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 Division Manager

PURPOSE OF POSITION:

This position is responsible for the strategic planning and execution of all aspects of the employee life-cycle including recruitment, hiring, staff engagement, development, performance management, HR administration, and separations. The People & Culture Division Manager partners with the national leadership team to create an organizational culture that encourages and rewards continuous learning and innovation, and which is firmly rooted

MAJOR RESPONSIBILITIES:

Build the Capability and depth of our Leaders:

  • Design and implement leadership development programs.

  • Facilitate talent management and succession planning activities for the National Office.

  • Provide change management leadership and training to managers.

Create a committed, engaged workforce, and ensure employee wellbeing:

  • Provide facilitation and training to managers for employee engagement.

  • Actively manage total rewards program to ensure alignment with WVI total rewards philosophy.

  • Identify and implement organizational development initiatives in alignment to strategy.

  • Administer Hay job evaluation system to support total rewards philosophy.

  • Conducting periodic staff salary surveys to ensure competitive compensation and benefit plans.

  • Manage WVFT Medical Scheme Administration of taxation system and other statutory returns.

Establish a strategically aligned culture of accountability:

  • Ensure all staff and managers are actively engaged in performance management activities throughout the year.

  • Provide performance management and coaching training to managers and leaders.

  • Identify organizational development needs and partner with global and national leadership teams to address.

Attract, develop and retain a diverse and skilled workforce:

  • Provide recruitment support and ensure adherence to internal and external policies and employment law.

  • Facilitate workforce planning, talent management, and succession planning activities.

  • Provide orientation and induction to new and transferred employees.

  • Perform skills profiling, auditing and identification of training needs.

  • Development of suitable training programs and packages to meet the needs.

  • Conduct in-house training programs.

  • Liaison with external training institutions and relevant bodies.

  • Preparation of annual training plans and budgets.

Follow disciplines to deliver sustainable results Design and implement of Human resources policies, procedures and systems:

  • Prepare Human Resources Strategic Plans (short, medium and long term).

  • Develop and review appropriate organizational designs and effective structures.

  • Ensure that Work permits for expatriates are processed and renewed on time.

  • Ensure appropriate systems are in place to provide timely and accurate reporting and management related to employee records, benefits, payroll, and leaves.

Provide leadership in the area of spiritual nurture and staff well being:

  • Meet regularly with the National Director to ensure achievement of country strategic objectives.

  • Provide management advice and assistance to the SLT on HR/OD issues.

  • Exhibit spiritual maturity Understand and model servant leadership.

  • Influence staff towards a shared WV vision.

  • Mentor staff to grow in Christian maturity and hold each other accountable.

KNOWLDEGE, SKILLS & ABILITIES:

  • Master’s (preferred) or Bachelor university degree preferably in Human Resources Management, or Business Administration with emphasis in HR.

  • Must have strong knowledge and capability with written and spoken English.

  • Demonstrated strong Christian commitment and Biblical literacy including a commitment to the mission and core values of World Vision.

  • Demonstrated leadership competence, self-motivated and a team player.

  • Demonstrated ability to assess, analyze and diagnose organizational realities and to use appropriate OD and performance improvement technologies including consultancy

  • and coaching skills.

  • Possess adequate computer skills and working knowledge in common software applications (eg.Microsoft Office applications, etc.)

  • Excellent interpersonal skills with an enabling style.

  • Excellent organizational and time management skills with ability to manage and prioritize tasks.

  • Competent in working in a wide range of networking situations, both internally and externally.

  • Must be able to work in a cross-cultural environment with multi-national staff.

  • Prior World Vision or NGO experience preferred.

  • Legal knowledge is advantage.

Work Environment/Travel:

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

Human Resouces Management Department Manager

PURPOSE OF POSITION:

Provides leadership in the development, implementation and coordination of strategic, holistic and practical HR processes to support the organizational strategy and objectives ensuring a resilient organization that undertakes continuous improvement of its people/human resources strategy and programs.

MAJOR RESPONSIBILITIES:

Manage HRM Strategy, System, Policy & Procedure:

  • Develops HRM Department’s strategic and annual plans, strategies and programs that are aligned with the organization’s strategic direction. Designs, develops and reviews/updates HR policies, systems and procedures Prioritizes the acquisition of HR Information System (HRIS) software and its use to facilitate management of key HR processes.

Ensure Workforce is optimized:

  • Coordinates the preparation of workforce planning and staffing budget for the organization Manages the recruitment/ selection/ placement process, ensuring that the right staff for the right position is achieved in a timely manner.

  • Develops and maintains networks to build a reliable and diverse pool of candidates.

Provide Orientation to Staff:

  • Ensures the development of updated orientation tools and resources and the conduct of appropriate orientation for new hires and existing staff.

Ensure the Process and Pay Scale are equity and align with the organizational Total Reward Philosophy:

  • Conducts job evaluation and ensures all job descriptions are updated Coordinates the creative implementation of rewards and recognition for excellent performance and tenure.

Provide timely thought partnership and strategic HR support:

  • Educates all Managers about their HR roles and responsibilities with their team Creates and maintains an organizational mechanism for expression of staff grievance Ensures debriefing and counseling when needed Supports Managers in handling corrective action Manages process of staff exit from the organization (voluntary and involuntary) including retirement Ensures an organizational climate that celebrates and respects diversity amongst staff.

KNOWLDEGE, SKILLS & ABILITIES:

  • Education: With Bachelors degree in Human Resource Management, Psychology and/or bachelors degree with equivalent substantial experience in managing Human Resource Development Administration and HR Programs.

  • Experience: At least 3 years of broad and deep experience in leading and managing Human Resource team/s and relevant experience in recruitment and compensation management.

  • Expertise: Strength in HR workforce planning, recruitment, orientation, salaries and benefits administration, employee relations, diversity management, info systems and development.

  • System and Policy Developer - This capability is about developing systems, policies and guidelines to support people management and organizational effectiveness programs and strategies.

  • Legal Know-how - The capability is about knowledge and understanding of laws related to Compensation, Labor Relations/Standards, SSS Laws and Issuances and Labor Jurisprudence.

  • Administrative Expert- This capability is about broad and deep working knowledge on HR administrative services in the areas of recruitment, orientation, compensation, retention and separation of staff.

  • Employee Champion- This capability is about championing the cause and concerns of the employees without compromising the values and resources of the organization.

  • Capacity Builder- This capability is about building the capacity of individual staff, leaders and the organization to meet and exceed the competencies required to achieve organizational goals and objectives.

  • Ability to travel across the country.

Work Environment/Travel:

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

Reg. P&C (HR) Business Partner (MEER) & Employee Relations

*Preferred position location: Nicosia, Cyprus. Other locations to be determined by home country of successful candidate within a jurisdiction (US state or country) where WVI/VF is registered to operate.

PURPOSE OF POSITION:

The role of the Regional People & Culture Business Partner (P&C) is to provide high quality leadership guidance and technical support to the People & Culture Managers and teams based in VisionFund’s Microfinance Institutions (MFIs) in Middle East & Eastern European Region (MEER) and provide technical support on employee relations to the global P&C team . This role will also act as an advisor to the Regional Operations Team at VisionFund International (VFI) and our MFI Senior Management Teams (SMT).

The aim of this role is to develop and lead quality performance of the P&C function in the region in order to meet demanding business needs. The post holder will be required to have solid business awareness and understanding of microfinance so as to apply a People & Culture lens to the business operations & people related priorities.

This role will be responsible for developing, rolling out and reviewing Partnership wide people related initiatives relating to both P&C and Operations strategic directives (e.g. talent management, job evaluation, salary benchmarking, employee relations, performance management, succession planning, recruitment etc.). The role will be responsible for implementing and ensuring MFI adherence to standardized people related processes across the MFI network within the MEER region.

This role will also provide support on Employee Relations to other regions, monitoring follow-up of cases, coordinating training of P&C staff and analyzing trends in incidents. In addition, the role will provide support in investigations as and when necessary.

This role will work closely to partner with and be a trusted advisor to the VFI Regional Head and regional team; Global P&C Director; MFI P&C Teams and MFI Senior Management teams.

KEY RESPONSIBILITIES:

  • The role of the Regional People & Culture Business Partner (P&C) is to provide high quality leadership guidance and technical support to the People & Culture Managers and teams based in VisionFund’s Microfinance Institutions (MFIs) in MEER and provide technical support on employee relations to the global P&C team . This role will also act as an advisor to the Regional Operations Team at VisionFund International (VFI) and our MFI Senior Management Teams (SMT).

  • The aim of this role is to develop and lead quality performance of the P&C function in the region in order to meet demanding business needs. The post holder will be required to have solid business awareness and understanding of microfinance so as to apply a People & Culture lens to the business operations & people related priorities.

  • This role will be responsible for developing, rolling out and reviewing Partnership wide people related initiatives relating to both P&C and Operations strategic directives (e.g. talent management, job evaluation, salary benchmarking, employee relations, performance management, succession planning, recruitment etc.). The role will be responsible for implementing and ensuring MFI adherence to standardized people related processes across the MFI network within the MEER region.

  • This role will also provide support on Employee Relations to other regions, monitoring follow-up of cases, coordinating training of P&C staff and analyzing trends in incidents. In addition, the role will provide support in investigations as and when necessary.

  • This role will work closely to partner with and be a trusted advisor to the VFI Regional Head and regional team; Global P&C Director; MFI P&C Teams and MFI Senior Management teams.

  • The role of the Regional People & Culture Business Partner (P&C) is to provide high quality leadership guidance and technical support to the People & Culture Managers and teams based in VisionFund’s Microfinance Institutions (MFIs) in MEER and provide technical support on employee relations to the global P&C team . This role will also act as an advisor to the Regional Operations Team at VisionFund International (VFI) and our MFI Senior Management Teams (SMT).

  • The aim of this role is to develop and lead quality performance of the P&C function in the region in order to meet demanding business needs. The post holder will be required to have solid business awareness and understanding of microfinance so as to apply a People & Culture lens to the business operations & people related priorities.

KNOWLEDGE, SKILLS & ABILITIES:

  • Minimum Bachelor’s degree in HR or equivalent.

  • Extensive experience (and or qualification) developing, training & coaching others (both as a manager and leader).

  • Substantial experience in a HR Management/ Advisory role.

  • Experience in and understanding of a financial institution.

  • Relevant experience working in an international role.

  • Experience in managing employee relations and whistlebower investigations.

  • Experienced in project management.

  • Experience in managing through partnership.

  • Significant ability and demonstrated results in influencing methodology and results (influencing and achieving through others).

  • Professional membership of relevant HR body.

  • Effective written and verbal communication in English.

Preferred Skills, Knowledge and Experience:

  • Masters or post-grad degree in HR or business management.

  • Experience working as an internal consultant for a large NGO/bank or international organization.

  • Experience managing teams.

  • Experience managing or working in a culturally diverse environment (preferably of the assigned environment).

  • Experience in risk management.

Work Environment/Travel:

  • The position requires ability and willingness to travel domestically and internationally up to 40% of the time.

VisionFund International - People and Culture Officer

*Preferred position location: London, UK or Nairobi, Kenya. Other locations to be determined by home country of successful candidate within +/- 4 hours of the GMT time zone where WVI/VF is registered to operate.

ORGANISATIONAL BACKGROUND:

VisionFund International (VFI) is the world’s largest Christian microfinance network. For fifteen years 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 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:

We are looking for a proactive, disciplined and driven indivudal who demostrates excellent customer service skills and a commitment to timely resolution of queries from internal customers.

The role is critical to the smooth running of the People and Culture function within VisinFund. Closely supporting the People and Culture (P&C) Director, this is a generalist HR role which you will be responsible for being the ‘P&C helpdesk’ for VisionFund International’s global staff and providing data collection, data analysis and process improvement support to the VisionFund International (VFI) People & Culture (P&C) team. You will be required to provide support across various facets of the Human Resources function and will have a primary focus on understanding and driving efficiencies in P&C processes to achieve agility and excellent customer service.

You will be the first point of contact to support employees at VFI to provide solutions to basic employment queries as well as directing employees to query specific experts within the VFI P&C team or the wider World Vision partnership.

You will also provide support to P&C managers/teams within the MFIs for various data initiatives and HRIS system compliance, which requires influencing skills, training skills and technical skills.

MAJOR RESPONSIBILITIES:

  • Responsible and accountable for data accuracy and timely reporting using the Human Resources Information System (HRIS). This includes training and trouble shooting.

  • Produce regular People and Culture reports on headcount, turnover, absence as well as coordinate data collection from the VisionFund network for partnership wide initiatives

  • Responsibe for all administration related, recruitment, on boarding, exits, time keeping and absence management, employee changes, in house training programmes and coordinating team meetings. Maintaining a secure personnel filing system.

  • Responsible for the administration of the annual employee engagement survey maximising the response rate and generating reports of results.

  • Manage new starter process for all new hires as well as ensuring all departing staff complete exit process.

  • Resonsible for being the first point of contact for all of VFI’s ‘Global Centre’ employees, responding promptly to queries

  • Integrated Talent Management support, including coordination of annual perfromance review process, individual career development plans, administration of succession plans, 360 degree feedback coordination.

  • Contribute to the overall planning and implementation of the People and Culture team annual priorities, constantly thinking of ways for the P&C team to become more efficient and agile.

Critical Knowledge, Technical Skills and Experience:

  • Tertiary qualification (at least a bachelors degree) in Human Resource Management or equivalent.

  • Previous HR administration experience is required, preferrably in a virtual team enviroment.

  • Previous HRIS experience or working with similar programme (e.g. SAP), ideally with experience of having trained people in how to follow processes and use systems.

  • Excellent customer service and relationship management.

  • Flexibility on working hours to work with colleagues in different time zones.

  • Highly organized. Proven ability to juggle a high volume of concurrent activities and work to deadlines and manage multiple stakeholders.

  • Influencing skills across many cultures and at all levels.

  • Proficiency in Microsoft.

  • A keen eye for detail, degree-level numeracy skills, data analysis experience (proficiency in the use of MS Excel) and experience of providing clear presentation of findings (e.g. in MS Powerpoint).

  • Previous experience in process improvement and problem solving.

  • Fluency in written and verbal English a requirement, Spanish and/or French an advantage.

Work Environment/Travel:

  • The P&C team is a virtual team with collegues across our four regions. We’re a committed team of HR professionals and passionate about improving the lives of children living in poverty.

  • Global P&C Director – London

  • Global Centre Business Partner – London

  • International Recruiter - Nairobi

  • Regional Business Partner Asia – Singapore

  • Regional Buisness Partner Africa – Nairobi

  • Regional Buiness Partner Latin America and Carribean – Florida

  • Regional Buisness Partner Middle East and eastern Europe – Vacant

  • We also have P&C Managers in 29 offices across the globe who you will collaborate with on a regular basis and other HR professionals within the World Vision partnership who you will parter with.

The position requires the ability and willingness to travel domestically and internationally up to 5% of the time. We usually have a couple of face to face team meetings annually and there may be other opprtunities within the role that require travel. Ideally in your first 12 months in the role we would like you to have the opportunity to visit one of the MFIs and see for yourself how our work impacts our clients and their children.

Ideally you will be based in London or Nairobi but we are open to considering other locations where VisionFund has offices and the time zone allows good communication with the team. We don’t want you to be lonely!

As a Christian organisation, faith is very important to us and in most offices around the world teams regular time is set aside for staff to hold devotions and come together for prayer.

VisionFund Regional Business Partner –Africa (French speaking)

*Preferred locations: Nairobi, Kenya or Dakar, Senegal. Other locations to be determined by home country of successful candidate within Africa where WVI/VF is registered to operate.

PUPRPOSE OF POSITION:

The role of the Regional People & Culture Business Partner has two parts:

  • to provide project management and data management support to the Regional P&C Business Partner, across the whole Africa region.

  • to be a trusted P&C business partner in designated Micro Finance Institutions (MFIs) (likely to be mainly West Africa) to ensure that there is high quality leadership guidance and technical support to the CEOs and the People & Culture Managers in VisionFund’s Microfinance Institutions (MFIs). This helps the MFIs to achieve their double bottom line of social impact and financial sustainability.

This role will be responsible for driving quality improvement and efficiency in MFIs’ people processes , data collection & analysis of Regional reports and ensuring MFI adherence to standardized people related processes across the MFI network within the assigned MFIs.

This role will work closely to partner with and be a trusted advisor and capacity-builder, for the MFI P&C Teams and the MFI Senior Management teams.

This role will provide support to the Regional P&C Business Partner in assigned specialisms and assigned MFIs. Assigned specialisms could be developing, rolling out and reviewing region-wide people related initiatives relating to both P&C and Operations strategic directives (e.g. talent management, job evaluation, salary benchmarking, employee relations, performance management, succession planning, recruitment etc.). The role will be responsible for implementing and ensuring MFI adherence to standardized people related processes across their assigned MFIs.

KEY RESPONSIBILITIES:

Manages P&C (HR) Data & Reporting for the Region:

  • Support, influence and collect data from MFI P&C teams with an aim of providing the Regional P & C BP, MFI leaders and Regional Leaders with data and analysis for effective decision making. process on People both at MFI & Board levels helping to influence their SMT and Board of Directors.

  • Act as a support and escalation point for P & C managers at MFI level with regard to data and reporting.

  • Train and Support MFIs in making best use of the OurPeople system.

Drives Compliance and Quality of P&C in designated MFIs:

  • Consistently Support in P&C controls, policies and processes, to Ensure there is no significant ratings in P & C audit.

  • Monitor & Evaluate agreed action plan in audit report/findings within agreed timelines and standards.

  • Work collaboratively with the MFI P&C, MFI SMT and regional team to implement and improve standardisation of process & policy within the regional MFI network.

  • Support MFIs’ P & C managers in improving their Sourcing & recruitment of MFI staff. For senior leadership vacancies in MFIs ensure there is good process and ensure that there is Capable high achieving workforce at MFI SLT level.

  • Facilitate Orientation at Regional level for all new MFI senior leaders in designated MFIs.

  • Support, influence and provide advice to MFI P&C teams (in the designated MFIs) with an aim of helping to influence their SMT and Board of Directors and implementing both Partnership wide initiatives and MFI initiatives within allocated region. Oversee and manage implementation making insightful adjustments and recommendations tailored to the specific MFI audience.

  • Provide trusted advice and recommendations to the MFI & Regional Leaders to achieve Effective & Efficient People related Priorities to add value to business decisions.

  • Conduct Performance management assessment & Audit/ Spot checks for MFIs.

  • Ensure that partnership policies are implemented at MFIs & all revisions escalated for Approval.

  • Act as P & C manager in designated MFIs when P&C Manager roles are vacant.

  • Visit & Support to MFIs’ operations to address People Challenges.

Hay Grading and Reward Benchmarking:

  • In assigned MFIs, provide oversight of Hay grading Initiative & Consultant identification and ensure that Process is fully adhered to by MFIs.

Employee Relations:

  • Investigation of Whistleblower-related employment relations issues at MFIs, as a Trained Level 2 Investigator. Supports and guides the Trained Level 1 Investigators (who are in MFIs).

  • Support in IIM system follow up and closure of Employee related matters in assigned MFIs.

Other:

  • Any other assignment given at Regional & MFI level.

  • Contributing to the Regional Team and the P&C Team, working collaboratively and supporting the professional and spiritual development of others.

KNOWLEDGE, SKILLS & ABILITIES:

  • Minimum Bachelor’s degree in HR/business or equivalent level of qualification in HR/business (a certified HR Practitioner if in a country that requires certification).

  • Minimum of 8 years of experience (and/or qualification) in developing, training & coaching others.

  • Knowledge of employment law in at least one country in Africa and knowledge of HR and OD theories and best practice.

  • French Speaker is required.

  • Sound and demonstrable generalist Human Resources knowledge and skills, specifically influencing, persuading, coaching and training others.

  • Minimum of 8 years of experience in a HR Management/ Advisory role.

  • Experience in and understanding of a financial institution.

  • Relevant experience working in an international role.

  • Experienced in project management.

  • Experience in managing through partnership.

  • Significant ability and demonstrated results in influencing methodology and results (influencing and achieving through others).

  • Professional membership of relevant HR body (if in a country that requires HR professionals to be a member of professional HR body).

  • Effective written and verbal communication in English & French.

Preferred Skills, Knowledge and Experience:

  • Masters or post-graduate degree in HR or business management.

  • HR Information Systems experience.

  • Hay job evaluation experience and certification.

  • Experience working as an internal consultant for a large MFI/bank or international organization.

  • Experience in Supporting teams.

  • Experience managing or working in a culturally diverse environment (preferably of the assigned environment).

Work Environment/Travel:

  • The position requires ability and willingness to travel domestically and internationally up to 40% of the time (mainly in different MFIs across Africa).

Coordinador de Recursos Humanos World Vision Costa Rica

Coordinador de Recursos Humanos

World Vision Costa Rica

Propósito: Liderar los procesos y proyectos orientados al desarrollo integral, la efectividad organizacional y el bienestar de los colaboradores de la organización, contribuyendo a la construcción de una cultura y ambiente organizacional alineados con la filosofía de la Confraternidad.

Responsabilidades:

Gerenciamiento de personal y gestión del área

  • Ejecuta los planes y proveer un eficiente nivel de servicios para atraer y contratar personal competente y motivado para la organización.

  • Asegura la adecuada delegación y monitoreo de responsabilidades y tareas en su departamento.

  • Gestiona las iniciativas y proyectos globales y/o regionales de Gente & Cultura para su implementación a nivel local.

Gestión de Talento y Desempeño

  • Contextualiza al país los planes de Gestión de Talento e implementar los procesos definidos para la Oficina Nacional (desarrollo de liderazgo, planes de carrera, planes de sucesión y planes de desarrollo.

  • Mantiene actualizadas las bases de datos relacionadas con Pool de Talento, Gestión del Desempeño, sucesión, desarrollo de competencias y cualquier otro relacionado con el talento de la ON (Oficina Nacional).

  • Mantiene actualizadas las bases de datos relacionadas con Pool de Talento, Gestión del Desempeño, sucesión, desarrollo de competencias y cualquier otro relacionado con el talento de la ON.

  • Asegura que la Oficina Nacional cuenta con planes de desarrollo que respondan a las necesidades identificadas en la Gestión del Desempeño.

  • Asesora a los equipos en los temas o incidentes originados en los procesos de desempeño.

Desarrollo Organizacional y Cultura

  • Ejecuta los Planes de Gestión del Cambio para el manejo adecuado de las transiciones y cambios de procesos de la organización.

  • Ejecuta planes y herramientas para la implementación de programas de Bienestar del Personal (Staff Care).

  • Implementa y/o acompañar los planes o estrategias relacionados a la transformación y/o fortalecimiento de la Cultura Organizacional.

  • Actualiza el diseño de la estructura de cargos y posiciones que requiere la Organización para responder al direccionamiento estratégico.

Compensación & Beneficios

  • Ejecuta, gestiona y asegura los planes establecidos para Compensaciones y Beneficios. En alineamiento con la filosofía de WVI velando por la equidad interna y la competitividad externa.

  • Implementación de los procesos de Total Rewards de la Confraternidad - Estudios de Mercado - Descripciones actualizadas en Formato HAY - Valoración de Puestos - Propuestas de Escala.

  • Administra los salarios de la Oficina Nacional en alineamiento con las políticas de la Organización y los lineamientos del Gobierno de País.

  • Provee información relacionada con Planeamiento de fuerza de trabajo y salarios para la presupuestación y planes organizacionales.

  • Asegura el adecuado manejo de beneficios y consultas del personal relacionadas con sus salarios y beneficios.

Manejo de Relaciones con Empleados

  • Asegura el manejo de las políticas y procedimientos de personal establecidas por la Legislación Local, la Confraternidad y la Oficina.

  • Atiende y Asesora los conflictos, problemas e incidentes originados en la Oficina Nacional, bajo los protocolos que la legislación local- la Confraternidad y la ON han establecido - Escalar estos a su nivel superior cuando corresponda.

  • Comunica y socializa con todo el personal de la Oficina las normativas Nacionales e Institucionales relacionadas con el personal.

  • Asegura el adecuado y oportuno reportaje de incidentes del personal en los canales establecidos por WVI tales como Ethics Points o IIM así como cualquier otro que se establezca.

  • Implementa las Encuestas de Clima Laboral y Compromiso del Personal de la Confraternidad y comunicar sus resultados.

  • Ejecuta las acciones bajo su responsabilidad correspondiente a iniciativas de Clima Laboral y Cultura Organizacional.

Reclutamiento & Selección

  • Planifica y gestiona el Work Force Planning y los procesos necesarios para garantizar el cumplimiento de los procedimientos y políticas de reclutamiento y selección de la Confraternidad.

  • Asegura adecuados procesos de selección de personal, es decir la vinculación de personas competentes a la organización, cuya identidad y compromiso responden al desarrollo del Ministerio que orienta los propósitos de World Vision.

  • Vela por que supervisores y personal completen la información necesaria en Our People para solicitar personal, aplicar a vacantes y realizar el seguimiento de procesos de reclutamiento.

Otras Responsabilidades

  • Asegura cumplimiento de seguridad y salud ocupacional de la organización, asesora y coordinar con la unidad de Seguridad Corporativa y la Comisión Nacional de Salud y Seguridad Laboral, lo concerniente a las acciones para promover la Salud y Seguridad de los colaboradores.

  • Participa en actividades y reuniones organizacionales.

  • Promueve espacios de enriquecimiento espiritual para el personal y el fortalecimiento de la Identidad Cristiana.

Requisitos:

Educación: Graduado Universitario en Ciencias Económicas, Administración o Psicología. O carrera equivalente.

Conocimientos y habilidades: Conocimientos de los principios y últimas tendencias de Gestión Humana.

  • Resolución de problemas

  • Gestión humana

  • Habilidades y conocimientos informáticos de Microsoft Office.

  • Amplio conocimiento de legislación laboral local

  • Nivel Intermedio de inglés hablado y escrito

  • Disponibilidad de viajar dentro y fuera del país.

Experiencia:

  • 5 años de experiencia en coordinación de liderazgo de procesos de Recursos Humanos.

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.

People & Culture Manager

Job Announcement

World Vision Mali recruits for the following positions (1)

TITLE: Human Resource Manager

Location: National Office

Contract type: Local

NB : World Vision does not charge a fee at any stage of the recruitment process.

World Vision does not concern itself with information on bank accounts.

*Women are strongly encouraged to apply for.

But du poste:To Manage and provide technical support in the implementation of WV Mali Strategic and transactional/technical human resources activities, and ensure provision of effective, efficient and quality services through proper planning, organizing and overseeing of the day-to-day work of the P & C function, ensuring it is aligned and integrated in a 'best fit', with the primary purpose of promoting the Organizational and staff well-being aspirations, towards effective delivery of WV Mali Strategic objectives.

Principales responsabilités:

1. Strategic Human Resource Management”

In consultation and coordination with P&C Director, support HR strategy in line with World Vision Mali’s strategic objectives and develop, maintain, and support implementation of a WV staffing plan.

Confer with management and supervisors to implement a workforce planning system by identifying future staffing needs, including key competencies to support the attainment of WV Mali’s objectives.

2. Talent Acquisition

-Ensure all World Vision Mali staff has gone through orientation and induction process at all times (Onboarding and Induction/Orientation: Establish a standard/model for Onboarding and Induction/Orientation (alignment with partnership guidelines, best practices sharing, etc. Coordinate Talent management activities in relation with WARO’s and partnership guidelines.

3. Compensation and Benefits

- Follow up birches group market analysis update

- Provide support and guidance in the formulation of job descriptions

- Evaluate all new position troughs Job Evaluation Management Hay group

-Works with finance to calculate cost estimates for compensation and benefit recommendations.

4. Employee Relations

- Advise managers on the interpretation/application of HR policies and procedures to ensure compliance with agency, donor, and local legal requirements.

-Monitor employee retention and turnover through analysis of data and exit interviews.

5. Budget and Payroll Administration

Coordinate payroll administration and ensure annual budget projections are done for all programs and projects (salaries and benefits, pension severance) for all staff.

6. Staff well-Being

- Training all staff on Stress Management, critical incident

-Oversee the implementation of the staff wellbeing policy.

-Manage employee activities and well-being programs.

-Provide reports on the implementation of staff care plans across WV Mali.

- Provide technical support on staff welfare.

7. Performance Management

- Coordinate and engage in the design and management/monitoring of the NO performance management process, talent management and development and succession planning process, and to ensure that individual development plans and/or Performance Improvement Plans are in place towards the advancement of relevant staff in the different categories.

- Coordinate performance appraisal statistics Bell curve.

8. Employee engagement

Coordinate Employee engagement and mainly Our Voice activities.

Other Competencies/Attributes:

  • Must adhere to the organization values

Qualifications: Education/Knowledge/Technical Skills and Experience

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

  • Minimum Qualification required: Bachelor Degree in Human Resources Management, Business administration.

  • Experience:4 years industry experience.

  • Preferred:Master degree in Human Resources and 5 years of experience. Working experience in Humanitarian sector.

  • Technical Skills & Abilities:

  • Computer skills.

  • Ability to work under stress and maintain high level of confidentiality

  • Demonstrated ability in supervision

  • Experience in policy initiation and formulation.

  • Working knowledge of employee relations and labor laws.

  • Good planning and organizational skills

  • Ability to maintain effective working relationships with all levels of staff and other stakeholders

  • Good level in writing and speaking English

  • Perform other duties as required.

Attitudes and behaviours:

World Vision reserves the right to disqualify a candidate who has any record relating to child abuse or opposite behavior to child protection, even after the hiring.

How to apply: http://careers.wvi.org/job-opportunities-in-mali

*Deadline for submission of applications: March 3th, 2019

*Only short listed candidates will be contacted.