Consultant Workforce Planning Asia-Pacific Area Office

1. Background

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.

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, financial sustainability and upholding our commitment to pay equity.

• Alignment with the Asia‑Pacific Strategic Framework FY25–27 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

The TOR covers three work streams:

• 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.

• 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.

• 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.

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 FY25–27, 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…