Yayasan Plan International Indonesia is presently implementing its country strategic 4 (CS 4) covering fiscal year 2017 to 2022, where the country objective has been defined as “to identify and facilitate the removal of obstacles that prevent children from enjoying their rights and participating fully in Indonesian society”. The organisation’s purpose is to “strive for a just world that advances children’s rights and equality for girls”. This goal will be achieved by providing technical support and implementing quality programs and projects through partnership. An effective and efficient communications strategy is a must for Plan Indonesia to share the outcomes of these projects to influence different actors, specially state authorities and to position Plan’s profile within and outside at different levels – starting from community, sub district, district to national, regional and international levels. Yayasan Plan International Indonesia invites highly competent, experienced and committed professionals to fill the following position :
People and Culture Manager
ROLE PRPOSE
Plan International is an independent organisation, whose purpose is to strive for a just world that advances children’s rights and equality for girls.
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.
Currently Plan in Indonesia is undergoing a transition from being an INGO to a full-fledged national Yayasan, Yayasan Plan International Indonesia.
Yayasan Plan International Indonesia (YPII) is presently continuing to implement Plan country strategy, where the country objective has been defined as “to identify and facilitate the removal of obstacles that prevent children from enjoying their rights and participating fully in Indonesian society”. At the same time, Plan International’s Country Office in Indonesia is in transition to become an independent national entity and full member of the Plan International Federation. Yayasan Plan International Indonesia (YPII) has been established in mid-2017 and fully operational since 2018 and is the entity that will be transitioned to be a National Office, a full member of PII family.
Apart from the transition to become a full member, YPII is also undergoing a transformation process that include people transformation as well as human resource transformation as department. Therefore, it is important to have a strong team in People & Culture to lead the development and managing the people transformation of our staff.
DIMENSIONS OF THE ROLE
- Provide strategic and operational leadership to the HR function, positioning it as a key business partner in the areas of Staffing & Recruitment, Talent & Performance Management, Reward & Employee Relations, Organizational Development and Change Management.
- This position will champion strategic initiatives connected to People, Learning & Growth, with the objectives of attracting, developing, and retaining capable staff; strengthening staff care (wellbeing) and resilience; and cultivating accountable & agile organizational culture.
- Managing the People & Culture department to ensure that People& Culture functions well and integrated with other departments in YPII.
- Promote gender diversity and disability inclusion through organization design, talent management and leadership development at all levels.
- This position is a member of the Extended Country Management Team (ECMT). The ECMT is expected to role model leadership behaviours that are aligned with organizational core values and set a positive tone for the organizational life and culture that are fit for purpose, and support the achievement of organizational vision, mission, and strategic objectives.
ACCOUNTABILITIES
People Strategy
- Provide guidance and input to the CMT in the development and execution of the country strategy, in alignment with the regional and global strategic priorities.
- Develop a people and culture strategy to fully support the Country Strategic plan and the program approach.
- Design, develop, implement, and evaluate manpower plans and policies in line with the strategic direction of the organization.
- Lead the monitoring and reporting of people and culture metrics related to Staffing Recruitment & Retention, Talent Development, Performance Management, Employee Engagement and Organizational Leadership.
- Establish a work environment that helps people contribute and collaborate at their full potential
- Develop implementation strategy to better uphold organization values and continually make organization culture improvements.
- Examine the leadership styles found throughout an organization and ensure all managers rely on leadership practices that match the organization values.
- Develop better “employee journey” by review hiring practices, employee handbooks, orientation programming and conflict resolution policies that reinforce the organization values.
- Identify and advise CMT on suitable organization value in which meet with organization vision, mission, strategy, and direction; and develop implementation plan to support the organization’s values.
- Develops people management systems that encourage staff to behave consistently with desired organization value included integrating organization value into performance management and job design
- Advise CMT on suitable organization structure.
- Manage implementation of the organization structure including update employment contract.
- Support the design and or redesign job description according the desired of organization design and align with Plan International job family.
- Manage local job evaluation system and ensure that all positions are evaluated on a regular basis
Management Employee Development
People planning
- Coordinate with other dept. and maintain the optimal man-power planning number (including employment contract status) and distribution of staff within country
- Ensure policies, systems and procedures are well established for acquisition, prepositioning and retention of a diverse and talented workforce with required competencies, mindsets and behaviours required for realization of country strategy.
Performance Management System
- Management of the annual talent processes including performance management, individual development plans, talent reviews, succession planning and high potential development.
- Integrates the performance management system with the Country Strategic Plan and the learning and development strategy to ensure that staff behaviour consistent and coherent with Country Strategic Planning
- Provide support and training to all staff on managing performance.
- Follow up on performance issues and on training and development needs
- Monitor performance to spot high potential staff.
- Work with managers to develop career plans of their staff.
Training and development:
- Develop and implement organizational learning and development strategy including capacity building plan that supports organizational design.
- Lead and/or design training and development materials and selects appropriate delivery methods and media which can be used to effectively build the capacity of staff
Management Personnel Administration
- Ensuring the overall staff journey (i.e. recruitment process, placement and induction, learning and development, performance appraisal, leaver process, etc.) were done to a high standard
- Conduct periodic surveys (i.e., compensation benchmarks & employee climate surveys) to keep abreast with the development job-market dynamics, staff aspirations and organizational morale
- Supplies accurate advice on appropriate organizational procedures and relevant employment legislation including performance management and development and the application of disciplinary and grievance procedures where appropriate.
- Ensure maintenance of updated information on staff salaries & benefits, and income tax calculations in compliance with laws and regulations.
- Ensure all staff are aware of and adhere to the Safeguarding Policies, Conflict of Interest and Code of Conduct.
- Ensure that any conflict, grievance, disciplinary, child safeguarding, and harassment cases are effectively managed.
- Build capacity of People and Culture team, including structure, people, and systems, to deliver quality services and duty care of wellbeing to all staff.
- Ensure mandatory induction for new staff is completed and refresher induction course is schedule on regular basis.
Other Tasks:
- Promote a customer centric culture in the People and Culture function as well as other departments, ensuring professionalism and accountability in delivering services to staff, leaders and partners.
- Provide overall leadership and technical support to the People and Culture team, coaching and mentoring the team through individual and team meetings to support their professional growth and development.
- Perform other related duties as requested by Operations Director and Executive Director.
KEY RELATIONSHIPS
Internal
- Operation Director: Progress report on People & Culture business as usual and related People and Culture projects
- Executive Director: Coordination on employment contract and other essential document that require Executive Director approval or acknowledgement
- Senior Grants Accountant: Coordination and collaboration on cost recovery standard for Grants in relation with salary and timesheet.
- Program/Project Manager: Coordination and collaboration on the recruitment and management of employment contract
- Program Development Manager & Corporate Fundraising Manager: Coordination and collaboration on budget proposal development especially on the staff resources, allocation, and cost structure
- Supervisory position: Coordination with supervisor level on staff development from assessment, development, and monitoring progress
External
- Relevant government office
- Recruitment agency
- Training providers
- Consultancy providers
- Other HR network
TECHNICAL EXPERTISE, SKILLS AND KNOWLEDGE
Essential
- Bachelor’s or Master’s degree in Business Administration or Human Resources or related field
- At least 6 years relevant post qualification with supervisory experience, preferably in international organizations, INGOs and/or bilateral organisations preferably within the development & humanitarian context.
- A broad, extensive understanding of HR functions including Staffing & Recruitment, Talent & Performance Management, Reward & Employee Relations, Organizational Development and Change Management.
- Advance English speaking and written skills.
- Strong analytical thinking and problem-solving skill
- Ability to work in a multidisciplinary and multicultural environment
- Knowledge of national and local labor and employment laws and regulations.
- Good communication skills, appropriate to the audience
- Strong management skills
- Strong team-building and motivational skills
- Strong negotiating, facilitating and influencing skills
- Tenacity and perseverance to successfully deliver on priority outcomes
Desirable
- Have skill or experience in Project Management.
- Know-how of HRIS (Human Resource Information System) softwares and digital applications.
- A proven record of developing people in a cross-cultural setting within highly agile environment, and experienced in balancing a drive for results with people-centred service
PLAN INTERNATIONAL'S VALUE IN PRACTICE
We are open and accountable
We create a climate of trust inside and outside the organisation by being open, honest and transparent. We hold ourselves and others to account for the decisions we make and for our impact on others, while doing what we say we will do.
We strive for lasting impact
We strive to achieve significant and lasting impact on the lives of children and young people, and to secure equality for girls. We challenge ourselves to be bold, courageous, responsive, focused and innovative.
We work well together
We succeed by working effectively with others, inside and outside the organisation, including our sponsors and donors. We actively support our colleagues, helping them to achieve their goals. We come together to create and implement solutions in our teams, across Plan International, with children, girls, young people, communities and our partners.
We are inclusive and empowering
We respect all people, appreciate differences and challenge inequality in our programmes and our workplace. We support children, girls and young people to increase their confidence and to change their own lives. We empower our staff to give their best and develop their potential.
PHYSICAL ENVIRONMENT
Based at Country Office in Jakarta with at least 30% travel to projects areas, government offices and partner organization both in office, on the field and during humanitarian settings.
LEVEL OF CONTACT WITH CHILDREN
Low contact: No interaction with children
All applications will be treated in confidence. Only short-listed candidates will be notified and invited for interviews. Please submit your letter of application and detailed curriculum vitae in English by click https:// tinyurl.com/PandCManagerPlan2022 now not later than March 14, 2022
