Summary

Jacaranda would like to retain the services of an expert in international HR who is familiar with the international non-profit/NGO field that can provide some short-term technical guidance and recommendations and potentially assist in setting up global HR approaches, policies and contracts.

Description

Jacaranda Health: Short term HR consultancy to build global policies

 

Jacaranda Health is a Nairobi-based organization dedicated to improving pregnancy outcomes for all mothers and babies. We do this by developing innovations that are high-impact, accessible, financially sustainable and can be implemented at national scale. 

 

Jacaranda has had the majority of its programming/operations based in Kenya with a small US office (501c3) providing financial oversight.  The bulk of the operations and staffing has been in Kenya, where HR approaches, policies and contracts  are well-developed for the 90 or so Kenyan team members (supported by a local HR team). There are 6-8 global/expat staff based in Kenya and a few other countries (Ghana, Zimbabwe, Canada), who are engaged through a mix of contracting arrangements and local employment contracts. Meanwhile, the organization is piloting expansion into other countries, starting with Ghana and Eswatini and other countries later.  In new locations they will rely on a mix of partners and consultants (rather than large local offices as in Kenya), but anticipate several new global hires in various locations in the coming year. There is now a need to broaden and systematize HR policies for these expat/global staff and team members in new countries. 

 

Jacaranda would like to retain the services of an expert in international HR who is familiar with the international non-profit/NGO field that can provide some short-term technical guidance and recommendations and potentially assist in setting up global HR approaches, policies and contracts. 

 

We anticipate that there would be a 20-30 hour upfront assignment over the period of 1-2 months to help us develop a policy handbook for global staff that would include the following:  

 

  1. Review current US and Kenya employee manuals – and provide some up-front advice on gaps. 

  2. Help us build a global employee manual that includes:

    1. How we onboard global staff. 

    2. Guidelines for setting pay and compensation for global staff – i.e. we benchmark certain positions to local market, and certain staff to position level

    3. Policy around benefits such as home leave (to what extent do we keep these equitable across locations, and between employees and consultants/EOR)

    4. Criteria for whether global team members should be consultants, or employed by EOR, or on payroll in Kenya. (And whether we need policies around where global staff can reside).

    5. Expense policy: Reimbursement and travel for global staff.

    6. Expectations about support with work permits and visas.

    7. De-conflicting HR reporting for people on payroll in other countries (i.e. do people need to go through local HR, or take HR questions to global office with HR questions). 

  3. Recommendations on back-office function required to maintain this support. 

 

Upon success with this short term consultancy, we would anticipate establishing a relationship with the consultant where we request bill several hours a month of billed time for ongoing advice.