IPA Ghana Vacancies: HR Consultant

Scope of duty

• Review existing IPA Ghana documentation that guide remuneration including personnel policies, staff terms of reference and staff contract terms
• Review salary and benefits packages of five organizations, which offer positions similar to IPA local positions to confirm the salaries, allowances and entitlements/benefits offered (These organizations will be selected with advice from  IPA).
• Review salaries and benefits of local staff.
• As much as possible, match existing Terms of Reference with those of comparator organizations to facilitate an accurate determination of salary levels for various positions and job groups.
• Present a consolidated report with recommendations from the findings of the survey.

Specific Tasks for the Consultant:

1. Discuss with IPA Ghana and determine the existing positions, job descriptions and staff contract terms and the types of contracts
2. Review a list of five comparator organizations which to be considered for the Remuneration Survey, identify one contact person in each organization.
3. Design brief questionnaire and define what data to collect, i.e. general participant information (name and address of participating organization, number of employees in various categories, measures of fiscal size and description of similar organizations/firms.
4. Obtain participants’ information, such as:
   • Contact Information – Name, address, title, phone, fax, and email of person responding to the survey
   • Employment Information – Benefits, working conditions, standard work week, union affiliations, cost of living increases
   • Job data including the number of incumbents in the job classification , average salary of the incumbents, salary ranges for positions with specified minimum and maximum salaries, bonuses, overtime payments, reporting relationship, etc.
5. Assurance of confidentiality and ensuring that appropriate measures have been taken to ensure the confidentiality of the survey participants.
6. Investigate additional resources on local salary structures and rates, including inside NGO’s. Include this information when conducting final analysis.
7. Construct the salary scale describing benchmark jobs while balancing between specificity of the job description and generalized-ability of the job for matching by grouping relevant job positions into job families based on (1) Similarity of functions, and (2) Hierarchy within job family
8. Present the survey findings and recommendations in form of a report to IPA Ghana
9. All the deliverables shall be delivered in one original hard copy, and one electronic/ soft copy, preferably in Microsoft Word, and Excel format where applicable.

Expected output

1. Review the existing IPA Ghana methodology for setting the salary scale, including the HR policies, Job descriptions, staff terms of contracts, job types for which the scale has to be set.
2. Provide a list of comparator organizations which may be considered for the Remuneration Survey. All organizations where data is sought should have established remuneration ranges which clearly distinguish pay for levels of responsibility.
3. Match terms of reference based on the benchmarks while evaluating Structure, Content, Progression, and Qualifications.
4. A salary scale that matches other comparator organizations
5. Highlight of benefits offered by comparator organizations for similar contractual modalities with emphasis on annual leave, sick leave, maternity & paternity leave, health coverage, life & disability insurance, vacation benefits and public holidays.
6. Proposal for new Terms of Reference that take into consideration levels and titles of similar job profiles in comparator organizations.
7. When the information from the five to seven potential employers is complete, IPA Ghana will make the selection of at least 4 retained organizations for inclusion in the  Remuneration Survey Analysis
8. Classify the current TORs based on the newly set salary scale

Time frame
This is the tentative timeline but further discussions will be held with the consultant to ensure that the dates are reasonable

• Data collection on salary, allowances, entitlements/benefits and job descriptions of comparator organizations (10 working days)
• Analysis of data (5 working days)
• Preparation of draft report (3 working days)
• Presentation of findings (1 working day)
• Finalization of report (2 working days)

The consultant will report to the Country Director and this consultancy will be approximately 21 days.
 

Required Skills or Experience