People and Culture (HR) Director, WV Burundi

18606-18N22109
Bujumbura
22-Apr-21
International Role - Yes
1-2 Years

*Please submit your CV in English.

PURPOSE OF THE POSITION:

To provide strategic leadership to World Vision International/Burundi in the area of people management & organizational development in order to optimize organizational performance, fulfill World Vision mission, vision, core values and contribute to the measurable improvement of the well-being of vulnerable children and communities in World Vision Burundi.

The People & Culture (HR) Director is primarily responsible for ensuring, developing and promoting 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 mind-set and behaviours, internal and external networking for greater impact and a professional and sustainable P&C function in the organization.

KEY RESPONSIBILITIES:

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 (Going further.

  • 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.

  • 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.

  • Advise and support National Director and Senior Management Team in engagement on critical issues relating to attraction, development, deployment, retain and separation of staff.

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 mind-sets 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 and to prepare a pipeline for future leadership for grants.

  • Design and execute an orientation and on-boarding strategy that will enable staff to understand Our Promise and its implications on World Vision works and prepare with the right mind-set and behaviour to address the needs of grants management.

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.

  • Identify the organisational culture gaps and plan culture change Interventions to promote leadership and staff mind-set & 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 stay competitive within the local labour market and promote staff retention.

Promoting Accountability and Performance Culture:

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

  • Spearhead the partnering for performance process, strengthen the quality of performance and promote career conversation in the office.

  • Review and contextualise global and regional P&C Policies to National office 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.

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

  • Promote a culture of faith literacy and awareness of diversity. Encourage staff Christian formation, spiritual nurture and promote principles for effective interfaith engagement in multi-faith contexts, as appropriate.

Developing Capable and available Workforce:

  • Maximise accountability for organisational culture, agility and effectiveness which drives high performance and realisation of our promise.

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

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

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

  • Promote gender diversity, equity and inclusion and female leadership 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 mind-sets 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 that affects the operations.

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

  • Develop, manage and sustain relationship with regional and global centre P&C functional leads to proactively engage on context realities and its impact on P&C function.

KNOWLEDGE, SKILLS AND 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 or Leadership Development.

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

  • MSTC (or similar trainings on context monitoring).

  • 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.

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

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

  • Experience working with different country labour laws.

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

  • Experience in emergency response scenario planning process.

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

  • Fluent French and English.

Preferred Skills, Knowledge and Experience:

  • Visionary thinking and understanding of humanitarian operations.

  • 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 labor 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.

  • Sharp mind, quick in decision making - knowledge for P&C/global policies at hand to facilitate decisions.

  • Emotional maturity, personal resilience and calmness in the face of an ever evolving context.

  • 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 Grants funding context.

Work Environment/Travel:

  • The position requires ability and willingness to travel domestically.