People & Culture (HR) Hub 2 Director
PURPOSE OF POSITION:
This position provides Human Resources & Organisational Development (HR&OD) leadership, technical support and strategic direction for the P&C (People and Culture) function across the Hub countries: Jordan, Syria, Turkey, Lebanon.
It provides strategic input and support to the National and Response Directors, to Senior Leadership Teams and to the Country P&C Team Leads in order to achieve the Global strategy and WVI’s mission.
Lead and facilitate the development of a highly effective and strategic P&C function in the Hub to ensure the organization has the right structure, culture and talent needed to deliver on its objectives across the Hub.
This position will be the trusted partner of the National and Response Directors on all people related matters. The function will support and enable countries in the hub to manage and develop their people as well as ensuring that quality standards in P&C are met across the Hub countries. The position is accountable for achieving the goals of the Global P&C Strategy within the Hub.
Provide strategic P&C support to senior management teams in each of the hub countries.
Work with MEER P&C director and the shared P&C leadership team on developing the business plan for P&C across the hub in regard of applying the global strategy 2030, and best serves the NOs strategic and program objectives under the new strategy.
Lead in the execution of the hub National & Response Offices P&C strategies, ensuring that these are in line with Partnership P&C strategy.
Contribute to the development of Hub National & Response Offices strategies, ensuring that P&C priorities and implications are considered and in alignment with Office’s strategies.
Lead the National & Response Offices in developing effective P&C strategies, priorities and plans in alignment with the regional and global strategies and priorities.
Provide high quality input into the development of regional P&C initiatives, policies and procedures.
Leadership, Strategic Partnering:
Advise and support the National and Response Directors and Managers on all aspects relating to Human Resource Management and Organizational Development to create an enabling environment and increase people’s productivity.
Actively participate in the National & Response Offices Senior Management/ Leadership team meetings.
Support the NDs and SLTs at the hub countries in creating a culture of transformational leadership.
Working with leaders in the Hub countries and the regional L&D Advisor on developing the leadership skills and managerial skills at all management levels of the National office.
Create a strong Human Resources and Organizational Development network across the hub and build its capacity Provide high quality input into the development of regional P&C initiatives, policies and procedures.
Support the local P&C teams in facilitating the awareness raising for ND, Operations, Board and other non-P&C staff for better understanding and interpretation of P&C processes and procedures.
Provide P&C leadership and coordination during major crises situations, including close collaboration with the Regional P&C Director and share P&C team for adequate support.
Leadership-Function and Staff Management, Capacity Development:
Provide strong and positive leadership to the P&C department ensuring competent and motivated staff are hired and retained, providing efficient delivery of services.
Model Christ-centered servant leadership and support spiritual development of his/her team.
Coordinate professional and personal development of P&C staff through adequate orientation, on-the-job coaching, identification of learning, training needs and opportunities; and succession planning.
Delivering a proactive and solution- based approach for resolving issues and ensuring that staff are effectively resourced, managed and developed to deliver organizational strategy.
Support and provide a high level oversight of all people aspects in the Hub countries and in alignment with WVI’s global strategy.
Provide or fast source adequate operational P&C support for National & Response Offices when necessary.
Providing leadership, management and direction of the P&C team at the National & Response Offices.
Provide hub P&C operational services including risk management and compliance.
Ensures that P&C processes and policies are in compliance with WVI’s mission, organizational values, donor rules and regulations of country and local labor laws.
Serves as an internal consultant and facilitator to P&C team leads and employees in resolving employment and/or performance problems.
Leadership-Part of MEER P&C Leadership Team:
Attend and actively participate in P&C leadership regional meetings.
Develop strong networks internally (other NOs, SOs and GC entities) and externally (other NGOs, Professional networks, etc.) through effective communication, relationships and twin citizenship.
Promote shared resource networks within Hub and within the region, and the partnership.
Adhere to WVI key policy documents – mission, core values, and covenant of partnership.
P&C- Compliance, Monitoring and Reporting:
Ensure standard P&C systems are established and maintained in order to provide appropriate levels of stewardship and controls over the organization's P&C operations. Ensure compliance with the policies and standards in the WVI P&C Manual.
Together with the local P&C team and shared P&C function, initiate the policy developments, reviews and updates, in order to achieve more global alignment.
Coordinate the submission of timely, accurate and complete relevant reporting to the Region, Partnership and to internal users.
Provide regular workforce analysis to the SLT to support decision making.
Responsibility for ensuring that World Vision International’s standards and good practice in terms of P&C policies, procedures and practices are adhered to whilst reflecting local considerations such as employment law and culture.
Ensure that the Hub offices utilizes Our People System, work with the shared leadership team to provide effective HR analytical data to inform leadership decision and to assess teams and organizational performance and other key matrices.
Performs spot checks to Personnel Files -- at the field to ensure they are auditable at all times and provides training to P&C team leads on compliance.
Planning and Budgeting:
Advise the NDs on strategic people resource acquisition and allocation in line with recommendations approved by the Regional Leader.
Responsible to develop the P&C yearly business plan for each country , in cooperation with the P&C team lead and by introducing P&C solutions that contributes to organizational effectiveness and efficiency.
Lead the planning and budgeting process for the P&C function across the Hub countries.
Ensure adequate cost efficiency, staff wise, and structure effectiveness measures are in place and are being followed through:
In cooperation with the Regional Business partner, provide workforce cost analysis, to ND and SLT promoting benchmarks and making recommendations for determining effective workforce utilization at all levels.
Exploring the most economic workforce solutions of addressing the program’s needs without compromising the ministry’s quality.
Work closely with the Learning ad Development Operations Advisor to introduce, to leadership, a structured approach and work plan for talent management, succession planning and leadership development for each National & Response Offices.
As part of the MEER P&C leadership team Contribute to the development of organizational Learning & Development approach, and talent management approach in alignment with GC guidelines.
Senior executive talent advisory counselling and coaching: Provide 360, advisory counselling and coaching on a needs basis.
Provide support to the Regional P&C Director and collaborate in development and implementation of organization wide communication and change management plan during National or Regional Office transition.
Support the Regional P&C Director and OD & Change management Advisor, in change management initiatives throughout the Hub as needed.
Facilitate the NO change initiatives together with the OD & Change Management Advisor and the National Director.
Provide New Manager Assimilation and team development for new top positions in NOs needed.
Staff Well-Being Aspirations & Employee Relations:
Assist NOs to develop staff wellbeing plans. Ensure the framework guides staff care and engagement and org well-being framework are shared and applied.
Critical Incident Stress Management (CISM) – Maintain and build capacity in staff care peer support / CISM, with continued emphasis on Fragile Contexts - including action steps of managing incidents (operational side).
Respond to all major Hub critical events.
In close collaboration with the Regional P&C Director and RO P&C BP, ensure adequate and timely reporting of all incidents, per reporting and ER protocol, reviewing and/or investigating of the cases and managing the ethics point.
Support Regional BP in any investigations need to take place in any of the Hub countries.
Manages employee wellness programs (for local nationals and expats).
Ensures that HR policies around employee relations fully support WVI’s mission, reflect global best practices in human resources management and are in line with ethical standards and legal requirements of local law.
KNOWLEDGE, SKILLS AND ABILITIES:
University Degree in human resources or related field. Post-graduate degree (Masters or MBA) will be considered as advantage.
A thorough understanding of all areas of Human Resources management including ability to provide leadership and guidance to individuals and teams.
Cross-cultural sensitivity and ability to work with a multi- cultural, geographically disperse teams and individuals at all levels within the organization, as well as with external partners.
Demonstrated ability to collaborate, problem-solve, develop strong relationships, influence significant decisions and manage change, especially with a geographically disperse teams.
Knowledge of World Vision International partnership P&C standards and practices (preferred).
Outstanding integrity and confidentiality.
Exceptional attention to detail.
Strong project management skills.
Ability to prioritize effectively.
Executive presence and ability to build strong relationships with senior leaders.
Must be a committed Christian, able to stand above denominational diversities and observe mission and core values of World Vision and demonstrate a quality of spiritual life that is an example to others.
Minimum of 8 years’ experience in Human Resources Development with a significant understanding of all areas of HR management and Organizational Development (OD) practices with minimum of 5 years in senior leadership role.
Experience in a complex international organization is preferred.
Experience of managing multi-cultural, geographically disperse teams is preferred.
Preferred Skills, Knowledge and Experience:
Good project management skills.
Previous experience working in a fragile context setting.
Knowledge of local legal requirements and relationships.
Ability to maintain confidentiality.
Positive outlook and the demonstrated ability to work constructively under pressure and with a high degree of ambiguity.
Flexibility with regards to availability outside normal working hours. Overseas travel required for up-to 35 - 40% of time.
This role involves facilitation and close coordination of a virtual /geographically dispersed team.