Plan International recruits 01 HR Manager
HR Manager
Location: Kigali, 01, RW
Company: Plan International
The Organisation
Plan International is an independent development and humanitarian organisation that advances children’s rights and equality for girls.
We believe in the power and potential of every child. But this is often suppressed by poverty, violence, exclusion and discrimination. And it’s girls who are most affected.
Working together with children, young people, our supporters and partners, we strive for a just world, tackling the root causes of the challenges facing girls and all vulnerable children.
We support children’s rights from birth until they reach adulthood. And we enable children to prepare for – and respond to – crises and adversity. We drive changes in practice and policy at local, national and global levels using our reach, experience and knowledge.
We have been building powerful partnerships for children for over 80 years, and are now active in more than 70 countries.
role PURPOSE
Plan International is an independent child rights and humanitarian organisation committed to children living a life free of poverty, violence and injustice.
We actively unite children, communities and other people who share our mission to make positive lasting changes in children’s and young people’s lives. We support children to gain the skills, knowledge and confidence they need to claim their rights to a fulfilling life, today and in the future. We place a specific focus on girls and women, who are most often left behind.
We have been building powerful partnerships for children for more than 75 years, and are now active in more than 70 countries.
Value Proposition
The Country HROD Business Partner (CHRODBP) will partner with CD and CMT to deliver the optimal organization structure and expected work culture to enable programme delivery of the CSP. The post holder will provide leadership and strategic direction for the HR and OD function maximizing the opportunities to attract, build and retain an effective team supportive of the Plan’s business needs while fully cognizant of the risks posed by the local context and the needs of staff in the changing environment. The incumbent will ensure that Plan’s HR policies are institutionalised and will be expected to develop tools and guidance proactively for challenging issues that are country specific. He/she will also ensure that staff induction, welfare and development are a priority for the country effective support to projects.
CHRODBP is expected to ensure that Plan CO’s HR function complies with local labour laws. The role is expected to uphold Plan Internationals’ values, the Child Protection Policy, code of conduct and gender and inclusion as related to the local culture. The incumbent will advise management on issues to do with HR and OD, lead key resourcing strategies, advise on HR related matters for proposal development and ensure all staff contracts are up-to-date and will be expected to manage HR risks.
Dimensions of the Role
· Directly reports to the Country Director and supervises the HR team
· Acts as a key member of the Country Management Team, providing effective HR business partnering support for all day-to-day decision making a long-term planning.
· Effectively identifies, monitors and manages HR risks and opportunities related to the delivery of Plan International CO’s goals, including all HR related Child Protection risks.
· Responsible for developing and implementing a HR strategy which will support the delivery of the Country Strategic Plan and Program Unit Long Term plans, and reflects regional and global Human Resource strategy / direction.
· Oversees HR needs of all staff (international and local) as well as short term emergency consultants
· Responsible for the implementation of effective, efficient and compliant HR systems which meet the needs of staff and managers, are fit for purpose and are in full compliance with all relevant Plan policies, including but not limited to Gender and Inclusion, Child Protection, CoC, SMHBD policy and Global Pay; and compliant with the local labour law.
· Provides leadership on training, learning and development for all Plan International CO staff.
· Ensuring Health and Safety policies and standards are in place for the Country Office and understood and adhered to.
· Budget management responsibility limited to the HR area
· Has a delegated authority of approve Program Outlines and payments
· Acts as an effective member of the Regional Human Resource network and Global Human Resource team, proactively sharing good practice across boundaries and providing advice and support to Human Resource colleagues or input into global / regional projects as requested.
Accountabilities
Workforce Planning – An excellent team is planned, skilled and resourced to optimize Plan’s program impact, reach and quality.
• Provide a thorough internal and external HR analysis to support strategic planning processes.
• Support management on workforce planning for current and future needs and the definition of roles within budget to ensure the delivery of agreed strategies and individual projects.
Support management to periodically review the organisational structure, roles and competency requirements and ensure up-to-date job descriptions for each position in collaboration with line managers and in line with Plan standards
• Support managers to develop and review job descriptions in line with Plan’s requirements.
• Work with managers to ensure that all recruitment and selection processes are timely, transparent and fair, observing equal opportunities and Plan’s Gender and Child Protection policies and works towards achieving a diverse workforce which will support the delivery of Plan’s goals.
• Support grants growth by working with colleagues to ensure optimal cost recovery of HR needs is achieved through involvement at proposal writing and during implementation. In addition, the CHRM must ensure the HR elements of any grants proposal are consistent with local labour law and all relevant costs have been included.
• Work effectively with other operational managers to provide effective, coordinated and aligned support services to the programs
• Maintain oversight of all data in relation to all staff
The proposed organization structure is well implemented and a strong work culture is fully in place.
Ensure CO and PU’s restructure processes are rolled out smoothly facilitating key communications on organization structure changes.
Ensure legal review and advise on restructure process and staff consultation and contract administration is delivered as per policy
Support and nurture a high performance work culture well embedded on Plan International values and behaviours
Plan International CO is supported by an effective HR team
· Ensures all Human resource staff are effectively line managed through the setting of clear objectives that are aligned to overall strategy and that their performance is managed against them.
· Oversee the development of Human Resource staff to support them reach their full potential.
On boarding/Induction/Orientation: Staff joining Plan International CO is effectively informed about the organisation, its strategies and the purpose of their role in the fulfilment of strategy
Ensure strong staff on-boarding and orientation programmes is developed and fully implemented
Ensure an induction pack with country SOPs for staff and ensure all staff know them
Work with management on the preparation of materials and events and ensure new staff know about Plan and are able to reach full functionality in minimum time
Support management to identify and commission effective training/development support for individuals and general needs
Support in training new staff on use of the HRIS system for timesheet recording, performance management and recruitment modules etc
Performance Management – Line managers are equipped with the skills and confidence to be able to effectively manage the performance of their teams and the individuals within it to support the delivery of Plan strategy.
Oversees training of all Plan International CO staff with line management responsibilities so they are clear about their roles and responsibilities within Plan’s performance management system and have the skills to fulfil them.
Ensures that all global policies related to performance management are adhered to within Plan International CO, including the mandated timetable for the process.
Develop systems for monitoring the use of the performance ratings and work with management to ensure that they are applied consistently and fairly.
Ensures that the performance management system and associated documentation is effectively communicated to and well understood by all staff.
Support staff in learning and development, introducing them to the internal learning platforms as well as liaising with external training institutions to offer training meant to develop a high performing team and ensure an up to date training calendar is maintained
Staff Learning and development – coordinating the implementation of training plans and programmes including communicating and evaluating learning to meet strategic and operational priorities for Plan International CO staff.
· Coordinate the development and oversee the implementation of agreed country learning and development plans; recommending suitable learning options to meet individual, team and country requirements
· Continually seek ways to improve learning and development activities to best meet individual or managers requirements
Pilot and evaluate learning and development initiatives for effectiveness, organisational relevance and efficiency, and continually seek ways to improve learning activity
Rewards: Staff is paid in a consistent way in accordance with local market competition, Plan’s values and the provision of labour law;
Ensure Plan International CO salary system is in line with Plan’s global system
Process salary and benefits reviews, analysis of survey results and advise management in line with set guidelines and procedures
Advise management on salaries and rewards to be paid based on Plan’s global policy and local requirements
Maintain oversight of payroll preparation in liaison with finance
Maintain oversight of monitoring accurate data for international and local staff rewards and entitlements (leave, insurance, school fee, etc.) and ensure that a comprehensive record is on each staff member’s file as well as organizational people metrics.
Rights and Responsibilities of staff: Staff is aware of their contractual rights and responsibilities in delivering their work for Plan in line with the Code of Conduct and other policies;
· Supports management by setting up the country’s team performance accountability mechanism in line with Plan systems across the country programme founded on good HR and OD practices
· Oversees that the performance management process is done holistically i.e. one on ones during probation, interim and annual processes.
· Supports management with performance improvement for staff that fail to meet their set objectives in a timely manner
· Ensures Plan CO, Global HR and child protection policies are well understood and consistently implemented across Mozambique. Each staff member should read, understand and sign a copy for their personnel file
· Contextualizes the global HR processes to be in line with local labour laws, and other factors and also in align with Plan Global policy. He/she also ensures that all staff are aware of it and can access it easily
HR risks presented by the local context are effectively mitigated.
Advise managers of potential HR risks (assessing hazard, those potentially affected, evaluate nature and likelihood of risk, record, etc) to enable their monitoring and mitigation.
Carefully manage any individual staff cases (eg, disciplinary, grievance) in line with Plan policy and procedure and in line with local labour law to minimise all associated risks to the organisation.
· Maintain accurate and up-to-date data related to staff in confidence and in line with local Data Protection requirements.
Separation: Staff leaving Plan has a smooth timely clearance process
Oversee the acceptance or refusal of a staff member’s resignation in collaboration with the line manager and country director
Ensures that staff leaving Plan are cleared before they leave the office, and their benefits are processed in the shortest possible time
Ensure contract ends/renewals are managed appropriately and separation/renewal processes are managed in best practise and in line with local labour laws, other applicable laws and Plan’s policies
Ensure that proper disciplinary action and termination is instituted where a staff member leaves because of misconduct
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1. Ensures that Plan International’s global policies for Child Protection (CPP) and Gender Equality and Inclusion (GEI) are fully embedded in accordance with the principles and requirements of the policy including relevant Implementation Standards and Guidelines as applicable to their area of responsibility. This includes, but is not limited to, ensuring staff and associates are aware of and understand their responsibilities under these policies and Plan International’s Code of Conduct (CoC), their relevance to their area of work, and that concerns are reported and managed in accordance with the appropriate procedures.
Dealing with Problems/Risks
· Strategic workforce planning and advising management in a highly volatile operational environment in chronic conflict with the shortage of technical skills making judgments on hard HR choices to be made
· Using impartiality and equal opportunities in a situation where tribal racism and other discrimination is highly prevalent
· Supporting management teams to understand how to manage core HR needs to ensure programme delivery
· Required to synthesize and analyse feedback from a wide range of actors (including NGO HR Forum, Ministry of Labor, national surveys) in further developing HR and supporting implementation
· Supports grant development by ensuring full recover on HR needs is achieved through involvement at proposal writing and during implementation
Key relationships
Working contacts inside and outside the organization; include the purpose and level (high, medium, low) of the contact;
Internal
· A member of the Country Management Team: collaborating with other functions – sponsorship, finance, programs, operations to ensure that HR processes are integrated
· Regionally; A member of the RESA HR & OD Network meeting: supporting colleagues and drawing on the support they can offer. The Regional HR&OD Partner will provide technical support and oversight of Plan Internal Rwanda HR.
· Globally; Relates to International Headquarters HR&OD team for technical support on Global Policy, Child Protection reporting, international recruitment and other advice as needed
External
· Human Resource Managers from peer organizations for benchmarking and mutual learning.
· Legal advisors
· Government institutions responsible for migratory and expatriate labour contracts
Technical expertise, skills and knowledge
Relevant knowledge and experience;
A post graduate degree in Human Resources Management, organisation development, Industrial Relations or related field
A professional qualification and membership of recognized HR and OD institution.
Experience in Work Force Plaining, Staff training and Performance management
Clear exposure to Emergency contexts.
Demonstrated relevant progressive experience in similar posts with International NGO
Deeper understanding of the various HR Policies, Procedures and Practices
Excellent technical knowledge on general HR areas as indicated by the duties above
Knowledge of operationalising HR in volatile emergency conditions is an advantage
Knowledge of organisational development to support a changing program an advantage
First-hand experience and knowledge of working in developing country environments and East Africa in particular an advantage
Skills
Excellent written and spoken English skills
French or Kinyarwanda language is an asset but not a requirement
Proven skills in the full range of general HR needs including data management, recruitment, pay and employee relations is essential
Skills in supporting strategic planning and human resourcing requirements
Communication – excellent negotiation and influencing skills in multi-cultural contexts
HRIS
Behaviours
Behaves consistently in approach to work and decision-making
Strongly drives performance forward in area of the business for which they are responsible together with the team
Balances future vision with practical delivery
Develops mutual trusting relationships with complex partnerships that have excellent business outcomes
Sets a strong learning culture in their part of the organisation
Remains calm and positive under pressure and in difficult situations
Aware of impact on others and adjusting own behaviour accordingly
Tolerant of difference – cultural sensitivity in relation to its impact on HR
Plan International’s Values in Practice
We are open and accountable
1. Promotes a culture of openness and transparency, including with sponsors and donors.
2. Holds self and others accountable to achieve the highest standards of integrity.
3. Consistent and fair in the treatment of people.
4. Open about mistakes and keen to learn from them.
5. Accountable for ensuring we are a safe organisation for all children, girls & young people
We strive for lasting impact
1. Articulates a clear purpose for staff and sets high expectations.
2. Creates a climate of continuous improvement, open to challenge and new ideas.
3. Focuses resources to drive change and maximise long-term impact, responsive to changed priorities or crises.
4. Evidence-based and evaluates effectiveness.
We work well together
1. Seeks constructive outcomes, listens to others, willing to compromise when appropriate.
2. Builds constructive relationships across Plan International to support our shared goals.
3. Develops trusting and ‘win-win’ relationships with funders, partners and communities.
4. Engages and works well with others outside the organization to build a better world for girls and all children.
We are inclusive and empowering
5. Seeks constructive outcomes, listens to others, willing to compromise when appropriate.
6. Builds constructive relationships across Plan International to support our shared goals.
7. Develops trusting and ‘win-win’ relationships with funders, partners and communities.
8. Engages and works well with others outside the organization to build a better world for girls and all children.
Physical Environment
May be “typical office environment”; note if heavy lifting, climbing, excess travel, etc. Typically office environment with visits to the country offices, regional and global meetings (approx. 20 – 30%)
This post is based in CO
Travel: Approximately 40% to Program Units and Project Offices and other travel when required
Level of contact with children
Mid contact: Occasional interaction with children
Location: Kigali
Reports to: Country Director
Grade: E
Closing Date: 24.02.2019
Early application is encouraged as we will review applications throughout the advertising period and reserve the right to close the advert early.
A range of pre-employment checks will be undertaken in conformity with Plan International’s Safeguarding Children and Young People policy.
As an international child centred community development organisation, Plan International is fully committed to promoting the realisation of children’s rights including their right to protection from violence and abuse. That means we have particular responsibilities to children that we come into contact with.
Plan International believes that in a world where children face so many threats of harm, it is our duty to ensure that we, as an organisation, do everything we can to keep children safe. We must not contribute in any way to harming or placing children at risk.
Equality, diversity and inclusion is at the very heart of everything that Plan International stands for. Our organisation is based on a culture of inclusivity and we strive to create a workplace environment that ensures every team, in every office, in every country, is rich in diverse people, thoughts, and ideas.
We will provide equality of opportunity and will not tolerate discrimination on any grounds. We foster an organisational culture that embraces and exemplifies our commitment to gender equality, girls’ rights and inclusion while supporting staff to adopt good practice, positive attitudes and principles of gender equality and inclusion.
Please remember to upload your updated CV, one page cover letter written in English and 3 names of referees. Note that one of your referees must be your supervisor in your current or previous employment and also note that Plan international will consult beyond your listed referees for the sake of safety of children.