People and Culture Manager Re-advertised

Back ground

World Vision Uganda (WVU) is a Christian relief, development and advocacy non-government organisation dedicated to working with children, families and communities to overcome poverty and injustice. We currently work in 43 districts and have 48 Area Programmes implementing projects in health & nutrition, water, sanitation & hygiene (WASH), livelihoods & resilience, education and child protection. World Vision (WV) is committed to the protection of children and adult beneficiaries from exploitation and abuse and will not employ people whose background is not suitable for working with these beneficiaries. All employment is conditioned upon the successful completion of all applicable background checks, including criminal record checks where possible.

Due to expansion in scope of our programmes, we are now seeking for a qualified and passionate individual willing to share in our vision and join the team in the following role.

Position: People and Culture Manager Re-advertised

Report to: People and Culture Director

Location: Kampala – National Office

Purpose of the position:

To plan, review and implement mechanisms of attracting, developing, utilizing and retaining a committed high quality workforce in line with World Vision strategy and policies through effective business partnering.

Key Outputs/Responsibilities.

People & Culture Policy/Strategy

  • Actively participate and take lead where required in the development, review and implementation of P&C divisional strategy

  • In consultation with Divisional Director and other managers within the division, develop, review and update People and Culture policies as and when applicable

  • Proactively advice management and staff of any changes in P&C policies, employment law and guidelines; and the implications thereof

  • Support contextualization of P&C global policies.

HR Business Processes & Systems

  • Ensure standardization of HR business processes across World Vision Uganda.

  • Monitor and continually review P&C processes and systems to ensure relevance and compliance.

  • Lead in the implementation and roll of new people and culture policies, processes and initiatives across WVU programmes.

  • Plan and implement delivery of staff wellness programs in collaboration with P&C Business Partners

  • Coordinate with P&C Business partners in carrying out HR wellbeing surveys.

  • In collaboration with Spiritual Nurture Manager develop and implement spiritual care programs across WVU

  • Carry out regional HR support visits to address staff concerns that need attention

  • Recommend/implement appropriate actions to address issues raised in HR clinics.

  • Coordinate timely investigations of grievances and disciplinary issues and facilitate mediation and inquiries and ensure conclusion and responses to the parties involved.

  • Review exit reports/Carry out staff exit meetings and regularly prepare appropriate recommendations/reports for management action.

  • Plan for and implement regular scheduled and unscheduled HR audits and other risk mitigation measures. Ensure identified gaps are addressed within agreed timeline(s) and recommend to management appropriate action to mitigate future risks.

  • Maintain comprehensive human resource records and oversee the management and operation of HRIS to ensure compliance with organizational and legal requirements, as well as provide HR information to the organization.

  • Prepare P&C budget estimates and regularly monitor P&C budget spend. Advise on appropriate corrective action where necessary.

HR Business Partnering

  • Work with line managers to address people concerns

  • In collaboration with the recruitment manager and hiring managers, support the timely acquisition and placement of quality staff in accordance with applicable policies and guidelines.

  • Together with other people and culture managers at the national office, ensure provision of high quality HR support and transaction services to all HR clients. Proactively and on demand provide HR guidance and advice to management and staff.

Talent Management and Development

  • In collaboration with the L&OD Manager, support the implementation of staff learning and development plans and initiatives

  • Implement strategies that will help to identify, develop and retain high potential staff

  • Design and deliver employee training programs in talent development

  • Advise leadership/ management and P&C team on talent related issues

Sexual Harassment

  • Act as focal point for reporting and management of sexual harassment allegations in WVU.

  • Work with sexual harassment committee in ensuring sexual harassment allegations are investigated timely and appropriate actions/recommendations are implemented to close of cases.

  • Ensure all staff are educated in the WVU sexual harassment policy and attendant reporting protocols and measures/mechanisms are in place to build a culture of zero tolerance of sexual harassment in the organization.

Team management

  • Provide technical support to the P&C Business Partners. Effectively supervise P&C Business partners to ensure that they carry out their responsibilities to the required standards

  • Carry out continuous assessment, coaching, mentoring and counseling for P&C Business partners.

  • Identify P&C Business partner’s capacity gaps and support/initiate strategies to remedy them. Support the career growth and development of P&C teams

Performance management

  • Promote a performance culture in World Vision Uganda through capacity building of staff/managers on understanding of the process and methodology(ies)

  • In conjunction with P&C Business partners and department managers, coordinate and ensure timely setting and review of performance agreements for staff at national office and regions. Ensure that subsequent feedbacks and follow-ups are logically concluded.

  • Consolidate and regularly avail performance management information for use in management decision making.

Reporting

  • Prepare and submit departmental reports and other briefs to the Division Director as and when required.

  • Proactively work with the P&C team to ensure divisional mandates are achieved to the required standard.

Qualifications: Education/Knowledge/Technical Skills and Experience.

  • Bachelors degree in Human Resource Management, Business Administration or Social sciences with post graduate qualifications in HR or equivalent field of study

  • Membership to HR professional body such as (HRMAU and INGO Network) is an added advantage

  • Five years broad experience in Human Resources Management in a relatively large, complex and busy environment. Prior experience in a management/supervisory role required

  • Previous experience working in humanitarian/development contexts with a good understanding of INGO procedures

  • Knowledge of Ugandan labour laws is required

  • Understanding of general human resources policies & procedures and best practices.

  • Must have strong critical thinking, problem solving, interpersonal and oral/written communication skills with great fluency in English

  • Ability to work in a fast-paced environment and timely accomplish multiple tasks simultaneously, pro-actively as well as provide a high-level customer service.

  • Possess cross-cultural sensitivity, knowledge and ability to work with people of diverse backgrounds.

  • Spiritual maturity - ability to articulate and model our Christian identity and mission in an inclusive way.

  • Demonstrated computer literacy (MS Office Suite: MS Excel, MS Word, MS PowerPoint and databases)

P&C Business Partner

PURPOSE OF POSITION

The purpose of this role is to provide a wide range of effective Human Resource processes to designated Area Programs (AP), National Office (NO) Departments, Grants, and Special Projects in support of the ministry in World Vision International Mongolia (WVIM) and assist in the implementation of National People & Culture (P&C) Policies. 

Provide administrative support in the development, implementation, and coordination of the Compensation and Benefits program and processes in support.

MAJOR RESPONSIBILITIES

Recruitment and Performance management

  • Liaise with AP and NO Managers for this purpose yearly and assess quarterly in liaison with the hiring managers if these numbers have changed due to attrition, maternity covers etc.

  • To promptly ensure and facilitate the recruitment and selection process following the P&C policies and procedures, including documentation.

  • To ensure that WVI core values, mission, and vision are present in all recruitment endeavors.

  • To facilitate, guide and lead all interviews in your respective region/ departments.

  • To ensure that the panels set are transparent and free of any conflicting interest to your best ability.

  • To ensure timely and planned interviews as opposed to reactive recruitment

  • To ensure that internal customers i.e. the hiring managers are satisfied with the pace of the recruitment and there are no unwarranted delays in this process.

  • Participate in and contribute to regular P&C team meetings by providing feedback from the respective regions on P&C matters and related matters.

  • To look into, facilitate, and guide all disciplinary and related issues in your regions/ department/ grants.

  • To provide timely monthly reports on recruitment, feedback, and arising issues in your region.

  • Facilitate the orientation process for all new staff and participate in the P&C section as appropriate.

  • To keep track of the probation periods and similar periods for AP, NO Managers, Grants, and Special project staff, including relevant documentation.

  • Provide appropriate information and assistance and guidance to staff regarding the annual performance management process and liaise with AP, NO Managers, Grants and Special Projects managers to ensure that this process is completed on time.

  • To be responsible for the timely delivery of staff’s yearly and midyear performance reviews from respective regions, departments and facilitate the accurate and timely process.

  • Assist and provide input in the conduct of salaries and benefits survey to determine the organization’s position in the market

  • Receive requests from the staff of respective regions/departments and respond to them in a timely and appropriate manner, based on the P&C Policy.

  • Participate in the planning and assessment activities of the P&C Department by providing technical inputs during the planning and evaluation process.

  • Assist in the planning and formulating of recruitment strategies and standards, and annual plans. 

  • Ensure that the implementation of recruitment plans, and strategies are in accord with the recruitment policy, standards, and values of World Vision and government laws and regulations

  • Ensure all contracts and related documents are accurate and proper before staff receiving them.

  • Ensure staff information is upload and updated in the Our People/ HRIS system

  • To negotiate compensation for new hires, promotions etc., which are aligned to policies and the relevant HAY grades.

  • Seek to upgrade recruitment and selection tools to raise the level and quality of recruitment and selection processes of the organization

  • Ensure all compliance agreements are signed off by staff joining and maintain current agreements of existing staff.

  • Conducting periodical checks on the documentation in staff’s files of your respective regions, department, grants and special projects to ensure that they are compliant to audit standards.

  • Conduct all the necessary screening, candidate profile, reference checks, initial interviews, and testing and assessing applicants for shortlisting of potential candidates.

  • Coordinate the selection process with internal clients and provide technical support to internal clients in the placement of candidates and advice on the correct salary based on the HAY grade of the JDPDQ.

Strategy

  • To plan on the implementing of all new policies or processes flowing from the P&C department to the rest of the organization and ensure the current policies are maintained in the APs, NO, Grants and Special Projects.

  • Provide technical expertise in the development, implementation, and coordination of P&C Planning and Recruitment strategies and processes in support to WV Mongolia’s strategy

  • To develop and assist in workforce planning by giving input and ideas on efficient and planned recruitment.

  • Advising and planning before each interview in ensuring that the right candidate is selected for the right job.

  • Strategizing with the hiring manager before each on the core competencies to be sought from the candidates before the decision to hire

Internal & External Liaison and Coordination

  • INGOs, NGOs and Agencies in Mongolia

  • To be market savvy in recruitment and liaise with the related external parties for this purpose.

  • All WVIM Staff both in Area Programs and National Office

Technical support

  • Provide information to staff regarding WVIM P&C policies and their implementation and provide appropriate advice as required.

  • Set and define periodical or annual performance accountability and deliverables under the supervision of the P&C Department

  • To provide feedback on recruitment and policy issues from the APs, NO, and staff feedback, to suggest and give ideas on any improvements for these areas. 

  • Ensure that human resource planning and recruitment processes are implemented correctly in the APs, NO, grants and special projects and adhere to the procedures and policies.

  • To ensure alignment of practices, policies internal customers and in accord with the recruitment standards set forth, in support to the strategic goals of the organization.

  • To lead and train staff in respective regions, department, grants, and special projects on any new initiative in recruitment, performance reviews, related P&C matters, etc

Quality assurance

  • To constantly provide constructive feedback to the P&C Director from the regions and ideas or suggestions on needed P & C improvements in respective regions, departments, grants and special projects

  • Facilitate the exit process, conduct exit interviews and report to P & C Director key trends from the interviews.

  • Ensure all relevant HR documentation for staff changes, etc are completed and filed in a timely manner

  • Maintain accurate records of staff on the HR database.

  • Maintain and monitor compensation and benefit staff records and provide Finance with monthly salary change information in a timely manner.

  • Prepare placement papers of qualified candidates for proper payroll endorsement and issuance of appointment papers as well as documentation of internal transfers / resignations.

  • Send monthly reports on a timely basis to the P & C Director and provide any other information as requested.

Self-development

  • Seek self-development on current trend of the technical sector

  • Demonstrate high commitment to World Vision’s Core values in the approach to work and relationships

  • Engage different cross functional teams to learn and contribute

  • Spend time to connect WV Central Community of Practice

  • Practice spirituality to leave out Christian faith with boldness and humility

  • Attend additional training internally and externally as required

  • Perform any other tasks assigned by the manager

KNOWLEDGE/ QUALIFICATIONS FOR THE ROLE

Education

  • A university degree in Human Resource Management, Social Science or Business Administration

Experience

  • Minimum 2 years’ experience in HR in a generalist role and handling recruitment function

  • Facilitating training and workshop

Knowledge and Skills

  • Fluency in both written and spoken English and Mongolian and ability to translate Mongolian to English and vice versa

  • Excellent computer skills, including proficiency in Word, Excel and PowerPoint.

  • Good project management skills and experience.

  • Ability to resource information.

  • Strong interpersonal skills and ability to establish and maintain effective working relationships in a multi-cultural, diverse environment.

  • Ability to be proactive and work independently, as well as working closely and supportively within a team.

  • Commitment to continuous personal learning, keeping abreast of new developments, particularly within the area of Learning and Development.

  • Willingness to travel extensively throughout Mongolia

  • Ability to work under pressure, being self- motivated and detail oriented

  • Honesty, Integrity and commitment to World Vision principles

Work Environment

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

Please send the below documents to [email protected]

  • Curriculum Vitae

  • Cover Letter

  • Application Form

  • Copy of Diploma(s)

  • Copy of ID care

Coordinator - People & Culture

World Vision is a Christian relief, development and advocacy organisation working with children, families and communities to overcome poverty and injustice. World Vision is dedicated to working with the worlds most vulnerable people regardless of their religion, caste, gender or ethnicity. World Vision has been in Sri Lanka since 1977 and currently works through 34 development and relief programmes in 16 Districts across the country.

At World Vision we are passionate about children and committed to bringing fullness of life to the most vulnerable and disadvantaged. Every day for forty years, that is what our team at World Vision has been doing.

We are currently looking for dynamic & creative individuals to join us in our journey of caring.

Coordinator – People & Culture (Human Resources)

Location – Colombo

Job Profile

To provide support and assistance to the Business Partners – People & Culture (Field and Colombo) to maintain good employee/ employer relations in the assigned area of work. Will be responsible to coordinate the People & Culture services and functions of the assigned area of work (Field/ Colombo Office), supporting the Head of Department towards effectively achieving its strategic goal of creating a nurturing environment of trust and respect for its employees by sustaining and improving the management system in terms of the following: salary and benefits administration, People & Culture administration, service delivery and employee relations.

Major Responsibilities

  • Assist in reviewing and updating current People and Culture practices & policies

  • Ensure compensation, employee benefits, and human resources programs are within the limits of established standards, procedures, guidelines, and policies of World Vision Lanka and the local labor laws

  • Keep personnel files up to date, with minimum/ no missing documents at all times, regularly monitor the check list and compliance of files with the check list

  • Ensure the proper maintenance of the system and accurate data at all times

  • Supervise the maintenance of leave records and leave utilization process as per the existing policies

  • Ensure all information on payroll and benefits payment is submitted accurately and on time through the HR Portal and manually

  • Execute all employee termination procedures including advising employees on their rights and any benefits they are entitled to

  • Printing ID cards and attend to ex- staff matters and queries

Required qualifications, experience & competencies

  • Must have at least five years of sound experience in Human Resources field as an executive, preferably implementing/ facilitating level

  • Bachelor Degree in Human Resources/ Management or related Professional Qualification in Human Resource Management

  • Previous experience of work in an NGO context

  • Analytical and problem-solving skills; good interpersonal skills

  • Prioritization, planning and time management skills

  • Effective in written and oral communication in English and local languages

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

World Vision Lanka offers a competitive remuneration package based on individual competence and skills. If you meet the required criteria and wish to apply for this or any of the available vacancies, select the position you wish to apply for & submit your on-line applicationwith your CV and details of three non-related referees on or before the given closing date.

Only short listed candidates will be notified.

People & Culture Officer

But de la position: Mettre en œuvre la gestion du personnel conformément aux politiques et normes de World Vision et au droit du travail au Tchad en vue de contribuer à l’atteinte des objectifs de l’organisation.

Responsibilités Majeures:

Faciliter les recrutements locaux en vue de pourvoir les services demandeurs en personnel qualifié pour contribuer à l’atteinte des objectifs des programmes.

Assurer la mise à jour des données du staff dans le système Ourpeople.

Suivre la prise en charge médicale (traitement des frais médicaux, factures des cliniques conventionnées, suivi des enveloppes médicales, etc) et les autres avantages du personnel.

Collecter les éléments de traitement de salaire et les centraliser au Payroll Manager.

Coordonner le sondage d’opinion « ourvoice » au niveau des opérations.

Assurer l’administration quotidienne du personnel (contrats, congé, affectation, promotion, carrière, politiques, enquête de moralité, etc.).

Veiller au respect et à l’application des textes et lois régissant le monde du travail afin d’assurer une collaboration harmonieuse entre le personnel.

Assurer et collecter les évaluations de performance du personnel pour une bonne gestion de carrière du staff.

Contribuer au développement et au maintien d’une bonne collaboration avec les partenaires locaux (CNPS, Impôts, Inspection du Travail, etc).

Assurer la planification et l’exécution des formations du personnel pour leur développement.

Qualifications et Experiences

Avoir au moins une Licence en gestion des Ressources Humaines, en Administration générale ou en Droit.

Avoir au moins deux ans d'experience dans le domaine de préférence avec les Organisations de Développement.

WVV Senior People and 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 been funded from 12 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 99% are Vietnamese nationals.

Currently, World Vision Vietnam is operating in 5 zones: North 1 (Hoa Binh and Dien Bien), North 2 (Yen Bai – Tuyen Quang), North 3 (Thanh Hoa, Hai Phong), Centre (Quang Tri, Quang Nam – Danang) and South (Quang Ngai, Binh Thuan, Ho Chi Minh, DakNong). WVV’s AP usually focuses 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 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:

  1. Recruitment

  • 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.

  1. 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/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.

  1. Partnering for Performance (Performance Management)

  • 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.

  • 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.

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

  • 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.

  1. PnC Information Management

  • 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.

  • Record 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.

  • Provide statistics of the assigned zone as required.

  1. Learning & Development / Succession Planning

  • 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:

  1. Education

  • A bachelor degree in a relevant field.

  • Degree in Human Resource Management is preferred.

  1. Knowledge & 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.

  1. Experience

  • A minimum of 5-year relevant working experience.

Our contact details are:

People and Culture Department

World Vision International - Vietnam

Email: [email protected]

Tel: 024. 39439920 (Ext:123)

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

People & Culture Director

PURPOSE OF POSITION

To provide strategic leadership for people management and organisation development to maximise human resources and optimize organisational wellbeing and performance for successful implementation of WVFT's national strategy. Reporting to the National Director, and leading the P&C Division, this role will drive and facilitate efforts to build and strengthen systems, processes, mindsets and skills that result in effective and sustainable P&C practices and groorganisational culture of accountability, agility, continuous improvement and collaboration. The P&C Director will ensure alignment with WV Partnership polices and initiatives, and build strong relationships and collaborate with internal WV and external partners to enhance shared impact.

MAJOR RESPONSIBILITIES

1.Strategy, leadership and accountability: Ensure that:

- P&C strategy enables successful execution of the national office strategy

- National Director and SLT benefit from strategic P&C guidance and input on people and organisation planning and implementation

- People risk management mechanisms are put in place and continuously improved

- P&C effectively engages with the WVFT Board (full Board and sub-committees)

- SLT collaboration and performance is supported

2. P&C capability and performance- Ensure that:

- P&C annual business and risk management plans and budget are developed

- P&C systems, processes and services are effective, efficient and continuously improved

- P&C team capacity and staff mindsets and skill-sets are developed

- P&C data is generated, analysed and used to inform planning and decision-making

- P&C staff grow, feel cared for and can live out WVFT's core values

3. Leader and manager capability: Ensure that:

- Effective and sustainable leader and manager development solutions are established, including for emerging leaders of the future

- Talent management mindsets, skills, systems and practices are built

- WVFT contributes to regional and global talent management systems

- Senior leadership team is developed

4. Organisation development and change: Ensure that:

- SLT are guided and supported in leading effective organisation redesigns and in driving continuous business process improvement

- Effective change management principles and practices are applied in organisation development initiatives and activities

- High-quality solutions are designed and implemented which drive and support staff engagement, wellbeing and opportunities to grow/live-out WVFT's core values and core competencies

5. Stakeholder engagement - Ensure that:

- WVFT P&C seeks out, builds strong relationships with and engages in mutual learning opportunities with other WV offices and external partners

- WVFT P&C actively engages and collaborates with WV Regional and GC P&C

- Strategic relationships/networks with relevant national and international agencies are built and WVFT keeps abreast of local external environment and emerging trends and issues which may impact on organisation and people planning

People & Culture (HR) Director

WORLD VISION INTERNATIONAL CHRISTIAN NGO CENTERED ON CHILDREN

RECRUITING INTERNALLY AND EXTERNALLY

POSITION: People & Culture (HR) Director: Grade Level 18

Localisation: Dakar

Number: 01

Type of Contract: Fixed-term full time contract (1 year), Open - ended full time contract after 2 years if you got a good performance

Purpose of the position :

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

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

Communicate World Vision's Christian ethos and demonstrate a quality of spiritual life that is an example to others.

The P&C Director is responsible for the direction, coordination, management and evaluation of the human resources functions and activities for the human resources department, in support of the mission, goals and objectives of World Vision Senegal. Additionally, in conjunction with the Senior Leadership Team, the P&C Director serves in a leadership role to provide strategic and technical human resources services and guidance to all parts of World Vision Senegal.

Major Responsibilities:

% Time

Major Activities

End Results Expected

20%

Ensuring Strategy development and execution

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

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

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

  • Advise and support the National Director and the Senior Leadership Team (SLT) in engagement on critical issues relating to attraction, development, deployment, retention and separation of staff.

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

P&C guidance on WV Senegal Strategy alignment, business plan development and execution.

P&C strategy and annual business plan in alignment with global, regional and national strategic priorities.

P&C metrics monitored and reported for efficiency on talent acquisition, development, retention, performance management, employee engagement and organisational leadership.

Active and well-functioning Crisis management and National Disaster management teams with an active participation and contribution from P&C.

15%

Promoting Leadership quality and sustainability

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

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

  • Design and spread head the capacity development of staff to prepare staff to work the required mindset and behaviors in most vulnerable areas

  • Design and execute an orientation and on-boarding strategy that will enable staff to understand Our Promise and its implications on World Vision’s work in different contexts, including fragile and prepare with the right mindset and behaviors to address the needs of grants management

Leadership needs addressed.

Mindset and behaviours transformed to realise Our Promise.

Succession planning and Talent management in place.

Potential successors for core and critical positions and HIPOs for future leadership identified and systematically nurtured.

Staff capacity fully developed with a changed mind-set and behaviours to meet organisational needs.

Orientation strategy in place that helps new staff to understand and align with Our Promise, fragile contexts program and grants management.

15%

Ensuring Staff engagement and well-being

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

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

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

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

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

  • Contextualize international assignment benefits package to suit WV-Senegal National Office strategy and budget

Improved staff well-being.

Contextualised support systems, services and programs for staff well-being.

Our Voice survey executed annually.

Action plans developed and executed on organisational leadership, culture, agility and effectiveness.

Staff care and peer support interventions in fragile, response and conflict areas.

Culture change interventions developed and executed to promote mindset and behaviour changes of staff to deliver Our Promise.

Compensation and benefits strategy, systems and processes in alignment with Our Promise.

10%

Promoting Accountability and performance culture

  • Maximize accountability for Organizational culture, agility, and effectiveness which drives high performance and realization of Our Promise.

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

  • Promote a culture of diversity and encourage spiritual development of Christian leaders, promote interfaith principles and values and oneness among Christian and staff of other faith.

  • Spearhead the performance management process, strengthen the quality of performance and promote career conversations in the office.

  • Review and contextualise global and regional P&C Policies to WV Senegal P&C policies for international assignees and national staff and ensure alignment with Country labour laws.

  • Ensure people management risks are identified and the organisation regularly reviews and implements adequate risk mitigation measures for WV Senegal.

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

  • Oversee grievance management, corrective and disciplinary actions in line with organizational policies.

Program Growth, down-sizing and pre-positioning for emergency done well.

Spiritual formation for Christian Leaders. Inter-faith training for all staff.

Culture of diversity and unity visible in the organization.

Partnering for performance management process in place. On-going Performance and career conversations in place at all levels.

Approved IA and National Staff P&C policies, systems and processes in compliance with Senegal labour laws.

Reviewed and updated risk registers. Risk mitigation measures in place

Staff fully aware of Ethics point.

IIM cases are uploaded and managed properly.

10%

Developing Capable and available workforce

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

  • Ensure that the WV Senegal’s recruitment policy, system and processes are well established for acquiring talent with required competencies, mindsets and behaviours required to realise Our Promise.

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

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

  • Establish a roster system or database to call upon potential talents that were identified in past interviews for consideration in new opportunities.

Work force planning in place.

Effective staff acquisition and retention.

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

Effective monitoring and reporting systems for IA and National staff recruitments.

Gender and diversity ratio maintained for staff at all levels.

10%

Developing a strategic and professional People & Culture Team

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

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

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

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

High caliber and professional P&C team.

Effective service delivery of P&C team to all stakeholders.

Regular coaching and mentoring of P&C staff by P&C Director.

Our People system is fully operational with 100% accuracy and effectively utilized.

10%

Promoting external and internal coordination

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

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

Proactive engagement, improved networking and linkage with INGOs and other stakeholders for information sharing and context awareness.

Improved networking with internal stakeholders at the Regional and National Office level.

10%

Talent Planning

National Offices in the area of Talent Management, staff development, performance management and Organizational Development (OD), In doing so, the incumbent is expected to:

  • Work with the Global Center and the Regional P&C Director in implementing global initiatives that represent the vehicles for achieving the talent agenda for World Vision Senegal;

  • Assess the Senegal context to find opportunities that can be harnessed and articulate it in a talent management strategy to guide the agenda in National office.

WV’s Core Competencies

KNOWLEDGE, SKILLS AND ABILITIES

Minimum education, training and experience requirements to qualify for the position:

  • Education: Master’s degree in Human Resources Management or related field;

  • Seven (7) years of progressively leadership, responsible management or supervisory level experience in human resources in a complex and progressive human resources environment;

  • Technical Training qualifications required: Professional qualifications in Human Resource Management or Organisational Development (OD) or Leadership Development.

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

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

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

Additional work experience required as a minimum qualification for this position.

  • Experience working with Senegal and other countries labor laws;

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

  • Proven success as a dynamic and empowering leader who possesses a positive attitude to instill a vision for excellence with innovation and creativity.

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

  • Effective leadership abilities; strategic thinking, planning and problem solving;

  • Record of initiating change and innovation

  • Superior communication skills, both in written and verbal presentation

  • Effective human relations abilities to effect collaborative alliances and promote teamwork and ensure a high level of internal and external customer satisfaction and engagement.

  • Ability to succeed in a complex environment where decision-making may be diffuse and ambiguous.

  • Proven success in developing a large high performing staff, establishing performance standards, and transitioning staff through organizational change, with an emphasis on the ability to recruit and manage a culturally diverse workforce.

  • A high degree of professionalism and competency dealing with a variety of individuals including, international assignees, senior executives, middle managers and external constituents.

  • Experience in preparing operating and capital budgets;

  • An ability to organize and present data in a concise and easily understood manner, often to professionals and board members.

  • Ability to be recognized as a positive change agent.

  • Conflict management and resolution skills.

License, registration, or certification required to perform this position:

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

  • RDMT Training

  • Enterprise Risk Management Training

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

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

  • Interfaith training

  • MSTC (or similar trainings on context monitoring)

Preferred Skills, Knowledge and Experience:

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

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

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

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

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

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

  • Proven conceptual & analytical skills and systems thinking.

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

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

  • Proven facilitation skills.

  • Team player.

  • Champions and manages innovation.

  • Ensure a gender perspective in the scope of work.

  • External engagement, internal engagement and networking skills.

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

Additional work experience preferred for this position.

  • Experience in emergency response scenario planning process.

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

Interpersonal skills

1. Motivate and inspire staff and leadership to work in challenging and high risk areas.

2. Inspire staff commitment to work for the most vulnerable children in war/ conflict zones.

Work Environment:

Complete Travel and/or Work Environment statements if applicable.

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

Process of hiring

Individual interview with a panel.

Application

To apply, you need to send a letter of motivation addressed to the National Director of World Vision Senegal, accompanied by a CV, as following:

Internally, please go to Our People in your ESS in JOBS (Development Actions- Open Position);

Externally, go through the link http://careers.wvi.org/job-opportunities-in-senegal

Deadline for application: 26th September 2021

Leadership Recruiter

*Preferred position location: San Jose, Costa Rica. Other locations to be determined by home country of successful candidate in a jurisdiction (US state or country) where WVI is registered to operate.

*Please submit your CV in English.

PURPOSE OF POSITION:

Leads the recruitment process for senior leadership and non-leadership roles for World Vision International. This position will provide effective, transparent and legally compliant international executive recruitment services. They will serve as a trusted partner and provide consistent outstanding customer service to clients, ensuring positions are filled with exceptional servant leaders in order to deliver quality ministry to the communities and children we seek to serve. This will be accomplished through influencing key clients and stakeholders, building strategic referral networks and talent pipelines, forecasting, sourcing, screening, assessing and guiding selection processes with the goal of filling roles within the agreed timeline in the most cost effective manner.

KEY RESPONSIBILITIES:

Client Management, Customer Service & Strategy Development:

  • Provide high touch end-to-end process support to clients by actively engaging with hiring managers, Boards and candidates throughout the entire search process, providing frequent (weekly) updates on the progress of the search and incorporating feedback.

  • Support the building of National Office (NO) Board capacity and facilitate their participation in National Director (ND) selection processes, per WVI governance guidelines and in conjunction with Regional Office and NO People & Culture (P&C)-HR.

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

  • Assist in the creation of internal marketing materials to promote the Executive Recruiting function partnership-wide.

Workforce Planning, Candidate Identification and Sourcing:

  • Develop, build, and influence relationships with Regional Leaders, Boards, other hiring managers, and P&C staff. Build capacity of these staff to engage with and follow talent acquisition policies, procedures and systems, as required.

  • Meet with Regional Leaders and Boards to identify and determine skills, knowledge, capabilities and preferred experience required for the position, including contextual challenges. Lead them in assessing vacancy requirements/recruiting needs and developing recruitment strategies and plans for the coming fiscal year.

  • In conjunction with the Sourcing Specialist, conduct sourcing research and talent mapping including initial candidate profiles to share with Regional Leaders, Boards, and other hiring managers in order to set expectations and advise about the relevant candidate pools/labor markets, and adjust requirements as needed.

  • Prepare and contribute to position and candidate description (JDPDQ) including the client priorities and skill sets that will focus the search.

  • Provide full cycle recruitment process support to hiring managers and P&C staff.

  • Anticipate emerging organizational staffing trends and external market trends in regards to senior leadership NGO roles.

  • Proactively identify and develop effective sourcing strategies for ND positions, manage the various leadership sourcing pools, referral networks and talent pipelines by region (e.g. networking contacts, cold calling, system queries/searches, religious institutions, organizations, social media, college/university alumni.)

  • Develop, design and implement recruiting plan for assigned positions (e.g. advertisements, networking tools.)

Candidate Screening, Interview and Assessment:

  • Maintain knowledge of and sensitivity to the constantly changing environment of the marketplace relative to the sourcing and recruitment of qualified leaders.

  • Conduct effective screening, in-depth interviewing (including Topgrading and Targeted Selection methodologies), and assessments against necessary job experiences, skills, leadership requirements, and contextual and organizational fit to find the best candidates for each position, including leaders who are spiritually strong and aligned with the organisation’s ethos as stated in the Mission Statement and Core Values.

  • Present and lead long and short list meetings of candidates to include background, fit to the position description, compensation information, possible recruitment issues, and overall recommendation.

  • Serve as an advisor and partner to Regions, Boards, and other hiring managers, guiding them on appropriate assessment steps, interview panel member selection, and design of interview questionnaires and candidate presentations.

  • Coordinate international interviews (both virtual and in-person) for short-listed candidates with the Regions, selected panels, and other hiring managers, as well as final ND interviews with the President’s Office.

  • Participate and facilitate virtual and in-person panel interviews and lead debriefing selection process, when possible.

  • Conduct in-depth reference checks and validate against additional sources, as well as coordinate background screening (e.g. police, child protection, etc.) for finalist candidates.

  • Provide feedback to candidates on interview results and selection decisions in a constructive way. Particularly with internal candidates, facilitate feedback and learning discussions and connect staff with appropriate professional development advisors/contacts and tools.

  • Advise Regional Leaders, Boards, and other hiring managers on fair offers/compensation and negotiate offer with selected candidate within limits specified by hiring manager and in line with WVI Total Rewards policies.

  • Manage the administrative details of the offer process (i.e. contract/offer letter, initiate PAF, paperwork, coordinate on-boarding, international relocation, etc., in conjunction with Talent Acquisition Administrator and other P&C contacts).

  • Present and negotiate employment contract with external and internal applicants.

General:

  • Utilize Workday recruitment efficiently to ensure consistent, timely and accurate data entry.

  • Maintain current knowledge of applicable laws, regulations and trends in recruitment, WVI organizational policies, benefits and compensation, relocation and repatriation.

  • Consult Talent Acquisition leadership and WVI Legal as necessary.

  • Conduct recruitment responsibilities in a professional, service-oriented, responsive, innovative, ethical and cost effective manner in accordance with WVI goals and Christian principles.

  • Supervise interns, temporary staff, Talent Acquisition Administrator or entry-level international staffing specialists if needed.

  • Attend and participate in Christian devotional meetings and weekly Chapel services.

KNOWLEDGE, SKILLS & ABILITIES:

  • Bachelor’s degree and/or equivalent of 7+ years of on the job training; in-house recruitment and/or executive/contingency search, including talent acquisition sourcing.

  • Bi-lingual fluency in English and Spanish

  • Successful track record of negotiating, influencing and providing high-level customer service at the most senior levels of an organization with proven highly relational, strong interpersonal and communication skills (verbal and written) is required.

  • Experience in recruitment of leaders, professional and/or technical positions.

  • Proven ability to manage full-cycle recruiting experience (i.e. forecasting of workforce needs, applicant sourcing, resume screening, applicant assessment and interview, negotiating contracts.)

  • Must be a team player, collaborator, and able to effectively network amongst all levels within and outside of the Partnership. Willing to cover for teammates on vacation, leave, etc. and contribute to strategic team and organizational initiatives.

  • Ability to work in a fast-paced environment and accomplish multiple tasks simultaneously.

  • Possess cross-cultural sensitivity, knowledge of and ability to work with people of diverse backgrounds.

  • Ability to operate within a geographically dispersed organization. Ability to adjust work schedule in order to accommodate various time zones.

  • Demonstrated computer literacy to include experience in tracking recruitment outcomes/metrics with recruitment tracking systems and Microsoft Office Suite.

  • Ability to travel domestically and internationally up to 8 weeks per year, if required.

Preferred:

  • Experience with Topgrading interview methodology, behavioural interviewing, and/or Targeted Selection certification preferred.

  • Experience working with Workday preferred

  • Understanding of global labour laws and experience in recruiting international staff highly desirable.

Work Environment/Travel:

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

Senior P&C (HR) Generalist

*Please submit your CV in English.

PURPOSE OF POSITION:

The People and Culture (HR) Senior Generalist will be responsible for providing second level support/advisory including written enquiries, data management, policy interpretation, reporting, employee systems training, technical and administrative expertise on all P&C processes and activities to employees on behalf of World Vision International(WVI) globally. The post holder will work closely with Global Center (GC) P&C Business Partners, local finance and Payroll, P&C Operational effectiveness team and the wider GC P&C Helpdesk team in providing 24/6 resolutions and support. This position will supervise a small team and be instrumental in developing data and metrics that would be invaluable in

driving decisions and continuous improvements across P&C processes and procedures.

KEY RESPONSIBILITIES:

Advisory Support, Recruitment & Selection, Policy, Process and Procedural Administration:

  • Develop relationships and provide strategic support, advice and guidance to managers and staff.

  • Provide and support in recruitment roles including: job evaluation, interview and selection processes, new hire onboarding, etc.

  • Develop and implement an orientation and on-boarding plan for all new staff and stay actively involved with the new hire until the completion of the probationary period.

  • Assist the Business Partner with the management and administration of local restructure programs, people issues, policy interpretation, process guidelines etc.

  • Maintain a current knowledge of legislation and regulation related to P&C issues, updates and maintains employee handbook.

Performance Management & Data Driving Customer Focus:

  • Using on-line systems to access data and answer customer inquiries within agreed service times.

  • Guide & train local supervisors on their roles in the end-to-end performance management processes and ensuring performance measures are in place.

  • Partner with GC BP in providing appropriate support to employees and supervisors in addressing unsatisfactory performance at local level.

  • Carry out regular customer surveys and provide an outbound data driven service for managers and staff on local P&C processes, procedure and system functionality that improve customer service.

Supervision of local P&C team and broad range of administrative tasks such as employee benefits, monthly finance reserve requests, engagement, staff induction, exit etc.

  • Provide a robust and effective induction and exit management programmes to new and leaving staff.

  • Coordinate monthly finance requests from global treasury and provide budgetary information to local managers and BP on local staff engagements i.e. Field Visit, Team Building, etc.

  • Ensures managers and staff are assisted adequately informed regarding local benefits and claim procedures.

  • Manages the local P&C team, identify and support the development needs of the team, conduct performance evaluations and provide regular feedback, ensure work-life-balance and all other team management responsibilities are accomplished.

Help Desk Support Model - Partner with the project team to design and support the operation of the helpdesk model system for World Vision Global Centre:

  • Identify, brainstorm and recommend ideas to build a robust and efficient helpdesk system for the organization.

  • Coordinate the effective management of documents on the helpdesk model system - Identify, sort and analyze all the various P&C documents like policies, manuals, templates, guidelines, frequently asked questions (FAQs), etc. currently being used in the organization to create an accurate database for the help desk.

  • Co-champion at local level the deployment of the new help desk system, act as fulfiller and train staff on how to use it.

  • Act as a tier 2 resource in providing expert based case management resolutions to customers as well as answering complex customer queries that cannot be resolved at the tier 1 stage.

Continuous Improvement, Relationship Building & Employee Relations Management:

  • Work closely with P&C colleagues across the GC to monitor, review and update all policies in line with current legislation and best practice.

  • Ensure P&C matters are handled fairly confidentially and consistently in line with local legislative requirements.

  • Support the GC BP with grievance, disciplinary and capability investigations and hearings in country.

  • Drive P&C Continuous Improvement initiatives in policies, procedures, processes and the help desk system for efficiency and effectiveness gains.

KNOWLEDGE, SKILLS & ABILITIES:

  • Proficient in coaching, mediating, influencing, facilitation, presentation, communication, analysis, and problem solving.

  • Considerable knowledge of local labour laws and principles and practices of Human Resources administration.

  • Ability to complete a complex variety of tasks in an organized manner and to quickly change and adapt to new priorities.

  • Ability to translate policy and process into simple language.

  • Ability to objectively coach employees and management through complex, difficult, and emotional issues.

  • Relevant tertiary qualifications or experience (BSc Human Resources, BSc Social Sciences, or any related course).

  • At least 6 years +’ experience of doing HR work (employee relations, employee engagement, training & development, policy administration, recruitment, OD, performance management etc.)

  • Proficient in English language; both verbal and written.

Preferred:

  • Lean six sigma certification.

  • Prior Human Resources Helpdesk Service delivery experience.

  • Understanding of HR policy, processes and procedures.

  • Ability to collaborate with multiple stakeholders.

  • Results and goal oriented and drive for continuous improvements.

  • Ability to coach and provide feedback effectively.

  • Excellent Written and verbal communication skills.

  • Ability to produce, review and interpret data.

Work Environment/Travel:

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

P&C (HR) Readiness Change and Communications Manager

*Position location to be determined by home country of successful candidate in a jurisdiction (US state or country) where WVI is registered to operate.

*Please submit your CV in English.

PURPOSE OF POSITION:

Develop and implement readiness change and communications strategies to support People & Culture (HR) initiatives, projects and operations that impact the Partnership. In consultation with the Director of P&C Operational effectiveness, conduct analysis of P&C communications mechanisms, advise on improvements to be made, influence P&C leaders to take new/different directions in communications content and style, and develop new/refreshed mechanisms as needed. Lead the P&C intranet (SharePoint) content planning, development and site lead administration. This role will also be responsible for providing communications planning, advice, writing and editing, and P&C branding advice as needed for specified P&C clients - ensuring client needs are met and ensuring that client communications are aligned with overall P&C strategy and communications objectives, Global Communications standards, and World Vision’s strategy.

KEY RESPONSIBILITIES:

  • Develop and implement P&C communications strategies to ensure consistent messaging across P&C.

  • Provide strategic and integrated internal communications direction and support the implementation of the P&C Priorities, as well as the plans, projects and policies to support Our Promise and other Partnership-wide initiatives and projects, initiatives, processes and activities.

  • Plan and oversee production of relative P&C communications.

  • Lead and manage P&C compliance with WV Brand standards and other Global Communications standards and processes. Oversee ongoing development and maintenance of P&C branding, protocols and standards for P&C initiatives and projects.

  • Lead and manage the continued web content development and administration of P&C presence on wvcentral, wvi.org and other websites, internal and external to WV as needed for consistent and integrated communication of P&C-related content.

  • This includes content: for all audiences, for P&C audiences, for all P&C practitioners, for certain groups/team worksites/project worksites, and for specific staff populations. This includes technical web design and development, as well as web content development. It also includes introducing and supporting P&C use of new platforms promoted by WV IT (e.g., MS Teams).

  • Oversee design, development and administration of P&C presence on wvcentral.

  • Executive client engagement regarding P&C website(s) content development and design needs.

  • Determine strategy, business needs, site(s) purpose and functionality and content strategy.

  • Content management and administration of wvcentral home page and primary sub sites (e.g., publish online announcements and newsletters on behalf of P&C).

  • Oversee integrated, coordinated and aligned development of all P&C sub sites ensuring quality, consistency in look & feel, and coordination with particular attention to developing new integrated, service-oriented solutions.

  • Clarify responsibilities of key stakeholders and establish effective governance protocols relative to P&C presence on wvcentral.

  • Ensure maximization of SharePoint functionality in P&C wvcentral sites and integration /compatibility of P&C sites with Our People, other P&C websites and systems, and non-P&C sites (e.g., Security Travel, etc.) as needed to meet P&C business objectives.

  • Ensure, promote wvcentral/SharePoint training for all P&C staff, including additional training for site administrators and content managers so that they can create and manage their own on-line content according to P&C wvcentral protocol/guidelines for website content.

  • Provide communications support for planning/implementing roll-out of each piece, with change management techniques and communications for wvcentral transition, training, and changing how P&C works.

  • Promote user traffic and interaction and ensure production of site traffic analysis and periodic management reports.

  • Manage the updating, sharing and communication of the P&C Rhythm of the Business calendar to create an awareness of the P&C business cycle and to help ensure that P&C Practitioners can prepare and ready themselves according to that cycle

  • Design and develop EMPLOYEE communication programs and materials to facilitate EMPLOYEE awareness of P&C initiatives and projects, and drive desired changes among staff.

  • Recommend optimum channels for communicating People & Culture information to employees.

  • Ensure means by which P&C can listen to staff and key stakeholders and then respond by making appropriate changes.

  • Collaborate with COEs and other functions and department as needed to identify opportunities to collaborate and promote knowledge sharing, as well as troubleshoot shared communications challenges, including but not limited to orchestrating collaboratory channels for the GC P&C community.

  • Lead a team of P&C Communications professionals to engage with internal P&C clients to identify communications needs and to provide communications and change management strategies and actionable plans to support implementation of specific P&C initiatives and projects.

KNOWLEDGE, SKILLS & ABILITIES:

  • A bachelor’s degree in communications, journalism, or a related client-services field, or equivalent work experience.

  • Skilled writer, editor.

  • 8 years working in communications or related field, preferable in a global and multi-cultural environment.

  • Ability to work well virtually across multiple streams and multiple regions/geographies.

  • Demonstrated relationship building and consulting skills.

  • Offer input on issues and challenge the status quo/conventional wisdom.

  • Analytical, problem solving and negotiation skills.

  • Strong business acumen.

  • Ability to promote change throughout the organisation.

  • Alignment and integration skills.

  • Technical proficiency in graphic design, photo editing, video editing.

  • HR qualification, training.

  • Project management skills.

  • Technical proficiency in SharePoint (2013) administration and web content development.

  • World Vision experience – knowledge of the organisation.

  • People & Culture - knowledge of People & Culture within World Vision.

  • Communications – knowledge of Global Communications within World Vision.

  • Effective in written and verbal communication in English.

Preferred:

  • 3-5 years of people management experience.

Work Environment/Travel:

  • The position requires ability and willingness to travel domestically and internationally up to 5-10% of the time.

P&C (HR) Business Partner

*For WV internal applicants only.

*Position location to be determined by home country of successful candidate in a jurisdiction (US state or country) where WVI is registered to operate.

*Please submit your CV in English.

PURPOSE OF POSITION:

The P&C (HR) Business Partner (BP) plays a crucial role in the execution of the HR Transformation Strategy. Partnering with Client Business Leaders in support of strategic business objectives, the BP advises and coaches executives, managers and employees in all elements of employee life cycle. The BP works collaboratively with P&C Centres of Expertise, the Operational Effectiveness unit and the P&C Executive office to deliver integrated HR solutions, including workforce planning, performance management, talent transformation, management and leadership development, digitalisation, and all issues related to the rhythm of the P&C business.

This position will support WVI senior leaders in aligning people strategies, goals and priorities with Our Promise going further. (S)he will encourage the use of innovative People Management/OD resources, tools and practices to reinforce and positively change beliefs, attitudes, operating models and structure of organizations to facilitate the delivery of Our Promise.

KEY RESPONSIBILITIES:

Strategic Partner for leaders and client group SLTs:

  • Work as first level consultant with leaders and managers to identify strategic people needs.

  • Acts as a thought partner with leaders and managers to improve people-related priorities in the business unit.

  • Assist leaders and managers with strategic planning and forecasting needs regarding people.

  • Provides assistance and guidance to leaders and managers on the full range of P&C activities associated with the rhythm of P&C business.

  • Act as an initial point of contact and intermediary for leaders and managers in assigned business units.

  • Coach leaders and managers on HR and people management practice.

  • Maintain current understanding of the client’s department, strategy, people-related issues by becoming valuable member of client's leadership team.

Change Agent for client groups, advising leaders on all aspects of organisational development involving:

  • Collaborate with leaders and managers to design organizational structures, job roles.

  • Function as HR lead for leaders and managers going through organizational restructures.

  • Evaluate the impact of proposed changes on employees, and manage change to minimize disruption to the business.

  • Advise leaders and managers on the need for, development and ongoing changes of the department's people plan.

  • Actively partner with leaders and managers and work with them to collaboratively identify practice improvement.

Employee Champion acting as a single point of contact and intermediary for employees, leaders and managers in assigned business units.

  • Directing employees to P&C Helpdesk and P&C Generalist Services in Effectiveness Unit as appropriate. Handling employee issues that are escalated from the P&C Help Desk.

  • Provides guidance, counselling, and training to executives on employee relations issues.

  • Assist leaders and managers with issues related in interviewing, hiring, terminations, promotions, performance review, and other HR topics.

  • Occasionally investigates and recommends solutions to employee relations issues in a quick and efficient manner.

Functional Expert who works to:

  • Maintain current understanding of the client’s department, strategy, people related issues by becoming valuable member of client's leadership team.

  • Maintain a current knowledge of legislation and regulation that relate to HR issues, and collaborate with office of CPO in developing appropriate policies and procedures.

  • Collaborate with other P&C teams on cross-functional HR initiatives that support current and future business strategies.

  • Coordinate with Operational Effectiveness unit to discuss/collaborate on operational P&C issues that have arisen in client groups.

  • Communicates regularly with the Centres of Expertise to collaborate on issues related to client groups and give feedback on rhythm of business and P&C priority issues.

KNOWLEDGE, SKILLS & ABILITIES:

  • Five to eight years’ experience in HR Business Partnering or related high level specialist role.

  • Strong consultation skills and experience influencing and interacting with senior leaders.

  • Outstanding people and client relationship skills. Proficient in coaching, mediating, influencing, facilitation, presentation, communication, analysis, and problem solving.

  • Bachelor degree from a college or university and four or more years of related human resources experience, or an equivalent combination of education and experience.

Preferred:

  • Professional certificate in HR/OD/ Management.

  • Strong business acumen in multi-national environment.

Work Environment/Travel:

  • Willingness to travel up to 10% of the time.