Workforce Planning Consultancy

Human Resources

Overview

Develop a comprehensive workforce planning handbook and tools.

You have:

• Relevant educational background.
• Relevant NGO experience with comprehensive understanding in programme implementation and Project Cycle Management.
• Extensive experience with workforce planning.
• Comprehensive understanding of HR, with particular experience in recruitment and capacity building of staff.
• Excellent writing skills in English.
• Knowledge of ICT-and financial systems and simulation tools is an asset.

Contract

This is a Professional contract (NRC) contract. More about Professional contract (NRC) contracts.

TERMS OF REFERENCE

NAME: Consultancy- Workforce planning

TITLE: Consultant – workforce planning

DUTY STATION: Home based

REPORTING TO: Regional Head of HR

Duration: January-February 2023

1. BACKGROUND

The Asia and Latin America (ALAR) Region for NRC comprises a diverse range of country programmes across a vast geographical area. Of four regions in Field Operations, the Asia and Latin America RO is based in Head Office covering: three sub-regions: Latin America, Afghanistan/Iran and Southeast Asia. The operating environment is varied, encompassing a complex and multi-faceted set of humanitarian and recovery response needs in countries that are either fragile, environmentally vulnerable or both.

The Asia and Latin America Region is overseeing the Country Offices and its operations, and provides strategic guidance across core programme, advocacy, HR, Finance and logistics support functions. Led by the Regional Head of HR the Regional HR Team sits in the Regional Support Unit and provides a range of HR professional advice, control, and development to Country Operations within the region in relation to Global policies and procedures, legal and regulatory frameworks as well as strategic initiatives. The Regional HR Unit also takes the lead on global HR initiatives and other specialist areas as assigned. The regional unit works collaboratively and in a matrix structure with the Regional Programme Unit, Regional Advocacy, and the global HR Department in HO, and not least with Country Directors, Heads of Support and HR Managers in Country Offices.

AELA region as a part of 2022-25 Strategy develops strategic workforce planning handbook and tools as a response to the strategic objective” Acknowledging that diverse and capable staff are its most important asset, ALAR will invest in further developing its workforce along two main lines:”

• Develop a handbook for workforce planning,

• Develop toolbox for workforce planning

  Status in AELA: Most COs in AELA are doing workforce planning to a certain level, planning. There exist some tools and knowledge. Definition and training modules on basic level have been developed, but workforce planning needs to be further developed to be linked and us full for Project Cycle Management and connected to long term Learning & Development of staff. In addition, workforce planning must be linked to existing systems in NRC, such as relevant M&E tools, NRCPEOPLE system and Agresso finance tools, to ensure that workforce planning is based on a comprehensive analysis.

2. OBJECTIVES

1. The primary objective of the consultancy is to develop a handbook and relevant tools. handbook and relevant tools to guide the COs in efficiently planning workforce. in line with the strategic objective for the region. The handbook and tools will be generic and can be implemented in NRC globally, including supporting global mobility and to development and retaining of talents for the organisation.

More specifically:

2. Develop a handbook for workforce planning:
   1. Develop a practical handbook for workforce planning for managers and HR
3. Develop toolbox for workforce planning:
   1. Procedures and tools connecting RO, CO Strategies, NRC Project Cycle Management to workforce planning
   2. Tool for managers and HR to identify needed and planned workforce, including calculation of resources needed for project implementation
   3. Develop tools for analysing workforce, by optimization use of data from PEOPLE, Agresso and GOR
4. Connect Learning & Development handbook and toolbox to workforce planning
   1. Develop tools and procedures to link workforce planning to exist learning need analysis/workforce capability gaps, to long term L&D initiatives and to CO L&D plans
5. Develop training material for Managers and HR staff

6. Develop a training module and material for facilitator for workforce planning

7. Develop suggested implementation plan

8. Develop implementation plan for AELA COs with timeframe and resources needed.

The consultant will work closely with the project group with owner RHHR, selected COs and focal point in addition to the Regional L&D focal point, in addition to resources linked to PEOPLE, Agresso and GORS.

3. DELIVERABLES AND PROGRESS PLAN

Duration of consultancy will be 2 month project and starting date January 2023

Delivery dates

Milestone

1. Project plan by August X

2. 1. Draft Project plan and dates

3. Presentation and feedback/ adjustment .

4. Development of toolbox (by XX)

5. 1. Develop tools linking PCM and GORS, PEOPLE and Agresso to Workforce planning

6. Tool to calculate number and level needed for implementing a project, including support resources

7. Develop link to L&D by XX

8. 1. Develop tool for linking workforce planning to exist L&D tools and handbook

9. Develop training by XX

10. 1. Develop module for training

11. Develop material for facilitator

12. Develop implementation plan by XX

13. 1. Implementation plan and resources needed to implement in all AELA CO

    4. Qualifications of the consultant

• Relevant educational background
• Relevant NGO experience with comprehensive understanding in programme implementation and Project Cycle Management
• Extensive experience with workforce planning
• Comprehensive understanding of HR, with particular experience in recruitment and capacity building of staff
• Excellent writing skills in English
• Knowledge of ICT-and financial systems and simulation tools is an asset.

5. ADDITIONAL INFORMATION

• The total number of consultancy days will be 2-3 month.
• Writing is in English language.
• No subcontracts are expected.

6. ENQUIRIES

All enquiries regarding this agreement shall be directed to:

Name: Sunniva Devold

Position: Regional Head of HR

Phone: +4798405092

Emanil: [email protected]

DEADLINE FOR APPLICATIONS: 6TH JANUARY 2022

Apply now

Potential interview questions

Added 3 years ago - Updated 1 year ago - Source: nrc.no