KEY ACCOUNTABILITIES

People & Culture strategy and leadership

• Lead the development and delivery of Plan International’s global People & Culture strategy, ensuring it is aligned with organisational strategy, priorities and future direction.
• Provide strategic advice, insight and constructive challenge to the CEO/Chief Operating Officer, leadership teams and senior leaders on people, organisational and workforce priorities.
• Ensure people and organisational considerations are embedded in strategic planning, organisational change and key decision-making.
• Lead the continued evolution of People & Culture Function into a strategic, high-impact and globally cohesive function, with clear accountabilities and strong partnership with the organisation.
• Bring external insight and emerging practice into Plan International, anticipating changes in the world of work and their implications for the organisation.

Organisation and workforce

• Build organisation-wide change capability and a consistent, practical approach to change that enables leaders and teams to successfully navigate transformation.
• Provide strategic leadership, driving organisational transformation, ensuring communication supports understanding, engagement and behaviour change.
• Shape organisational design, workforce planning and operating approaches that enable Plan International to be effective, sustainable and responsive to changing needs.
• Lead work to strengthen organisational capability and ensure the skills and capacity required to deliver development and humanitarian ambitions.
• Support the evolution of organisational structures and ways of working, balancing global coherence with different operating contexts.
• Strengthen workforce planning and deployment, enabling effective use of talent and capability across countries, regions and the Global Hub.

Leadership and talent

• Shape and strengthen Plan International’s approach to leadership, talent and succession, building the leadership capability needed now and for the future.
• Ensure effective approaches to talent identification, development, career progression and succession planning.
• Build an environment in which people can develop, contribute and perform at their best.

Culture, engagement, change and strategic communications

• Shape and steward an inclusive, values-based organisational culture that supports collaboration, accountability and organisational effectiveness.
• Ensure the people and culture dimensions of organisational change are understood and actively led, supporting leaders and teams through periods of transition.
• Strengthen employee engagement and organisational listening, using insight to inform leadership action and continuous improvement.
• Champion inclusion and equity within workplace and people practices, aligned with Plan International’s values and purpose.

Reward, mobility and talent acquisition

• Provide strategic oversight of reward and recognition, supporting equitable, sustainable and market-informed practice across different contexts.
• Shape effective approaches to global mobility and talent deployment that respond to organisational and programme needs.
• Strengthen talent acquisition and employer positioning so Plan International can attract and retain the capabilities it needs.
• Drive continuous improvement and appropriate innovation across People & Culture practices, systems and processes.

KEY RELATIONSHIPS

• CEO/Chief Operating Officer (line manager)
• Senior leadership team
• Global P&C team in Global Hub, regions and countries
• Regional Directors and Country Directors
• Board and governance committees

TECHNICAL EXPERTISE, SKILLS, AND KNOWLEDGE

Essential

• 20+ senior leadership experience in People & Culture / Human Resources, driving large scale transformation within a complex international organisation.
• Demonstrated experience shaping and delivering organisation-wide People & Culture strategies, leading significant organisational and enterprise-wide change, and translating strategy into practical priorities.
• Strong expertise across organisational design, workforce planning, leadership and talent, succession, reward and employee engagement.
• Proven ability to advise and influence senior leaders, bringing sound judgement, constructive challenge and a clear organisational perspective.
• Demonstrated ability to work effectively with Boards and governance committees.
• Experience working across different geographies, cultures and organisational contexts and building alignment where accountabilities and perspectives differ.
• Strong leadership capability, with experience leading and developing diverse, distributed teams.
• Strong communication, facilitation and influencing skills, with the ability to build trust and engage effectively at all levels.
• Highly action-oriented and pragmatic, with the willingness to roll up their sleeves, personally drive critical outcomes and create pace, structure and momentum rather than simply providing strategic oversight.
• Demonstrated commitment to inclusion, equity and values-led leadership.

Desirable

• Experience in international development, humanitarian, NGO, UN or another purpose-led international organisation.
• Understanding of the people and organisational challenges associated with humanitarian and development operations.
• Experience of global mobility, international workforce models and/or talent deployment.
• Experience working in an organisation with multiple legal entities, country operations and global functions.

PLAN INTERNATIONAL'S VALUES IN PRACTICE

• We 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

This role is primarily office-based, involving desk work, meetings and computer use. Some flexibility around working hours may be needed to accommodate global time zones and project deadlines, and we are committed to supporting your wellbeing in how this is managed. Occasional international travel to Plan International offices and project sites is required.

LEVEL OF CONTACT WITH CHILDREN

Low contact: No contact or very low frequency of interaction

SE: 510818206