Human Resources Officer Vacancy-Job Ref: JKMZPLAN/3011/2020103

Human Resources Officer Vacancy-Job Ref: JKMZPLAN/3011/2020103

Maputo (Mozambique)

JOB DESCRIPTION

Plan International is a rights-based development and humanitarian organization working for better lives for all children. We are independent of government and have no political or religious affiliation. Our purpose is to strive for a just world that advances children’s rights and equality for girls. We have been building powerful partnerships for children for more than 80 years, and are now active in more than 70 countries.

Our global strategy has a specific focus on girls, as they are often the most marginalized and most often left behind. We have committed ourselves to the ambitious target of reaching 100 million girls over 5 years, to ensure they can learn, lead, decide and thrive. This is our contribution to reaching the sustainable development goals, and in particular the goals on gender equality. Our organization is transforming itself to meet this enormous challenge everywhere we work. We need bold, forward-thinking and innovative individuals to lead our country operations, driving change and delivering results that will allow us to reach our target of 100 million girls.

In Mozambique, we are working to eradicate early marriage and early pregnancy through projects that focus on adolescent girls in Inhambane, Sofala, Nampula and Cabo Delgado provinces where Plan may operate in future. These projects are programmed along our three strategic pillars: Girl Education, Sexual Reproductive Health Rights, Youth Economic Empowerment and climate change. Our work is gender transformative and includes influencing work at national and subregional level.

ROLE PURPOSE

The role of the Human Resource officer is to provide operations support within the HR&OD department to deliver end to end transactional HR services.
Working under the general direction of the HRBPOD, s/he will coordinate delivery of end to end transactional HR Services for recruitment, orientation, benefits administration and contract management in line with set HR policy, procedures and practices as well as supporting the implementation of assigned projects.
The HR Officer will act as the key HRIS system administrator (SAP and Primavera), ensuring that data in the system is accurate and up-to-date at all times and HR transactional services are updated in the system accordingly.

Dimensions of the Role

Provision of HR services support for the CO for benefits administration, recruitment and on-boarding and orientation, and contract management.
Coordination support to CO on performance management and learning and development
Support to benefits administration for international staff in the CO
Coordination of HRM reports for recruitment, staff complement, Learning and Development and performance management in CO
Support to implementation of HR projects.
HRIS system administrator role for CO
Accountabilities (but not limited to)

Recruitment – coordinates recruitment support services to ensure HR delivers effective recruitment support to line managers according to agreed standards and timelines
On-boarding and staff orientation – On-boards in-coming staff onto Plan systems including HRIS, payroll and all relevant benefits. Working with line manager, coordinates a comprehensive orientation programme for all new staff ensuring a sign-off on orientation with staff
Benefits administration – supports access to benefits for staff and maintains up-to-date records on usage. Supports access to benefits for international staff clearance needed from the HR office and keeps an updated log of all international staff benefits.
Contract administration – maintain an oversight on contract periods and initiates discussion on extension review through line managers. Supports preparation of pay actions that require approval for payroll implementation, including pay increments, allowances e.t.c.
Performance management – Supports coordination and capacity building staff and line managers to use performance management system and guidelines to improve individual performance to deliver organizational objectives.
Learning and development – Coordinates the CO staff training calendar.
Introduces new staff to HRIS and their use of the system to manage their objectives, learning, time and annual leave.

Ensures all new staff has access to the HR manual and relevant updates on their benefit usage.
Produces/collates reports monitoring HR metrics/trackers for recruitment, staff complement/turnover, Learning and Development and performance management in CO
Follows up on HR audit reports and effects agreed solutions on staff data and information management.
Administers online recruitment through the HRIS recruitment module.
Project Delivery – provides execution follow through on assigned HR related projects.
Child safeguarding and youth Policy Implementation for CO – acts as the Child Safeguarding and Youth champion for the CO and coordinates follow through and implementation of the set action plan for the CO.
Perform any other duties within the scope of this position as assigned by the supervisor

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.

Key relationships

Internal:

HRBPOD.
Line managers and supervisors within the CO are sources of information of the business practicalities and key to the implementation of cost-effective people management in the delivery of Plan’s work;
PAs Administration Secretaries and Receptionists;
Country Office colleagues provide information about work priorities to assist personal work-planning
External:

Other INGO HR staffs especially those operating within Mozambique.
Government ministries / local authorities to deal with legal / migratory issues around employment of international staff.
Technical expertise, skills and knowledge

Essential

A Bachelor’s degree in Human Resources Management, organisation development, Industrial Relations or related field
Demonstrated relevant progressive experience in similar posts with International NGO
Deeper understanding of the various HR Policies, Procedures and Practices
Excellent technical knowledge on general HR areas as indicated by the duties above
Knowledge of organisational development to support a changing program, an advantage
Excellent written and spoken English skills
Proven skills in the full range of general HR needs including data management, recruitment, pay and employee relations is essential
Communication – excellent negotiation and influencing skills in multicultural contexts
Strongly drives performance forward in an area of the business for which they are responsible together with the team
Develops mutual trusting relationships with complex partnerships that have excellent business outcomes
Sets 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
Tolerant of difference – cultural sensitivity in relation to its impact on HR

Desirable

Experience in Emergence Response
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.

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