Organization: Plan International
Duty Station: Kampala, Uganda
Reports to: Country Director
Founded 75 years ago, Plan International is one of the oldest and largest children’s development organizations (non-profit / INGOs) in the world. We work in 50 developing countries across Africa, Asia and the Americas to promote child rights and lift millions of children out of poverty. Plan's vision is of a world in which all children realize their full potential in societies that respect people's rights and dignity. Plan is independent, with no religious, political or governmental affiliations.
Job Summary: The Country Human Resources and Organisational Development Manager will provide overall leadership and strategic direction for the HR and OD functions in the organisation. The incumbent will provide effective support to managers to build and retain a team with the right skills to deliver Plan International’s goals and the Country Strategy Plan objectives. The post holder will therefore, require a thorough understanding and appreciation of both the internal and external context in which s/he is working and be forward-thinking in anticipating the future HR & OD needs and context of the organisation. The jobholder will also be required to identify and effectively manage HR & OD risks within the Country Office, ensuring full compliance with all relevant local laws and regulations and Plan International’s HR policies and procedures, both locally and globally.
Key Duties and Responsibilities:
- Develops and implements a HR strategy which will support the delivery of the Country Strategy Plan and reflects regional and global HR & OD strategy or direction.
- Recruits and retains high quality, professional staff.
- Provides effective line management for all Plan International Uganda staff through the setting of clear objectives that are aligned to overall strategy.
- Supports the developments of all staff to support them reach their full potential.
- Advises staff and managers on HR related matters, providing coaching, counselling or referrals.
- Acts as a ‘change agent’ and proactively supports managers to manage change, both large and small scale effectively and to minimise risk to the organisation.
- Provides regular or ad hoc timely and accurate reports to the Country Director, Country Management Team, Regional Office or International Headquarters on HR related matters as required.
- As an effective team member of the Regional HR network, s/he provides input into regional or global HR projects as requested.
- Proactively share good practice across boundaries and providing advice and support to HR colleagues or input into global / regional projects as requested.
- Provide effective HR support in the event of a disaster as outlined in Plan International Uganda’s Disaster Preparedness Plan.
Workforce Planning - An excellent team is planned, skilled and resourced to optimise Plan’s programme impact, reach and quality.
- Provides a thorough internal and external HR analysis to support strategic planning processes.
- Supports management on workforce planning for current and future needs and the definition of roles within budget to ensure the delivery of agreed strategies and individual projects.
- Supports management to periodically review the organisational structure, roles and competency requirements.
- Supports managers to develop and review job descriptions in line with Plan’s requirements.
- Works with managers to ensure that all recruitment and selection processes are timely, transparent and fair, observing equal opportunities and Plan International’s Gender and Child Protection policies and works towards achieving a diverse workforce which will support the delivery of Plan International’s goals.
- Supports grants growth by working with colleagues to ensure optimal cost recovery of HR needs is achieved through involvement at proposal writing and during implementation. In addition, the post holder must ensure the HR elements of any grants proposal are consistent with local labour law and all relevant costs have been included.
- Provides strategic input during proposal/budget development regarding structure and staffing needs.
- Works effectively with other operational managers to provide effective, coordinated and aligned support services to the programmes.
On Induction / Orientation – Staff joining Plan International Uganda are effectively informed about the organisation, its strategies and the purpose of their role in the delivery of organisational and Country Office strategy.
- Works closely with management on the preparation of induction and orientation materials and events to ensure new staff know understand Plan International and are able to reach full functionality in minimum time.
- Provides information, advice and assistance to dependents of Plan International staff in new locations/ postings.
Rights and Responsibilities - Staff are aware of their contractual rights and responsibilities in delivering their work for Plan International in line with the Code of Conduct, Child Protection, Gender and other policies.
- Provides adequate and consistent information to make sure Plan International Uganda’s policies and Global HR, Code of Conduct, Gender and Child Protection policies are well understood and consistently implemented.
- Writes/revises the HR Manual. The Head of HR & OD is responsible for updating the HR Manual regularly to reflect Plan Global policy or changes to local employment law and that all staff are aware of it and can access it in a local language, where applicable.
Performance Management – Line managers are equipped with the skills and confidence to be able to effectively manage the performance of their teams and the individuals within it to support the delivery of Plan International strategy.
- Organises training for all Plan International Uganda’s staff with line management responsibilities so they are clear about their roles and responsibilities within Plan International’s performance management system and have the skills to fulfil them (e.g., can deliver difficult messages, manage career development discussions etc.)
- Promotes adherence to all global policies related to performance management within Plan International Uganda, including the mandated timetable for the process.
- Develops tools and mechanisms to monitor the performance ratings and works with management to achieve compliance with current global systems.
- Effectively communicates the performance management system and associated documentation to be well understood by all staff.
Aligns the Plan International Uganda grading system in line with Plan International’s global system based on Hay:
- Prepares salary scales and benefits packages based on NGO Local Pay Surveys (Birches Group), analyses survey results and advises management in line with Global Policy and available budget so that Plan remains competitive in the local labour market.
- Review and confirm payroll to minimise errors and in compliance with taxation laws and regulations (i.e. local tax, social security etc.)
- Establishes and maintains accurate systems for the administration of benefits for local and international staff, such as R&R, annual leave, medical insurance etc.
- Network with national level organisations to align Plan International Uganda’s policies and guidelines with other peer organisations.
Staff Development / Capacity Building - Plan International Uganda staff are equipped with the skills and knowledge and demonstrate the right behaviours to deliver effective programmes now and in the future.
- Undertakes a full capacity development needs analysis for Plan International Uganda based on the skills, knowledge and behaviours required to deliver the Country Strategic Plan.
- Develops a capacity development plan and implement it effectively to address the issues of capacity needed in a strategic way.
- Effectively manages the Plan International Uganda capacity development budget to maximise the capacity building of staff to meet current and future programme needs.
- Develops capacity development policy and criteria and makes sure it is well understood by all mangers and staff to assess and make decisions about the requests.
- Guides the Country Director and Country Management Team through the talent management and succession planning process for roles classified by the organisation as ‘middle management.’
HR risks presented by the local context are effectively mitigated.
- Guides managers of potential HR risks (assessing hazard, those potentially affected, evaluate nature and likelihood of risk, record, etc) to enable their monitoring and mitigation.
- Carefully manages any individual staff cases (e.g. disciplinary, grievance) and support to legal counsel, where needed, in line with Plan International policy and procedure and in line with local labour law to minimise all associated risks to the organisation.
- Maintains accurate and up-to-date data related to staff in confidence and in line with local Data Protection requirements.
- Develops Health and Safety policies and standards for the Country and well understood and adhered to.
- Continuously monitors the new development in the area of human resources and informs the Country Director about the new laws and regulations or amendments and that Plan International Uganda is fully compliant.
- Implements all the audit actions related to HR & OD effectively and in timely manner.
- Develops action plan and effectively implement to address all the issues identified by Employee Opinion Survey and report on the progress to the Country Director.
- Provides leadership and guidance on the change management processes related to HR & OD.
- Liaises with senior managers on proposed changes.
- Informs and consults with staff about the planned or proposed changes.
- Supports staff affected by the change i.e. allows and encourages staff to participate in any change process.
- Provides any necessary training and development opportunities which may enable staff to operate effectively within the new environment.
Child Protection and Gender Equality
- Demonstrates commitment to Plan International’s Child Protection Policy through implementing the policy in its entirety, and report any actual or potential risk situations following the reporting procedures, being aware of abuse and risks to children, being vigilant, becoming familiar with the Child Protection Policy.
- Raises children’s rights/protection awareness and importance of gender equality and respect to diversity within Plan International and amongst partners and community members.
- Provides leadership and demonstrates commitment to Plan International’s gender equality policy and implementation strategy.
- Actively encourages others to play their role to implement the gender equality strategy.
- Makes adequate resources available for implementation of the gender equality action plan.
- Facilitates the endorsement of appropriate revision of gender equality policy to meet gender equality standards in Plan International Uganda.
Support to Partner Organisation: Make regular visits to partner organisation to support them on HR & OD related issues and compliances.
Dealing with Problems/Risks in the position:
- Required to influence others outside of line management relationships.
- Required to balance operational and strategic demands of the role.
- Required to remain objective and neutral at all times and not get emotionally involved, sometimes in stressful situations.
- Required to synthesize and analyse feedback from a wide range of external actors (including NGO HR Forum, Ministry of labour, national surveys).
- Required to work collaboratively and cooperatively with a wide range of stakeholders.
- Required to support change processes objectively and with no self-interest.
Key Performance Areas:
- Providing effective HR business partnering support for all day-to-day decision making and long-term planning to CMT and other departments.
- Effectively identifying, monitoring and managing HR risks and opportunities related to the delivery of Plan International Uganda goals, including all HR related Child Protection risks.
- Providing effective leadership, line management and development of 03 HR staff in the country.
- Developing and implementing a HR strategy which will support the delivery of the Country Strategy Plan (2016-2020) and reflects regional and global HR & OD strategy or direction.
- Implementing effective and efficient systems and ensuring full compliance with all relevant organisational and statutory policies, procedures and laws, including local taxation.
- Providing leadership on training, learning and development for all Plan International Uganda staff.
- Prepare and manage HR & OD annual budget.
- Effectively implement Child Protection and Gender Policies and related action plans across Plan International Uganda in all aspects of HR & OD.
Qualifications, Skills and Experience:
- The ideal candidate should hold a University Degree or equivalent in Human Resources and/or Business Administration.
- Possession of a Masters’ Degree in Human Resource Management and/ or Business Administration is an added advantage.
- A minimum of ten years overall relevant experience, out of which three years should be managerial experience.
- Excellent knowledge of local labour law and its practical application in the workplace.
- Excellent technical knowledge of good people management and development practices.
- Excellent knowledge of current good practice and emerging themes and trends globally and within the local context.
- Knowledge of how to develop and implement an effective and aligned HR strategy.
- Basic financial acumen and the ability to align HR and Finance / Operation procedures.
- Detailed knowledge and understanding of Plan International HR & OD policies and procedures, both local and global or the ability to demonstrate these can be learned
- Working knowledge of organisational development to support a changing programme.
- Broad knowledge and understanding of development programmes and child sponsorship systems.
- Knowledge and understanding of HR issues related to Gender and Child protection.
- Broad knowledge and understanding of the grants acquisition and management process and HR & OD’s role in this, including cost recovery processes.
- Broad knowledge and understanding of how to provide effective HR support in the event of a disaster and how to prepare to do this.
- Proven skills in leading and managing a HR function at a senior level, including the full range of human resource management activities (recruitment and selection, performance management, development, talent management, reward, employee relations, etc).
- Development of workable HR policies and systems that support the achievement of Plan International’s goals, help manage risk and are fully compliant with Plan International policy and procedure and local labour law.
- Excellent knowledge of job evaluation / grading systems and the design of competitive salary and benefits packages based on salary surveys.
- Ability to negotiate, advocate and influence effectively at all levels of the Country Office and outside of line management relationships.
- Ability to remain objective and make tough decisions.
- Ability to analyse complex data or information and extrapolate relevant information from it.
- Training development and facilitation, including team building.
- Excellent communication skills, both verbally and in writing.
- Good leadership and team management skills
- Excellent interpersonal skills with the ability to build strong relationships and networks quickly at every level within the Country Office and outside.
- Ability to plan and organise work effectively and deal with multiple tasks simultaneously.
- Ability to handle sensitive people issues with tact and diplomacy.
- Good listening, coaching and counselling skills.
- Ability to lead and mange change effectively.
How to Apply:
All suitably qualified candidates should send their letters of application, together with updated CVs, contact telephone numbers, copies of relevant certificates, names and contact details of three references plus salary history and send to:
Ag. Country Human Resources Manager,
Email to: email@example.com.
Deadline: 6th December, 2016
NB: Please consider your application unsuccessful in case you do not hear from us by 28th February 2017
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