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 and Culture Officer

POSITION: PEOPLE AND CULTURE OFFICER

DEALINE FOR APPLICATIONS: 25 August 2019

PURPOSE OF POSITION

Assist Regional People and Culture Leader in coordination of department services and functions relating to personnel data administration and maintenance, P&C administration, including information and document flow for local country office staff, assistance with recruitment, orientation and training. Contribute to P&C function high quality. Act as a super user to Our People system and manage the recruitment module per local recruitment process. Act as a contact point person and coordinate legal matters affecting the organization to ensure compliance to various statutory requirement.

MAJOR RESPONSIBILITIES

P&C Administration and Support

  • Administer and manage payroll.

  • Maintain and keep staffing lists for all categories of workforce (employees, service contracts, casual workers, volunteers, interns, etc.) and any staff related necessary information for rapid access and use;

  • Maintain personnel files accurate, updated and confidential at all times.

  • Set up and maintain filling system.

  • Prepare and process all kinds of P&C related paperwork for all categories of workforce as required, with accuracy and confidentiality and in accordance with the policies and local laws;

  • Keep P&C related templates updated and available for staff;

  • Maintain and process local employee enrollment and cancellations from EPF and Medical Insurance plans;

  • Provide necessary advise and support to staff on leave utilization for different types of leaves and time sheets;

  • Act as liaison between employee and insurance provider in resolving benefits related program issues and ensure effective utilization of the plan;

  • Process billings from insurance and EPF providers. Review billings for accuracy, and resolve discrepancies with the company in coordination with Finance Department.

  • Respond to routine employee enquiries, both oral and written to ensure the accurate and timely provision of information;

  • Liaise with Admin staff regarding international visa, work permit, residency permit and follow up with international staff on needed documents;

  • Support the line manager in providing with the P&C data for necessary P&C reporting upon request and as needed;

  • Be familiar with audit requirements for P&C and act in a way that audit risks are at minimum.

  • Support Management is OV action plan preparation and execution.

Recruitment, Onboarding, Training and Exit Processes

  • Provide necessary support in staff recruitment, selection and contracting as needed and participate in panel interviews upon the Line Manager request;

  • Provide assistance in arranging and conducting orientation and induction sessions for new staff;

  • Provide assistance in arranging and conducting different kinds of P&C learning events, trainings, workshops, and/or team building activities;

  • Responsible for requirement on P&C related service contract positions.

  • Responsible to coordinate employee’s exit process making sure all departments covered items in separation check list. Ensure final pay is prepared only when separation check list is filled in by all departments.

Our People System

  • Act as Super User for the local country office;

  • Maintain and update Our People on a regular bases and provide reports and statistics when required;

  • Support in training the managers and staff in utilization of Our People self and manager service and recruitment modules and ensure all new hires receive adequate orientation on ESS/MSS;

  • Manage the OP Recruitment Module and ensure 100% utilization of Recruitment for all local recruitments;

Legal Matters

  • Coordinate with external law firm to ensure compliance of WV BiH activities with local laws.

  • In case of any legal procedure with the court, together with CD and external law firm determine course of action in best interest of WV BiH.

  • In cooperation with CPD, liaison with GC legal to assure compliance with WVI policies on legal proceedings.

  • Ensure that all the organization’s statutory documents are safely kept and statutory updates and changes are timely filed.

Other

  • Be familiar with WV security plan.

  • Be familiar with WV policies and standards related to P&C for crises management and act according to those in case of crises including direct and indirect staff care plan preparation , communication and implementation.

  • Represent WV in an appropriate and professional manner.

  • Contribute to a healthy team spirit and team work.

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

  • Perform other relevant tasks assigned by the direct supervisor;

MINIMUM EDUCATION, TRAINING AND EXPERIENCE REQUIREMENTS TO QUALIFY FOR THE POSITION:

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

  2. Excellent detail-orientation skills;

  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. Ability to maintain confidentiality

  7. Ability to prioritize and complete a complex variety of tasks in an organized manner

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

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

  10. Excellent organizational and planning skills;

  11. Fluent in English, spoken and written;

  12. Native in local language;

  13. Excellent knowledge of local labor law, legal requirements and related legislations;

ADDITIONAL WORK EXPERIENCE REQUIRED AS A MINIMUM QUALIFICATIONS FOR THIS POSITION:

  1. Minimum 2 years of experience in Human Resources and or Administration with medium business/medium NGO/government agency;

  2. Demonstrated experience and knowledge of HR practices, including recruitment, HR functions and systems administration; HR software administration and maintenance;

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. Highly analytical with proven problem solving skills.

LIST ADDITIONAL WORK EXPERIENCE PREFERREDFOR THIS POSITION:

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

  2. Strong influencing skills.

WORK ENVIRONMENT

  • The position requires ability and willingness to travel domestically as needed.

Talent Management & Leadership Development Technical Director

*Preferred position location: Dubai, United Arab Emirates. Other locations to be determined by home country of successful candidate in a jurisdiction (US state or country) where WVI is registered to operate.

PURPOSE OF POSITION:

This position will lead Disaster Management’s Global Centre’s Talent Management Leadership Development to ensure that we have strong pipelines of DM talent to meet our ministry and organizational needs, and with the ultimate objective of making World Vision an agile organisation in the face of major humanitarian responses.

The Technical Director will be a trusted partner and influencer to bring credibility to the talent planning, development and leadership development and gain buy-in from all levels of the organization.

The Technical Director will lead and manage:

  • Talent Management Strategy that addresses critical gaps and future needs to ensure WV’s ability to be a leading humanitarian organization within the sector.

  • Development of key talent pipelines in collaboration with Global Sector leads and Regional Humanitarian Emergency Affairs (HEA) and People & Culture (HR) Directors.

  • Disaster Management talent development and leadership development initiatives including leveraging both internal and external opportunities and mobilizing a network of internal and external SMEs to support these initiatives.

MAJOR RESPONSIBILITIES:

  • Lead the development and implementation a business aligned Disaster Management (DM) Talent Management Strategy including relevant metrics aligned with current and future organizational needs.

  • Lead on the development of DM talent pools with regions that facilitate pipelines aligned with current and future field DM staffing and leadership needs.

  • Lead on the development of DM talent pools for priority sectors and functions identified as key gaps/needs a part of Emergency Workforce Planning.

  • Partner with Workforce Planning, talent acquisition, and other P&C teams to design and connect outcomes to DM talent management processes.

  • Lead the management of a DM GC external coaching programme support and internal coaching and mentoring programme.

  • Lead WV’s engagement with the Inter-agency Cross Organisational Mentoring Programme.

  • Lead WVI’s engagement with the Centre for Humanitarian Leadership.

  • Lead and manage specialized talent development and retention initiatives.

  • Manage the shadow deployment project.

  • Manage Disaster Management Retainer initiative.

  • Manage the field component of the WVUS Programmes Internship Programme.

  • Support the incorporation of Disaster Management into global leadership initiatives.

  • Leverage external Emergency Training and Leadership development opportunities to build WVI DM bench strength and position WV staff for key roles within the humanitarian response architecture.

KNOWLEDGE, SKILLS & ABILITIES:

  • University degree in the social sciences, learning and development, organizational development, international development or other related field.

  • Five years experience in humanitarian sector with strong empirical knowledge of the humanitarian charters, laws and standards.

  • Post graduate degree or equivalent experience in international development, human resources or other related field.

  • Knowledge of talent development and organizational development concepts and their application in large organizations.

  • Project/program management experience.

  • Experience leading a change process in a large, complex organization either in a field or headquarters context.

  • Experience working in a multicultural, geographically decentralized, global organization.

  • Excellent interpersonal skills, high emotional intelligence, and strong client service orientation.

  • Excellent negotiation, diplomacy, and managing by influence skills.

  • Talent management.

  • Leadership development.

  • Coaching and mentoring programmes.

Preferred Skills, Knowledge and Experience:

  • Systems thinker; the ability to understand the implications of change across multiple dimensions according to organizational development concepts.

  • The ability to balance process with people development and principles to guide where necessary but also allow for individual analysis and experimentation.

  • Adult learning best practice, particularly blended learning.

  • Strong understanding of the humanitarian industry, particularly related to emergency response.

  • Cross cultural experience with ability to communicate effective across diverse cultures.

  • Fluent in a second language other English such as French, Spanish or Arabic would be highly regarded.

Work Environment/Travel:

  • The position requires ability and willingness to travel domestically and internationally approximately 30% of the time.

Regional Admin. & People & Culture (HR) Business Partner

Job title: Regional Administrator and P&C Business Partner

Grade Level: 13

Reports to: Regional Manager

Work Location: Southern Region

Purpose of the position:

To offer P&C business partnering support to the Regional Office and Programs to achieve shared organizational objectives in particular to cascade P & C processes and value added services to field operations.

The position holder must be able to Communicate World Vision's Christian ethos and demonstrate a quality of spiritual life that is an example to others.

Major Responsibilities:

Business Partnering (20%)

  • Provide P & C support to the region & Program Managers including(not limited to) dissemination of information, follow up for action, implementation of policies, staff engagement surveys, performance management processes, probation & confirmation

  • Co-ordination of the students’ attachment within the Region.

  • Advise the Regional and Program Managers to ensure adherence to the HR manual and labor laws in making any staff related decisions

  • Report on action taken in the region and programs to address issues highlighted in Our voice action plan

  • Ensure updated employee files are maintained within the region and programs and with utmost confidentiality

  • Support and build the capacity of the managers on performance management and respond to related queries

  • Support in the rollout and implementation of P&C initiatives

  • Develop, monitor and implement regional learning and development plans with the support of the OD Officer

  • Facilitate learning and organizational Directed Development initiatives at region

  • Support change management projects/initiatives within the region as required, facilitating team efforts and helping to define project goals, timelines, resource requirements and planning to cope with conflict or stress points in the plans.

Recruitment (15%)

  • Proactively liaise with hiring managers within the region in identification of staffing gaps

  • Coordinates recruitment for staff recruited at the Region and Program Level for GLs below 12(local adverts, shortlisting, interviewing, background checks and pre-employment medical check-up) within the turnaround time.

  • Participate in the recruitment of interns for GRIP.

  • Track contract expiry dates of the staff at the region, and follow up with Program Managers on renewal/non renewals

  • Facilitate probation reviews and confirmation of staff within acceptable and set timelines

New Hire Orientation (10%)

  • Co-ordinate and conduct orientation of the new staff recruited at the Region and program level.

  • Ensure new staff are introduced to WVK and are sensitized on policies and processes

  • Facilitate creation of personal files for all new starters and ensure that all documentation is in order

  • Facilitate new starters to complete and forward to NO compensation and benefits documentations

  • Ensure staff are enrolled into WVK Systems eg payroll, lotus notes, WV central and WVK Staff benefits and understand the related processes

Our People system management (10%)

  • Capacity-build staff & managers on use of OP including implementation of new modules

  • Assist in trouble shooting Our People system challenges for regional and Program staff

  • Maintain and update Our People on any employee changes/movements

  • Analyze regional absence requests on a monthly basis and alert managers on pending approvals

  • Ensure adherence to annual leave plans

  • Ensure up to date personnel information for all the regional staffs on the OP system

  • Run monthly management reports from OurPeople for management advice

  • Carry out data clean up at regular intervals to ensure data consistency

Staff Care (10%)

  • Report on medical/ and hospital admission cases for staff within the region

  • Coordinate psychosocial support and peer support for staff within the region

  • Organize in liaison with Programs on team building initiatives to spur performance

  • Report and facilitate documentation for accidents and incidences for WIBA and GPA claims

  • Educate managers and staff on self-care, entitlements and ensure a culture where people feel valued

  • Plan health audits and benefits fairs to monitor staff wellbeing and liaise with relevant stakeholders to ensure staff concerns are addressed

  • Identify cases for and coordinate the critical incident debriefing for staff that have undergone stress and/or trauma and provide appropriate referral services

Office Administration (10%)

  • Maintain filing registry for the Regional office

  • Ensure quality catering services as necessary

  • Manage office stationery at the Regional office

  • Record and circulate minutes of the Region’s staff meetings and the Regional SMT meetings

  • Organizing accommodation for the Region’s visitors

  • Management of the reception including telephone and visitors’ communications

  • Organizing the office cleanliness, and office accommodation space for staff

  • Ensuring that the office opens and closes at the right time.

  • Coordinate errands like mailing, shopping, supplies, equipment maintenance and bills

  • Sit in Regional Procurement meetings as a member

  • Assist in the co-ordination of meetings, seminars, workshops, trainings and retreats for the Regional staff

  • Facilitate travel plans for the various meetings in liaison with the drivers

  • Maintain a good inventory for the library

  • Receiving and dispatching documents from and to P & C NO for distribution to the Programs e.g. medical cards and staff contracts

  • Consolidate the annual leave plan for the Regional Office

Supervision and Reporting (10%)

  • Preparing and submission of Monthly report to NO P&C

  • Offer P&C analytics to advice on trends and areas of improvement in the respective programs.

  • Contribute to establishment and use of regional data bases, dash boards and e-resources which include good P&C practices.

  • Maintain a database of potential employees at the Region and possible replacements especially of field recruits

  • Offer supervision to the Regional Liaison Officer, including performance management.

  • Offer relevant support when need arises to:

  • Admin. Assistants in the field offices.

  • Casual workers and service providers at the regional office.

  • National P&C office as need arises.

  • Conduct periodical Program visits for P&C related support.

  • Provision of support to the Regional Manager

Staff Exit (10%)

  • Carry out staff exit meetings with separating staff where the line manager is not able to hold a face to face meeting with the staff.

  • Periodically analyze staff exit related information to guide retention initiatives.

  • Manage employee exit processes (clearance, handover etc) and ensure that the exit process laid standards

  • Coordinate and guide management on staff transitions during program/project phase outs and ensure all applicable policies and procedures are adhered to

Any other duties as assigned by supervisor (5%)

Qualifications: Education/Knowledge/Technical Skills and Experience:

  • Minimum of a Degree in Human Resource management or related field

  • Working experience of at least three years of which two year must be in Human Resources

  • Must be a member of a recognized human resources professional body with appropriate Certificate of Practice

  • Knowledge of Human Resource Information System, including computer applications

  • Excellent interpersonal and communication skills

Preferred Skills, Knowledge and Experience:

  • Excellent planning skills; ability to mobilize staff and managers on major organizational initiatives

  • A self-motivated person

  • Experienced in cross-cultural environment.

  • Must be. conversant with the labor legislations

Human Resources Officer

Position: Human Resources Officer

Town / Office: Tirana, National Office

Type of contract:Full time / Fixed term

Application deadline date: 25 August 2019

PURPOSE OF POSITION

Assist Human Resources Team Leader in coordination of department services and functions relating to personnel data administration and maintenance, Human Resources administration, including information and document flow for local country office staff, assistance with recruitment, orientation and training. Contribute to Human Resource function high quality. Maintain and update Human Resources Software System and manage the recruitment module per local recruitment process.

MAJOR RESPONSIBILITIES

Human Resources Administration and Support

Administer and manage local Human Resources systems, including payroll, Our People and other context specific systems.

Maintain and keep staffing lists for all categories of workforce (employees, service, casual, volunteers, interns, etc.) and any staff related necessary information for rapid access and use.

Maintain personnel files accurate, updated and confidential at all times. In collaboration with the Human Resources Team Leader, set up and maintain filling system.

Prepare and process all kinds of Human Resources related paperwork for all categories of workforce as required, with accuracy and confidentiality and in accordance with the policies and local laws.

Keep Human Resources related templates updated and available for staff.

Provide necessary advice and support to staff on leave utilization for different types of leaves and time sheets.

Act as liaison between employee and insurance provider in resolving benefits related program issues and ensure effective utilization of the plan.

Review billings for accuracy, and resolve discrepancies with the company in coordination with Procurement and Finance Department.

Respond to routine employee enquiries, both oral and written to ensure the accurate and timely provision of information.

Support the line manager in providing with the Human Resources data for necessary reporting upon request and as needed.

Recruitment, Orientation and Training

Provide necessary support in staff recruitment, selection and contracting as needed and participate in panel interviews upon the Line Manager request.

Provide assistance in arranging and conducting orientation and induction sessions for new staff.

Provide assistance in arranging and conducting different kinds of Human Resources learning events, trainings, workshops, and/or team building activities.

Human Resources Software System (Our People)

Maintain and update Human Resources Software System (Our People) on a regular bases and provide reports and statistics when required;

Support in training the managers and staff in utilization of Human Resources Software System Our People and recruitment modules and ensure all new hires receive adequate orientation on the HR System.

Manage the Our People Recruitment Module and ensure 100% utilization of Recruitment for all local recruitments.

KNOWLEDGE, SKILLS AND ABILITIES

  • University degree or equivalent in Business Administration, Social Sciences, Psychology or a related field.

  • Excellent knowledge of local labor law and related legislations.

  • Minimum 2 years of experience in Human Resources and or Administration with medium business/medium NGO/government agency.

  • Demonstrated experience and knowledge of HR practices, including recruitment, hiring, HR functions and systems administration, HR software administration and maintenance.

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

  • Fluent in English, spoken and written.

  • Excellent detail-orientation skills.

  • Excellent organizational and planning skills.

  • Ability to maintain positive relationships with colleagues.

  • Good communications skills;

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

***While we appreciate all applications received, only those selected for the next phase of recruitment process will be contacted.

People & Culture (HR) Manager - SAFCER Response, Mozambique

PURPOSE OF POSITION:

On 14 March 2019, Tropical Cyclone Idai made landfall near Mozambique Beira City, leaving devastating loss of life and large-scale destruction of assets and infrastructure in its wake. In the following days, some entire villages were submerged as flood waters rose across the central region of the country in the provinces of Sofala, Zambezia, and Manica. An estimated 1.85 million people have been affected by the cyclone and the subsequent floods within the three provinces. World Vision has established an Emergency Management Structure based in Beira (Sofala Province) for the Mozambique response in order to effectively coordinate efforts across multiple levels of the organization and through the

UN Cluster system.

The People & Culture (HR) Manager oversees the Human Resource department. The function will assure timely staffing of high performing capacities to the response. Relate with International staffing, Surge Capacity and Global Technical Resource Network to response to staffing needs as the Response progresses. Position assures long term employee relation and WV benefit and total reward policy are in place including P&C standards.

P&C Manager provides technical leadership and support to the Response Management structure in Human Resource Management. Provides support, counsel and overall analysis to the P&C department.

This position is part of the Southern Africa Flood & Cyclone Emergency Response (SAFCER) Response Senior Leadership Team.

MAJOR RESPONSIBILITIES:

Conduct P&C Assessment and Strategic Planning with key Stakeholders:

  • Conduct P&C assessment including P&C risks and National Office (NO) P&C capacity.

  • Consult internal stakeholders in developing P&C strategy – Regional Office (RO) P&C, NO P&C.

  • Consult with other INGOs to ensure good understanding of the environment, standardise practices and share resources.

  • Collaborate with NO and Regional P&C to define division of labour of P&C responsibilities.

  • Consult with all function leads to develop org charts, identify current and future staffing needs and develop work force plans.

  • Develop and implement P&C strategy; and P&C plans.

  • Ensure communication of P&C response activities to NO, RO & GC P&C and stakeholders.

Establish, Resource and Staff the P&C unit to meet Response needs:

  • Appoint P&C leader responsible for leadership, management and coordination of unit.

  • Determine P&C organisational structure and staffing plan.

  • Recruit and deploy P&C staff and plan for capacity development.

  • Ensure P&C staff handovers are conducted.

  • Develop P&C budget in coordination with Finance.

  • Plan for P&C transition/ integration.

Implement P&C Workforce Planning and Forecasting and develop appropriate Staffing Solutions (i.e. GTRN, ISS&D or National Hires) with the National and Regional P&C:

  • Develop and implement an international staff recruitment strategy with International Staffing Solucations & Diversity (ISS&D).

  • Develop and implement a national staff recruitment strategy with NO.

  • Facilitate function leads to prepare/adapt JDs or TORs in an appropriate language, which include all responsibilities to meet performance objectives.

  • Use screening questionnaires and selection criteria in recruitment processes and document the process and justification for decisions.

  • Prepare roster of staff and share with key internal stakeholders on a regular basis.

  • Coordinate with Administration, ISS&D and Global Technical Resource Network (GTRN) to ensure staff have the required travel and employment documentation (i.e. visas, work permits).

Develop and implement well defined Staff on-boarding and Exiting Procedures:

  • Provide international staff with country information and security brief prior to travel.

  • Develop and implement a national staff recruitment strategy with NO.

  • Facilitate function leads to prepare/adapt JDs or TORs in an appropriate language, which include all responsibilities to meet performance objectives.

  • Use screening questionnaires and selection criteria in recruitment processes and document the process and justification for decisions Coordinate with managers to ensure new staff receive a JD or TOR, are briefed on their role and provided

  • with required resources (i.e. computer, lotus notes access, etc).

  • Ensure/remind handover.

Establish and implement Performance Management System and Processes:

  • Coordinate with managers to ensure that seconded or deployed staff complete an end of deployment appraisal.

  • Plan, implement, support and monitor a performance management system which ensures that staff have performance plans inclusive of KPIs for learning.

  • Provide guidance and support to employees and managers in addressing unsatisfactory performance.

Coordinate Development and facilitate Implementation of Capacity Building Plans:

  • Coordinate identification of training needs with function leads.

  • Facilitate function leads and managers to plan for staff training and capacity building activities and incorporate these into a Response capacity building plan.

  • Ensure staff receive basic training on the Red Cross Code of Conduct and WV’s accountability principles.

Establish and implement Response P&C Policies, Procedures and Systems (including Recruitment) to ensure Response Objectives can be met:

  • Develop, document and consistently apply required policies (i.e. secondment polices, hardship policies, R&R, per diem policy, etc) specific to the context to meet response objectives.

  • Ensure that appropriate waivers & exceptions to policy, processes, salary scales are provided to ensure that competent staff are deployed to deliver response objectives.

  • Support RO/NO salary scales and grade level alignment (using HAY evaluation) to the extent that this does not slow down the rapid recruitment and retention of competent staff to meet response objectives Where no NO exists, work with RO/GC to benchmark with other agencies to develop a salary scale.

  • Ensure employment policies comply with local employment law.

  • Establish and implement P&C administration systems that ensure response is able to meet objectives and comply with audit requirements ( with appropriate waivers/exceptions).

  • Establish and implement procedures to ensure finance is provided with accurate payroll information each month.

  • Provide advice to response management on people issues with reference to the response context, adherence to local legislation, P&C practices and procedures.

Establish and implement Staff Well-Being and Engagement Mechanisms:

  • Ensure previous response P&C learning from Global Learning.

  • Facilitator are reviewed.

  • Encourage the incorporation of best practice and innovation in response P&C.

  • Ensure P&C has quality planning sessions to meet quality criteria of their TOR objectives.

  • Ensure achievement of all P&C quality criteria is monitored and reported monthly.

  • Ensure risks limiting achievement of objectives to quality criteria are reported & rapidly addressed.

  • Ensure mechanisms are established to identify, document, and share function Design and implement staff care function with support from the GC Staff Care team, which takes account of context specific occupational stress management issues and staff needs.

  • Facilitate managers to include R&R, compensation time and vacation into staff work plans.

  • Establish and communicate critical incident management processes ensuring that P&C staff are trained and participate in the crisis management team where appropriate.

  • Implement and/or support appropriate team building activities as context allows.

  • Establish and promote open and transparent communication channels and mechanisms for staff feedback to facilitate staff engagement lessons learned.

Meet WV minimum Quality Standards & Support Improvement, Reflection, Learning & Innovation:

  • Ensure previous response P&C learning from Global Learning Facilitator are reviewed.

  • Encourage the incorporation of GC best practice and innovation in response P&C.

  • Ensure P&C has quality planning sessions to meet quality criteria of their TOR objectives.

  • Ensure achievement of all P&C quality criteria is monitored and reported monthly.

  • Ensure risks limiting achievement of objectives to quality criteria are reported & rapidly addressed.

  • Ensure mechanisms are established to identify, document, and share function lessons learned.

KNOWLEDGE, SKILLS & ABILITIES:

  • University Degree in Human Resources or relevant discipline.

  • 5 years of experience in emergency response sector in human resources, administration.

  • Experience working in developing- or fragile economic countries.

  • Certified Peer supporter and CISM trained.

  • Strong interpersonal skills as positions provides strategic partnering consultancy and guidance to business unit leaders, managers, supervisors and employees in various human resource functions including employee and labor relations, HR policies and total rewards, performance management and talent management. Conflict management, problem solving, self-management (work life balance) during responses.

  • Team player and good communication skills.

  • Effective in written and verbal communication in English, knowledge of Portuguese preferred.

Preferred Skills, Knowledge and Experience:

  • Leadership skills and ability, strategic orientation.

  • Strong understanding of emergency response.

  • Experience in multi-cultural environment.

  • Able to work in a hard conditions.

  • Experience developing staff by assessing development needs, coaching and mentoring staff, and identifying, developing, and delivering training.

  • Ability to lead a geographically dispersed team.

  • Understands to keeps high confidentiality to business processes.

  • Has extensive experience with high sensitive personnel issues.

Work Environment/Travel:

  • The position requires ability and willingness to travel domestically and internationally up to 30% of the time.

Manager Kounguel

WORLD VISION

ONG INTERNATIONALE CHRETIENNE CENTREE SUR L’ENFANT

RECRUTE EN INTERNE/EXTERNE

Position : PROGRAMS MANAGER KOUNGUEUL

Localisation : Koungueul

Nombre : 1

Grade Level :

Type de Contrat : CDD

Profil :

Finalité du poste :

Coordonner et contrôler la conception, la mise en œuvre et l’évaluation des programmes et projets du sous bureau dans le respect de la mission, des valeurs, des politiques, des procédures de WV, des accords avec les donateurs et les communautés, afin de promouvoir le bien-être des enfants.

Niveau de qualification et expérience professionnelle:

Qualifications: Formation/Connaissances/Connaissances Techniques et Expériences

Les éléments suivants sont exigés à travers une combinaison de formation formelle, auto-formation, expériences, etc.

Qualification minimum exigée:

  • Bac + 3 en gestion des projets, sciences sociales, sciences humaines, économie, développement + 5 ans d’expérience dans la coordination de projet ou programme de développement

  • BAC+10 ans d’expérience dans la gestion de projet et programme de développement.

Maitrise de l’outil informatique (Word, Excel, etc.)

Bon niveau de communication écrite et orale en français et en anglais.

Bonnes aptitudes de l’approche de facilitation

Compétences techniques:

  • Défendre et promouvoir les pratiques organisationnelles de protection et participation de l'enfant, rapporter les cas d'abus faits par des membres du personnel ou d'autres personnes, assurer une prise en charge adéquate des enfants, surtout des enfants vulnérables, par les différents acteurs locales (parents, autorités, institutions) etc.

  • S’assurer que les institutions locales partenaires (structures, associations, OCB, OFB, etc.) participent à la (re) conception des programmes/projets et mettent en œuvre les activités des programmes dans le respect strict du cahier de charges, des contrats de cession, des politiques, procédures et valeurs de WV.

  • Coordonner et superviser la conception de tous les documents de planification (PDD, logframe, LOA, DIP et budgets), l’évaluation des programmes, s’assurer de leur mise en œuvre en conformité avec les orientations stratégiques de WV Sénégal, du WARO et du partenariat de WVI.

  • Veiller à la collecte, au contrôle de la qualité et à l’analyse des donnés des projets/programmes, l’évaluation des Child Well Being Targets en conformité avec les standards du partenariat et à l’exploitation de ces données pour assurer un impact effectif sur les enfants.

  • Coordonner la préparation, dans les délais et avec qualité, des plans d’actions et budgets annuels, des rapports d’activités mensuel, des rapports trimestriels aux autorités, des rapports semestriels et annuels de progrès des programmes du sous bureau et l’analyse de façon mensuelle du rapport financier et des rapports du parrainage pour informer la programmation hebdomadaire et mensuelle.

  • Faciliter la conception, la mise en œuvre et la revue périodique des plans de transition des programmes et des documents standards en matière de HEA / Foi et développement, en partenariat avec les communautés et mettre en œuvre des actions de plaidoyer dans la nutrition, la santé, l’éducation, la Protection pour le bien être de l’enfant tout en renseignant les différentes bases de données.

  • Promouvoir le parrainage comme un projet contribuant au bien-être des enfants en mettant l’accent sur les approches communautaires de suivi des enfants de façon à ce que les standards du parrainage et de la protection des enfants soient respectés.

  • Renforcer les compétences de son équipe et des institutions partenaires par une gestion efficace (réunions mensuelles et hebdomadaires de planification et de coordination, visites de terrain, gestion des risques) pour un service de qualité et une amélioration des performances des programmes.

  • Soutenir le développement du témoignage de vie chrétienne dans le but d’améliorer le bien être des enfants et promouvoir les OBF (organisations basées sur la foi) et leaders religieux comme acteurs communautaires afin de renforcer la formation et la croissance spirituelle du personnel tout en renseignant la base de données.

  • Gérer de manière efficace et efficiente les ressources allouées aux programmes et rendre compte à la zone et au bureau national, aux bureaux de soutien et aux autres (donateurs, gouvernement, etc) selon les engagements pris.

  • Renforcer le partenariat avec les communautés, les collectivités locales, les services techniques, les ONGs, les institutions locales, les Eglises et les structures partenaires pour promouvoir le bien-être des enfants.

  • S’assurer que les initiatives du partenariat devant être mises en œuvre par le bureau national, les recommandations d’audit d’évaluation et du entreprise risk management (rapports de visite, ERM, etc.), sont mises en œuvre dans les délais requis.

Environment de travail / Conditions:

Voyage: 20% National/International

Communication téléphonique :10%

Qualités professionnelles

Ponctualité, assiduité, rigueur, discrétion, intégrité morale, loyauté, discipline, courtoisie et proactivité

Processus de recrutement

-Test écrit

- un entretien individuel devant un panel.

Dossier de candidature:

Pour postuler à la position envoyer Lettre de motivation adressée au Directeur National de World Vision Sénégal, accompagnée d’un CV, du diplôme exigé pour la position légalisé et scanné :

En externe, passer par le lien suivant : http://careers.wvi.org/job-opportunities-in-senegal

En interne, passer par Our People dans votre ESS dans JOBS (Development Actions- Open Position)

avec en objet la mention : Manager Program Koungueul

NB/ : LES CANDIDATURES FEMININES SONT FORTEMENT ENCOURAGEES

Date limite de dépôt : 29 aout 2019

Seuls les candidats répondant aux exigences du poste seront convoqués.

Dakar, le 08 AOUT 2019

Le Directeur des Ressources Humaines

Business Analyst - Performance & Engagement

*Preferred location: London, United Kingdom. Position will be home working. Other locations to be determined by home country of successful candidate in a jurisdiction (US state or country) where WVI is registered to operate.

PURPOSE OF POSITION:

The position of Performance & Engagement Business Analyst will primarily be to set up, run, report on and analyse the Partnership wide staff survey (Our Voice). Over the past few years, Our Voice has become a strategic tool for the organisation, and is used at a local entity level as well as by regional and executive leadership.

There is an ever increasing demand for Our Voice data, reports and analysis to support the effective realisation of the Partnership strategy, Our Promise 2030. The role will lead the set up and reporting elements of the survey and then provide analysis, looking at data across the whole Partnership with a view to continually improving the organisational effectiveness and performance.

KEY RESPONSIBILITIES:

  • Develop and track the World Vision Our Voice project plan to ensure timely survey delivery and facilitating smooth vendor engagement. As part of the performance & engagement team. The job holder will be expected to ensure that all opportunities for continuous improvement are taken, through critical thinking, and develop workable solutions (October – May).

  • Our Voice pre-survey set up. Be responsible for: producing the HRIS file for individual survey; ensuring the survey and reporting hierarchies are accurate, ensuring whitelisting is completed and tested for all offices; testing the English language web survey; testing branching for local questions; coordinating all CIQ/3rd party and Partnership contacts for translation process and accuracy (October – February).

  • Our Voice survey administration period. Be responsible for the following activities: set up and produce response rate reports; manage the Our Voice inbox providing support to staff and leaders; work with CIQ, local offices and the OurPeople team to check and correct bounced emails; provide access to reporting system for everyone who needs it (February - March).

  • Our Voice reporting; provide training and support on use of the reporting system to contacts around the Partnership. (April onwards).

  • Produce specialist reports where needed; report and analyse Our Voice data on its own and alongside other sources of data to provide insight for Executive Leadership, Strategy Realisation Office, People & Culture Strategy Directors and other specialist functions.

  • Developing methods to present the data in ways that provide insight for leaders.

  • The job holder will need to pro-actively and independently work to recommend what analysis might best offer opportunities to provide insight to support the strategy. They will also need to identify what sources of data may be available across the Partnership that could be of value for such analysis. As SME, will need to persuade and convince various leaders of the most appropriate reporting format to meet their needs.

KNOWLEDGE, SKILLS & ABILITIES:

  • Undergraduate degree in business or related field.

  • Must demonstrate very strong critical thinking skills.

  • Excellent communication and presentation skills (including writing ability).

  • Strong numerical and analytical skills.

  • Must show evidence of good strategic thinking.

  • Expert at MS Office application suite including Microsoft PowerPoint.

  • Expert at using MS Excel including pivot tables, macros and similar functions to acquire and run desktop data analysis.

  • Computer Skills: Demonstrates effective computer skills, including use of Microsoft Office Suite, Lotus Notes, intranet and Internet, and various software applications and databases used in analytical work.

  • Have 3-5 years’ work experience that demonstrates both the technical skills listed above along with the following competencies and capabilities.

  • Able to manage own workload with minimal direction, being part of a virtual team accountable for specific deliverables. Can be relied upon to deliver to tight deadlines.

  • Balances the needs and interests of various stakeholders and makes decisions involving competing goals, objectives and alternatives. Prioritises tasks and redirects work effort in response to changes in priorities.

  • Identifies and analyses situations and/or issues, considers options, develops and decides on solutions, recommends and/or implements and monitors appropriate solutions.

  • Acts in a candid and straightforward manner with others, honors his/her commitments and respects the confidentiality and needs of others.

  • Great inter-personal skills, building confidence in peers whilst demonstrating humility.

  • Thinks carefully about the likely effects on others of one's words, actions, appearance and mode of behaviour. Selects the words or actions most likely to have the desired effect on the individual or group in question. Demonstrate ability to work effectively in a team.

  • Excellent team player, quickly adapting to new teams and assignments by building rapport with peers.

Technical Competencies:

  • Data analysis: Demonstrates an ability to clean and structure data so it can be analysed systematically and used to build models, test hypothesis and present findings that are logical and build a compelling case.

  • Business analysis: demonstrates strong attention to detail with logical and analytical competency around business processes.

  • Written Communication: Expresses ideas, thoughts, and concepts clearly and effectively in writing, using correct and appropriate grammar, organisation and structure.

  • English Language Proficiency: The ability to speak, understand and write fluently in English.

Preferred Skills, Knowledge and Experience:

  • Confident working in PowerBI and other data analytic platforms.

  • Familiar with Big Data analytical tools, techniques, and methodologies to harvest, aggregate, normalise, and draw analytical insight.

  • Generalist Human Resources experience and qualification.

Work Environment/Travel:

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

Talent and Leadership Director, VisionFund International

*Preferred position locations: London, Kenya, Federal Way-WA, USA or Monrovia, USA where WVI is registered to operate.

PURPOSE OF POSITION:

The role provides a strong mix of strategic and operational experience to VisionFund’s dedicated global staff. Developing leaders, high-potential talent and a highly effective workforce across the Network will be key to the success of the VisionFund strategy and Our Promise. Reporting to Global People & Culture and Governance Director, this role, together with the VFI executives, and in alignment with World Vision Talent Management strategy and processes, will be responsible for building Talent and Leadership strategies that are purpose-driven, performance-oriented, and principles-led.

The role will lead the development of Vision Fund’s leadership academy and Talent Management strategy to ensure VisionFund has a strong leadership pipeline and is able to attract and retain highpotential leaders with the necessary development support. Talent and Leadership strategies will support both strategic and operational effectiveness, they will foster a collective agile and learning culture where high potentials are enabled to thrive.

MAJOR RESPONSIBILITIES:

Strategic and Operational Effectiveness:

  • Building a robust organizational leadership framework and core competencies scorecard to track and strengthen organizational capabilities.

  • Developing and maintain tools in order to align organizational needs and gaps.

  • Developing a talent strategy that identifies and cultivate a talent pool for the organisation of tomorrow organizational mindsets and behaviors.

  • Developing and collaborating with World Vision, VFI specific talent initiatives to foster succession planning and identify ‘high potential’ talent for longer term development planning.

  • Designing and implement an effective Talent Review processes to ensure VFI has the capability required to drive future strategic goals.

  • Forecasting future leadership needs and coordinating that with overall workforce planning.

  • Contribute to talent identification, leadership recruitment and selection.

Agile and Learning Culture:

  • Developing VisionFund’s leadership academy programme that fosters a high performing culture of excellence.

  • Influencing organisational culture and engagement by strengthening VisionFund’s brand and utilizing core competencies for staff and leaders.

  • Delivering on the diversity and inclusivity goals of organization to foster a learning culture, based on curiosity, engagement, insight and determination.

  • Developing and utilizing (already available) talent management and culture tools and practices that foster growth and collaboration between leaders.

KNOWLEDGE, SKILLS & ABILITIES:

  • Track record in designing and successfully implementing Talent Management and Review processes and resultant initiatives in complex international organizations.

  • Proven in the review of and establishment of leadership development frameworks across a ‘group’; functional and regional basis, building an ‘organizational way’ of leadership.

  • Strong expertise in learning and development and capacity development in complex organizational settings.

  • Senior HR executive with extensive experience in provide HR capability to senior executives, presidents/CEO’s and Boards.

  • Strong interpersonal and communication skills, especially at Executive level.

  • High service / customer orientation and commercial mind-set.

  • Strong Cross-Cultural Communication, Facilitation, Coaching and development skills across major cultural areas.

  • Understanding of business needs and drivers and ability to deliver value added solutions.

  • Bias for action and capacity to deliver efficiently and effectively. Capability in project managing multiple complex strategies across a complex organization and multiple geographies.

  • Clear and positive Christian faith commitment and capacity to provide leadership and guidance in this area.

  • University degree in HR, Business or related field. A relevant Master’s degree would be considered desirable, coupled with extensive senior and executive level HR management.

  • Innovative and problem-solving skills and capacity to deliver under pressure; pragmatism; persistence.

  • Relevant field experience and understanding of the wider context within which VFI operates.

  • Related Global HR certification desirable.

Work Environment/Travel:

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

VisionFund Global Director, People, Culture (HR) & Governance

*Preferred Position Location: London (Victoria Office).

*Competitive Salary Offered.

PURPOSE OF POSITION:

Reporting to the President & CEO, the VisionFund Global Director, People, Culture and Governance will have professional oversight of the VisionFund People (Human Resources), Culture and Governance functions across the Network, as well as, leading the Faith and Development aspects of our Strategy. The role provides a strong mix of strategic and operational experience to VisionFund’s dedicated global staff. Developing Christian leaders, high-potential talent and a highly effective workforce across the Network will be key to the success of the VisionFund strategy and Our Promise.

The Global Director, People, Culture and Governance is part of VisionFund International’s Executive Leadership team. The role will build strong relationships with MFI CEOs, and through the Regional Business Partners and their teams across the Network, work to serve and equip the organizational effectiveness of VisionFund. The Global Director, People, Culture and Governance will also provide leadership to strengthen governance effectiveness across the Network through supporting boards at country level and facilitating board development.

The Global Director, People, Culture and Governance will develop appropriate global Shared Services, including existing World Vision services, to support the Network to deliver on the VisionFund Strategy and Our Promise. The Global Director, People, Culture and Governance leads a team of seven globally dispersed direct reports (to turn into five following some internal team adjustments).

KEY RESPONSIBILITIES:

Strategy:

  • Leading VisionFund’s global strategic People & Culture (HR) & Governance work to enable VisionFund to deliver on its new 2030 strategy by building a world class organization which is impact driven and distinguished by staff living out their faith with boldness and humility. Setting strategic direction for the VFI People & Culture, Governance, Security and Faith & Development functions, anticipating key trends, opportunities and vulnerabilities in line with VFI strategy and Our Promise.

  • Provide guidance to the CEO and the rest of the Senior Executive Team on all People & Culture, Governance, Security and Faith & Development issues.

People, Culture, Security, Faith & Development:

  • Partner with internal stakeholders to implement strategies for employee engagement, safety and wellbeing, while implementing and developing strategies to increase diversity and inclusion within VisionFund.

  • Provide leadership to the VFI network in order to achieve the WV Partnership’s Staff and Organisational Wellbeing aspirations and outcomes through the L.E.A.D.E.R (P&C) strategy.

  • Working with all employees and stakeholders, develop and design organisational culture to promote the critical behaviours and mindsets which will deliver VisionFund’s Strategy and Our Promise.

  • As a member of the Executive Leadership of VisionFund, contributing to the leadership and direction of VisionFund International and World Vision. 
Further-building VisionFund’s role in delivering financial and livelihood solutions to fight poverty amongst the most vulnerable.

  • Playing a role in leading on effectiveness and efficiency of the VisionFund Network through the continuing development of high quality Human Resources services and effective processes to support leadership development and the talent agenda, as well as governance.

  • Lead on Faith & Development Strategy to integrate our Christian Faith and Identity in the VisionFund Way in alignment with WV Our Promise and Strategic Imperative #5.

Governance:

  • Strengthening global teams to deliver world class services in Governance to support the Network identifying gaps, what needs to be standardized and implementing this and enhancing delivery.

  • Establish global standards and initiatives and serve MFIs in these areas by working with Regional teams and MFI boards.

  • Advise the President & CEO and Executive Leadership of VisionFund International and MFI Executives on governance strategy, development and effectiveness and leading on change management.

Team Leadership:

  • Nurture the spiritual and professional development of direct reports and team members.

  • Set clear individual staff goals with measurable targets.

  • Provide performance feedback and coaching to direct reports during the year and hold annual performance review and career development conversations.

  • Encourage staff to identify training and development courses and opportunities.

KNOWLEDGE, SKILLS & ABILITIES:

  • 10+ years HR leadership experience in a multi-national for-profit company or non-profit organization.

  • Undergraduate degree in Business, Employment Relations, Business Administration, Industrial Psychology (or international equivalent).

  • MBA and/or Masters of Human Resources (or international equivalent) preferred.

  • Cross-cultural life/work experience strongly preferred.

  • CIPD, SHRM or equivalent.

  • Fluency in verbal and written English, Spanish and or French an advantage

Strategic Leadership:

  • A high level capacity and demonstrated skill in setting vision, developing strategy on a broad scale in corporate governance, security and Faith & Development.

  • Strategic ability to influence direction of the organisation and the ability to implement this on a practical level. 
Broad experience in implementing global services in international organizations and ideally, in a network setting to diverse, dispersed, digital and dynamic teams.

  • A deep understanding of how to make change happen, and of organizational development and culture change. 
Demonstrable strategic, clear thinker and creative leadership, management and coordination skills in a global network setting. 
Intellectual curiosity, courage and independence. Decisive, with the courage to make tough calls.

Human Resources Skills and Experience:

  • A strong track record of strategic human resource management and substantial experience of leading international Human Resources teams and transformational change in business and HR.

  • Excellent assessor of talent and matching top performers to the jobs where they can add the most value.

  • Experience in leading and managing complex projects, including learning and organizational development, culture change, recruitment and succession, reward harmonization and employee relations.

  • Provide leadership to the VF Network in order to achieve the WV Partnership’s Staff and Organisational Wellbeing aspirations and outcomes through the L.E.A.D.E.R strategy (Leadership, Engagement, Accountability, Depth of Talent, Execution and Rigour).

Organization and Managerial Capability:

  • Strong resource, financial, planning, project and process management skills, gained in a complex environment. 
Huge capability for complex problem solving and good sense of diagnosing performance issues of the organisation.

  • Acuity and sensitivity to work in sync with the senior executives.

  • Experience of cross-functional management including international operations, support functions, engagement across a range of audience and disciplines.

  • A proven ability to build, motivate, facilitate and engage a team, and play a key part in the wider management of an organization, towards delivery of key goals.

  • The capacity to cohere passionate, experienced and independent individuals into a high performing and confident group, organization or movement.

  • Excellent communication, diplomacy, negotiation, influencing and conflict mediation skills and the ability to apply these across a range of diverse audiences.

  • Ability to represent organisation at the senior most levels and externally, including as a board member across the Network.

Work Environment:

  • The position requires ability and willingness to travel domestically and internationally up to 25 % of the time.

WVV Senior 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.

PURPOSE OF POSITION:

To undertake all P&C functions including Recruitment, Employment/ Employee Relations, Performance Management, Learning and Development, Staff Care and Employee Engagement and P&C Information Management with minimum supervision and support from P&C Director

To support PnC Director in improving the organizational well being as well as staff well being; identifying and implementing innovative ways to attract competent and committed candidates, develop bench strength at the both National Office and AP level.

To support PnC Director in building capacity and competencies of PnC Officers.

ROLE DIMENSION / DESCRIPTION

I. Recruitment (Time spent: 25%)

- Facilitate the multi-year and annual workforce planning in alignment with strategic directions and business plans, and implement the multi-year plans.

- Facilitate the 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.

II. Employment and Employee Relations (Time spent: 15%)

- 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/s 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/s 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. This includes support in handling grievance and disciplinary action processes of other zones.

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

III. Partnering for Performance (Performance Management) (Time spent: 10%)

- Provide ongoing support and coaching to line managers and individual staff in the implementation of the Partnering for Performance (WV’s performance management approach and process). This is to ensure that the staff’s performance and development goals are SMART, contributing to team objectives and WVV’s Strategic Implementation Plans.

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

- Facilitate recognition of staff for their additional efforts/contribution and outstanding performance in a timely and appropriate manner.

IV. Staff Care and Employee Engagement (Time spent: 20%)

- 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 staff engagement survey (Our Voice Survey) to get feedback from staff on the organizational and staff wellbeing.

- Support the PnC Director in developing WVV’s Our Voice follow up action plan in consultation with Senior Leadership Team and implement and/or coordinate follow-up actions to improve the results.

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

- Coordinate spiritual nurture activities for Hanoi office as appropriate to the context of Vietnam.

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

V. PnC Information Management (Time spent: 10%)

- Ensure all employee information and recruitment processes are recorded on Our People in a timely and accurate manner.

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

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

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

VI. Learning & Development/Succession Planning (Time spent: 20%)

- Assess and identify competency gaps against competency framework 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 and Skills

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

- Thorough understanding of Vietnamese labour law and practices

- 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 5 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, the Mercury building, 444 Hoang Hoa Tham, 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.