Talent Acquisition Manager (Interim) at Plan International

Plan International is an independent development and humanitarian non-profit organisation that advances children’s rights and equality for girls. We support children’s rights from birth until they reach adulthood, and enable children to prepare for – and respond to – crises and adversity. We believe in the power and potential of every child, but know this is often suppressed by poverty, violence, exclusion and discrimination.

We are recruiting to fill the position below:

Job Title: Talent Acquisition Manager – International and Grants Programmes (Interim)

Location: Nigeria
Travel required: Up to 20%
Functional Area: Talent Acquisition
Reports to: Head of Talent Acquisition
Effective Date: December 2021
Grade: 4
Type of Role: 12 month fixed term contract

The Opportunity

• This is an exciting opportunity to join the Global Talent Acquisition team in an operationally and strategically important role, helping to ensure Plan International has the right people to meet our strategic agenda for children especially girls. 
• You will be responsible for the resourcing of talent for key Mission Critical and hard-to-fill positions within the organization.
• Your role will be varied, including leading and driving process excellence, active sourcing and pipelining of talent, overseeing selection processes, ensuring our processes are inclusive and accessible and developing tools, templates and training to support improvements, efficiency and the upskilling of staff and managers.

Role Purpose

• This post is key in terms of both operationally and strategically supporting and developing Plan’s International and Grants talent acquisition objectives, ensuring the robust sourcing and resourcing of talent for key Mission Critical and hard-to-fill positions within the organization worldwide.
• This role is responsible for leading and driving process excellence and overall management of Plans International and Grants resourcing activities including the active sourcing and pipelining of talent; oversight of selection processes; driving process improvements and development of tools, templates and training to support improvements, efficiency and upskilling of HR staff and managers as required.
• For Grants Programme recruitment specifically, the Talent Acquisition Manager is also responsible for educating and training the wider organization in the different stages of recruitment tasks, including budget setting and proactive approaches to talent acquisition.
• The International and Grants Talent Acquisition Manager will also support Plan International’s overall Talent Acquisition strategy and operate as an active member of the Talent Acquisition team, undertaking project work, sharing ideas and responsibilities as demands in talent acquisition dictate.

Dimensions of the Role
Overall:

• To co-ordinate recruitment kick-off briefings with key stakeholders to agree and define the resourcing process and strategy, roles and responsibilities, ‘Ready now successors’, clarity on the complexities of the current country context and risk mitigation.
• To create and maintain robust selection criteria throughout the different stages of the recruitment process in line with any specific requirements scoring criteria (e.g. for Donor requirements).
• To drive momentum throughout the recruitment campaign, liaising with key stakeholders to ensure timelines are adhered to, addressing any road blocks and reducing time to hire in line with KPI’s.
• To compose attractive, engaging adverts and written materials for prospective candidates throughout the process, building brand engagement and maintaining a professional image.
• To ensure a positive end to end service offering is given to all candidate applications as best practice.
• When required, to provide training to Hiring Managers and interview panelists, ensuring they have the skills and competence to screen and select candidates for the roles they are shortlisting.
• To engage with external networks and connections to build the reputation of Plan International and talent pipelines for future roles.
• To build knowledge of the International Assignments Manual and to work with the Reward Manager to ensure our packages remain competitive and to negotiate offers with the identified candidate ensuring an attractive offer is made, maintaining overall compliance and parity across the organization.
• To support the continued improvement of Plan International’s current recruitment system to achieve operational excellence in talent acquisition; working with the recognized TA tool (HRIS/Success Factors) to ensure the organization has a system which is fit for purpose and can be continually improved in the future.
• General recruitment coordination/administration, inclusive but not limited to: Creating and drafting job descriptions, adverts, interview question templates, scoring matrix, contract offers, updates on HRIS, filing in line with GDPR, new starter information and interview feedback.

International Talent Acquisition:

• To manage and co-ordinate the end to end recruitment process for key Mission critical and international recruitment.
• To co-ordinate recruitment kick-off briefings with key stakeholders to agree and define the resourcing process and strategy, roles and responsibilities, clarity on the complexities of the current country context and risk mitigation.
• To work with Regional Directors, Director of Sub Region’s and Country Directors to develop clear role profiles ensuring that they reflect specific role, country requirements and country complexities.
• To work alongside Performance, Organizational Learning and Leadership (P,OL&L) and Regional HR Business Partner’s in ensuring the succession plan is actively engaged with and utilised, gaining intelligence on internal candidates and ensuring a feedback loop is maintained throughout the year for Country Director positions.
• To create and build upon the ‘International Recruitment toolkit’ and communicate the toolkit to regional HR Business partners, Regional and Sub-Regional Directors within the organisation.
• Grants Programme Talent Acquisition
• To work with the Global Hub Finance team to ensure that all grant proposals over £5 million at FAD stage 1, have budgeted in full for any international recruitment positions ensuring all costs are fully re-chargeable to the Grant and in line with the donor requirements
• To manage and co-ordinate alongside the National Organizations, Country Office HR and Regional Office HR business partners the end to end recruitment process for key grants personnel positions both at pre-solicitation and FAD 1-3.
• To advise and facilitate the National Organisations communicating with the Country office team (specifically Country Director and Country Office HR) as early as possible when pre-positing themselves in bidding for a specific Grant.
• To ensure the Grants recruitment process is followed, checks and balances are reviewed and adhered to throughout the FAD process.
• In conjunction with National Organizations and Country offices, facilitating the sharing of knowledge in identifying talent for key personnel grants roles across regions, creating and maintaining a pipeline of candidates for future opportunities when bidding for new Grants opportunities.
• To facilitate the completion of the inception phase of the programme by ensuring key personnel are on-boarded by Global Hub People & Culture, National Organization and Country Office HR on time.

Accountabilities
Overall:

• Providing strategic and operational support of key/mission critical roles (current and anticipated) and key personnel Grant positions. Ensuring the proactive pipelining, sourcing and pre-selection of candidates in order to provide high calibre talent shortlists and support to hiring managers to reach effective and timely recruitment decisions.
• Actively supporting gender diversity and inclusion within all recruitment activities.
• Actively network across the INGO sector to share knowledge and developments in talent acquisition approaches.
• To develop and roll-out tool-kits, guidance and training for International and Grants recruitment. This is inclusive of process flows, templates, roles and responsibility and TA policy to specific stakeholders within the organization.
• To fully understand the international assignments manual and ensure those appointed receive a rewards package in line with policy. Additionally, to make certain that parity issues are actively considered and addressed across roles and regions.

International Talent Acquisition:

• Joint ownership of Talent KPI’s, including targets for internal appointments from succession plan and reduction in time to hire for mission critical appointments.
• Partnership working with P,OL&L, People & Culture and the Regional Leadership Team in relation to succession planning. This includes definition and communication of protocols for interviewing and feedback of those on succession plan and working to facilitate ready-now successors moving into new positions.
• Building a pipeline of talent as part of proactive talent acquisition activities including headhunting to ensure that we are able to respond to organizational requirements in a timely manner and with well qualified, credible, engaged candidates.

Grants:

• To support Plan International to build a pipeline of high performing key grants personnel. This will also include developing an efficient tool/method to populate and maintain a robust talent database for key grants roles.
• Provides reports on resourcing for grants related projects to ensure effective and prompt service.

Other:

• Work closely with the Head of Talent Acquisition to gain an oversight into other Talent Acquisition challenges and provide support to initiatives across the department.
• Ensures compliance with relevant Plan International, Inc. policies and practices.
• To provide data and examples for monthly reporting
• Ensures that Plan International’s global policies for Safeguarding Children and Young People and Gender Equality and Inclusion 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.

About You

• An experienced internal recruitment specialist you will ideally have worked on a multi country, regional or global basis.
• Customer focused, you will have excellent negotiation and influencing skills with the ability to act as a ‘critical friend’ to the organization.
• This is a busy role and your ability to prioritize (and deprioritise!) across a variety of commitments and competing demands will be imperative.

Technical Expertise, Skills and Knowledge
Knowledge and Experience:

• Resourcing specialist with extensive end-to-end recruitment experience in an in-house environment.
• An understanding of how to attract diverse talent and how to ensure inclusion and accessibility throughout the recruitment process
• Demonstrable experience of sourcing for grants funded positions in an INGO environment would be highly desirable.
• Knowledge of legal rules and regulations associated with recruitment
• Fluent written and spoken English. Knowledge of French and/or Spanish an advantage
• Demonstrable experience of talent resourcing in an international environment highly desirable
• Proven experience of effective people database planning.
• Experience of using an Application Tracking System (ATS).

Skills:

• Well-developed negotiating and influencing skills developed in a track record of successful hires
• Customer focus with gravitas to act as being accepted as a ‘critical friend’
• Ability to prioritize well and effectively between competing demands and challenging timelines
• Strong planning and analytical skills
• Excellent IT skills including MS Excel and Word.

Behaviors:

• Excellent interpersonal skills
• Proactively uses own initiative to implement improvements
• Strong solutions focused collaboration
• Remains calm and positive under pressure and in difficult situations
• Strong team player
• Willing and able to see the ‘bigger picture’ and provide advice based on the best interests of the organisation
• Aware of impact on others and adjusts behaviour accordingly
• Actively motivates self and others to contribute to an organisational culture that promotes diversity, equity and inclusion
• Cultural sensitivity in relation to impact on HR activities

Key Relationships
Internal:

• Regional Office HR
• Regional Directors and Directors of Sub Regions
• Senior Leadership Team
• National Organisations
• Country Office HR
• People & Culture team
• Rewards Team
• Global Hub Finance – Grants.

External:

• Peer agency counterparts
• Resourcing agencies.

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.

Level of Contact with Children:

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

Grade

• We will be happy to disclose the salary and applicable benefits to applicants as part of this process, however, please kindly note that this will vary according to the location of the appointed candidate and therefore it is not possible to include full details here.
• As an indication if this role was based in the Global Hub office in the UK the salary would be circa £45,000 per annum.

Application Closing Date
Friday; 31st December, 2021.

Interview Schedule
First stage interviews will take place on the 5th / 6th January, 2022 and applicants must be available to start in February 2022.

How to Apply
Interested and qualified candidates should:
Click here to apply online

Note

• 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.