Change Manager_SOS CV Lesotho

TERMS OF REFERENCE FOR CHANGE MANAGEMENT PROCESSES IN SOS CHILDREN’S VILLAGES LESOTHO

1. Introduction

SOS CV Lesotho is a member association with a governing board and a staff total of 200 employees. SOS

CV Lesotho has taken to an organizational review and restructuring due to funding and sustainability

Considerations.

To ensure legal compliance and that the process is ethically and professionally managed, SOS CVI is

seeking an experienced Human Resource and Organizational Development manager for a period of 6- 9

months to undertake an in-depth organizational review and reorganization of the Member Association staff

structure. 

The Change Manager will lead, coordinate, and manage the change process, ensuring that the MA

restructuring is well-planned, participatory, legally compliant, and sustainably embedded within the MA

strategic frameworks. He/she will manage stakeholder engagement, staff meetings, risk mitigation and

implementation support. 

The Board, through the Board chair, will provide supervisory support with inputs from SOS CVI Shareholder

Representative. 

The purpose of the assignment is to lead and manage the MA organizational changes arising from the

organizational review and restructuring process, with a strong focus on:

• Change management process leadership
• Stakeholder engagement particularly the Board members, donors, SOS CVI and government
• Presentation of options of Cost-effective structures.
• Clear communication and staff involvement
• Strategic alignment and growth
• Minimizing disruption and resistance
• Alignment with the Lesotho labour laws, SOS CVI frameworks, and SOS CV Lesotho Policies

2. Objectives of the Assignment

• To assess the current organizational structure and identify any inefficiencies, and gaps.
• To recommend changes and improvements that will optimize the organizational effectiveness and
• support the MA Lesotho strategic goals.
• Develop a financial plan and an organizational structure that is aligned to MA’s 5 five-year strategy,
• donor priorities and SOS CVI commitments in Lesotho.
• To effectively undertake actions that support and enhance operational business functions.

             3. Scope of the Work

• Organizational Review: conduct organizational diagnostic assessment, including structure and reporting lines, Roles, job descriptions, and competencies, Workflows and decision-making processes, Staffing levels and skills mix, Analyse alignment between strategy, structure, and performance.
• Organisational Restructuring: based on the outcomes of the diagnostic assessment, develop 3 options of costed organisational structures depicting clear reporting line, alignment to organisational strategy, capture key aspects of fundraising and program growth, strengthen leadership and succession planning. Develop job descriptions and salary structure to match the new proposed organisation structure. 
• Change Management Strategy: Develop a Change Management Strategy and Roadmap for the restructuring process, identify change impacts on staff, systems, processes, and culture, Conduct change readiness and risk assessments.
• Stakeholder Engagement and Communication; Identify and map key stakeholders (management, staff, unions, Ministry officials, partners), Develop and implement a Change Communication Plan, including Staff briefings and consultations, communication with the labour officers, line ministries and other government officials and Royality.
• Restructuring Implementation Support; with guidance from the Board and the CVI, implement the approved structure, including transition to new organizational structures, role clarification and reporting lines, support for affected staff (redeployment, upskilling, separation where applicable), ensure compliance with the Labour Act, 2024 of Lesotho and SOS CVI and SOS CV Lesotho HR policies.

4. Deliverables

• An inception Report and wok plan (within the first 1 week)
• Change management strategy and implementation of the roadmap
• Legal complexities checklist, risk and mitigation matrix
• Communicating and implementation plan
• New organisation structure
• Detailed job descriptions
• Final Report: A final report summarizes the outcomes of the organizational structure review.
• Development of proposed organizational structure (including staffing requirements, financial implication, etc).
• Submission of Final Report to the management of the MA for further submission at Board level

      5. Duration of assignment

      The assignment is expected to last 6- 9 months

6. Reporting Line

 The change Manager will report to the CVI REP, Interim National Director and the National Board

7. Required Qualifications and Experience

• Advanced degree in HR, Organisational development or related field.
• Minimum of 10 years’ experience managing organisational change processes and organisational design
• Strong knowledge of labour laws in Lesotho is Essential
• Proven expertise in stake holder management and conflict resolution
• Experience working within international federated NGO structures is an advantage.
• Ability to work in Lesotho without work permit sponsorship
• Excellent communication and presentation skills.

             8. Ethical consideration 

The change manager must:

• Maintain confidentiality
• Uphold organisational values
• Ensure dignity and fairness for affected employees
• Avoid conflicts of interest.

9. How to Apply  

If you believe you are the right candidate for this position, please send us a cover letter explaining your alignment and motivation with the position profile, your detailed curriculum vitae (CV) and photocopies of university academic certificates. Applications should be submitted electronically through through icims. Applications open on 21^st April 2026 and will close on 05^th May 2026. Applications will be reviewed on a rolling basis until a suitable candidate is found. Candidates are encouraged to submit their applications as soon as possible.Only shortlisted candidates will be contacted.

Stand Out from the Crowd! To ensure your application receives full consideration, please submit both a cover letter and CV.

“SOS Children’s Villages International holds strict child safeguarding principles and a zero-tolerance policy for conducts of sexual harassment, exploitation and abuse in the workplace and other places where the organization’s activities are rendered.  Parallel to technical competence, recruitment, selection and hiring decisions will give due emphasize to assessing candidates value congruence and thorough background checks, police clearance reference check processes”.