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Human Resources and Organisational Development Manager (HROD)

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Mon, 22/07/2019 - 17:00

Plan International is an independent development and humanitarian organization that strives for a just world 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 is girls who are most often 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 – crisis and adversity.  We drive changes in practice and policy at local, national and global levels using our reach, experience and knowledge.

We employ more than 9,000 people in programme countries, working with over 85,000 communities.  We have been building powerful partnerships for children for almost 80 years, and are now active in more than 70 countries.

Plan International Sierra Leone is committed to ensuring that child protection, gender and DRR are integrated in all its interventions and processes. It also encourages women to apply and is an equal opportunity employer.  

 

We are currently seeking to recruit:

Human Resources and Organisational Development Manager (HROD) 

 

Grade:E

Location:       Country Office

Department:    Country Office

Reports to:      Country Director

 

Summary of the position: 

This role also provides overall HR quality assurance and supporting and embedding change initiatives in Plan International Sierra Leone in line with country, regional and global HR quality standards.

DIMENSIONS OF THE ROLE

To provide leadership and strategic direction for the HROD functions within the country according to Plan’s global HR principles and policies, and global best practices cognizant with local environment.

  1. Key Responsibilities 

Leadership – Strategy

  • Contribute to the development of the country HR Strategy aligned with Child Safeguarding Policy

  • Support constant reinforcement of the Global Plan International Purpose Statement, Values and behavioural framework

  • Play key role in ensuring change initiatives across functional/departmental units meet objectives on time and on budget by increasing employee engagement, adoption and usage.

  • Liaise with the Regional HROD Partner on matters of methodology, use of tools, quality of work and capacity building implications with regional and federation wide change.

  • Commitment in making sure Plan International’s feminist leadership agenda is built into all aspects of the organisation’s operation and delivery, 

  • Analyse the compensation and benefits practises and suggest key actions that will keep Plan International Sierra Leone competitive.

  • Conduct assessment to ensure staff performance at country level is in line with the global strategy and indicators embracing 100 million reasons 

  • Ensure staff rewards are paid in a consistent way in accordance with local market competition, Plan’s values and the provision of labour law (salary system kept in line with Plan’s global reward framework, salary and benefits reviews based on analysis of salary survey results, etc.).

  • Act as internal advisor on all projects/initiatives with a compensation & benefits impact 

  • Set local standards for end-to-end recruitment and selection processes to ensure diversity and inclusion is promoted.

Supporting Change Management

  • Consult and coach project teams

  • Promote the people side of change, including changes to business processes, systems and technology, job roles and organization structures 

  • Ensure that Plan International Sierra Leone maximizes employee adoption and usage and minimize resistance. A key expectation is to engage Management and staff to drive faster adoption, higher ultimate utilization of and proficiency with the changes that impact employees. These improvements will increase benefit realization, value creation, return on investment and the achievement of results and outcomes

  • Assist and coach senior managers in helping them fulfil the role of change sponsor 

  • Support project teams in integrating change management activities into their project plans

  • Develop and implement a structured methodology and lead HR related change management activities

  • Support the design, development, delivery and management of change communications.

  • Assess the change impact and conduct impact analyses, assess change readiness and identify key stakeholders

  • Complete change management assessments

  • Identify, analyze and prepare risk mitigation tactics

  • Create actionable deliverables for the five change management levers: communications plan, sponsor roadmap, coaching plan, training plan, resistance management plan

  • Create actionable deliverables in line with gender transformation

  • Support organizational structure design and definition of roles and responsibilities

  • Define and measure success metrics and monitor change progress

ACCOUNTABILITIES AND KEY RELATIONSHIPS

  • An excellent team is planned and resourced for maximum impact on program quality (HR strategic planning, workforce planning, review of organization structure, roles and competency requirements and standardized job descriptions for each position, timely and fair recruitment processes, etc.).

  • Provide thought leadership and ensure linkage to performance management, talent selection and learning.

  • Organize annual talent forum to review annual appraisal outcomes

  • Prepare annual calendar cycle of sequential staff development meetings at the country level

  • Develop learning & development guidelines Develop and coordinate the implementation of the annual learning and development operational plan.

  • Ensure delivery of coordinated staff and leadership development process across the country program.

  • On-boarding/Induction/Orientation: staffs joining Plan International Sierra Leone are effectively informed about the organization, its strategies and the purpose of their role in the fulfilment of the strategy (preparation of materials and events for on-boarding/induction/orientation, effective training/development support for individuals and general needs, etc.).

  • Partner on a strategic level with the Country Management Team to strengthen the staff development and capacity building aspects of Plan International Sierra Leone’s development programs by providing subject matter expertise and technical guidance and counsel to the heads of functions//units.

  • Develop initiatives to improve retention.

  • Provide leadership in managing all staff exit process

  • Advice and counsel the Country Leadership Team (CLT) on HR related issues and strategic human resources management and participate fully at the CLT. 

  • Organize periodic HR management skills workshops.

  • Update and finalize Plan International Sierra Leone’s local policies that are currently being developed. 

  • Effect any other duties that may be assigned from time to time.

TECHNICAL EXPERTISE, SKILLS AND KNOWLEDGE

Education/Training

  • At least 5 years relevant working experience

  • Excellent technical knowledge on general HR areas as indicated by the duties above.

  • Experience in managing organizational change and building capacity of senior management for change leadership

  • MBA or equivalent with a Diploma in HR preferred.

  • Very good knowledge of organizational development to support a changing program an advantage.

  • Firsthand experience and knowledge of working in development sectors in Sierra Leone or other West Africa Context in particular an advantage.

  • Experience in training design and delivery.

Skills & Behaviours

  • Excellent writing and speaking skills, in English

  • Proven skills in the full range of general HR needs including data management, recruitment, pay, HR systems and employee relations are essentials.

  • Skills in supporting strategic planning and human resourcing requirements.

  • Communication – excellent negotiation and influencing skills.

  • Strongly drives performance forward in area of the business for which they are responsible.

  • Involves others in setting and achieving goals.

  • Creates strong sense of purpose within own part of the business and with stakeholders.

  • Holds self and others to account to deliver on agreed goals and standards of behaviors.

  • Makes a strong contribution to wider strategy.

  • Sees a contribution of own part of the organization in wider Plan and external context.

  • Balances future vision with practical delivery.

  • Able to identify and manage risks to the organization.

  • Effective communicator.

  • Cross culturally adept.

  • Acts as a team player, willing to get the best outcome overall, adjusting own priorities if necessary.

  • Creates and delivers outcomes in complex partnerships, keeping key stakeholders on board.

  • Sets a strong learning culture in their part of the organization.

  • Uses opportunities across Plan to develop others.

  • Remains calm and positive under pressure and in difficult situations.

  • Leads major change while keeping staff and stakeholders on board.

GENERAL ACCOUNTABILITY

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.

Ensure staff understand Plan International’s commitment to driving a feminist agenda within the organisation, and the ambition for gender equality and gender transformative leadership is embedded in our value- based leadership framework.

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.

Applications: 

Last date for submission of Application (CV and cover letter) is: 22nd July 2019 by 5:00 pm

Interested candidates need to send their updated CV (no more than 3 pages) and a cover letter (maximum 1 page) to Sierra-Leone.Recruitment@plan-international.org on or before the closing date mentioned below. 

 

Subject line of submission mails will only bear the indication: Application for the Position of Programmes.  

 

Only short-listed candidates shall be contacted. References will be taken and background and anti-terrorism checks will be carried out in conformity with Plans Child Protection Policy. Plan follows an equal opportunity policy and actively encourages diversity welcoming applications from all especially women and people living with disability.

 

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