Theory of Change Activation Adviser

In 2018, Habitat launched “Global Impact 2025” (GI25). The initiative seeks to transform Habitat’s global operations to align with the ambition of its strategic plan, “to materially reduce the housing deficit.” The past three years have established a foundation for that growth: introducing the ministry’s first international theory of change (ToC), the creation of an integrated programs function within HFHI and targeted investments in program design, MEAL, and project management capacity. We are seeking a partner to help guide that journey within HFHI and the broader Habitat network as we move from aspiration to action.

Purpose of Consultancy
The Theory of Change introduces several fundamental shifts in the way that Habitat will approach its work in the future:
* Placing people at the center of our work: giving our target population agency throughout the life cycle of our involvement in their communities and our engagement with the broader housing ecosystem that affects them.
* Understanding root causes: responding to the inequity, shocks and stressors within the housing ecosystem that allow the housing deficit to persist and grow.
* Adopting a systemic view to change: recognizing the complex interaction of stakeholders at household, community, sector, and societal levels of the housing ecosystem as well as the underlying environmental, political, social, and economic forces and the need to place Habitat’s work within these contexts.
* Shifting from outputs to outcomes: Habitat has been driven by its tangible impact in communities for most of its history, the shift to outcomes emphasizes the broader contributions that improved housing can have on the well-being of our target population.
* Mapping & Alignment: Working with the team and key stakeholders to map current state activities, identify gaps and key inputs required, surface interactions across the portfolio of projects and build a common vision and understanding of the way forward.
* Program Governance: Design of a program governance framework that will ensure a greater commitment to quality across the network, adoption of programmatic standards and clearly defines the roles of HFHI and the federated network in program strategy and program quality assurance.
* Advisory Services: Support the initiative lead and project sponsors in an advisory capacity through out the first stages of implementation. Including regular guidance and coaching on process; trouble-shooting execution challenges; facilitating challenging conversations among leadership and within the network; and helping to procure additional resources where projects might require a third party for execution.

Scope of Work
This assignment takes place within the context of a great deal of change across HFHI and the broader network. Specifically, the approach will need to respond to the following change projects and activities:
* Diversity, Equity, and Inclusion: DEI is a top priority for HFHI and its affiliated network, we see overlap around themes related to localization, intersectionality, and people-centeredness.
* Regional Strategy Development: We have subdivided our field operations to respond to regional themes, these clusters are developing operational and programmatic strategies.
* Technical Strategy Development: Several of the technical teams have already initiated strategic planning efforts in anticipation of the launch of the ToC including: a global Advocacy Campaign, a Humanitarian Strategy, a Global Volunteering Strategy, and a Financial Inclusion strategy.
* Constituent Engagement and Habitat 2.0: While focused on the US market, these two initiatives bring together the future state of fundraising in our largest donor market.
* Network Learning Investments: We have initiated an enabling project focused on building the infrastructure, enabling culture, and practices for learning in the Habitat network.

We anticipate that the consultant’s involvement will last 9-12 months and will include two key phases with the following deliverables and ongoing support:
Phase 1: Inception
We anticipate that this phase will take 20-30 days and will lay the groundwork for the broader engagement. This will be an intensive period of onboarding for the consultant along with a focus on aligning the initiative leadership on a roadmap forward and way of working. Key activities could include:
* Onboarding: Interviews with key stakeholders and document review.
Stop and Assess Workshop: Facilitated session on what is working, what isn’t and what is to come with the next phase of the ToC work.
* Network Change Management Review: Evaluation of existing network engagement strategies, coordination procedures and expected outcomes.
* Inception Report and Roadmap: The consultant will be required to provide a report at the end of Phase 1 which includes any critical findings, recommendations, and a clear roadmap forward.

Phase 2: Execution
This phase differs from the first in that the consultant will serve primarily as an advisor to the overall execution of the project portfolio with targeted inputs where a third party might be appropriate. The services expected are detailed below.
* Advisory Services: Regular contributions to strategy and the evolution of the initiative; identification of experts where specialist talent is required; facilitation of challenging conversations across leadership or with the network; and targeted short-term projects where bandwidth and skillset are appropriate matches.
* PMO Operations: Support for the identification, scoping, and sequencing of projects across the initiative portfolio; review of communications strategy and content; support for procurement of specialist services when and where appropriate.
* Troubleshooting: Advice to the Initiative leadership on challenges as and when they appear over the life of the engagement; support for adaptive planning/re-planning of activities as context continues to change over the life of implementation.

It is anticipated that Phase 2 will not require a full-time commitment from the consultant unless they are working on a specific project input.

Selection Process and Evaluation Criteria
The Request for Applications will be advertised across all of Habitat’s usual channels for promotion including its website, industry websites and throughout its network of staff and supporters.
Applications will be accepted through 20 August, 2021.
Applicants will be expected to submit a cover letter which includes their expected daily rate and a copy of their CV. Supplemental material is welcome but not required.
Applications will be reviewed, and finalists will be invited to a panel interview where they will have an opportunity to explain their overall approach. Unselected applicants will be notified.

Selection Criteria will include:
* Understanding of the assignment and the business need.
* Proposed approach and timing of engagement.
* Experience with Change Management in federated networks.
* Research experience with Theory of Change and its application in International Development and Humanitarian sectors.
* Experience in managing complex portfolios of change within large organizations.
* Cultural fit.
* Commitment to diversity, equity, and inclusion.
* Ability to facilitate collaborative processes remotely.
* Overall value for money of the application.

Questions and applications should be sent to: [email protected]
Atlanta, GA
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About Habitat for Humanity

Habitat for Humanity, founded in 1976, is a global, Christian-based nonprofit organization that grew out of an intentionally multi-racial community in rural Georgia. Seeking to put God’s love into action, Habitat brings together people of all faiths and people of no faith to build homes, communities and hope. Working alongside each other, we help families and individuals build and improve places to call home and achieve the strength, stability and self-reliance they need to build better lives for themselves. Habitat seeks individuals who have a willingness to affirm these principles and values.


At Habitat for Humanity International, we embrace a history rooted in creating equity and take our mission seriously by courageously committing to a culture and workplace where all staff feel safe, welcome, visible, respected, supported and valued. As an equal opportunity employer, we realize that our success depends upon building an inclusive workforce of diverse perspectives and encourage people of varied races, ethnicities, national origins, tribes, religions, ages, gender identities and expressions, genders, sexual orientations, marital statuses, disabilities, veteran/reserve national guard statuses, socio-economic statuses, thinking and communication styles to work with us.


We also require that all staff take seriously their ethical responsibilities to safeguarding our intended beneficiaries, their communities (especially children), and all those with whom we work. In line with the prevention of sexual exploitation and abuse, all staff must pass a thorough background screening and will be held accountable to upholding our policies around ethical behavior, including safeguarding and whistleblowing.