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 (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.

People & Culture (HR) Officer

World Vision Georgia People & Culture Officer (HR)

World Vision is a Christian humanitarian and development organization working to create lasting change in the lives Established in 1950, World Vision operates in nearly 100 countries worldwide. It is a Christian relief, development and advocacy organization dedicated to working with children, families and communities, to overcome poverty and injustice. We pursue life in all its fullness for every child and serve all people regardless of religion, race, ethnicity or gender.

LOCATION

Tbilisi

PURPOSE OF THE POSITION

Coordination of department services and functions relating to personnel data administration and maintenance, P&C administration, including information and document flow for local NO 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, 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; update and FUP on processing leave application:

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

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

P&C Support to local entities

  • Provide consultancy to local entity through local entity management to assigned point person

  • Assist raising awareness related WV Partnership compliance among local entity staff within the scope of WV funded projects.

  • Support to develop and share different forms, policies related HR operations.

Recruitment

  • Provide necessary support in recruitment of staff, service contractors, volunteers, interns and contracting as needed and facilitate panel interviews in coordination with the Line Manager.

  • Provide assistance in arranging and conducting orientation and induction sessions for new staff, contractors, volunteers, interns;

  • 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 (Human Resource Information System/Data Base)

  • 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

Performance management, Workforce planning and Change Management

  • Provide Performance Management training, refreshment sessions, awareness raising related systems, forms to all staff.

  • Analysis of Performance reviews, overall rating/Relevant reporting.

  • Provide support for workforce planning with data provision related compensation and benefits.

  • In time of re-structuring, change management, support PD and management team with P&C documentation, coordination with local legal related different issues, org chart development and revisions, P&C data provision.

Required Qualification:

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

  • Excellent detail-orientation skills;

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

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

  • Good communications skills;

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

  • Fluent in English, spoken and written;

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

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

  • Fluent in English language, spoken and written.

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

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

Total Rewards Analyst - Compensation

PURPOSE OF POSITION:

This role acts as a key contributor in the development and implementation of rewards programs ensuring alignment to the Total Rewards principles. This role is expected to provide analysis, and solutions to business problems related to Total Rewards. The role is expected to drive change based on findings and recommendations across partnership entities.

KEY RESPONSIBILITIES:

  • Collaborates with the compensation manager/consultants on a variety of projects, including program design, analysis, budgeting, implementation of new programs, including incentive pay programs.

  • Administers base programs, and drives the annual salary review process for Global Center staff, utilizing the Our People HRIS tool.

  • Works with Our People and IT staff to ensure that the [HRIS software] system meets compensation needs and is updated to reflect changes to salary structures, and pay for performance programs, etc.

  • Manages projects such as survey participation and analysis providing recommendations for updates and change. Provides business case and cost benefit analysis model to support salary programs.

  • Develops and documents procedures to streamline processes and ensure compliance with regulatory requirements. Coordinates with P&C Business Partners to educate managers.

  • Assists P&C Business Partners and other managers with compensation-related issues.

  • Develops and delivers training and capacity building programs for P&C Practitioners.

  • Acts as a subject matter expert in the process of job design and development of Job Family Descriptors.

  • Participates in job analysis, documentation and evaluation as needed.

  • Ensures legal compliance for all Compensation Programmes.

KNOWLEDGE, SKILLS AND ABILITIES:

  • Bachelor’s degree or the equivalent in experience,

  • Three or more years of practical application of compensation principles and application.

  • Exceptional Excel and Powerpoint skills, related to organizing, mining and analysing data.

Preferred Skills, Knowledge and Experience:

  • CCP, GRP, would be helpful to the candidate in this working environment

  • Job Evaluation training experience, (Hay for now)

  • Experience working in a multi-cultural, diverse, global environment.

Work Environment/Travel:

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

Shared Services People & Culture (HR) Manager

PURPOSE OF POSITION:

The Shared Services (SS) People & Culture (P&C) Manager will provide Global SS leaders and Manila SS staff direction, guidance and support in the implementation of Global SS P&C initiatives to achieve the strategic goals of the SS/Supply Chain department. He/She will provide the regional technical lead & stakeholder management for the roll out and implementation of the end to end transactional elements of the employee life cycle for SS clients initially in the East Asia Office (EASO) & South Asia Pacific Office (SAPO) region and then globally.

The post holder will primarily be the key Manila P&C SPoC for all SS P&C operations with the region; ensuring practices, strategies, and technologies (when possible) are used to manage and analyze client interactions and data throughout the employee lifecycle. He/She will have a proven background of managing and developing a team within a shared service function. The post holder must have an adept skill-set of evaluating and improving processes and systems relating to the transactional elements of the employee life-cycle.

KEY RESPONSIBILITIES:

Strategy Implementation, SME Advisory Support & SPoC:

  • Develop professional relationships and provide P&C strategic support, advice & guidance to SS leaders, managers in the effective performance management of their teams.

  • Contribute to the development, review and implementation of SS P&C strategy and ensuring its practicality and alignment to the SS industry.

  • Provide technical support in the migration and transfer of SS Manila staff to the new entity and ensure transitional services agreements are developed for a seamless transition and local law compliance.

  • SME lead to clients on all end to end transactional administration services including administration of new starters, pre-employment screening, system administration, employee life cycle mgt and P&C queries.

  • Senior Point of Contact for SS P&C Manila and acting as a trusted relationship builder with key internal, regional and external clients whilst building positive reputation for SS P&C service offering.

Technical & Operational Excellence Support:

  • Partner closely with Regional and National Offices in providing technical guidance and input in the areas of P&C & Organizational Development services for implementation.

  • Influence regional stakeholders in the roll out of the H2R end to end transactional elements of the employee life cycle & other transactional SS P&C service offerings.

  • Adapt creative and innovative P & C strategies and practices in recruitment, reward, talent and performance management, staff care and career development, in order to meet challenges from SS labor markets.

  • Co-Champion SS P&C Services and processes and ensure they meet minimum P&C standards, meet and exceed agreed regional client SLA’s and are contextualized to the SS environment.

Data Analysis, Reporting & Client/Customer Focus:

  • Develop, execute and follow up on SS P&C service offerings including payroll services SLAs: (meeting deadlines, reporting, metrics, process improvement, customer service, service delivery, coordination with local and regional counterparts as needed).

  • Drive data integrity and ensure delivery of SLA reporting to SS Clients, SS Directors and People managers on various P&C metrics (talent & performance management, recruitment, onboarding, attrition, engagement, training, etc) on a regular basis.

  • Engage with clients and leaders to interpret reporting data including monthly dashboards and provide them with resources and initiatives for improvement.

  • Carry out quarterly CSAT surveys and provide an outbound training service for managers and staff on end to end SS P&C offering, processes, procedure and system functionality that improve client experience.

Innovation, Continous Improvement & Supervisory Duties:

  • Assists in the development of overall SS P&C employee service procedures by continuous evaluation of processes suggesting methods to improve operations, efficiency and service.

  • Champion a culture of quality and innovation through effective supervision, reconciliations, review and documentation & preparation of all transactional services, project and reports.

  • Ensure effective supervision of global virtual team, providing appropriate coaching, support, high quality work environment and supervision so team members are motivated to perform at highest level.

Learning & Development, Quality Assurance & Organisation Culture:

  • Support the global SS audit review and assist in creating risk mitigation implementation plan related to P&C based on GC Internal Audit recommendations.

  • Contribute to the organizational culture climate audits/surveys & engage SS leaders in developing and implementing mitigating & improvement action plans on staff care.

  • Provide a talent advisory service to SS staff globally, create integrated training plans and seek resources for delivery of staff development needs.

  • Design and expand training solutions and development programmes based on the needs of the organisation and employees.

Project & AD-HOC Duties:

  • Project Participation with colleagues and team members on SS P&C Improvement Initiatives.

  • Facilitate the effective implementation of global SS P&C initiatives such as Talent Development, Recognition Programs, Field Visit Programs, Succession Planning, etc.

  • Deputize for SS P&C Director in local or regional stakeholder meetings or with external vendors.

  • Carry out other ad hoc duties as specified by SS P&C director & SS process leaders.

KNOWLEDGE, SKILLS & ABILITIES:

  • Bachelor’s Degree major in human resources management preferably or in other related social sciences field plus seven plus years related experience in human resources management; or at least eight years comparable work experience preferably in HR.

  • In-depth and significant knowledge of every area of HR systems and procedures.

  • Proficiency in using automated people management systems required.

  • Experience of implementing Shared services HR projects and services i.e. transactional employee life cycle administration, payroll administration, recruitment and selection, etc.

  • Ability to manage and motivate global and virtual teams.

  • Ability to work under pressure and meet and exceed SLA’s and deadlines.

  • Understanding of shared services industry operations.

  • Proficiency with Microsoft Excel, Word, Visio, etc.

  • Fully Fluent in English. Advanced Conversation & Business Communication in English.

  • Certified membership of CIPD, SPHR, or relevant professional HR body.

  • Green belt six sigma preferred.

Preferred Skills, Knowledge and Experience:

  • Intermediate or higher computer literacy skills in excel, access.

  • Written and verbal communication skills.

  • Ability to review and interpret data.

  • Ability to transfer knowledge and provide training in systems and processes.

  • Experience of SS industry and humanitarian sector a plus.

  • Experience of HR transactional services implementation.

Work Environment/Travel:

  • The position requires ability and willingness to travel domestically and internationally up to 35% of the time.

People & Culture (HR) Director, WV Senegal

PURPOSE OF POSITION:

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

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

KEY RESPONSIBILITIES:

Strategy Development and Execution:

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

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

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

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

Promoting Leadership Quality and Sustainability:

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

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

  • Design and spearhead the development of staff capacity, including mindsets and behaviors, to work effectively in fragile contexts.

  • Design and execute an orientation and on-boarding strategy that will enable staff to understand Our Promise and its implications on World Vision’s work in different contexts, including fragile.

Ensuring Staff Engagement and Well-Being:

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

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

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

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

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

Promoting Accountability and Performance Culture:

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

  • Spearhead the partnering for performance process.

  • Review and contextualize global and regional P&C Policies to National Office P&C policies for international assignees and national staff and ensure alignment with Country labor laws.

  • Ensure people management risks are identified and the organization regularly reviews and implements adequate risk mitigation measures for fragile, conflict and response areas.

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

  • Promote a culture of faith literacy and awareness of diversity. Encourage staff Christian formation, spiritual nurture and promote principles for effective interfaith engagement in multi-faith contexts, as appropriate.

Developing Capable and available Workforce:

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

  • Ensure that the National Office recruitment policy, system and processes are well established for acquiring talent with required competencies, mindsets and behaviors required to realise Our Promise.

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

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

Developing a Strategic and Professional People & Culture Team:

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

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

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

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

Promoting External and Internal Coordination:

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

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

KNOWLEDGE, SKILLS & ABILITIES:

  • Bachelor’s degree in Human Resources Management, Business Management or Social Sciences. Master’s Degree in the relevant field is an added advantage.

  • Professional qualifications in Human Resource Management or Organizational Development (OD) or Leadership Development.

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

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

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

  • The candidate should be fluent in French and English.

  • Experience working with different country labour laws.

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

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

  • RDMT Training.

  • Enterprise Risk Management Training.

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

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

  • Interfaith training.

  • MSTC (or similar trainings on context monitoring).

Preferred Skills, Knowledge and Experience:

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

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

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

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

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

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

  • Proven conceptual & analytical skills and systems thinking.

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

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

  • Proven facilitation skills.

  • Team player.

  • Champions and manages innovation.

  • Ensure a gender perspective in the scope of work.

  • External engagement, internal engagement and networking skills.

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

  • Experience in emergency response scenario planning process.

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

Work Environment/Travel:

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

*CV/Cover letter must be submitted in English language.

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.