Desarrollo de personas y cultura

La misión de nuestros equipos de Recursos Humanos y Desarrollo del Personal es apoyar el funcionamiento total de World Vision en el cumplimiento de nuestros objetivos para los niños y las comunidades a través de nuestros activos más valiosos: nuestra gente. ¿Tu visión, nuestra visión?

Graduate Intern-RIL

Graduate Intern - Somali Response Innovation Lab

The Role Purpose:

The Intern will support the Somali Response Innovation Lab (SomRIL) core activities including (1) Convenes (Humanitarian and development stakeholders gathering to map challenges), (2) MatchMaker (Understanding humanitarian challenges and pairing them with potential solutions) and (3) Support (Technical and resource mobilization support for humanitarian innovation pilots) functions. The Intern will also support with the data management and updating in the System for Lab Information Management and Evidence, which is the Labs ecosystem database. S/he will further support in data collection from the field and finally support the Senior Response Innovation Lab Coordinator day to day activities in Mogadishu.

Key Responsibilities:

  • System for Lab Information Management and Evidence (Lab information management and monitoring database) updating and verifying and following up of the local innovation ecosystem stakeholders in ensuring they are up to date.

  • Updating information related to the MatchMaker (platform for matching challenges with existing humanitarian innovations)

  • Update the challenges and innovations submitted by our stakeholders on the System for Lab Information Management and Evidence database.

  • Conducting research on global humanitarian innovation ecosystem to expand information base in the system and to explore possible uses of the data for external stakeholders.

  • Experiment with analyzing RIL (Response Innovation Lab) existing data set to identify valuable knowledge and insights to be used for internal adaptive management purposes or to shed light on boarder features and trends in the humanitarian innovation ecosystem.

  • Coordinate with the RIL Monitoring, Evaluation and Learning working group in refining and improving the System for Lab Information Management and Evidence and the ecosystem online databases.

  • Take part in Somali Response Innovation Lab’s field data collection exercises.

Essential:

  • First-level university degree in International Development, Business Administration, Social Policy, Communications, IT or related fields.

  • Previous attachment in humanitarian or development assistance an asset;

  • Familiarity with MS Teams and other collaboration software is desirable;

  • Knowledge of database systems (SQL, Airtable, Access, etc…) is useful, but successful candidates will be trained on appropriate systems as required

  • Some experience in data/information management for a project, program or organization is desirable.

  • Demonstrated experience working on MS Excel is required and familiarity with higher functions (Pivot tables, SharePoint integration, Google Excel etc…) is highly desirable;

  • Experience in Databases such SQL is desirable

  • Excellent writing skills in English and capacity to synthetize.

  • Willing to learn and is keen to take initiative.

  • Demonstrates an aptitude for innovation and a desire to find new and improved solutions to challenges faced.

Working Environment:

One position to be based in Mogadishu.

Duration:

6 months.

World Vision adheres to strict child and adult safeguarding principles. All selected candidates will therefore undergo rigorous reference and background checks which will include criminal background checks. They will be expected to adhere to these standards and principles. Academic certificates will be verified with the issuing institution.

Gerente de Pessoas e Cultura

* A vaga está aberta em cidades onde a Visão Mundial está presente. Mas preferencialmente procuramos candidatos localizados em São Paulo ou Recife. POR FAVOR, ENVIE SEU CV EM INGLÊS

PROPOSITO DA FUNÇÃO

Planejar, coordenar e executar, em nível nacional, os planos, políticas e procedimentos de gestão de pessoas e cultura organizacional, alinhados à estratégia do país e às diretrizes globais ou regionais e à identidade cristã da organização, promovendo a eficácia organizacional, o desenvolvimento do pessoal de acordo com a visão estratégica e o bem-estar dos colaboradores(as) da organização.

PRINCIPAIS RESPONSABILIDADES

Assessoria estratégica e dupla cidadania

Assessorar ao Diretor Nacional de Programas e à equipe de liderança nas prioridades de liderança relacionadas à pessoas & cultura, na gestão de riscos e na tomada de decisões em questões relacionadas à gestão de pessoas da WV Brasil.

Administrar as iniciativas e projetos globais e/ou regionais de Pessoas & Cultura para a sua implementação em nível local.

Contribuir com as prioridades do bloco de países (NRDs) e/ou liderança local e coordenar a contextualização destas na WV Brasil.

Desenvolvimento Organizacional e Cultura

Assegurar a simplificação e otimização das políticas, normas e processos de Pessoas & Cultura de modo a tornar a organização mais ágil e flexível na liderança e gestão dos processos mantendo o alinhamento com a filosofia da organização.

Desenvolver e executar os planos de gestão de mudanças para a administração adequada das transições e mudanças nos processos da organização assegurando formação de capacidade interna.

Executar planos e ferramentas para a implementação de programas de Bem-Estar do Pessoal (Staff Care)

Promover mecanismos de comunicação interna apropriados em conjunto com a área de Comunicação, a fim de facilitar o processo de mudança organizacional.

Assessorar a formulação da estrutura de cargos e funções que a organização necessita para responder ao seu direcionamento estratégico.

Gestão de Talento e Desempenho

Planejar, dirigir e administrar a formulação de políticas, projetos, planos e programas relativos aos processos de Gestão de Talento.

Assegurar o desempenho eficiente e propositivo e o desenvolvimento relevante das equipes para a WV Brasil ao coordenar programas de treinamento e desenvolvimento e gestão de desempenho apropriada com base em conversas contínuas e sistemas ágeis de suporte.

Assegurar liderança e sucessores desenvolvidos contextualizando e otimizando os processos de liderança, sucessão, pool de talentos da WV Brasil.

Relações com os colaboradores(as)

Assegurar a gestão das políticas e procedimentos de pessoal estabelecidas pela legislação local e pela WVI.

Atender e assessorar nas situações de conflito, problemas e incidentes originados na WV Brasil com base nos protocolos estabelecidos pela legislação local e WVI. Remeter os problemas ao seu nível superior, quando necessário.

Comunicar e compartilhar com todo os(as) colaboradores(as) as diretrizes Nacionais e institucionais relativas a pessoal.

Assegurar a notificação adequada e imediata de incidentes de pessoal nos canais estabelecidos pela WVI, como Ethics Points ou IIM, como também qualquer outro canal estabelecido.

Implementar as Pesquisas de Clima de Trabalho e Compromisso do Pessoal da WVI e cuidar para que todas as áreas tenham planos de ação para a melhoria do ambiente de trabalho.

Executar as ações de sua responsabilidade no que diz respeito às iniciativas de Clima de Trabalho e Cultura Organizacional.

Comunicar os resultados de Satisfação e Compromisso (Our Voice) com todo o pessoal e assegurar que sejam estabelecidos planos a fim de melhorar esses indicadores.

Remuneração e Benefícios

Executar, gerenciar e assegurar os planos garantidos para Remuneração e Benefícios, em alinhamento com a filosofia da WVI velando pela igualdade interna e a competitividade externa.

Implementar os processos de Total Rewards da Parceria - Estudos de Mercado - Descrições atualizadas em Formato HAY - Valoração de Cargos - Propostas de Escala

Realizar a administração de salários da WV Brasil em alinhamento com as políticas da Organização e a legislação do País e asegurar administração adequada de benefícios e consultas de pessoal sobre seus salários e benefícios.

Fornecer informações relacionadas ao planejamento da força de trabalho e salários para os orçamentos e planos organizacionais e assessorar às Diretorias e Gerências sobre o tema de administração de salários e benefícios.

Prover assessoria à liderança com relação à formulação ou atualização das descrições de cargos com base na metodologia HAY.

Prestação de contas e qualidade

Assegurar o cumprimento da segurança e saúde ocupacional da organização, assessorar e articular junto à unidade de Segurança Corporativa as ações para promover a Saúde e a Segurança dos colaboradores.

Assegurar qualificação aceitável nos indicadores de Gestão Organizacionais.

Assegurar qualificação aceitável nas auditorias internas, externas e internacionais

Liderança e gestão de equipe

Prover apoio aos processos de Compromisso Cristão em nível interno da organização, e promover o crescimento espiritual e o fortalecimento da identidade cristã.

Realizar os acordos de desempenho da equipe sob sua liderança

Participação das capacitações (online e presencial) das medidas de segurança promovidas pela organização (da equipe e do titular deste cargo)

Participação de ações de mobilização e levantamento de fundos nacionais

Dirigir sua equipe de trabalho através de liderança baseada em um modelo cristocêntrico e cuidar do desenvolvimento espiritual de seus colaboradores

CONHECIMENTO E QUALIFICAÇÕES PARA A FUNÇÃO

Experiência Profissional Necessária Experiência em coordenação e liderança de processos de recursos humanos

Nível acadêmico exigido, treinamento, licença, registro e certificação

nimo: Graduação em Ciências Econômicas, Administração ou Psicologia ou carreira equivalente

Preferível: Pós-graduação em Ciências Sociais ou Humanas

Licença/ Certificação na Metolodogia HAY

Conhecimento e Qualificações preferenciais

Resolução de Problemas

Habilidades e conhecimentos de informática e de Microsoft Office

Conhecimento sobre os princípios e as últimas tendências de gestão de recursos humanos

Gestão de Pessoas

Conhecimento Generalista de todos os subsistemas de Recursos Humanos

Conhecimento na legislação trabalhista brasileira

Conhecimento em sistema integrado ERP

Requisitos de Viagens e/ou Ambiente de Trabalho Disponibilidade para viajar dentro do país e internacionalmente

Requisitos Linguísticos Inglês intermediário e capacidade de comunicação (escrita e oral) em Inglês e /ou Espanhol.

People and Culture Talent Acquisition Specialist

RE - JOB ANNOUNCEMENT

Human Resource/ People & Culture - Talent Acquisition Specialist

World Vision International is an international Christian Humanitarian Organization working with the poor and oppressed to promote human transformation and seek justice. We are global community with a purpose – to bring about positive change in the lives of the world’s most vulnerable children.

In Cambodia, approximately 2.8 million children benefit from World Vision’s work each year. For over 40 years, we have been committed to child well-being in Cambodia. We have 40 Area Programs in 10 provinces across Cambodia. We work with communities with programs designed to assist them achieve their vision for their community.

Are you ready to be a change maker?

Position: People & Culture - Talent Acquisition Specialist (Human Resource)

Location: National Office, Phnom Penh

Contract: UDC- Undefined Duration Contract

Salary: $1113 - $1400

POSITION DESCRIPTION:

The P&C Talent Acquistion Specialist takes the ownership of developing and implementing the overall recruitment strategy for World Vision International – Cambodia (WVI-C). This includes, workforce planning; developing and implementing appropriate methods and effective processes, tools, reports/analysis and data management; building a strong network through industry contacts, association memberships, NGO/social service groups, social media, employee internal reference, etc., to strengthen resource network; developing a pool of qualified candidates in advance and increasing overall quality of recruitment.

# World Vision uses the term People & Culture for Human Resources Department.

II. MAJOR RESPONSIBILITIES (strategic and operational)

  • Lead the online Recruitment Module and other recruitment platform for recruitment solutions and effective integration for country recruitments.

  • Source adequate number of candidates through recruitment sources including posting the vacancies internally and/or externally.

  • Lead in the development of deep networks across other NGOs, local churches, career fairs, education/academic institutions for sourcing.

  • Take ownership to the improvement of Recruitment practices, guidelines and protocols for WVIC. Lead in process improvement efforts for quality and timely recruitment across WVI-C

  • Develop required tools, templates and annual recruitment strategy in consultation with relevant stakeholders.

  • Initiate Branding and Positioning for WVIC recruitments, participate in events and networks as required.

  • Strengthen the system for tracking talent identified in the recruitment process, and connect it with talent development programs lead through the L&D Learning & Development unit.

  • Lead in the preparation and implementation of the annual cycle of budgeting and workforce planning, for positions, and all people-related related costs. Develop appropriate communication tools (guidelines, emails, etc), and ensure they are disseminated so that managers are ready and prepared for the annual workforce planning and people-related budgeting process

  • Develop the annual recruitment strategy, provide critical analysis and proposal for National staffing solutions.

  • Longlist/ shortlist candidates for assigned positions from sourcing pools and present candidates to P&C BPs - Business partners

  • Proactively work with P&C Business Partners and P&C Manager, strengthening the national recruitment performance.

  • Provide day to day coordination and administration support to P&C BP for required recruitment activities from NO- National Office.

  • Work with functional/ department leaders on vacancy and recruitment data management.

III. REQUIREMENTS:

Selected candidates are required to produce Local Police Clearance Certificate prior to date of joining in the organization.

Education: Bachelor’s degree or equivalent in the fields of fields of Business Admin, HR Human Resource Management.

Experience:

  • At least 3+ years’ experience in Human Resources field in a complex, larger organization preferably in an international company, NGO/international development organisations, or corporate recruitment industry.

  • 2+ years’ experience in recruitment, selection and employee sourcing specific functions activities.

Knowledge, Skill and Ability:

  • Excellent knowledge and experience in handling recruitment portfolio.

  • Knowledge and awareness of developing tools templates, simplifying process.

  • Ability to organise work priorities, manage competing priorities and deliver on commitments

  • Ability to communicate with all levels of staff, orally and in writing

  • Related Labour Law knowledge

  • Computer skills, especially with Microsoft Word, Excel, PowerPoint as well as internet navigation and electronic records management A thorough working knowledge of office systems. Computer aptitude and experience with word processing, database management, and spreadsheet software.

  • Excellent in attention to detail, analytical, critical thinking, interpersonal and relational skills with people at all levels and from different cultures.

Please refer to the required CORE COMPETENCIESfor employees – Click here. CoreCompetencies_PocketGuide_A4 (wvi.org)

GO GREEN! SAVE THE TREES!

All applications should be sent in soft copy (word document or PDF)

World Vision Cambodia is committed to the principles of workplace diversity. Qualified womenand disabled people are encouraged to apply. Only short listed candidates will be notified. Applications and CVs will not be returned.

WVI is committed to the protection of children. We do not employ staff whose background is not aligned to our child protection practices. Hence employment is conditional upon successful completion of all applicable background checks, including criminal record checks where possible.

People and Culture Coordinator – Onboarding and Administration

*Preferred position location: Monrovia, CA (USA). Other locations to be determined by the home country of successful candidate in the United States of America where WVI is registered to operate.

*Please submit your CV in English.

PURPOSE OF POSITION:

This role will provide administrative support to the Talent Acquisition team in the onboarding, contracting and P&C (HR) administration to ensure compliance to WVI talent acquisition standards and global best practice. This position will liaise with local P&C partners globally in ensuring that new hires are effectively inducted into the organization in a way that improves their customer experience. The post holder will be the internal administrative expert in continuously researching and recommending new ways (virtually or otherwise) of improving the new hire onboarding process for more efficiency.

KEY RESPONSIBILITIES:

P&C Support Services Administration:

  • Develop KPI’s and metrics on the talent acquisition process of ‘onboarding’ and vetting for new and transferring employees.

  • Coordinate and Verify the processing of all new hire paper works (e.g. medicals, visas, orientation paper work) and ensure proper documentation/filling of these documents, including the I-9’s for US employees.

  • Prepare, and review and validate offer letters in line with agreed SLA’s to ensure compliance to WVI and local employment standards.

  • Perform other diversified duties such as Block Party Screening administration, pastoral reference checks, PAF approvals under ESS, creation of new hire PAF's, etc.

  • Process monthly recruitment chargebacks globally through direct liaison and approvals with hiring managers.

Tracking and Reporting:

  • Track, manage and communicate applicant referencing and block party screening requests through various platforms.

  • Single Point of Contact with First Advantage Inc US in providing regular reports aligned with pre-agreed vendor SLA’s.

  • Maintain onboarded candidate pipeline data for monitoring and compliance.

  • Prepare monthly client SLA tracking reports and updates.

Orientation and Onboarding:

  • Partner with Talent Acquisition team members, local P&C and hiring managers to ensure Partnership-level new-hire orientation is provided to new hires prior to in-country arrival.

  • Coordinate with local P&C reps to ensure in-country orientations are administered to new hires.

  • Review new hire orientation decks and contents to ensure their accuracy and conformity to partnership standards.

  • Monitor the ongoing orientation for new hires and conduct end of orientation assessment.

  • Ensure Confidentiality in documenting and filing all orientation paper work with appropriate persons and systems - HRIS.

P&C Helpdesk Tier 1 Support:

  • Act as a tier 1 SPoC support for the helpdesk model to resolve onboarding/orientation process type customer transactions and issues not resolved at the tier 0 level.

  • Provide Subject matter expertise and prompt resolutions on onboarding and orientation type requests and queries coming through the helpdesk.

  • Contribute to the helpdesk progress review meetings and perform other related duties as assigned.

  • Resolve general inquiries relating to new hire onboarding and handle other miscellaneous tasks.

Continuous Improvement:

  • Support P&C Continuous Improvement initiatives in onboarding procedures, processes and best practices.

  • Establish and maintain standard operating procedures onboarding manual in alignment with local P&C partners and employment legislation.

  • Constantly review the onboarding process and other P&C administrative activities under the job scope and identify or recommend improvements to them.

  • Partner with OP Ops team and various stakeholders (internal and external) in providing administrative support and ongoing review for the onboarding module transition to the new HRIS system.

KNOWLEDGE, SKILLS & ABILITIES:

  • Requires Bachelor’s degree in HR, social sciences or equivalent of 5 years of on the job training in HR operations and coordination.

  • Hands-on experience with new hire onboarding processes and HR administration.

  • Experience in Electronic Mail, Outlook, PowerPoint presentations and Microsoft Excel is required.

  • Strong oral and written communication skills with ability to handle extremely confidential and sensitive information.

  • Good working knowledge of HR practices and labor legislation.

  • Ability to handle multiple projects or priorities.

  • Mature Christian who models Christian behaviors in dealing with others.

  • Highly flexible and motivated by in a supportive role.

  • Requires Bachelor’s degree in Human Resources Management or Social Sciences or equivalent.

  • Proficient in the English language; both verbal and written. Spanish or French will be a plus.

Preferred:

  • Prior Human Resources or Recruitment administrative experience in an international organization (regionally or globally).

  • Excellent organizing, planning, implementing and coordinating skills.

  • High attention to detail.

  • Use of various technological tools for solutioning.

  • Knowledge in kaizen six sigma or lean management approaches.

People & Culture (HR) Director

WORLD VISION INTERNATIONAL CHRISTIAN NGO CENTERED ON CHILDREN

RECRUITING INTERNALLY AND EXTERNALLY

POSITION: People & Culture (HR) Director: Grade Level 18

Localisation: Dakar

Number: 01

Type of Contract: Fixed-term full time contract (1 year), Open - ended full time contract after 2 years if you got a good performance

Purpose of the position :

To provide strategic leadership to WV Senegal in the area of people management & organisational development in order to optimize organisational performance, fulfill World Vision’s mission, vision, and core values, and to contribute to the measurable improvement of the well-being of vulnerable children and communities in Senegal.

The P&C Director is primarily responsible for developing and promoting P&C strategy, leadership development and sustainability, staff and organisational well-being, performance and accountability culture, diverse and talented workforce with the right set of mindsets and behaviours, internal and external networking for greater impact and a professional and sustainable P&C function in the organization.

Communicate World Vision's Christian ethos and demonstrate a quality of spiritual life that is an example to others.

The P&C Director is responsible for the direction, coordination, management and evaluation of the human resources functions and activities for the human resources department, in support of the mission, goals and objectives of World Vision Senegal. Additionally, in conjunction with the Senior Leadership Team, the P&C Director serves in a leadership role to provide strategic and technical human resources services and guidance to all parts of World Vision Senegal.

Major Responsibilities:

% Time

Major Activities

End Results Expected

20%

Ensuring Strategy development and execution

  • Provide strategic guidance and input to the senior leadership team in the alignment and execution of the National Office Strategy and business plans with Our Promise.

  • Develop and implement the People and Culture (P&C) strategy and business plan in support of and in alignment with country, regional and global strategic priorities.

  • Spearhead the monitoring and reporting of people & culture metrics related to talent acquisition, development, retention, partnering for performance, employee engagement and organisational leadership.

  • Advise and support the National Director and the Senior Leadership Team (SLT) in engagement on critical issues relating to attraction, development, deployment, retention and separation of staff.

  • Serve and contribute as a member of the Crisis Management Team to ensure safety and security of staff. Serve as a member of the National Disaster Management Team, as applicable.

P&C guidance on WV Senegal Strategy alignment, business plan development and execution.

P&C strategy and annual business plan in alignment with global, regional and national strategic priorities.

P&C metrics monitored and reported for efficiency on talent acquisition, development, retention, performance management, employee engagement and organisational leadership.

Active and well-functioning Crisis management and National Disaster management teams with an active participation and contribution from P&C.

15%

Promoting Leadership quality and sustainability

  • Build the capacity, depth and breadth of National Office and Projects leadership to meet the evolving leadership needs, to realise Our Promise and to enable transformational mindsets and behaviours.

  • Identify and nurture globally, regionally and in-country mobile talent to support leadership and career development, succession planning and retention of high potential managers and leaders in fragile and conflict areas and to prepare a pipeline for future leadership for grants.

  • Design and spread head the capacity development of staff to prepare staff to work the required mindset and behaviors in most vulnerable areas

  • Design and execute an orientation and on-boarding strategy that will enable staff to understand Our Promise and its implications on World Vision’s work in different contexts, including fragile and prepare with the right mindset and behaviors to address the needs of grants management

Leadership needs addressed.

Mindset and behaviours transformed to realise Our Promise.

Succession planning and Talent management in place.

Potential successors for core and critical positions and HIPOs for future leadership identified and systematically nurtured.

Staff capacity fully developed with a changed mind-set and behaviours to meet organisational needs.

Orientation strategy in place that helps new staff to understand and align with Our Promise, fragile contexts program and grants management.

15%

Ensuring Staff engagement and well-being

  • Maximise staff well-being to enable staff to embrace the opportunities and challenges in meeting Our Promise. Contextualise, promote and support systems, services and programs for staff well-being.

  • Execute the Our Voice survey and leverage the results to enhance Staff and Organisational Well-being. Together with the senior leadership team, plan and drive measurable improvements in Organisational Leadership, Culture, Agility and Effectiveness.

  • Strengthen the quality of Staff Care and Peer Support interventions especially in fragile, response and conflict areas.

  • Identify the organisational culture gaps and plan culture change interventions to promote leadership and staff mindset & behaviour changes to deliver our promise to the most vulnerable children.

  • Design and execute compensation and benefits strategy, systems and processes in alignment to Our Promise that enable the organisation to attract and retain required staff for fragile contexts;

  • Contextualize international assignment benefits package to suit WV-Senegal National Office strategy and budget

Improved staff well-being.

Contextualised support systems, services and programs for staff well-being.

Our Voice survey executed annually.

Action plans developed and executed on organisational leadership, culture, agility and effectiveness.

Staff care and peer support interventions in fragile, response and conflict areas.

Culture change interventions developed and executed to promote mindset and behaviour changes of staff to deliver Our Promise.

Compensation and benefits strategy, systems and processes in alignment with Our Promise.

10%

Promoting Accountability and performance culture

  • Maximize accountability for Organizational culture, agility, and effectiveness which drives high performance and realization of Our Promise.

  • Lead structure realignment processes to match program requirements, including pre-positioning for emergency responses.

  • Promote a culture of diversity and encourage spiritual development of Christian leaders, promote interfaith principles and values and oneness among Christian and staff of other faith.

  • Spearhead the performance management process, strengthen the quality of performance and promote career conversations in the office.

  • Review and contextualise global and regional P&C Policies to WV Senegal P&C policies for international assignees and national staff and ensure alignment with Country labour laws.

  • Ensure people management risks are identified and the organisation regularly reviews and implements adequate risk mitigation measures for WV Senegal.

  • Provide leadership in educating staff on employee relations and investigations protocol and ensure cases are managed confidentially and promptly.

  • Oversee grievance management, corrective and disciplinary actions in line with organizational policies.

Program Growth, down-sizing and pre-positioning for emergency done well.

Spiritual formation for Christian Leaders. Inter-faith training for all staff.

Culture of diversity and unity visible in the organization.

Partnering for performance management process in place. On-going Performance and career conversations in place at all levels.

Approved IA and National Staff P&C policies, systems and processes in compliance with Senegal labour laws.

Reviewed and updated risk registers. Risk mitigation measures in place

Staff fully aware of Ethics point.

IIM cases are uploaded and managed properly.

10%

Developing Capable and available workforce

  • Spearhead the acquisition and prepositioning of a diverse and talented workforce using work force planning

  • Ensure that the WV Senegal’s recruitment policy, system and processes are well established for acquiring talent with required competencies, mindsets and behaviours required to realise Our Promise.

  • Ensure monitoring and reporting systems for national & international hires are effectively managed.

  • Promote gender diversity through appropriate identification of talent at all levels.

  • Establish a roster system or database to call upon potential talents that were identified in past interviews for consideration in new opportunities.

Work force planning in place.

Effective staff acquisition and retention.

Well-designed recruitment policy, systems and processes to attract HIPOs with the required mind-set and behaviours.

Effective monitoring and reporting systems for IA and National staff recruitments.

Gender and diversity ratio maintained for staff at all levels.

10%

Developing a strategic and professional People & Culture Team

  • Ensure that the People & Culture function has the required capacity, capability, systems, processes, policies and guidelines to drive transformation of mindsets and behaviours and realisation of Our Promise.

  • Promote a customer centric culture in the People & Culture function, ensuring professionalism and accountability in delivering services to staff and leaders.

  • Provide overall leadership and technical support to the P&C team, coaching and mentoring the team through regular meetings, sharing and monitoring individual plans to support professional growth and development.

  • Design efficient P&C systems and processes with a particular focus on process excellence and ensure that Our People is fully operational with accurate and complete information for decision making.

High caliber and professional P&C team.

Effective service delivery of P&C team to all stakeholders.

Regular coaching and mentoring of P&C staff by P&C Director.

Our People system is fully operational with 100% accuracy and effectively utilized.

10%

Promoting external and internal coordination

  • Establish proactive linkages and strategic networks with key International NGOs and other stakeholders at the national and international level for broader impact and also to keep abreast of the ongoing changes in the external environment that affects the fragile context operations.

  • Consistently develop and maintain effective working relationships with Regional P&C, SLT and different departments including field based program managers.

Proactive engagement, improved networking and linkage with INGOs and other stakeholders for information sharing and context awareness.

Improved networking with internal stakeholders at the Regional and National Office level.

10%

Talent Planning

National Offices in the area of Talent Management, staff development, performance management and Organizational Development (OD), In doing so, the incumbent is expected to:

  • Work with the Global Center and the Regional P&C Director in implementing global initiatives that represent the vehicles for achieving the talent agenda for World Vision Senegal;

  • Assess the Senegal context to find opportunities that can be harnessed and articulate it in a talent management strategy to guide the agenda in National office.

WV’s Core Competencies

KNOWLEDGE, SKILLS AND ABILITIES

Minimum education, training and experience requirements to qualify for the position:

  • Education: Master’s degree in Human Resources Management or related field;

  • Seven (7) years of progressively leadership, responsible management or supervisory level experience in human resources in a complex and progressive human resources environment;

  • Technical Training qualifications required: Professional qualifications in Human Resource Management or Organisational Development (OD) or Leadership Development.

  • Experience: Minimum of 5 years of experience in a Senior Human Resources Management position in an international organisation.

  • Experience working in conflict and fragile contexts, as applicable.

  • The candidate should have a personal calling, passion for service.

Additional work experience required as a minimum qualification for this position.

  • Experience working with Senegal and other countries labor laws;

  • Experience in risk management in high risk and sensitive environments.

  • Proven success as a dynamic and empowering leader who possesses a positive attitude to instill a vision for excellence with innovation and creativity.

  • Experience in risk management in high risk and sensitive environments;

  • Effective leadership abilities; strategic thinking, planning and problem solving;

  • Record of initiating change and innovation

  • Superior communication skills, both in written and verbal presentation

  • Effective human relations abilities to effect collaborative alliances and promote teamwork and ensure a high level of internal and external customer satisfaction and engagement.

  • Ability to succeed in a complex environment where decision-making may be diffuse and ambiguous.

  • Proven success in developing a large high performing staff, establishing performance standards, and transitioning staff through organizational change, with an emphasis on the ability to recruit and manage a culturally diverse workforce.

  • A high degree of professionalism and competency dealing with a variety of individuals including, international assignees, senior executives, middle managers and external constituents.

  • Experience in preparing operating and capital budgets;

  • An ability to organize and present data in a concise and easily understood manner, often to professionals and board members.

  • Ability to be recognized as a positive change agent.

  • Conflict management and resolution skills.

License, registration, or certification required to perform this position:

  • HEAT (hostile environment awareness training) and SRMT (security risk management training) or a UN equivalent

  • RDMT Training

  • Enterprise Risk Management Training

  • Staff care and Critical Incident Stress Management (CISM) training

  • Certification in trauma counselling or certain basic training in this area

  • Interfaith training

  • MSTC (or similar trainings on context monitoring)

Preferred Skills, Knowledge and Experience:

  • Visionary thinking and understanding of humanitarian operations in fragile contexts.

  • Proven record of managing people in a diverse cross-cultural and interfaith settings and initiating and implementing organisational change in restricted and fragile contexts.

  • Spiritual maturity, interfaith knowledge and a biblical worldview – Ability to articulate and model our Christian identity and mission in an inclusive way.

  • Familiarity with INGO international staffing policies and sound knowledge of Regional/ Country labour laws.

  • Demonstration of well-developed interpersonal skills, excellent communication skills, both verbal and written.

  • Highly flexible and agile in style with the ability to produce creative and pragmatic solutions to complex Human Resources problems.

  • Proven conceptual & analytical skills and systems thinking.

  • Agile decision making - knowledge for P&C/global policies at hand to facilitate decisions.

  • Personal resilience in the face of complex and evolving contexts.

  • Proven facilitation skills.

  • Team player.

  • Champions and manages innovation.

  • Ensure a gender perspective in the scope of work.

  • External engagement, internal engagement and networking skills.

  • Very good OD and change management skills especially the ability to design and execute OD interventions in a fragile & grants funding context.

Additional work experience preferred for this position.

  • Experience in emergency response scenario planning process.

  • Peer mentoring and coaching from a seasoned leader who has worked in these contexts long enough.

Interpersonal skills

1. Motivate and inspire staff and leadership to work in challenging and high risk areas.

2. Inspire staff commitment to work for the most vulnerable children in war/ conflict zones.

Work Environment:

Complete Travel and/or Work Environment statements if applicable.

  • The position requires ability and willingness to travel domestically and internationally up to 20% of the time.

Process of hiring

Individual interview with a panel.

Application

To apply, you need to send a letter of motivation addressed to the National Director of World Vision Senegal, accompanied by a CV, as following:

Internally, please go to Our People in your ESS in JOBS (Development Actions- Open Position);

Externally, go through the link http://careers.wvi.org/job-opportunities-in-senegal

Deadline for application: 26th September 2021

RegionalTalent Management & Organisational Development Advisor

JOB TITLE: Regional Talent Management and Organisational Development Advisor

Job location: World Vision West Africa Regional Office (Dakar-Senegal)

Contact type: Local 2

Contract duration: 1-2 years

Purpose of position:

This role exists to advise the Regional Office in the area of Talent Management, staff development, performance management and Organisational Development (OD), In doing so, the incumbent is expected to:

1) working with the Global Center in implementing global initiatives that represent the vehicles for achieving the talent agenda in the region,

2) assess the West African context to find opportunities that can be harnessed and articulate it in a talent management strategy to guide the agenda in the region.

As a Strategic Partner and under the direction of the Regional P&C Director, the Regional Talent Management and OD Advisor will perform the following responsibilities:

MAJOR RESPONSIBILITIES:

  1. LEADERSHIP DEVELOPMENT AND TALENT MANAGEMENT

  • Implements a learning and leadership development frameworks in the Region to enable leadership success across all leadership stages

  • Contributes to continuity, quality of Regional and National Offices leadership through effective talent management and succession planning – Integrated Talent Management programs & initiatives.

  1. CAPACITY DEVELOPMENT

Develops the capacity development strategy for frontline staff in World Vision International West Africa Region (WVI WAR) as well as develops/manages the capacity building programs deriving from the strategy.

  1. WORKFORCE PLANNING

Participates in the global workforce planning initiative from a regional perspective and acts as the regional focal point for the gathering and maintaining of Human capital related data.

  1. PERFORMANCE MANAGEMENT

Implements the Partnership Performance Management program within the Region

  1. DIVERSITY & INCLUSION

Works with region, national offices and GC on diversity & inclusion (D&I) initiatives & D&I Metrics &Reporting

  1. CHANGE MANAGEMENT

Implements a change management approach that ensures that the Region will move from current state to future desired state in an efficient and effective manner

  1. ORGANIZATIONAL DESIGN AND DEVELOPEMNT

Responsible for regional consultancy and advisement in the area of organisational design and development

  1. EMPLOYEE ENGAGEMENT

Ensures a region-wide process is in place for assessing and maintaining high levels of employee engagement.

QUALIFICATIONS: EDUCATION/KNOWLEDGE/TECHNICAL SKILLS AND EXPERIENCE

The following may be acquired through a combination of formal or self-education, prior experience or on-the-job training:

Required:

  • Educational level required: Master degree preferably in Human Resources or equivalent

  • Relevant working experience- At least 5 to 7 years related HR experience – generalist or specialist;

    • Has managed a sizeable team successfully & has carried responsibility for developing staff.

    • Has a special interest in diversity & inclusion (D&I) and experience in deploying D&I programs

    • Senior HR generalist with experience of working in a global environment

    • Has had project administration experience in a global context

    • Learning & development auditing skills

    • Knowledge and/or experience of implementing Talent management, diversity & inclusion programs at major organizations.

    • Experience with work force planning models or systems

    • Training design, delivery & measuring impact skills

Other requirements

  • Excellent interpersonal and marketing skills, willing to challenge the status quo, ability to handle confidential information in a professional manner, passion for excellence, excellent writing and presentation skills combined with meticulous attention to detail and accuracy, team player, influencing & very good organisational abilities; is able to prioritise tasks and meet deadlines.

  • Fluent in French and English

    Working Environment / Conditions:

  • Work environment: Office-based with frequent travel to the field

  • Travel: 30% Domestic/international travel is required.

Senior Advisor Staff Care

*Position location to be determined by home country of successful candidate in a jurisdiction (US state or country) where WVI is registered to operate.

*Please submit your CV in English.

PURPOSE OF POSITION:

The Senior Advisor Staff Care reports to the Director Staff Care, working closely with Staff Care team members, senior People & Culture colleagues and a wide variety of stakeholders across the organisation. The role is responsible for providing leadership and operational delivery of staff care and well-being services to the wider World Vision Partnership. This can include providing advice and delivering programmes on the overall delivery of staff care services in the areas of staff resilience, ‘Staff Well Being Education’ (SWE) programmes and Critical Incident Stress Management (CISM) to key stakeholders and counterparts in global, national, regional and support offices. The Senior Advisor will also

collaborate with the Director Staff Care and other team members on the development of staff well-being policies, standards, practice and training programmes. The role holder will also take a leadership role in the development of; staff care tools, resources for leaders, programmes for staff well-being and overall work design that reduces psychological distress and improves well-being across the organisation.

KEY RESPONSIBILITIES:

Leadership for Staff Care programmes to address specific needs:

  • Set strategic goals and ensuring timely delivery of staff care programmes and interventions as needed, in order to prevent burnout and ensure organisational agility.

  • Design, lead and implement staff care programmes and interventions in cooperation with appropriate stakeholders, with an emphasis on field facing stakeholders (e.g. national and regional DMT’s, regional and national P&C and peer support teams, field teams).

  • Provide advice, direction and counsel to Disaster Management, Security, Safety & Resilience, regional and national P&C Directors and peer supporters on Staff Care, Well-being and Mental Health issues.

  • Collaborate with multiple stakeholders to ensure that the staff care programme aligns with expected Disaster Management and Health programme outcomes and reflects the values and vison of WVI.

Capacity Building:

  • Develop and contribute training material and tools to add to existing and new capacity building programmes.

  • In collaboration with other team members, conduct SWE/CISM trainings throughout the partnership.

  • Provide input to People & Culture and Global Marketing and Communication (GMC) requests for related Staff Care material for Partnership-wide distribution.

  • Help create promotional staff care materials on coping with and accepting of living with new, longer-term life-changing realities.

  • Attend online regional peer support meetings, listen for needs and themes, and provide continued education related research on stress and well-being.

Relationship Management:

  • Act as a knowledge resource for the promotion of sound Staff and Self Care, focusing on healthy employees, healthy working relationships and a healthy work environment, for National Offices, Regional Offices and Response operations.

  • Regularly liaise with counterparts and key stakeholders, Regional and National, Global Centre P&C colleagues, and SO P&C Directors.

  • Actively learn from and contribute to internal and external fora, working groups and networks related to Staff Care, Well-being and Mental Health.

  • Collaborate with the P&C Total Rewards team and advise as needed to identify appropriate resources from external providers which can be used for physical and mental health services in WVI.

Provide support and guidance to field facing offices:

  • In collaboration with P&C Total Rewards and other stakeholders, help offices develop policies and guidelines relevant to current contextual events on promoting work-life balance, time off and vacation planning, caring for self as leaders, and caring for staff, etc.

  • Lead education sessions based on needs, for national, regional and support offices on topics such as coping with stress management, grief & bereavement.

  • Collaborate closely with stakeholders and counterparts in guiding national offices in developing guidelines around promoting vaccinations among staff, identifying benefits and perks for motivational purposes, managing long term sick leave, and reviewing grief and bereavement policies.

  • Provide peer support services to staff member(s), groups, teams and units in World Vision.

KNOWLEDGE, SKILLS & ABILITIES:

  • Minimum 5 years of humanitarian aid or development working experience.

  • Experience in developing wellness/resilience programmes on a national or regional level.

  • Experience in writing guidelines and policies.

  • Experience in managing and leading projects.

  • Experience in staff care / stress management in relation to contemporary challenges faced by INGOs.

  • Trained and experienced peer supporter.

  • Bachelor’s degree in social work, psychology, human resources, counselling or equivalent.

  • Formal training or an applied working knowledge in critical incident stress management (CISM) or an equivalent in Psychological First Aid.

  • Fluency in English.

Preferred:

  • CCISM certification.

  • Experience in training development and implementation.

  • Strong communication skills.

  • Proven skills in collaborating with a large group of stakeholders.

  • Preference for candidates with additional language skills such as French, Spanish or Arabic.

Work Environment/Travel:

  • Dependent on Partnership travel guidelines.

  • Position to be home based, anywhere.

Director Staff Care

*Position location to be determined by home country of successful candidate in a jurisdiction (US state or country) where WVI is registered to operate.

*Please submit your CV in English.

PURPOSE OF POSITION:

The Director of Staff Care reports to the Partnership Leader - Security, Safety & Resilience (PL-SSR), but will also regularly work directly with the Chief People & Culture Officer (CPO), the wider People & Culture leadership team and the organisation’s Executive leadership team. The role provides leadership in defining Staff Care and Wellbeing strategy, philosophy, and programs that will impact World Vision International’s (WVI) most important asset – its people.

WVI operates in a number of high risk dynamic operational contexts that have an effect on the wellbeing of staff. Building on current established practice, the Director of Staff Care is expected to apply continuous improvement principles in reimagining wellbeing and mental health in the organisation – creating opportunities to challenge norms, assumptions and work design to ensure WVI is delivering impactful support to staff and leaders in the most effective ways. The role is responsible for ensuring there is a critical organisational focus on the physical, mental and spiritual well-being of staff and leaders in designing the future organisation.

KEY RESPONSIBILITIES:

Staff Care Strategy & Practice Development:

  • Lead the development and implementation of global Staff Care and Wellbeing strategies and practice. Ensuring Staff Care practice is in alignment with WVI P&C policies and internationally accepted current practice.

  • Collaborate with multiple stakeholders to ensure that the Staff Care strategy aligns with expected organisational outcomes and reflects the values and vison of WVI.

  • Apply continuous improvement principles in reimagining current norms and assumptions in Staff Care, Wellbeing and Mental Health practice.

Strategic Staff Care Leadership:

  • Provide leadership, advice, direction and counsel to Executive, Global, Regional and Country level leaders on Staff Care, Wellbeing and Mental Health issues.

  • Provide leadership and direction to the global Staff Care team, setting strategic goals, overseeing operational planning and ensuring timely delivery operational of programmes and interventions as needed.

  • Lead the development of innovative Staff Care products and programmes for leaders and staff.

  • Ensure that Staff Wellness Education (SWE) and Critical Incident Stress Management (CISM) practice and delivery is aligned with accepted practice and international crisis care standards.

  • Deliver Staff Care services as required.

Relationship Management:

  • Lead the development of standards and performance metrics through setting clear direction and empowering and influencing others.

  • Act as a strategic link for the promotion of sound Staff Care, Wellbeing and Mental Health practice for National Offices, Regional Offices and Response operations.

  • Regularly liaise with the wider Staff Care network (including Support Offices) on emerging issues and provide a conduit to escalate concerns to senior leaders.

  • Actively contribute to internal and external fora, working groups and networks related to Staff Care, Wellbeing and Mental Health.

  • Work closely with members of the Executive Leadership Team, P&C Leadership Tea and Security, Safety and Resilience SLT promoting mutual learning, support and accountability.

Capacity Building:

  • Develop appropriate workforce & succession planning that ensures the organisations ability to deliver Staff Care, Wellbeing and Mental Health solutions in fluid high risk environments.

  • Oversee the development and implementation of global capacity building plan for operational Staff Care, Wellbeing and Mental Health practice.

  • Engage with senior leaders to raise the awareness of Staff Care protocols and practice.

  • Develop a professional culture of innovation, learning and mentoring in relation to Staff Care. WVI should be seen as the ‘employer of choice’ and a ‘thought leader’ for INGO Staff Care professionals.

Knowledge Management & Quality Assurance:

  • Promote alignment with WVI Staff Care Policy and practice.

  • Lead the process of continuous learning on current international accepted practice in Staff Care, Wellbeing and Mental Health management & analysis, identifying tools and processes that can be implemented into WV operations globally.

  • Encourage mutual learning on Staff Care issues at a Regional and Global level.

  • Assist in the facilitation of and coordination of Staff Care, Wellbeing and Mental Health information sharing forum/network that promotes the embedding of sound Staff Care practice into all layers of WV’s programmes.

  • Facilitate the documentation of best practice and contribute to a wider community of practice and develop a center of excellence.

KNOWLEDGE, SKILLS & ABILITIES:

  • Masters, or Doctorate in a mental health, or related profession (i.e. Organisational Psychologist, Social Work, Counselling, Pastoral Counselling, or a related health, social or education science).

  • Proven senior management experience in managing Staff Care and Well-being in a large complex organisation.

  • At least 5 years’ experience post licensure (if applicable).

  • Experience in in delivering emergency psychosocial services in Humanitarian, Military or Emergency Services organisations.

  • Demonstrated ability in developing wellness/resilience programmes for staff, leaders and the wider organization that focus on assessing psychosocial risks and shaping work design to reduce psychological distress and improves the overall mental well-being of the organisation.

  • Licensed in a recognised Mental Health discipline, or significant Organisational Psychology experience.

  • Preference given to persons who have proven experience in developing programmes and delivering emergency psychosocial services that take culture, language, context, local resources & traditions into consideration.

  • Additional preference given to persons who have formal training or working knowledge in wellness / resiliency education and CISM.

  • Strong English language skills, further ability to operate in French or Spanish would be an advantage.

Preferred:

  • Proven people leader with the ability to influence widely across a diverse international organisation.

  • Proven business acumen and political savvy, must know how to get things done through formal and informal channels.

  • Skilful communicator with advanced influencing skills that can transcend boundaries and work effectively across all levels of a complex organization.

  • Ability to operate effectively and responsively in a fast changing, ambiguous environment and deal with high pressure situations calmly and with energy and resilience while managing multiple priorities and deadlines.

  • Demonstrated work experience in one or more areas of humanitarian operations, emergency relief, human resources, organizational development, military or emergency services; preferably in an international, cross-cultural work environment.

  • Demonstrated consultative leadership style that will promote social support & team cohesion.

Work Environment/Travel:

  • The position requires ability and willingness to travel internationally up to 25% of the time, including potentially high risk operational areas.

  • Flexibility in work hours is expected given this is a global role.

  • Must be physically able to travel to a variety of challenging operational contexts that may have very basic living conditions and infrastructure.