Human Resource Coordinator 396 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.

ROLE PROFILE

Title	HR Coordinator
Functional Area	Human Resources
Reports to	Country HR/OD Manager
Location	Country Office, with frequent travel to West Nile
Effective Date	April 2019	Grade	C2

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.

The purpose of the position is to provide support to line managers align HR practices and systems for staff in order to deliver the objectives and add value to the Emergency Response and Country Office. This position supports and contributes in the implementation of the HR strategy.

Dimensions of the Role

• Member of the HR team reporting to Country HR Manager on all areas of opportunity and risk day to day that may come to his/her knowledge
• Supports CHRM in the implementation of HR policies in general and Training in particular
• Supports CHRM to ensure compliance with organizational and statutory policies and laws on HR legality matters

Accountabilities

HR Operations Management:

Measures and monitors existing HR policies and procedures

• Maintain in depth knowledge of legal, National and International requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
• Provide HR Policy guidance and interpretation to line management and  build the capacity of line management to understand and implement organizational policies and procedures
• Communicate and support development of mechanisms that facilitate adoption of organizational culture and values by employees
• Provide day to day performance management guidance to line management (coaching, counselling, career development, disciplinary actions).
• Works closely with line management and employees to improve work relationships, increase productivity and retention
• Coordinate specific projects as determined in the annual HR operational plan and contribute to functional and cross-functional initiatives.

HR coordination for the Emergency Response

• Ensure the staff welfare and benefits for the Response Team are running as required – medical insurance schemes are running smoothly and serving staff needs
• Ensure related information is updated  always and respective functions are up to date – IT, Payroll, Administration
• Participate in periodical reviews of HR  policies and strategies and employee opinion surveys and make recommendations for the better  running of the department
• Manage all HR correspondences related ensuring response deadlines are met
• Ensure all documentation related to area of responsibility is filed and maintained
• Reporting for the department- monthly, quarterly and annual

Recruitment and selection

• Manage  the recruitment and selection process in collaboration with the Recruitment office and –work with line managers to develop JDs, advertising new positions, shortlisting, screening and interviewing
• Manage and coordinate the recruitment schedules and actual interviews
• Process all documentation and appointment letters for all new staff and ensure onboarding as per the policies and procedures
• Organize and coordinate an effective orientation and induction for staff on ground in line with the HR orientation policy
• Ensure technical orientation is taking place for staff with their managers

Learning & Development:

Talent management and succession planning

• In coordination with CHRM and line managers, identify training needs for various categories of staff, and participate in the design of in-house staff training programs.
• Coordinate and support the implementation of appropriate learning initiatives as per  existing Training Plans and Policies.
• Work hand-in hand with the ERM and CHRM to ensure the talent management program is running for the Emergency Response.
• Ensure updated succession plans at all times for the recommended categories.
• Maintain database of organizations that can offer various types of professional development.

Change Management

• Build capability of employees and managers to respond to and manage organizational changes
• Support line managers to review processes and systems and initiate changes to improve work effectiveness.
• Ensure Transition preparedness and change management trainings take place for the  Response team.
• Support managers implement, track and assess on-going changes. (change portfolio management)

Dealing with Problems:

• The position involves a high degree of complexity in resolving a wide range of challenges which typically occur in HR processes
• The post holder is required to demonstrate the ability to solve problems objectively and equitably, think strategically while introducing innovations as needed to meet the demands of a dynamic and sometimes unpredictable internal and external employment environment
• He/she is also expected to ensure that Plan policies and local labour laws are adhered to
• Harmonising multiple demands from client groups
• Using impartiality and equal opportunities in all HR  related functions under his/her direct responsibility
• Synthesize and analyze feedback from staff on general HR requirements
• Supporting staff in general HR needs

• A source of expertise

Key relationships

• ERM: Plan together, provide and receive information
• CHR& OD Manager: Provide and receive information, guidance and reports related to HR issues
• Other HR Officers : Liaise and work together as a team on HR  matters
• Staff: Provide ongoing HR support as and when required
• HR services Service providers: Manage relationships with institutions that can offer various types of professional

Technical expertise, skills and knowledge

Knowledge;

• A Bachelor’s degree in Human Resource management or related field.
• Post graduate diploma or masters in Human resource management
• Excellent technical knowledge on general HR areas particularly Emergency Response complexities
• Knowledge of operationalizing HR in a busy NGO environment
• Firsthand experience and knowledge of working in developing country

Skills

• Excellent written and spoken English skills
• Proven skills in the full range of general HR needs including data management, recruitment, pay and employee relations is essential
• Staff wellbeing and engagement experience
• Communication – excellent negotiation and influencing skills in multi-cultural contexts

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
• 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

• 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.

Physical Environment

• Typical office environment

Level of contact with children

Very low frequency of interaction with children

As a Child Centred Development organisation, Plan International Uganda strives to ensure that children are kept safe in all the areas we operate. The organisation further has a Safeguarding Children and Young People Policy that every staff is required to sign.