CARE is an International NGO working in Somalia since 1981. CARE and its partners work with vulnerable communities to provide life-saving emergency assistance to people affected by conflict & crisis and address the underlying causes of poverty. Today, CARE is amongst the largest International Non-Governmental-Organizations in Somalia and Somaliland, making significant contributions to respond to substantial humanitarian needs while leading on recovery and development efforts. This includes helping to strengthen the capacity of the government to ensure gender-responsive social services and governance.

CARE International, Somalia Country office, has developed a new strategic plan for the period 2024 to 2030. This strategic plan will be rolled out in early 2024 upon completion of preliminary actions towards the end of 2023. To operationalize the new strategy, there is need to review what changes are needed to make the current staff structure and reporting lines to deliver the shift from impact group to impact area programming.

This may also be an opportunity to address unclear issues in the current structure such as unstandardized reporting lines and job requirements. In addition to moving away from impact group programming to impact area programming the strategy embraces cross-cutting initiatives such as ‘locally led, globally connected’. The CO intends to refocus programming from direct implementation to increasingly work with women-led organisations (WLO) and women’s rights organisation (WRO) through transferring financial resources and some roles and responsibilities, with a particular emphasis on a genuine shift of power rather than continuing with a sub-contracting, resource-based model.

The CO is also investing in readiness to position for contracts, implementing as grant agents for government channelled funding and exploring more work with private sector. There is need to consider what this means in terms of our staffing, both in numbers but also skill sets as there may be need to retrain staff, or potentially hire new staff with different skills/experience.

The change management process is expected to involve staff and partners for purposes of transparency and accountability. It is an opportunity to discuss issues of improvement in internal efficiencies in terms of programming and program support. The process will be participatory and will fully involve staff across all levels, and all offices. Discussions with our partners will be structured and will inform the changes that need to be done to improve the partnership models for better service delivery to the populations we serve.

In the new strategy CARE Somalia expects clarity on what success looks like for the new structures and approaches. This is possible when there is consensus on challenges including (i) whether the challenge is one that can be resolved through the envisaged structures and ways of working, (ii) clarity on whether investment is in the appropriate areas to deliver on the strategic goals. This will in turn inform investments in required trainings, equipment & technology, learning opportunities from and by other CARE Country Offices and peers.

Purpose:

The Organizational development consultant will conduct the organizational functional review, will design an appropriate organizational structure, develop a talent management strategy as well as an HR transition plan that enables the delivery of the strategy.

3. Scope of work

The scope of work will include but is not limited to the following:

1. Identify:
   • Review key documents (e.g. Strategy, organogram, job descriptions, performance management tools, talent management framework, HR manual) and engage in consultations with CARE senior management and staff. On this basis, provide a sequenced plan of actions, including the necessary preparatory work that must be completed prior to commencement.
2. Diagnose
   • Assess the alignment of the current structure with the strategy.
   • Perform a functional review per department and gap analysis on job descriptions in terms of skills, positions, structure needed to deliver on the new strategy.
   • Through discussions with staff/departments, identify current ‘pain points’ with our current structure and identify measures to resolve the structural problems.
3. Design
   • Design a revised structure that constitutes optimal staffing levels and well-defined roles.
   • Propose positions and their respective job descriptions, responsibilities and skills set, levels of seniority that are aligned to CARE’s program strategy/plans.
   • Review senior staff roles across categories such as manager or adviser to ensure coherence and consistency.
   • Propose a capacity development and transition plan for those positions and people needing adjustments to deliver on the new strategy. Some current staff may not be suitable to fill positions within the new structure, and so there may be a need to let go some current staff and recruit new staff with appropriate experience and skills.
   • Adapt/ develop a tailored talent management strategy (Performance Management system that is adapted to matrix structures; recruitment and retention strategy) that ensures that staff members are supported to identify and follow up on individual professional development objectives; assess and advise where additional investment in human resources would be required in the mid to long-term by assisting CARE management in planning Human resources needs and anticipating new issues.
   • Design a HR transition plan which would lead from the current structure to the next, considering the forward-looking strategy and legal implications and cost. The transition plan will be implemented between January 2024 to June 2024.
4. Deliver and sustain:
   • Train targeted staff on outputs of the consultancy.
   • Support management in workshops facilitation to present the output of the consultancy.
   • Prepare presentations and facilitate discussions with Management and staff when required.

NB: The consultant is expected to use any required methodology (group discussions, interviews, literature/desk review) to perform the above-mentioned tasks in a participatory and inclusive way.

Expected Output/Deliverables:

1. A HR transition plan leading from the current structure to the next including risks and opportunities.
2. A refined and aligned organization chart.
3. Realigned job descriptions and specifications that clearly reflect the academic qualifications, experience, responsibilities, key performance areas and standards, competencies, supervision, and reporting relationship.
4. Training sessions to management on the new structure, ways of working together and relevant performance management support.
5. Key Relationships

The consultant will report to Country Director and work closely with the SMT. Other key stakeholders of this consultancy are:

• The HOA-Managing Deputy Regional Director
• ECA Regional Technical Advisors
• CARE International: CARE US, CARE Canada, CARE Nederland and CARE UK who directly support most of the CO programs.
• Country staff both program and operations.
• CARE Somalia Legal Advisor (as a technical resource)

1. Duration, Reporting, Location

The assignment is expected to run from September- December 2023. The work will be conducted in Somalia.

1. Key competencies and experience

• Essential
  • Proven experience in change management in INGOs
  • Excellent HR credentials at strategic level
  • Understanding of the context of human resources in Somalia/ECSA
  • Strong business acumen
  • Proven experience in designing OD strategies, capacity assessment, and capacity development plans development.
  • Proven experience conducting functional reviews.
  • Ability to work under strong pressure and strict deadlines.
  • Strong command of English, both spoken and written
  • Strong facilitation skills
  • Strong analytical skills
  • Understanding of GEDI (Gender Equality, Diversity, and Inclusion) and how it applies across the Program and support functions.
• Desirable
  • Previous experience with CARE

1. Application
   1. A company profile and detailed CVs of key people on this assignment.

Interested consultants or consultancy firms are requested to submit their offer to som.consultant@care.org not later than oct 05th ,2023

The application file should contain the following documents:

1. A technical offer, with a clear timeframe, details on how the deliverables will be achieved, proven competencies, qualifications, and strong references/credentials.
2. A financial offer including all administrative costs.
3. Copies of similar assignments (with related evidence for good completion of the previous assignments)
4. Minimum of three certificates of service rendered (similar service).

“Female candidates/consultants with the required qualification is highly encouraged to apply for the consultancy service”