Recrutement de 01 HR Manager GIB

Localité : Guinée Bisseau /
Domaine : Ressource humaine
Niveau : Non precise
Entreprise recruteur : Plan international Burkina Faso

Recrutement de 01 HR Manager GIB
Niveau d'études: Non précisé
Expérience: 5 ans
Expire le: 08-09-2022

Plan International
Bissau, Guinea-Bissau
Humanitaire (ONG, Associations, ...), Projet/programme de développement
HR Manager GIB

Location: Bissau, Guinea-Bissau

Company: Plan International

The Organisation
Plan International is an independent development and humanitarian organisation 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.

This position will provide leadership and strategic direction to the HR and OD function within the country in accordance with the global principles of the HR plan and global aware policies and practices.

It will also provide global HR quality assurance, support, and incorporation of transformation initiatives into the Guinea-Bissau International Plan, in line with HR, regional and global quality standards. It will also provide practice and leadership in matters to drive the implementation of the new five-year strategic plan of the Guinea-Bissau International Plan from 2017 to 2022.

DIMENSIONS OF THE ROLE
Responsible for the Human Resources department annual allocated budget
The post holder supervises – one staff (Human Resource Coordinator) and works in a matrix environment with the Mano-River Cluster HROD and WACAH HROD
Area of Responsibility – Plan International Guinea-Bissau
Member of the Country Leadership Team (CLT)
Member of the WARO and International HR networks

Accountabilities

HR agenda & Budget

Clear & consistent approach to HR and actual HR policy
Develop and implement Country human resource (HR) Strategy and Plans to ensure the organisation’s HR needs are met
Manage the country Human Resource budget for effective and efficient use of allocated funds.
Participate as a member of the CLT to support prudent management of the organization
Implement the Plan global Human Resource strategy to achieve organisation requirement and best practices. HR activities fall in line with required standards of the Plan global strategy.
Ensure adherence to Human Resource policy and practices that are consistent with global policy and compliant with local statutory and legislative requirements that prevents organizational conflicts

Resourcing

Contribution to staffing levels and calibre of staff that is in line with business needs and HR plans and policies
Conduct recruitment activities that meet Plan policy and meets good practice standard to attract and retain the best.
Coordinate activities in recruitment, reward, and learning and development for country office and program unit staff which supports achievement of the CSP.
Plan and deliver induction for new international and local national staff to enable them to settle quickly and easily.

Organisational Development

Contribution to the realisation of effective country Organisation
Support organisational changes in structure, tasks, and people management processes needed to achieve business goals.
Regularly analyse staff composition and advise management on organization design and issues, using provided global standards and based on management requirements.
Maintain up to date country office organization charts, job descriptions and employee records to support current organizational needs. Annual approved organizational charts available and filed.

Management & HR advice

Enhanced decision making on HR issues within the organisation
Support Country management team 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 evidence of sound HR practices from other managers.

HR Development & Performance Management

Proactive support to development of the right competencies, skills and knowledge.
Conduct annual training needs analysis for all staff, source for, plan and deliver trainings to address performance gaps. Evaluate the effectiveness of training initiatives and maintain training records for all staff.
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.
Able to support the transformation design for GNB.

Contributing to the Mano-River Cluster HROD feminist-leadership and value driven culture
Work to support the Mano River HROD Specialist on all local HR issues and report on any incident in line with the organisational objectives,
Work as the local national safeguarding focal point and report on any issues regarding that to the appropriate person.
Participate in regular meeting with the Senegal and Mano River HROD to streamline local policies to the regional or global one.
Keep the CD and the Mano River HROD informed of any changes in the local labour law and the appropriate way to handle these changes.
Support the Mano-River Cluster HROD needs as appropriate.

Compensation & benefits

Contribution to attracting & retaining of staff within the Organisation
Contract and reward locally hired staff that complies with local legislation
Develop a comprehensive compensation to attract and retain the best candidates or staff.

Safety and Employee Wellbeing

Provision of healthy and safe workplace to the staff
Monitor and influence organizational climate and workplace morale through Employee survey actions
Uphold harmony/teamwork among staff to create good and healthy working environment that improves performance
Facilitate activities that would motivate and support the retention of staff

Others responsibilities
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.
Direct Child Protection among staff to ensure the fulfilment of Plan’s Child Protection Policy at all times. Staff recruited does not have record of Child abuse.
Provide management reporting data as required, for instance People Measures, gender mainstreaming checklist etc. for decision making to improve the quality of HR functions.
Perform any other duties to be assigned to support the attainment of organizational goals

Dealing with Problems:

Complexity of problems handled & the degree of investigation, analysis, & creative thinking required to solve them
Produce adequate policies and procedures to ensure smooth implementation of the country’s people and culture functions as per requirements of the HR Strategy, FOB and other organizational policies and procedures and provide sensitization to staff to ensure compliance
Offer support through coaching and training of supervisors and staff to ensure improvement in performance
Works long hours and combining office work field visits to provide support to supervisors and staff
Evaluate and investigate to have information on staff issues and initiate creative activities to address them to promote staff retention and performance improvement
Champion consistent, equitable and professional HR practices across country and PU office teams
Analyse and ensure Regional and Global HR policies and practices are translated and implemented to fit with local custom and practice.
Be creative in building and working effectively within a diverse working environment
Make analysis from HR information and present them in a usable way for management decision making eg. Appraisal statistics etc.
Review, approve and undertake activities within the HR department and only refer to a higher manager where required by the organisation’s policies and procedures
May commit/approve invoices up to EUR 20,000.00

Communications and Working Relationships:

Working contacts inside and outside the organization, include the purpose and level (high, medium, low) of the contact
Has high contact with all managers to offer support in the smooth implementation and managing of their staff
Maintains medium contact with other staff from the program unit and country offices to offer support for understanding and implementation of HR related activities
Low contact with Plan partner organizations to offer support for human resource activities.

Transformation phasis:
Coordinating and supporting the organisational transformation process with the Leadership team
Working with the leadership team to ensure a smooth transition of the transformation that maintains a culture of engagement and linked to Plan's values and principles

TECHNICAL EXPERTISE, SKILLS AND KNOWLEDGE
A Master’s degree in Human Resource Management or equivalent experience in HR.
At least 5 to 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 and Portuguese, French is advantage

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’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
Flexible and committed to customer 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

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.

PHISICAL ENVIRONMENT

Travel requirements
This position requires about 20% travel within Plan International Guinea-Bissau’s program units and outside Guinea-Bissau.

Level of Contact with Children

Low contact:
Low contact- the job responsibilities of this position does 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.

Location: Guinea Bissau

Type of Role: HR Manager

Reports to: Country Director

Grade: E

Closing Date: 08 August 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.

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