Country People and Culture Manager

The Organisation

Plan International is an independent development and humanitarian organisation that advances children’s rights and equality for girls. We believe in the power and potential of every child but know this is often suppressed by poverty, violence, exclusion and discrimination. And it is girls who are most affected.

Working together with children, young people, supporters and partners, we strive for a just world, tackling the root causes of the challenges girls and vulnerable children face. We support children’s rights from birth until they reach adulthood and we enable children to prepare for and respond to crises and adversity. We drive changes in practice and policy at local, national and global levels using our reach, experience and knowledge.

For over 85 years, we have rallied other determined optimists to transform the lives of all children in more than 80 countries.

We won’t stop until we are all equal.

Plan started working in Egypt in 1981 and has a presence in five of the 27 governorates in which the country including Greater Cairo, Alexandria, and Upper Egypt, Plan started working in Egypt in 1981 and has a presence in ten of the 27 governorates in which the country including Greater Cairo, Alexandria, Damietta, Aswan and Assuit. Plan international Egypt implements programmes designed to enable communities to improve the lives of the most marginalised children and their families. Plan Egypt’s Country Strategy focuses on five strategic objectives.

Through a five-interconnected, gender transformative and context-fit country objectives, PIE intends along with the various stakeholders at all levels to continue delivering positive and transformative changes so that “Children, especially girls, and young people grow up in an enabling environment, realizing their rights and contributing in both development and humanitarian settings as active agents of change”.

The Country People and Culture Manager will:

• Understand, influence, and Interpret the Country Strategy and Plan International Inc (PII) P&C’s Strategic Plan and priorities to develop and implement Country Office P&C strategic and operational plans to enhance the Country Office’s performance through our people.
• Partner with the Country Leadership Team (CLT) to nurture an agile organisational culture in the CO, underpinned by our values and feminist principles.
• Lead and manage the P&C function in the Country Office (CO) focusing on responsive and efficient operations and targeted excellence.
• Build CO P&C capacity and capability to deliver CO strategic and operational plans, through competency assessments, learning and development, performance and talent management, workforce planning, etc.

Accountabilities and Main Work Activities

Strategic Leadership and Direction

Understand, influence, and Interpret the Country Office strategy and Plan International Inc (PII) P&C’s Strategic Plan and priorities to develop and implement CO P&C strategic and operational plans to enhance the Country Office’s performance through our people.

• Be an active participant and contributor to the Regional and the Global P&C team (i.e., sharing of skills, ideas, and expertise)​
• Influences the development of PII P&C strategy and ensures and supports operational implementation within the country office and the region, to enhance the Country Office’s performance through our people.
• Operate as One Plan across the breadth of P&C specialisations. Integrate P&C work in the CO operations and programme planning (including people aspect of project/grants from proposal development to grants completion) as appropriate. Foster a culture of inclusivity, diversity, and equity in the CO.

Agile Organisational Culture

Partner with the Country Leadership Team (CLT) to nurture an agile organisational culture in the CO, underpinned by our values and feminist principles.

• Partner with management to build a highly engaged and inspired team and achieve targeted excellence through our people.
• As a member of the Country Management Team, support change management and initiatives required for sustainability, accountability, and quality.
• Adopt a culture of continuous improvement as part of the Country Leadership Team (CLT) – process, policies, and systems, conduct reflections and analysis with CLT of P&C Key Performance Indicators for making strategic decisions and improvements.

Globally integrated, responsive, and efficient P&C function

Lead and manage the P&C function in the Country Office focusing on responsive and efficient operations and targeted excellence.

• Ensure high-quality operational service across the full employee lifecycle for staff, including but not limited to contracts of employment, pre-employment checks, onboarding, payroll, probation, sickness absence, parental leaves, job changes and exit. Ensure that the country's P&C function (policies, procedures, systems, and controls) is in place and compliance with PII policies, P&C frameworks local labour laws and requirements.
• Ensure implementation and enriching PII P&C strategic priorities within the CO, specifically around Employee Relations, Equity, Diversity and Inclusion, Engagement, Talent Acquisition, Performance Management and Succession Planning, Total Rewards, Staff Care and Wellbeing, Data and Analytics, Employee Value proposition etc., to ensure successful implementation.
• Make decisions, develop solutions to diverse and complex problems and anticipate and resolve challenges within the country and in line with regional and P&C policies/ parameters.
• Ensure the Talent Acquisition pipeline is in place and critical positions are filled within expected timelines to enable CO effective operations.
• Facilitate Talent Management and Workforce/ Succession Planning, including short and long-term succession bench strength for leadership and strategically critical roles. Contribute to cross-regional succession planning.
• Ensure High-Performance culture through coaching CO leadership, management, and staff in performance management. Ensure cadence is in place for CLT reflections, staff objective setting, mid-year, and annual performance reviews, development plans, regular 121 on deliverables, aligned to values, wellbeing, and development, etc.
• Ensure Staff Care and Wellbeing practices are in place, in line with the global framework and CO context, Staff Care Framework is adjusted to the local context and applied consistently, Staff Care champions are in place and EAP is used.
• Ensure Employee Relations and Case Management practices are robust and in line with global framework and use of data and trends to address focus areas, update policies, communication and training and leadership decision making.
• Interpret people-related Data and Analytics drive data-driven decision-making by the CLT. Facilitate ongoing data integrity and staff ownership of their data on HRIS. Work to continually improve data and reporting to help COs to enhance their performance.
• Ensure Total Rewards policy and practices is embedded and aligned with the CO context and PII Total Rewards philosophy. 
• Support the humanitarian response plans according to the Emergency Response Manual and CO Disaster Preparedness Plan. Support and provide expertise and advice to the Surge P&C Manager.

P&C capacity and capability

Build CO P&C capacity and capability to deliver CO strategic and operational plans, through competency assessments, learning and development, performance and talent management, workforce planning, etc.

• Coach, monitor and train the P&C team to ensure teams are equipped to deliver on agreed P&C services and priorities, in line with global P&C strategy, plans and frameworks.
• Work with P&C teams to identify:
  • capability gaps and training requirements and develop strategies and plans to address needs/gaps.
  • talent pools and manage capability and capacity development opportunities. 
• Oversee competency development, talent and performance management, succession planning and workforce planning of staff and roles in the P&C function of the Country Office.
• Support the PII P&C in the design and roll out of capability development initiatives within the country office.
• Ensure the P&C team is equipped to support national, international, and hosted employees in the country.
• Analysis and preparation and presentation of analysis of key areas for Country Management Team; cost-efficiency, staff turnover, in-depth analysis and development of scenarios of possible pathways of mitigation key risks in their area of expertise.

Risk Management

• Responsible for participating in the identification, assessment and control of risks and reporting any incidents or concerns regarding risks or the control environment; 
• Ensure compliance with risk-related standards, including in areas such as Child and Youth Safeguarding and Protection, Gender equality and inclusion, Counter Fraud, Safety and Security.” 

Working with Partners

• Provide Support to partners capacity building on People and Culture function. 

Safeguarding Children and Young People and Gender Equality and Inclusion (GEI)

• Understands and puts into practice the responsibilities under Safeguarding and GEI policies and Plan International’s Code of Conduct (CoC), ensuring that concerns are reported and managed in accordance with the appropriate procedures.
• Ensures that Humanitarian Program staff are properly inducted on and understands their role in upholding Plan International’s safeguarding and GEI policies;
• Ensures that Plan International’s global policies for Safeguarding Children and Young People and Gender Equality and Inclusion are fully embedded in project design, during implementation and as principles applied in day-to-day work of Programme team;
• Ensures that Plan Egypt contributes to Plan International’s global efforts to ensure safeguarding and GEI, including making sure that relevant reporting and data are submitted.

Please click here to view and download the JD

Location: PIE CO, Maadi

Type of Role:  One-year fixed term contract till 31/07/2026

Reports to: Head of Support Services

Closing Date: 06/11/2025

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.

Please note that Plan International will never send unsolicited emails requesting payment from candidates.