CONSULTANCY TO CONDUCT SURVEY COMPENSATION AND BENEFITS REVIEW FOR HI –MEKONG PROGRAM

1. Introduction about Humanity & Inclusion

Humanity & Inclusion is an independent and impartial aid organisation working in situations of poverty and exclusion, conflict and disaster. The organisation works alongside people with disabilities and vulnerable populations, taking action and bearing witness in order to respond to their essential needs, improve their living conditions and promote respect for their dignity and fundamental rights.

HI works in around sixty countries in emergency, reconstruction, chronic crisis and development contexts. Since 1982, the organisation has been working alongside vulnerable populations, in particular people with disabilities. Our combat is guided by HI’s vision, mission, and values.

Handicap International is the co-recipient of the Nobel Peace Prize in 1997 for its work on the International Campaign to Ban Landmines. It also won the 2011 Conrad N. Hilton Humanitarian Prize, for its commitment to people with disabilities living in situations of poverty, exclusion, conflict, and natural disasters.

Humanity and Inclusion Mekong Program is made up by 4 countries: Cambodia, China, Lao PDR & Vietnam. The regionalization of these 4 countries into a single program started in 2019 with the establishment of the Regional Executive Committee. The first Mekong Operational Strategy was approved in March 2021. One of its main objectives is to finish building and consolidating the region in all its dimensions: operational and at support and shared services levels.

The new Mekong strategy is based on 3 pillars: Social and Inclusion, where the focus will be on inclusive education and inclusive employment, Health and Rehabilitation, with a focus on Rehabilitation and Early childhood development and finally, Armed violence reduction.

In terms of shared services, the strategy, with the objective of building the region, will focus its efforts on the harmonization of processes in the 4 countries.

2. Objective of the consultancy

HI Mekong Program is looking for a competent external expertise to support the update of its remuneration policy in particular its salary grid.

This work on the updated remuneration policy should fulfil the 2 following sub-objectives:

Internal Equity: Management must determine the “worth” or “value” of one job in relation to other jobs in the organisation for the purpose of salary review. Maintaining appropriate pay relative to value or worth is achieving internal equity.

External Equity: To have competitive salary structure in line with the existing market rates for jobs in 4 countries[1]

In addition, 5 core principles are in the heart of HI Global remuneration policy and should be also considered:

• Ethical reward
• Transparency
• Equity
• Sustainability
• Compliance and Risks

The consultant will also need to refer to HI’s organisational policies and procedures (Comp&Ben Common frames, single classification grid and HI Global weighing jobs process), and all work must be considerate at the scope of the specific context the work is taking place (local history, employment law and employee relations issues). It must also be noted that dealing with pay scale and reward issues can be extremely sensitive and the consultant will need to proceed with full support of the Program Director and HR Manager when proposing recommendation and next steps.

[1] A benchmark of salaries among INGOs in Countries such as Cambodia, China, Laos, Vietnam has been recently carried out and the result will be shared with the assigned organization/person

3. Scope of work:

The general objectives of the consultancy is to review the remuneration policy of 4 countries. This includes:

1. Specific work plan with process and timelines for deliverables
2. 4 Benchmark studies

• Match all functions to other market references organizational structure

Benchmark with a strong market reference comparators (at least 12 actors). It is highly recommended to include public institutions and a percentage of private businesses in the overall market reference.

• Provide market benchmarks comparative study based on 50th percentile
• This 4 benchmarks should be done based on the “Total reward” approach including gross salary + all benefits (food/transportation allowances, health insurance if possible, and any other social benefits)

1. A review of the salary scale design and compensation policy

• Undertake interviews with HR Manager, Country Manager and Regional Program Directors and relevant entities to align expectations, delivered services and undertake a review of the program retention challenges, reward mechanisms, bonuses and allowances …
• Review comparative benchmark studies to analyse other comparators practices in terms of elements of pay policies (bonuses, allowances, rewards ….
• Review the latest benchmark study and cross check data with other available benchmarks if existing as well as HI Global Compensation policies.
• Prepare a model for salary review showing implications for all employees as well as budget impact for each 4 countries with a strong focus on harmonized salary gride structure and benefits across the counties.
• Assist the HR Team to strengthen their competences on Compensation and benefits so they are able to critically review and analyze future benchmarks studies for future salary scale review.
• Prepare a detailed report with recommendations to address local issues as well as cost implications.
• Prepare supports and/or communication to assist the HR team to present the updates of the salary scales to employees and Senior Management Team.

Since 2019, HI began working on the implementation of a global classification grid for all programs and as developed a global framework on Compensation and Benefits. Therefore, the requested service does not include global jobs grading process as all jobs has been weighed at HQ level with specific weighing criterias.

4. Expected Results

• To benchmark compensation and benefits across organizations, levels and functions within HI for all program.
• To provide recommendations to HI on compensation and all benefits based on comparative analysis and a design of a new salary scale.
• To produce a draft of an updated remuneration policy for 4 countries, in close coordination with the HR team, including the adjusted salary scale based on comparative analysis, and analysis of the cost per month per employee compared to current pay and cost.
• To strenghten the capacity of the HR team regarding benchmark and compensation analysis.

5. Time line

The duration for submitting the deliverable should be within 45 days.