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.

PLAN OVERVIEW

Plan International is an independent non-profit development and humanitarian organization 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 is girls who are most affected. 

We work 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 close to 80 years, and are now active in more than 70 countries.

role PURPOSE

This role also provides overall HR quality assurance and supporting and embedding change initiatives in Plan International Cameroon in line with country, regional, and global HR quality standards.

DIMENSIONS OF THE ROLE

To provide leadership and strategic direction for the HROD functions within the country according to Plan’s global HR principles and policies and global best practices informed and aware of the local environment.

1. Key Responsibilities

 Leadership

• 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.

• Commitment to ensure Plan International’s feminist leadership agenda is built into all aspects of the organization’s operations and delivery,
• Provide strategic HR input into the development of Country Strategy (CS), taking an overview of the HR strategies within this to ensure that they incorporate effective workforce planning tools and are aligned to Global HR strategy;
• Drive operational excellence in line with Plan’s strategy and focuses on meeting customer needs and delivery of the agreed services at high quality, on time and within budget;
• Risks presented by context are managed to provide maximum prevention (information and training available to improve staff skills and resilience, advisory packs produced and revised regularly for all visitors, incident reporting on all risk issues set up and managed, etc.);
• Analyze and develop an efficient workforce in alignment with organizational strategy; 
• Develop and continuous improvement of onboarding processes, adapted to both development and emergencies contexts;
• Develop staff career planning strategies
• Develop and structure staff succession planning, based on Country Office needs and by local laws (preparation for retirement);
• Develop an annual budget taking into account the diverse funding streams;
• Ensure that employee’s benefits packages are optimized, ensuring value for money (salaries, insurance, rewards, etc.)

Supporting Change Management

• Promote the people side of change, including changes to business processes, systems and technology, job roles and organization structures;
• Ensure that Plan International Cameroon maximizes employee adoption and usage and minimize resistance. A key expectation is to engage Management and staff to drive faster adoption, higher ultimate utilization of and proficiency with the changes that impact employees. These improvements will increase benefit realization, value creation, return on investment and the achievement of results and outcomes;
• Assist and coach senior managers in helping them fulfill the role of change sponsor;
• Support project teams in integrating change management activities into their project plans;
• Develop and implement a structured methodology and lead HR-related change management activities;
• Support the design, development, delivery, and management of effective change communications;
• Assess the change impact and conduct impact analyses, assess change readiness and identify key stakeholders;
• Complete change management assessments;
• Identify, analyze and prepare risk mitigation tactics;
• Create actionable deliverables for the five change management levers: communications plan, sponsor roadmap, coaching plan, training plan, resistance management plan;
• Create actionable deliverables in line with gender transformation;
• Support organizational structure design and definition of roles and responsibilities;
• Define and measure success metrics and monitor change progress;
• Play a key role in ensuring change initiatives across functional/departmental units meet objectives on time and budget by increasing employee engagement, adoption, and usage.
• Liaise with the Regional HROD Partner on matters of methodology, use of tools, quality of work and capacity building implications with regional and federation wide change.

HR Management, Development & Performance Management 

• Provide coaching and advice to Managers and Supervisors on all HR issues, promoting fairness and transparency in the handling of people management practices, including whistleblowing, disciplinary actions, and grievances to maintain consistency and fairness within the organization;
• Support managers and staff in implementing the Plan Employee Appraisal process. Track progress, and maintain statistical data on results to support attainment of organizational objectives and improve staff performance;
•  Participate fully in local NGO or multi-sector HR networks and ensure that learning/best practices are shared and utilized in the day to day country HR work for improvement in the function;
• Analyze the national compensation and benefits practices and suggest key actions that will keep Plan International Cameroon competitive;
• Conduct assessment to ensure staff performance at the country level is in line with the global strategy and indicators embracing our 100 million reasons strategy;
• Ensure staff rewards are paid in a fair and consistent way in accordance with local market competition, Plan’s values and the provision of labor law (salary system kept in line with Plan’s global reward framework, salary, and benefits reviews based on analysis of salary survey results, etc.);
• Act as an internal advisor on all projects/initiatives with a compensation & benefits impact
• Set local standards for end-to-end recruitment and selection processes to ensure that diversity and inclusion is promoted, adopted and embraced;
• Support constant reinforcement of the Global Plan International Purpose Statement and Values Based Framework.

ACCOUNTABILITIES AND KEY RELATIONSHIPS

• An excellent team is planned and resourced for maximum impact on program quality (HR strategic planning, workforce planning, review of organization structure, roles and competency requirements and standardized job descriptions for each position, timely and fair recruitment processes, etc.);
• Provide thought leadership and ensure linkage to performance management, talent selection, and learning;
• Organize annual talent forum to review annual appraisal outcomes;
• Prepare annual calendar cycle of sequential staff development meetings at the country level;
• Develop learning & development guidelines. Develop and coordinate the implementation of the annual learning and development operational plan.
• Ensure delivery of coordinated staff and leadership development processes across the country program.
• On-boarding/Induction/Orientation: staffs joining Plan International Cameroon are adequately informed about the organization, its strategies and the purpose of their role in the fulfillment of the strategy (preparation of materials and events for on-boarding/induction/orientation, effective training/development support for individuals and general needs, etc.).
• Partner on a strategic level with the Country Leadership Team to strengthen staff development and capacity building aspects of Plan International Cameroon development programs; by providing subject matter expertise and technical guidance and counsel to the heads of functions//units;
• Develop initiatives to improve retention;
• Provide leadership in managing all staff exit process;
• Advice and counsel the Country Leadership Team (CLT) on HR-related issues and strategic human resources management and participate fully at the CLT;
• Organize periodic HR management skills workshops for mid-management;
• Update and finalize Plan International Cameroon’s local policies when due for review;
• Effect any other duties that may be assigned from time to time.

TECHNICAL EXPERTISE, SKILLS AND KNOWLEDGE

Education/Training

• At least 5 years relevant working experience HR management within an organization;
• Excellent technical knowledge of general HR areas as indicated by the duties above;
• Experience in managing organizational change and building capacity of senior management for change leadership;
• Master Degree, MBA or equivalent Diploma in HR is required;
• Very good knowledge of organizational development to support a changing program, an advantage.
• First-hand experience and knowledge of working in development sectors in Cameroon. An advantage;
• Experience in training design and delivery, an advantage;
• Excellent knowledge and understanding of the Cameroon Labor Law, an asset.

Skills & Behaviours

• Excellent writing and speaking skills, in English and French;
• Proven skills in the full range of general HR needs including workforce planning, data management, recruitment, payroll, HR systems, and employee relations, are essentials;
• Skills in supporting strategic planning and human resourcing requirements;
• Communication – excellent negotiation and influencing skills;
• Actively drives performance forward in the areas of the business for which they are responsible;
• Involves others in setting and achieving goals;
• Creates a strong sense of purpose within own part of the business and with stakeholders;
• Holds self and others to account to deliver on agreed goals and standards of behaviors;
• Makes a substantial contribution to broader strategy;
• Sees own participation in the organization and the broader Plan International and external contexts;
• Balances future vision with practical delivery;
• Able to identify and manage risks to the organization;
• Effective communicator;
• Cross-culturally apt;
• Acts as a team player, willing to get the best outcome overall, adjusting own priorities if necessary;
• Creates and delivers outcomes in complex partnerships, keeping key stakeholders on board;
• Sets a strong learning culture within the organization.
• Uses opportunities across Plan to develop others;
• Remains calm and positive under pressure and in difficult situations;
• Leads major change while keeping staff and stakeholders on board.

GENERAL ACCOUNTABILITY

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.

Ensure staff understand Plan International’s commitment to driving a feminist agenda within the organisation, and the ambition for gender equality and gender transformative leadership is embedded in our Values Based Leadership Framework.

Plan International’s Values in Practice

We are open and accountable

1. We promote a culture of openness and transparency, including sponsors and donors.
2. Holds self and others accountable to achieve the highest standards of integrity.
3. Consistent and fair in the treatment of people.
4. Open about mistakes and keen to learn from them.
5. Accountable for ensuring we are a safe organization for all children, girls & young people

We strive for lasting impact

1. It articulates a clear purpose for staff and sets high expectations.
2. It creates a climate of continuous improvement, open to challenge, and new ideas.
3. Focuses resources on driving change and maximizing long-term impact, responsive

to changed priorities or crises.

4. Evidence-based and evaluates effectiveness.

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