*In order to be considered for the role you must send your CV and letter of interest to:[email protected] by the application deadline date of November 23, 2019.
PURPOSE OF POSITION:
Reporting to the President & CEO, the VisionFund Global Director, People, Culture and Governance will have professional oversight of the VisionFund People (Human Resources), Culture and Governance functions across the Network, as well as, leading the Faith and Development aspects of our Strategy. The role provides a strong mix of strategic and operational experience to VisionFund’s dedicated global staff. Developing Christian leaders, high-potential talent and a highly effective workforce across the Network will be key to the success of the VisionFund strategy and Our Promise.
The Global Director, People, Culture and Governance is part of VisionFund International’s Executive Leadership team. The role will build strong relationships with MFI CEOs, and through the Regional Business Partners and their teams across the Network, work to serve and equip the organizational effectiveness of VisionFund. The Global Director, People, Culture and Governance will also provide leadership to strengthen governance effectiveness across the Network through supporting boards at country level and facilitating board development.
The Global Director, People, Culture and Governance will develop appropriate global Shared Services, including existing World Vision services, to support the Network to deliver on the VisionFund Strategy and Our Promise. The Global Director, People, Culture and Governance leads a team of seven globally dispersed direct reports (to turn into five following some internal team adjustments).
Leading VisionFund’s global strategic People & Culture (HR) & Governance work to enable VisionFund to deliver on its new 2030 strategy by building a world class organization which is impact driven and distinguished by staff living out their faith with boldness and humility. Setting strategic direction for the VFI People & Culture, Governance, Security and Faith & Development functions, anticipating key trends, opportunities and vulnerabilities in line with VFI strategy and Our Promise.
Provide guidance to the CEO and the rest of the Senior Executive Team on all People & Culture, Governance, Security and Faith & Development issues.
People, Culture, Security, Faith & Development:
Partner with internal stakeholders to implement strategies for employee engagement, safety and wellbeing, while implementing and developing strategies to increase diversity and inclusion within VisionFund.
Provide leadership to the VFI network in order to achieve the WV Partnership’s Staff and Organisational Wellbeing aspirations and outcomes through the L.E.A.D.E.R (P&C) strategy.
Working with all employees and stakeholders, develop and design organisational culture to promote the critical behaviours and mindsets which will deliver VisionFund’s Strategy and Our Promise.
As a member of the Executive Leadership of VisionFund, contributing to the leadership and direction of VisionFund International and World Vision. Further-building VisionFund’s role in delivering financial and livelihood solutions to fight poverty amongst the most vulnerable.
Playing a role in leading on effectiveness and efficiency of the VisionFund Network through the continuing development of high quality Human Resources services and effective processes to support leadership development and the talent agenda, as well as governance.
Lead on Faith & Development Strategy to integrate our Christian Faith and Identity in the VisionFund Way in alignment with WV Our Promise and Strategic Imperative #5.
Strengthening global teams to deliver world class services in Governance to support the Network identifying gaps, what needs to be standardized and implementing this and enhancing delivery.
Establish global standards and initiatives and serve MFIs in these areas by working with Regional teams and MFI boards.
Advise the President & CEO and Executive Leadership of VisionFund International and MFI Executives on governance strategy, development and effectiveness and leading on change management.
Nurture the spiritual and professional development of direct reports and team members.
Set clear individual staff goals with measurable targets.
Provide performance feedback and coaching to direct reports during the year and hold annual performance review and career development conversations.
Encourage staff to identify training and development courses and opportunities.
KNOWLEDGE, SKILLS & ABILITIES:
10+ years HR leadership experience in a multi-national for-profit company or non-profit organization.
Undergraduate degree in Business, Employment Relations, Business Administration, Industrial Psychology (or international equivalent).
MBA and/or Masters of Human Resources (or international equivalent) preferred.
Cross-cultural life/work experience strongly preferred.
CIPD, SHRM or equivalent.
Fluency in verbal and written English, Spanish and or French an advantage
A high level capacity and demonstrated skill in setting vision, developing strategy on a broad scale in corporate governance, security and Faith & Development.
Strategic ability to influence direction of the organisation and the ability to implement this on a practical level. Broad experience in implementing global services in international organizations and ideally, in a network setting to diverse, dispersed, digital and dynamic teams.
A deep understanding of how to make change happen, and of organizational development and culture change. Demonstrable strategic, clear thinker and creative leadership, management and coordination skills in a global network setting. Intellectual curiosity, courage and independence. Decisive, with the courage to make tough calls.
Human Resources Skills and Experience:
A strong track record of strategic human resource management and substantial experience of leading international Human Resources teams and transformational change in business and HR.
Excellent assessor of talent and matching top performers to the jobs where they can add the most value.
Experience in leading and managing complex projects, including learning and organizational development, culture change, recruitment and succession, reward harmonization and employee relations.
Provide leadership to the VF Network in order to achieve the WV Partnership’s Staff and Organisational Wellbeing aspirations and outcomes through the L.E.A.D.E.R strategy (Leadership, Engagement, Accountability, Depth of Talent, Execution and Rigour).
Organization and Managerial Capability:
Strong resource, financial, planning, project and process management skills, gained in a complex environment. Huge capability for complex problem solving and good sense of diagnosing performance issues of the organisation.
Acuity and sensitivity to work in sync with the senior executives.
Experience of cross-functional management including international operations, support functions, engagement across a range of audience and disciplines.
A proven ability to build, motivate, facilitate and engage a team, and play a key part in the wider management of an organization, towards delivery of key goals.
The capacity to cohere passionate, experienced and independent individuals into a high performing and confident group, organization or movement.
Excellent communication, diplomacy, negotiation, influencing and conflict mediation skills and the ability to apply these across a range of diverse audiences.
Ability to represent organisation at the senior most levels and externally, including as a board member across the Network.
The position requires ability and willingness to travel domestically and internationally up to 25 % of the time.
This position is also open 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.
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:
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.
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.
People & Culture Manager
Purpose of the position:
To provide strategic, technical and administrative support, Business Partnering, supervision and guidance to the human resource function (People & Culture) by ensuring that HR operations & systems are effectively reviewed, implemented & monitored in line with WV International policies and standards.
Talent sourcing and workforce planning
Management and capacity building of the P&C team
Staff learning and capacity development
Compliance & risk mitigation
P&C policies, processes and reporting
Management of the International Assignee processes
Qualifications: Education/Knowledge/Technical Skills and Experience
Educational level: Bachelor s Degree in Human Resource Management, Business Management or the equivalent
Experience: A minimum of 5 years’ experience in Human resources management preferably in a large International organization.
Experience in capacity training and development
Should demonstrate good knowledge in recruitment and international staffing processes.
Strategic thinking and understanding of humanitarian operations is essential
Must have a proven track record of integrity and honesty and the ability to apply HR principles in a fair and consistent manner.
HR experience in a fragile context is an added advantage
Proven conceptual & analytical skills.
Knowledge in targeted Selection skills & ability to screen candidates without prejudice
Superior knowledge of Microsoft Word, Excel and PowerPoint
Work environment: Office-based with 30% travel to countries in the region with active conflict.
On call: This is a senior role so the position holder remain on call for emergencies and urgent matters.
Avis de recrutement
ONG INTERNATIONALE CHRETIENNE
CENTREE SUR L’ENFANT
Lance un avis de recrutement pour :
Un (1) “Coordinateur des Ressources Humaines (People & Culture)”
Objectif du poste :
Coordonner la gestion et le bien-être du personnel selon les normes de partenariat de World Vision et en accord avec les lois du travail du pays.
Coordonner, orienter et suivre les évaluations annuelles de performance et aussi les accords annuels de performance des employés
Préparer les états de paiement de salaire, des droits de séparation ainsi que les autres avantages sociaux de l'ensemble du personnel
Veiller à l'exactitude des données du personnel dans le système de gestion informatique dénommé « Ourpeople » et de s’assurer de leur mise à jour
Fournir un soutien technique en matière de recrutement, de mutation et de questions disciplinaires
Coordonner et faciliter l'administration des congés du personnel et des diverses indemnités, la production des documents d’assurance maladie
Préparer et compiler les besoins de formation du personnel en fonction des résultats de l'évaluation des performances
Faciliter et coordonner les relations sociales entre World Vision et les autres institutions sociales et du travail (CNSS, ANPE, Inspection du Travail …)
Produire et diffuser en temps opportun des informations sur le bien-être du personnel
S’assurer de la mise en œuvre et de l’application des politiques et procédures en matière du droit de travail et les procédures internationales de l’organisation
Formation et Expérience
Niveau d'éducation minimum requis : Licence en ressources humaines ou en sciences juridiques
Expérience : 2 ans d'expérience en gestion des Ressources Humaines de préférence dans une ONG internationale
Préféré : Maitrise en ressources humaines ou en sciences juridiques
Connaissances, aptitudes et compétences
Connaissances de la législation et réglementation du travail du Niger
Bonnes compétences en communication orale et écrite
Maîtrise du français et connaissance pratique de l'anglais
Excellentes connaissances informatiques
Bonnes capacités de planification et d'organisation, d’écoute, de conseil et confidentialité
Capacité de maintenir des relations de travail efficaces avec l'ensemble du personnel
Capacité d’analyse, d’adaptation et à travailler sous pression
Sens de l’organisation, rigueur et autonomie
Les personnes intéressées doivent faire acte de candidature en ligne exclusivement via le site des emplois de World Vision Niger http://careers.wvi.org/job-opportunities-in-niger au plus tard le 21 Novembre 2019.
Composition du dossier : un CV à jour et une lettre de motivation
World Vision garantit l'égalité des chances à tous. Les candidatures féminines et celles des personnes en situation de handicap sont vivement encouragées.
Seuls les candidats retenus seront contactés.
NB: World Vision est une organisation focalisée sur l’enfant, par conséquent tout acte de candidature emporte engagement à respecter la politique de protection de l’enfant adoptée par l’institution. Aussi tout antécédent (action, coaction, ou complicité) relatif à la violence sur enfant ou aux mauvais traitements infligés à un enfant est une cause de rejet systématique du dossier du candidat en question.