Recruitment for Staffcare & Wellbeing 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: Staffcare & Wellbeing Specialist
Location: Nigeria
Functional Area: People and Culture
Reports to: Executive Director, People and Culture (P&C)
Duration: Permanent
Role Purpose

  • Provide leadership in the development and deployment of staff care strategy & related policies, standards and practices to PII staff globally in the areas of Peer Support, Staff Wellness Education (SWE), Critical Incident Stress Management (CISM) and cumulative stress management.
  • The goal is the sustained well-being of staff within PII workplaces, leading to high engagement, effective working, and positive relationships. We recognise the need to be intentional in promoting staff well-being in all aspects: physical and mental.

Key Accountabilities or Main Responsibilities

  • Develop and Embed the 3R strategy Resilience, Response and Recovery of the organisation in staff care.
  • Response: Build PII staff care capacity. Identify potential people to be developed as peer supporters at Country office level, Regional level and Global hub to deliver staff care services and build a framework of escalation either internally or externally so that Staff care / peer support can be delivered in a more timely and effective manner.
  • Recovery: Monitoring cases happening globally, Assuring that cases don’t stay open. Maintain confidentiality, Maintain a written record of staff care decisions, outcomes, and accomplishment to ensure monitoring and follow up for individual well being and Focus on trends, issues, to ensure monitoring org duty of care.
  • Resilience: Establishing a minimum standard in peer support. Develop and embed sustainable and scalable staff care strategies and frameworks at a global level as part of PII People & Culture Strategic Plan FY 22-27 including communications and outreach so that PII staff, across the Partnership, are better able to maintain or recover their psychosocial wellbeing.
  • Peer Support: Directly handle any escalated cases, Provides advice / consultation to PII senior leaders on issues related to staff care so that Leaders are better able to make decisions that promote the wellbeing of their staff. Maintain confidentiality
  • Knowledge management: Develops, gathers and distributes staff care reading and training materials. Actively promote education and Awareness among people MANAGERS about critical incident stress management of employees to wellbeing & critical incident stress management knowledge and practices of staff enhances their wellbeing. Stay updated on current SWE and CISM research & practices.
  • Partnership: Coordinate staff care activities with the broader PII People & Culture, Security, DP&A and RH areas so that A more comprehensive, integrated, systematic, and multi-component service can be delivered to PII staff.
  • Networking: Maintain a good network of people and practitioners and Coordinate staff care services with other international agencies & professional organizations. Well aligned to sector specialists, Agencies and institutes like Headington institute, International critical incident stress foundation. ICISF.

Qualifications, Experience & Competencies

  • A background in HR or Psychology is preferred. Industrial psychologist, Employee Relations or clinical experience will be an added advantage. Preference given to persons who have proven experience in delivering emergency psychosocial services that take culture, language, context, local resources & traditions into consideration.
  • Experience demonstrating strong influencing, collaboration and decision-making skills across various stakeholder teams to ensure alignment and drive progress towards common business objectives.
  • Understanding of our sector, understanding of welfare, wellbeing of staff is important
  • Strong people skills, including high levels of diplomacy and negotiation skills
  • Strong facilitation skill – online facilitation & F2F facilitation skills is a must
  • Outstanding spoken and written communication skills
  • Ability to work under pressure and as required on different timelines
  • Ability to work flexibly depending on the need.


  • Graduate Degree / post Bachelor’s Diploma in a Mental Health profession (i.e. Social Work, Counselling, Pastoral Counselling, Psychologist, Psychiatric Nursing; or a related health, social or education science)
  • Additional preference given to persons who have formal training or working knowledge in wellness / resiliency education and CISM. Experience in counselling is essential. Accredited peer supporter, Certifications – critical incident stress management, cumulative stress management
  • Experience in disaster risk management would be a big advantage
  • Digitally confident and able – comfortable working with online collaboration platforms
  • Project management skills and organisational skills with attention to detail would a good additional competence, but not necessarily core competence.


  • Natural relationship builder with an open, accountable and engaging style
  • Ability to work with others to solve a problem.
  • Have a coaching mindset, and an open mindset, Strive for lasting & sustainable impact
  • Ability to stay calm in stressful situations
  • Intentionally Inclusive and empowering
  • High self-awareness and showing high level of resilience. Able to take care of their own wellbeing and able to seek out support when necessary. Understand the danger of compassion fatigue and burn-out.

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.

External / Internal Interactions

  • Other members of P&C, Security function
  • Be open to work with employees across all levels


  • Consultants that may be brought in for support

Level of Contact with Children:

  • Low contact: No contact or very low frequency of interaction
How to Apply
Interested and qualified candidates should:
Click here to apply online

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