Human Resources Coordinator -Talent Acquisition

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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.

ROLE PROFILE

Title Human Resources Coordinator – Talent Acquisition
Functional Area Human Resources & Organizational Development
Reports to Country HR&OD Manager
Location

Country Office 

Travel required 30%
Effective Date May 2022 Grade D1

ROLE PURPOSE

The purpose of this role is to ensure getting the right talent onboard, putting in place long term staffing strategies and helping them grow to their optimal capabilities and retaining the best staff while keeping organizational objectives in mind.

This position reports to the Country HR & OD Manager

Child Protection and Gender Equality & Inclusion

Ensures 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

The Human Resources Coordinator – Talent Acquisition closely works with:

Internal

  • All Staff: Providing guidance on recruitment/ talent acquisition issues, career guidance, induction, performance management trainings, and talent management.
  • Managers: Support them in initiating job requisitions into the system, succession planning, talent acquisition and management, training and development and performance management.

External

  • External candidates / job seekers
  • HR Network groups
  • SHARM
  • INGO/Partners.
  • Recruiting agencies
  • Universities, different associations

OVERALL ACCOUNTABILITIES

  • Manage and complete all Recruitments of vacant positions timely.
  • Capacity building of managers in recruitment processes
  • HR Business partnering on recruitment and other field offices
  • Induction Management.
  • Assist the CHROD Manager in developing workforce plans
  • Job Description Development and review
  • Job Evaluation of all new roles
  • Career guidance to staff
  • Support in implementing the Performance management and L&D Strategies
  • Support in planning and budgeting for recruitment strategies

ACCOUNTABILITIES AND MAIN WORK ACTIVITIES

Recruitment and Selection 80%

  • Contribute in the implementation and achieving of the goals set under the Country Strategy through workforce planning including upcoming positions, staff movement forecasts to establish appropriate and timely staffing schedules/plan and that also embed our gender transformative programming
  • Responsible to lead all the steps of the recruitment cycle in line with PIU Recruitment       Guidelines and HR best practices.
  • Develop/update efficient recruitment system, guidelines, processes and templates that allows HR to provide timely recruitment that matches programme /project period.
  • Provide advice and guidance on all aspects relating to recruitment and selection and associated terms and conditions.
  • Monitor the recruitment and selection process to get the best fit candidate who match with the organization purpose.
  • Review of Job Descriptions and ensuring that all jobs are in line with Plan International standard.
  • Evaluate all new roles and ensure all roles are evaluated and graded before job requisitions are made by hiring managers.
  • Deliver recruitment and selection related training to managers across the Organisation.
  • Ensuring Inductions/on boarding are given timely with all the major topics and that the inductions is as per the plan international, regional and country office standard.
  • Ensuring in the recruitment process Plan Gender policy is adhered and that PIE meets it target in Gender balance.
  • Explore market best practices in recruitment and staffing and  implement appropriate best practices in the organization
  • Ensuring Plan Values and Behaviours as well as other polices are imbedded in recruitment and selection.
  • Manage the recruitment of short term consultants and graduate interns in line with Plan Uganda Guidelines

Performance Management  & Learning and Development  Support 10%

  • Guide managers and staff towards an accountability culture where outstanding performance is recognized, and poor performance is corrected.
  • Contribute to the development of and implementation of a learning and development strategy that supports the delivery of the Country Strategy.
  • Facilitate trainings on core Plan International training modules and effective performance management including alignment with the Country Strategy and annual plans, continuous feedback and coaching for performance
  • Coordinate the implementation of graduate internship program when it is in place.

Planning & Budgeting Support 5%

  • Support the Head of HROD in the budgets and quarterly KPI reports, preparation, consolidation, analysis and timely submission.
  • Engage in Proposal development to ensure workforce plans are prepared in advance
  • Lead the discussion with the Hiring Manager on hiring cost.
  • Monitor budget allocated for recruitment and L&D.

HR Business Partnering 5%

  • Provide HR Business support to allocated field offices
  • Day to day employee engagement with staff in allocated field offices
  • Cascading results of the Plan Engagement Survey to allocated field offices as a business partner.

Leadership and Business Management Competencies

Leadership Competencies

  • Set and communicate ambitious but realistic work goals and priorities, explaining how these contribute to Plan International’s purpose.
  • Set high standards for self and others’ behavior, inside and outside work. Championing our values and commitment to rights, gender equality and safeguarding. Supporting the health, well-being and both physical and psychological safety of our staff, including their safety to speak out.
  • Hold self and others to account for what we have agreed, dealing with poor performance quickly, firmly and constructively.
  • Create a positive team spirit, helping people work well together, to reflect and continuously improve the efficiency and quality of what we do.
  • Collaborate with team members, colleagues and partners in finding creative solutions to problems by sharing information, experience and ideas and actively seeking their input.
  • Motivate and developing others by taking an interest, giving constructive feedback and praise, ensuring they are properly trained and helping them utilize their potential.
  • Accept change and support others in adjusting to it, helping them understand.

Business Management Competencies

  • Understand relevant sectoral context including how the sector operates in terms of funding and governance and awareness of Plan’s purpose, values, and global strategy
  • Manage legal and reputational risk including risk assessment, communication, risk management and reporting in full compliance with risk-related standards, including in areas such as Child and Youth Safeguarding and Protection, Gender equality and inclusion, Counter Fraud, Safety and Security
  • Manage activities and resources including skills in strategic thinking, planning and organising, financial planning and monitoring, negotiation and programme and project management
  • Manage people and information including skills in assessment and coaching, evidence-based management, communication skills, both speaking and writing, and digital working, including personal digital skills.

Technical expertise, skills and knowledge

Knowledge, Skills, and Behaviors Required to Achieve Role’s Objectives:

Knowledge

Essential

  • A Bachelor’s degree in Business Administration, Human Resource Management or related discipline.
  • Significant 5 years’ experience working in a Human Resources Management position – recruitment/ talent acquisition, performance management & L&D.
  • Experience in using a HR Information System and other candidates sourcing platforms
  • Knowledge and experience in talent acquisition, HR business partnering, performance management, and facilitating trainings.

Desirable

  • A post graduate qualification in Human Resource Management
  • NGO experience is an added advantage
  • Experience working in networks and building strong working relationships

Skills

  • Ability to maintain confidentiality of all Human Resource Information
  • A self -starter who is able to work on own initiative with limited supervision
  • Excellent attention to detail  with well-developed administrative skills
  • Knowledge and experience using MS-Office packages (MS Office, Outlook, SharePoint)
  • Fluent in English, excellent written and verbal communication skills
  • Flexible in approach to tasks
  • Mature and Professional demeanor

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.

Physical Environment

 Typical office environment

Level of contact with children

Low level: Frequent interaction with children on daily basis.

As a Child Centered Development organization, Plan International Uganda strives to ensure that children are kept safe in all the areas we operate. The organization further has a Safeguarding Children and Young People Policy that every staff is required to sign. As a result, this position comes with additional responsibilities for safeguarding children and young people:

Children and Young people safeguarding Policy Responsibilities (mandatory for all staff)

  • Adhere to the children and young people safeguarding policy and Code of Conduct
  • Desist from all forms of child abuses including sexual, emotional, physical and or neglect.
  • Desist from behavior that paces children at risk of harm, exploitation or abuse
  • Responsible for implementation of the children and young people safeguarding policy standards and Code of Conduct as they apply to area of responsibility.
  • Ensure that all Plan International partners, visitors and associates in his/her area of responsibility are provided with, are made aware off and have signed and returned a copy of the children and young people safeguarding policy and Code of Conduct.
  • Inform the partners, visitors and associates that they must comply with the policy in all contacts and communications with children during their visit.
  • Report all child safeguarding concerns that have come to his or her knowledge within 12 hours using the approved reporting and responding procedures.

Location: KAMPALA

Type of Role: 1 year Renewable

Reports to:  Country HR&OD Manager

Grade: D1

Closing Date: 13th May 2022

Candidates who have received the Covid 19 Vaccination will be at an added advantage

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.