Human Resource and Organizational Development Consultant

Human Resource and Organizational Development Consultant Job posted on 18 Sep, 2026 Apply before 07 Oct, 2026 Hamro Palo Details / requirements: Hamro Palo invites Expressions of Interest for the following opportunity:Terms of Reference for Human Resource and Organizational Development ConsultantBackgroundHamro 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 ConsultancyThe 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 ObjectivesAssess 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 WorkThe consultant will undertake the following:1. Organizational and Human Resource AssessmentReview 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 DelegationRecommend 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 PlanningAssess 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 CultureAssess 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 SupportReview 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 DeliverablesAn inception report with the proposed methodology, work plan, consultation process, and timeline.An organizational and human resource assessment report with prioritized recommendations.A recommended organizational structure, staffing plan, reporting lines, and delegation framework.Job descriptions or competency profiles for agreed priority senior positions.A leadership-development and succession-planning framework.A revised performance-management system with practical tools and templates.A staff retention, well-being, and professional-development plan.Revised priority HR policies and procedures.Orientation and capacity-building sessions for relevant staff and leadership.A phased 12-month implementation plan and final consultancy report.All final documents, policies, and tools must be submitted in editable formats.Proposed DurationThe 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 ProposalInterested 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.EligibilityThe 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 ExperienceA 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 InterestInterested 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 7 October 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.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. Save to favorite Refer to a friend