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Redefining a Global Workforce Strategy in the Humanitarian Space

Andes partnered with a leading international humanitarian organization to mature its fragmented job architecture, creating a unified structure to clarify roles, streamline responsibilities, and align talent across its diverse global operations. The initiative impacted over 5,000 employees, improving role clarity, supporting career development, and boosting workforce efficiency—laying the foundation for a scalable, people-centered organization.

The Challenge:

Redefine the workforce structure and optimized talent deployment to support the nonprofit’s organizational maturity, while addressing fragmented job architecture and role inconsistencies across its global operations.


 

The Solution:

Andes partnered with the organization to implement an integrated workforce strategy focused on clarity, scalability, and alignment.


  • Developing a Custom Job Architecture: Created a structured framework for 250+ job roles, aligning job titles, responsibilities, and competencies to support the value-based model.


  • Establishing Career Pathways: Designed clear career progression paths to support professional development and increase retention.


  • Change Management and Communication: Implemented a robust strategy to communicate the new model to leaders and employees, ensuring buy-in and smooth adoption.


  • Training and Implementation: Conducted training sessions for HR and leadership teams on utilizing the new architecture for talent planning and performance management.


 

The Results:

The new job architecture and workforce strategy transformed the organization’s talent management processes, creating a clearer structure and boosting employee satisfaction.


  • 30% Reduction in Role Redundancies: Streamlined job roles and eliminated overlaps, leading to more efficient resource utilization.


  • Enhanced Employee Engagement: Increased engagement scores by 25% as a result of clearer roles and career pathways.


  • Improved Operational Efficiency: Freed up 15% of HR and management time previously spent navigating ambiguous role structures.

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