Habitat for Humanity International is undergoing a strategic transformation anchored in the new global strategy, 50 for 50. The global strategy emphasizes a shift from a focus on direct delivery to greater emphasis on influencing housing systems, inspiring action, and building organizational capabilities thereby increasing access to quality affordable housing for 50 million people globally over three years.
Role
The Area Office [regional office] Purpose reinforces our role as a facilitator and enabler rather than a rescuer, requiring a lean, agile structure and a workforce equipped with the right competencies. Current challenges include:
- Gaps between required capabilities for strategic priorities and redefined purpose and existing workforce skills
- Inconsistencies in salary bands within and across countries for regional staff living outside of the Philippines, impacting equity and retention
- A need for structural alignment to deliver on strategic priorities and operational excellence
- Purpose
To develop and deliver a workforce plan following the area office framework, design a new organizational structure, and partner with HFHI's global total rewards team in designing a regional compensation framework that enables successful execution of the Asia-Pacific Strategic Framework and Area Office Purpose, ensuring alignment with strategic priorities such as empowered workforce, operational excellence, and financial sustainability and upholding our commitment to pay equity.
- Guiding Principles
- Alignment with the Asia-Pacific Strategic Framework FY2527 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 facilitator role of the Area Office, consistent with the brand refresh
- Demonstratable value-add of the Area Office to the National Organizations and Branches
- Scope
The TOR Covers Three Workstreams
- Workforce Planning: Readiness Checklist, Strategic Analysis, Workforce Analysis, Future Requirements, Gap Analysis, Workforce Plan.
- Organizational Reorganization: In coordination with the VP for Global Talent and Culture, design an agile structure aligned with the strategic framework and AO Purpose,
- Salary Bands Review: Analysis and recommendations for consistency and competitiveness across countries in line with HFHI's current compensation framework and philosophy
- Objectives
- Identify and deploy talents needed to deliver the area office's strategic priorities through a strategic workforce planning process.
- Design a structure that supports facilitation and strategic delivery, consistent with the AO Purpose
- Review job level, grade and salary bands following the principles of equity and market competitiveness for Area Office staff across the region and provide analysis and recommendation to ensure alignment with HFHI's global compensation framework and philosophy.
- Deliverables
- Workforce analysis, strategic analysis, gap analysis and workforce plan.
- Rightsizing Plan.
- Proposed Organizational Structure and role profiles
- Regional Compensation Framework aligned with global compensation framework and philosophy.
- Final report
- Methodology
The approach will be structured into five key stages to ensure comprehensive analysis and alignment with strategic priorities:
- Data Collection and Review
- Gather quantitative and qualitative data from HRIS, job descriptions, salary records, and organizational charts.
- Review strategic documents including the Global Strategy, Asia-Pacific Strategic Framework FY2527, and Area Office Purpose to ensure alignment with organizational priorities.
- Conduct Environmental scan and workforce scenario planning.
- Stakeholder Engagement
- Conduct structured interviews and focus group discussions with key stakeholders (e.g., National Directors, functional leads, COO and senior leadership) to capture insights on current capabilities, future needs, and organizational pain points.
- Collect feedback on role expectations, critical competencies, and operational challenges.
- Competency Mapping and Workforce Analysis
- Map existing workforce competencies against those required for the delivery of strategic objectives
- Perform workforce sizing analysis to determine optimal headcount and role distribution based on strategic objectives and AO Purpose.
- Compensation Benchmarking
- Analyze current salary bands for internal equity and consistency across grades and countries where Area Office staff sit.
- Benchmark against external market data to ensure competitiveness and compliance with local labor standards as well as internal consistency across the Area Office grades.
- Validation and Approval
- Preliminary Findings Review
- Conduct a formal check-in with the Area Vice President and HR Business Partner to validate progress, address emerging issues, and confirm alignment with the Area Office Purpose and Asia-Pacific Strategic Framework FY2527
- Adjust methodology or scope if required based on strategic or operational considerations
- Mid-Project Alignment Check
- Final Report
- Executive Summary: High-level overview of findings, recommendations, and strategic implications; Key decisions required from leadership.
- Purpose and Scope: Objectives of the workforce planning exercise; Alignment with strategic documents
- Methodology: Data sources (HRIS, job descriptions, salary records, strategic documents); Stakeholder engagement approach (interviews, focus groups); Analytical tools and frameworks used (competency mapping, workforce sizing, benchmarking).
- Current State Analysis: Workforce demographics and distribution; Existing competencies and capability levels; Organizational structure overview; Current salary bands and compensation practices.
- Future State Requirements; Competencies needed for strategic priorities; Projected workforce size and structure; Role profiles and critical positions.
- Gap Analysis: Comparison of current vs. required competencies; Identification of surplus and shortage areas; Risks associated with gaps.
- Workforce Plan: Current & desired state and recommendation to address gaps.
- Organizational Design Proposal; Proposed structure (org chart); Reporting lines and functional alignment; Rationale for changes.
- Compensation Framework: Summary of the review of how jobs are grouped, graded and priced relative to regional scope and competitiveness. Recommendations for adjustments and harmonization across countries to ensure alignment and adoption of the global compensation framework.
- Implementation Roadmap: Phased approach with timelines; Key milestones and deliverables; Change management and communication plan.
- Risks and Mitigation: Potential challenges (e.g., resistance to change, legal compliance); Mitigation strategies.
- Success Metrics: KPIs for workforce capability, organizational efficiency, and compensation equity.
- Appendices: Detailed data tables, competency frameworks, interview summaries; Benchmarking sources and methodology.
- Timeline
Phase
Activities
#days
Target completion
1
Competency assessment and workforce planning
30-60 days given everyone's busy schedules and lunch time
2
Reorganization design
3
Regional compensation framework and recommendations
4
Final report and presentation to AMT
30 May, 2026
The engagement will cover professional fees and other expenses that will be incurred during work.
- Proposal and Submission Guidelines
Potential Candidates Must Submit Proposals As Follows
- Prepare proposal outlining deliverables, schedule and fees.
- Submit CV along with professional qualifications, if any and example of related work or project.
- Submit the proposal to
