Plan International is an independent child rights and humanitarian organisation committed to ensuring children live a life free of poverty, violence and injustice. We actively unite children, communities and other people who share our mission to make positive lasting changes in children’s and young people’s lives. We support children in gaining the skills, knowledge and confidence they need to claim their rights to a fulfilling life, today and in the future. We place a specific focus on girls and women, who are most often left behind. We have been building powerful partnerships for children for more than 85 years, and are now active in more than 80 countries.
Plan International Jordan was established in 2016 and has programmes throughout the country on education, youth empowerment, and protection (CP, GBV, SRHR) in (Amman, Karak, Jarash, and Azraq camp). Plan’s Global Gender Equality and Inclusion policy states that the core objectives of Plan International’s work are to achieve gender equality, promoting gender justice, realizing girls’ rights and fostering an inclusive society. This commitment is reflected in our five-year country strategy, our Values and Behaviors Framework, and our Theory of Change.
We engage people and partners to:
- Empower children, young people, and communities to make vital changes that tackle the root causes of discrimination against girls, exclusion and vulnerability.
- Drive change in practice and policy at local, national, and global levels through our reach, experience and knowledge of the realities children face.
- Work with children and communities to prepare for and respond to crises and to overcome adversity.
- Support the safe and successful progression of children from birth to adulthood.
As One P&C, we support the achievement of Plan International’s Global Strategy by:
- Creating a more engaging people experience
- Supporting the evolution of our workforce
- Accelerating performance, leadership and learning
- Promoting technology and process excellence
Plan International embarked on an ambitious and exciting strategic change initiative to make the organization more transparent, legitimate, and agile. Strengthening our People and Culture processes is one of the key enablers in attaining our strategic goals.
The Country Office P&C Manager will
- Understand, influence, and Interpret the Country Office strategy and Plan International Inc (PII) P&C’s Strategic Plan and priorities to develop and implement CO P&C strategic and operational plans to enhance the Country Office’s performance through our people.
- Lead and manage the P&C function in the Country Office (CO) focusing on responsive and efficient operations and targeted excellence.
- Partner with the Country Management Team (CMT) to nurture an agile organisational culture in the CO, underpinned by our values and feminist principles, change management practices, and effectiveness through our people.
- Extend HR support for around 100 staff and volunteers in Jordan.
Dimensions of the Role
The P&C Manager will report to the Country Director and will lead the P&C department to extend support and oversees people’s needs for around 100 staff and volunteers. In addition, he/ she will be a member of the Country Management Team (CMT) and responsible of providing P&C advise for the decision making purposes. Budget management responsibility is limited to the P&C area.
The Impact of this role is significant within the country. The role operates in scope of, and aligned to,
- CO Strategy
- PII P&C Strategy and Strategic Plan
- Labour Law, PII policies and procedures and industry best practices
- International assignee hosting
- CO Complexity related context: (customise as required: Low, Medium, High)
Other dimensions of the role are as follows:
- A member of the Country Management Team
- Line and budget management of the P&C department
- Managing sensitive and confidential information
- Membership in relevant networks: PII Regional and Global P&C other professional networks, Jordan International Forum, Counter Fraud Unit
Lead and manage the P&C function in the Country Office focusing on responsive and efficient operations and targeted excellence- within defined boundaries of a specialist area, which may include people, assets and/or budgets.
- Partner with the Country Director and Country Office Management Team to build a highly engaged and inspired team, and responsive and efficient operations. Achieve targeted excellence through our people.
- Operate as One Plan across the breadth of P&C specialisations. Integrate P&C work in the CO operations and programming as appropriate. Foster a culture of inclusivity, diversity, and equity in the CO.
- Adopt a culture of continuous improvement as part of the CMT– process, policies, and systems, conduct reflections and analysis with CMT of P&C KPIs for making strategic decisions and improvements.
- As a member of the CMT, support change management and initiatives required for sustainability, accountability, and quality.
- Be an active participant and contributor to the Regional and the Global P&C team (i.e., sharing of skills, ideas, and expertise)
- Promote and enrich P&C priorities to ensure successful implementation in the areas of:
- Talent Acquisition and Induction, including national staff and international assignees.
- Data Integrity and data-driven decision making, Review and action P&C Dashboard KPI data.
- Develop and/or implement PII frameworks and local labour law-compliant policies and procedures applicable to national employees and international assignees.
- Facilitate Talent Management and Succession Plan, including short and long-term succession bench strength. Contribute to cross-regional succession planning.
- Develop CO critical positions’ Workforce Plan and address the gaps.
- Employee Relations and Case Management, including robust case management, trend analysis and addressing focus areas.
- Total Rewards, Budgeting and Contracting, including Kon ferry Hay evaluation, salary scales and benefits review and update.
- Staff Care and Wellbeing practices, CO context-aligned framework, and staff health and safety practices.
- Performance Management and development plans are part of the management cadence.
- Project Management/Grants (if applicable), including contribution to project proposals as it relates to all people management aspects,
- Humanitarian (if applicable), Support the humanitarian response plans according to the Emergency Response Manual and CO Disaster Preparedness Plan. Support and provide expertise and advice to the Surge P&C Manager.
Build CO P&C capacity and capability to deliver CO strategic and operational plans, through competency assessments, learning and development, performance and talent management, workforce planning, etc. Be an active participant and contributor to the Regional and the global P&C
- Oversee Strategic Workforce planning of the CO P&C function.
- Coach, monitor and train the P&C Team to deliver on agreed priorities, in line with global P&C strategy, plans and frameworks.
- Ensure the P&C team is equipped to support national employees and international assignees hosted in the country.
- Manage the P&C Department budget. Ensure that the budget is adhered to and executed as per financial requirements.
- Represent CO in regional and in-country professional forums and networks.
Safeguarding, gender equality and inclusion
- The P& C Manager will b epart of the SG Committee at Plan Jordan and responsible of ensuring that Plan International’s global policies for Safeguarding Children, Young People and Programme Participants, 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
- A member of the CMT: collaborating with other functions ensuring that HR processes are integrated (high).
- Manage a team of two: HR OFR and HR Asst
- Part of the Regional P&C team
- Active participant of the HR Group Working Group – Jordan International Forum, and other human resources forums (medium).
- Country authorities in relations to the labour law and compliance
Technical expertise, skills and knowledge
- Minimum 7 years of progressively responsible professional experience in HR management.
- Master’s degree in Human Resources Management, Business Management or another related field;
- Excellent knowledge of Arabic and English mandatory.
- Good facilitation skills and ability to deliver induction briefing/trainings;
- Flexible work attitude and ability to work independently within a small team;
- Ability to effectively communicate with a diverse and cross-cultural audience;
BUSINESS MANAGEMENT and LEADERSHIP COMPETENCIES
- Understanding Plan International in context Business Competency, aligned to ‘We are open and accountable’ Leadership Competency, Maintaining professionalism.
- Working well together: Listening to colleagues, stakeholders, and partners with humility, sharing information and listening to their input, being open to feedback, aligned to Managing people and relationships business competency.
- Adapting and coping in challenging and changing environments
- Self-awareness, aligned with Plan International Leadership Competency ‘I see and develop myself as a leader’.
- Motivating and influencing others, and working with others, aligned to ‘We work well together’ Leadership competency, and Business Management competency ‘Managing People and Relationships’:
- Working with others, managing people, and promoting culture of equity, diversity and inclusion.
- Delivering results: Planning and managing resources, projects and partnerships for the effective and efficient delivery of results, aligned to the Leadership Competency ‘We strive for lasting impact. Ensuring a realistic budget is in place for the team and our activities, aligned with business priorities and including planned change (We are open and accountable).
P&C Technical Competencies
- Business Acumen: Ability to understand influence, and translate key business drivers, priorities, and demands of various stakeholders in a globally diverse organization.
- Customer Focus: Ability to understand the needs of various stakeholders and focus on continuously improving the stakeholder experience.
- Critical Thinking: Ability to conceptualize, apply, analyse, synthesize, and evaluate information.
- Steward of the Culture, Agility and Change Orientation: Ability to nurture and act as a champion of an agile organisational culture of high performance, inclusion, innovation, and engagement. Ability to anticipate challenges, comfortable with change and shifting priorities, able to deal with ambiguity and uncertainty.
- End to end process design: Customer and stakeholder centric design of processes rather than internal focused.
- Project Management/ Data Savviness: Strong skills in project management, people, and financial data analytics – Strong skills in project management, people and financial data analytics – analyse and communicate strategic insights and trends to influence & support business decision making for different stakeholders and audiences.
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
- We empower our staff to give their best and develop their potential
- We respect all people, appreciate differences and challenge equality in our programs and our workplace
- We support children, girls and young people to increase their confidence and to change their own lives.
Typically office environment with frequent travel to the program areas
5-10% international travel, mostly for 5-8 calendar days each, with several weeks’ notice.
Level of contact with children
Low contact: No contact or very low frequency of interaction
Mid contact: Occasional interaction with children
High level: Frequent interaction with children
Type of Role: Fixed-term job
Contract Duration: 1 year contract – renewable on a yearly basis based on performance
Reports to: Country Director
Location: Amman – Jordan
Grade: Grade E
Closing Date: 9th June 2023
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.