TERMS OF REFERENCE For Expression of Interest (EOI) On Strategic Workforce Planning for Habitat for Humanity International Nepal

TERMS OF REFERENCE

For Expression of Interest (EOI)

On Strategic Workforce Planning for Habitat for Humanity International Nepal

Overview

Habitat for Humanity International’s Global Impact (GI) 2025 envisions the expansion of breadth and depth of Habitat for Humanity impact to address the global challenges and reduce the global housing deficit. To accomplish this, we continue to deliver programs that are people-centered, we cultivate partnerships with complementary institutions, donors and partners for systemic change and we strengthen and ensure our programming quality that caters to the needs of the most vulnerable communities. 

By undertaking an independent external Strategic Workforce Planning, Habitat for Humanity International Nepal (Habitat Nepal) aims to analyze the organization’s current human resources strength, organizational structuring and identify gaps there-in to successfully operationalize and achieve the aspirations of GI 2025.The findings and recommendations of such an analysis will support Habitat Nepal’s future direction and how best we mobilize our staff based on their competencies, knowledge, skills and interest that contributes pro-actively to our vision.  

Why is it important?

Strategic developments: An organization is a living entity. Over time, the strategic direction of an organization needs to be revisited to accommodate changing local and global context. A learning organization, together with its human resources must continuously evolve to adapt proactively to these externalities.  Workforce planning provides opportunities to reflect critically on existing HR practices and organizational culture and make revisions and amendments, as necessary.

Changes in funding landscape: The funding landscape in the development context is continuously changing. As global crises maximize, development budgets continue to shrink under massive competition and division over prime global agendas. Although Habitat Nepal does, at present, receive generous unrestricted resources, we must overtime strategize on ways to leverage more resources to operate innovative programs on the ground and brand our profile well with partners, donors, and stakeholders. 

Staff Engagement and Retention: With a robust workforce plan, an organization can put into place and effective staff engagement and retention plan, whereby it makes the best use of current staff skills, knowledge and expertise and align it with emerging priorities as well as staff job interest. This will reduce unnecessary hires and encourage internal workforce internal transfers or promotions, internal vacancies and appointments to new roles or adding new responsibilities to the existing position. As a result, the organization will be able to enhance and create opportunities for staff’s personal and professional growth to learn and grow in new positions, while strengthening institutional talent pool. Such initiatives help the organization to continuously motivate staff while reducing skill shortage and staff turnover. 

Succession planning- This is key to any growing organization. Workforce planning helps in adapting to future needs by identifying and putting into place a second line of management/ leadership and building their capacity continuously. 

Implementation timelines

Technical Proposal

The technical proposal must address all the requirements to ensure the Workforce Planning Deliverables are met.

Deliverables 

• Human Resources SOWT analysis (of each department/staff). 
• Recommendation list on how Workforce Planning (Strategic and Operational) will address Habitat Nepal’s HR challenges (Weakness & Threat).
• A streamlined organization chart best fit for future progress.
• Final Strategic Workforce Planning report- this report will include various HR strategies to be implemented by Habitat Nepal, the budget/resources required to implement it:
  • Workload analysis of staff and revised/updated job description.
  • Analyze existing workforce, talent availability and identify understaffed department(s)/unit and potential bottlenecks.
  • Department re-alignment.
  • Identify staffing requirements to scale operations in new geographical locations.
  • Proposal for new job titles/nomenclature and career level guidelines.
  • Implications of revised nomenclature on grade and salary.
  • Need to create new positions.
  • Proposal for staff development, capacity building and wellness. 
  • Identify current knowledge skill gap in workforce and L&D for staff.

Financial Proposal

The individual consultant/ firm should present their financial proposal for the assignment in a separate document. If field travel is required, the travel cost will be paid by Habitat Nepal to cover for travel, accommodation and per-diem. 

Payment

Full and final payment shall be made to the consultant on submission and acceptance of the Final Report.

Ethical Protocols

Throughout the assignment engagements, the consultants are expected to adhere to Habitat Nepal code of conduct including the safeguarding policy ensuring that all measures are taken to protect the rights, safety, and welfare of the individuals and communities involved.

Experience required

• The individual HR Consultant/HR firm with minimum of 5 years of experience in Strategic Workforce Planning.
• Must have worked with INGOs to conduct similar assignment with good recommendations.

Documents required

• Interested consultants to submit their Technical and Financial proposal.
• Firm/company profile with a list of past clients in related assessment.
• Copies of report of prior related works with testimonials/recommendations from former clients.
• A copy of firm/company registration certificate.
• A copy of PAN/VAT registration certificate. 
• A copy of tax clearance certificate of most recent fiscal year (applicable for firms).
• CV of experts proposed with citizenship copy.

How to apply

Interested individual HR consultant/ HR firms should submit their technical and financial proposal including testimonials/recommendations in the form of hardcopies in a separate sealed/closed envelope. Please send the closed EOI with subject- Strategic Workforce Planning. 

To Human Resources Department, Habitat for Humanity International- Nepal, Sanepa Chowk, Lalitpur – 2, P.O. Box: 24037, Kathmandu, Nepal.

Or send email application to: recruitment@habitatnepal.org

Application deadline: August 10, 2022

Human Resources Department, Habitat for Humanity International Nepal

In accordance with its foundational mission principles, Habitat for Humanity International is committed to the highest ethical standards and opposes all forms of discrimination, exploitation, and abuse. We intend to create and maintain a work and living environment that is safe, productive, and respectful for our colleagues and for all we serve.

We require that all staff take seriously their ethical responsibilities to Safeguarding (Child Protection, Prevention of Sexual Exploitation Harassment and Abuse) our intended beneficiaries, their communities (especially children), and all those with whom we work. In line with the prevention of sexual exploitation and abuse, all staff must pass a thorough background screening, police check and will be held accountable to upholding our policies around ethical behavior, including safeguarding and whistleblowing

Habitat for Humanity International Nepal is an equal opportunity organization. Women, persons with disabilities, marginalized and disadvantage communities, and local candidates are encouraged to apply.

Only shortlisted candidates will be contacted for further steps in recruitment. However, habitat for Humanity International Nepal reserves the right to accept or reject any applications without assigning any reasons whatsoever.