Back Human Resources and Organisational Development Manager

The Organisation

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.

Title

Human Resources and Organisational Development Manager

Functional Area

Country Office

Reports to

Country Director

Location

Cameroon

Travel required

30%

Effective Date

June 2022

Grade :

E

PLAN OVERVIEW

Plan International is an independent non-profit development and humanitarian organization 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 affected.

We work 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 close to 80 years, and are now active in more than 70 countries.

ROLE PURPOSE

This role also provides overall HR quality assurance and supporting and embedding change initiatives in Plan International Cameroon 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 informed and aware of the local environment.

1. Key Responsibilities

   Leadership

   • 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.
     • Commitment to ensure Plan International’s feminist leadership agenda is built into all aspects of the organization’s operations and delivery,
     • Provide strategic HR input into the development of Country Strategy (CS), taking an overview of the HR strategies within this to ensure that they incorporate effective workforce planning tools and are aligned to Global HR strategy;
     • Drive operational excellence in line with Plan’s strategy and focuses on meeting customer needs and delivery of the agreed services at high quality, on time and within budget;
     • Risks presented by context are managed to provide maximum prevention (information and training available to improve staff skills and resilience, advisory packs produced and revised regularly for all visitors, incident reporting on all risk issues set up and managed, etc.);
     • Analyze and develop an efficient workforce in alignment with organizational strategy;
     • Develop and continuous improvement of onboarding processes, adapted to both development and emergencies contexts;
     • Develop staff career planning strategies
     • Develop and structure staff succession planning, based on Country Office needs and by local laws (preparation for retirement);
     • Develop an annual budget taking into account the diverse funding streams;
     • Ensure that employee’s benefits packages are optimized, ensuring value for money (salaries, insurance, rewards, etc.)

       Supporting Change Management

       • Promote the people side of change, including changes to business processes, systems and technology, job roles and organization structures;
       • Ensure that Plan International Cameroon 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 fulfill 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 effective 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;
       • Play a key role in ensuring change initiatives across functional/departmental units meet objectives on time and 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.

         HR Management, Development & Performance Management

         • Provide coaching and advice to Managers and Supervisors on all HR issues, promoting fairness and transparency in the handling of people management practices, including whistleblowing, disciplinary actions, and grievances to maintain consistency and fairness within the organization;
         • 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;
         • Participate fully in local NGO or multi-sector HR networks and ensure that learning/best practices are shared and utilized in the day to day country HR work for improvement in the function;