Location: Accra, Ghana

Company: Plan International

The Organization

 

Plan International is an independent 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’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.

ROLE PROFILE

 

Title	People & Culture Specialist
Functional Area	People & Culture Department
Reports to	Country People & Culture Manager
Location	Country Office	Travel required	30%
Effective Date	01-02-2020	Grade	D1

 

role PURPOSE

To provide Human Resources advisory, support and coaching to Plan International Staff in achieving the organisation’s Strategy through excellent people management practices.

Work closely with the Country People & Culture Manager in providing efficient HR technical support to Plan International Ghana employees.

 

Accountabilities

HR Business Partnering

• Act as a point of contact for related HR issues and provide timely responses to these people related matters as and when they come up.
• Provide guidance to employees and line management on all HR related matters.
• Collaborate with managers and staff to develop people solutions which meet business needs.
• In consultation with the Country People & Culture Manager, ensure that staff wellbeing priorities for the client groups are met.
• Provide interpretation & application of policies, procedures, terms and conditions of service, etc. to employees as required.
• Participate in relevant stakeholder forums, meetings and discussions with regards to Staff issues and liase with the People & Culture Team at the main Country Office to address any HR gap.
• Build relationships with internal and external stakeholders to ensure best practices are captured and adopted to increase organizational well-being performance.
• 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, grievances to maintain consistency and fairness to Staff.
• Ensure that staff employment contracts are managed well and contracts renewals done timely.
• Monitor and work closely with Line Managers to ensure that newly hired staff are confirmed or otherwise in their positions after an assessment of their probationary period.
• Work with the Country People & Culture Manager in the development, implementation, monitoring and evaluation of staff training and development programs and support in addressing gaps in performance.
• Champion consistent, equitable and professional HR practices across office teams.
• Analyse HR information and present them in a usable way for management decision-making e.g. appraisal statistics etc.
• Support in the development of policies and procedures to ensure smooth implementation of the country’s human resource functions as per requirements of the People & Culture Strategy.

 

Recruitment and Selection

• Coordinate the review and preparation of annual and quarterly workforce plans and forecasts to address staffing needs.
• Ensure that Plan International Ghana job profiles are revised in line with Plan International Ghana strategic mandate and standards. This is in close collaboration with line management and Country People & Culture Manager.
• Provide leadership in the management and supervision of the recruitment processes of all categories of staff.
• Develop sourcing channels and networks to ensure the right candidate in the right job.
• Develop and review appropriate selection methods for candidate’s selection including interview assessments and behavioral interview techniques
• Ensure that interviews are conducted in a professional manner and selection process is captured accurately.
• Provide guidance and leadership in the development of candidate offers ensuring that Plan International Total Reward Philosophy is represented.
• Monitor changes in the local labor legislation and implement the changes as needed. Work closely with labor institutions and other relevant bodies to ensure that our labor practices are in alignment with the national employment practices.
• Ensure that the Plan International Ghana brand (Purpose & Values) are maintained throughout the selection process. This includes ensuring that candidates are provided information and support throughout the recruitment process.
• Conducts recruitment and selection activities that meet Plan International policy and meets good practice/standard to attract and retain the best.
• Manage new hire onboarding to ensure an excellent new joiner experience.
• Ensures gender mainstreaming and maintains gender sensitivity towards staff and associates to avoid discriminations whiles championing Plan International as an equal opportunities’ employer. Gender sensitivity evident in HR policies and delivery of roles.
• Support in the interpretation and monitoring of Safeguarding policy among staff to ensure the fulfilment of Plan International’s Safeguarding Policy at all times. Staff recruited do not have record of child abuse and regular staff also do not engage in child abuse.

 

 

Performance Management

• Provide technical support to line managers to implement functioning Performance Management system.

• Supports managers and staff in implementing the Plan International Employee Appraisal process. Tracks progress, and maintains statistical data on results to support attainment of organizational objectives and improve staff performance.
• Design and deliver customized training programs and tools for line managers and staff on effective performance management.
• Facilitate and conduct training for line managers on coaching for performance.
• Collate, analyze and share with Country People & Culture Manager end of year appraisal report.
• In collaboration with other People & Culture Team members, provide recommendation to the Country People & Culture Manager on Performance Management outcomes (Reward letters, PIP plans, etc).

 

Talent Management/Succession Planning

• Organize a yearly talent forum after the completion of the end of year appraisal cycle.
• Integrate data from performance management processes into talent management database and development initiatives.
• Inform and support strategies for engaging, deploying and retaining talent at Plan International Ghana and provide management information on depth and breadth of talent to deliver current and future strategic and operational goals.
• Participate in designing a system and process for tracking key staff in their management development.
• Coordinate secondments / exchange of experience
• Manage internship programs.
• Identify mentoring and coaching opportunities for key staff to strengthen staff competencies.

 

Learning & Development

• In consultation with the CO People & Culture Manager conducts annual training needs analysis for all staff, source for, plan and deliver trainings to address performance gaps.  Evaluation of the effectiveness of training initiatives recorded and maintain training records for all staff.
• Facilitate a customized leadership development program.
• Coordinate, update and/or draft policies and procedures as they relate to organizational/staff development and training.
• In collaboration with Line Managers develop training needs analysis, training curricula and methodology and ensure proper implementation.
• Plan, facilitate and conduct staff and organizational development related trainings according to the annual learning and development action plan.
• Implements a learning and leadership development framework and provide vehicles to maximize success (e.g. Methodology includes virtual or actual development centre, job rotations, education, training, targeted secondments, online learning, career planning).
• Maintain evaluation data, including documentation of lessons learned and ensure future initiatives have been incorporated in this learning.
• Take part in developing a strategy and design for ensuring succession planning at the various organizational levels.
• Ensure the promotion of Gender balance and ensure Diversity in the workforce.
• Compile and submit semi-annual gender mainstreaming report.

 

Employee Engagement

• Monitors and influences organizational climate and workplace morale through Employee survey actions.
• Facilitates activities that would motivate and support the retention of staff to retain the best staff.
• Upholds harmony/teamwork among staff to create good and healthy working environment that improves performance.
• Puts in place measures that create a Health and safety environment for staff and monitor their implementation. Health and Safety guidelines exist and are followed.
• Fulfils Plan International’s child protection policy to ensure children are protected from all forms of abuse. Good knowledge of Plan International’s Safeguarding Children and Young People Policy requirements and offers sound support to staff in this area
• Ensure that exit interview information is compiled and used as source of feedback to improve the work culture and work climate.
• Support the Country People & Culture Manager in any change initiative and assist in the development and communication of change management plans

 

Compensation & Benefits

• Work together with the People and Culture Coordinator in processing and managing payroll within the set timelines by ensuring the accurate and timely submission of the monthly payroll to the Accounts Team.
• Ensure that all positions are graded in line with Plan International Hay grading system.
• Support the review of Plan International Ghana salary compensation structures and ensure availability of information and data required to inform management decisions.

 

Ensures that Plan International’s global policies for Safeguarding Children and Young People and Gender Equality and Inclusion 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.

Key relationships

 

• Has high contact with all managers on the Projects and at Plan International Ghana to offer support in the smooth implementation and managing of staff.
• Low contact with Plan International partner organizations to offer support for human resource activities.

 

Technical expertise, skills and knowledge

Essential

• A Master’s degree in Human Resource Management or equivalent experience
• Professional qualification in HR
• At least 5-7 years of experience working in an HR generalist role. INGO experience is a plus.
• Experience in an HR specialist functions: organisational design, recruitment and selection, training and development, performance management and rewards management.
• Excellent writing and speaking in English language, communicates in a style that inspires confidence and professionalism and builds credibility with line management, current and prospective employees.
• Maintains transparency, objectivity and free of bias in the discharge of HR duties
• Must be a member of a Professional Body (e.g. CIPD, IHRMP, SHRM)

 

Desirable

• Seen as a source of HR expertise, and proactive in sharing knowledge and advice
• Influencing skills
• Promotes high performance
• Open to feedback and willing to try new approaches and processes
• Leads by example – coaches and actively develops others
• Understands Development work and implements people processes and practices that support achievement of organizational objectives
• Flexible and committed to customer service.
• Ability to listen to and involve others to ensure good understanding and implementation of human resources activities
• Strong team working skills
• Coaching and mentoring skills
• Cultural sensitivity

 

 

Plan International’s Values in Practice

We are open and accountable

1. Promotes a culture of openness and transparency, including with sponsors and donors.
2. Holds self and others accountable to achieve the highest standards of integrity.
3. Consistent and fair in the treatment of people.
4. Open about mistakes and keen to learn from them.
5. Accountable for ensuring we are a safe organisation for all children, girls & young people

We strive for lasting impact

1. Articulates a clear purpose for staff and sets high expectations.
2. Creates a climate of continuous improvement, open to challenge and new ideas.
3. Focuses resources to drive change and maximise long-term impact, responsive to changed priorities or crises.
4. Evidence-based and evaluates effectiveness.

We work well together

1. Seeks constructive outcomes, listens to others, willing to compromise when appropriate.
2. Builds constructive relationships across Plan International to support our shared goals.
3. Develops trusting and ‘win-win’ relationships with funders, partners and communities.
4. Engages and works well with others outside the organization to build a better world for girls and all children.

 

We are inclusive and empowering

 

1. We empower our staff to give their best and develop their potential
2. We respect all people, appreciate differences and challenge equality in our programs and our workplace
3. We support children, girls and young people to increase their confidence and to change their own lives.

 

Physical Environment

Typical office environment.  The position also requires about 30% travel within Plan International Ghana’s field offices.

Level of contact with children

Low contact- the job responsibilities of this position do not require the post holder to have frequent contact with children. There would be occasional contact with children and it is expected that children shall be protected at all times.

 

Low contact: No contact or very low frequency of interaction

Mid contact: Occasional interaction with children

High level: Frequent interaction with children

 

Signature of Employee:

 

Date:

 

Signature of Line Manager:

 

Date: 

Location: Country Office -Accra

Type of Role: Human Resource

Reports to: People and Culture Manager 

Grade: D1

Closing Date: 3rd June 2022

 

Equality, diversity and inclusion is at the very heart of everything that Plan International stands for.

 

We want Plan International to reflect the diversity of the communities we work with, offering equal opportunities to everyone regardless of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation.

 

Plan International is based on a culture of inclusivity and we strive to create a workplace environment that ensures every team, in every office, in every country, is rich in diverse people, thoughts, and ideas.

 

We foster an organisational culture that embraces our commitment to racial justice, gender equality, girls’ rights and inclusion.

 

Plan International believes that in a world where children face so many threats of harm, it is our duty to ensure that we, as an organisation, do everything we can to keep children safe. This means that we have particular responsibilities to children that we come into contact with and we must not contribute in any way to harming or placing children at risk.

 

A range of pre-employment checks will be undertaken in conformity with Plan International’s Safeguarding Children and Young People policy. Plan International also participates in the Inter Agency Misconduct Disclosure Scheme. In line with this scheme we will request information from applicants previous employers about any findings of sexual exploitation, sexual abuse and/or sexual harassment during employment, or incidents under investigation when the applicant left employment. By submitting an application, the job applicant confirms their understanding of these recruitment procedures.