PURPOSE OF POSITION:
To provide strategic leadership to WV Democratic Republic of Congo in the area of People Management & Organisational Development in order to optimise 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 DRC.
The P&C Director is primarily responsible for developing and promoting P&C strategy, leadership development and sustainability, staff and organisational well-being, performance and accountability culture, diverse and talented workforce with the right set of mindsets and behaviours, internal and external networking for greater impact and a professional and sustainable P&C function in the organisation.
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.
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, as applicable.
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 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 spearhead the development of staff capacity, including mindsets and behaviors, to work effectively in fragile contexts.
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, including fragile.
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 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 for fragile contexts.
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.
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 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.
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:
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, mindsets and behaviours required to realise 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 (HR) 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 that affects the fragile context operations.
Consistently develop and maintain effective working relationships with Regional P&C, 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.
Experience: Minimum of 5 years of experience in a Senior Human Resources Management position in an international organisation.
Experience working in conflict and fragile contexts preferred.
French language skills essential.
The 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.
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.
MSTC (or similar trainings on context monitoring).
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.
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.
Willingness to regularly travel to extreme hardship locations.
The position requires ability and willingness to travel domestically and internationally up to 30% of the time.