Expressions of Interest & Applications for Deputy Director

Hamro Palo invites Expressions of Interest and applications for the following opportunities:

1. Human Resource and Organizational Development Consultant – Consultancy assignment
2. Deputy Director – Full-time employment 

Position 1: Human Resource and Organizational Development

Terms of Reference for Human Resource and Organizational Development Consultant

Background

Hamro Palo is a women-led, girls-focused nonprofit organization in Nepal working to advance gender equality, education, safety, and leadership opportunities for adolescent girls. As the organization expands its interventions across districts, it seeks to strengthen its organizational structure, leadership capacity, human resource systems, and staff sustainability. In 2026, Hamro Palo marked ten years as a registered organization, building on program work that began in 2012.

Over the next 12 months, Hamro Palo plans to strengthen its senior management structure, decentralize selected responsibilities, develop a second layer of leadership, prepare potential future leaders, and introduce more systematic approaches to staff performance, professional growth, well-being, and retention.

Hamro Palo therefore seeks an experienced Human Resource and Organizational Development Consultant to conduct an organizational and human resource assessment and develop practical recommendations and systems appropriate to the organization’s current size, growth plans, values, and financial capacity.

Purpose of the Consultancy

The purpose of the consultancy is to help Hamro Palo develop an organizational and human resource structure that supports effective program implementation across districts, clearer accountability, decentralized decision-making, leadership continuity, internal talent development, and staff retention.

The consultant will assess the current organizational structure and HR practices and provide practical recommendations, tools, and implementation support. The assignment should be grounded in Hamro Palo’s commitment to gender equality, feminist leadership, safeguarding, collaboration, and staff well-being.

Specific Objectives

• Assess Hamro Palo’s organizational structure, staffing arrangements, workloads, reporting relationships, and human resource systems.
• Recommend an organizational structure that enables Hamro Palo to deliver its mission and contribute to its long-term vision.
• Recommend appropriate delegation and decentralized decision-making arrangements.
• Support the development of a second layer of leadership and provide recommendations for leadership succession and continuity.
• Strengthen performance management, career progression, staff development, well-being, and retention systems.
• Review priority HR policies and practices for alignment with Nepal’s prevailing labour laws and nonprofit-sector requirements.
• Prepare a practical and phased HR and organizational strengthening implementation plan.

Scope of Work

The consultant will undertake the following:

1 Organizational and Human Resource Assessment

• Review the organizational structure, staffing, job descriptions, reporting lines, workloads, decision-making processes, and HR practices.
• Consult with the Executive Director, Board representatives, managers, Kathmandu-based staff, and district teams.
• Identify gaps in staffing, coordination, supervision, leadership capacity, and HR systems.
• Assess whether the current structure supports program quality, safeguarding, financial accountability, MEL, communication, and responsible expansion.
• Provide practical and prioritized recommendations based on Hamro Palo’s needs and financial capacity.

2 Organizational Structure and Delegation

• Recommend an organizational structure suitable for Hamro Palo’s current operations and anticipated growth.
• Clarify roles, reporting lines, supervision responsibilities, and coordination between the central office and district teams.
• Recommend which responsibilities should remain with the Executive Director and which should be delegated to senior managers and district-level staff.
• Develop a practical delegation of authority and accountability framework.
• Review the need, sequencing, and responsibilities of proposed senior positions, including the Deputy Director, Human Resource Manager, and Outreach or Operations Manager.

3 Leadership Development and Succession Planning

• Assess Hamro Palo’s readiness for future leadership transition.
• Identify two to three staff members with potential for increased leadership responsibilities and develop appropriate leadership-development plans.
• Recommend mentoring, coaching, delegation, job-shadowing, and exposure opportunities in donor engagement, government coordination, strategic planning, operational decision-making, crisis management, and external representation.
• Identify important institutional knowledge, responsibilities, and relationships that need to be documented or transferred.
• Recommend a phased succession and leadership-continuity plan, including the potential role of the Deputy Director and other senior staff.

4 Staff Retention Well-being and Organizational Culture

• Assess factors affecting staff motivation, retention, workload, workplace relationships, field travel, professional growth, and well-being.
• Review existing staff well-being and self-care initiatives.
• Develop practical recommendations for staff retention, recognition, professional development, workplace flexibility, and well-being.
• Recommend measures to strengthen a culture of trust, care, feminist leadership, inclusion, accountability, and collaboration.
• Recommend confidential and accessible mechanisms for staff to raise workplace concerns.

5 HR Systems and Implementation Support

• Review and strengthen the existing performance-management system.
• Develop practical tools for probation review, performance planning and appraisal, regular supervision, staff development, performance improvement, promotion, and recognition.
• Recommend clear and fair career-progression and professional-development pathways.
• Strengthen supervisors’ capacity to provide feedback, address performance concerns, and document decisions consistently.
• Review and strengthen priority HR policies and procedures, including recruitment, onboarding, probation, performance management, staff development, workplace conduct, grievance handling, field travel and safety, disciplinary procedures, confidentiality, and staff separation.
• Ensure that priority HR practices are consistent with Nepal’s prevailing labour laws and relevant nonprofit-sector requirements.
• Present and validate the recommendations with Hamro Palo’s leadership and staff.
• Orient managers and supervisors on the revised systems and coach the staff member responsible for HR administration.
• Provide limited follow-up support during the initial implementation period.

Expected Deliverables

1. An inception report with the proposed methodology, work plan, consultation process, and timeline.
2. An organizational and human resource assessment report with prioritized recommendations.
3. A recommended organizational structure, staffing plan, reporting lines, and delegation framework.
4. Job descriptions or competency profiles for agreed priority senior positions.
5. A leadership-development and succession-planning framework.
6. A revised performance-management system with practical tools and templates.
7. A staff retention, well-being, and professional-development plan.
8. Revised priority HR policies and procedures.
9. Orientation and capacity-building sessions for relevant staff and leadership.
10. A phased 12-month implementation plan and final consultancy report.

All final documents, policies, and tools must be submitted in editable formats.

Proposed Duration

The selected consultant or firm is expected to begin the assignment on 16 November 2026. The assignment will be completed over approximately three months on an intermittent basis, with the final deliverables expected by 15 February 2027.

Applicants should propose the required number of working days and submit a deliverable-based work plan aligned with this period. The consultancy will include document review, confidential staff consultations, management and Board discussions, policy and systems development, validation meetings, and initial implementation support.

Financial Proposal

Interested consultants or firms must submit a detailed financial proposal in Nepali Rupees. The proposal should specify:

• The proposed number of working days and daily professional fee.
• The total consultancy fee.
• Applicable taxes, including VAT where relevant.
• Any other costs necessary to complete the assignment.

The proposal must clearly state whether the quoted amount is inclusive or exclusive of applicable taxes. Statutory taxes will be deducted at source in accordance with the prevailing laws of Nepal.

Eligibility

The assignment is open to qualified individual consultants and consulting firms registered and eligible to work in Nepal.

A consulting firm must nominate a lead consultant who will be responsible for the assignment and directly involved in the assessment, staff consultations, validation, and delivery of the final outputs. The qualifications and experience requirements below apply to the individual consultant or the firm’s proposed lead consultant.

Required Qualifications and Experience

• A master’s degree in human resource management, organizational development, management, business administration, organizational psychology, law, social sciences, or a related field.
• At least seven years of relevant professional experience in human resource management or organizational development.
• Demonstrated experience conducting organizational and HR assessments.
• Experience supporting nonprofit, civil society, development, or women-led organizations in Nepal.
• Strong knowledge of Nepal’s prevailing labour laws, employment practices, Social Security Fund requirements, and related compliance obligations.
• Experience in organizational restructuring, decentralization, leadership development, succession planning, or change management.
• Experience developing practical HR policies, performance systems, job descriptions, and staff-development frameworks.
• Strong facilitation skills and experience conducting confidential staff consultations.
• Understanding of gender equality, feminist leadership, safeguarding, inclusion, and staff well-being.
• Excellent written and spoken communication skills in Nepali and English.

How to Submit an Expression of Interest

Interested individual consultants or consulting firms should submit an Expression of Interest containing:

• A brief letter outlining their understanding of the assignment and relevant experience.
• A technical proposal describing the proposed methodology, work plan, timeline, and number of working days.
• A detailed financial proposal in Nepali Rupees.
• An updated CV of the individual consultant or proposed lead consultant.
• A company profile and registration documents, if applying as a consulting firm.
• A copy of PAN or VAT registration, as applicable.
• An example of a similar assignment or relevant work product.
• Contact details for two professional references.

The Expression of Interest should be submitted by email to info@hamropalo.org.np no later than 30 September 2026, 5:00 PM, with the subject line: Expression of Interest – Human Resource and Organizational Development Consultancy.

Only shortlisted consultants or firms will be contacted. Telephone calls, office visits, and enquiries through social media will not be entertained.

Position 2: Deputy Director

Position Information

Position Purpose

The Deputy Director will work closely with the Executive Director and Board to provide leadership across programs, operations, administration, fundraising, partnerships, and organizational development. The position will ensure that Hamro Palo’s strategies and decisions are translated into effective daily management, high-quality programs, accountable systems, and strong external relationships.

This is a senior leadership position intended to contribute to Hamro Palo’s long-term leadership continuity. The Deputy Director will gradually assume increased organizational responsibilities based on performance, readiness, and decisions of the Executive Director and Board.

Key Responsibilities

Organizational Leadership and Daily Management

• Support the Executive Director in translating Hamro Palo’s strategy and annual priorities into operational plans and results.
• Oversee day-to-day organizational operations and ensure effective coordination among program, finance, administration, MEL, communications, and district teams.
• Promote clear responsibilities, timely decision-making, internal accountability, and collaboration across the organization.
• Act on behalf of the Executive Director on agreed matters and during periods of absence.
• Support organizational change, decentralization, risk management, and leadership-continuity processes.

Program Leadership and Quality

• Provide strategic oversight to Hamro Palo’s programs and ensure that implementation remains girl-centered, gender-transformative, safe, and responsive to community realities.
• Guide program planning, implementation, monitoring, review, learning, adaptation, and responsible expansion.
• Support program managers and district teams to address implementation challenges and maintain consistent quality across locations.
• Ensure that safeguarding, inclusion, accountability, and learning are integrated throughout program design and delivery.
• Use evidence, participant feedback, and MEL findings to strengthen programs and inform management decisions.

Fundraising and Donor Engagement

• Work with the Executive Director and team to identify funding opportunities and strengthen resource-mobilization strategies.
• Contribute to concept notes, proposals, budgets, donor reports, presentations, and funding negotiations.
• Build and maintain professional relationships with donors, foundations, networks, and strategic partners.
• Support donor communication, compliance, grant performance, and timely reporting.
• Represent Hamro Palo in meetings and forums related to fundraising and partnerships.

Operations Administration and Financial Oversight

• Oversee the effective functioning of human resource, administration, procurement, logistics, and operational systems.
• Work closely with finance and administration staff to support budgeting, expenditure monitoring, grant compliance, internal controls, and organizational sustainability.
• Ensure that policies and procedures are consistently understood and implemented across central and district offices.
• Monitor operational risks and support timely, practical responses.
• Support staff planning, recruitment, supervision, performance management, professional development, retention, and well-being.

Government Partnerships and External Relations

• Strengthen relationships with federal, provincial, and local government representatives, schools, civil society organizations, networks, communities, and other partners.
• Represent Hamro Palo in external meetings, consultations, conferences, and coordination platforms.
• Communicate Hamro Palo’s mission, approaches, evidence, and priorities clearly and responsibly.
• Identify opportunities for collaboration, policy influence, learning, and responsible program expansion.

Team Leadership and Organizational Culture

• Provide supportive supervision, coaching, and guidance to managers and staff.
• Develop a strong second layer of leadership by delegating responsibilities and creating opportunities for staff growth.
• Promote a culture of trust, care, feminist leadership, accountability, inclusion, learning, and collaboration.
• Address coordination or performance concerns fairly, promptly, and respectfully.
• Model Hamro Palo’s values and comply with its safeguarding requirements and Code of Conduct.

Required Qualifications and Experience

• A master’s degree in management, development studies, social sciences, gender studies, nonprofit leadership, public administration, or a related field.
• At least ten years of relevant professional experience, including a minimum of three years in a senior management or organizational leadership role.
• Demonstrated experience overseeing programs, operations, administration, and multidisciplinary teams.
• Strong experience in fundraising, proposal development, donor engagement, grant management, and partnership building.
• Experience working with government bodies, civil society organizations, communities, and development partners in Nepal.
• Sound understanding of financial oversight, human resource management, organizational policies, compliance, risk management, and safeguarding.
• Demonstrated ability to lead teams, manage competing priorities, solve problems, and make sound decisions.
• Strong written and spoken communication skills in Nepali and English.
• Commitment to gender equality, girls’ rights, feminist leadership, inclusion, and safeguarding.
• Willingness and ability to travel regularly to Hamro Palo’s project districts.

Personal Qualities and Long-Term Commitment

• Integrity, sound judgment, humility, and a collaborative leadership style.
• Ability to build trust and work respectfully with staff, communities, government representatives, donors, and partners.
• Readiness to take increasing responsibility and contribute to Hamro Palo’s long-term leadership continuity.
• A clear intention to remain based in Nepal for at least the next five years and an interest in contributing to Hamro Palo’s long-term leadership.
• Ability to work calmly and responsibly during periods of organizational change, uncertainty, or crisis.

Applicants should address their interest in a long-term leadership role and their anticipated availability in Nepal over the next five years in their cover letter.

How to Apply

Interested candidates should submit:

• A cover letter explaining their interest in the position and how their experience matches the role.
• An updated curriculum vitae.
• Contact details for two professional references.

Applications should be submitted by email to info@hamropalo.org.np no later 30 September 2026, 5:00 PM, with the subject line: Application for Deputy Director.

Only shortlisted candidates will be contacted. Telephone calls, office visits, and enquiries through social media will not be entertained.

Hamro Palo is an equal opportunity organization. We encourage applications from qualified professionals who share our commitment to the safety, dignity, rights and meaningful participation of adolescents.