HR Organizational Design Consultant

Job Description

The HR Organizational Design Consultant will support regional growth, workforce optimization, and internal HR process improvements with consideration of Gender, Diversity and Inclusion (GDI) factors; assisting with the setup of HR systems in new countries (Saint Lucia, Jamaica, Honduras, El Salvador) or in case of Emergency Response in Countries where we don’t currently have presence and ensuring HR practices are scalable across expanding programs. At a high level, the consultancy aims to 1) Strengthening HR support in LAC Region and 2) Workforce planning and organizational design for our Country Offices in LAC. When refer to ‘HR workforce’ means the workforce as a whole in the Countries.

Consultant Objective:

Assess the needs in terms of workforce and level of support to build up an HR Regional Team with consideration of GDI factors.
Conduct a workforce analysis and develop a strategy for optimizing cross-regional HR support, considering GDI factors.
Design the process and tools for aligning HR workforce as a whole in the Countries with organizational structures.
Provide guidance to align HR practices with regional priorities.

Consultant Activities:

The Consultant will:

Conduct a workforce analysis across the region and provide recommendations to maximize cross regional HR support
Develop an assessment of current RASCI processes with the US HR team.
Assess HR workflows and provide actionable recommendations to streamline HR processes and enhance efficiency.
Design HR operating model in LAC Region for sustainable results.
Design tools to develop workforce structures at the country and regional levels.

Consultant Deliverables:

The Consultant will:

Workforce Forecasting Model

The consultant will work with other stakeholders to develop a forecasting model and tools that estimates future staffing needs based on projected regional growth and business needs. This model and tools will help in planning for the right workforce (staff and contingent labour such as consultants, temporary staff) size and skillset and diversity considerations required in different countries (e.g., Honduras and El Salvador), considering program / organizational needs regional talent availability, scalability, and sustainability such as analyzing the current model and proposing recommendations (organizational chart)

Change Management Plan for HR Transformation

Given that organizational design and the setup of HR systems in new countries may involve significant changes, the consultant will work with the Regional HR Manager to develop a change management plan that outlines steps for smooth HR transformation. This plan will address communication strategies, stakeholder management, and timelines to ensure employee buy-in and successful adoption of new HR practices.

Regional HR Policies and Procedures Documentation for Countries Opening and Close-out

To build up a comprehensive set of policies that will guide the HR processes in both the opening and closing phases of operations in new countries and in case of emergency, building on models which already exist within other parts of Mercy Corps. These policies need to ensure compliance with local laws and regulations, while also maintaining consistency with the organization’s global standards and values and Talent Acquisition and Retention Strategy.

HR Metrics and KPIs Dashboard

To track the success of the HR transformation and ensure alignment with organizational goals, the consultant will design a set of HR key performance indicators (KPIs) and a dashboard for continuous monitoring. These metrics will provide ongoing insights into HR performance, including workforce productivity, employee engagement, turnover rates, and more.

Governance Model for Cross-Regional HR Collaboration

The consultant will design a governance model that defines how HR teams across regions (e.g., US, Saint Lucia, Jamaica, Honduras, El Salvador) will collaborate, communicate, and make decisions. This will ensure that HR practices are aligned across the regions, with clear accountability and decision-making processes such as RASCI document.

Risk Assessment and Mitigation Strategy for HR Expansion

The consultant will conduct a risk assessment to identify potential challenges and risks associated with expanding HR operations into new countries, particularly the Caribbean (Saint Lucia / Jamaica), Honduras and El Salvador. Based on this assessment, they will provide a risk mitigation strategy, outlining steps to address potential obstacles such as regulatory compliance, talent shortages, or cultural differences.
People Team workforce analysis across the region (planning for levels of HR support and for workforce needs more broadly).
Recommendations to maximize cross regional support
Assessment of current RASCI processes with the US HR team.
Recommendations to streamline HR processes and enhance efficiency (Recruitment and Onboarding, employee data management, compensation and benefits, End of Service).
Toolkit for structure opening.

Required Experience & Skills:

University degree in Psychology or related field
8-10 years of experience in organizational design
Experience in designing organizational structures and HR systems for multiple countries, particularly in market entry and regional growth
Strong understanding of cultural differences and business practices across regions, especially in Latin and Caribbean Countries, to design effective and culturally sensitive organizational models
Familiarity with labor laws and HR compliance in the countries where the organization is expanding (e.g., Honduras, El Salvador) to ensure legal adherence in the organizational setup
Ability to engage and influence senior leadership, local teams, and key stakeholders, ensuring alignment and buy-in on organizational design and implementation
Excellent interpersonal and communication skills
Strong analytical and problem-solving skills
Fluency in written and spoken English and Spanish is required. Fluency in French is an added value.