Country People and Culture Manager

Role Purpose

The Country People and Culture Manager will partner with CD and CLT to deliver the optimal organisation structure and expected work culture to enable programme deliver. The post holder will provide leadership and strategic direction for the HR function, maximising the opportunities to attract, build and retain an effective team supportive of Plan's business needs while fully cognizant of the risks posed by the local context and the needs of staff in the changing environment. The P&C Manager will ensure that Plan's HR policies are institutionalised and will be expected to develop tools and guidance proactively for challenging country-specific issues.

Dimensions of the Role

Under the direct supervision of the Country Director and being part of the Country Leadership Team (CLT), the P&C Manager is in charge of overseeing the HR department in Lebanon and supervising the HR Team. Effectively identifies, monitors, and manages HR risks and opportunities related to the delivery of Plan International CO's goals, including all HR related safeguarding, harassment, bullying, discrimination, anti-racism risks. Oversees the HR needs of all staff as well as short term emergency deployments. Provides leadership on training, learning and development for all Plan International CO staff.  Ensure Health and Safety policies and standards are in place for the Country Office and understood and adhered to. 

P&C Technical Competencies 

• Business Acumen: Ability to understand influence, and translate key business drivers, priorities, and demands of various stakeholders in a globally diverse organization. 

 Business Knowledge, Industry Knowledge and Financial Knowledge​

• Relationship Management: Ability to understand the needs of various stakeholders and focus on continuously improving the stakeholder experience​

     Customer Focus, Collaboration and Networking, Persuasion and Influencing ​

• Talent Management: Ability to nurture and act as a champion of an agile organisational culture of high performance, inclusion, innovation and engagement. Comfortable with Change and shifting priorities, able to deal with ambiguity and uncertainty​.

Strategic HR Expertise, Employee Experience management, Change Management and Technology Savviness

• Data Savviness: Ability to analyze, interpret and communicate data to influence and support business decision making for different stakeholders and audiences​.

Data foundation, interpretation and story-telling 

• Agility: Ability to analyze and evaluate information, create diverse solutions and ideas and take constructive criticism to further stretch the imagination of what is possible​

      Critical thinking, Creativity, Innovation and Growth mindset​

• Strategic Consulting: Customer and stakeholder centric design of processes rather than internal focused ​ Consultative Problem Solving, Project Management, Risk Management

Accountabilities

Strategic Responsibility (25%) 

• Provide overall strategic oversight in the delivery of the Country Strategy through contribution to the development and management of HR function.   
• Define HR objectives and strategy aligned with overall Plan’s strategy and communicate strategy to stakeholders.  
• Lead the customization/development of HR policies, programs and procedures that align to Plan Lebanon needs and context aligned to Plan International policies. 
• Model the value-based leadership framework underpinned by our feminist leadership principles. 
• Lead the development and implementation of key talent management programs such as workforce planning, total rewards, talent acquisition, learning and development, performance management, retention succession planning, etc. 
• Revise Staff Handbook regularly to reflect changes on Plan Global policy and/or changes to local employment law and ensure it is endorsed by relevant local authorities (where applicable).
• Implement & promote Plan International’s global policies that embed our culture including but not limited to: Code of Conduct, Safeguarding Children and Young People, Gender Equality and Inclusion, Policy on Sexual Exploitation and Abuse, Harassment, Bullying and Discrimination policy.
• Provide strategic input during proposal / budget development regarding structure and staffing needs   

Talent Acquisition & Talent Management (20%) 

• Support management to periodically review the organizational structure, roles and competency requirements.  
• Support managers to develop and review job descriptions in line with Plan’s requirements.  
• Lead the design and implementation of systematic processes of job analysis, job description and specification, and job evaluation and grading. 
• Supervise the recruitment processes to ensure that Plan Lebanon has a functional work force according to Plan’s recruitment policies and procedures, including monitoring recruitment requests, inputting into TORs, advertising for positions, shortlisting candidates, participating in interviews, referencing, offer and contracting.
• Coordinate and deliver staff onboarding and orientation ensuring that all staff are full onboarded to Plan culture and pertinent business delivery learning programmes
• Support staff in learning and development, introducing them to the internal learning platforms to offer training meant to develop a high performing team and ensure an up-to-date training calendar is maintained  
• Ensures that Plan global practice related to performance management are adhered to within Plan International, including the mandated timetable for the process. 
• Coach and advice line managers involved on conducting performance management.  
• Advise the Country Director and CLT through the talent management and succession planning process
• Ensure that exit processes for staff departing is conducted in line with national policies and Plan procedures. 

HR Operations (25%) 

• Oversee staff joining Plan Lebanon are effectively informed about the organization, its strategies and the purpose of their role in the delivery of organizational and Country Office strategy. 
• Oversee the utilization of HR information system and ensure that all relevant data are maintained and automated. 
• Ensures/oversee Staff wellbeing, Health and Safety policies and standards are in place for the Country Office and understood and adhered to. 
• Lead the salary scales and benefits package study based on NGO Local Pay Surveys (Birches Group), analyses survey results and advises management in line with Global Policy and available budget, seeking to ensure that Plan remains competitive in the local labour market. 
• Ensure the Plan Lebanon grading system is in line with Plan’s global system  
• Contribute to the payroll to ensure minimal errors and compliance with local tax, social security etc. 
• Establish and maintain accurate systems for the administration of benefits for local and international staff, such as R&R, annual leave, medical insurance etc. 
• Maintain accurate and up-to-date data related to staff in confidence and in line with local Data Protection requirements. 
• Ensure quality HR quarterly and year end reports are prepared within stipulated timeframes.
• Oversee HR related audit & audit findings are well addressed.  

People Management (20%) 

• Ensure the team is operating as high-performance team and has clear accountability lines (direct and matrix) 
• Mentor, and support team members to strengthen their technical and performance capabilities.
• Conduct regular one-to-one meetings and provide constructive, timely feedback.
• Foster a positive, inclusive, and high-performing team culture aligned with organizational values and feminist leadership principles.
• Set and monitor individual objectives and ensure completion of performance reviews for direct reports.
•  Identify learning needs and support the professional development and career progression of team members.
• Manage team workload effectively, ensuring proper delegation and business continuity.
• Address performance issues proactively and implement improvement plans where required.
• Encourage collaboration, knowledge sharing, and accountability within the team.
• Lead the team through change with clear communication and supportive engagement
• Support line managers in managing performance and/or behaviour through providing effective communication and improvement plans when needed.
• Manage carefully any individual staff cases (e.g., disciplinary, grievance) in line with Plan policy and procedure and in line with local labour law to minimise all associated risks to the organisation

Partnership & Capacity Building (10%)

• Participate in partnership assessments to evaluate partners capacity in HR
• Revise partner HR documentations and provide recommendations on improvement
• Liaise with partnership unit on conducting inductions, refreshers & ad hoc trainings for partners when needed

Key relationships

Internal 

• Country Leadership/Management Team members 

• All Programmes & Support Team
• Global Hub
• Regional Hub 

External 

• External candidates / job seekers  
• HR Network groups 
• INGO/Partners. 
• Local Ministry of Labor
• Plan Lebanon Lawyer
• Plan Lebanon Tax Advisor

Technical expertise, skills and knowledge

Demonstrable knowledge and understanding of:

• Humanitarian principles and “do no harm” approach.
• Knowledge in the administration of benefits and compensation programs
• Knowledge of applicable local laws and regulations (NSSF, taxes, etc.)

Qualifications and Experience

• Master’s Degree in Human resource management
• At least five years of demonstrated experience in INGO/NGO/Corporate Sector.
• Demonstrated ability to lead and develop staff members.
• Demonstrated ability to serve as a knowledgeable resource to the CLT that provides overall leadership and direction
• Excellent computer skills in a Microsoft Windows environment. Must include knowledge of Excel and skills in Human Resources Information Systems (HRIS).
• Active affiliation with appropriate Human Resources networks and organizations and ongoing community involvement preferred.

Skills

• Strong organizational abilities; able to prioritise and manage short-term and continuing projects across diverse themes despite competing deadlines.
• Strong negotiation, organizational, facilitating and influencing skills
• Strong commitment to child safeguarding policies both inside and outside the workplace, and experience working with children in a development environment.
• Ability and experience in adapting to systems & processes
• Demonstrate team work spirit, striving for high performance, resilience, adaptability, and ability to handle stress, strong initiative and self-motivation.
• Excellent written and oral communication skills, with excellent command of spoken and written English and Arabic.