Head of People and Culture at Plan International

Role Purpose

• The Head of People and Culture (Head of P&C) is ultimately responsible for the implementation of Plan International’s People and Culture Strategy contextualized to the local conditions and ensure the achievement of Plan International Nigeria business strategy through excellent people management practices and organisational development.
• He/she will provide leadership and strategic direction for the HR function 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 wellbeing and needs of staff in the changing environment.

Dimensions of the Role

• Responsible for the Human Resource (HR) department annual allocated budget.
• Two Direct Reports in the Country Office and Coordinates with HR personnel in the    field offices.
• Area of Responsibility – Country Programme
• Member of Senior Management team and Country Leadership team
• Member of the West Africa Regional Office and International HR networks.

Accountabilities
Leadership & Organizational Development:

• Develops and implements Country People and Culture plans to ensure the organisation’s People and Culture needs are met in line with Global Human Resource Strategy and best practices. 
• Participates as a member of the Country Management Team to support prudent management of the organisation to offer sound technical advice in People and Culture and staff management. Contributes meaningfully and evidence of sound People and Culture practices from other managers.
• Implements the Plan International global People and Culture strategy to achieve organisation requirement and best practices. People and Culture activities fall in line with required standards of the Plan International global strategy, deviations are recorded and approved.
• Supports organisational changes in structure, tasks, and people management processes needed to achieve business goals. Change management well executed to meet real need.
• Prepares and manages the country People and Culture budget for effective and efficient use of allocated funds. Budget planned and executed as per financial requirements.
• Partner with business leaders to develop and implement people strategies.
• Engage relevant stakeholders to articulate the need for general and specific change in the organization.
• Maintains up to date country office organization Structure for the country office, job descriptions and employee records to support current organizational needs.

Policy and Strategy:

• Ensures adherence to People and Culture policy and practices that are consistent with global policy and compliant with local statutory and legislative requirements that prevents organizational conflicts. No legal implications recorded in breach of local labour requirements.
• Provides coaching and advice to Managers and Supervisors on all People and Culture issues, promoting fairness and transparency in the handling of people management practices, including whistleblowing disciplinary, grievances to maintain consistency and fairness within the organization. All related policies shared and made available to all staff.
• Initiation and recommendation of all policies reviews and keeps track of changes in the labour market.
• Evaluates the policy environment and updates them as and when necessary whilst ensuring all local policies align with global policies and relevant local legislation.
• Undertake period staff surveys to inform policy direction of the organization.
• Designing P&C solutions that are appropriate within the humanitarian industry.

Workforce Planning, Recruitment and Selection:

• Coordinate and engage workforce planning and forecasts, establish appropriate staffing schedule, parameters, norms and ensure that appropriate positive action strategies are used in order to attract and achieve a more diverse workforce.
• Coordinates activities in recruitment, selection, rewards and learning and development for country office and program unit staff which supports achievement of the CSP.
• Conducts recruitment and selection activities that meet Plan International policy and meets good practice standard to attract and retain the best.
• Ensures gender mainstreaming and maintains gender sensitivity towards staff and associates to avoid discriminations whiles championing Plan International as an equal opportunities’ employer.

Performance Management, Talent Management & Capacity Building:

• Plans and delivers induction for new international and local national staff to enable integrate faster and easily.
• Conducts annual training needs analysis for all staff, source for, plan and delivers trainings to address performance gaps to achieve performance excellence. 
• 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.
• Support the development of talent pipeline by liaising with line managers to develop and maintain succession plans for key roles in the country and Program offices for smooth transition of the key roles and also implement career development plans.

Employee Relations & Managing Diversity:

• Monitors and influences organizational climate and workplace morale through Employee survey actions.
• Facilitates activities that would motivate and support the retention of the best staff.
• Upholds harmony/teamwork among staff to create good and healthy working environment that improves performance.
• Provides management reporting data as required, for instance People Measures, gender mainstreaming checklist etc. for decision making to improve the quality of People and Culture functions. Quality periodic reports submitted timely and shared with line management.
• Participates fully in local NGO or multi sector People and Culture networks and ensure that learning/best practices are shared and utilized in day to day country HR work for improvement in the function.
• Evaluates and investigates to have information on staff issues and initiate creative activities to address them to promote staff retention and performance improvement.
• Be creative in building a diverse working environment.

Total Rewards:

• Leads on all employee benefit reviews, development of pay scale in line with Global process, promote and create a system that that would motivate and support the retention of staff
• Contracts and rewards locally hired staff that complies with local legislation to avoid legal suits.
• 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.
• Responsible for payroll management. Staff salaries and benefits have adequate approval and are paid on time. 
• Develops and manages the country Human Resource budget for effective and efficient use of allocated funds.
• Participates fully in local NGO or multi sector Human Resource networks and ensure that learning/best practices are shared and utilized in day to day country Human Resource work for improvement in the function.

HR Administration (HRIS):

• Has ultimate responsibility of the Human Resources Information System (including Time sheet management) to ensure an updated People and Culture data for easy access and reference: A functional HRIS (Employee Central) at all times serving the purpose.
• Generates reports in Employee Central for management decision-making:  Quality reports are readily available;
• Ensure that the system data is up to date and staff is capacitated on usage of same.

Technical Expertise, Skills and Knowledge
Qualification and Experience:

• A Master’s Degree in Human Resource Management and other relevant field.
• 5 -7 years of experience working in an HR generalist management role
• Experience successfully implementing organisational HR policy and practice.
• Experience in an HR specialist function, organisational design, performance management, reward management, recruitment and selection, or training and development
• Excellent writing and speaking in English language.

Demonstrated behaviours needed by the post holder to successfully perform the role:

• 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 Plan International’s work, and implements people processes and practices that support achievement of our objectives
• Communicates in a style that inspires confidence and professionalism and builds credibility with line management, current and prospective employees
• Dynamic and committed to efficient service.
• Ability to involve and listen to others to ensure good understanding and implementation of human resources activities
• Maintain transparency, objectivity and free of bias in the discharge of HR duties.

Skills Specific to the post needed to put knowledge into practice:

• Able to work with complexity and ambiguity
• Strong team working skills
• Coaching and mentoring
• High degree of discretion
• Planning, and organising,
• Influencing and persuading
• Sound judgement
• Commitment to continuous learning
• Cultural sensitivity.