Human Resource & Organisational Development Director Plan International Nepal Full Time

Title : Country Human Resources & Organizational Development (HR & OD) Director

Functional Area : Human Resources Management

Reports to : Country Director

Location : Country Office, Kathmandu

Travel as per need : Plan International Nepal working districts

Effective Date : 1st July 2020

Grade : E

Type : Fixed Term Employment for 2 years based in Country Office

ABOUT PLAN INTERNATIONAL

Plan International is a development and humanitarian organisation that advances children’s rights and equality for girls. We strive for a just world, working together with children, young people, our supporters and partners in over 75 countries. Our programs are underpinned by a core of defined values, including transparency and accountability, team collaboration, inclusion and integration, as well as the overall ambition to empower girls and young women as legacy.
Plan International has been working in Nepal since 1978 and developed a strong reputation as a respected development and humanitarian actor helping marginalised children, their families and communities to access their rights to health, education, economic security and protection. Through the support of local partners, Plan International works in 24 districts in Nepal.

Plan International Nepal has a vision for 2030 as “An inclusive, just and safe society where all girls and young women enjoy their rights and live in freedom”. This is coupled with the ambition of taking action so that 100 million girls learn, lead, decide and thrive as “Girls and young women in all of their diversity reach their full potential as equal and active citizens” by 2023.

The country strategy is put into action through the implementation of three program areas defined as “Learn”, “Lead & Decide” and “Thrive”. They are inter-related and designed to enable girls and young women to overcome barriers from early childhood to young adulthood.

Plan international Nepal seeks candidates who practice feminist leadership, promote diversity, actively seek innovative solutions for problems, courageously and respectfully share their opinions and ideas, break down barriers and engender cross-department collaboration, practice active listening, maintain confidentiality, build trust and are passionate about children’s rights and equality for girls.

ROLE PURPOSE

The Country Human Resources & Organizational Development Director is to provide strategic leadership to the country program’s human resources and organizational development processes, and promote its vision, mission and goals with the aim of ensuring effective, harmonious and interdependent themes, functions and programs within the country program.

S/he is responsible for the direction and supervision of human resources, including capacity building, performance assessment of staff, provision of effective administration services as well as the development and monitoring of HR strategies, policies and activities in accordance with Plan policies to ensure the team effectiveness and healthy working environment.

S/he is required to identify, leads and directs continuous improvement initiatives and effectively anticipate, mitigate and manage HR risk in the local context, ensuring full compliance with local labor law and Plan’s policies, procedures and programs, both locally and globally.

DIMENSIONS OF THE ROLE

• Budget accountability: ~ Euro [TBC];
• Delegations: may approve all commitments, contracts, grants, leases, disbursements and transfers to third parties as per the financial delegation of Euro 100,000.00 framework.

ACCOUNTABILITIES

Organisational Competencies

• Demonstrates leadership and independence;
• Focuses on impact and result and responds positively to critical feedback;
• Encourages risk-taking in the pursuit of creativity and innovation;
• Consistently approaches work with energy and a positive, constructive attitude;
• Demonstrates integrity by modelling Plan International’s values;
• Promotes the vision, mission, and strategic goals of Plan International;
• Displays cultural, gender, religion, race, nationality and age sensitivity and adaptability; and
• Promote team inclusion, integration and collaboration.

Functional Competencies

As a member of the Country Management Team

• Contribute to the shared leadership of the Nepal Country Office;
• Support the development of an organisational culture that reflects Plan International’s values, promotes accountability and high performance, encourages a team culture of learning, creativity and innovation;
• Help design and implement a coherent organisational structure that is consistent with Plan Nepal’s practices and appropriate to programme needs; and
• Advise and provide adequate technical support to the CMT on an as-needed basis.

Strategic HR planning

• Develop and lead on the implementation of a HR strategy which will support the delivery of the Country Strategic Plan as well as reflect the regional and global HR strategy and Plan International’s organizational objectives;
• Define, lead and manage the workforce current and future strategies to ensure that the organisation recruits and retains a qualified and adequate workforce in line with the delivery of agreed strategies, budget allocation and individual projects;
• Provide strategic advice in the organizational implementation of HR policy and best practices, and identify the HR requirements needed to meet organizational objectives; and
• Initiate and provide support to management in the review of the organizational structure, roles and competency requirements.

Policy Development and Procedures

• Responsible for the development, implementation and monitoring of HR policies and procedures in relation to all aspects of HR management;
• Work closely within the organisation to ensure that adequate HR inputs are provided and incorporated during the development and implementation of all projects/programs;
• Responsible for the implementation of Plan Nepal policies and Global HR, Code of Conduct, Child safeguarding, harassment, bullying and discrimination policy, as well as the periodic assessment of their adequate implementation and development of response action plans if required;
• Lead and supervise the implementation of adequate and cost-effective systems for the administration of salaries and benefits packages for local and international staff based on NGO Local Pay Surveys;
• Supervise personnel administration related tasks i.e. compensation and benefits, labor/ legal relations, staff movements, recruitment associated deliverables; and
• Direct and oversee staff support program (induction, staff development), employee relations, and grievance management.

Organisational Development and Change Management 

• Lead the design and delivery of organisational development strategies and the management of change in support of the Country Office’s strategy;
• Lead and implement processes to ensure that organisational development and change management methodology is rigorously applied and regularly reviewed;
• Work collaboratively to co-ordinate Country Office organisational development initiatives in a structured and achievable way;
• Actively develop and maintain strong relationships within the Country Office and across the Regional Offices, Centre and Members in order to support an efficient, effective, and well-supported approach to organisational development/change management; and
• Develop a communication approach to support successful implementation of the organisational development and change management initiatives.

Performance Management

• Actively develop a culture of performance management across the organization, where staff are held accountable and rewarded for high performance;
• Lead and supervise the implementation and maintenance of a performance management system that is in alignment with organizational goals;
• Ensure performance reviews are conducted in line with organisational policies and ensure that learning and development are closely linked to performance reviews; and
• Ensure line managers are adequately trained to periodically and effectively manage the performance of their teams to support the delivery of the Country Strategy.

Learning and Development

• Lead the ongoing review of the organisational staffing profile and, in collaboration with the  Country Management Team, advise on job holder competencies and skills in light of changing contexts and content;
• Responsible for building strategy/ programs for staff through talent management and succession planning process;
• Design and support the implementation of procedures to facilitate the transfer of learning/experience across the Country Office;
• Undertakes or oversees a full training needs analysis for Plan Nepal based on the skills, knowledge and behaviours required to deliver the Country Strategic Plan;
• Ensure that staff have access to HR guidance on individual development opportunities arising from performance review feedback and personal career development interests; and
• Design and implement the delivery of coaching and mentoring program for managers.

Team Management

• Ensure all team members have common understanding of the organizational objectives and with clear line of communication;
• Manage, motivate, develop, coach, and monitor team performance and drive them to achieve the performance expectations/standards; and
• Plan and manage department budget.

External Stakeholder management

• Leadership in building and expanding a professional network within the country and globally;
• Initiate and Develop relationships with similar organisations to share access to qualified pool of candidates, keep to date with changing HR environment, responsibilities and practices.

Ensures that Plan International’s global policies for Child Protection (CPP) and Gender Equality and Inclusion (GEI) 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.

TECHNICAL EXPERTISE, SKILLS AND KNOWLEDGE

Knowledge and Experience

• Master’s Degree in human resources Management or Social Science with related experience of Human Resource Management or any other relevant field with 7-10 years related experience;
• Demonstrated expertise of local labour law and its practical application in workplace;
• Strong knowledge in people management and development practices;
• Demonstrated experience of Human Resources planning, recruitment, design and implementation of progressive HR strategies, procedures and practices;
• Excellent knowledge of current good practice and emerging themes and trends globally and within the local context;
• Basic financial acumen and the ability to align HR and Finance / Ops procedures ;
• Demonstrated knowledge of organisational development to support the change process;
• Demonstrated knowledge and understanding of development programs and child sponsorship systems; and
• Strong knowledge and understanding of HR issues related to Gender and Child Protection.

Skills

• Demonstrated management and leadership skills;
• Demonstrated analytical, independent and strategic thinking;
• Strong communication, coordination and negotiation skills;
• Demonstrated ability to build positive and trustworthy relations for influencing;
• Experience in managing time and resource constraints;
• Ability to communicate effectively orally and in writing in English and Nepali in order to communicate complex and technical information to technical and general audiences; and
• Proven IT skills: Word, Excel, Outlook, PowerPoint etc.

PHYSICAL ENVIRONMENT

• Based in Country Office, Lalitpur with travel to project areas.
• Ability to work in challenging environments and circumstances (remote, disaster areas, etc.)
• Work with multi-culture and multi-lingual staff/team members.

LEVEL OF CONTACT WITH CHILDREN

• Mid contact: Occasional interaction with children.

Say Yes ! To Keeping Children and Young people safe and Protected.