Regional People & Culture Director, Middle East/Eastern Europe
PURPOSE OF POSITION:
Provide strategic leadership and advice to World Vision International Regional and National Offices (NO) in the area of people & organizational development by maximizing the potential of WV’s human resources and increasing organizational performance to fulfill WV’s mission & vision while remaining true to its core values. The Middle East/Eastern Europe Region (MEER) of WVI provides oversight to the National and Programme Offices covering up to fifteen (15) countries - Afghanistan, Albania, Armenia, Bosnia & Herzegovina, Georgia, Iraq, Jerusalem-West Bank-Gaza, Jordan, Kosovo, Lebanon, Pakistan, Romania, Syria and Turkey.
This position provides Global Centre (GC) strategic People & Culture (P&C) leadership at the Regional Office level and to the Regional Leader. S/he will ensure the Partnership P&C strategy (as approved by the WVI Board via a Board policy) is implemented and expressed through the LEADER framework and Partnership FY 17-20 strategy. This position has a matrix relationship to the Chief People Officer (CPO) to ensure consistency with global directions and standards.
Lead the P&C function in the region; including the line management of the hub P&C directors in close collaboration with the National Directors (see org chart below).
Support the Regional Leader (RL) and Sr Director of Operations (SDO) in creating a culture of transformational leadership.
Advise and support RL/SDO and NO People & Culture in their leadership and engagement on matters related to People & Culture (P&C) management and organizational development.
Advise and support the National Directors on all aspects relating to People & Culture management and organizational development to create an enabling environment and increase people’s productivity.
Collaborate with Regional Office Strategy Management in setting up and management of region wide performance accountability systems and P&C balance scorecard in consultation with all relevant stakeholders.
Practice servant leadership and be a role model for the staff team, peers and others.
Lead in the execution of the P&C work plan, ensuring that these are in line with Partnership P&C work plan.
Contribute to development of global P & C plans, priorities and approaches ensuring that regional priorities are integrated and prioritized.
Contribute to the development of Regional Office strategy work plan ensuring that P&C priorities and implications are considered and in alignment with the global work plan.
Support the NO in developing effective P & C plans, priorities and approaches in alignment with the regional and global plans.
Provide leadership to development and implementation of organization wide communication and change management plans during Regional- or National Office transitions.
Technical & Operational Support:
Work closely with hub P&C directors providing technical guidance and input in the areas of P&C and organizational development for National- and Regional Offices.
Contribute to the development of global policies, guidelines and standards relating to P & C and provide leadership in contextualizing and mainstreaming these within the region.
Adapt creative and innovative P & C approaches and practices in recruitment, reward, talent and performance management, staff care and human resource development.
Lead and manage Regional P & C Team ensuring effective and efficient services to all the customers.
Facilitate the implementation of P&C initiatives across the Region such as Leadership Development, Talent Management, Succession Planning etc.
Ensure that P&C systems, policies and procedures meet the minimum P& C standards for effective management of people resources.
Learning & Development:
Lead the assessment, development and implementation of an integrated regional learning & development plan based on regional P&C priorities.
Insure that the most talented staff are developed and retained in the organization and key positions are filled appropriately – through effective talent management and succession planning processes.
Provide oversight of recruitment of National Directors, key RO team members and hub P&C leadership.
Lead the process of continuous learning in P&C practices, systems and tools that will enhance the efficiency and effectiveness the organization.
Encourage mutual learning between National Offices within the MEER region and between other regions.
Contribute to the establishment and use of regional data bases and e-resources including regional good practices relating to people resources and organizational development as part of wider knowledge management strategy.
Facilitate formation and coordination of regional P&C forum or network that contributes to action and promotes learning.
Facilitate the documentation of best practices and contribute to the community of practice and center of excellence.
Quality Assurance/ Risk Management:
Leads the region wide P&C review and assist in creating risk mitigation implementation plan related to P&C, based on GC Internal Audit P&C recommendations.
Lead, monitor and evaluate the progress P&C management practices ensuring compliance with WVI partnership standards, policies and procedures. Advises and supports in addressing gaps and issues in P&C practices as necessary and appropriate.
Contribute and support the organizational culture climate audits and engage NO leaders in mitigating risks in labor management.
Support the SDO in addressing performance, compliance and risk relating to P&C issues across the region.
Internal & External Liaison & Coordination:
Act as a strategic link and focal point for regional P&C connecting Regional Office, National Offices, Support Offices and Global Center for mutual support.
Participate and actively contribute to partnership forums, Working Groups and networks related to P&C as deemed necessary by regional leadership.
Work with other members of the MEER team to ensure sound P&C practices within the wider ministry of World Vision in the region.
Develop external strategic HR networks and linkages with other International Organizations, NGOs, HR consulting groups to expand P&C network in MEER.
Be an active member of the regional SLT to promote mutual learning, support and accountability.
Perform any other tasks assigned by the RL or SDO.
KNOWLEDGE,SKILLS & ABILITIES:
Graduate and/or Professional qualifications in Human Resources Development, Psychology, International Development Studies, Leadership, or Organizational Development (or Behavior) or MBA.
Proven record of accomplishment of effective contribution as a member of the top team of a multi-national leadership group, reporting to a CEO-type role.
A thorough understanding of all areas of Human Resources management and staff development, and knowledge of HR and OD practices, group processes and dynamics and apply such in the MEER context.
Requires a minimum of 10 years’ experience in Human Resources Development with significant organizational development experience, or related fields, in a complex, international organization (preferably in an INGO context).
A proven record of developing people in a cross-cultural setting and initiating and implementing organizational change.
Committed Christian who attends, participates and leads in devotions, and understands/appreciates the faith complexity of the region.
Strong analytical, organizational, facilitation and leadership skills.
Demonstrated collaboration & team building skills.
Knowledge of WVI Partnership HR minimum standards and practices (preferred).
Excellent oral and written English communication skills; ability to speak Arabic highly desirable.
Understand WV governance structure.
Strong communication and facilitation skills with the ability to express ideas and concepts clearly and persuasively with senior internal and external stakeholders.
Understands and values diversity and maximizes diversity to achieve organizational goals.
Must have knowledge of basic computer software such as MS Office, Lotus Notes.
Travel at least 30% per month into fragile and restrictive country contexts.
This role involves the coordination with geographically dispersed HR teams located in national offices.