Consultancy: Organisational Restructuring Process

Terms of Reference for Organisational Restructuring Process

Introduction

Sonke Gender Justice  is seeking an independent consultant or firm to guide and support its organisational restructuring process in line with the new strategic framework for 2026 – 2031. The restructuring should address both current and future operational needs while remaining firmly in the organisation’s feminist values and principles. Sonke Gender Justice is a regional Non-Governmental Organisation (NGO), legally registered in South Africa that works across Africa to strengthen the capacity of governments, civil society, and communities to advance gender justice and women’s rights, prevent gender-based violence and reduce the spread of HIV and the impact of AIDS. The vision of the organisation is a world in which women, children, men, and gender-non-conforming individuals enjoy equitable, caring, healthy, and happy relationships that contribute to the development of gender-just and democratic societies, free from poverty.

Geographically, Sonke has a footprint in 5 provinces in South Africa, and is well established in Gauteng, Mpumalanga, Eastern Cape and Western Cape, which extends its programmatic work to the Northern Cape.  Sonke also has a Male Wellness Centre in Gugulethu in Cape Town and is in the process of replicating the Male Wellness Centre in the Northern Cape. Sonke currently has a staff complement of 60 employees across the organisation, with 29 in the Cape Town Office, 17 in the Johannesburg office, 6 in the Eastern Cape, 2 in Mpumalanga, 1 in Kimberley and 5 in the region.  The gender breakdown in the organisation is forty-five women and fifteen men.

Sonke has three management structures, the first layer being the Co-Executive Directors, the second, the Senior Management Team (SMT) that comprises two Co-Executive Directors and one Programmes Director.  The third layer is the Full Management Team (FMT), which comprises 5 Unit Managers, 3 Programme Unit Managers and a Deputy Finance Manager.  Most decisions are taken at this level that are related to programme work.  The staff component comprises programme specialists, co-ordinators, senior trainers, and community mobilisers. As well as operational staff, including human resources, sub-granting, finance, resource mobilisation, administrators, and general assistants.

Objectives of the consultancy

The overall objective of the consultancy is to provide SGJ with the necessary technical expertise and strategic support to design and implement its organisational restructuring plan. The process may involve workforce adjustments, including a potential retrenchment exercise, and should ensure that the restructuring is legally compliant, ethically sound, and aligned with SGJ’s feminist values and principles. The consultant will be expected to guide SGJ in strengthening organisational efficiency, enhancing sustainability, and positioning the organisation to effectively deliver on its 2026-2031 strategic framework.

Scope of work

Strategic and structural review

  • Review the current strategy, organisational structure, and related documents,
  • Identification of structural gaps, capacity limitations, and organisational risks which may hinder effective delivery of the 2026-2031 strategic framework.

Organisational Redesign

  • Facilitate a participator process of redesigning the organisational structure in alignment with the current strategic framework
  • Ensure that the current structure is responsive to the organisation’s governance, leadership, and accountability needs while strengthening decision-making and operational efficiency.
  • Capacity and role alignment
  • Assess organisational capacity, role alignment and workload distribution across different units
  • Recommend adjustments to ensure optimal alignment of roles, responsibilities, and reporting lines.
  • Change management and transition support
  • Advise on the change management process and rollout modality for the new organisational structure, including the support required to guide staff and leadership through the transition.
  • Advise on a comprehensive change management process, including communication strategies, staff engagement, and leadership support.
  • Develop a rollout plan for the new organisational structure, ensuring minimal disruption to operations.
  • Sustainability and future readiness
  • Recommend measures to strengthen SGJ’s organisational resilience, financial sustainability and adaptability to future realities.
  • Capacity building and knowledge transfer
  • Provide technical support to SGJ’s leadership and management teams to enable effective implementation of the restructuring plan
  • Document lessons learned and best practices to inform future organisational development initiatives.

Deliverables of SGJ’s restructuring development process

Inception report

  • Meetings with the Senior Management Team and Board of Directors.
  • A detailed inception report outlining the proposed methodology, tools, sources of data and procedures for the assignment.
  • This should include documents needed for review, consultation groups, and any other relevant information and stakeholders.
  • A proposed schedule of tasks, activities, timelines, deliverables, and key issues to be addressed.
  • Clear articulation of risks, assumptions, mitigation strategies for the restructuring process.
  • Draft report
  • A comprehensive draft report presenting the proposed organisational structure.
  • A change management/transition roadmap, including communication strategies and staff engagement mechanism.
  • Recommendation on role alignment, workload distribution and capacity strengthening.
  • A competency framework outlining the skills and qualifications required for positions within the proposed structure.
  • Identification of potential workforce adjustments, including retrenchment processes, if necessary, with guidance on compliance and ethical considerations.
  • Final report
  • A final, consolidated report incorporating feedback from SGJ’s Senior Management Team and relevant stakeholders.
  • The final organisational structure, transition roadmap, and implementation plan.
  • Recommendation for sustainability, resilience, and alignment with Sonke’s feminist values and principles
  • Documentation of lessons learned and best practices to guide future organisational development initiatives.
  • Presentation of the final report to SGJ’s Senior Management Team within the agreed timeline

Time frame

The work will be completed over a period of 8 – 12 weeks.

Deliverable Description Timeline (from contract start date)
Inception Report Methodology, tools, data sources, consultation plan, schedule, risks & mitigation 2 weeks
Draft Report Proposed structure, transition roadmap, competency framework, workforce guidance 4 weeks
Final Report Consolidated structure, implementation plan, sustainability recommendations, lessons learned 6 weeks

 

Working relationship

  • The consultants will be working under the overall supervision of the Co-Executive Directors and the Programmes Director.
  • Due to the nature of this undertaking, the Consultant must ensure that strict confidentiality is always adhered to.

Qualifications and requirements

    • The Consultant should have at minimum a Bachelor’s degree, a Master’s degree would be advantageous, in any of the following: Human Resources Management and Development, Management Studies, Organisational and Industrial Psychology, Business Management and Administration or a related field, with:
    • At least 10 years of demonstrated knowledge and experience in conducting and facilitating organisational restructuring for Non-Governmental Organisations (NGO’s) in the South African and within an African continental context.
    • Proven experience working with women’s rights, human rights, and feminist organisations and an in-depth understanding of the context within which they operate.
    • Experience with change management processes for women’s rights organisations.
    • Knowledge and experience in using participatory approaches and innovative techniques.

Selection process and shortlisting

Interested consultants are invited to submit the following documents:

  • Technical proposal detailing understanding of the assignment, proposed methodology in delivering the assignment, including time frame.
  • Experience of the consultant and consulting firm in delivering similar assignment including CVs of the member(s) who will be delivering the assignment, and a list of relevant previous similar assignments with the reference.
  • At least one or two samples of a similar work assignment.
  • Financial Proposal indicating proposed free, estimated reimbursable costs and assumptions (detailed budget) used in arriving at the proposed fee.
  • Consultants/Firms who meet the above specifications are requested to send their applications via email, addressed to the Senior Management Team at hiring@genderjustice.org.za.

Closing date

Proposals must be submitted by close of business on 31 March 2026.