Plan International Regional Human Resources and Organisational Development Business Partner Job in Kenya

Plan International Regional Human Resources and Organisational Development Business Partner Job in Kenya
February 25, 2015 Job Description

Job Vacancy: Regional Human Resources and Organisational Development Business Partner

Region of Eastern and Southern Africa

About Plan International: Working in 50 developing countries across Africa, Asia and the Americas, Plan International’s stated Global Strategic Goal (2011-15) is to reach as many children as possible, particularly those who are excluded or marginalised, with high-quality programmes that deliver long-lasting benefits.
Plan aims to achieve this goal by working in partnership with others and through high performing teams whose behaviour reflects the corporate values.

The Role: Based at the Regional Office of Eastern and Southern Africa (RESA) in Nairobi with travel to the country offices and HQ, the Human Resources and Organizational Development (HR & OD) Partner will provide coordinated leadership, technical support and strategic direction for HR function across the region, ensuring Plan’s standards and good practice in terms of HR policies, procedures and practices are adhered to whilst reflecting local considerations such as employment law and culture.

Regional Human Resources and Organisational Development Partner- RESA

The role of the Human Resources and Organisational Development (HR & OD) Partner is to provide coordinated leadership, technical support and strategic direction for the HR function across the region.
The HR & OD Partner will have responsibility for ensuring that Plan’s standards and good practice in terms of HR policies, procedures and practices are adhered to whilst reflecting local considerations such as employment law and culture.

Dimensions of Role:
Overall responsibility for the Human Resources & Organisational Development (HR&OD) regional office budget.
One direct report: Regional Office Human Resources Manager.
Matrix management and capacity building of HR & OD Managers in the Country Offices.
Responsible for the regional HR strategy and performance of the regional HR function.
Responsible for ensuring the effective roll out of global HR & OD initiatives, policies and procedures in all Country Offices in the region.
Input into development of global HR & OD initiatives, policies and procedures as required.
Provision of HR business partnering support to senior management in the region.
Provision of HR advice and support to staff on international contracts in the region on benefits, policies and procedures pertaining to them.
Support for recruitment and selection of staff on international contracts in the region.
Responsible for the implementation of the Child Protection Policy and global HR policies across the region.
Typical Responsibilities -Key End Results of Position:

Provide leadership, management and direction of the Regional Office Human Resources and Organisational Development team and budget:
Ensure that each member of the Regional Office human resources and organisational Development (RO HR & OD) team has robust performance measures in place and their performance is measured against them.
Ensure that each member of the RO HR & OD team has up-to-date personal development plans in place which reflect his / her development needs.
Ensure that the RO HR team members have clarity about their roles and responsibilities and the direction of the department.
Hold regular meetings with the RO HR & OD Coordinator to provide feedback on his / her performance.
Monitor and manage the regional HR & OD budget in accordance with Plan’s Finance requirements.
Create a strong Human Resources and Organizational Development network in the region.
Seek feedback from the Country Office HR teams and other key stakeholders (particularly Country Directors) on their learning needs and develop plans to address them.
Engage with the Human Resources Managers, Country Directors and external HR community across the region to discuss key issues, address learning needs, share good practice and network with one another and evaluate its effectiveness.
Develop tools / resources for sharing good practice within the region.
Optimise the use of the HR specialist resource within the region by identifying opportunities for knowledge sharing (eg, job swaps, secondments etc).
Coordinate the roll out of global HR initiatives, policies and procedures in the region.
Anchors global change initiatives and interprets implications for RO and countries.
Ensure that each Country Office and the Regional Office has a plan in place to roll out global HR initiatives, including but not limited to a change to policy or procedure, introduction of a new policy or procedure, and introduction of a new HR system.
Provide technical support / advice to COs as required as part of this process.
Act as a conduit for communications from IH to the COs and from the COs to IH in relation to the roll out of global HR initiatives.
Coordinate the Global Talent Management process for the region.
Ensure that there is high quality HR support in the event of an emergency response in the region.
Development and ownership of the regional HR strategy and workforce plans.
Work with key stakeholders to identify HR risks and needs in the region and from this, establish priority areas for action.
Develop a regional HR strategy and disseminate the regional HR strategy to key stakeholders for comment and feedback and for information.
Supports the development and review of country workforce plans based on the identified priorities including country strategic plans..
Regularly review the regional HR strategy and work-plan to ensure it remains relevant and update it as required.
Provide high quality input into the development of global HR initiatives, policies and procedures.
Provide feedback into draft HR policies and procedures to ensure that they reflect the needs and address the issues in the region.
Flag policies that may need revising or new policies that may need developing with IH and provide support on this as required.
Provide the lead on global HR projects as a member of the Global HR & OD team as agreed with the Global HR & OD Director.
Monitors the implementation and alignment towards key HR global policies across the region and support countries in managing contextualisation’s in line with local laws.
Acts as the Child Protection Policy focal point for the Region.
Build capacity of the Country Office HR & OD teams.
Provide technical support to the Country Office HR & OD teams as and when required.
Undertake visits to the Country Offices in the region and work with the teams there to provide senior HR advice and technical support as and when required.
Work with Country HR & OD Managers in the region to identify common learning needs and tools to address them.
Work with individual Country HR & OD Managers to support them to identify their individual learning needs and tools to address them.
Provide senior / strategic HR support to senior management in the region.
Provide HR business partnering support to the Regional Management Team ROMT and the Extended Regional Management Teams, ensuring that HR needs are identified and discussed as part of business
Provide HR advice and support to Country Directors as and when required.
Provide HR advice and support to staff on international contracts in the region (or those responsible for administering these benefits) on HR policies and benefits pertaining to them.
Provide HR advice and support on all aspects of International staff terms and conditions ‘the ‘Blue Book’, liaising with other members of the Global HR team to answer queries as and when required.
Support the resolution of any conduct or performance issues with staff on international contracts in the region, using informal or formal mechanisms as required.
Support the resolution of any grievance issues involving staff on international contracts in the region, using informal or formal mechanisms as required.
Supports country and RO teams in developing and interpreting change management guidelines.
Recruitment, selection and separation of staff.
Work with the recruitment team in IH to support the recruitment and selection of high quality staff on international contracts in the region. This may involve working with line managers on job descriptions, liaising with the recruitment team in IH on recruitment methodologies, developing selection and assessment tools (eg, written exercises and interview questions), and being the HR member on the interview panel.
Support for recruitment and selection of Country Management Team (CMT) members of Country Offices.
Ensure the timely dissemination of vacancy opportunities within Plan to all staff in the region.
Provides guidance during separation of senior management staff across the region with Plan.
Ensure compliance with Plan’s standards, policies and procedures in the region.
Provide regional follow up to Global Assurance audits and HR risk register actions.
Regularly monitor the status of the Staff Handbooks in the region and check compliance with local labour law and Plan’s policies and procedures.
Dealing with Problems:
Complexity of problems handled & the degree of investigation, analysis, & creative thinking required to solve them, taking cognizant of different contexts in the Country Offices in the region _ eg, different employment law, programmatic challenges, staff issues and cultural considerations.
Working as a member of a remote global team operating in different time zones.
Balancing conflicting demands and priorities.
Communications and Working Relationships:

Working contacts inside and outside the organisation; include the purpose and level (high, medium, low) of the contact;Internal
The Plan Head office.
The senior management team within the regional office.
The country directors
External
HR Managers from peer organizations for benchmarking and mutual learning.
Legal advisors
Government institutions responsible for migratory and expatriate labour contracts
Knowledge, Skills, and Experience Required to Achieve Role’s Objectives:Educational Qualification and Experience
A minimum of University degree in Human Resources, Management, Psychology, Business Management and Administration or other related field.
Master’s degree in same field is desirable.
Eight years proven and relevant work experience for Master’s degree holders or ten years’ experience for Bachelor holders, out of which five years are in senior position for a role with regional level remit or responsibilities that span across more than country.
Solid background in Human Resources Management in culturally diverse contexts, preferably experience in working for an international organisation or NGO;
Skills Specific to the Post
Strong interpersonal skills, strategic decision making ability, good problem solving /analytical skills, ability to facilitate change, Personal adaptability/flexibility, Good planning and organising skills, persuasiveness, high level of integrity.
Excellent time management skills, ability to organize and prioritize workload and ability to meet deadlines
Understanding of the child rights framework and experience in addressing child protection issues.
Excellent communication skills fluency in written and spoken English, knowledge of Arabic and/or Portuguese is an asset.
Proven supervisory skills
Negotiation and conflict management skills
Good Computer skill
Physical Environment and Demands: May be “typical office environment”; note if heavy lifting, climbing, excess travel, etc. Typically office environment with visit to the country offices.Level of Contact with Children: Mid contact – Occasional interaction with children .

How to Apply

Interested candidates should send their application to recruitment@plan-international.org.The deadline for submitting applications is 11 March, 2015 1400 GMT (5pm Kenyan time).
Only shortlisted candidates will be contacted.