Talent Acquisition Manager at Plan International

Role Purpose

• The Talent Acquisition Specialist will primarily focus on managing the recruitment of a variety of roles to support Plan International's Enterprise Resource Planning and Project Management systems.  
• The person will work closely with the programme team working on these systems projects to understand the workforce needs, the timing of these needs and the duration of roles.
• The person will support planning for the recruitment process and the best strategies to attract the right people to the various roles, including internal secondments.  
• The role also needs to support Plan International’s overall Talent Acquisition strategy and operate as an active member of the Talent Acquisition team sharing ideas and responsibilities as demands in talent acquisition dictate. 
• They may manage the international recruitment process for Country Office (Grade E) roles or other Global Hub roles predominantly within Finance or IT as required.   
• They will support with the process around finalising engagement and secondment agreements with employing entities of GH roles outside of the UK and the ongoing improvements and initiatives across our global recruitment strategy.  
• They will assist with projects around our employer value proposition externally on Linkedin and other platforms, internal resource sharing, advertising, networking and talent pipelining.  
• The location of this role can be flexible where Plan International has an office* that can employ on behalf of the Global Hub and you have the pre-existing right to work and live. 
• You may be office, home or hybrid based

Key Accountabilities

• Work with Plan International Hiring Managers to agree and define the resourcing strategy, roles and responsibilities, recruitment process and timelines 
• Compose attractive, engaging adverts and written materials for prospective candidates throughout the process, building brand engagement and maintaining a professional image. 
• Engage with external suppliers as necessary 
• Identify any roadblocks which may affect Plan International’s success in achieving its SLAs for talent acquisition.  
• Drive momentum of recruitment, following up with key stakeholders in the recruitment process as required.   
• Develop, build and maintain a pipeline of talent as part of proactive talent acquisition activities including headhunting to ensure that we are able to respond to organisational requirements in a timely manner and with well qualified, credible, engaged candidates. Actively supporting diversity and inclusion within all recruitment activities.   
• Engage with external networks and build networks as required in order to fulfil requirements  
• Guide Hiring Managers to ensure that Plan International resourcing practices and processes are fair and equitable  
• Support the design and implementation of improvements to our employer value proposition externally on Linkedin and other platforms 
• Support the design and implementation of an improved intranet page 
• Work closely with the Head of Talent Acquisition to gain an oversight into other Talent Acquisition challenges and provide support to initiatives across the department helping to increase impact, innovation and efficiency.  
• Ensure 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
Internal: 

• Global People and Culture team  
• Functional Managers  
• Country Office and Regional Office senior management  
• National Organisations  
• Internal applicants 

External:

• External Candidates – both active and passive 
• Peer agency counterparts  
• Professional bodies – including ACAS, CIPD, HMRC  
• Recruitment agencies and other suppliers  

Technical Expertise, Skills and Knowledge
Knowledge and Experience: 

• Resourcing specialist with experience managing end-to-end recruitment campaigns. Experience within the humanitarian or development sector would be highly advantageous.  
• Knowledge of employment law and best practice associated with recruitment activities including GDPR 
• Fluent written and spoken English and knowledge of French and/or Spanish an advantage  

Skills: 

• Excellent IT skills including MS Excel and Word 
• Proven ability to communication with clarity to different audiences using a range of media. 
• Proactive and innovative 
• Good organisational abilities: ability to prioritise tasks and deliver to tight deadlines. 
• Strong writing skills – able to write concise but engaging content for cross culture audiences. 
• Able to find creative and engaging solutions to organisational challenges. 
• Able to work with a range of stakeholders to understand and resolve their issues and provide support at a distance. 

Behaviours:

• Is future-focused, inquisitive, and open-minded; seeks out evolving and innovative ways to add value to the organisation.
• Flexible in working style with ability to adapt when needed – resilience and pace when working within a changing environment. 
• Works effectively and inclusively with a range of people, both within and outside of the organisation.
• Shows courage and confidence to speak up skillfully, challenging others even when confronted with resistance or unfamiliar circumstances.
• Works with everyone in thePeople & Culture team to achieve team shared goals, tackle challenges and celebrate successes.
• Listens to and values the perspectives of others and challenge their own to get the best outcome for team and organization.
• Seeks feedback from others to learn and improve.

Plan Internation's Value in Practice

• We are open and accountable: We create a climate of trust inside and outside the organisation by being open, honest, and transparent. We hold ourselves and others to account for the decisions we make and for our impact on others, while doing what we say we will do.
• We strive for lasting impact: We strive to achieve significant and lasting impact on the lives of children and young people, and to secure equality for girls. We challenge ourselves to be bold, courageous, responsive, focused and innovative.
• We work well together: We succeed by working effectively with others, inside and outside the organisation, including our sponsors and donors. We actively support our colleagues, helping them to achieve their goals. We come together to create and implement solutions in our teams, across Plan International, with children, girls, young people, communities and our partners.
• We are inclusive and empowering: We respect all people, appreciate differences and challenge inequality in our programmes and our workplace. We support children, girls and young people to increase their confidence and to change their own lives. We empower our staff to give their best and develop their potential.

Physical Environment:

• Office Environment

Level of Contact with Children:

• Low contact: No contact or very low frequency of interaction

Salary
We will be happy to disclose the salary and applicable benefits to applicants as part of this process, however, please kindly note that the salary and employment benefits will be set according to your location and therefore it is not possible to include full details here. As an indication if this role was based in the UK the salary would be circa £45,000 per annum