Recruitment for Organisational Design Specialist at Plan International

Application Closing Date
20th February, 2022.

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: Organisational Design Specialist

Location: Nigeria
Functional Area: People And Culture
Reports To: Strategic Business Partner – Lead
Duration: Permanent
Anticipated Grade: GH5

The Opportunity

  • At Plan International, we are proud to have built a strong global function, with a successfully modernised and well respected People and Culture team. We continue to seek to improve our ways of working andare now seeking an OD professional to join us who will provide insights and develop frameworks to support effective organisational development programmesfor approximately 10,000 global staff.
  • We recognise the need to continuously review and improve our organisational operation and the people and culture team is focussed on supporting our global client groups to deliver on our goal of excellence in organisational design and development.
  • In this role as Organisational Design and Development Specialist , we are looking for an experienced and qualified OD professional, who will work closely with the Strategic Business Partnering team to build exceptional organisational development programmes. We need an individual to join us with a proven background in developing and embedding strategic workforce planning, organisational design, organisational capabilities and competencies, talent management and employee engagement processes.
  • You will be a highly credible and consultative partner to senior managers with the confidence and interpersonal skills to negotiate, challenge and influence at all levels within the organisation.
  • As well as bringing technical expertise in organisational development, you will be keen to develop a strong organisational understanding of our purpose and what are our priorities, values and culture.
  • Working globally, a fundamental understanding and ideally experience of working in strategic and operational aspects of large, geographically dispersed, complex organisation would be helpful in this role.

Role Purpose

  • Working with the Strategic Business Partnering team within the People and Culture Department of Plan International Inc (PII), the OD&D specialist will understand, develop, implement, and coordinate global practice and processes towards strategic workforce planning, organisational design, organisational capabilities and competencies, and employee engagement.
  • The role will gather and analyse data and insights and develop and implement framework for PII with approximately 10,000 global staff, and support effective organisational development programmes.

Dimensions of the Role

  • This role does not have any direct budget responsibility, although indirectly the role impacts the effectiveness and efficiency of our investments.
  • Working with P&C Strategic Business Partners to support the Executive Directors of the Leadership Team, Global Hub’s Departments and Global Policies / Process Owners.
  • Partnership with functional and operational leaders of the global functions and processes, across Global Hub and Regional Hubs and National Organisations, where necessary

Key Accountabilities and Main Responsibilities
Develop and implement a methodology to aid strategic workforce planning and management in achieving PII’s 3-5-year strategic agenda through Country Offices (COs) and the Global Hub’s functional and technical portfolios (30%). The management of framework will involve:

  • Development and implementation of a core suite of tools and guidelines to in meeting our current and future workforce needs from a quantity and quality perspective.
  • Assessment and identification gaps where there may lack resources with the relevant experience and expertise.
  • Development of strategic workforce plans based on existing and forecasted talent and capability gaps.
  • Monitoring and setting accountability metrics to drive and maintain execution of workforce plans.
  • Work with relevant organisational, technical and functional areas, as agreed, to develop and embed competency framework which identifies, builds, and sustains key organisational competence required (25%).
  • Coordinate global employee engagement practice annually and support the strategic business partners in driving action planning and implementation in partnership with the Executive Directors and the Leadership team (15%).
  • Utilise the core competency frameworks, people data and insights, PII’s strategic organisational design priorities to support the on-going evolution of PII operating model/s to achieve our Purpose and Strategy FY 22-27 (25%). For example:
  • Organisational design principles and core suite of tools and processes to drive effectiveness through roles and structures, spans of control, matrix management in relevant technical and functional units.
  • Regular audits of the organizational structure and recommendations to improve key people processes and practices in talent identification, acquisition, assessment.
  • Support the Strategic Business Partners on organisational design and restructuring efforts, as required, and agreed.
  • Work with Global Hub P&C teams to develop capability on OD efforts to support P&C and business strategy (5%).

Qualifications and Experience

  • Significant professional expertise and in depth knowledge acquired through professional qualifications, inherent understanding and substantial relevant experience in developing and embedding strategic workforce planning, organisational design, organisational capabilities and competencies, talent management and employee engagement processes.
  • Fundamental understanding and experience of working in strategic and operational aspects of large, geographically dispersed, complex organisation and ability to plan and prioritise work within the context.
  • Experience demonstrating strong influencing, collaboration and decision-making skills across various stakeholder teams to ensure alignment and drive progress toward a common business objectives.
  • High level of attention to detail with an accurate, thorough and reliable approach, ability to plan and prioritise varied workload within tight deadlines but stay flexible. Must be able to demonstrate ability to meet strict deadlines & maintain high standards of work.
  • Understanding of change and design methodologies (desirable).

Competencies: Leadership and Business and Management:
Business and Management:

  • Organisational understanding – Purpose, priorities, values and approaches.
  • Strong people skills, including high levels of diplomacy and negotiation, and the ability to influence others and move toward a common vision or goal.
  • Outstanding spoken and written communication skills, including representing information visually.
  • Building strong stakeholder relationships and engaging tactfully across cultures
  • Able to do research and work independently.
  • Ability to work under pressure and to tight timescales.
  • Time and task management, with professional and organised approach to delivery.

Some Key Deliverables:

  • Develop and implement a methodology to aid strategic workforce planning and management in achieving our strategic agenda on organisational design.
  • Lead on the development of strategic workforce plans based on existing and forecasted talent and capability gaps.
  • Development and implementation of a core suite of tools and guidelines to meet our current and future workforce needs from a quantity and quality perspective.
  • Monitoring and setting accountability metrics to drive and maintain execution of workforce plans.
  • Work with relevant organisational, technical and functional areas to develop and embed competency framework which builds and sustains key organisational competence.
  • Coordinate global employee engagement practice annually and support the strategic business partners in driving action planning and implementation in partnership with the Executive Directors and the Leadership team.

Level of Contact With Children:

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

 

Method of Application
Interested and qualified candidates should:
Click here to apply online

SCHOLARSHIPS BY COUNTRY


UNITED KINGDOM


CANADA


AUSTRALIA


TURKEY


JAPAN


GERMANY


IRELAND


SWEDEN


MALAYSIA


SOUTH AFRICA


UNITED STATES


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