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People & Culture (HR) Director, South Sudan

11508-18N22109
Juba
09-Oct-18
International Role - Yes
1-2 Years

PURPOSE OF POSITION:

To provide strategic leadership to WV South Sudan 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 the Country.

The People & Culture/HR (P&C) Director is primarily responsible for ensuring, 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 mindset and behaviours, internal and external networking for greater impact and a professional and sustainable P&C function in the organisation.

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 2030.

  • 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 Country Programme Director (CPD) 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 National Office and Projects leadership to meet the evolving leadership needs, to realize Our Promise 2030 and to enable transformational mindsets and behaviours.

  • Identify and nurture of globally, regionally and in-country mobile talents 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 capacity development of staff to prepare staff to work the required mindset and behaviours in most vulnerable areas.

  • Design and execute an orientation and on-boarding strategy that will enable staff to understand Strategy 2030, its implications on World Vision fragile context program and prepare with the right mindset and behaviours to address the needs of grants management.

Ensuring Staff Engagement and Well Being:

  • Maximize staff well-being to enable our staff to embrace the opportunities and challenges in meeting Our Promise 2030. Contextualize, promote and support systems, services and programs for employee well-being.

  • Execute Our Voice survey and leverage the results to enhance Staff and Organisational Well-being. Together with the senior leadership, 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 strategy 2030 that enables the organisation to attract right staff, stay competitive within the local labour market and promote staff retention in the most vulnerable areas.

Promoting Accountability and Performance Culture:

  • Maximize accountability for Organizational culture, agility, and effectiveness which drives high performance and realization of Our Promise 2030.

  • Lead re-structuring processes before a major program growth, downsizing or pre-positioning for an emergency response

  • 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 National office P&C policies for International assignees and national staff and ensure its alignment with Country labour 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 especially in fragile, response and conflict areas.

  • 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 by work force planning for upcoming grants.

  • Ensure that the National Office recruitment policy, system and Processes are well established for acquiring right talents with required competencies, mindsets and behaviours required to realize Our Promise 2030.

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

  • Promote gender and diversity and female leadership through right identification of talents 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 that drive transformation of mindsets and behaviours and realization of Our Promise 2030.

  • 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 weekly, monthly and quarterly individual plans to support their professional growth and development.

  • Design efficient P&C systems and processes with a particular focus on process excellence and ensure that Our People information system is fully operational with 100% accuracy.

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 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 working relationships with SLT and different departments including field based program managers.

KNOWLEDGE, SKILLS & ABILITIES:

  • Educational level required: 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 Organizational Development or Leadership Development.

  • Experience: Minimum of 5 years’ experience in a Senior Human Resources Management position in an international Non-Profit organization in conflict and fragile countries.

  • The candidate should have a personal calling, passion for service rather than monetary value as this is a challenging context with basic amenities.

  • Excellent Strategic 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 organizational change in restricted and fragile contexts.

  • Proven track record of integrity and the ability to apply HR principles in a fair and consistent manner.

  • Must be familiar with INGO international staffing policies and have a 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.

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

  • Proven facilitation skills.

  • Display considerable initiative and independence, with the ability to take lead and shoulder responsibility.

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

  • Ensure a gender perspective in the scope of work.

  • External engagement. Internal engagement and networking skills.

  • Spiritual maturity, interfaith knowledge and a biblical worldview – Ability to communicate WV’s Christian identity and mission to non-Christian staff in an inclusive way.

  • Very good Organizational Development and change management skills especially the ability to design and execute OD interventions in a fragile & Grants funding context.

Experiences, exposures and learning opportunities include:

  • A few months deployment experience in a fragile context.

  • Experience in emergency response scenario planning process.

  • Experience working with different country labour laws - at least more than two to diversify the minds in different laws.

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

  • Peer mentoring and coaching from a seasoned GAM, HEA or a P&C Leader who has worked in these contexts long enough.

Some useful trainings for this role include:

  • HEAT (Hostile environment awareness training) and SRMT (Security Risk Management Training ) or a UN equivalent.

  • HEARRT (HEA training).

  • Enterprise Risk Management Training.

  • Staff care and Critical incident stress management training.

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

  • Interfaith training.

  • MSTC (or similar trainings on context monitoring).

  • Disaster Management Training.

Working Environment/Training:

  • Work environment: Office-based with some travels to projects in the country.

  • Travel: 25% National and regional travel / 5% international travel is required.

  • On call: 24/7

  • Ability to work under pressure and in stressful environment.