Position        : HR Consultant for Organization Rightsizing

Location       : ASRI’s office in Sukadana, Kayong Utara Regency, West Kalimantan and remotely

This “Call for Expression of Interest” is open for both individual consultants and consulting firms

Organization Background

Alam Sehat Lestari (ASRI) is an innovative planetary health non-profit organization located in Sukadana, West Kalimantan, Indonesia, and works to conserve the biodiversity of tropical rain forests by meeting surrounding communities’ health and economic needs. Since 2007, ASRI has worked in West Kalimantan near Gunung Palung National Park and Bukit Baka Bukit Raya National Park.  ASRI runs a Clinic, which provides high-quality, discounted health care to local communities in exchange for commitments to forest conservation. This is in addition to other programs delivered directly to the communities such as mobile clinics, alternative livelihoods, reforestation and conservation education. ASRI is a world-renowned organization that has been recognized with multiple awards within Indonesia and globally including the Kalpataru, UN Global Climate Action Award, and Ashden Award.

The organization is undertaking a rightsizing initiative to optimize its workforce and align it with current and future organizational needs. The HR Consultant will play a critical role in assessing the current organizational structure, identifying areas for improvement, and implementing changes to enhance efficiency and effectiveness.

Position Purpose

To provide expert guidance and support in the organization rightsizing process. This includes evaluating the current workforce, recommending adjustments, and implementing strategies to achieve a leaner, more efficient organizational structure.

Scope of Work

The rightsizing process will be conducted through redefining the entire organization including its programs/projects, which cover 83 staff.

Assessment of Current Structure:

1. Conduct a thorough assessment of the current organizational structure, including an analysis on job roles, staffing levels, and workforce (Job Analysis).
2. Identify pain points (redundancies, inefficiency, gaps, potential improvement, etc.), and strength points (good practice, etc.) aligned with organization goals.

Development of Rightsizing Strategy:

1. Develop a comprehensive rightsizing strategy that aligns with the organization’s strategic goals and business objectives including proposed rightsizing implementation-related policy.
2. Design governance structure with recommended adjustments to staffing levels, job roles, and organizational hierarchy.
3. Provide staffing recommendation that will ensure organization’s sustainability

Development of Rightsizing Strategy:

1. Develop a comprehensive rightsizing strategy that aligns with the organization’s strategic goals and business objectives including proposed rightsizing implementation-related policy.
2. Design governance structure with recommended adjustments to staffing levels, job roles, and organizational hierarchy.
3. Provide staffing recommendation that will ensure organization’s sustainability

Implementation Plan:

1. Create a detailed implementation plan for the rightsizing process, including timelines and key deliverables.
2. Collaborate with senior management and department heads to ensure alignment and support for the proposed changes.
3. Develop a communication strategy to inform and engage employees about the rightsizing process, ensuring transparency and minimizing uncertainty.
4. Provide support and guidance on change management, helping organizations adjust with new structure as well as employees adapt to new roles and responsibilities.

Output 1 : Assessment of Current Structure

Comprehensive report on the current organizational structure

Deliverables:

Inception Report, outlining:

• Current Organizational Structure: The current structure and its analysis, with visual aids (e.g., org charts).
• Job Role Assessment: Evaluation of existing job roles, descriptions, and KPIs
• Staffing Analysis: Assessment of staffing levels 
• Workforce Analysis: Detailed analysis of workforce composition and performance metrics.
• Risk and Critical Success Analysis: Comprehensive analysis on the organization’s strengths and challenges

Output 2: Development of Rightsizing Strategy

Comprehensive rightsizing strategy document that aligns with the organization’s goals.

Deliverables:

Rightsizing Strategy Report: A document outlining:

• Organization Structure Recommendation: Fit organization structure with a detailed position and headcount
• Grading Recommendations: Proposed staffing levels adjustment per position in relation to industry standards and organization needs
• Position Recommendations: Proposed Job Description with detailed responsibilities, qualifications, job grading, and KPI.
• Staffing Recommendation: Proposed staff mapping to ensure existing staff’s suitability with the proposed rightsizing structure, with consideration of position requirements as well as staff’s qualifications and performance
• Strategic Alignment: Justification on how the proposed changes align with the organization’s strategic goals.
• Optimization Plan: Recommendations for eliminating redundancies and optimizing workforce efficiency.
• Cost-Benefit Analysis: Analysis of the financial impact of the proposed changes.

Output 3 : Implementation Plan

Detailed Plan for implementing the rightsizing strategy

Deliverables:

A Comprehensive Implementation plan report, outlining:

• Implementation Plan Document: Includes:
• Timelines: Detailed schedule for the implementation process.
• Key Deliverables: Specific deliverables for each phase of the implementation.
• Resource Allocation: Outline of required resources and support.
• Action Plan: Step-by-step guide for executing the rightsizing strategy, including responsibilities and accountability, Outline details of the communication approach (how, when, to information should be communicated), and strategy for engaging employees and addressing their concerns
• Change Management Plan, Includes:
• Support Plan: Guidelines for supporting employees through the transition.
• Training and Development: Recommendations for training and development to help employees adapt to new roles.
• Feedback Mechanism: Methods for collecting and addressing employee feedback during the transition.

All deliverables should be completed within 2 months, maximum 3 months after the contract is signed.

General Required Qualifications and Experience 

Applicant for this Call for Expression of Interest should possess the following qualifications and experience:

1. Master degree or equivalent in HR management, Legal or related field of studies
2. A minimum 8 Years’ experience in HR consulting, specifically in organization rightsizing or restructuring.
3. Strong understanding of Organizational Development, workforce planning, job analysis, and change management.
4. Excellent communication and interpersonal skills, with the ability to engage and influence stakeholders at all levels.
5. Knowledge of relevant labour laws and regulations.
6. Experience in developing and implementing HR strategies and policies.
7. Vast experience of working with NGO are preferred
8. Excellent report-writing skills
9. Excellent command of analytical tools and presentation skills
10. Excellent change management skills and a strong commitment to sharing expertise and experience.

Application Process

Interested candidates should submit a set of application proposal with includes the proposed service fees (excluding travel costs), CV(s) and sample of Portfolio/previous works to [email protected] by October 4, 2024. All applications should be made in English. Please include “HR Consultant – Organization Rightsizing” in the subject line.