Working in 50 developing countries across Africa, Asia and the Americas, Plan’s stated Global Strategic Goal (2011-15) is to reach as many children as possible, particularly those who are excluded or marginalized, with high-quality programs that deliver long-lasting benefits. Plan aims to achieve this goal by working in partnership with others and through high performing teams whose behaviors reflect the corporate values.
The role of the Human Resources and Organizational Development (HR & OD) Partner is to provide coordinated leadership, technical support and strategic direction for the HR function across the region.
The HR & OD Partner will have responsibility for ensuring that Plan’s standards and good practice in terms of HR policies, procedures and practices are adhered to whilst reflecting local considerations such as employment law and culture.
Dimensions of Role:
- Overall responsibility for the HR & OD regional budget (currently approx. € 75,000 pa).
- Two direct reports: RO HR & OD Coordinator and Regional HR Specialist.
- Matrix management and capacity building of HR & OD Managers in the Country Offices.
- Responsible for the regional HR strategy and performance of the regional HR function.
- Responsible for ensuring the effective roll out of global HR & OD initiatives, policies and procedures in all Country Offices in the region.
- Input into development of global HR & OD initiatives, policies and procedures as required.
- Provision of HR business partnering support to senior management in the region.
- Provision of HR advice and support to staff on international contracts in the region on benefits, policies and procedures pertaining to them.
- Support for recruitment and selection of staff on international contracts in the region.
- Responsible for quarterly HR People Measures report for the region.
Typical Responsibilities - Key End Results of Position:
Provide leadership, management and direction of the Regional Office Human Resources and Organizational Development team and budget:
- Ensure that each member of the RO HR & OD team has robust performance measures in place and their performance is measured against them.
- Ensure that each member of the RO HR & OD team has up-to-date personal development plans in place which reflect his / her development needs.
- Ensure that the RO HR team members have clarity about their roles and responsibilities and the direction of the department.
- Hold regular meetings with the RO HR & OD Coordinator to provide feedback on his / her performance.
- Monitor and manage the regional HR & OD budget in accordance with Plan’s Finance requirements.
Create a strong Human Resources and Organizational Development network in the region that reflects the needs of the HR teams in the Country Offices and harnesses new technology wherever possible.
- Seek feedback from the CO HR teams and other key stakeholders (particularly Country Directors) on their learning needs and develop plans to address them.
- Hold at least one face-to-face meeting a year with the Human Resources and Organizational Development Managers in the region to discuss key issues, address learning needs, share good practice and network with one another and evaluate its effectiveness.
- Create mechanisms for discussing key issues, addressing learning needs, sharing good practice and networking with one another outside of the annual face-to-face meeting.
- Develop tools / resources for sharing good practice within the region.
- Optimise the use of the HR specialist resource within the region by identifying opportunities for knowledge sharing (eg, job swaps, secondments etc).
Coordinate the roll out of global HR initiatives, policies and procedures in the region.
- Ensure that each Country Office and the Regional Office has a plan in place to roll out global HR initiatives, including but not limited to a change to policy or procedure, introduction of a new policy or procedure, and introduction of a new HR system.
- Provide technical support / advice to COs as required as part of this process.
- Act as a conduit for communications from IH to the COs and from the COs to IH in relation to the roll out of global HR initiatives.
- Coordinate the Global Talent Management process for the region.
- Ensure that there is high quality HR support in the event of an emergency response in the region.
Development and ownership of the regional HR strategy / workplan.
- Work with key stakeholders to identify HR risks and needs in the region and from this, establish priority areas for action.
- Develop a regional HR strategy / workplan based on the identified priorities.
- Disseminate the regional HR strategy to key stakeholders for comment and feedback and for information.
- Regularly review the regional HR strategy and workplan to ensure it remains relevant and update it as required.
Provide high quality input into the development of global HR initiatives, policies and procedures.
- Provide feedback into draft HR policies and procedures to ensure that they reflect the needs and address the issues in the region.
- Flag policies that may need revising or new policies that may need developing with IH and provide support on this as required.
- Provide the lead on global HR projects as a member of the Global HR & OD team as agreed with the Global HR & OD Director.
Build capacity of the Country Office HR & OD teams.
- Provide technical support to the Country Office HR & OD teams as and when required.
- Undertake visits to the Country Offices in the region and work with the teams there to provide senior HR advice and technical support as and when required.
- Work with Country HR & OD Managers in the region to identify common learning needs and tools to address them.
- Work with individual Country HR & OD Managers to support them to identify their individual learning needs and tools to address them.
Provide senior / strategic HR support to senior management in the region.
- Provide HR business partnering support to the Core ROMT and the RMT, ensuring that HR needs are identified and discussed as part of business
- Provide HR advice and support to Country Directors as and when required.
Provide HR advice and support to staff on international contracts in the region (or those responsible for administering these benefits) on HR policies and benefits pertaining to them.
- Provide HR advice and support on all aspects of the ‘Blue Book’, liaising with other members of the Global HR team to answer queries as and when required.
- Support the resolution of any conduct or performance issues with staff on international contracts in the region, using informal or formal mechanisms as required.
- Support the resolution of any grievance issues involving staff on international contracts in the region, using informal or formal mechanisms as required.
Recruitment and selection of staff.
- Work with the recruitment team in IH to support the recruitment and selection of high quality staff on international contracts in the region. This may involve working with line managers on job descriptions, liaising with the recruitment team in IH on recruitment methodologies, developing selection tools (eg, written exercises and interview questions), and being the HR member on the interview panel.
- Support for recruitment and selection of CMT members of Country Offices.
- Ensure the timely dissemination of vacancy opportunities within Plan to all staff in the region.
Ensure compliance with Plan’s standards, policies and procedures in the region.
- Provide regional follow up to GA audits.
- Regularly monitor the status of the Staff Handbooks in the region and check compliance with local labour law and Plan’s policies and procedures.
Dealing with Problems:
- Different contexts in the Country Offices in the region – for example, different employment law, programmatic challenges, staff issues and cultural considerations.
- Working as a member of a remote global team operating in different timezones.
- Balancing conflicting demands and priorities.
- Working across a large geographical area and multiple countries.
- Providing a regional oversight to HR in emergencies.
Communications and Working Relationships:
Internal:
- Global HR & OD team
- HR & OD teams in the Country Offices.
- Regional Office staff
- Senior staff in the region, including the Regional Director, DRDs and Country Directors.
External:
- Other INGO HR staff
- Relevant professional HR networks such as CIPD and People in Aid.
Knowledge, Skills, and Behaviours Required to Achieve Role’s Objectives:
Knowledge
- Demonstrable knowledge of critical HR generalist areas including, but not limited to reward and recognition, recruitment and selection, employee relations, learning and development.
- Knowledge and understanding of the development sector.
- Demonstrable knowledge of the HR context in the relevant region.
- Understanding of Plan’s and like organisations’ HR policies, procedures and systems.
- Knowledge of current HR trends and good practice.
Skills
- Provision of senior HR generalist support across multiple countries.
- HR strategy development at a regional level.
- Development and management of an effective and motivated team.
- Ability to manage conflicting priorities and balance a heavy workload.
- Excellent written and oral English language skills.
- Ability to communicate clearly and effectively verbally and in writing with staff at all levels of the organisation.
- Ability to build effective working relationships remotely and quickly.
- Ability to analyse complex situations and problems and identify an appropriate response to them.
- Financial acumen.
- Developing others.
Behaviours
- Leadership.
- Influencing and persuasion.
- Passionate about the value that HR can and does add to Plan’s work.
- Strong sense of self awareness.
- Strong sense of integrity and ability to be a role model to others.
- Creativity, innovation and problem solving.
- Good judgement.
- Decision-making.
- Commitment to continuous improvement.
- Even tempered and with a sense of humour is highly desirable
Qualifications and Experience:
- Educated to degree level or equivalent.
- Relevant professional qualifications (eg, CIPD).
- Proven senior HR generalist experience at a regional level, ideally within the development or humanitarian sectors.
- Demonstrate experience in areas outlined in KSB above
Physical Environment:
Based in the Regional Office with extensive international travel (approx. 30 – 40% time).
- Ability to live and work in a hardship country
- Ability to travel to remote areas
Location: Dakar, Senegal
Type of Role: 5 year fixed term contract
Reports to: Deputy Regional Director Operations with a dotted line to the Global Director of HR and OD
Salary: Grade F, $50-65,000 plus full expat benefits. This is an accompanied position and a full relocation package will be available.
Closing Date: Tuesday 9th April 2013
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