Lead Organisational Development & Workforce Planning Consultant

Lead Organisational Development & Workforce Planning Consultant

Samoa, Samoa

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Lead Organisational Development & Workforce Planning Consultant

Start Date

October 2026

Duration

Up to 60 days (across a period of 9 months)

Location

Apia, Samoa

Reports To

CEO, Samoa Qualifications Authority

Tautua Education Technical Lead

Project Title

EPO1: Strengthening Teacher Capacity and Sustainable Workforce Pathway

Assignment

EA23: Institutional Strengthening of SQA (SQA)

Palladium is a global development and consulting firm, part of the GISI Consulting Group, working alongside some of the world's leading project management and engineering organisations. We partner with governments, businesses, investors and communities to design and deliver complex programs that create lasting impact. With a presence across more than 90 countries, Palladium offers the opportunity to work on meaningful challenges, alongside talented colleagues, in environments where your work can truly make a difference.

Tautua Program Overview

The Tautua Program prioritises five interconnected pillars of human development: Education, Health, Gender Equality, Disability, and Social Protection. Guided by the Government of Samoa (GoS), Tautua provides opportunity to create transformative change in human development by addressing complex development needs though multi-sectoral, innovative approaches that identify and focus on the underlying issues. Simultaneously, Tautua intends to be able to respond to emergency, short-term needs, build capacity and through research, monitoring and evaluation, apply lessons learned and evidence-based decision making to continuously improve delivery. The goal for Tautua is 'improved health, education, gender equality and social outcomes, and social harmony for all Samoans'.

Tautua has three end-of-investment outcomes (EOIOs):

EOIO1: Samoans, especially women and girls, youth, persons with disabilities, the vulnerable and those living in hardship, have more equitable access to health, education, disability and social protection services.

EOIO2: Samoans benefit from the delivery of more inclusive, gender-responsive and higher-quality health, education, community and social development, and social protection services in line with Government of Samoa (GoS) priority areas.

EOIO3: Tautua is an effective partnership between the Governments of Samoa and Australia that supports Samoa's human development priorities, contributes positively to the bilateral relationship and delivers the specific EOIOs of each of the sub-programs.

Purpose of Position

This consultancy seeks to strengthen SQA's organisational capability and long-term institutional performance by reviewing and enhancing its organisational structure, workforce capability, remuneration arrangements, and human resource management systems.

The consultancy will adopt a collaborative and capability building approach that actively involves SQA staff throughout the review process. In addition to delivering high-quality organisational and human resource outputs, the consultancy will strengthen SQA's internal capability in organisational development, workforce planning, job evaluation, remuneration design, organisational change, and strategic human resource management to support continuous improvement beyond the life of the consultancy.

The objectives of the consultancy are to:

a) Review and recommend an organisational structure that aligns with SQA's strategic direction, legislative mandate and operational requirements, while working collaboratively with the Executive Management Team and staff to strengthen internal capability in organisational design, role clarity and organisational development.

b) Assess the current workforce capacity, capability and future workforce needs, and develop a comprehensive Workforce Plan and Workforce Plan Implementation Plan.

c) Review and develop a remuneration framework that promotes equity and organisational performance.

d) Review and update existing human resource sub-policies to ensure compliance with SQA's Terms and Conditions of Employment 2025 as well as legislation, public sector requirements and human resource best practices.

e) Identify organisational, workforce and human resource improvement opportunities and provide practical recommendations to strengthen governance, workforce capability, succession planning and overall organisational effectiveness.

f) Strengthen the capability of SQA managers and staff in organisational development, workforce planning, performance management, organisational change, and strategic human resource management through coaching, mentoring, workshops and practical participation throughout the consultancy.

g) Develop an implementation and change management plan that supports the effective transition to the recommended organisational arrangements, including communication, stakeholder engagement, capability development, risk management and monitoring of implementation.

Working with children

Is this position likely to come into contact with children? Yes No

Primary Responsibilities

This Terms of Reference (TOR) set out the conditions governing the conduct of a technical assistance project (the Project) under the Tautua Program.

Consultants should note that:

i. They will be expected to be fully conversant with the contents of this TOR and the obligations under it.

ii. This TOR and all components therein, are integral to the contract that is signed between the consultant(s) and Palladium International (on behalf of the Program).

iii. The objectives and outputs of this TOR, which have been approved by the relevant decision-making bodies, are normally non-negotiable and cannot be varied without proper discussion between the consultant(s) and the Team Leader and responsible Technical Lead.

Host Ministry/Agency

Samoa Qualifications Authority

Principal Counterpart: Chief Executive Officer (Provides overall strategic oversight, endorsement of key deliverables, and guidance on alignment with MEC priorities)

Key Project Counterparts: ACEO Corporate Services; Principal Human Resource & Administration Officer, SQA; or their delegate(s)

(Serve as the primary counterparts to the TA, responsible for providing technical and operational guidance, coordinating stakeholder inputs, reviewing deliverables, validating system requirements, and supporting implementation throughout the assignment.)

Background and Context/Rationale

The SQA was established under the Samoa Qualifications Authority Act 2006 to provide policy advice to the Government, coordinate the PSET sector, and ensure the quality and integrity of qualifications and training in Samoa. The legislation was subsequently strengthened through the enactment of the Samoa Qualifications Authority Act 2010, which expanded SQA's regulatory responsibilities and enhanced its role in quality assurance, accreditation, registration, qualifications recognition, and monitoring of PSET providers.

As the national quality assurance body for the Post-School Education and Training (PSET) sector, SQA is responsible for regulating and maintaining the quality, relevance and integrity of post school education and training in Samoa. Over time, the Authority's mandate and responsibilities have expanded considerably in response to evolving national priorities, labour market needs, technological advancements and increasing stakeholder expectations. To ensure that SQA remains responsive, efficient and capable of delivering its statutory functions, it is timely to review its organisational structure, workforce capability and supporting human resource systems.

This review will assess the current organisational design, workforce capability, remuneration arrangements and human resource policies to determine their alignment with the Authority's strategic objectives and operational requirements. The consultancy will also develop a comprehensive Workforce Plan, a Workforce Plan Implementation Plan, a Remuneration Framework, and updated human resource policies and sub-policies. Collectively, these initiatives will ensure that SQA has an organisational structure and workforce that are appropriately aligned with its mandate, responsive to changing demands, and equipped to effectively deliver its regulatory and quality assurance functions into the future.

Scope of Services

The consultant will undertake a comprehensive organisational development and workforce planning assignment to strengthen SQA's organisational capability, workforce planning, remuneration arrangements, and human resource management systems and long-term institutional effectiveness.

The consultancy will adopt a collaborative, evidence-based and capability-building approach that actively involves SQA management and staff throughout the assignment. The Consultant will work alongside SQA to co-design practical solutions, strengthen internal capability and ensure that knowledge, tools and methodologies are transferred to the organisation to support continuous improvement beyond the life of the consultancy.

The Scope of Services shall include, but not be limited to, the following:

1) Organisational Structure Review

• Review the current organisational structure, governance arrangements, delegations, functional responsibilities, decision-making processes, reporting relationships, and role alignment
• Assess organisational effectiveness, efficiency, accountability, and capacity to deliver SQA's statutory functions and strategic priorities
• Identify structural strengths, gaps, duplication of functions, and opportunities for improvement
• Ensure recommendations are aligned with relevant legislation, public sector requirements, and SQA's statutory mandate

2) Workforce Assessment

• Analyse current workforce composition, capability, capacity, demographics, critical roles, and workforce risks
• Assess workforce performance, staffing adequacy, succession risks, and workforce readiness to meet future organisational requirements
• Identify workforce gaps and areas requiring additional human resource capability to support future organisational needs

3) Workforce Plan Development and Implementation Planning

• Develop a comprehensive Workforce Plan informed by the organisational review and workforce assessment
• The Workforce Plan should include:

o Staffing requirements (quantitative and qualitative)

o Workforce forecasting and workforce sustainability measures

o Professional development and capability building priorities

o Succession planning and talent management strategies

o Recommendations for workforce management practices

o Workforce diversity, equity, and inclusion considerations and

o A practical implementation roadmap, including priorities, responsibilities, timelines, risks and monitoring arrangements

o Develop change management and workforce transition recommendations to support implementation of the proposed organisational structure and workforce arrangements

4) Remuneration and Position Classification Review

• Review existing remuneration and position classification framework to assess their effectiveness, equity, competitiveness, and alignment with organisational needs
• Assess alignment between roles, responsibilities, capability requirements and remuneration structures
• Develop a revised remuneration and position classification framework, including job evaluation methodology, classification arrangements, remuneration governance principles, and salary structures supporting equity, the attraction, retention and performance of a high performing workforce
• Consider financial implications and workforce affordability in developing workforce recommendations

5) Human Resource Systems and Policy Review

• Review existing human resource policies, procedures, and workforce management practices, and employment conditions
• Identify areas requiring strengthening to support compliance, consistency, workforce wellbeing performance management, succession planning, and organisational effectiveness
• Update and develop HR policies, procedures and supporting sub-policies aligned with legislative requirements, Government expectations and contemporary HR best practices

6) Change Management and Implementation Support

• Development a comprehensive implementation and change management strategy
• Identify implementation risks
• Recommend governance arrangements
• Develop a communication and stakeholder engagement plan

Methodology

The review will be conducted using the following methods:

a. Document Review: Review of SQA's existing organizational structure, strategic plans, workforce data, HR policies, and other relevant documents.

b. Stakeholder Consultation: Interviews and focus groups with key internal and external stakeholders.

c. Benchmarking: Comparisons with similar organizations or relevant best practices to identify opportunities for improvement.

d. Workforce Analysis: Analysis of current workforce capacity and future workforce needs based on SQA's strategic goals. Knowledge transfer and capability building to ensure sustainability of outcomes beyond the consultancy.

Confidentiality and ownership of outputs

The consultant(s) will ensure that all information collected during the review process is handled confidentially and ethically. Any data and insights provided by stakeholders will be anonymized where appropriate, and the findings will be presented in a way that respects the privacy and interests of all involved parties.

The outputs derived from this assignment shall remain the property of the SQA and shall not be used by the Consultant elsewhere unless approved by the Authority

Key deliverables

The key deliverables and work plan will be finalised in consultation with the Tautua Education Technical Lead, DFAT Program Manager and Tautua Monitoring Evaluation and Learning Advisor, with oversight from the Team Leader.

The key deliverables, indicative input days and due dates envisaged are as follows:

S/N

Deliverables

Content

Performance Indicators

Indicative Timeframe

0.

Onboarding Meeting

Inception meeting with SQA and Tautua to confirm scope of the assignment, clarify roles and responsibilities, and establish communication and reporting arrangements and payments for the duration of the assignment

Onboarding meeting

Relevant templates and supporting documents shared

Sept 2026

1.

Inception Report (includes reviews)

Deliverable 1: 25%

• Summary of desk review
• Methodology and analytical framework
• Detailed workplan and timelines
• Stakeholder Engagement and Consultation Plan
• Risk Management Plan
• Data requirements and information gaps

Endorsed Inception Report by CEO and/or Tautua

Oct 2026

2.

Organizational & Workforce Review Report

Deliverable 2: 20%

• Organisational review findings
• Governance assessment
• Workforce analysis
• Capability and gap analysis
• Key issues and opportunities
• Scenario modelling
• Benchmarking against comparable organisations and good practice

Endorsed Report by CEO

Nov 2026

3.

Future-state Organisation Design Report

Deliverable 3: 20%

• Recommended organisational structure
• Revised job descriptions
• Workforce model
• Design rationale

Endorsed Recommended Organisational Structure by CEO

Jan 2027

4.

Workforce Plan & Implementation Plan

Deliverable 4: 15%

• Final Workforce Plan version incorporating feedback from SQA and stakeholders
• Final Workforce Implementation Plan
• Workforce priorities and actions
• Risks, monitoring and evaluation framework
• Recommendations are evidence-based, financially feasible, aligned with SQA's operating environment, and accompanied by practical implementation considerations, resource implications, and risk management strategies

Endorsed workforce plan and Implementation Plan by CEO

Jan 2027

5.

Human Resource Management Framework

Deliverable 5: 10%

• Remuneration Framework
• HR policies and procedures manual updated
• New sub-policies and review of outdated sub-policies

Remuneration Framework, and sub/policies endorsed by CEO

Apr 2027

6.

PowerPoint Presentation

Final Report

Deliverable 6: 5%

• Summary of findings and recommendations.
• Presentation to SQA EMT
• Slide decks and executive summaries

Final report endorsed by CEO

Presentation to SQA EMT and Education Sector Working Group (ESWG) for information

May 2027

7.

TA Exit Report and Adviser Performance Assessment (APA) to Tautua

Deliverable 7: 5%

• Exit Report with achievements, challenges, outputs, outcomes and lessons learned
• APA completed

Final report endorsed by Tautua Education Technical Lead

Jun 2027

Communications and Reporting

i. Principal Counterpart(s): Consultants will report to the Principal Government Counterpart for this assignment and to the relevant Tautua Program personnel. The consultant(s) will work closely with other designated counterparts and stakeholders as identified by the Principal Counterpart and Tautua.

ii. Report(s): Draft reports and deliverables will be submitted to the Principal Counterpart for review and feedback prior to submission to Tautua. Following incorporation of feedback from the Principal and Key Project Counterparts, deliverables will be reviewed by the relevant Tautua Programme personnel and the Team Leader to ensure alignment with the agreed scope of work, deliverables, and quality standards.

iii. Reports should be prepared for both technical and non-technical audiences and include clear, concise, and plain-language explanations of key findings, recommendations, technical concepts, and proposed organisational or workforce changes.

iv. The consultant(s) will maintain regular communication with the Principal and Key Project Counterparts, relevant Tautua Program personnel and the Team Leader throughout the assignment to ensure alignment, timely issue resolution, and effective coordination of project activities.

v. The (lead) consultant will report directly to the ACEO Corporate Services Division or CEO as the designated project counterparts for the assignment. The project counterparts will report to the Board and Executive Management Team throughout the review process.

vi. The Authority will convene regular progress meetings, at least monthly, to monitor implementation of the workplan, address emerging issues, and ensure the assignment remains on track. In addition, Tautua will convene additional meetings as required, with the Consultant(s), SQA project counterparts, and relevant stakeholder to review progress against deliverables, discuss risks and challenges, and confirm priorities for the next deliverables, as needed.

vii. The Authority, through the designate project leads, may engage directly with the Consultant(s) as required to address operational matters, request information, or provide feedback on deliverables.

viii. The Consultant(s) may work remotely or from the office of SQA and/or Tautua, as agreed during the assignment and subject to operational requirements.

ix. Where required, the Authority will provide reasonable office space and access to relevant facilities, documentation, and personnel to support the successful delivery of the assignment.

Resourcing

1. The Education Program Activity Coordinator will act as the primary Tautua focal point for the assignment and will be responsible for coordinating program-level oversight, facilitating communication between Tautua, SQA and the Consultant(s), monitoring progress against agreed deliverables and timelines, coordinating project review meetings, and supporting quality assurance and reporting requirements under the Tautua program.

2. Payments shall be made upon the satisfactory completion and formal acceptance of the agreed deliverables by SQA, in accordance with Table 1: TA Deliverables.

Qualifications and Experience Required

Required Qualifications

• Qualification(s): A minimum of Master's or higher tertiary qualification in Human Resources Management, Organisational Development, Strategic Management, Public Policy, Education or related field.

Required Experience

• Minimum 10 years of experience in workforce planning or HR strategy development, preferably in higher education.
• Analytical Capability: Capable of analysing complex problems, exploring and evaluating the quality of different types of data, and producing practical and workable solutions. Strong analytical skills with experience in HR data analysis and forecasting.
• Knowledge and Skill Transfer: Possess ability to convey effectively their own knowledge and skills to others. This will go toward the sustainability of the assignment. Knowledge of workforce planning tools, methodologies and best practices.

Desirable Experience and Skills

• Gender Equity Disability and Social Inclusion (GEDSI) experience.
• Interpersonal and Intercultural skills: Excellent interpersonal and intercultural skills and the ability to manage question of national and organizational culture skilfully and to build and maintain effective and harmonious working relations with counterparts and clients.
• Performance Under Pressure: Possess a consistent record of producing outstanding performance under pressure and of working with senior Government officials/counterparts.
• Other Skills and Knowledge: Proven expertise in workforce planning, preferably in higher education.
• The Consultant must nominate an appropriately qualified team that collectively demonstrates expertise in organisational development, workforce planning, renumeration review, public sector reform, and human resource management. The sub-consultants will also be assessed against the selection criteria outlined above.

Core Capabilities

Palladium's Core Capability Framework for APAC Projects outlines the standard of performance and behaviours expected at each level within the organisation. It also provides a benchmark for assessing areas of potential strength as well as the identification of potential skill gaps or areas for development and improvement.

The Capability Framework forms the basis of how we recruit, how we lead and the behaviours we exhibit, how we manage performance excellence and develop our future workforce.

Our capabilities link to a number of other processes, policies and guidelines including:

• Performance management/ performance excellence - setting and maintaining standards and helping employees excel and develop
• Career Pathways including our Career Progression Framework
• Organisational design - identifying any skills gaps, outlining job roles and responsibilities
• Development, growth, learning, and training
• Sustainable business - going beyond compliance to ensure sustainable and ethical considerations are woven throughout everything we do. This aligns equity, diversity and inclusion; safeguarding; and environmental objectives

Equity, Diversity & Inclusion

Palladium maintains a zero-tolerance approach to all forms of harm, including sexual exploitation, abuse, harassment, child abuse, and human trafficking. We are committed to protecting our people, partners, and communities and ensuring safe and respectful environments. All personnel are expected to uphold safeguarding standards, with successful candidates subject to enhanced screening, including safeguarding-focused assessments and due diligence, in line with Palladium's Code of Conduct and safeguarding policies.

Safeguarding

Palladium maintains a zero-tolerance approach to all forms of harm, including sexual exploitation, abuse, harassment, child abuse, and human trafficking. We are committed to protecting our people, partners, and communities and ensuring safe and respectful environments. All personnel are expected to uphold safeguarding standards, with successful candidates subject to enhanced screening, including safeguarding-focused assessments and due diligence, in line with Palladium's Code of Conduct and safeguarding policies.

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