Call For Proposals Pir/ Fy23/04/001
Terms Of References HR&OD Services (Culture Change Programme) - Rwanda
About Plan International
Plan International is an independent development and humanitarian organisation that advances children's rights and equality for girls. We believe in every child's power and potential; poverty, violence, exclusion, and discrimination often suppress this. Moreover, it is girls who are most affected. Working with children, young people, our supporters and partners, we strive for a just world, tackling the root causes of the challenges facing girls and all vulnerable children. We support children's rights from birth until they reach adulthood.
Moreover, we enable children to prepare for – and respond to – crises and adversity. We drive changes in practice and policy at local, national and global levels using our reach, experience and knowledge. We have been building powerful partnerships for children for over 75 years and are active in more than 70 countries. Plan International Rwanda has been operating in Rwanda since 2007 with 122 staff (120 local staff and 2 expatriates).

The Role and Responsibilities
Plan International Rwanda seeks an experienced individual or a consultancy firm in the HR field for a 4 to 6 months consultancy opportunity to support the HR department in the Culture Change Programme. Working with the management team and under the general responsibilities of a culture change lead (as per attached JD), the post holder (Individual or a firm) will mainly focus on leading the culture change programme below-highlighted priorities;
• Define the desired culture (through the involvement of everyone from leaders to front-line staff) by identifying the behaviours, values, and attitudes required in the CO and communicating them clearly to all stakeholders.
• Assess the current culture and identify areas that require change, considering the team's recent crisis and its impact on morale and performance. This can involve conducting surveys, focus groups, and interviews with staff and stakeholders to identify the current behaviours, values, and attitudes prevalent in the organisation. This assessment can help to identify the gaps between the present and desired culture.
• Communicate the need for culture change to all organisational stakeholders. This can involve creating a compelling vision for the future, explaining why the current culture is not sustainable, and highlighting the benefits of the new culture. It is essential to involve everyone in this process and ensure all stakeholders understand the need for change.
• Develop a comprehensive culture change programme with clear goals and objectives and a roadmap for implementation. It should outline specific actions, timelines, and responsibilities. This plan should include communication, training, leadership development, and performance management strategies.
• Provide training and development opportunities to all staff to help them develop the skills, knowledge, and attitudes necessary to support the new culture. This can involve providing training on new behaviours, values, and attitudes, as well as leadership development programs.
• Reinforce the new culture by recognising and rewarding behaviours that align with the new culture. This can involve creating new performance metrics that align with the new culture, celebrating successes, and recognising staff who exemplify the new culture.
• Develop and implement mechanisms to monitor progress and adjust the programme to ensure success.
• Prepare regular reports on progress, key findings, and recommendations for the HR team and senior management.

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Minimum requirements:
The following requirements are crucial under the above scope of service :
• The assigned firm or individual shall have key personnel (for a firm) who possess an advanced degree in human resources management or a related subject;
• Extensive knowledge of local employment context and culture;
• At least 8-10 years of professional experience in the HR consulting field preferably working in/with INGOs;
• Experience in management of employee wellness issues, organisational culture re-alignment, leadership development, talent management, succession planning and team building
• Strong communication and interpersonal skills;
• Flexible, creative, detail-oriented and well-organized;
• Ability to maintain the highest standards of confidentiality and professionalism;
• Sound judgment. Able to influence senior managers and be seen as a credible source of advice;

General terms and conditions
• During the entire period of the assignment, the consultant shall make themselves available for providing the Service to Plan International Rwanda.
• In providing the Services to Plan International Rwanda, the Consultant shall ensure to the best of its/their reasonable endeavours the highest professional standards and exercise all due care, skill, and competence so as to ensure that the Services provided shall be to the full satisfaction of Plan International Rwanda and requirement of the Project.
• The Consultant shall always comply with the relevant internal laws and policies of Plan International Rwanda in providing the Service to Plan International Rwanda;
• All reports and documents prepared during the assignment will be treated as Plan International Rwanda property;
Additional terms and conditions shall be mentioned in the consultancy agreement.

Proposal submission guideline
The proposal should demonstrate sound knowledge, technical skills and capability as required by the nature of the work of the assignment and understanding of the requisite tasks set forth in the scope of work. Eligible Consultants should submit technical and financial proposals. The financial proposal should quote consultancy fees and administration costs. Proposals should also include inter alia :
• Statement of relevant experience i.e., similar assignments executed in/under execution in the last five years;
• Measurable goals, objectives and methodology;
• For any services that require substantial time and effort on the consultant’s part, a separate fee agreement shall be made on mutual consensus.
• Supporting documents such as:
• Copy of company registration certificate (for a firm);
• Copy of VAT registration certificate (for a firm);
• Copy of RRA & RSSB clearance
• CV of designated personnel (for a firm);
• At least two positive references from previous clients/employers
Other supporting documents may be required upon selection of the Consultant.

Applications
Applications must be submitted in hard copies (1 original and 1 copy) and delivered to Plan International Rwanda, Country Office by Wednesday, 2nd May 2023 at 2:00pm
Kindly submit your offers clearly marked Consultancy for “Culture Change Programme-Rwanda’' separating Technical and Financial Proposals in sealed envelope.
Done on 19th April 2023
Submissions should be addressed to
The Chairperson -Tender Panel
Plan International Inc. Rwanda
Golden Plaza Building, Floor # 4, KG 456 St
P.O. Box 6211, Kigali, Rwanda.
For further details, please contact the reception of Plan International Rwanda at +250 788305392