Organizational Development Consultant

Scope of Work External Collaborator Organizational Development Consultant 

Background

Save the Children Indonesia (SCIDN) achieved full membership in the Save the Children Association (SCA) in 2025, marking an important milestone in its organizational journey. As part of its 2030 ambition to triple its impact and double its income through a One Team approach, SCIDN continues to strengthen its systems, structures, and people capabilities.

To support this ambition, SCIDN has improved its business processes and incorporated workload analysis (WLA) into workforce planning. These efforts have provided valuable insights into how work is distributed across the organization and have identified opportunities to align roles, responsibilities, and organizational structures with SCIDN's evolving priorities.

At the same time, SCIDN is strengthening its people management practices by developing a structured technical competency framework. This will support consistent and transparent approaches to recruitment, performance management, career development, and learning, while ensuring technical expectations are clearly defined across roles.

SCIDN is therefore seeking an Organizational Development Consultant to update job descriptions, develop a technical competency framework, and establish competency-based assessment guidelines.

Objectives

Overall objective: to align SCIDN jobs and people systems with its new business processes, so that each role is clearly defined, appropriately loaded, and assessed against consistent technical competency standards.

Specific objectives:

• Review and update all job descriptions to reflect on the new business processes and the results of the workload analysis.
• Develop a technical competency framework, with proficiency levels, for each job family.
• Develop competency-based assessment guidelines and tools for recruitment, performance appraisal and development planning.
• Build the capacity of HR and line managers to use and maintain these products after the assignment ends.

Scope of Work

The EC will be expected to deliver day-to-day responsibilities as follows:

Inception and review

• Review existing documents: business process maps, WLA results, organizational structure, current job descriptions, HR policies, performance appraisal tools and relevant donor or sector standards.
• Agree the list of positions and job families in scope, the methodology, the consultation plan and the work plan with HR.

Update job descriptions based on the new business processes and workload analysis

• Map each position into the new business processes to identify changes in purpose, key responsibilities, decision rights and reporting lines.
• Support ensuring the alignment of Job Descriptions for each role with Business Process manual

Develop the technical competency framework

• Identify the technical competencies needed for each family job (Program Development and Operations, Supply Chain, Advocacy and Campaign, Legal and Governance, HR, Transformation and PMO, Finance, ETC)
• Define each competency with a clear description and 1-5 proficiency levels, each with observable behavioural indicators.
• Align the framework with the organization’s existing core or behavioural competencies, values and safeguarding commitments.
• Validate the framework through workshops with managers and subject-matter experts.

Develop competency-based assessment guidelines

• Develop guidelines on how to assess technical competencies in recruitment, probation, performance appraisal, promotion and learning needs analysis.
• Develop practical tools: competency-based interview questions and scoring rubrics, technical tests or work samples, self- and manager-assessment forms, and a competency gap analysis template.
• Pilot the tools with at least two departments or job families, and revise them based on feedback.

Capacity building and handover

• Train HR staff in using competency framework and assessment tools.
• Provide a maintenance guide explaining how to update job descriptions and competencies when processes or structures change.

Qualifications

Essential

• Master’s degree in human resource management, organizational development, industrial/organizational psychology, management or a related field 
• At least 5 years of experience in organizational development or HR consulting, including job analysis, job description writing and organizational design.
• Proven experience developing competency frameworks with proficiency levels and behavioural indicators.
• Proven experience designing competency-based assessment tools (interviews, rubrics, technical tests, assessment centers or appraisal tools).
• Experience using workload analysis or business process analysis to inform job design.
• Strong facilitation skills for interviews, focus groups and validation workshops with staff at all levels.
• Excellent written and spoken English and Bahasa Indonesia.

Desirable

• Experience working with NGOs, humanitarian or development organizations.
• Familiarity with Indonesian labour regulations relevant to job descriptions and HR policies.
• Professional certification in HR or assessment (e.g. CHRP, SHRM-CP/SCP, CIPD, or certified assessor).
• Familiarity with sector competency frameworks (e.g. Core Humanitarian Standard, Core Humanitarian Competency Framework).
• Experience delivering training to HR teams and line managers.