People and Culture Manager, Lome, Togo

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 PROFILE

Title:People and Culture Manager

Functional Area Human Resources

Reports toCountry Director

Location:Country office

Travel required:Yes. 20%

Date:September 2022

Grade:E

Role PURPOSE

[A concise statement, capturing the primary reasons that this role exists and a clear articulation of the context of the role. How will this role contribute to creating lasting change for children?]

Working in 113 communities(cantons) across the country, Plan International Togo aims to reach as many children as possible, particularly those who are excluded or marginalized with high quality programs that deliver long lasting changes by mobilising resources, working in partnership and operating effectively.

The purpose of the role is to develop and implement HR plans, programs and procedures at country level for all staff as well as execute related administrative tasks within Plan's regional and global Human Resources Strategy with due regards for local conditions, regulation and ensure the achievement of the Country Office business strategy through excellent people management practices. The post holder will provide leadership and strategic direction for the HR function maximizing the opportunities to build and retain effective team supportive and the Plan's business need.

Dimensions of the Role

[This section provides a summary of the size and authority of the post. It covers the size of the budget held, the numbers of direct reports, other key stakeholders who may depend on it, the type of communication required, the external representation involved and the reach of the role.]

•  Budget responsibility: limited to area specific matters;
•  The post holder supervises two (02) staff: the HR Coordinator and the HR Administrator. He/She is reporting to the Country Director
•  Area of Responsibility - Plan International Togo
•  Country wide strategic overview of implementation of Plan International Togo HR policy including performance to inform further system development and capacity building initiatives
•  Member of the Country Leadership Team
•  Member of the WACAH and International HR networks

Accountabilities

[This section is critical for clarifying expectations of the role, providing the framework for its relationship with colleagues and providing areas of accountability against which performance can be managed.

This should include a series of brief statements that define the end results required. E.g. drive, contribute, identify, manage, responsible for, advise/coach, build, develop, provide, conduct, oversee, establish, participate etc.

Statements should ideally be worded so that they will lead to thoughts of measurement. For example, it is better to state something like "achieve maintenance standards" than "undertake maintenance". The former leads to a measure against the maintenance standards.]

Team management: A performing and diversified team is in place and resourced for maximum impact on programming & influencing

•  Contribute to country strategy development, implementation and evaluation through high quality needs and capacities analysis
•  Supporting Management on the workforce planning including roles definition, budgeting, recruitment strategies, capacities building and talent management, the definition of roles within budget for delivery of agreed strategies and individual projects;
•  Regular review of organizational structure, roles and competency requirements and standardized job description for each position
•  Helping supervisors manage staff from talented to underperforming in line with Plan International's requirements and values including accountability plan, appraisals, tailored trainings
•  Timely and fair recruitment processes, observing equal opportunity and transparency

that meet Plan policy and good practice standards to attract and retain the best.

Ensure a training plan is in place to support employee performance and personal development

•  Mainstreaming gender into the workforce

On boarding/induction/: Staff joining Plan International Togo are effectively orientated about the Organization and the purpose of their role

•  Working with the management in the preparation of materials and events to ensure new staff know about Plan International Togo are able to reach full functionality in due time.
•  Supporting management to identify and commission effective training/development support for individuals and general needs including

Rewards: Staff are paid in a consistent way in accordance with local market competition, Plan's values and the provision of labour law

•  Ensure Plan International Togo's salary system is in line with Plan's global system based on HAY;
•  Ensure regular salary and benefits reviews, analysis of survey results and advise management in line with the Togolese labour law and Plan's reward policy and guidelines;
•  Oversees payroll;
•  Oversees international and local staff rewards: R&R, leave, insurance, etc. establishing accurate systems of managing and monitoring these;

Rights and Responsibilities of staff: Staff is aware of his contractual rights and responsibilities in delivering their work for Plan International, in line with the Code of Conduct and other policies

•  Ensure Plan International Togo and Global HR and Child and youth Safeguarding & Protection Policies are well understood and consistently implemented across Plan International Togo;
•  Support managers and staff in implementing the Plan International Employee Appraisal process. Track progress, and maintain statistical data on results to support attainment of organizational objectives and improve staff performance;
•  Revise/write HR Manual endorsed by local authorities and aligned with Plan Global Policy ensuring that all staff are aware of it, can access it and fully adhere to it.

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 planning including staff engagement plan, transparent communication about HR procedures and 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 talented staff in line with Plan International's Diversity Friendly Initiatives

G ender Equality and Inclusion

•  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.

DEALING WITH PROBLEMS

•  Strategic workforce planning and advising management in a highly volatile operational environment with the shortage of technical skills making judgments on hard HR choice to be made
•  Using impartiality and equal opportunities in a situation where tribal, racism and other discrimination is highly prevalent;
•  Supporting management teams that may be fluid and working in very stressful conditions or in emergencies;
•  Required to synthesize and analyse feedback from a wide range of actors(including NGO HR Forum, Ministry of Labour, national surveys) in further developing HR and supporting implementation;
•  Support Grant development by ensuring full provision for HR needs is achieved through involvement at proposal writing and during implementation;
•  Facilitate management support to staff in traumatic conditions;
•  Be creative in building and working effectively within a diverse working environment.

COMMUNICATION AND WORKING RELATIONSHIPS:

[This section refers to people inside and/or outside of the organisation that the post-holder needs to have contact with, and why. This should include virtual presence.]

Internally:

A member of the CLT. Collaborating with other functions: Sponsorship, Finance, Program, and Administration to ensure that HR processes are integrated

Regionally:

A member of WACAH HR Network: Supporting colleagues and drawing on the support they can offer. The Regional HR partner will provide technical support

Globally:

Relates to international Headquarters People & Culture team for technical support on Global Policy, Safeguarding Children and Young People reporting, international recruitment and other advice as needed;

Externally:

Active participant in Togo NGO forum and representation of all issues related to Labour law/social security, etc.

Technical expertise, skills and knowledge

[This section details the skills, knowledge and expertise the postholder will be required to demonstrate in doing the job well.

This should include clear levels of technical expertise and skills that support our work at national, international, and global level.]

Essential

Qualification and Experience

•  A Master's degree -level2- in Human Resource Management or equivalent experience
•  At least 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
•  Mastery of Togolese labour laws and by- laws
•  Excellent technical knowledge on general HR areas as indicated by duties above
•  Knowledge of operationalising HR in volatile emergency conditions is an advantage
•  Knowledge of Organizational development to support a changing program is an advantage
•  Experience and knowledge of working in developing country environments and West Africa in particular is an advantage

Desirable

Skills

•  Excellent writing and speaking in French and English;
•  Proven skills in the full range of general HR needs including data management, recruitment, pay and employee relations is essential;
•  Skills in supporting strategic planning and human resourcing requirements
•  Communication: Excellent negotiation and influencing skills in multi-cultural contexts
•  Broad experience in handling legal issues related to human resources management in Togo
•  Strong emotional intelligence

Behaviour

Behaves consistently in approach to work and decision-making

•  Strongly drives performance forward in area of the business for which they are responsible together with the team
•  Balances future vision with practical delivery
•  Develop mutual trusting relationship with complex partnerships that have excellent business outcomes
•  Set a strong learning culture in their part of the Organization
•  Remains calm and positive under pressure and in difficult situations
•  Aware of impact on others and adjusting own behaviour accordingly integrity
•  Tolerant of difference-Cultural sensitivity in relation to its impact on HR

PHYSICAL ENVIRONMENT AND DEMANDS

This post is based in Country Office in Lomé. However the post-holder must be willing to travel at least 20% in Interlard and outside the country

children AND YOUTH SAFEGUARDING

[Please delete as applicable]

•  It is expected of every employee of Plan International Togo that he strengthens his capacity in child and youth safeguarding in general and in particular he acquires extensive knowledge of child and youth safeguarding Policy of Plan International
•  The People and Culture Manager's level of contact with children is medium.
•  The People and Culture Manager should comply with the Child protection policy. He/she should align his/her activities with the norms and standards of that policy as far as he/she is concerned.

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.

Location: Country Office

Type of Role: People and Culture Manager

Reports to: Country Director

Grade: E

Closing Date: November 3rd, 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.

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