Talent Management & Leadership Development Technical Director

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

PURPOSE OF POSITION:

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

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

The Technical Director will lead and manage:

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

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

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

MAJOR RESPONSIBILITIES:

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

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

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

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

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

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

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

  • Lead and manage specialized talent development and retention initiatives.

  • Manage the shadow deployment project.

  • Manage Disaster Management Retainer initiative.

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

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

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

KNOWLEDGE, SKILLS & ABILITIES:

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

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

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

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

  • Project/program management experience.

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

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

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

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

  • Talent management.

  • Leadership development.

  • Coaching and mentoring programmes.

Preferred Skills, Knowledge and Experience:

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

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

  • Adult learning best practice, particularly blended learning.

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

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

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

Work Environment/Travel:

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

WVV People & Culture Director

This position is also opened for foreign candidates but under local contract status (a local hire)

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 FY19 WVV has a total budget around US$18million with funding from 13 support countries in Europe, Asia, the Americas and Australia. WVV employs about 430 staff, of which more than 99% are Vietnamese nationals.

Currently WVV is implementing 39 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 and Quang Nam); and South (Quang Ngai, DakNong, Binh Thuan and HCMC). WVV’s APs focus 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:

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

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

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

ROLE DIMENSION / DESCRIPTION

Strategic and Leadership Support

- Strategic, viable inputs and technical advice to ND and SLT during organizational planning and assessment, leadership development initiatives are provided in the alignment and execution of the Field Office Strategy and business plans with Our Promise2030.

- Appropriate actions are taken to ensure that 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 Mindset 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 National Director ensure the ongoing evolution of HR policies, procedures and systems appropriate to the working needs of the organization, consistent to Partnership P&C standards, and the local legal context. Minimizing risk pertaining to P&C area.

- 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 mindsets and behaviours to deliver the national strategy and contributing to realization of Our Promise2030.

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

- Having a lean and effective PnC team which is able to support Area Programs 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 to support 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.

Developing 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 and follow up actions to improve OV results are developed and implemented in consultation with SLT and relevant managers.

- In consultation with the National Director, 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 four 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 in 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 core 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.

- 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 organizational initiated spiritual formation activities when appropriate.

- Creates opportunities for PnC staff for spiritual reflection and to increase their passion for the ministry.

- Leads the Pnc department in modeling 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 values and ethos.

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

- Bachelors degree in Human Resource Management & Organizational Development or Business Administration. Master degree is preferred.

- Proven record with HRD functions having initiated and implemented purpose-driven and organization-focused change.

Knowledge & Skills

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

- Proven leadership and management skills in restricted context.

- Have knowledge and understanding of laws related to Compensation, Labor Relations /Standards, and Issuances.

- Have broad and deep working knowledge on HR administrative services in the areas of 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 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.

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

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

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

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

Talent Acquisition Staffing Administrator

PURPOSE OF POSITION:

World Vision International (wvi.org) is looking for administrator with sourcing skills, motivated by their Christian faith, to find great talent to help us in the relentless pursuit of our vision for every child: life in all its fullness and our prayer for every heart, the will to make it so. We will do this until girls and boys:

  • Enjoy good health and are protected from disease

  • Are educated for life and enabled to fulfil their potential

  • Are cared for, protected and participating

  • Experience the profound security of the love of God and others

We need an experienced Administrator with knowledge of how to extensively source for talent globally in relief and development contexts, the know-how to reach them, and the experience to land and bring them onboard. You will have experience in sourcing for middle level management and technical positions, as well as all aspects of the administration, building pipelines in recruitment ensuring a positive candidate experience.

World Vision is a Christian humanitarian, development and advocacy organization devoted to improving the lives of children, families and their communities around the world. Our 38,000 + staff members working in more than 90 countries are united through our ethos, mission and shared desire for all individuals, especially children, to overcome poverty, inequality and injustice.

KEY RESPONSIBILITIES:

Sourcing and Customer Service:

  • Perform sourcing activities to identify top talent for hard to fill positions within the guidelines set forth by World Vision in compliance with local, state and national employment laws.

  • Building candidate pipelines for tough to fill positions for designated client groups specifically middle Level/technical positions in relief/fragile context or as it pertains to assigned client groups.

  • Build and maintain external networks, target NGO’s and companies and candidate lists for current and future openings.

  • Remain up to date on sourcing skills, business and industry related topics and hiring trends, recruiting tools and benchmark best in class opportunities to provide talent identification and acquisition solutions.

  • Subject matter expert on internet sourcing trends to create training for Talent Acquisition Team and/or other People and Culture Partnership staff.

  • Participate in the creating and maintaining training materials such as Talent Mapping, Boolean Search strings to ensure all training is update with industry standards and trends.

  • Engaging candidates in initial outreach for position and screening candidates for pipeline hard to fill roles as well as provide top talent to sourcing specialists.

Candidate Pipeline & Screening:

  • Support recruiters to Develop and maintain multiple channels and networks to build a deep, diverse, and reliable sourcing pools from a specified country, group of countries or technical or functional areas. Proactively identify and develop effective sourcing strategies (e.g. networking contacts, system queries/searches, religious institutions, College/Universities presentations).

  • Source potential candidates on LinkedIn and DevEx and also on other platforms. Work with assigned Sourcing Specialist on hard to fill roles as needed.

  • Craft and send personalized recruiting emails with current job openings to passive candidates. Create advertisements and job postings using WVI guidelines and templates.

  • Conduct effective screening, interviewing, and assessments for the best candidates for a position match using behavioural interviewing techniques as assigned by Senior recruiter

  • Develop, build and maintain candidate relationships through ongoing communications regarding questions, updates and status during the interview process.

Recruitment Administration and Systems Support:

  • Manage logistics and coordinate field interviews for short-listed candidates with hiring managers (e.g. manage interview schedules, travel and related information to both candidates and hiring offices).

  • Conduct induction and New Hire paperwork process and follow-up (e.g. medicals, visas, travel, storage, induction paperwork, orientation to HR policies).

  • Partner with International Recruiters to ensure Partnership-level new-hire orientation is provided to new hire prior to in-country arrival and/or start date.

  • Conduct reference checks in support of Staffing Specialists supported

  • Coordinate background screening (e.g. police, child protection, etc.) for short-listed candidates as required.

Ongoing, Exit & Transfer Support:

  • Makes sure on boarding documents are submitted to GC office for payroll administration.

  • Facilitate candidate travels by making sure they have visas and tickets

  • Assist ISS to getting information about rehire status, building a data for those employees to be considered in future roles.

  • Share feedback with ISS from existing as come to knowledge.

  • Any other administrative duties assigned by Staffing Specialist.

General:

  • Perform diversified administrative and coordination duties that involve complex information.

  • Answer general inquiries relating to international vacancies.

  • Assist International Staffing Specialist with maintaining and updating applicant tracking system and other databases as required.

  • Schedule and contribute to International Staffing team meetings, project meetings, and conference calls.

  • Participate in projects as necessary and requested.

  • Assist in logistics arrangements for Staffing team events as required.

  • Attend and participate in Christian devotional/chapel services, as provided by hosting office.

KNOWLEDGE, SKILLS & ABILITIES:

Required:

  • A minimum of 5 years of experience of recruiting and working in a high volume recruiting organizations.

  • Bachelor’s degree or equivalent of 6 years of on the job training in recruitment or recruitment support activities.

  • Experience in sourcing or social media sourcing for professional and technical positions.

  • Demonstrated ability to use creative sourcing and networking skills to connect with talent in different professions.

  • Successful skills and ability to prioritize effectively and manage multiple projects in a fast paced and ever-changing multinational organization.

  • Certified social media sourcing training.

  • The ability to operate within a geographically dispersed organization.

  • Experience in international/global workforce context and possess cross-cultural sensitivity, knowledge of and ability to work with people of diverse backgrounds.

  • Certification in Internet Recruiting, Social Talent or equivalent certification in sourcing.

  • Targeted Selection certification or behavioural interviewing training.

Preferred:

  • Working knowledge of Humanitarian INGO’s and knowledge of relief contexts.

  • Demonstrated computer literacy to include experience in tracking recruitment outcomes/metrics.

  • Expertise in advanced internet searching, candidate research, and cold-calling.

  • Must be in full agreement and support of WV’s Core Values, along with spiritual maturity to evaluate candidate’s motivational fit for the organization.

  • A self-starter who is driven to find the best candidates for the positions and can work in an environment with minimal supervision; team player, collaborator, and able to effectively network amongst all levels within and outside of the organization.

  • Must have strong interpersonal, negotiation and oral/written communication skills - ability to provide exceptional customer service.

  • Second language such as Arabic, French or Portuguese is highly desirable.

Work Environment:

  • The position requires ability and willingness to travel domestically and internationally up to 5% of the time. Travel is minimal, is whenever required.

Regional P&C Director

Human Resources Regional Director LACRO

PURPOSE OF POSITION:

Provide strategic leadership and advice to WV Regional and National Offices in the area of people & organizational development by maximizing the potential of WV’s human resources and increasing organizational performance to fulfill WV’s mission & vision while remaining true to its core values.

MAJOR RESPONSIBILITIES

Leadership

Support the Regional Leadership in implementing a strategically aligned regional culture and engaged regional workforce to realize Our Promise.

Design and lead the implementation of proper change management process for the transformation required in LAC region in the next 3-5 years.

Advice and support regional leadership and matrix manage Field Offices People and Culture in their leadership and engagement on matters related to all aspects of Human Resource Management (e.g. salary administration, Employee Relations,etc),Organizational Development and Talent Managment.

Lead and manage the RO P&C team.

Advise and support the National Directors on all aspects relating to Human Resource Management. Organizational Development and Talent Management to create an enabling environment and increase people’s productivity and commitment to deliver the global strategy.

Collaborate with Regional Office functions in setting up and management of region wide performance accountability systems and HR balance scorecard in consultation with all relevant stakeholders.

Provide P&C leadership and coordination in Cat II & III relief responses.

Practice servant leadership and be a role model for the staff team, peers and others.

Strategy

Lead in the implementation of the RO and NO P&C Plans, ensuring that these are in line with Partnership Our Promise Strategy, global P&C LEADER strategy, and National Strategies.

Contribute to development of global P & C strategies, priorities and plans ensuring that regional priorities are integrated and prioritized.

Provide leadership to development and implementation of organization wide communication and change management plan during National Office transition.

Technical & Operational Support

Work closely with National Offices providing technical guidance and input in the areas of Human Resources and Organizational Development.

Contribute to the development of global policies, guidelines and standards relating to P & C and provide leadership in contextualizing and mainstreaming these within the region.

Adapt creative and innovative P & C strategies and practices in recruitment, reward, talent and performance management, staff care and human resource development.

Lead the P&C Regional team in developing long term and short-term annual plan.

Lead and manage Regional P & C Team ensuring effective and efficient services to all the customers.

Facilitate implementation of P&C initiatives implemented in Latin American and Caribbean Region such as Leadership Development, Talent Management, and Succession Planning etc.

Ensure that P&C systems, policies and procedures meet the minimum P& C standards for effective management of human resources.

Learning and Development

Lead the assessment, development and implementation of an integrated regional Learning & Development plan based on regional P&C priorities and strategy.

Leverage, enhance and implement the Regional Leadership Program.

Ensure that most talented staff are developed and retained in the organization and key positions are filled in effective time – through effective Talent Management and Succession Planning.

Provide oversight of recruitment of National Directors, key RO team members and NO P&C leadership.

Knowledge Management

Lead the process of continuous learning in P&C practices, systems and tools that will enhance the efficiency and effectiveness of the organization.

Encourage mutual learning between National Offices within the region and between other regions.

Contribute to establishment and use of regional data bases and e-resources including regional good practices relating to human resources and organizational development as part of wider knowledge management strategy.

Facilitate formation and coordination of regional HR forum or network that contributes to strategy action and promotes learning.

Facilitate the documentation of best practices and contribute to the community of practice and center of excellence.

Quality Assurance/Risk Management

Deep comprehension of Partnership Employee Relations practice and policies.

Implement and ensure compliance of WVI employee policies at the NO.

Conduct, organize and oversee Investigations originated through Ethics Point or IIM.

Ensure reporting and informs on Ethics and/or IIM.

Coach and advice on local and general employment laws.

Manage all aspects of high-risk cases including litigations.

Provide guidance to senior managers on labor issues and changes in statutory requirements and labor relationship protocols

Apply appropriate escalation and reporting rules in high risk cases

Support Management at all levels in ensuring healthy work/home balance, staff wellbeing, security and appropriate arrangement for stress management

Promote a work environment that demonstrates fairness, openness, equity and diversity.

Internal & External Liason and Coordination

Act as a strategic link and focal point for regional P&C connecting Regional Office, National Offices, Support Offices and Global Center for mutual support.

Participate and actively contribute to partnership forums, working Groups and networks related to P&C as deemed necessary by regional leadership.

Work with other members of the LAC team to ensure sound P&C practices within the wider ministry of World Vision in the region.

Develop external strategic HR networks and linkages with other International Organizations, NGOs, HR consulting groups to expand P&C network in LAC

General

Work closely with the members of the LAC Leadership Team and P&C team to promote mutual learning, support and accountability.

Perform any other tasks assigned by the RL and SDO.

KNOWLEDGE, SKILLS AND ABILITIES

Education

Graduate qualification and/or Professional qualification in Administration, HRD, Psychology, Development Studies, Leadership, Business Administration or Organizational Development (or Behavior) or MBA

Experience

Proven record of accomplishment of effective contribution as a member of the top team of a multi-national leadership group, reporting to a CEO-type role.

A thorough understanding of all areas of Human Resources management and staff development, and knowledge of HR and OD practices, group processes and dynamics and apply such in the LAC context.

Requires minimum 10 years’ experience in Human Resources Development with significant organizational development experience, or related fields, in a complex, international organization (preferably in an INGO context).

A proven record of developing people in a cross-cultural setting and initiating and implementing organizational change

Committed Christian who attends, participates and leads in devotions

Knowledge and skills

Excellent oral and written English and Spanish communication skills (Portuguese and French is a desired)

Strong analytical, organizational, facilitation and leadership skills

Demonstrated collaboration & team building skills

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$ 18,600,000 (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 430 staff, of which more than 99% are Vietnamese nationals.

In FY19, World Vision Vietnam is implementing 38 Area Programmes (APs) which operate in 5 zones: North1 (Hoa Binh and Dien Bien), North 2 (Yen Bai – Tuyen Quang), North 3 (Thanh Hoa, Hung Yen, Hai Phong), Centre (Quang Tri, Quang Nam – Danang) and South (Quang Ngai, Binh Thuan, Ho Chi Minh, DakNong). WVV’s APs usually focus within one administrative district of a province which populated by ethnic minority people with high rates of poverty. A uniqueness of WVV’s Development Program Approach (DPA) is that AP team members are based at district level where the AP is located, which enables them to work closely with government partners and communities on a daily basis. Beside the APs, WVV is also implementing different Special and Grant Projects to meet the specific needs of vulnerable children in both AP and non-AP areas.

PURPOSE OF POSITION:

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

To support PnC Director in deploying innovative ways and resources to attract committed and competent candidates, develop bench strength and retain committed talents.

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 wellbeing 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.

WVV Senior People & Culture Officer

WORK CONTEXT / BACKGROUND:

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

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

PURPOSE OF POSITION:

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

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

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

ROLE DIMENSION / DESCRIPTION

I. Recruitment (Time spent: 25%)

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

- Assess and identify competency gaps against competency framework for key roles.

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

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

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

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

Knowledge, Skills, Abilities:

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

Education

- A bachelor degree in a relevant field.

- Degree in Human Resource Management

Knowledge and Skills

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

- Thorough understanding of Vietnamese labour law and practices

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

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

- Good interpersonal skills.

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

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

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

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

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

Experience

- A minimum of 5 year relevant working experience.

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

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

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

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