HR Consultant – HR Audit, Organization Design & Performance Management

Position: HR Consultant
Department: HR Consulting / Advisory
Employment Type: Project-Based
Reports To: Consulting Lead / Managing Director
Location: Kathmandu, Nepal

About the Role

We are looking for an experienced and analytical HR Consultant to lead and support HR audit, organizational assessment, compliance review, performance management, and HR policy development assignments for our clients.

The consultant will work closely with client management, department heads, and employees to assess the existing HR and organizational practices, identify gaps, and develop practical recommendations that improve organizational structure, employee accountability, compliance, performance, and people development.

The ideal candidate should have strong knowledge of HR practices, Nepalese labour regulations, organization design, job analysis, performance management, HR policies, and employee development.

Key Responsibilities

1. Employee Role & Competency Assessment

• Conduct employee-wise assessments to understand current designations, JDs, responsibilities, workload, and day-to-day activities.

• Assess alignment between documented JDs and actual work performed.

• Identify duplication, overlapping responsibilities, and unclear ownership of tasks.

• Evaluate manpower deployment against workload and organizational requirements.

• Identify individual competency and skill gaps.

• Assess employee Learning & Development (L&D) requirements.

• Recommend relevant training, upskilling, and development interventions.

• Identify potential career development and progression opportunities for employees.

• Prepare employee-wise assessment reports and actionable recommendations.

2. HR Regulatory & Labour Compliance Audit

• Review HR practices against applicable Nepalese labour and employment regulations.

• Review employment contracts, appointment letters, employee records, and HR documentation.

• Assess compliance related to working hours, attendance, holidays, overtime, and leave.

• Review Social Security Fund (SSF) and other applicable statutory requirements.

• Review employee insurance coverage and statutory benefits.

• Assess compliance with minimum wage and applicable compensation requirements.

• Review probation, confirmation, resignation, termination, and separation processes.

• Review applicable gratuity, provident fund, and other employee benefits.

• Identify compliance gaps, risks, and areas requiring corrective action.

• Prepare a practical HR compliance improvement plan.

3. Performance Management & Evaluation Framework

• Review existing employee performance appraisal systems and practices.

• Develop structured performance evaluation frameworks for academic and non-academic employees, where applicable.

• Develop role-specific KPIs, KRAs, and performance indicators.

• Establish quantitative and qualitative performance measures.

• Develop appropriate performance parameters for academic staff.

• Develop department-specific performance parameters for non-academic staff.

• Design employee self-assessment and supervisor/manager assessment mechanisms.

• Develop performance rating methodology and evaluation guidelines.

• Establish documentation and feedback processes.

• Recommend linkage between performance, increments, promotions, training, and career progression.

• Support implementation and communication of the performance management framework.

4. Organization Structure & Job Description Development

• Review the client's existing organizational structure and hierarchy.

• Develop and formalize organizational organograms.

• Define departments, functions, positions, and reporting relationships.

• Establish clear reporting lines and accountability.

• Review span of control and organizational effectiveness.

• Identify organizational gaps, redundant positions, overlapping roles, and unclear reporting relationships.

• Develop role-based JDs rather than person-specific JDs.

• Define key responsibilities, authority, accountability, qualifications, competencies, and reporting relationships for each position.

• Standardize JDs across the organization.

• Ensure alignment between organizational structure, roles, responsibilities, and business requirements.

5. HR Policies & Governance

• Review existing HR policies and identify gaps.

• Recommend new policies and revisions to existing policies.

• Develop or update policies relating to:

  • Employee safety and security

  • Code of conduct and workplace discipline

  • Performance management

  • Compensation and benefits

  • Salary revision and increments

  • Promotion and career progression

  • Leave and attendance

  • Succession planning

  • Critical-position identification

• Establish HR governance mechanisms and implementation priorities.

• Ensure HR policies are practical, consistent, and aligned with organizational requirements and applicable regulations.

6. Consulting & Client Management

• Conduct interviews, focus group discussions, employee interactions, and management consultations.

• Work directly with senior management and department heads to understand organizational challenges.

• Analyze HR data, employee information, organizational structures, and existing HR documentation.

• Translate findings into practical and actionable HR recommendations.

• Prepare assessment reports, gap analyses, presentations, and implementation roadmaps.

• Present findings and recommendations to client management.

• Support clients during implementation of recommended HR interventions.

• Maintain professional confidentiality and ensure appropriate handling of employee information.

Key Deliverables

The HR Consultant will be expected to contribute to or deliver:

• Employee-wise Role & Responsibility Assessment

• Competency & Skill Gap Assessment

• L&D and Training Needs Assessment

• HR Compliance Audit Report

• HR Compliance Gap & Risk Matrix

• Organizational Structure / Organogram

• Role-based Job Descriptions

• Performance Management Framework

• Academic & Non-Academic KPI/KRA Framework

• Performance Rating & Evaluation System

• HR Policy Gap Analysis

• HR Policy Recommendations / Updated Policies

• Succession & Career Development Recommendations

• HR Governance Framework

• HR Audit Final Report

• HR Implementation Roadmap

Required Qualifications

• Master's degree in Human Resources, Management, Business Administration, Organizational Psychology, or a related field.

• 10-15+ years of relevant HR experience, preferably in HR consulting, HR audit, organization development, or strategic HR.

• Strong understanding of HR policies, processes, and best practices.

• Good knowledge of Nepalese labour laws and HR compliance requirements.

• Experience in job analysis, competency assessment, performance management, and organizational design.

• Strong report-writing and documentation skills.

• Excellent analytical and problem-solving abilities.

• Strong communication, facilitation, and presentation skills.

• Ability to interact confidently with senior management and employees at different organizational levels.

Preferred Experience

Candidates with experience in any of the following will be preferred:

• HR consulting or HR audit projects

• Organization restructuring / organization design

• Developing organizational organograms and role-based JDs

• Performance management system/KPI/KRA development

• Labour law and HR compliance audits

• HR policy development

• Competency mapping and training needs analysis

• Academic institution HR consulting

• Large-scale employee assessment projects

• HRIS / HR technology implementation or consulting

Key Competencies

• HR Consulting & Advisory

• Organization Design

• Job Analysis & Job Evaluation

• Labour Law & HR Compliance

• Performance Management

• KPI/KRA Development

• Competency Mapping

• Learning & Development

• HR Policy Development

• Data Analysis & Reporting

• Stakeholder Management

• Facilitation & Interviewing

• Business & Organizational Understanding

• Presentation & Communication

• Confidentiality and Professional Ethics