Human Resource and Organizational Development (HROD) Consultant At Catholic Relief Services

Purpose:
The HROD Consultant will support Catholic Relief Services (CRS) and Caritas Philippines Foundation, Inc. (CPFI) in the review and development of CPFI’s Human Resource management policies and procedures (e.g. recruitment, staffing, retention, employee wellness), including the conduct of compensation and benefits analysis. They will also provide recommendations on developing employee engagement plans, clear job structures and drafting of the HR Manual. These efforts aim to strengthen CPFI’s human resource systems and ensure successful implementation of the ALLRight funded project.

Background:
CRS Philippines in partnership with CPFI, received funding from CRS Baltimore private funds to implement an initiative under the Advancing Local Leadership in the Right Way (ALLRight) Funds. The project will run for 35 months, beginning 01 August 2024 to 30 June 2027, and will focus on enhancing CPFI’s human resource system to support its national leadership aspirations.
In line with this, CRS will engage an HROD consultant to support the review and development of CPFI’s HR policies and procedures, as well as their compensation and benefits package. The consultant will also assist CPFI in developing their employee engagement plan, clear job structures and drafting of the HR Manual for board approval.

Scope of Work, Outputs and Key Deliverables:
The HROD consultant will do the following deliverables:
FY 25: (January 6, 2025 to September 30, 2025)

Organizational Assessment
➢Review of organizational structure and performance metrics.
➢Pilot the engagement survey tool with CPFI line managers and conduct FGDs afterward.
➢Roll out the engagement survey tool to all CPFI employees
➢Creation of employee engagement plan based on the result of the engagement survey with focus on long-term employee engagement initiatives

Development of clear job structure matrix (this milestone needs to be completed by April 30, 2025 as it needs CPFI board approval)
➢Review skills gaps, employment contracts, staff workload, salary alignment/ pay equity, among others.
➢Development of a Comprehensive Job Structure Matrix, including the creation of job families, job grades and related documents such as standard job description with job specifications, career progression pathways, and salary structures.

FY 26: (October 1, 2025 to September 30, 2026)
•Compensation and Benefit analysis (this milestone need to be completed by June 30, 2026 as it needs CPFI board approval)
➢ Review and enhance CPFI’s compensation and benefits policies and practices, including systems for salary placement, salary audits, benchmarking, among others
➢ Benchmarking against organization comparators identified by CPFI and provide analysis and recommendation

FY 27: (October 1, 2026 to March 31, 2027)
•Performance Management process (this milestone needs to be completed by March 31, 2027 as it needs CPFI board approval)
➢Review and recommend CPFI’s performance management systems

•Revised HR Manual (this milestone needs to be completed by March 31, 2027 as it needs CPFI board approval)
➢Review and finalize existing CPFI’s HR Manual

Engagement Period:
Engagement will cover the period from January 6, 2025, to March 31, 2027, subject to the consultant’s annual performance evaluation.
Extension of end date is possible if deemed necessary to complete mutually agreed-upon targets and as per approval of CRS.

Payment:
The consultant will be paid based on the milestones achieved. The contract will be renewed annually, contingent on the completion of these milestones, with the following details:
1. The progress and final billing statement will be completed on official consultant letterhead and sent directly to CRS.
2. The Consultant will be paid according to mutually agreed payment terms by Consultant and CRS. The proposed payment terms will be based on the completed milestones.

3. A Certificate of Completion and Acceptance must be approved and signed by a CRS staff to submit final payment for processing.
4. CRS will not pay extra amount due to poor weather conditions and unforeseen delays beyond the control of the consultant.
5. CRS will only pay the agreed contract amount.
6. CRS will not be responsible for any damage or injuries if there are any, to the Consultant or his/her workers during the project implementation.

Reporting:
-For technical supervision and support, the Consultant will report directly to Eduardo Yunzal, CRS HR Manager. For overall coordination and administrative concerns, the Consultant will report and communicate to Engr. Dinah Trina Egano, CRS Program Manager. CRS will organize monthly check-in calls via Teams app to track progress and discuss challenges.

You may find the complete request for proposal by clicking this link.