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.
ACCOUNTABILITIESPeople 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.
Culture Strategy
- 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.
Organization Development
- 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 PRACTICEWe 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
Early application is encouraged as we will review applications throughout the
advertising period and reserve the right to close the advert early.
A range of pre-employment checks will be undertaken in conformity with Plan
International's Safeguarding Children and Young People policy.
As an international child centred community development organisation, Yayasan
Plan International Indonesia is fully committed to promoting the realisation
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.
Yayasan Plan International Indonesia 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. We must not
contribute in any way to harming or placing children at risk. Equality,
diversity and inclusion is at the very heart of everything that Plan
International stands for. Our organisation 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 will provide equality of opportunity and will not tolerate discrimination on
any grounds. We foster an organisational culture that embraces and exemplifies
our commitment to gender equality, girls’ rights and inclusion while supporting
staff to adopt good practice, positive attitudes and principles of gender
equality and inclusion.
