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) Director, WV Mali

*Please submit your CV in English.

PURPOSE OF POSITION:

To provide leadership and management on all aspects of the organization’s human resource and organizational development functions, ensure that the National Office applies the good practice of stewardship by adequately and timely complying to the partnership’s recruitment procedures and guidelines and maximizing utilization of the resources for which they are budgeted for at all levels in the organization and advise, facilitate and support the countries leadership team in establishing country strategies and create organizational culture that encourages and rewards continuous learning and innovation, and which is firmly rooted in WVI’s Vision, Mission and Core Values

MAJOR RESPONSIBILITIES:

  • Provide leadership to WVI Mali P&C Team and ensure P&C operations are implemented in accordance with the defined priorities, practices and country strategy.

  • To assist the National Director in creating an effective organizational structure that will support the overall program strategies of WV Mali.

  • Develop country P&C strategic plan in line with Global P&C strategy & Regional P&C priorities.

  • Develop annual P&C program implementation plan & budget.

  • Provide Leadership, coaching and mentoring to the P&C team in the areas of Recruitment, Performance Management, Compensation & Benefits, Employees Well-being, Learning & Development, HR policies & procedures.

  • Review country policies to ensure fair and effective recruitment & selection process in WV Mali (including job analyses, job descriptions, and recruitment procedures) in line with Regional resourcing standards.

  • Embed a culture of effective performance management that is in line with WVI’s Coaching for Performance (CFP) principles.

  • Develop, review and update human resource policies, procedures and systems and ensure that it is within national office and WV Partnership standards.

  • Supervise compensation & benefits in line with WV Global Total Rewards Policy.

  • Lead and develop effective corrective action procedures in WV Mali – including resolution of staff conflicts and grievances, and ensuring that staff have access to appropriate counseling interventions, as required.

  • Ensure appropriate staff support and care through various relevant initiatives including the implementation of a Staff Care Management/ Peer Support Program.

  • Network with other NGOs and organizations and identify potential resources that could contribute to WV Mali’s and Mali initiatives.

  • Effectively participate as a member of the Nationals Senior Leadership team and Regional People & Culture Leadership Forum.

  • Ensure adequate and timely follow up and tracking of all audit recommendation relating to the National Office, as agreed in the Management Response.

KNOWLEDGE, SKILLS & ABILITIES:

  • Master’s degree preferably in Human Resources/Occupational Psychology, Business Administration with specialization in HR or relevant equivalent.

  • Knowledge of and/or experience across the portfolio desirable as a generalist HR background. The following specific experience would be beneficial.

  • Ability to assess, analyze and diagnose organizational realities and to use appropriate performance improvement technologies including consultancy and coaching skills.

  • Leadership competence, self-motivated and a team player.

  • Effective in written and verbal communication in French and English.

Preferred Skills, Knowledge and Experience:

  • At least 5 years related HR leadership experience.

  • Experience in an International NGO is preferred.

Work Environment/Travel:

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

P&C coordinator/ Kananga

People and Culture Coordinator/ Coordonnateur de Ressources humaine

Fondée en 1950, World Vision est l'une des plus grandes organisations chrétiennes internationales humanitaires et de développement au monde. Il aide plus de 100 millions de personnes chaque année à lutter contre la pauvreté, la faim et l'injustice dans près de 100 pays. World Vision fournit des programmes de secours, de plaidoyer et de développement aux populations touchées par les conflits, les catastrophes et la pauvreté en RDC depuis 1984, les enfants les plus vulnérables étant au centre de tout ce que nous faisons. Actuellement, VM opère dans 13 des 26 provinces, avec des programmes de protection, de santé, de nutrition, d'eau et d'assainissement, d'assistance alimentaire, de sécurité alimentaire, de moyens de subsistance, de consolidation de la paix et de secours d'urgence.

World Vision recrute un (e ) (01) P&C Coordinator basé à Kananga, en RDC.

But du poste

Sous la supervision directe du Respons Manager et l’appui du P&C Manager, le coordinateur des Ressources humaines est  responsable de la coordination de l’ensemble des activités et pratiques en matière de ressources humaines. Il supervise les fonctions RH en s’assurant que le personnel de World Vision travail en conformité avec les valeurs et la mission de l’organisation. Il donne un appui et conseil RH dans la mise en œuvre des projets.

Responsabilités majeures

  • assurer la gestion quotidienne des ressources humaines.

  • La mise en place des pratiques efficaces et transparentes. et

  • Responsable de l’application de la politique et des procédures en matière de recrutement en veillant a ce que toutes les parties prenantes jouent leur rôle en toute transparence.

  • S’assurer que chaque staff dispose d’une description des taches à jour, bénéficie d’une orientation, a des objectifs de performance clairs et mesurables et comprend les attentes de l’organisation.

  • Mise à jour du payroll mensuel pour l’approbation de la hiérarchie de l’organisation en veillant à ce que toutes les modifications soient documentées, que les obligations légales et contractuelles soient respectées.

  • S’assurer que les décomptes finaux pay& dans le temps et selon les politiques en vigueur.

  • S’assurer que la gestion des congés (planification) est respectée.

  • Apporter son soutien lors du développement des proposals par la mise à disposition des données fiables et nécessaires.

  • Répondre de façon documentée aux questions soulevées par le staff en ce qui concerne la législation en vigueur, les politiques et procédures de World Vision.

  • Soins médicaux : suivi des employés en longue maladie et des employés à capacité réduite.

  • Superviser la gestion des contrats et Subventions locales ;

  • Superviser la gestion des questions légales de sa juridiction ;

  • Assurer la gestion et l’organisation du plan de formation ;

  • Conseiller les projets sur les thèmes liés à chaque domaine de compétence ;

  • Assurer le contact avec les services de l’administration publique (ONEM, Inspection du travail, Ministères, INSS, etc.) ;

  • Assurer la gestion des relations externes avec les différents services administratifs étatiques et partenaires

  • Veuille à ce que les correspondances entrant et sortant sont soumises à temps.

Qualifications: Education/Connaissances/Aptitudes techniques et Expérience

  • Etre détenteur ou détentrice d'un diplôme universitaire en Droit, sciences économiques, sociales ou équivalent ;

  • Avoir au moins 3 ans d’expérience professionnelle à un poste similaire ;

  • Avoir une expérience dans la gestion d’une équipe ;

  • Avoir une expérience dans un organisme de coopération serait un atout ;

  • Avoir un sens aigu de l’organisation et une grande capacité à réaliser un travail conceptuel autonome ;

  • Avoir le sens de l’innovation pour des propositions de mesures d’amélioration du service ;

  • Avoir une très bonne connaissance pratique de l’utilisation des technologies de l’information et de la communication ainsi que des applications informatiques (telles que MS Office) ;

  • Avoir une très bonne connaissance du Français oral et écrit ; des connaissances en Anglais et/ou allemand sont souhaitées.

Attitudes et comportement

World Vision est une ONG dont le travail est centré sur les enfants. Ainsi World Vision se réserve le droit d'éliminer tout candidat qui aurait un antécédent relatif à l'abus sur un enfant ou des comportements contraires à la protection des enfants; ce, même après la proclamation des résultats du test.

Autres Aptitudes:

  • Un engagement chrétien par le style de vie, les paroles, les pensées et le témoignage ;

  • Un engagement démontré à la vision, à la mission et aux valeurs fondamentales ;

  • Une habileté à travailler dans un environnement multiculturel et engagé à créer de bonnes relations avec différents groupes.

Les candidatures féminines sont fortement encouragées

WVV People & Culture Director

WORK CONTEXT / BACKGROUND:

World Vision is a Christian relief and development organisation 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. In FY20 WVV has a total budget US$19 million with funding from 13 support countries in Europe, Asia, the Americas and Australia. WVV employs about 420 staff, of which more than 99% are Vietnamese nationals.

Currently WVV is implementing 37 Area Programs (APs) which operate in 5 zones: North1 (Hoa Binh, Dien Bien); North2 (Yen Bai and Tuyen Quang); North3 (Hai Phong, Hung Yen, Thanh Hoa), Central & Highland (Quang Tri, Danang, Quang Nam and Quagn Ngai); and South (DakNong, Binh Thuan and HCMC). WVV’s AP focuses within one administrative district of a province which usually populated by ethnic minority people with very high rates of poverty. Majority of WVV’s AP’s are located in remote mountainous areas where most vulnerable children exist.

A uniqueness of WVV’s AP approach and structure is that its staff members are based at district level, which enables them to work closely with government partners and communities on a daily basis. Besides APs, WVV is also implementing Private non sponsorship and Grant projects to meet the specific needs of vulnerable children in both AP and non AP areas.

PURPOSE OF POSITION:

  1. To provide overall leadership to all PnC and Organizational Development functions and support the strategic direction of World Vision Vietnam.

  2. To make the organization ready to undertake continuous improvement in quality and effectiveness of its people management strategies;

  3. To ensure that all WVI People and Culture (P&C) standards are complied.

KEY RESPONSIBILITIES:

Strategic and leadership support

  • Strategic, viable inputs and technical advice to National Director (ND) and Senior Leadership Team (SLT) during organizational planning and assessment, leadership development initiatives are provided to support the execution of the Field Office Strategy and business plans in the alignment with Our Promise phase II.

  • Appropriate actions are taken to ensure that WVI Partnership P&C standards and other related P&C Partnership initiatives are followed in the field.

  • P&C metrics monitored and reported for efficiency on talent acquisition, development, retention, performance management, employee engagement and organizational leadership – reflecting high standards of organisational performance

  • Leadership development needs addressed.

  • Evidence of mind set and behaviours among staff transformed to realise Our Promise. Culture of agility and innovation is strengthened.

  • Relevant and viable polices and guidelines are recommended to formulate organizational policies that lead to better organizational and departmental performance. In consultation with the ND ensure the ongoing evolution of HR policies, procedures and systems appropriate to the working needs of the organization, consistent to WVI Partnership P&C standards, and the local legal context. Risks pertaining to P&C area are minimized.

  • PnC &OD short term and long-term directions that are aligned with the organization’s strategic direction, and support the NO business plans are developed and well implemented.

Developing a strategic and professional People & Culture Team

  • The People & Culture team has the required capacity, capability, systems, processes, policies and guidelines to drive transformation of mind-sets and behaviours to deliver the national strategy and contributing to realization of Our Promise.

  • Professionalism and accountability in delivering services to staff and leaders are ensured.

  • Having a lean and effective PnC team which is able to support both Area Programs and Grants as well as is able to support NO Strategic direction.

  • Overall leadership and technical support as well as regular coaching and mentoring is provided to the PnC team members to support their professional growth and development. Second liners for PnC leadership position are identified and developed.

  • Our People system is fully operational with 100% accuracy and effectively utilized. Simplified and effective P&C processes.

  • Government Relations with the local labor agencies (DIPSERCO, SCEDFA, FOSCO) and other local partner agencies on HRM related issues are maintained and strengthened, and the legal compliance is ensured.

Developing a capable and committed workforce

  • Workforce plan is in place and updated.

  • Evidence of effective staff acquisition and retention.

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

  • National staff capacity fully developed.

  • Appropriate job rotation and relocation is well arranged and coordinated in consultation with line managers and concerned departments, which enables staff professional growth and career development.

  • The traineeship program is planned and implemented so that there is always a bench strength in the organization to cater the growth as well as have capable and committed workforce for very remote locations including Dien Bien, Tuyen Quang, Tram Tau, Son Tay, South Tra My.

Employee engagement and staff well being

  • Appropriate Staff Care policies are in place to ensure well-being of staff.

  • Lead annual Our Voice survey. Follow up actions to improve OV results are developed and implemented in consultation with SLT and relevant managers.

  • In consultation with the ND, ensure that the Compensation & Benefits are competitive (on par with other INGOs which are similar to WVV) to attract good professional staff as well as retain committed staff.

  • Periodical salary surveys are undertaken.

  • All the jobs are objectively and fairly evaluated and graded by Hay.

  • Ensure performance based pay for all national staff.

Promoting accountability and performance culture

  • Ensure performance culture continues to be strengthened, including reinforcement of the implementation of Partnering for Performance (P4P) approach. This includes recognition of good performers, and dealing with non-performers and other HR related issues in a timely manner.

  • On-going performance and career conversations take place at all levels.

  • Ensure that the performance development is implemented in line with talent management system.

  • Staff fully aware of Ethics point.

  • IIM cases are uploaded and managed properly.

  • Facilitate staff grievances and disciplinary action process in collaboration with line managers. Liaise with the Partnership Office Legal department and local Legal Counsel on matters pertaining to any employee-employer relationship that will have legal ramifications to WVI.

Promoting leadership quality and sustainability

  • Succession plan, career development plan and talent review is developed and implemented, focusing on highly potential and committed staff.

  • Potential successors/secondliners for key and critical positions and for future leadership identified and systematically nurtured.

  • Orientation strategy in place that helps new staff to understand and subscribe to WV core values and ethos.

  • Training/coaching programs and processes are designed and facilitated.

  • Develop middle managers and future leaders for the organization, leveraging the use of WVI resources including SLDP, GLO. Management Essentials.

  • Standards, policies and guidelines for staff and leadership development are set in consultation with SLT.

  • Effective mechanism is designed and implemented to maximize ROI of L&D efforts.

Spiritual leadership

  • Ensures that Christ-centered commitment is a foundational mandate of PnC&OD processes.

  • Provides time and space for staff to participate in organizationally initiated spiritual formation activities when appropriate.

  • Creates opportunities for spiritual reflection of PnC staff to increase their sense of meaningful job and passion for the ministry.

  • Leads the PnC department in modelling biblical ethics and principles in actions and lifestyle.

  • Leads the organizational reflection upon request or when deemed necessary.

  • All staff are able to live out WV core values.

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

  • Bachelor’s degree in Human Resource Management & Organizational Development or Business Administration.

  • Master degree in HRM is preferred.

Knowledge & Skills

  • Proven record with HR functions, having initiated and implemented purpose-driven and organization-focused change.

  • Demonstrated competency in developing systems, policies and guidelines to support people management and organizational effectiveness.

  • Proven leadership and management skills in restricted context.

  • Has good knowledge and understanding of local labor laws on Compensation, Labor Relations/Standards, and Issuances.

  • Has broad and deep working knowledge on recruitment, retention and separation of staff.

  • Ability to champion the cause and concerns of the employees without compromising the values and resources of the organization.

  • Ability and skills to build the capacity of individual staff, leaders and the organization to meet and exceed the competencies/capabilities required to achieve organizational goals and objectives.

  • Ability to travel across the country and abroad.

Experience

  • At least 5 years of broad and deep experience in leading and managing Human Resource team and relevant experience in organizational development, leadership development and change management in World Vision context.

Our contact details: People and Culture Department (HR Department)

Tel: 024. 39439920 (ext.123)

Email: [email protected]

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

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.