Amnesty International is a Nobel Peace Prize-winning global movement of over seventeen million people committed to campaigning and action to improve human rights standards enshrined in the Kenyan Constitution and International Law. Amnesty International Kenya envisions a place where every person enjoys all the human rights enshrined in the Constitution of Kenya 2010, national laws, the Universal Declaration of Human Rights, and other international human rights instruments.  

Our mission is to undertake research and action focused on preventing and ending grave abuses of human rights. Our core values are inclusion, integrity, boldness, innovation, impartiality, independence, democracy, mutual respect, principles of international solidarity, effective action for the individual victim, national coverage and the universality and indivisibility of human rights.  

We stand up for freedom of expression, association, and assembly, economic, social and gender justice, freedom from discrimination, equality, human rights’ solutions, people empowerment, feminist leadership and a campaign force that brings together our local roots and our global reach.  

As we are currently in the space of developing our 2024-2028 strategic plan, a total shift in our compensation framework as part of our organizational alignment is required. Reward has emerged as a key issue in our Staff Surveys and in direct feedback from staff. In response, AIK aspires to develop and implement a Comprehensive Rewards Strategy that is increasingly aligned with our new strategy, organization values and underpinned by our principles. This work will enable the adoption of a consistent approach to developing remuneration and benefits that will attract and retain the best talent. 

Examples of our current issues include: 

  • Our current reward structures reflect traditional INGO sector approaches and would need broader and deeper understanding of the labour market in which we operate to develop propositions that are competitive and reflect the ever-broadening range of roles and evolving nature of work. 
  • We suspect grade drift and are unclear of the relative value of different jobs; our current JE system is due for a re-program of job evaluations. Going forward we wish to partner with our managers to ensure jobs are consistently graded based on a methodology that reflects the nature of work as it is now and as it evolves into the future. 
  • Reward has emerged as a key issue in our Employee Surveys and in direct feedback from staff. 



The purpose of the assignment is to advise AI Kenya management on the relative level, importance, complexity, and value of each job, develop suitable grading, a globally competitive remuneration and non-financial rewards system, suggest an organizational structure and optimal staffing levels. 



The purpose of the assignment is to advise AI Kenya management on the relative level, importance, complexity, and value of each job, develop suitable grading, a globally competitive remuneration and non-financial rewards system, suggest an organizational structure and optimal staffing levels. 



  • Review and design a result oriented organizational structure with defined optimal staffing establishment that will facilitate delivery of AIK’s mandate, efficiency in operations, efficient decision making, ensure operational efficiency and delivery of the strategic goals. 
  • Develop a Comprehensive Rewards and Benefits Strategy and harmonized Rewards Framework that includes the following (aligned with a balance between organization needs and market trends).
    • Establish a core set of principles, practices, and tools to develop a deeper understanding of our current market and create reward arrangements that are appropriate to recruit, retain across the ever-broadening types of roles and evolving nature of our work. 
    • Review and redesign (or recommend suitable replacement) as appropriate a harmonized job grading and evaluation system with proposed harmonized pay ranges per job grade that covers the current and evolving nature of work and Amnesty International Kenya’s values and principles. 
    • Review and refresh our pay policy and guidelines for pay review processes. 
    • Review and refresh financial and non-financial benefits that could be adopted by the organization. 
    • Identify the systems (policies, processes, technology, and people) required to implement the rewards strategy. 
  • Develop a communications plan for implementing the strategy. 
  • Develop training materials for management to effectively implement the strategy.


The consulting firm must have: 

  • Considerable experience in the design and implementation of Total Rewards Strategy and Frameworks for large organizations/INGOs operating across multiple countries including complex salary review processes. 
  • Demonstrated experience in the INGO sector, Civil Society, including reward methodologies as well as the ability to draw on and apply learning from broad cross-sector experience, innovative thinking and trends in reward management and the evolving nature of work. 
  • Exceptional stakeholder management skills 
  • Knowledge and understanding of Diversity and Inclusion and its relation to rewards and affinity with Amnesty International Kenya’s Diversity and Inclusion aspirations. 
  • A generalist background in HR would be an advantage.

How to Apply


  • This RFP is open to consulting firms registered globally and locally. 
  • Consulting firms should attach their company profile/capability statement in the expression of interest. 
  • The names, roles in the assignment, their respective levels of effort and CVs should be enclosed. 
  • Firms must demonstrate their knowledge of the subject by clearly interpreting the TOR and providing a methodology and approach that will be adopted in undertaking the assignment. 
  • A provisional work plan, including the proposed period for the assignment, should be submitted. 
  • Financial proposal on fees and any other costs must be attached. 

Proposals must be submitted to [email protected]by 4 September 2023.