Developing People and Culture

The mission of our Human Resource and Staff Development teams are to support World Vision's total operation in meeting our goals for children and communities through our most valuable assets – our people. Is your vision our vision?   

People & Culture Coordinator - Garowe

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For Somali Nationals Only

Purpose of the position:

The People & Culture Coordinator will provide business partnering and administration of the human resource function in Puntland in line with WV Somalia People & Culture policies, Partnership standards and Puntland labor laws. The position holder will have a keen eye on providing efficient customer service to all departments and relevant partners. This will entail coordinating recruitment processes, absence management, compensation and benefits, monitoring performance management processes, facilitating training and development and records management.

Major Responsibilities:

Recruitment and on-boarding

  • Coordinate recruitment processes for Puntland operations in line with WV Somalia recruitment policy and promote diversity and gender balance

  • Develop quarterly workforce plans in liaison with Line Managers

  • Facilitate short listing processes, ensure Blocked party screening of short listed candidates and interview processes in collaboration with the hiring managers

  • Coordinate the onboarding processes for all new staff.

Contract Management

  • Maintain an up to date staff list with contract dates on a monthly

  • Track all contract end dates and ensure timely renewals and/or issuance of notices.

  • Track and coordinate with managers to ensure that probation appraisals are done in a timely manner.

  • Ensure that hires, separations, position changes for Puntland are entered in Our People system on a weekly basis

  • Coordinate separation processes for staff leaving the organization

Records management

  • Ensure all Puntland employee files are consistently updated upon hire and on a monthly basis with relevant onboarding documents;

  • Ensure separation documents are appropriately filed for all staff.

  • Conduct Quarterly Puntland personnel file audit and share the report with both Operations Manager and P&C Manager.

Policy administration

  • Conduct orientation/training of WV People & Culture policies and procedures to staff

  • Advise Line Managers on employment procedures, processes and new Puntland labour legislation

  • Ensure Line Managers and staff comply to WV Somalia policies and procedures

Staff compensation/benefits and staff care

  • Maintain accurate records of Puntland staff and dependents who are enrolled in the medical scheme

  • Ensure new staff and their dependents enrollment and deletions are done in an effective manner.

  • Respond to staff queries concerning benefit entitlements

  • Produce staff meeting minutes during the quarterly All Staff Meetings

Training and Development/Performance management

  • Orient new staff on performance management tools and Learning & Development policy & processes

  • Track and report submission rates of performance agreements, mid-year and annual performance reviews

  • Provide input in the assessment of annual training needs in collaboration with project managers and the Training and Development Officer

Qualifications: Education/Knowledge/Technical Skills and Experience

  • Education: A University degree in Human Resources Management, Business Administration, Social Sciences or an equivalent

  • Experience: A minimum of 4 years’ experience in Recruitment, Benefits Administration, Records Management, contract management and HR policy administration in a large corporate or International organization

  • Very good organizational skills and well-developed interpersonal skills,

  • Very good English communication skills, both verbal and written

  • Thorough knowledge of Microsoft office systems ( Very good use of Word and Excel)

  • Ability to maintain confidential and sensitive information

  • Very good customer service skills

  • Excellent attention to details with good analytical skills

  • Should demonstrate good negotiation skills

  • Should have good facilitation skills

Working Environment / Conditions:

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

  • Travel: 10% Domestic/international travel is required.

  • On call: Immediately

Kindly note: All academic certificates will be verified with the issuing academic institution.

Social Media Employment Brand Specialist

PURPOSE OF POSITION:

As Social Media Employment Branding Specialist for World Vision’s People and Culture (HR) Department, you are a highly creative and innovative individual with a knack for social and visual storytelling. You will serve as World Vision International’s primary point of content for all employment branding/ social media content, and recruitment marketing materials for the Talent Acquisition, Management and Employee Relations team.

You will create and manage World Vision’s employment branding strategy, oversee social media sites (i.e. careers.wvi.org, LinkedIn, Glassdoor, @WorldVisionJobs on Twitter, @WeAreWorldVision on Instagram and the #WeAreWorldVision employee hashtag), and the implementation of advertising and other employment communications and materials that are aligned with World Vision’s Global Brand and People & Culture guidelines. You will work directly with the Recruitment team and the Creative Lead & Graphic Design Specialist to help shape the employee value proposition, perceptions of company “culture” and the employment marketing resources that will motivate individuals to consider a career working with World Vision around the globe.

KEY RESPONSIBILITIES:

  • Lead and evolve the social media strategy for the Talent Acquisition team. Which includes, fostering relationships with Leadership in order to create buy in and engagement throughout the Partnership.

  • Collaborate with Global P&C/ Marketing teams to create consistent Employment Brand platforms, buy in and engagement throughout the World Vision Partnership.

  • Develop overarching employment branding and employment social media road-map that connects WV careers website and social networking sites (i.e. LinkedIn Company/Career page, Facebook, Twitter handles). Create and manage the employment branding materials and yearly campaigns to ensure consistency with Partnership wide brand standards and identity in order to attract and source applicants (i.e. ensure the WV employment brand is in place and used consistently).

  • Engage and interact with internal and external stakeholders including WV Global Communications, P&C Communications, Marketing and Creative Services Team (external career site, LinkedIn, Facebook, Twitter).

  • Determine what content is published on social media sites that are managed by the Talent Acquisition Team, the content calendar and information flow for each site to ensure one WV employment look and feel across multiple media channels.

  • Create, edit and publish employment advertising that attracts skilled, professional and Christian applicants (i.e. creating and editing employment adverts, job postings, Opportunity Profiles, Tweets) by utilizing current advertising templates and looking at new ways to engage potential talent. Ensuring WV branding standards are in place.

  • Research new and requested advertising sites (i.e. highly specialized areas).

  • Update the staffing toolkit on World Vision’s internal staff site, WVcentral as needed and provide training to all new staff on WVcentral and toolkit.

  • Employment Brand reporting as needed (i.e. Jobs, Providing other social media stats/reports as needed.) Track and report source of applicants, candidates and hires to show ROI on advertising and sourcing effectiveness (using the new systems).

  • Track and report source of applicants, candidates and hires to show ROI on advertising and sourcing effectiveness (using the new systems).

  • Monitor employment brand externally, checking sites like Glassdoor (periodic Google searches) to see what current and former employees are saying about WVI. Monitor and spot check applicants and candidates experience with the application process.

  • Create training materials for the partnership and train team members in utilizing social media effectively, particularly LinkedIn, Facebook, Twitter and Google+. Provide on-going formal and informal coaching and updates as needed.

  • Participate in Global Marketing and Communications and P&C projects specific to employment branding (i.e. online induction paperwork process) as needed.

KNOWLEDGE, SKILLS & ABILITIES:

Required:

  • Bachelor’s degree in related Human Resources, Marketing or Communications or 6+ years of relative work experience.

  • 4+ years of experience in Recruitment Marketing, Branding and/or Advertising with photo editing, video editing, graphic design and web site maintenance experience a plus.

  • Proven understanding, creativity and application/immersion in social media and the latest web/interactive media thinking for HR, communications or marketing related purposes.

  • Displays in-depth knowledge and understanding of social media platforms and metrics (i.e. LinkedIn, Facebook, Twitter, Google, YouTube, Instagram, Pinterest, etc.) and how each platform can be deployed in different scenarios for recruitment initiatives.

  • Comfortable working in a support or administrative role when needed.

  • Demonstrated writer and editing skills (writing samples will be requested for short-listed candidates).

Preferred:

  • In-depth knowledge of the general recruitment and staffing process.

  • International work, particularly communicating effectively cross culturally.

Work Environment:

  • The position requires ability and willingness to travel domestically and internationally up to 5% of the time.

Partnership Manager

Position: Partnership Manager

PURPOSE OF POSITION

The Partnership Manager is the key interlocutor for all partnership processes across the organization with a specific focus on improving and maintaining quality assurance and compliance. The Partnership Manager will provide strategic guidance and support for all partnership processes and influence senior leadership by advocating for enhanced capacity building and a process that focuses on quality and true dedication to an enabling partnership model that meets both the needs of WVI and the needs of the partner organization. The Partnership Manager will provide quality assurance and compliance oversight for the partnership process from start to finish, with a specific focus on the pre-selection of partners. Ensuring best practices and the standardization and compliance of all partnership related activities, including but not limited to all partnership agreements. The Partnership Manager will further coordinate and support the Operations Team, Program Team, and support service departments toward improved capacity building initiatives for partners, while leading on the development and implementation of the Syria and Turkey Country office partnership strategy. The Partnership Manager will provide strategic leadership and support and day-to-day line management for Partnership Officers based in the field.

MAJOR RESPONSIBILITIES

Partnership Compliance and Oversight

  • Provide strategic support, leadership and day-to-day line management for Partnership Officers based in the field.

  • Influence senior leadership and advocate for improved partnership strategies that enhance effectiveness and enable partners to excel in a culture of growth and a focus on quality.

  • Design and maintain a standardized toolkit for partnership engagement / implementation and management throughout project cycle.

  • Design and provide strategic oversight on all partnership agreements and ensure appropriate application of all templates according to WVI policies and procedures.

  • Ensure compliance concerning all contractual agreements, as well as the partnership process and serves as the focal point for the review and approval process of all WVI Syria and Turkey agreements, including but not limited to, SGA’s, MoUs, LoIs, and PALs.

  • Provide leadership and influence a culture of compliance across the organization for all partner related activities, ensuring that the partnership process is followed according to approved protocol and due diligence best practices.

  • Manage and lead on the development of the partnership strategy for Syria and Turkey.

  • Manage and provide leadership for the design and implementation of a partner database and dashboard and ensure all partner related documentation and evidence is appropriated electronically filed and (where necessary) physically stored to evidence data gathered, as per document storage guidelines.

  • Develop a strategy and protocol for Blocked Party Screening (BPS) across departments, concerning partner agencies and partner’s CEO/Board during the project start-up phase and again before SGA signing and notify all WV departments for immediate action when any new OFAC list updates are received.

  • Lead and manage efforts to ensure relevant staff of WV and partners attend start-up workshops, ensure that partner’s understand communication channels and how to escalate any challenges they may face during the life of the project. Lead and manage all partnership monitoring visits.

  • During project close-out, if an Asset Disposal Plan is required by the donor, work with the Grant Manager, Logistics Manager and SCM to develop and share with other departments.

  • Ensure costs associated with the project are properly invoiced and finalized.

  • All other duties as requested by the Head of Risk and Compliance for Syria and Turkey.

Provide Support to WV Operations and Programs Technical Leads Toward Improved Partnering Relationship and Ensure Compliance of all Partner Related Activities

  • Support the development of a partner monitoring plan and provide oversight for planning partner monitoring schedule.

  • Provide oversight and support the Logs Manager to conduct periodic spot checks to ensure all goods are procured as per pre-agreed Procurement Plan and submitted procurement requests.

  • Provide support to Operations to develop capacity building plans with all local partners informed by adaptive, innovative and effective capacity building methodologies.

  • Provide support and oversight for Operations to ensure partners develop their organizational development plan and ensure that necessary trainings are provided to partners as determined in the plan.

  • Work closely with WV staff to ensure departments support the development of partner capacity, including facilitating departmental teaming and ensuring WV departments meet with relevant partner staff on a regular basis.

  • Represent WV and contribute to inter-agency learning and initiatives in the Partnership-focused coordination mechanisms.

  • Lead efforts to work with Grant Managers and Technical Coordinators, immediately raising any areas of concern in relation to partners’ performance or project implementation so appropriate action can be taken.

  • Monitoring partner compliance with WV and donor rules and guidance throughout the lifecycle of our work with the partner, including: Communicating any issues to partners, and assisting them in resolving issues of noncompliance; Reviewing partner interim and final reports for donor compliance criteria, prior to submission.

  • Review and conduct desk verification on all non-financial documents/ forms received by the partners.

Partner Identification: New Partners

  • Develop a partnership 'Expression of Interest'/pre-qualified partners database including initial partner assessment and BPS screening of potential partners

  • Ensure the partnering process is followed and all partner files and agreements are tracked and filed appropriately.

  • Inspires senior leadership and staff to strengthen existing partnerships while strategically and proactively searching out opportunities for new partnerships

Learning

  • Promote inter-partners learning on common good practices and exchange of vital information

  • Feed learning into WV internal partnership approach and build capacity of WV staff to rollout approach.

KNOWLEDGE, SKILLS AND ABILITIES

  • University (Bachelor essential, master’s preferred) relevant to the field of international relations, political science, disaster management, international development humanitarian law, data management/information systems, international/political studies, sociology, population studies and other related fields).

  • Knowledge and expertise in various aspects of the program management cycle, donor regulations and compliance.

  • Five years working experience in relevant field (report writing, academic research, international non-governmental organizations work, law, risk and data analysis, grant quality and compliance)

  • Excellent organizational, analytical and oral and written communication skills in English

  • Excellent and proven interpersonal and communication skills, particularly with fellow staff donors and stakeholders

  • Demonstrated leadership skills in working collaboratively with other partners, donors, stakeholders, host country institutions and international organizations in support of a grant acquisition and/or grant management of a project.

  • Proven ability to analyze financial data to inform programmatic management decisions as per organization’s strategy.

  • Ability to work effectively under pressure and handle multiple tasks.

  • Strong training and facilitation skills.

  • Strong organization and time management skills and attention to detail.

  • Ability to work effectively with teams and communities.

  • Knowledge of and familiarity of the Syrian Crisis.

  • Ability to analyze and integrate feedback from diverse teams and reach common ground.

  • Required willingness and ability to continue to function during a crisis situation, including during a World Vision response to a manmade or natural disaster.

  • Fluency in English and Arabic.

  • Computer literate with a high degree of proficiency and productivity – specifically excellent computer skills with proficiency in Microsoft Word, Excel, PPT and DB software.

  • High sense of responsibility and attention to detail as this position manages financial data

  • Experience in report writing, data analysis, financial reporting and public policy or humanitarian law

  • Experience in working for non-for-profit organizations and the public sector (or relevant job in the private sector such as risk analyst, compliance officer)

Regional People & Culture Coordinator

REGIONAL PEOPLE & CULTURE COORDINATOR

BUT DE LA POSITION

Gérer et coordonner de différentes fonctions des Ressources Humaines à être implémentées au niveau du Bureau régional, y compris le recrutement, le bien-être et le développement du personnel, la gestion de la performance, conformément aux politiques de Ressources Humaines de World Vision International Haïti (WVIH) et les principes de gestion des Ressources Humaines professionnellement acceptés.

RESPONSABILITÉS PRINCIPALES

Activités principales

Résultats espérés

Gérer le recrutement et la dotation en personnel de la région

  • Mettre en œuvre les plans de recrutement pour la région

  • S’assurer que tous les recrutements sont conformes aux normes établies en la matière

  • Former les gestionnaires d’embauche de la région sur les processus de recrutement et les techniques d’entrevue

  • Assurer le respect de la chronologie et combler les postes vacants suivant les normes définies.

  • Coordonner l'induction et l'orientation complète de tout nouveau staff

  • S’assurer que tout nouveau staff et son superviseur suivent le plan d’intégration

  • Gérer et faire le suivi de la probation de tout nouveau staff

Plan de dotation régional est mis en œuvre

Tous les recrutements sont faits dans le respect de la chronologie et des normes définies

Le personnel est recruté, bien accueilli et orienté.

Les gestionnaires d’embauche régionaux sont bien informés sur les processus de recrutement

Coordonner le système de bénéfices et des avantages sociaux pour le personnel au niveau de la région

  • Mise en place des divers avantages accordés au personnel conformément à la politique de Gestion des avantages sociaux et la politique favorable à la famille.

  • Identifier les lacunes en soins et bien-être du personnel sur le terrain et les actions pour y remédier.

  • Mise en œuvre des programmes de soins et des initiatives de bien-être du personnel dans la région

  • Adresser les griefs et problèmes disciplinaires au niveau de la région

Le système de bénéfices et avantages sociaux sont implémentés au niveau de la région

Des activités de “Staff Care” sont menées au niveau de la région

Les complaintes et mesures disciplinaires sont adressées

Mettre en œuvre les politiques, systèmes, processus et normes de ressources humaines au niveau de la région

  • Communiquer toutes les politiques, procédures et normes a tout le personnel de la région

  • S’assurer que le personnel régional comprend et connait bien le manuel de politiques des RH.

  • Planifier périodiquement des séances de formation continue pour les cadres fonctionnels sur le manuel de ressources humaines et le droit du travail

Les politiques, systèmes, processus et normes de ressources humaines sont mises en œuvre et divulgués au niveau de la région

Gérer efficacement les informations de Ressources Humaines du personnel de la région

  • Surveiller, mettre à jour et gérer les informations du personnel et fournir des renseignements de Ressources Humaines exacts utiles à des prises de décision

  • Garder un système de classement efficace et vérifier périodiquement la fiabilité de l'information du personnel

  • Suivre les déplacements du personnel en ce qui concerne les absences, les visites familiales, les congés de maladie et les congés annuels

Les informations relatives au personnel et toutes les documentations de RH sont gérées de façon confidentielle

S’assurer de la gestion de la performance du personnel de la région

  • Suivre l’évaluation de la performance du personnel au niveau de la région

  • Assurer le suivi de toute évaluation de période probatoire

  • Recueillir, examiner et envoyer au Bureau Central les documents d’évaluation de performance du personnel

Le processus d’évaluation de la performance du personnel au sein de la région est bien géré

Culture Organisationnelle et Gestion de la Réputation

  • Promouvoir une culture organisationnelle saine en fonction des directives du bureau

  • S’assurer de la formation des employés sur les documents clés relatifs au code de conduite et à la réputation de l’Organisation

  • S’assurer que les balises sont mises en place pour empêcher tout cas de risque réputationnel de l’organisation au niveau de la région.

Les employés affichent un comportement conservateur de la réputation de la World Vision

Rapportage:

  • Préparer et soumettre des rapports mensuellement, trimestriellement et annuellement ou sur demande

Les rapports de qualité et utiles sont soumis à temps

CONNAISSANCES, COMPÉTENCES, APTITUDES ET EXPERIENCES

  1. Diplôme universitaire en Administration ou domaine connexe (sciences comptables, Sciences économiques, droit,) et une combinaison de connaissances et de pratiques des fonctions RH

  2. Connaissance pratique et prouvée dans les logiciels de base: Word, Excel et Powerpoint

  3. Bonnes capacités d’expression orale et écrite

  4. Grandes capacités d’organisation du travail

  5. Pouvoir travailler avec un minimum ou sans supervision

  6. Capacités de transmission de connaissances à d’autres personnes

  7. Connaissance des lois et du droit du travail haïtien

  8. Compétences en archivisme

  9. Au moins 3 ans d’expérience dans les Operations de Ressources Humaines

  10. Expérience de travail en équipe

  11. Expérience dans la supervision d’équipe

CONDITIONS DE TRAVAIL

Contrat a durée indéterminée

Le poste est basé à Hinche mais le titulaire fera des déplacements fréquents dans les bureaux de Programme dans les différentes communes d’intervention du Plateau Central

CONTENU DU DOSSIER D’APPLICATION

Lettre de motivation

Curriculum Vitae à jour

Copie diplôme, certificat et tout autre document pertinent pouvant supporter la candidature

Interim People & Culture Manager - Romania

PURPOSE OF POSITION

Manage and assist in implementing a variety of functions and activities of the local P&C unit focusing mainly on local level staffing services & orientation, performance management, staff care, compensation and benefits, P&C policies and systems. To provide continuous support for the Hub P&C Director in areas related to strategic planning and implementation, organizational development and learning & development, P&C interventions and Program implementation at the local level.

MAJOR RESPONSIBILITIES

P&C Policies, systems and procedures

  1. Support in standardization of policies and ensure alignment with country office local law regulations through contextualization, annual review of P&C related policies, procedures, forms, systems through consultancy with Hub P&C Director and local legal advisor;

  2. Ensure proper and regular awareness raising of all country level staff on available P&C policies, systems and procedures and any changes and updates;

  3. Provide advice and necessary support and coaching to the managers and staff in relation to the P&C policies, procedures and systems;

  4. Monitor the implementation of all policies and ensure that any breach or inconsistency is reported and followed up on;

  5. Support the Regional P&C Director in development and revision of support systems and mechanisms for smooth implementation of P&C activities at country level;

Staffing, Orientation and Exit

  1. In collaboration with the local management team and in consultation with the Regional P&C Director, carry out the local workforce planning process as per the overall Hub workforce planning timelines and guidelines;

  2. In cooperation with the Regional P&C Director and the Regional Business Partner Coordinate the country office local recruitment by providing end-to-end process support to hiring managers to fill the vacancies in a timely manner;

  3. Ensure that all recruitment and contracting steps are followed per the organizational requirements and standards and local laws and in consideration of the emerging and innovative recruiting trends;

  4. Facilitate the local level orientation and induction process and ensure all new hires are adequately oriented as well as all staff receive regular re-orientation sessions;

  5. In consultation with the Regional P&C Director, facilitate the local exit processes per the organizational requirements and local laws;

  6. Provide regular staffing updates to the Regional P&C Director, including any challenges linked with the recruitment or separation;

Total Rewards

  1. Support the Regional P&C Director in managing the local job analyses process, ensuring that proper Job Descriptions are in place for all staff, graded and validated;

  2. Support the Regional P&C Director in undertaking the local market salary and benefits surveys and developing the adequate compensation and benefits packages per the WV’s global policy on Total Rewards, HWMS and standardised approaches taking into consideration local law regulations;

  3. Facilitate the exchange of information with the local benefits providers (health insurance, pension fund, etc);

  4. Ensure that staff payroll system is running smoothly and efficiently on a monthly bases with zero errors and delays;

  5. In consultation with the Regional P&C Director, monitor the leave utilization of all local staff and ensure the maximum amount of leaves are utilized as an employee well-being measure;

Performance Management & Employee Relations

  1. Implement the Performance Management system per the standard approaches, including the learning and development;

  2. Provide comprehensive reporting and analyses, including the L&D needs analyses, to MEER Leadership on the progress per the key milestones;

  3. In consultation with MEER P&C, provide local staff awareness raising on PM system; as well as advise and coach the managers and staff on addressing poor performance and rewarding high performance;

  4. Support reporting any ER cases per reporting protocols as necessary, carrying out the local investigations and reviews as needed, maintaining of the ethics point database with all necessary documentation;

Staff Engagement

  1. Identify the staff care needs through regular meetings with the staff at head office and field offices;

  2. Advise the Regional P&C Director of potential problem areas in relation to the staff well-being and recommend/implement solutions as appropriate;

  3. In consultation with the MEER P&C team, provide staff care support when needed;

  4. Support in the implementation of the staff care action plan;

  5. Support in carrying out the Our Voice survey and in developing and implementation of the OV Action plan;

P&C Strategy, Reporting & Organizational Development

  1. Support the Regional P&C Director in developing the local country level P&C work plan in alignment with the overall P&C Strategy;

  2. Provide necessary reporting information to the Regional P&C Director for all required WV P&C reports within the established timelines (dashboard, employee census, PM, OV, HWMS, etc);

  3. Provide monthly P&C reports to the Regional P&C Director per established format;

  4. As required, support the Regional P&C Director in developing and implementing any Organizational Development initiatives and change processes at the local country level;

P&C Administration

  1. Maintain employee files and ensure they are up-to date with minimum/no missing required files at all times;

  2. Carry out regular internal audit checks for the local filing system;

  3. Ensure that any and all local documentation is processed timely, accurately and in accordance with the policies, standards and local laws;

  4. Maintain Our People system all modules (Core, Recruitment, etc) for the country office and ensure the information on it is accurate and updated at all times;

  5. Support the SLT team during internal and external audit processes by providing necessary information and paperwork and follow up on audit reports;

  6. Represent WV and actively participate in local HR working groups and relevant communities;

Local P&C Team Supervision

  1. Provide day-to-day management and supervision to the local P&C team;

  2. In consultation with the MEER P&C Director, facilitate the recruitment, performance management L&D (including support the learning, growth and development), and separation of the local P&C team;

  3. Support all P&C related task with regards to Local grants (planning, budgeting and recruitment processes). Ensure that all HR activities are implemented for all ESF programs.

  4. Coordinating the P&C procedures and payroll outsourcing provider

Other

  1. Manage the Administrative Department of Word Vision Romania

  2. Advise the Senior Leadership Team and Executive Director on all strategic local P&C issues and initiatives.

  3. Part of the World Vision Romania People Committee of Board of Directors and Senior Leadership Team;

  4. Follow security policies, rules, procedures and instructions;

  5. Represent WV in an appropriate and professional manner

  6. Contribute to a healthy team spirit and team work

  7. Adhere to WV Child Protection policy and standards and stay committed to WV vision statement and core values;

KNOWLEDGE, SKILLS AND ABILITIES

  1. University degree in Business Administration, Social Sciences, Psychology or a related field;

  2. Ability to work under pressure, being self-motivated and detail-oriented;

  3. Good communications skills;

  4. Thorough working knowledge of office systems. Computer aptitude and experience with word processing, database management, and spreadsheet software

  5. Ability to maintain positive relationships with colleagues,

  6. Emotional maturity and ability to deal with matters of strict confidentiality;

  7. Excellent organizational and planning skills;

  8. Basic payroll calculation – is required

  9. Fluent in English, spoken and written;

  10. Excellent knowledge of local labor law and related legislations;

  11. Cross-cultural sensitivity.

Additional work experience required as a minimum qualification for this position

  1. Minimum 10 years of experience in Human Resources with medium business/medium NGO/government agency out of which, minimum of 5 years in a supervisory/management role;

  2. Professional certification in HR in locally or internationally recognized HR institutions is a plus;

Preferred Skills, Knowledge and Experience

  1. Quick learner, agile, flexible and adaptable;

  2. Ability to demonstrate sound judgment and work with little supervision under the virtual working relationships;

  3. Ability to contribute to the healthy team spirit within the virtual teams;

  4. Experience of work in an INGO setting and past exposure with the international working culture and practices is a huge advantage;

The position requires ability and willingness to travel domestically to 10% of the time.

People & Culture (HR) Business Partner (Global Centre)

*Preferred location: Victoria, UK. Other locations to be determined by home country of successful candidate where VF/WVI is registered to operate.

ORGANISATIONAL BACKGROUND:

VisionFund International (VFI) is the world’s largest Christian microfinance network. For more than a decade we have been improving the lives of children across the developing world, as we provide small loans and other financial services to families struggling in poverty.

As the microfinance subsidiary of World Vision, the world’s largest Christian relief, development and advocacy organisation, VisionFund works in 29 countries through our network of affiliated microfinance institutions (MFIs) located across the globe in Africa, Asia, Latin America and Eastern Europe. We have around 7,000 staff. We have an outstanding loan portfolio of nearly US$ 535 million, serve over 1.2 million active borrowers and impact the lives of over 4 million children each year.

Sharing the same vision as World Vision, VisionFund seeks to provide life in all its fullness to children as their parents receive small loans, improve their businesses and increase their ability to care for their children as family incomes multiply.

PURPOSE OF POSITION:

The P&C Business Partner plays a crucial role in the execution of the People and Culture Strategy. Partnering with Business Leaders in our ‘Global Centre’ the BP helps them to achieve strategic business objectives through their virtual teams. The BP advises and coaches managers and employees in all elements of employee life cycle and talent management, including proactively identifying current and future people implications. The BP works collaboratively with World Vision International’s HR Centers of Excellence, specialists and Shared Services to develop and deliver integrated HR solutions, including workforce planning, performance management, succession planning, employee relations and leadership development.

This position will support VF senior leaders in aligning organizational strategies, goals and priorities with VisionFund’s mission and values. The post holder will encourage the use of innovative People Management and OD tools and practices to reinforce and positively change beliefs, attitudes, operating models and structure of organizations so that VisionFund International staff can better adapt to new technologies, markets and strategic changes.

This role will also play a role in designing and coordinating HR metrics and the creation and implementation of new/revised policies and project management of new initiatives e.g. related to talent management. This role also project manages designated global initiatives for the network of microfinance institutions (MFIs).

Applications from candidates with expertise in Organisation Development, Talent Management and/or Leadership Development would be particularly welcomed.

KEY RESPONSIBILITIES:

Function as a Strategic Partner with managers, including:

  • Act as a thought partner with managers to improve people-related priorities in the business unit (VisionFund GC).

  • Assist leaders in VisionFund GC with strategic planning and forecasting needs regarding people and culture, including leading on workforce planning for VisionFund GC and keeping VisionFund’s recruiter updated on upcoming needs.

  • Provide assistance and guidance to line management on a broad range of human resource policies, programs, and practices.

  • Act as an initial point of contact and intermediary for managers in assigned business unit (VisionFund GC).

  • Coach business leaders and managers to improve people management and development.

  • Maintain current understanding of the client’s department, strategy, people-related issues by becoming a valuable member of client's leadership team.

  • Participate in the development of the annual P&C strategic plan.

Become an Employee Champion acting as the main intermediary for employees and management in the VisionFund GC.

  • Implement HR-related programs within client group, such as reward and recognition programs and staff development initiatives.

  • Provide guidance, support and training to managers and employees on employee relations issues.

  • Assist line management with issues related to promotions, performance reviews, employee relations cases, terminations, etc.

  • Actively investigate and recommend solutions to employee relations issues in a quick and efficient manner, with access to legal counsel.

Act as a Change Agent for VisionFund, working to:

  • Collaborate with business leaders to design organizational structures, job roles, and talent management processes to drive organizational strategy.

  • Function as HR lead for clients going through organizational restructures, including providing consultancy to business leaders regarding the planning and communication.

  • of organizational changes.

  • Evaluate the impact of proposed changes on employees, and manage change to minimize disruption to the business.

  • Advise leaders on the need for and development of a people plan for each department.

  • Actively partner with business leaders and work with them to collaboratively identify practice improvement.

  • Run P&C related training and facilitate teambuilding sessions.

  • Help team leaders to make use of appropriate psychometric assessments and teambuilding tools (Birkman, MBTI, Insights, Lencioni, etc.)

  • Provide conflict resolution support, when appropriate acting as a neutral mediator.

Act as a Functional Expert who works to:

  • Scan the broader business environment on an ongoing basis for trends and issues that may affect talent management in the organization. Provide thought leadership on issues that could affect the VisionFund workforce.

  • Maintain a current knowledge of legislation and regulations that relate to HR issues, and take the lead on developing appropriate policies and procedures for VisionFund’s Global Centre and/or network of MFIs.

  • Analyze a broad range of HR data to identify valid insights, and convert these insights into recommendations the business can use to make decisions

  • Apply rigorous project management techniques to planning and implementing cross-functional P&C initiatives that support current and future business strategies.

  • Coordinate with P&C department functional experts and other departments to deliver on business requests and solve business problems.

  • Communicate regularly with P&C colleagues to exchange information and provide ongoing collaboration and problem resolution.

  • Provide consulting services related to career management

  • Point of contact on individual employees’ compensation, vacation, benefits, rights, etc if questions are escalated by P&C Officer. For example promotions, policy exceptions, job descriptions including Hay job evaluation, employment laws in various jurisdictions, leaves of absence, policy interpretation.

KNOWLEDGE, SKILLS AND ABILITIES:

  • Significant human resources experience, with a minimum of a Bachelor degree or professional HR qualification

  • Previous experience in an HR Business Partner role, HR Generalist role or related high level specialist role in HR/OD.

  • Strong consulting skills and experience influencing and interacting with executives.

  • Thorough knowledge of human resource management practices and sensitivity to international differences

  • Demonstrated HR experience in a multi-unit business environment.

  • Proficient in coaching, mediating, influencing, facilitation, presentation, communication, data analysis and problem solving.

  • Excellent written and oral communication skills. Able to communicate complex ideas and business concepts in accessible terms.

  • Proven ability to exercise excellent professional judgment

  • Thorough knowledge of employment legislation in at least one of the countries where VisionFund Global Centre staff are based.

Preferred Knowledge, Technical Skills and Experience:

  • Hay job evaluation qualification.

  • Experience within Ulrich’s Business Partner model.

  • Membership of a professional HR/Personnel Management body.

  • Experience working in emerging markets.

  • Experience organising expatriate assignments.

Work Environment/Travel:

  • This is a varied and fast-paced role within a multicultural and multi-location workforce, with development opportunities within both Microfinance and HR & OD.

  • This role is in a small team of People and Culture professionals, who are committed to excellent customer service and dedicated to our double bottom line of social impact and financial sustainability.

  • There is a requirement to travel nationally and internationally up to 4 times per year.

  • This role can be based in any location where WVI has a registration to employ staff, as long as time zones are compatible with key stakeholders for the role.

VisionFund International aims to be a diverse and inclusive organisation and candidates of all backgrounds and cultures are encouraged to apply. We aspire for all employees to feel their work is fulfilling and see their valuable contribution to an organisation working to provide long-term sustainable solutions to the world’s most vulnerable people.

WVV People & Culture Manager

WORK CONTEXT / BACKGROUND:

World Vision is a Christian relief and development organization working to create lasting change in the lives of children, families and communities living in poverty. World Vision serves all people regardless of religion, race, ethnicity or gender. As a child-focused organization, World Vision’s (WV) work focuses on children, ensuring they are protected and their basic needs are met. WVV has a total income of around US$ 18,000,000 (FY18) with funding from 16 support countries in Europe, Asia, the Americas and Australia. Funding of WVV consists of sponsorship program funding (70%) and Private Non Sponsorship (PNS)/Grants (30%). World Vision International-Vietnam employs about 420 staff, of which 99% are Vietnamese nationals.

In 2018, World Vision Vietnam is implementing 37 Area Programs (APs) which operate in 5 zones: North 1 (Hoa Binh, Dien Bien), North 2 (Yen Bai, Tuyen Quang), North 3 (Hung Yen, Thanh Hoa, Hai Phong), Central (Quang Tri, Quang Nam, Danang) and South (Quang Ngai, Binh Thuan, Ho Chi Minh, DakNong). WVV’s APs focus within one administrative district of a province which usually populated by ethnic minority people with very high rates of poverty. A uniqueness of WVV’s AP approach and structure is that team members are based at district level where the AP is located, which enables them to work closely with government partners and communities on a daily basis. Beside the APs, WVV is also implementing different Special and Grant Projects to meet the specific needs of vulnerable children in both AP and non-AP areas.

People and Culture (P&C) Department aims to attract, retain and develop committed talents as well as cultivate the organizational culture of agility and innovation to support the realization of WV Vietnam’s strategy FY18-22.

PURPOSE OF POSITION:

  • To manage the team of Senior PnC Offices and PnC Officers in undertaking all PnC functions including recruitment, employment, employee relations, compensation and benefits, performance management, staff care, employee engagement, HR information management.

  • To add values to the PnC Strategic Functions including Organizational Development and Culture, Leadership Development and Succession Planning, HR Policies and Procedures to ensure compliance with WV Partnership P&C standards and effectively support the implementation of LEADER Strategy and WVV’s national strategy.

ROLE DIMENSION/DESCRIPTION

1. Recruitment

Facilitate workforce planning (short term and long term) to support the implementation of WV national strategy, annual business plans within the approved admin costs (admin ratio).

Provide technical coaching and support to recruitment processes to ensure that qualified candidates are sourced, selected and hired through the standard recruitment process.

Facilitate recruitment processes and coordinate onboarding/ orientation for key roles.

2. Staffing, Employee Relations & Engagement

Facilitate staffing changes including job rotation, relocation, promotion, secondment, additional responsibilities, etc. in close cooperation and consultation with line managers and concerned department directors/heads, which enable staff professional growth and career development.

Support in strengthening WV’s Christian identity and values and improving employee engagement.

Supervise and support the team to ensure that all legal requirements and staff benefits including Personal Income Tax (PIT), compulsory social insurance, personal accident and life insurance, health check-up, leaves, trade union benefits, long-term service recognition, etc. are administered in a professional and timely manner, in compliance with relevant laws, regulations and WVV’s HR policies.

Handle staff grievances and disciplinary action processes in consultation with the P&C Director and line managers following Vietnam Labor Code, and WVV’s HR policy and principles.

Regularly track the legal changes including Labor Code and related laws (Insurance, PIT, Trade Union, etc.) to propose appropriate revision for WVV’s HR policy for National Staff/ Micro Finance Branches and expatriate staff.

Supervise the team to ensure that all P&C information including personal information/documents, contracts and appendices, policies sign-off, performance and training records, etc.is properly recorded both in personal files (hard copy) and on Our People (computerized automated HRIS).

Prepare reports and provide PnC information/statistics to internal and external stakeholders as requested.

Ensure the direct reports (senior officers and officers) are able to communicate effectively with line managers and staff on PnC related policies, procedures, practices and other P&C messages.

In collaboration with line managers, create and maintain a conducive working environment where staff enjoy wellbeing as well as are highly motivated to make valuable contribution to the organization.

Develop a follow up action plan to improve staff and organizational well being based on the results of Our Voice Survey (staff engagement survey). Implement the action plan in cooperation with the concerned directors.

3. Partnering for Performance

Provide ongoing support to line managers to implement the Partnering for Performance (WV’s performance management approach and process) for all staff, ensuring effective goal setting, quarterly check-ins, ongoing coaching and timely feedback are provided to employees by line managers.

Equip line managers with relevant skills to inspire high performance, support career development and address poor performance in a timely and professional manner.

Build the capacity of direct reports, develop their performance.

4. Learning and Development

Assess and identify competency gaps against competency frameworks for key roles.

Provide coaching/ support and tools to line managers to conduct talent review, identify second liners for key roles, develop/ update their talent profiles, conduct career conversations and facilitate their career development.

Support the PnC Director in developing and delivering learning and development activities that help close employees competency and skill gaps as identified in Individual Development Plans and talent profiles.

Use all available resources (in house trainers, WVI regional office’s programs, WVI online learning, consultancy, etc.) as well as a blended learning approach including Webinar, simulation, coaching, mentoring, etc. to support the development of leaders and potential successors.

Track learning application and evaluate the effectiveness and impact of learning and development activities/ activities to justify the ROI.

Knowledge, Skills, Abilities:

(The following knowledge, skills, and abilities may be acquired through a combination of formal schooling, self-education, prior experience, or on-the-job training.)

Education

- A bachelor degree in a relevant field.

- Degree in Human Resource Management

Knowledge and Skills

- Good knowledge and understanding of HR functions such as recruitment, employment, employee relations, performance management, employee engagement, learning and development, compensation and benefits, etc.

- Thorough understanding of Vietnamese labour law and practices

- Good understanding about humanitarian industry and INGO operation

- Good understanding of WVV’s operation and its programs

- Ability and skills to support the development of staff and leaders to meet and exceed the competencies required to achieve organizational goals and objectives.

- Good interpersonal skills.

- Good written and spoken communications skills in English and Vietnamese

- Well-organized work style including sound process management skills.

- Demonstrated judgment and discernment skills, maturity and the ability to maintain strict confidentiality of staff and organizational records.

- Ability to coach, mentor and manage staff’s performance

- Willingness to support/subscribe to the ethos and values of WV in its work with the poor in Vietnam.

Experience

- A minimum of 5 year’s relevant working experience.

Our contact details are: People and Culture Department- World Vision International – Vietnam- Address: 9th floor, the Mercury building, 444 Hoang Hoa Tham street, Hanoi, Tel: 024. 39439920 (ext.118)

We give equal opportunity to every candidate, regardless of religion, race and gender.

A competitive salary, benefits and career development opportunity will be offered and commensurate with the experience, qualifications and responsibilities.

WVV People & Culture Officer

WORK CONTEXT / BACKGROUND:

World Vision is a Christian relief and development organization working to create lasting change in the lives of children, families and communities living in poverty. World Vision serves all people regardless of religion, race, ethnicity or gender. As a child-focused organization, WV’s work focuses on children, ensuring they are protected and their basic needs are met. WVV has a total income of around US$ 19,000,000 (FY18) with funding from 14 support countries in Europe, Asia, the Americas and Australia. Funding of WVV consists of sponsorship program funding (70%) and PNS/grants (30%). WVV employs about 440 staff, of which 99% are Vietnamese nationals.

Currently, World Vision Vietnam is implementing 37 Area Programmes (APs) which operate in 5 zones: North 1 (Hoa Binh, Dien Bien), North 2 (Yen Bai, Tuyen Quang), North 3 (Hung Yên, Thanh Hoa, Hai Phong), Central (Quang Tri, Quang Nam, Danang) and South (Quang Ngai, Binh Thuan, Ho Chi Minh, DakNong). WVV’s APs focus within one administrative district of a province which usually populated by ethnic minority people with very high rates of poverty. A uniqueness of WVV’s AP approach and structure is that team members are based at district level where the AP is located, which enables them to work closely with government partners and communities on a daily basis. Beside the APs, WVV is also implementing different Special and Grant Projects to meet the specific needs of vulnerable children in both AP and non-AP areas.

There are 7 members in P&CD team, including P&C Director and six P&C Officers. Each P&C Officer is are charge of all P&C functions in their assigned regions and provide overall expertise in specific functions for P&C department.

PURPOSE OF POSITION:

To undertake all P&C functions in the assigned zone including Employment, Recruitment, Performance Management, Training and Development, Staff Engagement and P&C information management with minimum supervision and support from P&C director;

To provide overall expertise in the functions of Compensation and Benefits, Performance Management, Employee Relations to ensure compliance with Partnership P&C standards and undertake continuous improvement in quality and effectiveness;

To support the P&C Director in various aspect of day-to-day operations of PnC department, ensuring continuous improvement in quality and effectiveness of people management strategies;

KEY RESPONSIBILITIES:

1. Recruitment

Facilitate the multi-year and annual workforce planning to understand current and future staffing needs in alignment with strategic directions and operating plans, then define appropriate recruitment, retention and downsizing strategies.

Facilitate the standard recruitment processes (including reviewing JDs/TOR; advertising vacancies on different channels including social media and professional networks; screening; shortlisting; interviewing using competency based behavioral and situational interviewing techniques, preparing written test and organizing fieldtrip with job shadowing assignments; checking references; proposing job offer and preparing employment contracts) in an effective, timely, fair and transparent manner to select qualified candidate for the job.

2. Employment and Employee Relations

Coordinate onboarding/ orientation process for new hires and ensure all the new hires have good understanding of and subscribe to WVV’s ethos, core values; understand WV’s approaches, policies, procedures, strategies and operations to perform their job.

Facilitate separation process in compliance with WV’s Policies, procedures and labor law.

Facilitate staffing changes (promotion, new appointment, relocation, additional responsibility, secondment, etc.) in consultation with relevant line manager and technical staff.

Update all staff changes in the assigned zone to relevant partners including Social Insurance Department, Personal Health and Accident Insurance Provider and Labor Management Agency in an accurate and timely manner.

Administer Personal Income Tax, insurance claims and other benefits (absences, health check-up, etc.) for staff in the assigned zone in compliance with relevant laws, regulations and HR policies

Handle staff grievances and disciplinary action processes in consultation with the P&C Director and line managers following Vietnam Labor Law, HR policy of WVV and WV principles on Employee Relations.

3. Performance Management

Provide ongoing support to line managers and individual staff to implement the Partnering for Performance (WV’s performance management approach and process) for all staff.

This includes providing ongoing coaching and support to line managers and individual staff to ensure that performance and development goals are SMART, contributing to team objectives and WVV’s Strategic Implementation Plans.

Support the development of individual development plans in collaboration with line managers and employees.

Equip line managers with relevant skills to inspire high performance, support career development and address poor performance in a timely and professional manners.

Recognize staff for their additional efforts/ contribution and outstanding performance in a timely and appropriate manner.

4. Staff Care and Employee Engagement

In collaboration with line managers, create and maintain a conducive working environment where staff enjoy wellbeing as well as are highly motivated to make valuable contribution to the organization.

Administer the engagement survey (Our Voice Survey) to get feedback from staff on the organizational and staff well-being and implement and/or coordinate follow-up actions to improve the result for the assigned zone

Support line managers in change communication, identification of Innovators and Early adaptors for change, and in motivating and implementing the change.

Coordinate spiritual nurture activities for the assigned zone as appropriate to the context of Vietnam.

5. PnC Information Management

Record all employee information and recruitment processes on Our People in a timely and accurate manner.

Generate queries, analyses and use data on Our People to inform PnC related recommendations/ decisions.

Record all employee information properly in hard and soft copies, including personal documents, contracts and appendices, policies sign-off, performance and training records, etc.

Prepare P&C monthly reports, payroll and other updates in a timely and accurate manner.

Provide statistics of the assigned zone as required

6. Leadership Development and Succession Planning

Assess and identify competency gaps against competency frameworks for key roles.

Provide coaching/ support and tools to line managers to conduct talent review, identify second liners for key roles, develop/ update their talent profiles, conduct career conversations and facilitate their career development

Support the PnC Director in developing and delivering learning and development activities that help close employees competency and skill gaps as identified in IDP and talent profiles.

Use all available resources (in house trainers, WVI regional office’s programs, WVI online learning, consultancy, etc.) using blended learning approach including Webinar, simulation, coaching, mentoring, etc. to support the development of leaders and potential successors.

Track learning application and evaluate the effectiveness and impact of learning and development activities/ activities to justify the ROI.

Knowledge, Skills, Abilities:

(The following knowledge, skills, and abilities may be acquired through a combination of formal schooling, self-education, prior experience, or on-the-job training.)

Education

- A bachelor degree in a relevant field.

- Degree in Human Resource Management

Knowledge & Skills

- Good knowledge and understanding of HR functions such as recruitment, employee employment/relations, performance management, employee engagement, learning and development, etc.

- Thorough understanding of Vietnamese labour law and practices, especially Insurance

- Good understanding about humanitarian industry, WVV’s operation and its programs.

- Ability and skills to support the development of staff and leaders to meet and exceed the competencies required to achieve organizational goals and objectives.

- Good interpersonal skills.

- Good written and spoken communications skills in English and Vietnamese.

- Well-organized work style including sound process management skills.

- Demonstrated judgment and discernment skills, maturity and the ability to maintain strict confidentiality of staff and organizational records.

- Ability to coach, mentor and manage staff’s performance

- Willing to support the philosophy, purpose and values of WV in its work with the poor in Vietnam.

Experience

- A minimum of 3 year relevant working experience.

World Vision Vietnam is a Christian non-government organization. Applicants having working experience in a similar kind of organization will be an advantage.

Our contact details are: People and Culture Department- World Vision International Vietnam- Address: 9th floor, Mercury building, 444 Hoang Hoa Tham street, Hanoi, Tel: 024. 39439920

We give equal opportunity to every candidate, regardless of religion, race and gender.

A competitive salary, benefits and career development opportunity will be offered and commensurate with the experience, qualifications and responsibilities.

World Vision is a Christian humanitarian organization which works to improve the quality of life of people, especially children, who are marginalized and living in poverty regardless of religion, race and gender.