Infos Santé -> Recrutement de 01 Human Resources and Organisational Development Manager

Recrutement de 01 Human Resources and Organisational Development Manager

Entreprise: Plan International
Niveau d'etude: Non precise
Localité: Mali / Bamako
Date limite: 2020-03-19

Human Resources and Organisational Development Manager

Lieu: Bamako, BK0, ML
Entreprise: Plan International

L' Organisation
Plan International est une organisation humanitaire et de développement indépendante (organisme caritatif/à but non lucratif/de bienfaisance - sélectionnez le terme approprié pour votre public clé) qui fait la promotion des droits des enfants et de l’égalité des filles.

Nous sommes convaincus du pouvoir et du potentiel de chaque enfant. Mais cela est souvent étouffé par la pauvreté, la violence, l’exclusion et la discrimination. Et ce sont les filles qui sont les plus touchées.

En collaborant avec les enfants, les jeunes, nos défenseurs et nos partenaires, nous essayons d’obtenir un monde juste, en abordant les causes des obstacles que les filles et tous les enfants vulnérables doivent surmonter.

Nous soutenons les droits des enfants de la naissance à l’âge adulte. Et nous permettons aux enfants de se préparer et de réagir aux crises et à l’adversité. Grâce à notre portée, notre expérience et nos connaissances, nous favorisons les changements dans la pratique et la politique au niveau local, national et global.

Depuis plus de 80 ans, nous bâtissons de puissants partenariats pour les enfants et nous sommes actifs dans plus de 70 pays.

Titre : Human Resources & Organizational Development Manager

role PURPOSE
The purpose of this position is to provide leadership and strategic direction for the HR function within the country, maximizing the opportunities to build and retain an effective team supportive of the Plan’s business needs while fully cognizant of the risks posed by the local context and the needs of staff in the changing environment.

Dimensions of the Role
The Country HROD Manager must ensure manager and staff expectations are effectively managed and enhance the working relationship between HR operations, management teams and employees. By having clearly defined service level agreements (SLAs), this will drive customer service and operational excellence through specific response times, allowing the HR shared services team to better manage workload and priorities to drive high levels of responsiveness, accuracy and overall customer service.
Member of the Country Management Team and reporting to the Country Director on all areas of opportunity, risks and long term HR delivery;

Directly manages HR team: 1 HR Advisor and 1 HR Officer;
Oversees HR needs of all the staff of the country office and the PIIAs;
Has responsibility for compliance with organizational and statutory policies and laws on Human Resources;
Act as National Child and Youth Safeguarding Policy focal point to ensure all standards effective implementation;
Budget responsibility limited to area specific matters;
The monitoring of HR audit actions lists and risk register.
Accountabilities
Organisational Development
Oversee the team and is involved in the daily operations from a point of escalation 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.);
Staff rewards are paid in a consistent way in accordance with local market competition, Plan’s values and the provision of labor law (salary system kept in line with Plan’s global reward framework, salary and benefits reviews based on analysis of salary survey results, etc.);
Staff are aware of their contractual rights and responsibilities in delivering their work for Plan in line with the Code of Conduct and other policies (local and global HR and child protection policies well understood and consistently implemented across the RO, and the CO, team performance accountability mechanism in place, HR Manual reviewed and disseminated to staffs in line with local labor law requirements and aligned with Plan’s policies, etc.);
Ensure gender mainstreaming and maintain gender sensitivity towards staff and associates to avoid discriminations whiles championing Plan as an equal opportunities employer. Gender sensitivity evident in HR policies and delivery of roles;
Analyses and share with CMT HR data (recruitment, gender ratios, age, turnover, attendance etc.) to inform and influence management decision.

HR Strategic management
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 to a high quality, on time and in budget;
Risks presented by context are managed to provide maximum prevention (information and trainings 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 annual budget taking into account the diverse funding streams.

Management & HR advice
Support management with advice on the HRM policies, legal issues and organizational change, advise and support MT on personnel matters within their team in order to support in business decisions and act as an effective business partner within the country;
Perform role in the Country Management Team (CMT) to offer sound technical advice in HR and staff management;
Contributes meaningfully and evidences of sound HR practices from other managers.

HR 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, 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;
Liaise with line managers to develop and maintain succession plans for key roles in the country and Program offices for smooth takeover of the key roles and also implement career development plans.
Participate fully in local NGO or multi sector HR networks and ensure that learning/best practices are shared and utilized in day to day country HR work for improvement in the function;

Child and youth safeguarding policy implementation
Ensure child and youth safeguarding policy’s standards are monitored and effectively implemented;
The CPP self-assessment is conducted as per guidelines, posted on the risk management system and action plan for risks’ mitigations is monitored;
Plan’s Child Protection Policy is applied locally through the development of country office child protection procedures as per indicators of standard 1 (The Policy in the Local Context).
Recruitment and engagement processes reflect Plan’s commitment to keep children safe and minimize as far as possible the risk of engaging an individual or organization unsuitable to work with children as per indicators of standard 3 (Safe recruitment, selection and engagement);
Plan International regularly and consistently evaluates the outcomes and impact of child and youth safeguarding measures to ensure both upward and down ward accountability in relation of child protection as per indicators of standard 6 (Accountability for keeping children safe).

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.

Key relationships

Internal:
Country Director
Regional HR Partner, HR Shared Services team;
A member of the WARO HROD Network meeting: supporting colleagues and drawing on the support they can offer;
RO and CO Colleagues and managers/supervisors;
A member of the Country Management Team: collaborating with other functions - sponsorship, finance, and program, operations - to ensure that HR processes are integrated.

Externally:
Other INGO HR staff especially those operating within Mali;
Government ministries / local authorities to deal with legal / migratory issues around employment of international staff;
Relevant professional HR networks such as IHRD and People in Aid;
Active participant in Mali NGO forum and Government representation on all issues related to Labor law/Social security, etc.

Globally:
Relates to IH Child safeguarding Team for technical support Child and Youth Safeguarding;
Relate to IH HR & OD Team for technical support on Global HR Policies implementation, Learning and Development, Recruitment etc.

Technical expertise, skills and knowledge

Essential
Master’s degree in Human Resources Management with HR professional qualifications and 5 to 7 years’ experience in HR management;
Proven interpersonal skills (open minded, diplomatic, flexible…);
Remains calm and positive under pressure and in difficult situations;
Able to identify and manage risks to the organization;
Ability to negotiation, persuade and influence;
Good listener with strong advisory skills;
Excellent writing and speaking skills, both in English and French;
Skills in supporting strategic planning and human resourcing requirements;
Strongly drives performance forward;
Ability to motivate and support organizational changes;
Creates strong sense of purpose within own part of the business and with stakeholders.

Desirable
Knowledge of organizational development to support a changing program an advantage;
First-hand experience and knowledge of working in development sectors in Mali or other West Africa Context in particular an advantage;
Leads major change while keeping staff and stakeholders on board.

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.

Physical Environment
This position is based at Bamako in Country Office, which at present is a normal operational environment. However, the post-holder must be willing to travel at least 20% within and outside the country.
Level of contact with children
High level: Frequent interaction with children. The incumbent will play the role of National Child safeguarding focal point and must ensure its effective implementation
Lieu de travail: Bamako avec des déplacements dans toutes les régions du Mali selon le besoin

Type de role: Chef du departement des Ressources Humaines et du developpemnet Organisationnel

Se rapporte au: Directeur National

Date limite: Les interessés peuvent faire acte de Candidature en cliquant sur postuler au plus tard le 19 Mars 2020.

L’application anticipée est encouragée, car nous examinerons les demandes tout au long de la période publicitaire et nous nous réservons le droit de fermer l'annonce en avant la date limite de dépôt des candidatures.
Veuillez noter que seules les candidatures et les CV rédigés en anglais seront acceptés.
Une série de contrôles préalables à l'embauche seront effectués conformément à la politique de Plan International sur la protection des enfants et des jeunes.
En tant qu'organisation internationale de développement communautaire centrée sur l'enfant, Plan International s'engage pleinement à promouvoir la réalisation des droits de l'enfant, y compris leur droit à la protection contre la violence et les abus. Cela signifie que nous avons des responsabilités particulières envers les enfants avec lesquels nous entrons en contact.

Plan International croit que dans un monde où les enfants font face à tant de menaces, il est de notre devoir de veiller à ce que nous, en tant qu'organisation, fassions tout ce qui est en notre pouvoir pour assurer la sécurité des enfants. Nous ne devons en aucun cas contribuer à nuire aux enfants ou à les mettre en danger.
Plan International mène une politique d'égalité des chances et encourage activement la diversité en accueillant des candidatures provenant de tous les domaines de la communauté internationale.