People and Culture Manager 68 views0 applications

L’ Organisation

Plan International est une organisation humanitaire et de développement indépendante  qui fait la promotion des droits des enfants et de l’égalité des filles.

Nous sommes convaincus du pouvoir et du potentiel de chaque enfant. Mais cela est souvent étouffé par la pauvreté, la violence, l’exclusion et la discrimination. Et ce sont les filles qui sont les plus touchées.

En collaborant avec les enfants, les jeunes, nos défenseurs et nos partenaires, nous essayons d’obtenir un monde juste, en abordant les causes des obstacles que les filles et tous les enfants vulnérables doivent surmonter.

Nous soutenons les droits des enfants de la naissance à l’âge adulte. Et nous permettons aux enfants de se préparer et de réagir aux crises et à l’adversité. Grâce à notre portée, notre expérience et nos connaissances, nous favorisons les changements dans la pratique et la politique au niveau local, national et global.

Depuis plus de 85 ans, nous bâtissons de puissants partenariats pour les enfants et nous sommes actifs dans plus de 75 pays.

ROLE PROFILE

Title	People & Culture Manager
Functional Area	Human Resources
Reports to	Country Director
Location	Country office	Travel required	Yes. 20%
Date	October 2021	Grade	E

role PURPOSE

[A concise statement, capturing the primary reasons that this role exists and a clear articulation of the context of the role. How will this role contribute to creating lasting change for children?]

Working in 73 communities(cantons) across the country, Plan International Togo aims to reach as many children as possible, particularly those who are excluded or marginalized with high quality programs that deliver long lasting benefits by increasing its income, working in partnership with others and operating effectively.

Develop and implement HR plans, programs and procedures at country level for all staff as well as execute related administrative tasks within Plan’s regional and global Human Resources Strategy with due regards for local conditions, regulation and ensure the achievement of the Country Office business strategy through excellent people management practices. The post holder will provide leadership and strategic direction for the HR function maximizing the opportunities to build and retain effective team supportive and the Plan’s business need.

Dimensions of the Role

[This section provides a summary of the size and authority of the post. It covers the size of the budget held, the numbers of direct reports, other key stakeholders who may depend on it, the type of communication required, the external representation involved and the reach of the role.]

• Budget responsibility: limited to area specific matters;
• The post holder supervises the staff of the HR department. He/she is reporting to the Country Director
• Area of Responsibility – Plan International Togo
• Country wide strategic overview of implementation of Plan International Togo HR policy including performance to inform further system development and capacity building initiatives
• Member of CLT
• Member of the WACAH and International HR networks

Accountabilities

[This section is critical for clarifying expectations of the role, providing the framework for its relationship with colleagues and providing areas of accountability against which performance can be managed.

This should include a series of brief statements that define the end results required. E.g. drive, contribute, identify, manage, responsible for, advise/coach, build, develop, provide, conduct, oversee, establish, participate etc.

Statements should ideally be worded so that they will lead to thoughts of measurement.  For example, it is better to state something like “achieve maintenance standards” than “undertake maintenance”.  The former leads to a measure against the maintenance standards.]

An excellent Team is planned and resources for maximum impact on program output

• Contribute to analysis of situation for strategic planning needs;
• Provide relevant data and analysis for country strategy elaboration
• Supporting Management on the workforce planning of team needed, the definition of roles within budget for delivery of agreed strategies and individual projects;
• Review of organizational structure, roles and competency requirements and standardized job description for each position
• Helping managers write job descriptions in line with Plan requirements
• Timely and fair recruitment processes, observing equal opportunity and transparency
• Maintain all data in relation to all staff
• Mainstreaming gender into the workforce

On boarding/induction/orientation: Staff joining Plan International Togo are effectively informed about the Organization, its strategies and purpose of their role in the fulfilment of Country strategy

• Working with the management in the preparation of materials and events to ensure new staff know about Plan are able to reach full functionality in minimum time
• Supporting management to identify and commission effective training/development support for individuals and general needs

Rewards: Staff are paid in a consistent way in accordance with local market competition, Plan’s values and the provision of labour law

• Ensure Plan International Togo’s salary system is in line with Plan’s global system based on HAY;
• Ensure regular salary and benefits reviews, analysis of survey results and advise management in line with the Togolese labour law and Plan’s reward policy and guidelines;
• Oversees payroll;
• Oversees international and local staff rewards: R&R, leave, insurance, etc. establishing accurate systems of managing and monitoring these

Rights and Responsibilities of staff: Staff is aware of his contractual rights and responsibilities in delivering their work for Plan, in line with the Code of Conduct and other policies

• Ensure Plan International Togo and Global HR and Child and youth Safeguarding & Protection Policies are well understood and consistently implemented across Plan International Togo;
• Support managers and staff in implementing the Plan Employee Appraisal process. Track progress, and maintain statistical data on results to support attainment of organizational objectives and improve staff performance
• Provide support to manager and supervisors on HR issues, promoting fairness and transparency in the handling of people management practices including anti-racism disciplinary, grievances to maintain consistency and fairness within the organization
• Liaise with line managers to develop and maintain succession plan for key roles.
• Revises/write HR Manual endorsed by local authorities and aligned with Plan Global Policy ensuring that all staff are aware of it, can access it and fully adhere to it

   Compliance with Plan’s global policies

• 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

• Strategic workforce planning and advising management in a highly volatile operational environment with the shortage of technical skills making judgments on hard HR choice to be made
• Using impartiality and equal opportunities in a situation where tribal, racism and other discrimination is highly prevalent;
• Supporting management teams that may be fluid and working in very stressful conditions or even in emergencies;
• Required to synthesize and analyse feedback from a wide range of actors (including NGO HR Forum, Ministry of Labour, national surveys) in further developing HR and supporting implementation;
• Support Grant development by ensuring full provision for HR needs is achieved through involvement at proposal writing and during implementation;
• Facilitate management support to staff in traumatic conditions

COMMUNICATION AND WORKING RELATIONSHIPS:

[This section refers to people inside and/or outside of the organisation that the post-holder needs to have contact with, and why. This should include virtual presence.]

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Internally:

A member of the CLT. Collaborating with other functions: Sponsorship, Finance, Program, and Administration to ensure that HR processes are integrated

Regionally:

A member of WACAH HR Network: Supporting colleagues and drawing on the support they can offer. The Regional HR partner will provide technical support

Globally:

Relates to international Headquarters P&C team for technical support on Global Policy, Child Protection reporting, international recruitment and other advice as needed;

Externally:

Active participant in Togo NGO forum and representation of all issues related to Labour law/social security, etc.

Technical expertise, skills and knowledge

[This section details the skills, knowledge and expertise the postholder will be required to demonstrate in doing the job well.

This should include clear levels of technical expertise and skills that support our work at national, international, and global level.]

Essential

Qualification and Experience

• A Master’s degree in Human Resource Management or equivalent experience
• At least 5 years of experience working in an HR generalist management role
• Experience successfully implementing organisational HR policy and practice.
• Experience in an HR specialist function, organisational design, performance management, reward management, recruitment and selection, or training and development
• Mastery of Togolese labour laws and by- laws
• Excellent technical knowledge on general HR areas as indicated by duties above
• Knowledge of operationalising HR in volatile emergency conditions is an advantage
• Knowledge of Organizational development to support a changing program is an advantage
• First-hand experience and knowledge of working in developing country environments and West Africa in particular is an advantage

Desirable

Skills

• Excellent writing and speaking in French and English;
• 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
• Broad experience in handling legal issues related to human resources management in Togo
• Strong emotional intelligence

Behaviour

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
• Develop mutual trusting relationship with complex partnerships that have excellent business outcomes
• Set a strong learning culture in their part of the Organization
• Remains calm and positive under pressure and in difficult situations
• Aware of impact on others and adjusting own behaviour accordingly integrity
• Tolerant of difference-Cultural sensitivity in relation to its impact on HR

PHYSICAL ENVIRONMENT AND DEMANDS

This post is based in Country Office in Lomé which at present is a normal operational environment

However the post-holder must be willing to travel at least 20% in Interland and outside the country

Level of contact with children &CHILDREN AND YOUTH SAFEGUARDING

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Low contact: No contact or very low frequency of interaction

Mid contact: Occasional interaction with children

High level: Frequent interaction with children

• It is expected of every employee of Plan International Togo that he strengthens his capacity in child and youth safeguarding in general and in particular he acquires extensive knowledge of child and youth safeguarding Policy of Plan International
• The HR &OD Manager’s level of contact with children is medium.
• The HR Manger should comply with the Child protection policy. He/she should align his/her activities with the norms and standards of that policy as far as he/she is concerned.

Plan International’s Values in Practice

We are open and accountable

• Promotes a culture of openness and transparency, including with sponsors and donors.
• Holds self and others accountable to achieve the highest standards of integrity.
• Consistent and fair in the treatment of people.
• Open about mistakes and keen to learn from them.
• Accountable for ensuring we are a safe organisation for all children, girls & young people

We strive for lasting impact

• Articulates a clear purpose for staff and sets high expectations.
• Creates a climate of continuous improvement, open to challenge and new ideas.
• Focuses resources to drive change and maximise long-term impact, responsive to changed priorities or crises.
• Evidence-based and evaluates effectiveness.

We work well together

• Seeks constructive outcomes, listens to others, willing to compromise when appropriate.
• Builds constructive relationships across Plan International to support our shared goals.
• Develops trusting and ‘win-win’ relationships with funders, partners and communities.
• Engages and works well with others outside the organization to build a better world for girls and all children.

We are inclusive and empowering

• Seeks constructive outcomes, listens to others, willing to compromise when appropriate.
• Builds constructive relationships across Plan International to support our shared goals.
• Develops trusting and ‘win-win’ relationships with funders, partners and communities.
• Engages and works well with others outside the organization to build a better world for girls and all children.

POSITION IN THE ORGANIGRAM

Country Director

People and culture Manager

Human Resources Coordinator

Human Resources Administrator

Lieu de travail: Bureau National

 

Type de role: People and Culture Manager

 

Se rapporte au: Representante Residente

 

Niveau:E

 

Date limite: 15 septembre 2023

L’application anticipée est encouragée, car nous examinerons les demandes tout au long de la période publicitaire .

Une série de contrôles préalables à l’embauche seront effectués conformément à la politique de Plan International sur la protection des enfants et des jeunes.

En tant qu’organisation internationale de développement communautaire centrée sur l’enfant, Plan International s’engage pleinement à promouvoir la réalisation des droits de l’enfant, y compris leur droit à la protection contre la violence et les abus. Cela signifie que nous avons des responsabilités particulières envers les enfants avec lesquels nous entrons en contact.

Plan International croit que dans un monde où les enfants font face à tant de menaces, il est de notre devoir de veiller à ce que nous, en tant qu’organisation, fassions tout ce qui est en notre pouvoir pour assurer la sécurité des enfants. Nous ne devons en aucun cas contribuer à nuire aux enfants ou à les mettre en danger.

Plan International mène une politique d’égalité des chances et encourage activement la diversité en accueillant des candidatures provenant de tous les domaines de la communauté internationale