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The ARO Regional Office is recruiting for a Regional HR&OD Partner for the Asia Region.
Job summary:
This is a local contract based in Manila or Bangkok and therefore we are looking for someone who is based in the Philippines or Thailand with the legal right to live and work there. For an exceptional candidate, a work permit may be available but please note that the position is being offered on local terms and conditions of employment.
Dimensions of Role:
Provision of HR business partnering support to senior management in the region, including the Regional Director, Deputy Regional Directors and Country Directors.
Technical support to and capacity building of HR & OD Managers and teams in the Country Offices across Asia, including leadership of the regional HR&OD network for Asia.
Responsible for the development and implementation of a regional HR&OD strategy for Asia, ensuring that Plan International’s programs in the region have the right people with the right skills, at the right time and the right cost.
Responsible for the performance of the regional HR&OD function and the leadership, management and direction of the Regional Office HR&OD team members.
Responsible for working with leaders on the effective roll out of global HR & OD initiatives, policies and procedures, and change in all Country Offices in the region.
Input into development of global HR & OD initiatives, policies and procedures as required.
Provision of HR advice and support to staff on international contracts in the region on benefits, policies and procedures pertaining to them.
Support for recruitment and selection of staff on international contracts in the region.
Support leaders with the implementation of the Child Protection Policy and fulfil the responsibilities required as a Child Protection Policy Focal Points for the Asia region.
Representation of Plan International Asia region in internal and external fora as required.
Overall responsibility for the Human Resources & Organisational Development (HR&OD) regional office budget and the RO staffing budget of approximately 4.5m USD.
Two direct reports: Regional Office Human Resources Manager and HR and Recruitment Specialist.
Typical Responsibilities –Key End Results of Position:
Provide strategic HR support to senior management in the region.
Provide HR business partnering support to the Regional Office Management Team and the Regional Management Team (RMT), ensuring that HR needs are identified and discussed as part of business to support the achievement of our programmatic and organisational goals.
Influence regional leadership culture to align to Plan values.
Provide regular HR advice and support to Country Directors as and when required.
Provide leadership, management and direction of the Regional Office Human Resources and Organizational Development team and budget:
Ensure that each team member has robust performance measures in place and their performance is measured against them.
Ensure that each member of the RO HR & OD team has up-to-date personal development plans in place which reflect his / her development needs.
Ensure that the RO HR team members have clarity about their roles and responsibilities and the direction of the department.
Hold regular meetings with members of the RO HR&OD team to provide feedback on their performance.
Monitor and manage the regional office HR & OD budget in accordance with Plan International’s Finance requirements and to reflect evolving organisational business demands.
Create a strong Human Resources and Organizational Development network across the region and build its capacity.
Seek feedback from the Country Office HR teams and other key stakeholders (particularly Country Directors) on their learning needs and develop plans to address them.
Engage with the Human Resources Managers, Country Directors and external HR community across the region to discuss key issues, address learning needs, share good practice and network with one another and evaluate its effectiveness.
Develop tools / resources for sharing good practice within the region.
Optimise the use of the HR specialist resource within the region by identifying opportunities for knowledge sharing (eg, job swaps, secondments etc).
Provide technical support to the Country Office HR & OD teams as and when required.
Undertake visits to the Country Offices in the region and work with the teams there to provide senior HR advice and technical support as and when required.
Coordinate the roll out of organisation’s global change agenda
Anchor global change initiatives and interpret HR&OD implications for RO and countries.
Ensure that each Country Office and the Regional Office has a plan in place to roll out global HR initiatives, including but not limited to a change to policy or procedure, introduction of a new policy or procedure, and introduction of a new HR system.
Provide technical support / advice to COs as required as part of this process.
Act as a conduit for communications from IH to the COs and from the COs to IH in relation to the roll out of global HR initiatives
Supports country and RO teams in interpreting change management instructions and developing change plans guidelines.
Coordinate the Global Talent Management process for the region.
Ensure that there is high quality HR support in the event of an emergency response in the region.
Influence CSPs Development incorporating HR and OD strategic implications and workforce plans.
Guide and input into country CSP Organisational development strategies formulation
Work with key stakeholders to identify HR risks and needs in the region and from this, establish priority areas for action.
Develop a shared understanding of regional HR priorities with key stakeholders and a strategy to address them.
Support the development and review of country workforce plans based on the identified priorities in the country strategic plans..
Regularly review the regional HR strategy and work-plan to ensure it remains relevant and update it as required.
Provide high quality input into the development of global HR initiatives, policies and procedures.
Provide feedback into draft HR policies and procedures to ensure that they reflect the needs and address the issues in the region.
Flag policies that may need revising or new policies that may need developing with IH and provide support on this as required.
Provide the lead on global HR projects as a member of the Global HR & OD team as agreed with the Global HR & OD Director.
Monitor the implementation and alignment towards key HR global policies across the region and support countries in managing contextualisation in line with local laws.
Acts as the Child Protection Policy focal point for the Region.
Provide HR Operations Services including risk management and compliance
Provide HR advice and support on all aspects of International staff terms and conditions ‘the ‘Blue Book’, liaising with other members of the Global HR team to answer queries as and when required.
Support the resolution of any conduct or performance issues with staff on international contracts in the region, using informal or formal mechanisms as required.
Scan effects of various contextual changes in countries, implications on staff welfare and support CDs to ascertain feasible actions needed.
Support the resolution of any grievance issues involving staff on international contracts in the region, using informal or formal mechanisms as required.
Provide regional follow up to Global Assurance audits and HR risk register actions.
Regularly monitor the status of the Staff Handbooks in the region and check compliance with local labour law and Plan’s policies and procedures.
Recruitment, selection and separation of staff.
Work with the recruitment team in IH to support the recruitment and selection of high quality staff on international contracts in the region. This may involve working with line managers on job descriptions, liaising with the recruitment team in IH on recruitment methodologies, developing selection and assessment tools (eg, written exercises and interview questions), and being the HR member on the interview panel.
Provide support for recruitment and selection of HR Managers in the Country Offices, and other members of the CMT as requested by the CDs.
Ensure the timely dissemination of vacancy opportunities within Plan to all staff in the region.
Provide guidance during separation of senior management staff across the region with Plan.
Dealing with Problems:
Complexity of problems handled & the degree of investigation, analysis, and creative thinking required to solve them, being cognisant of different contexts in the Country Offices in the region eg, different employment law, programmatic challenges, staff issues and cultural considerations.
Working as a member of a remote global team operating in different time zones.
Balancing conflicting demands and priorities.
Communications and Working Relationships:
Working contacts inside and outside the organization; include the purpose and level (high, medium, low) of the contact;
Internal
The senior management team and staff within the Regional Office.
The Country Directors and HR teams in the Country Offices.
The Plan Head office (IH).
External
HR Managers from peer organizations for benchmarking and mutual learning.
Legal advisors
Government institutions responsible for migratory and expatriate labour contracts
Knowledge, Skills, and Experience Required to Achieve Role’s Objectives:
Educational Qualification and Experience.
A minimum of University degree in Human Resources, Management, Psychology, Business Management and Administration or other related field.
Master’s degree in same field is desirable.
Eight years proven and relevant work experience for Master’s degree holders or ten years’ experience for Bachelor holders, out of which five years are in senior position for a role with regional level remit or responsibilities that span across more than country.
Proven experience in supporting the management of change.
Experience of working with a global HRIS system
Solid background in Human Resources Management in culturally diverse contexts, preferably experience in working for an international organisation or NGO at the regional level.
Skills Specific to the Post
Strong interpersonal skills,
Strategic thinking
Problem solving
Change management
Personal adaptability/flexibility,
Strong planning and organizing / time management skills and ability to juggle a heavy workload and meet tight deadlines
Influencing and negotiation skills
High level of integrity.
Excellent communication skills - fluency in written and spoken English
Proven supervisory skills
Computer literate and familiar with implementing and using a global HRIS
Understanding of the child rights framework and experience in addressing child protection issues is desirable
Physical Environment and Demands:
May be “typical office environment”; note if heavy lifting, climbing, excess travel, etc. Typically office environment with visit to the country offices (approx. 20 – 30%)
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