Talent Management Officer

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 85 years, and are now active in more than 80 countries.

ROLE PROFILE
Title    Talent Management Officer
Functional Area    Human Resources and Organisational Development
Reports to    Human Resources and Organisational Development
Location    Country Office    Travel required    0%
Effective Date    May 22    Grade    D1

ROLE PURPOSE
The Talent Management Officer provides a variety of operational and administrative support to shape and implement strategies that will help us develop and retain high-performing employees. The Talent Management Officer responsibilities include designing employee training programs, building succession plans and crafting an internal promotion process. To be successful in this role, you should have a solid understanding of full-cycle recruiting along with a strategic mindset in order to develop a skilled workforce. Ultimately, you will build a talent pipeline that aligns with our hiring needs and business objectives. Roles cover a variety of functions across our Country Office.
DIMENSIONS OF THE ROLE
•    Proactively maintains and/or develop external talent pipelines, developing systems and procedures as required to record this information.
•    Posting adverts on Plan Careers site & job boards (e.g. LinkedIn, Charity Jobs, Indeed, Relief Web) ensuring the highest level of accuracy and attention to detail.
•    Gaining a clear understanding of shortlisting criteria and using this to screen CV’s for requirements such as location and skills using HRIS (Success Factors) and recommending a Longlist to the Talent Acquisition Manager.
•    Formatting adverts (aligning font and size) and for consistency with brand guidelines
•    Support with arranging interview panel availability, setting up interviews (face-to-face & virtual) room bookings, gathering/collating interview feedback from panel members.
•    Undertake CV searches based on key criteria using the LinkedIn and Devex Recruiter tools to proactively source candidates for positions. The Talent Acquisition Coordinator will need to take steps to fully understand requirements for positions and use this knowledge and sound judgement to source candidates for these positions.
•    Updating and formatting Talent Acquisition templates and tool-kits to ensure accuracy, consistency and adherence to brand guidelines.
•    Reviewing all recruitment agency documents, ensuring T&C’s are signed and all compliance documents are in place. Where gaps are identified, to contact external agencies to request and update key documentation.
•    Maintain relevant databases and records and undertake filing of TA documents as required.
•    Contributing to wider HR and TA projects. This could include tasks such research, developing and updating systems and data input and checking.

ACCOUNTABILITIES
Budget: No budget oversight        Staff Numbers: None
•    Work duties, activities and tasks are compliant with defined TA / Plan processes and procedures.
•    All adverts posted (internal/external) are accurate, correctly formatted and within brand guidelines
•    Communication with internal stakeholders and external candidates (e.g. interview invites & feedback request) are professional and accurate (e.g. spelling, grammar, punctuation, tone etc.)
•    Design and deliver employee training programs (e.g. individual, team, skill-based and management training)
•    Develop mentoring and coaching sessions for employees
•    Build succession plans
•    Design employee promotion policies
•    Discuss career-pathing options with high-potential employees
•    Boost employee morale by implementing performance-based bonuses
•    Conduct skills gap analyses to determine personnel needs
•    Create organizational charts and define each position’s responsibilities
•    Organize quarterly and annual performance review sessions
•    Manage department’s budget
•    Calculate employee engagement metrics, like retention and turnover rates
•    Perform benchmark analyses of compensation and benefits
•    Provide team members with direction for leadership and development initiatives
•    Oversee sourcing and hiring procedures to ensure we attract and select high-potential employees
KEY RELATIONSHIPS
Internal
•    HR team/ All staff
•    Country management / leadership teams.

External
•    Recruitment/sourcing agencies.
•    Candidates.

TECHNICAL EXPERTISE, SKILLS AND KNOWLEDGE

Knowledge and Experience
•    At least 5 years relevant working experience;
•    Excellent technical knowledge of general HR areas as indicated by the duties above;
•    MBA or equivalent with a Diploma in HR preferred;
•    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.
•    Fluent written and spoken English.
•    Experience of using an Application Tracking System (ATS) and/or HRIS (desirable).
•    Experience working with various job boards (i.e. LinkedIn, Relief Web) (desirable).
•    Experience of producing materials that will be published externally in line with brand guidelines.
•    Experience of working in a HR or Recruitment position (desirable).
•    Experience of working in a position with multiple demands and competing priorities.
•    Experience of working in an environment which involves handling confidential information and understanding of the importance of this.
•    Hands-on experience implementing learning and development programs
•    Knowledge of compensation and benefits packages
•    Experience with performance management procedures
•    Familiarity with Candidate Management Systems and Human Resources software
•    Thorough knowledge of labor legislation
•    Excellent verbal and written communication skills
•    Leadership abilities
•    BSc/MSc in Human resources or relevant field
•    Additional certification (e.g. CIPD or SPHR) is a plus

Skills
•    Collegial and reliable team player, you are likely to enjoy an environment where collaborative team work is strong, with opportunities to contribute more independently, e.g. on project work.
•    Strong customer service delivery skills – you know what excellence looks and sounds like.
•    Experience of planning, organising and scheduling a variety of activities and tasks, sometimes with competing demands for your time and urgency – with strong attention to detail.
•    Excellent IT skills including proficient in MS Excel, Word and Outlook.
•    Ability to understand a detailed brief or set of requirements and then work independently to deliver it..

Behaviours
•    Keen interest in the International Development / Humanitarian Sector.
•    Proactively engages with others.
•    Strong solutions focused collaboration.
•    Remains resilient, calm and positive under pressure and in difficult situations.
•    Aware of impact on others and adjusts behaviour accordingly.
•    Contributes to a workplace which respects difference, tolerance, diversity and inclusion.
•    Cultural sensitivity in relation to impact on HR activities.

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
PHYSICAL ENVIRONMENT
Office based environment
LEVEL OF CONTACT WITH CHILDREN

Low contact: No contact or very low frequency of interaction

Location: Yaounde

Closing Date: 02-04-23

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.