Terms of Reference: Fractional HR and Operations Consultant

Character: Change Management Support Organisation: GOGLA Contract type: Consultancy (fractional) Duration: 6–8 months Start date: 1st September 2026 Location: Preference will be given to candidates based in proximity to our HQ in Amsterdam, the Netherlands. The successful candidate will, however, work remotely with a globally distributed team (Europe, Africa, India).

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.

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

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

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.Timeline and Budget

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.Submission of Proposals

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.

GOGLA is the global association for the off-grid solar energy industry. We are proud to champion one of the world’s most innovative and impactful sectors. Millions of people already benefited from affordable, high-quality, clean off-grid solar products and services. With the right support, our pioneering industry will be able to scale up rapidly to improve the lives of 1 billion people by 2030. To help make this happen, we promote, safeguard, and convene the industry, advocating for enabling policies and increased investment as well as supporting our 200+ members with effective services. To find out more, visit www.gogla.org.