The Organisation
Plan International is an independent development and humanitarian organisation that advances childrenโs 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 itโs 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 childrenโs rights from birth until they reach adulthood. And we enable children to prepare for โ and respond to โ 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 85 years, and are now active in more than 75 countries.
ROLE PURPOSE
The position holder will be responsible for implanting the HR and OD departmentโs Talent and Performance Management and engagement strategy by driving PIEs staff development and performance management practice, ensuring its implementation and assess the outcomes. The position holder will be responsible to coordinate, lead, manage PIE to effectively meet its capacity-building objectives, and coordinate organizational training initiatives and performance improvement and knowledge management. The post holder will support the Head of Human Resources and OD, monitoring and reporting KPIs, and supporting in the development of strategy documents and in its rollout.
Accountabilities and MAIN WORK ACTIVITIES
Plan has a performance management and accountability matrix SOP. Every position holder is expected to adhere to the SOP and review and review her/his responsibility against the accountability matrix.
Strategy contribution (20%)
Support the Head of Human Resources & OD:
- In developing and implementing a People Strategy/ SOP/Guideline.
- Measuring productivity, finding ways for alternative service delivery models, terms, and conditions that improve the performance of the department.
- KPI management and Report
- Reviewing and redesigning HR and OD services
- Play a great role in bringing change within the organization in order to be able to meet the HR and OD Strategy goals.
- Design of change management/transformation toolkits.
- Develop and embed the evaluation of OD and learning activities, and ensure the delivery of related high-quality and timely management information to demonstrate progress against the organizational development plan
- Undertake relevant duties of the HR Operations Manager/ Recruitment Manager as directed by Head of HR and OD
Capacity Development (10%)
- Assist the Head of HR&OD in the development and implementation of training objectives, strategies, policies, and programs.
- Identify relevant current and future capacity development needs based on development plans, annual performance appraisal results, and in consultation with managers
- Coordinate the development and administration of organization training and development programs that inculcate PI values and bring desired organizational culture.
- Ascertain the capacity development programs delivered are effective and use a wide variety of latest training methodology.
- Facilitate in-house tailored training in collaboration with different selected employees and their supervisors
- Propose relevant training topics (How to use HRIS to Supervisors, Core HR training for Field HR staff and other relevant topics), Develop training materials (If necessary), facilitate and conduct different training and development programs
- Coordinate and Conduct training impact assessment using effective impact assessment tools.
- Update the induction formats and induction work books as needed and evaluate the proper delivery of induction and orientation sessions and prepare TOT programs for the focal persons.
- Monitor and evaluate ongoing or completed staff development/training programโs effectiveness and success
- Maintain useful training evaluation data, including documentation of lessons learned and ensure future initiatives have incorporated in this learning
- Coach and advise managers and supervisors who are involved on employees learning and development
- Maintain a keen training trend, best practices and put lessons learned for future use
- Design and deliver online training solutions or innovative kind of training.
- Document and report training and development provided.
- Ensure PIE Policy and procedures awareness session is conducted in every one month for all PIE employees
- Ensure all new joiners take Mandatory Training- within 5 days of new joiners joining PIE and track the report from HRIS for analysis
- Track the mandatory course completion report on a weekly base and remind staff didnโt complete the course
Performance Management and Succession Planning (25 %)
- Coordinate staff performance management process and ensure that annual performance evaluation cycles are completed successfully and on time by Line Managers.
- Recommend up-to-date performance management practices to be included in the performance management system in place.
- Provide feedback to Supervisors on gaps identified on IAP and Review practices to ensure quality of the performance practices and that of the organisation.
- Facilitate and if necessary, conduct effective hands-on training on Plan performance management practice to staff and managers.
- Coordinate system training (HRIS) for performance and time recording (timesheet)
- Produce reports on IAP and Performance status reviews
- Support line managers in succession planning preparation and course of actions to implement the succession plan.
- Make sure the succession plan of line managers is aligned to PI policy.
- Include Succession planning basics part of capacity development program for line managers.
- Ensure the succession plan is in line with PA and linked to training and development
- Assist staff to analyze performance issues, develop and conduct needs assessments and design appropriate training solutions.