People & Culture (HR) Director, WV Central African Repubic

19135-18N22109
Bangui Capital RCA
01-Jul-21
International Role - Yes
1-2 Years

*Please submit your CV in English.

PURPOSE OF THE POSITION:

To provide strategic leadership to WV Central African Republic Emergency Response 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 Central African Republic.

The P&C 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 mindset and behaviors, internal and external networking for greater impact and a professional and sustainable P&C function in the organization.

The P&C Director is an active member of the Senior Leadership Team.

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

KEY RESPONSIBILITIES:

Ensuring Strategy Development and Execution:

  • Provide strategic guidance and input to the senior leadership team in the alignment and execution of the Emergency Response 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, performance management, employee engagement and organizational leadership.

  • Advise and support the Response 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 and serve as a member of the National Disaster Management Team.

Promoting Leadership Quality and Sustainability:

  • Build the capacity, depth and breadth of Central Africa Republic 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 the Our Promise Strategy, its implications on World Vision fragile context program and prepare with the right mindset and behaviors 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 especially in fragile, response and conflict areas.

  • Identify the organizational 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 organization to attract and retain required staff for fragile contexts.

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 contextualize global and regional P&C Policies to CAR Office P&C policies for International assignees and national staff and ensure its alignment with CAR labor laws.

  • Regular monitoring and strengthening of internal controls related to staff safety, hiring and separation processes, payroll management, employee relations.

  • Ensure people management risks are identified and the organization regularly reviews and implements adequate risk mitigation measures. Strengthen the risk mitigation measures for Central Africa Republic Emergency Response.

  • 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.

Developing Capable and available Workforce:

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

  • Ensure that the Central African Republic’ recruitment policy, system and processes are well established for acquiring right talents with required competencies, mindsets and behaviors required to realize 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.

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 Country Strategy

  • 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 HRIS 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 fragile context operations.

  • Develop, manage and sustain relationships with Regional and Global Centre P&C functional leads to proactively engage on fragile context peculiarities and its implication on P&C function.

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

KNOWLEDGE, SKILLS AND ABILITIES:

  • Education: Master’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.

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

  • Experience working in conflict and fragile contextsThe candidate should have a personal calling, passion for service.

  • Experience working with different country labour laws.

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

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.

  • Experience in emergency response scenario planning process.

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

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

  • Enterprise Risk Management Training.

  • Staff Care and Critical Incident Stress Management (CISM) training.

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

Work Environment/Travel:

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

  • Extreme Hardship post, Unaccompanied, Employee Only Post.

  • Leaving in an Apartment with limited amenities.