We are currently seeking to recruit a Recruitment In Emergencies Manager.
| | About the Role |
| | Cognizant of the growing nature and complexity of disasters and the resulting impact on Plan International’s existing development program and, thereby on the lives and rights of children and youth; Plan International has approved a strategic program framework in 2009 with an explicit policy commitment to support children and youth to realize their right to protection and assistance in humanitarian situations. Implementation is led by Plan’s Disaster Risk Management team (DRM) The People and Culture Department provides a comprehensive HR service to the work of the whole organization with the aim of enabling the people in Plan to work strategically and consistently, linked by Plan’s values and the common purpose of sustainable child poverty reduction as they deliver work to change the lives of children across the globe. The department is divided into four: operations, learning & development; child protection and recruitment. The purpose of this job which is within the recruitment team is to establish the capacity with Plan and meet the staffing demands across the organization presented by emergencies, proposing creative solutions while providing effective and efficient recruitment of diverse and suitably qualified staff from internal or external sources for the roles defined for them by the DRM team Dimensions of Role: - Responsible for planning the emergency recruitment and resourcing portfolio
- Fast and efficient recruitment for emergency positions up to 40 annually
- No line management
- Part of the IH Recruitment team
- Reporting monthly to DRM and on progress
- Management of DRM recruitment costs for recharging purposes
Typical Responsibilities - Key End Results of Position: - Resourcing requirements well-planned to best respond to rapid needs
- Information on potential candidates maintained and utilised for efficient deployment to emergencies
- Recruitment of all DRM IH and International staff within agreed benchmark and to Plan standards.
- Costs for emergency recruitment by IH are recouped against grants.
- Plan learns from the Emergency Recruitment experience
Dealing with Problems/Managing risk - Active control of the emergency portfolio recruitment following Plan policy and procedures
- Negotiation with DRM team on what is possible given the pressure under which they often operate
- Coordination and negotiation with field teams to ensure timely processes are followed
- Communicating clearly the risks associated with poor recruitment practice highlighting risks to organisation reputation and effectiveness to hiring managers
- Negotiating effective recruitment processes across long distances, time zones and with competing diaries
- Personal research and keeping up to date with employment law
Communications and Working Relationships: Internal: - The Plan Disaster Risk Management Team at IH and Regionally are the key client to this role often in a matrix arrangement with Hiring managers across 50 COs and 4 ROs
- The Recruitment team are colleagues who provide support, admin back up, cover and advice
- This post works very closely with four Regional PCPs on resourcing plans and recruitment delivery and its successful operation
- The Plan IH P&C team more widely
Less frequent internal relationships - Plan Communications for alignment with branding and support with communications on opportunities
- Plan IT depart for issues in relation to online database
- Plan NO Recruitment reps
External: - Developing close working relationships with external suppliers such as recruitment agencies and advertising website managers and advertising agencies to ensure excellence of service and cost reduction
- Engagement with INGO Emergency Recruitment colleagues
Knowledge, Skills, and Behaviours Required to Achieve Role’s Objectives Knowledge - Recruitment specialist with extensive end to end recruitment experience in an in-house environment
- Ideally knowledge of recruitment in emergency situations
- Knowledge of legal considerations in recruitment practice
- Knowledge of the non-for-profit sector an advantage
- Fluent written and spoken English
- Knowledge of French or Spanish an advantage
Skills - Ability to run an independent portfolio of hires across the business
- Extensive competency based interviewing skills to director level
- Communication – excellent negotiation and influencing skills
- Excellent writing and presentation skills with attention to details and accuracy
- Organisational skills to prioritise tasks and meet agreed objective/deadlines
Behaviours - Organises work and sees planned work through to completion in an efficient manner
- Develops mutual trusting relationships with partnerships that have excellent business outcomes
- Demonstrates Plan’s values in dealing with internal and external contacts
- 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
Location This post will be based at Plan’s International Headquarters in Woking, UK. The post-holder will be expected to travel occasionally, sometimes at short notice to join humanitarian responses. Type of role: 1 year contract Reports to: Head of Recruitment Grade: 4 Salary: Circa £38,000 per annum Closing date: Monday 9th July, 2012 |
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