Consultant – HR Consultancy Services (Multiple HR Domains)
Qualifications of Consultant – HR Consultancy Services (Multiple HR Domains):
- Location: Vienna
- Vacancy No: N/A
- Salary: N/A
- Organization: OPEC Fund for International Development
- Deadline: 2025-07-17
Brief details about Consultant – HR Consultancy Services (Multiple HR Domains):
About
Information about the organization that has offered the job:
The OPEC Fund for International Development (the OPEC Fund) is a multilateral development finance institution, founded in 1976. The organization was established with a distinct mandate: to drive development, strengthen communities and empower people. The OPEC Fund’s work is people-centered, focusing on financing projects that meet essential needs, such as food, energy, infrastructure, employment (particularly relating to MSMEs), clean water and sanitation, healthcare and education. OPEC Fund’s vision is a world where sustainable development is a reality for all.
The OPEC Fund is the only globally mandated development institution that provides financing from member countries to non-member countries exclusively. The organization works in cooperation with developing country partners and the international development community to stimulate economic growth and social progress in low- and middle-income countries around the world.
Further information about the OPEC Fund can be obtained from its web site: https://opecfund.org/
Scope of services
The OPEC Fund for International Development is undertaking a comprehensive review and enhancement of its Human Resources (HR) framework to ensure alignment with international best practices and to support the organization’s strategic objectives. The HR Unit encompasses multiple functions that are critical for advancing a productive and engaged workforce. To strengthen these functions, the OPEC Fund seeks to engage an experienced HR consultant(s) who can assess current HR policies and practices across the organization and recommend improvements across a broad range of HR areas. This initiative is part of the OPEC Fund’s ongoing efforts to modernize its support functions (in line with practices of leading Multilateral Development Banks) and to ensure its HR operations effectively meet the evolving needs of the institution and its staff.
The purpose of this assignment is to solicit qualified individual consultants who can contribute expert knowledge and skills in one or more specialized HR areas to support the OPEC Fund’s HR Unit. Through this REOI, the OPEC Fund intends to establish a roster or engagement framework for remote HR consultancy services covering the key areas as listed below:
- HR Policy
- Pay and Compensation
- Talent Acquisition
- HR Business Partnering
- Learning and Development
- HR Technology and Digital Transformation
- Employee Experience and Engagement
- Employee Well-Being and Mental Health
- Organizational Development & Change Management,
- Strategic Workforce & Succession Planning.
The ultimate objective is to leverage external expertise to design and implement improvements in these domains, thereby strengthening the OPEC Fund’s human resources practices. The engaged consultant(s) will work closely with OPEC Fund’s HR team to achieve outcomes such as updated policies and frameworks, optimized processes, enhanced systems (including SAP-based HR systems), and new programs that together improve organizational effectiveness and employee well-being. Overall, the assignment aims to ensure that the OPEC Fund’s HR Unit is equipped to support the organization’s mission through modern, agile, and employee-centric HR strategies and practices.
Under this assignment, the individual consultant(s) will provide specialized advisory and implementation support in the following HR areas, as needed. Depending on their expertise, consultants may focus on one or multiple components from the list below. The scope of services for each area includes, but is not limited to, the tasks outlined herein, with an emphasis on delivering concrete improvements and outputs for that domain:
– HR Policy:
Conduct a comprehensive review of the OPEC Fund’s existing human resources policies and procedures to identify gaps, inconsistencies, or outdated provisions. Develop and update HR policy documents to reflect current best practices and ensure alignment with the OPEC Fund’s operational needs, values, and relevant international standards. This includes drafting new or revised policies, consulting with key stakeholders for feedback, and advising on the implementation of these policies to ensure compliance and effectiveness.
– Pay, Compensation, and Benefits:
Analyze the current compensation structure and employee benefits programs to assess their competitiveness and fairness both internally and vis-à-vis comparable international organizations. Provide recommendations and assist in formulating an updated Total Rewards strategy that may include a revised salary scale, grading structure, incentive schemes, and benefits offerings. The consultant will benchmark the OPEC Fund’s pay and benefits against market and multilateral development bank standards, propose adjustments to ensure internal equity and external competitiveness, and develop any necessary documentation or tools (such as salary matrices or compensation policies) to implement the new compensation and benefits framework.
– Talent Acquisition:
Evaluate and enhance the OPEC Fund’s recruitment and hiring processes to attract high-caliber talent efficiently and transparently. This involves reviewing current practices in workforce planning, job advertising, candidate sourcing, selection and assessment methods, and onboarding of new hires. The consultant will recommend improvements such as updated recruitment policies, more effective outreach and employer branding strategies, streamlined screening and interviewing techniques, and improved onboarding programs to integrate new employees successfully. Deliverables may include a refined talent acquisition strategy, standardized recruitment workflows, and tools/templates for assessment and selection that align with international best practices and the OPEC Fund’s diversity and inclusion objectives.
– HR Business Partnering (HRBP):
Strengthen the HR Business Partnering model to ensure closer alignment and better HR support for each department within the OPEC Fund. The consultant will clarify and refine the roles and responsibilities of HR Business Partners, establishing effective protocols for communication and service delivery between the HR department and other business units. Tasks include developing guidelines for HRBPs to proactively address department needs (such as talent management, performance issues, or change initiatives), advising on how HRBPs can act as strategic advisors to senior management, and possibly training or coaching the OPEC Fund’s HR staff in business partnering skills. The outcome will be a more robust HRBP framework that enables HR to contribute strategically to each department’s success.
– Learning and Development:
Identify organizational and individual learning needs and help design a comprehensive Learning and Development program for the OPEC Fund’s staff. The consultant will review existing training activities and competency frameworks and then develop strategies to build critical skills and knowledge across the organization. Key tasks include creating or updating a learning and development strategy, recommending a mix of learning modalities, and designing specific programs for leadership development, technical upskilling, and career development. The consultant may also assist in establishing a learning management system or processes to track and evaluate training effectiveness. Expected deliverables include a detailed L&D strategy/plan, curricula for priority training programs, and tools for measuring the impact of learning initiatives.
– HR Technology & Digital Transformation (including SAP systems):
Assess the current HR Information System (HRIS) landscape and digital HR tools in use (notably the SAP-based systems and any other HR software) and propose enhancements to modernize and streamline HR operations. The consultant will identify opportunities to improve or expand the functionality of HR technology – for example, through better use of existing SAP HR modules or the introduction of new modules/features, employee self-service portals, workflow automation, and data analytics dashboards for HR metrics. Tasks include developing an HR technology/digital transformation roadmap, specifying system improvements or new solutions, and guiding the implementation of these digital tools in coordination with the OPEC Fund’s IT Unit. The aim is to leverage technology to increase efficiency, accuracy of HR data management, and quality of HR services. Deliverables may comprise an HR technology assessment report, recommendations for system configurations or new tools, and support in executing a transition plan for any agreed system upgrades.
– Employee Experience & Engagement:
Design and implement initiatives to measure and improve employee engagement and the overall employee experience at the OPEC Fund. The consultant(s) will help establish mechanisms to regularly gather staff feedback (designing comprehensive employee engagement surveys or pulse surveys) and will analyze survey results to diagnose areas of strength and concern in the workplace environment. Based on this analysis, the consultant will recommend and assist in implementing action plans to enhance engagement — such as initiatives to recognize and reward staff contributions, improvements in internal communication, team-building activities, and measures to adopt an inclusive and positive organizational culture. The consultant may also introduce best practice approaches to track improvements in engagement over time. Key outputs include the design of engagement surveys, reports on survey findings, and a set of practical, prioritized recommendations (with implementation support) to boost employee morale and commitment.
– Employee Well-Being & Mental Health:
Advise on and support the rollout of a holistic employee well-being program that addresses mental health, physical health, and work-life balance for OPEC Fund employees. The consultant(s) will evaluate existing well-being initiatives and identify gaps, then propose a structured program or set of initiatives to support staff wellness. Components may include implementing an Employee Assistance Program (EAP) or counseling services, organizing wellness workshops and activities (covering topics like stress management, resilience, healthy living), and developing policies or guidelines that promote a healthy work environment. The consultant will also consider mental health awareness and destigmatization campaigns. Deliverables from this component would be a comprehensive well-being and mental health plan, along with any necessary program materials or policy drafts, ready for adoption by the OPEC Fund.
– Organizational Development & Change Management:
Provide expertise in organizational development to ensure that the OPEC Fund’s structure, culture, and practices are optimally supporting its strategic goals. The consultant(s) will work on initiatives such as reviewing organizational structures or hierarchies, clarifying roles and competencies needed for the future, and recommending adjustments to improve efficiency and collaboration. In addition, for any changes arising from the new HR initiatives, the consultant will develop and execute change management strategies. This involves assessing the impact of changes on staff and workflows, preparing change management plans and communications, and guiding stakeholders through transitions to ensure buy-in and minimize disruption. Expected outputs include diagnostics or assessment reports on organizational effectiveness, recommendations for structural or process changes, and a set of change management tools (communications plan, training sessions, feedback mechanisms) to support implementation of HR reforms.
– Strategic Workforce Planning & Succession Planning:Establish a framework for proactive workforce planning and succession planning to meet the OPEC Fund’s long-term talent needs. The consultant will introduce methodologies to project future workforce requirements based on the organization’s strategic direction and potential growth, taking into account factors like upcoming retirements, evolving skill needs, and talent market trends. They will conduct a gap analysis of current HR capacity versus future needs and help develop a workforce plan that outlines strategies for recruitment, training, or reallocation of resources over a multi-year horizon. In terms of succession planning, the consultant will identify key roles and high-potential employees, and create a succession plan model that prepares suitable talent to step into critical positions when needed. This may include formulating development plans for successors and establishing a review process to update succession plans regularly. Deliverables for this component include a strategic workforce planning report with scenario projections, and a formal succession planning framework or document detailing succession candidates and developmental actions for essential roles.
Qualifications and Experience
- A Master’s degree (or equivalent post-graduate qualification) in Human Resources, Organizational Psychology, Business Administration, or a related field.
- Atleast 15 years of professional experience in human resources management and/or HR consulting, covering multiple functional areas of HR. A strong track record in progressively senior HR roles or advisory positions is expected.
- Atleast 10 years of substantial, hands-on experience in one or more of the specific HR areas listed in this REOI (such as developing HR policies, managing compensation and benefits, talent acquisition, HRIS implementation, etc.), including successful completion of projects or initiatives in those domain(s).
- Prior experience working with or consulting for international or multicultural organizations. Familiarity with HR practices and standards in the development finance sector or similar international context is an advantage.
- Demonstrated understanding of current HR best practices, emerging trends, and process improvement methodologies. Proven ability to benchmark HR policies/processes against industry standards and recommend innovative solutions aligned with global best practices.
- Proven ability to work independently and efficiently in a remote setting, using digital collaboration tools to deliver timely results.
The Proposal, as well as all related correspondence exchanged by the Consultants and OPEC Fund, shall be written in English.
Interested consultants should submit proposals by email only to tenders@opecfund.org no later than 15:00h on July 17, 2025 (Central European Summer Time).
Any questions are to be directed to procurement@opecfund.org. All questions submitted to and answers of OPEC Fund will be shared with contractors that have received the request to submit proposal.