Country Human Resource and Organizational Development Manager at Plan International 31 views0 applications

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.

Dimensions of 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 Rwanda’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, Child Protection and Global Pay.
• Responsible for ensuring full compliance with all relevant organizational and statutory policies, procedures and law and that the local HR Manual is regularly updated to reflect changes.
• Provides leadership on training, learning and development for all Plan International Rwanda 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
• 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.

Typical Responsibilities – Key End Results of Position:

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

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

Plan International Rwanda 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 Rwanda 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 Rwanda 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 fulfill them.
• Ensures that all global policies related to performance management are adhered to within Plan International Rwanda, 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 Rwanda 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 Rwanda 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 s
• 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/renewalprocesses 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

Knowledge, Skills, and Behaviours Required to Achieve Role’s Objectives:

Knowledge;

Successful candidates will possess;

• 5 years experience in Human Resources Management, 3 of which should be at management level
• 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
• Firsthand experience and knowledge of working in developing country environments and East Africa in particular an advantage

Location: Kigali, Rwanda

Type of Role: National, Fixed term

Reports to: Country Director

Grade: E

Closing Date: 2nd June, 2017

Early application is encouraged as we will review applications throughout the advertising period and reserve the right to close the advert early.

Please note that only applications and CVs written in English will be accepted.

A range of pre-employment checks will be undertaken in conformity with Plan International’s Child Protection 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. 

Plan International operates an equal opportunities policy and actively encourages diversity, welcoming applications from all areas of the international community.