The position holder will be responsible in implanting the HR and OD department implement its Talent and Performance Management strategy by driving PIEs staff development and performance management practice, oversee its implementation and assess the outcomes.The position holder will be responsible to coordinate, lead, manage PIE to effectively meet its capacity building objectives, coordinate organizational training initiatives and performance improvement and knowledge management. 

MANAGEMENT SCOPE, REPORTING LINES, KEY RELATIONSHIPS

Reports to: Ethiopia, Head of HR/OD 

Direct reports: None 

Matrix Reports: Database Officer 

Key relationships 

Internal: The job holder has a close working relationship internally with the following departments and/or functions: 

• All Line Managers: For training needs assessment, training delivery, performance management. 
• Field Area Manager: For capacity development intervention and performance management. 
• Region, Learning and Development Team: To provide functional support. 
• All PIE staff 

External: The job holder has a close working relationship externally with the following departments and/or functions:

• HR network groups: For experience sharing and best practice
• Training firms and institutes: To bring expertise for outsourced capacity development program 
• Other similar NGO’s: For best practice visit and experience sharing 

LEVEL OF CONTACT WITH CHILDREN

• Low contact: No contact or very low frequency of interaction 

PHYSICAL ENVIRONMENT

• the position is typical office environment 35% travel in PIE’s programming areas

ACCOUNTABILITIES AND MAIN WORK ACTIVITIES

Plan has a performance management and accountability matrix SOP. Every position holder is expected to adhere to the SOP and review and review her/his responsibility against the accountability matrix.

Capacity Development (40%)

• Assist the Head of HR&OD in the development and implementation of training objectives, strategies, policies, and programs. 
• Identify relevant current and future capacity development needs based on development plans, annual performance appraisal results, and in consultation with managers
• Coordinate the development and administration of organization training and development programs that inculcate PI values and bring desired organizational culture.
• • Ascertain the capacity development programs delivered are effective and use a wide variety of latest training methodology.
• • Facilitate in-house tailored training in collaboration with different selected employees and their supervisors
• • Propose relevant training topics (How to use HRIS to Supervisors, Core HR training for Field HR staff and other relevant topics), Develop training materials (If necessary), facilitate and conduct different training and development programs
• • Coordinate and Conduct training impact assessment using effective impact assessment tools. 
• Update the induction formats and induction work books as needed and evaluate the proper delivery of induction and orientation sessions and prepare TOT programs for the focal persons.
• Monitor and evaluate ongoing or completed staff development/training program’s effectiveness and success 
• Maintain useful training evaluation data, including documentation of lessons learned and ensure future initiatives have incorporated in this learning
• Coach and advise managers and supervisors who are involved on employees learning and development
• Maintain a keen training trends, best practices and put lesson learned for future use
• Design and deliver online training solutions or innovative kind of training. 
• Document and report training and development provided. 
• ensure PIE Policy and procedures awareness session is conducted in every one months for all PIE employees 
• Ensure all new joiners take Mandatory Training- within 5 days of new joiners joins PIE and track the report from HRIS for analysis 
• Ensure brief Induction is conducted for new joiners within two weeks of new joiners joins PIE
• Ensure overall induction with CLT/Head of departments and Thematic area Leads in Every one Month to welcome new joiners and to familiarize with Plan working environment, policies and procedures.
• Track the mandatory course completion report on weekly base and remind for staff didn’t complete the course 
• Organize Induction as per the Recruitment SOP 

Performance Management and Succession Planning (40%)

• Coordinate staff performance management process and ensure that annual performance evaluation cycles are completed successfully and on time by Line Managers.
• Recommend up to date performance management practices to be included in the performance management system in place. 
• Provide feedback to Supervisors on gaps identified on IAP and Review practices to ensure quality of the performance practices and that of the organisation.
• Facilitate and if necessary, conduct effective hands-on training on Plan performance management practice to staff and managers.
• Coordinate system training (HRIS) for performance and time recording (timesheet) 
• Produce reports on IAP and Performance status reviews
• Support line managers in succession planning preparation and course of actions to implement the succession plan.
• Make sure the succession plan of line managers is aligned to PI policy.
• Include Succession planning basics part of capacity development program for line managers.
• Ensure the succession plan is in line with PA and linked to training and development 
• Assist staff to analyze performance issues, develop and conduct needs assessments and design appropriate training solutions.

Financial responsibility (10%)

• Assist the HR head in budget proposal and preparation to ensure the capacity development task is well funded. 
• Make sure the capacity development budget allocated is efficiently and effectively utilized.
• Coordinate the preparation and management of training and development budget by Line Managers.
• Follow up continuously the capacity development budget utilization by Departments/Functions/Units and alert underutilization.  

Report Writing and other (10%)

• Prepare quality annual capacity development report for different stakeholders.
• Prepare quality budget utilization report, succession planning report, and performance management system report and any other related to the role 
• Prepare other important and need based reports from HRIS system
• Conduct analysis based on different reports prepared and forward implementable recommendations on areas of capacity development, budget utilization, succession, performance management practice and other relevant topics. 
• Perform other relevant duties and as assigned (of a similar nature of related in the interest of the organization.
• Implement data protection policy.

Human Resource Information Management System (HRIS) and Digital innovation.

• Provide training for hiring managers and HR&OD team on how to use HRIS for Position request, online PRF, recruitment purpose, time recording and leave management 
• Ensure all Plan International employees hired on HRIS system and updating staff data frequently based on staff movements (transfer, promotion, demotion) 
• Ensure Plan International Ethiopia organizational structure uploaded on HRIS system and update the structure on HRIS when there is change on the structure
• Produce different report from HRIS system for example objective setting report, development plan report, interim assessment report, annual appraisal report, updated staff data report, leave management report, emergency contact address report, dependant list report and present analysis
• HRIS system administrator role for Plan International Ethiopia
• Coordinate the effective utilization of HRIS by all staff and specifically for online mandatory course, time charging and Performance assessments, leave management 
• Managing time sheet on HRIS/EC, uploading salary WBS, supporting staff on time sheet management
• Follow up and update the position and recruitment approval workflow on HRIS based on the movement of approvers 
• Terminate staff from HRIS when the staff is resigned, Contract end and dismissed 
• Be the focal person to work along with HR in HR related Digital projects

Employee Engagement and Culture. 

• Understands and puts into practice the actions listed in the engagement and recognition SOP and Gender and Inclusive Guideline. 
• Responsible to implement communications, events and engagement plan. 
• Work with Head of HR and OD for improving the Employee Engagement Index across PIE.
• Work with Head of HR and OD for culture initiation programme.
• Safeguarding Children and Young People (Safeguarding) and Gender Equality and Inclusion (GEI)
• Understands and puts into practice the responsibilities under Safeguarding and GEI policies and Plan International’s Code of Conduct (CoC), ensuring that concerns are reported and managed in accordance with the appropriate procedures.
• Ensures that all staff signed safeguarding policies;
• Implement Plan International’s global policies for Safeguarding Children and Young People and Gender Equality and Inclusion are fully embedded in day to day work.

Job Requirements

Qualifications/ experience essential:

• Education: Degree level or equivalent vocational study in fields such as Management, Human Resource Management 
• At least 5+ Years of relevant experience out of which 3 years on a senior level experience (not necessarily gained in an NGO or INGO) or demonstrated equivalent combination.
• Previous experience working as a Training Coordinator role is required
• Ability to communicate effectively
• Proficient using Microsoft Suite 
• Ability to effectively organize and manage multiple training initiatives.
• Experience providing full-scope training materials, from analysing needs to lesson planning, development and implementation.
• Experience creating yearly training plans and materials for all departments 
• Excellent skill in presentation, facilitation, coaching and creative thinking. 

Languages required:

• Fluency in English language is essential
• In addition to Amharic other local Knowledge of Local Languages is a desirable 

How to Apply

The closing date for the application in 19 May 2022. Qualified candidates should submit the application using the link provided below:

https://jobs.plan-international.org/job-invite/43448/

This position is only open to Ethiopian Nationals, who must be eligible to live and work in Ethiopia.  

More information about Plan International can be found on http://plan-international.org  

References will be taken and background and anti-terrorism checks will be carried out in conformity with Plans Child Protection Policy. Plan operates an equal opportunities policy and actively encourages diversity, welcoming applications from all persons meeting the skills and experience required.

As an international child centered community development organization, Plan International is fully committed to promoting the realization of children's rights including their right to protection from violence and abuse. That means we have particular responsibilities to children that we come into contact with.

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 organization, do everything we can to keep children safe. We must not contribute in any way to harming or placing children at risk.

Female applicants are highly encouraged to apply.