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 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 department’s 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 program’s 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 didn’t 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.

Onboarding (15%)

• Implement the onboarding SOP and oversee quality
• Ensure new hires have an opportunity to provide feedback on the onboarding experience
• Compiles and prepares a quarterly onboarding report and recommends ways to improve the onboarding process
• Provide capacity building training for the induction PA focal person
• Monitor the representation of Induction PA Focal person.

Financial responsibility (10%)

• Assist the HR head in budget proposal and preparation to ensure the capacity development task is well funded.
• Make sure the capacity development budget allocated is efficiently and effectively utilized.
• Coordinate the preparation and management of training and development budget by Line Managers.
• Follow up continuously the capacity development budget utilization by Departments/Functions/Units and alert underutilization.

Report Writing and other (10%)

• Prepare quality annual capacity development report for different stakeholders.
• Prepare quality budget utilization report, succession planning report, and performance management system report and any other related to the role
• Prepare other important and need based reports from HRIS system
• Conduct analysis based on different reports prepared and forward implementable recommendations on areas of capacity development, budget utilization, succession, performance management practice and other relevant topics.
• Perform other relevant duties and as assigned (of a similar nature of related in the interest of the organization.
• Implement data protection policy.

Employee Engagement and Culture. (10%)

• Understands and puts into practice the actions listed in the engagement and recognition SOP
• Responsible to implement communications, events and engagement plan.
• Work with Head of HR and OD for improving the Employee Engagement Index across PIE.
• Work with Head of HR and OD for culture and engagement initiation programme.

Safeguarding Children and Young People (Safeguarding) and Gender Equality and Inclusion (GEI)

• Understands and puts into practice the responsibilities under Safeguarding and GEI policies and Plan International’s Code of Conduct (CoC), ensuring that concerns are reported and managed in accordance with the appropriate procedures.
• Ensures that all staff signed safeguarding policies;
• Implement Plan International’s global policies for Safeguarding Children and Young People and Gender Equality and Inclusion are fully embedded in day to day work.

Technical expertise, skills and knowledge

QUALIFICATIONS AND EXPERIENCE REQUIREMENTS

Qualifications/ experience essential:

• Education: Degree level or equivalent vocational study in fields such as Management, Human Resource Management
• At least 7+ Years of relevant experience out of which 3 years on a senior level experience (not necessarily gained in an NGO or INGO) or demonstrated equivalent combination.
• Ability to communicate effectively
• Proficient using Microsoft Suite
• Ability to effectively organize and manage multiple training initiatives.
• Experience providing full-scope training materials, from analysing needs to lesson planning, development, and implementation.
• Experience creating yearly training plans and materials for all departments
• Excellent skills in presentation, facilitation, coaching, and creative thinking.
• Adept with a variety of multimedia training platforms and methods.
• Experiences in developing guidelines or SOP is a must.
• Event management experience
• Ability to influence without power

Languages required:

• Fluency in English language is essential
• In addition to Amharic other local Knowledge of Local Languages is a desirable

Qualifications/ experience desirable:

• Experience in budget management and monitoring

Plan International’s Values 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.

Location: Addis Ababa

Type of Role: Performace Management

Reports to: Head of HR and OD

Grade: D2

Closing Date: August 11, 2023

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.

Please note that Plan International will never send unsolicited emails requesting payment from candidates.