Fractional HR and Operations Consultant

Background

GOGLA is the global association for the off-grid solar energy industry. GOGLA represents companies, investors and development partners working to accelerate access to affordable, reliable and sustainable energy solutions.

As part of implementing the Operational Excellence pillar of GOGLA’s Strategic Plan, the organisation is strengthening its internal systems, structures and processes to support a growing, globally distributed team. This includes improvements in HR governance, operational processes, staff development systems and internal knowledge management.

While GOGLA has defined clear priorities for operational excellence, implementation is constrained by limited internal capacity. The organisation therefore seeks a fractional HR and Operations consultant to provide specialised expertise and hands-on support to design and implement fit-for-purpose HR systems, policies and tools.

The consultant will work closely with GOGLA’s HR Manager and management team to support strategic change processes and develop and embed practical systems that strengthen organisational capacity, compliance and culture.

Objective of the Consultancy

To improve and future-proof GOGLA’s internal operations by designing and implementing HR structures, policies, and operational systems that:

- Promote and foster a collaborative, high-performing organisational culture

- Optimise HR processes to strengthen internal governance and planning

- Support effective management of a globally distributed workforce

Scope of Work

Working collaboratively with GOGLA’s HR Manager and management team, the consultant will provide specialised HR and organisational development expertise to deliver the following outcomes.

1. Compensation Philosophy and Strategy

Develop a clear and transparent compensation philosophy and framework appropriate for a small, global non-profit workforce. Work closely with the Executive Director, Director of Programmes and Director of Finance and Operations to reach consensus, ensure sustainability, and buy-in.

This should include:

• Framework for financial compensation, benefits and non-financial perks
• Recommendations and guidance on equitable treatment of remote and office-based staff, negotiable elements (e.g., PTO, sign-on bonus) that allows GOGLA to compete for talent whilst retaining long-term sustainability and integrity of the framework
• Communication tools explaining compensation principles and growth pathways for staff
• (If applicable) Guidance aligned with the EU Pay Transparency Directive

The consultant will also provide guidelines and training for the management team and managers to ensure consistent application.

2. Global Workforce Structuring and Compliance

Provide advisory support to inform an organisational decision (and implementation roadmap) on international employment structures, including:

• Potential transition to Employer of Record (EOR) arrangements for contracted staff outside of the Netherlands and UK; vs considerations for organisational registration in Kenya.
• Best practices for managing remote staff across multiple jurisdictions, and HR considerations for international contracts and compliance (building on agreed approach developed in activity 1. Compensation philosophy and strategy).

3. Staff Training and Compliance Systems

Design a structured annual training plan and delivery system, potentially using an app or digital learning platform (example).

The training framework should include modules on:

• Organisational values, culture and staff policies
• Donor compliance subjects (including ethics, safeguarding, anti-money laundering)
• Inclusivity, allyship and unconscious bias

The consultant will also establish a system for implementation, tracking and monitoring of training completion.

4. Performance Management and Feedback Systems

Strengthen GOGLA’s performance management approach by:

• Formalising and standardising the annual appraisal and development review process by develop a SOP, which includes a clear and transparent process for annual salary reviews (linked to outputs from #1)
• Creating clear guidance and delivering training for managers
• Establishing a consistent staff feedback mechanism (e.g. annual staff survey, mid-year 360 reviews) and developing processes to translate feedback into organisational improvements

5. HR Processes and Knowledge Management

Undertake a gap analysis of GOGLA’s HR policies, processes and SOPs, and provide recommendations for improvement.

Consolidate HR policies, procedures and guidance into a central, easy-to-navigate internal knowledge base, ensuring staff can easily access the information they need and institutional knowledge / business continuity is improved.

6. Staff Handbook and Policy Adoption

Support the launch and institutionalisation of the updated staff handbook, including:

• Communication and rollout to all staff
• Procedures for staff acknowledgement (e.g. signature records)
• Establishing a process for annual review and updates

7. Culture and Values Guide

Based on outputs from the 2026 team retreat, develop a GOGLA Culture and Values Guide that:

• Defines healthy and collaborative ways of working
• Provides practical guidance on how staff can embody organisational values
• Supports a cohesive culture across a remote international team

Deliverables

The consultant will deliver the following outputs:

• Compensation philosophy and implementation guidelines
• Manager guidance and training materials
• Recommendations on international employment structures
• Annual staff training framework and monitoring system
• Performance management framework and appraisal SOP
• Consolidated HR knowledge repository
• Updated staff handbook and adoption process
• SOPs for onboarding and offboarding
• Culture and values guide
• Final report summarising work completed and recommendations

Project Phases (Indicative)

Phase 1 – Inception and Planning (Months 1)

• Kick-off and confirmation of project scope and roadmap
• Review of existing HR policies, tools and compliance requirements
• Mapping of current operational processes and SOPs
• Identification of gaps and priorities

Output: Agreed roadmap, milestones and detailed implementation plan.

Phase 2 – Design and Development (Months 2–6)

• Development of HR frameworks and systems
• Design and documentation of key SOPs and workflows
• Creation of internal knowledge repository
• Development of training systems and compliance tracking
• Finalisation of updated HR handbook and policies

Output: HR systems and tools complete; SOP suite approved; staff handbook finalised.

Phase 3 – Embedding and Handover (Month 7-8)

• Organisation-wide orientation on new policies and systems
• Training for managers and key staff
• Establishment of ownership and review cycles
• Final recommendations for continuous improvement
• Formal handover to internal teams

Output: Systems rolled out, training completed, feedback mechanisms operational.

Qualification and experience

GOGLA is seeking an experienced Fractional HR and organisational development professional with:

• Significant experience designing HR systems for international non-profit or mission-driven organisations
• Demonstrated experience supporting globally distributed teams
• Expertise in HR policy development, compensation frameworks and performance management systems
• Experience implementing operational systems and SOPs
• Strong facilitation and change-management skills
• Ability to translate strategic objectives into practical, implementable tools and processes

Experience advising organisations on international employment structures (EOR, multi-jurisdiction staffing) is strongly preferred.

Working Arrangements

The consultant will work closely with:

· GOGLA’s HR Manager

· GOGLA Management Team

· Relevant operational staff

The consultancy will be delivered on a fractional basis, with level of effort to be agreed. GOGLA has a total budget envelope of €37,000 (ex 21% Dutch VAT) for this assignment, with proposals assessed on value for money as well as qualifications and experience.

Application Process

Interested candidates should submit the following to h.schillings@gogla.org with r.rhodes@gogla.org in cc, no later than End of day, 10th August 2026:

• CV or organisational profile
• Brief proposal outlining relevant experience and approach to the scope of work, including any proposed deviations from the above.
• Indicative LOE availability and daily rate in Euro.

Job Type: Contract
Contract length: 8 months

Pay: €600,00 - €750,00 per day

Work Location: Hybrid remote in 1101 Amsterdam Zuidoost