Consultant for Workforce Planning at the Asia-Pacific Area Office

Background

Habitat for Humanity International is implementing its global strategy, 50 for 50, shifting from direct delivery to stronger influence on housing systems and organizational capability. The Asia-Pacific Area Office is moving toward a lean, agile structure and needs a workforce plan aligned with the area office purpose and strategic priorities.

Key challenges include:

• Gaps between required capabilities and existing workforce skills
• Inconsistencies in salary bands across countries
• Structural alignment needed for operational excellence

Purpose

Develop and deliver a workforce plan, design a new organizational structure, and partner with the global total rewards team to build a regional compensation framework for the Asia-Pacific Area Office.

Guiding Principles

• Alignment with the Asia-Pacific Strategic Framework FY25-27 and Area Office Purpose
• Equity and transparency in workforce and compensation decisions
• Financial sustainability and scalability
• Compliance with local labor laws and global HR standards
• Reinforcement of the Area Office facilitator role
• Demonstrated value-add to National Organizations and Branches

Scope of Work

Three workstreams:

1. Workforce planning: readiness checklist, strategic analysis, workforce analysis, future requirements, gap analysis, workforce plan
2. Organizational reorganization: design an agile structure aligned with strategic priorities
3. Salary bands review: consistency and competitiveness across countries, aligned to global compensation framework

Objectives

• Identify and deploy talent needed for strategic priorities via a workforce planning process
• Design a structure that supports facilitation and strategic delivery
• Review job levels, grades, and salary bands to ensure equity and market competitiveness

Deliverables

• Workforce analysis, strategic analysis, gap analysis, and workforce plan
• Rightsizing plan
• Proposed organizational structure and role profiles
• Regional compensation framework aligned to global philosophy
• Final report

Methodology

Work is organized into stages including data collection and review, stakeholder engagement, current state analysis, future state requirements, gap analysis, workforce plan, organizational design proposal, and compensation framework recommendations, followed by an implementation roadmap and risks/mitigations.

Timeline

The plan includes a final report and presentation to the Area Management Team with a target completion of 30 May 2026.

Additional Details

• Position category: Consultant
• Type: Consultancy
• Function: Human Resources
• Travel: Not specified