

Ideally, you'll also have

• Ability to operate and flex in an ambiguous and changing environment to respond to emerging priorities
• Experience of working to deadlines and delivering high quality outputs
• Ability and willingness to periodically work flexibly e.g., participating in calls outside of standard office hours (early morning/late night) to support our global organization

What we look for

We're looking for an experienced, high energy individual who embraces change and innovation in order to ensure that we can continue to deliver world-class RM initiatives in an ever-changing environment.

What we offer

EY Global Delivery Services (GDS) is a dynamic and truly global delivery network. We work across six locations – Argentina, China, India, the Philippines, Poland and the UK – and with teams from all EY service lines, geographies and sectors, playing a vital role in the delivery of the EY growth strategy. From accountants to coders to advisory consultants, we offer a wide variety of fulfilling career opportunities that span all business disciplines. In GDS, you will collaborate with EY teams on exciting projects and work with well-known brands from across the globe. We'll introduce 

you to an ever-expanding ecosystem of people, learning, skills and insights that will stay with you throughout your career.

• Continuous learning: You'll develop the mindset and skills to navigate whatever comes next.
• Success as defined by you: We'll provide the tools and flexibility, so you can make a meaningful impact, your way.
• Transformative leadership: We'll give you the insights, coaching and confidence to be the leader the world needs.
• Diverse and inclusive culture: You'll be embraced for who you are and empowered to use your voice to help others find theirs.

About EY

EY | Building a better working world

EY exists to build a better working world, helping to create long-term value for clients, people and society and build trust in the capital markets.

Enabled by data and technology, diverse EY teams in over 150 countries provide trust through assurance and help clients grow, transform and operate.  

Working across assurance, consulting, law, strategy, tax and transactions, EY teams ask better questions to find new answers for the complex issues facing our world today.

If you can demonstrate that you meet the criteria above, please contact us as soon as possible.

The exceptional EY experience. It's yours to build.

Role

We are seeking a Senior Research Consultant to be part of our team within our Global Talent Delivery Center and support our business and clients around the world. This is an exciting and challenging opportunity available for recruitment and research professionals to join a global talent management firm and be responsible for talent pipe lining and management of talent pools. Using your exceptional research skills, you will develop and execute a multi-channel approach, utilizing direct and indirect sourcing channels, developing talent communities, researching and speaking to the best candidates.

Scope

• Partner with our Technology sector team to identify and define Technology executive roles search strategies based on the client's requirements and effectively execute those strategies
• Conduct research using existing and other research tools using primary and secondary sourcing strategies
• Provide insights to onsite senior research associates or consultants to strategize and re-strategize the search
• Identify potential business opportunities from ongoing research projects/undertaking
• Participate in role briefing with client and contribute to sourcing strategy & process
• May conduct project specific and industry specific research reports like competitive landscape, market overview, industry trends & challenges, etc.

Requirements

• Strong experience in research and analysis gained in a consulting , advisory, executive search company or related industry
• In-depth knowledge of the Technology Sector (IT, Telco, Systems/Network Infrastructure, Data Architecture, etc.)
• Strong technical understanding and organizational knowledge of the executives roles in the Technology Sector
• Problem solver and understand the concept of the outcome
• Ability to provide sourcing insights while conducting the research
• Quality and result-oriented
• Strong research experience in international market
• Problem solver and understands the concept of the outcome
• Ability to provide insights while conducting the research
• Strong research experience in global/international markets

Project Context

MBHR in Asia is a regional programme aimed at promoting corporate responsibility to respect migrant workers' rights in line with the United Nations Guiding Principles on Business and Human Rights (UNGPs). It is being implemented in the Philippines, as well as Cambodia, Indonesia, Malaysia, Nepal, Thailand and Viet Nam. Through MBHR in Asia, IOM collaborates with governments, private sector and civil society to uphold the human and labour rights of migrant workers in key sectors and migration corridors.

Background And Scope Of Research
Since the start of its labour migration program in 1974, the Philippines has built on 50 years of experience in continuously developing and strengthening its institutions, laws, and policies to protect the welfare and rights of international labour migrants. Often at the forefront of global efforts, the Philippines has set an example in advancing migrant workers protection. The establishment of the Department of Migrant Workers (DMW) in 2022 marks a significant milestone, underscoring the Philippine's commitment to improving its migration governance and enhancing protection of Filipino migrant workers. The DMW is an executive agency created to fulfill the State's mandate to: protect the rights and promote the welfare of OFWs and their families, regulate all manner of legal recruitment and foreign employment of its nationals, ensure overseas employment is a choice rather than a necessity, strengthen the domestic labor market for the effective reintegration of OFWs, and progressively align programs and policies with the 23 objectives of the Global Compact for Migration (GCM). Additionally, the creation of the DMW introduced into Philippine law its first formal definition of ethical recruitment: "the lawful hiring of workers in a fair and transparent manner that respects and protects their dignity and human rights" and formalized its longstanding commitment to promote ethical and professional recruitment.

Despite the advancement, the Philippines has yet to fully adopt one of the key principles of fair and ethical recruitment: the prohibition of the charging of recruitment fees and related costs to migrant workers, otherwise known as the Employer Pays Principle (EPP). As embodied in ILO Convention No. 181 (which has not yet been ratified by the Philippines), the EPP is an international best practice meant to reduce risks of forced labour, debt bondage and exploitation to migrant workers by preventing workers from accumulating recruitment-related debt. Under current regulations, it remains legally permissible in most cases to charge overseas Filipino workers (OFWs) up to one month's salary as recruitment/placement fee, along with certain specified recruitment related costs. However, the private sectors are encouraged to go beyond this minimum standard by voluntarily adopting the EPP framework; in cases when the law in the country of destination already adheres to EPP by prohibiting the charging of recruitment fees to migrant workers, Philippine law also explicitly requires that this higher standard should be followed.

To strengthen their human rights and welfare protections for OFWs, and to incorporate fair and ethical recruitment practices in their stakeholder incentives systems, the DMW is exploring ways to promote EPP among employers, private recruitment agencies (PRAs), and countries of destination, and implement measures to reduce (or eliminate) recruitment fees and related costs for workers and jobseekers as per the ILO Fair Recruitment definitions1. However, information is not readily available on what is the total and actual scope of recruitment fees and related costs are in the Philippines, and how much each recruitment stakeholder (OFW, PRA and employer) currently spends for the successful recruitment process of an OFW. Therefore, there is not enough information to advise stakeholders on how to practically apply EPP in recruiting OFWs, or whether and how recruitment fees and costs could be reduced in the Philippine context.

The IOM has been a longstanding partner of the DMW (and formerly the POEA) on initiatives involving the promotion of migrant worker rights and welfare, advocacy for an enabling environment for fair and ethical recruitment standards, and prevention of illegal recruitment, human trafficking, forced labour, and exploitation of OFWs. Thus, in continuous support for the above initiatives,
IOM's proposed research aims to provide the DMW with comprehensive evidence and data on recruitment fees and related costs involved in the recruitment of OFWs through Philippine PRAs, and subsequent recommendations for the reduction of these fees and costs and the promotion of EPP.
This approach is in line with the NAP-FER, which does not directly espouse a blanket prohibition of elimination of recruitment fees, but instead emphasizes the development of a supportive policy and regulatory environment to enable more recruitment and employment stakeholders to implement EPP and align their business practices with international Fair and Ethical Recruitment standards.

The key objectives of the research would be the following:

• To provide the Philippine government with a complete overview of all recruitment fees2 and recruitment-related costs, including "hidden" administrative, operational, and time costs involved in internationally recruiting an OFW in three (3) migration corridors;
• To provide data to the Philippine government to support the development of "charge rates"4 or a clear public guidance for stakeholders (OFWs, PRAs and employers) for two types of migration corridors: Type 1. where EPP is legally required; and Type 2. where fee-charging is still legally allowed. The "charge rates" would be based on an evidence-based understanding of: (a) the actual costs borne by the worker (and their family) during the recruitment phase up to deployment, including "hidden" costs where possible to identify; (b) the costs actually covered by employers per type of migration corridor; and (c) costs actually absorbed by a PRA for deployment of an OFW per type of migration corridor.
• To identify evidence-based factors that (a) discourage employers of OFWs from adopting the EPP and (b) make it challenging for Philippine PRAs to find and secure employers who are willing to practice EPP; and
• To provide recommendations to the Philippine government on: effective measures to reduce recruitment fees and related costs in the recruitment process of OFWs; communicating to stakeholders the actual costs of recruiting OFWs from the Philippines; the use of the data to inform DMW policies on incentives for employers and PRAs; and jointly advocating with private sector for broader EPP adoption among employers and countries of destination.

The results of the research shall also inform and compliment IOM's ongoing partnership with the DMW on strengthening overall labour migration policy, including initiatives to incentivize private sector stakeholders practicing fair and ethical recruitment and human rights due diligence, and to support capacity-building and professionalization of the recruitment industry by standardizing management systems requirements for PRAs.

Organizational Department / Unit to which the Consultant is contributing

The Consultant will report to IOM Philippines' Labour Mobility and Social Inclusion (LMI) Unit, under the MBHR in Asia Programme. (
Project Code:
LM0532)

Outputs to be submitted and tasks to be performed under this contract

• Propose research plan/inception report based on the objectives and parameters discussed in this TOR

• Deadline: Friday, 10 October 2025

• Conduct desk review to gather primary and secondary data on the subject matter
• Submit proposed outline of technical paper and draft research design; discuss and finalize these until approved by IOM.
• Identify and recommend specific migration corridors and/or skills/occupational sectors which shall be the focus of the research.
• Identify and recommend stakeholders to engage and propose a stakeholder engagement plan aligned with the workplan; discuss and finalize these until approved by IOM.

• Ensure that gender and other relevant parameters are captured in the research design and process.

• Submit first draft of the report on recruitment fees and related costs

• Deadline: Friday, 12 December 2025

• Design agendas, objectives, and guide questions for stakeholder Key Informant Interviews (KIIs) and Focus Group Discussions (FGDs) KIIs and FGDs to gather inputs on the subject matter. Discuss and finalize these until approved by IOM.
• Take the lead in organizing consultations, coordinating and following up with stakeholders, and conducting KIIs and FGDs for the research.
• Provide IOM with documentation of the KIIs and FGDs.
• Conduct additional desk review and/or follow-up discussions to gather inputs on the subject matter, including to determine ranges of recruitment fees and related costs particular to PRAs
• Submit initial draft of the report.

• Present the draft report to IOM for feedback and inputs. Revise the draft based on inputs/suggestions.

• Submit final draft of the report

• Deadline: Friday, 27 March 2026

• Design the agenda and mechanics for validation meetings with stakeholders. Discuss and finalize these until approved by IOM.
• Take the lead in organizing validation meetings, coordinating and following up with stakeholders, and present revised draft to stakeholders for feedback.
• Provide IOM with documentation of the validation meetings.
• Revise the draft based on stakeholders' inputs and recommendations until approved by IOM.
• Submit the final report to IOM.

Performance indicators for the evaluation of results

• Required deliverables are submitted in accordance with the agreed-upon deadlines.
• Submitted output clearly delivers high-quality, impactful research that expounds on the currently available literature.
• Submitted output ensured that all writing and formatting are consistent and aligned with the IOM Brand Style Guide.
• Issues raised are resolved amicably with outcomes accepted by the involved parties.

Education

• Must have completed minimum bachelor's degree in economics, business management, public policy, social science, international relations, international development, migration studies or related courses with at least seven years of relevant professional experience; preferably have a graduate degree in any of these or other related fields with at least five years of professional experience.

Experience

• Must have advanced knowledge on migration and cross-cutting issues, and Philippine labour migration context.
• Having managerial experience in working in the Philippine private sector or at multinational level is an advantage.
• Established network of contacts in government agencies and companies involved in Philippine labour migration is an advantage.

Skills

• Needs to have excellent writing and research skills with a demonstrated capacity to produce impactful research.
• Needs to have excellent communication and coordination skills to engage with various stakeholders of different sectors and backgrounds.
• Needs to have excellent organizational and time management skills in order to meet deadlines and fulfill deliverables.

Languages

• Proficiency in English is required; working knowledge of Filipino is an asset.

Travel required

The Consultant will be engaged mostly on a remote-work basis, with in-person attendance at specific meetings or activities as needed. Meetings and consultation/data-gathering activities will be held online or in-person within Metro Manila, thus travel within Metro Manila will be necessary. Travel to other areas of the Philippines/outside Metro Manila may be required. International travel will not be required.

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 three 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

• 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, verification of residency, visa, and authorizations by the concerned Government, where applicable.
• 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.
• 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 online recruitment system. The online tool also allows candidates to track the status of their application.

For further information and other job postings, you are welcome to visit our website: IOM Careers and Job Vacancies

• Job Identification 16441
• Posting Date 08/22/2025, 01:45 AM
• Locations Manila, National Capital Region, PH
• Apply Before 09/05/2025, 03:59 PM
• Degree Level Bachelors or Equivalent
• Job Schedule Full time
• Job Shift Day
• Contract Type Consultancy (Up to 11 months)
• Vacancy Type Consultancy
• Recruiting Type Consultant
• Grade UG

Project Context

MBHR in Asia is a regional programme aimed at promoting corporate responsibility to respect migrant workers' rights in line with the United Nations Guiding Principles on Business and Human Rights (UNGPs). It is being implemented in the Philippines, as well as Cambodia, Indonesia, Malaysia, Nepal, Thailand and Viet Nam. Through MBHR in Asia, IOM collaborates with governments, private sector and civil society to uphold the human and labour rights of migrant workers in key sectors and migration corridors.

Background and Scope of Research:

Since the start of its labour migration program in 1974, the Philippines has built on 50 years of experience in continuously developing and strengthening its institutions, laws, and policies to protect the welfare and rights of international labour migrants. Often at the forefront of global efforts, the Philippines has set an example in advancing migrant workers protection. The establishment of the Department of Migrant Workers (DMW) in 2022 marks a significant milestone, underscoring the Philippine's commitment to improving its migration governance and enhancing protection of Filipino migrant workers. The DMW is an executive agency created to fulfill the State's mandate to: protect the rights and promote the welfare of OFWs and their families, regulate all manner of legal recruitment and foreign employment of its nationals, ensure overseas employment is a choice rather than a necessity, strengthen the domestic labor market for the effective reintegration of OFWs, and progressively align programs and policies with the 23 objectives of the Global Compact for Migration (GCM). Additionally, the creation of the DMW introduced into Philippine law its first formal definition of ethical recruitment: "the lawful hiring of workers in a fair and transparent manner that respects and protects their dignity and human rights" and formalized its longstanding commitment to promote ethical and professional recruitment.

Despite the advancement, the Philippines has yet to fully adopt one of the key principles of fair and ethical recruitment: the prohibition of the charging of recruitment fees and related costs to migrant workers, otherwise known as the Employer Pays Principle (EPP). As embodied in ILO Convention No. 181 (which has not yet been ratified by the Philippines), the EPP is an international best practice meant to reduce risks of forced labour, debt bondage and exploitation to migrant workers by preventing workers from accumulating recruitment-related debt. Under current regulations, it remains legally permissible in most cases to charge overseas Filipino workers (OFWs) up to one month's salary as recruitment/placement fee, along with certain specified recruitment related costs. However, the private sectors are encouraged to go beyond this minimum standard by voluntarily adopting the EPP framework; in cases when the law in the country of destination already adheres to EPP by prohibiting the charging of recruitment fees to migrant workers, Philippine law also explicitly requires that this higher standard should be followed.

To strengthen their human rights and welfare protections for OFWs, and to incorporate fair and ethical recruitment practices in their stakeholder incentives systems, the DMW is exploring ways to promote EPP among employers, private recruitment agencies (PRAs), and countries of destination, and implement measures to reduce (or eliminate) recruitment fees and related costs for workers and jobseekers as per the ILO Fair Recruitment definitions 1 . However, information is not readily available on what is the total and actual scope of recruitment fees and related costs are in the Philippines, and how much each recruitment stakeholder (OFW, PRA and employer) currently spends for the successful recruitment process of an OFW. Therefore, there is not enough information to advise stakeholders on how to practically apply EPP in recruiting OFWs, or whether and how recruitment fees and costs could be reduced in the Philippine context.

The IOM has been a longstanding partner of the DMW (and formerly the POEA) on initiatives involving the promotion of migrant worker rights and welfare, advocacy for an enabling environment for fair and ethical recruitment standards, and prevention of illegal recruitment, human trafficking, forced labour, and exploitation of OFWs. Thus, in continuous support for the above initiatives, IOM's proposed research aims to provide the DMW with comprehensive evidence and data on recruitment fees and related costs involved in the recruitment of OFWs through Philippine PRAs, and subsequent recommendations for the reduction of these fees and costs and the promotion of EPP. This approach is in line with the NAP-FER, which does not directly espouse a blanket prohibition of elimination of recruitment fees, but instead emphasizes the development of a supportive policy and regulatory environment to enable more recruitment and employment stakeholders to implement EPP and align their business practices with international Fair and Ethical Recruitment standards.

The key objectives of the research would be the following:

• To provide the Philippine government with a complete overview of all recruitment fees 2 and recruitment-related costs, including "hidden" administrative, operational, and time costs involved in internationally recruiting an OFW in three (3) migration corridors;

• To provide data to the Philippine government to support the development of "charge rates" 4 or a clear public guidance for stakeholders (OFWs, PRAs and employers) for two types of migration corridors: Type 1. where EPP is legally required; and Type 2. where fee-charging is still legally allowed. The "charge rates" would be based on an evidence-based understanding of: (a) the actual costs borne by the worker (and their family) during the recruitment phase up to deployment, including "hidden" costs where possible to identify; (b) the costs actually covered by employers per type of migration corridor; and (c) costs actually absorbed by a PRA for deployment of an OFW per type of migration corridor.

• To identify evidence-based factors that (a) discourage employers of OFWs from adopting the EPP and (b) make it challenging for Philippine PRAs to find and secure employers who are willing to practice EPP; and

• To provide recommendations to the Philippine government on: effective measures to reduce recruitment fees and related costs in the recruitment process of OFWs; communicating to stakeholders the actual costs of recruiting OFWs from the Philippines; the use of the data to inform DMW policies on incentives for employers and PRAs; and jointly advocating with private sector for broader EPP adoption among employers and countries of destination.

The results of the research shall also inform and compliment IOM's ongoing partnership with the DMW on strengthening overall labour migration policy, including initiatives to incentivize private sector stakeholders practicing fair and ethical recruitment and human rights due diligence, and to support capacity-building and professionalization of the recruitment industry by standardizing management systems requirements for PRAs.

Organizational Department / Unit to which the Consultant is contributing

The Consultant will report to IOM Philippines' Labour Mobility and Social Inclusion (LMI) Unit, under the MBHR in Asia Programme. ( Project Code: LM0532)

Responsibilities: Outputs to be submitted and tasks to be performed under this contract

Propose research plan/inception report based on the objectives and parameters discussed in this TOR

Deadline: Friday, 10 October 2025

Conduct desk review to gather primary and secondary data on the subject matter

Submit proposed outline of technical paper and draft research design; discuss and finalize these until approved by IOM.

Identify and recommend specific migration corridors and/or skills/occupational sectors which shall be the focus of the research.

Identify and recommend stakeholders to engage and propose a stakeholder engagement plan aligned with the workplan; discuss and finalize these until approved by IOM.

Ensure that gender and other relevant parameters are captured in the research design and process.

Submit first draft of the report on recruitment fees and related costs

Deadline: Friday, 12 December 2025

Design agendas, objectives, and guide questions for stakeholder Key Informant Interviews (KIIs) and Focus Group Discussions (FGDs) KIIs and FGDs to gather inputs on the subject matter. Discuss and finalize these until approved by IOM.

Take the lead in organizing consultations, coordinating and following up with stakeholders, and conducting KIIs and FGDs for the research.

Provide IOM with documentation of the KIIs and FGDs.

Conduct additional desk review and/or follow-up discussions to gather inputs on the subject matter, including to determine ranges of recruitment fees and related costs particular to PRAs

Submit initial draft of the report.

Present the draft report to IOM for feedback and inputs. Revise the draft based on inputs/suggestions.

Submit final draft of the report

Deadline: Friday, 27 March 2026

Design the agenda and mechanics for validation meetings with stakeholders. Discuss and finalize these until approved by IOM.

Take the lead in organizing validation meetings, coordinating and following up with stakeholders, and present revised draft to stakeholders for feedback.

Provide IOM with documentation of the validation meetings.

Revise the draft based on stakeholders' inputs and recommendations until approved by IOM.

Submit the final report to IOM.

Performance indicators for the evaluation of results

Required deliverables are submitted in accordance with the agreed-upon deadlines.

Submitted output clearly delivers high-quality, impactful research that expounds on the currently available literature.

Submitted output ensured that all writing and formatting are consistent and aligned with the IOM Brand Style Guide.

- Issues raised are resolved amicably with outcomes accepted by the involved parties.

Qualifications: Education

Must have completed minimum bachelor's degree in economics, business management, public policy, social science, international relations, international development, migration studies or related courses with at least seven years of relevant professional experience; preferably have a graduate degree in any of these or other related fields with at least five years of professional experience.

Experience

Must have advanced knowledge on migration and cross-cutting issues, and Philippine labour migration context.

Having managerial experience in working in the Philippine private sector or at multinational level is an advantage.

Established network of contacts in government agencies and companies involved in Philippine labour migration is an advantage.

Skills

Needs to have excellent writing and research skills with a demonstrated capacity to produce impactful research.

Needs to have excellent communication and coordination skills to engage with various stakeholders of different sectors and backgrounds.

Needs to have excellent organizational and time management skills in order to meet deadlines and fulfill deliverables.

Languages

Proficiency in English is required; working knowledge of Filipino is an asset.

Travel required

The Consultant will be engaged mostly on a remote-work basis, with in-person attendance at specific meetings or activities as needed. Meetings and consultation/data-gathering activities will be held online or in-person within Metro Manila, thus travel within Metro Manila will be necessary. Travel to other areas of the Philippines/outside Metro Manila may be required. International travel will not be required.

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 three 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

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, verification of residency, visa, and authorizations by the concerned Government, where applicable.

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.

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 online recruitment system. The online tool also allows candidates to track the status of their application.