Human Resource and Organizational Development Consultant

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.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.Detailed information is available on jobsnepal.com