WVV People & Culture Director

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.

Spiritual leadership

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

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

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

  • Leads the Pnc department in modeling biblical ethics and principles in actions and lifestyle.

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

- All staff are able to live out WV values and ethos.

Knowledge, Skills, Abilities:

Education

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

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

Knowledge & Skills

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

  • Proven leadership and management skills in restricted context.

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

  • Have broad and deep working knowledge on HR administrative services in the areas of recruitment, retention and separation of staff.

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

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

  • Ability to travel across the country and abroad.

Experience

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

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

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

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

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

P&C Coordinator – Talent Acquisition

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 35 development and relief programmes in 20 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.

Position – People & Culture (HR) Coordinator – Talent Acquisition

Locations - Colombo

Job Profile

The position will provide administrative & Coordination support to the Business Partner, Talent Acquisition & liaise with applicants, hiring managers & relevant stakeholders both internal & external to ensure the smooth & efficient recruitment, on-boarding & orientation of new-hires in line with WV Policies, Procedures & Guidelines.

Major Responsibilities

  • Coordination of the entire recruitment process

  • Maintain required documents and data base

  • Develop and maintain external networks and recruitment sources.

  • Maximize internal system in recruitment and selection

  • Produce timely and expressive reports

  • Coordinate staff orientation & On-boarding process effectively.

Required qualifications, experience & competencies

  • Bachelor’s Degree in Human Resource Management/Management OR Diploma in Human Resource Management

  • At least 02 years’ experience in a similar role

  • Prior Human Resources or Recruitment administrative experience preferably in NGO/INGO context.

  • Strong oral & written communication skills in English & Sinhala and/or Tamil

  • Hands on experience in the use of Electroni Excel & PowerPoint is required

  • Confident and persuasive communicator ability to multi task, prioritize and deliver results.

  • High attention to detail & motivated in achieving quality results

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 application with your CV and details of three non-related referees on or before the given closing date.

Closing Date: 15th Octorber 2019

Only short listed candidates will be notified.

World Vision is a Christian relief, development and advocacy organisation working with children, families and communities to overcome poverty and injustice.

People & Culture Business Partner (Asia Region)

*Preferred position location: Singapore. Other locations to be determined by home country of successful candidate in Asia where VF/WVI is registered to operate.

PURPOSE OF POSITION:

The role of the Regional People & Culture Business Partner (P&C BP) is to provide high quality leadership guidance and technical support to the People & Culture Managers and teams based in VisionFund’s Microfinance Institutions (MFIs) in the Asia countries.

The aim of this role is to develop and lead quality performance of the P&C function in the region in order to meet demanding business needs.

The post holder will be required to have solid business awareness and understanding of microfinance / retail financial services so as to apply a People & Culture lens to the business operations & people related priorities.

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

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

MAJOR RESPONSIBILITIES:

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

  • Act as a support and escalation point for Senior Management Team at MFI level.

  • Lead and develop the MFI P&C staff within Asia region identifying training and development needs of teams. Provide one-on-one coaching as required. Identify and guide the development of high-potential staff, and build a talent management framework for P&C staff to ensure all can reach their full potential within the MFI.

  • Work collaboratively with the MFI Chief Executive Officers to effectively matrix manage P&C Managers in Asia countries (currently Myanmar, India, Sri Lanka, Vietnam, Mongolia and Philippines).

  • Work with and provide trusted advice and recommendations to the VFI Regional Head and regional team, with an aim of influencing to achieve effective people related priorities and improving business results.

  • Lead MFI P&C teams in collecting accurate and timely people related data and information. Coach, develop and train teams to use information collected from P&C and Operations to analyse and provide valuable insights to feed into business plans and other MFI related activities.

  • Ensure all P&C related reporting at MFI level is accurate & timely.

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

  • Act as escalation point for high-risk or Whistleblower-related employment relations issues. Work in collaboration with appropriate stakeholders to ensure required actions are taken to resolve all issues arising.

  • As part of the Global Centre team contribute to the P&C team planning and implementation of Global projects, taking the lead at times and collaborating with other regional P&C BPs.

  • Act as trusted advisor to the Global P&C & Governance Director relating to specific regional related issues and strategic planning.

KNOWLEDGE, SKILLS & ABILITIES:

  • Bachelors degree in Human Resource Management or equivalent.

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

  • Extensive experience in an HR management role.

  • Experience in and understanding of financial institutions.

  • Relevant regional or global experience in HR.

  • Project management experience.

  • Experience of managing through partnership.

  • Professional membership of relevant HR body e.g SHRM, CIPD.

  • Effective written and verbal communication in English.

Preferred Skills, Knowledge and Experience:

  • HRIS systems.

  • HAY certification.

  • Exposure to working as an internal consultant in an international organisation.

  • Exposure to not for profit environment.

  • Experience in a culturally diverse environment.

Work Environment/Travel:

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

People & Culture (HR) Director, Cambodia & Laos

PURPOSE OF POSITION:

To provide strategic leadership to World Vision International (WVI) Cambodia and WVI Laos in the area of people management & organizational development in order to optimize organizational 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 Cambodia and Laos.

The P&C Director is based in Cambodia with primary focus on leading the P&C function in WVI Cambodia and peripheral support to WVI Laos.

Is responsible for developing and promoting People & Culture (P&C) strategy, leadership development and sustainability, staff and organizational well-being, performance and accountability culture, diverse and talented workforce with the right set of mindsets and behaviors, internal and external networking for greater impact and a professional and sustainable P&C function in the organization.

Plays a key role in assessing internal and external environment in the workplace demands to ensure a proper change management and organizational culture approach, that considers local context and lead actions on attracting and retaining qualified work force, appropriate to local context.

KEY RESPONSIBILITIES:

Strategy Development and Execution:

  • Provide strategic guidance and input to the National Director and the Senior Leadership Team in the alignment and execution of the Field Office Strategy and business plans with Our Promise.

  • Develop and implement the People and Culture (P&C) strategy and business plans 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 organizational leadership.

Promoting Leadership Quality and Sustainability:

  • Build the capacity, depth and breadth of Field Office and project leadership to meet the evolving leadership needs, to realize Our Promise and to enable transformational mindsets and behaviours in the changing environment.

  • 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. and to prepare a pipeline for future leadership.

  • Design and spearhead the development of staff capacity, including mindsets and behaviors, to work effectively in the local context.

  • 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.

Organizational Development and Change Management:

  • Organization Development initiatives reflect excellent change management principles to gain traction and make lasting organization wide change.

  • Culture Management plans are in place across divisions and are focused on strategic behaviors and capabilities.

  • Leadership development programs are in place that produce cultural alignment, build leadership skills and develop behaviors consistent with WVI Cambodia and WVILaos values and expectations of leaders.

  • Ability to manage small and large scale changes working very closely with the Leadership Team.

  • Provides in-depth understanding of Organizational Designs and workforce planning.

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 all staff (getting their feedback) 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.

  • 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.

Promoting Accountability and Performance Culture:

  • In consultation with ND, Operations and Leadership team, recommending an appropriate structure realignment processes to match program requirements, including pre-positioning for diversified funding.

  • Spearhead the partnering for performance process.

  • Keep WVI Cambodia and WVI Laos P&C Policies up to date, in alignment to global and regional P&C Policies and in compliance with Local Laws and context.

  • Ensure people management risks are identified and the organisation regularly reviews and implements adequate risk mitigation measures for fragile, conflict and response areas.

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

  • Support a culture of faith literacy and awareness of diversity. And promote principles for effective interfaith engagement in multi-faith contexts, as appropriate.

Developing Capable and available Workforce:

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

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

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

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.

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.

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

KNOWLEDGE, SKILLS & ABILITIES:

  • Education: Bachelor’s degree in Human Resources Management, Business Management or Social Sciences. Master’s Degree in the relevant field is an added advantage.

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

  • A thorough understanding of all areas of HR management and staff development, and knowledge of HR and OD practices, group processes and dynamics and able to understand and apply it in Asian context is essential.

  • At least 8 years experience in Organisational Development and Human Resources Management or related fields, in a complex, international organisation preferably NGO context.

  • Having prior grass root & Field experience in Asia.

  • Experience working in Cambodia or East Asia Region is a must.

  • Proven networking , collaborative and team building skills.

  • Understand WV vision, mission, policies, procedures, core documents and ethos.

  • Demonstrated ability to innovate, analyze and solve complex issues and create solutions.

  • Significant 3-5 years of senior level leadership experience in an international environment.

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

  • Understand the Humanitarian industry.

  • People development in a cross-cultural setting and implemented organisational change at leadership level.

Preferred Skills, Knowledge and Experience:

  • Visionary thinking and understanding of humanitarian operations in Asian context.

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

  • 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.

  • have developed second liners.

  • 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.

  • Experience in emergency response scenario planning process.

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

Work Environment/Travel:

  • The position is based in Phnom Penh with regular visit to Regional Offices in the field programs in Cambodia and quarterly visits to support WVI Laos. Willingness to travel domestically and internationally up to 30% of the time.

  • Position support at least 10% of time P&C area in WV Laos.