This job is no longer available.

You can view related vacancies or set-up an email alert notification when similar jobs are added to the website using the buttons below.

P&C Business Partner

International Role - No - Only National applicants will be considered.

Purpose of the position:

To provide effective P&C consultancy, guidance, technical and administrative expertise on all HR business processes to the National Office (NO) to ensure consistency in the application of HR best practices for the attainment of a harmonious organizational climate.

Major Responsibilities: (please define in output format – 1-9 things of what you expect to see as a result of this position)

Key Outputs/Responsibilities

(Accountabilities and results)

Weight (%)


Functional Expert

Provide subject matter expertise and guidance to line management on a broad range of people and culture policies, programs and practices.

  • Provide oversight and lead the implementation of P&C projects/programs, policies and procedures and make recommendations to P&C leadership to ensure continued effectiveness.

  • Provide expertise, coordination, coaching and development around the recruitment and selection of staff and work with the hiring manager in the Country Program throughout the process as needed and required with a goal of ensuring consistency and fairness in the recruiting and selection process.

  • Partner with client leadership to develop and implement an orientation and on-boarding plan for new staff and stay actively involved with the new hire until the completion of the probationary period review.

  • Guide and partner with departments and/or leads through the annual performance and market based compensation cycle, ensuring understanding of and adherence to WV protocols as well as resolving of compensation, benefits, HRIS and job evaluation issues.

  • Analyze trends using statistical and qualitative data to recommend initiatives to maximize employee engagement, productivity and retention.

  • Administer all staffing requirements for the Country Program and respond timely to inquiries around compensation, benefits, employee relations.

  • Ensure knowledge and compliance of employment law and government regulations affecting People and Culture through constant advice and training to Managers/Supervisors and staff in general.

  • Support the development , and , updating/revision of People & Culture policies and procedures and provide guidance in interpreting and monitoring compliance thereof.



Employee Champion

  • Provide information, support and guidance to staff in response to their respective individual and group needs.

  • Provide support, training and advice to Managers/d supervisors on effective human resource policies, practices and initiatives and respond to inquiries regarding policies, procedures and programs.

  • Assist, educate and coach line managers to become skilled at effectively handling and resolving employee issues.

  • Facilitate and guide the investigation of employee relations matters, provide recommendations and ensure timely and effective resolution of workplace issues, including overall staff discipline, discrimination, harassment, and human rights issues.

  • Work with the Manager People & Culture in implementing proactive employee relations programs and initiatives.

  • Advice and partner with Country Program management to implement programs to support and promote health and wellness initiatives.

  • Monitor employee engagement (and turnover) using tools such as surveys and patterns identified in staff feedback, suggestions for leadership development and other organizational effectiveness initiatives.



Performance Management & Capacity Building

  • Guide, support & train Managers/supervisors on their roles from end-to-end performance management processes/cycle.

  • Coach and mentor managers and supervisors in measuring performance

  • Identify staff competencies required to support business plans and the levels of competency required for positions.

  • Identify and recommend training and coaching needs within the Country Program work teams through Working with management in the talent management and mapping process, do talent audits and create development plans to address individual professional and career objectives.

  • Ensure that Performance Agreement are in place for all Country Program staff and mid-term reviews are done timely and appropriately.

  • Coordinate and engage in the design and implementation (monitoring) of the Country Program units’ talent development and succession plans.

  • Lead the Performance Management processes to ensure staff performance appraisals are carried out in a timely and appropriate manner

  • Compile a Performance Report of the organization based on performance reviews done for all staff

  • Provide appropriate support to employees and managers in addressing unsatisfactory performance and ensure that underperforming employees are identified and specific plans created with the full intention of returning them to acceptable performance.

  • Consolidate training plans for WVL each fiscal year, monitor and ensure implementation.



Total Rewards Processes

  • Support the job evaluation processes for new and changed roles using an appropriate internal/external method/system

  • Communicate clear and timely results of job evaluations

  • Conduct structured periodic Job Analysis for all positions

  • Provide support and guidance in the formulation of job descriptions

  • Ensure that all job descriptions have been graded and that every employee understands and knows their grade levels

  • Work in collaboration with the Finance counterpart on all payroll related matters for the Country Program, including accurate preparation, processing and maintenance of records of payroll for all employees



Manpower Planning and Transition

  • Coordinate and engage in the manpower and transition forecasts and planning for the Country Program to establish appropriate staffing schedules, parameters, norms and ensure that appropriate positive action is taken timely to manage impact of such changes at all levels of the organisation

  • Facilitate staff transition as a result of retirement, redundancy or termination of contract.



HR Administration

  • Conduct periodic and emergency staff file audits to ensure that all employment contracts and necessary documentation are in place.

  • Support the design, facilitation and management of staff orientation programme.

  • Negotiate and process employment contracts

  • Payroll Preparation:

  • Accurately prepare, process and maintain records of payroll and statutory payments for all employees.

  • Organize payroll related schedules.

  • Work with P&C Manager to make payroll changes.

  • Respond under guidance of P&C Manager, to employee requests for payroll related information.

  • Implement and use VIP/D-Bit

  • Print and allocate pay slips for WV Swaziland staff.

  • Compile LDRs



Industrial Relations

  • Provide guidance to management on labour issues and changes in statutory requirements to bensure consistent and enhanced compliance and management of risk.

  • Guide and provide advice to Management in maintaining a positive and healthy Organizational culture in all different facets including improved relational and behavioral aptitude to promote a conducive and safe work environment..

  • Provide technical support and guidance in all disciplinary and grievance matters.

  • Support line managers in ensuring healthy work/home balance, staff well-being, security and appropriate arrangement for stress management.

  • Ensure all staff are aware of relevant policies and procedures and implications of not adhering to them.

  • Promote a work environment that demonstrates fairness, openness and equity.


HR Systems and Technology

  • Track the usage on the HR OurPeople system and reporting on same

  • Update HR system data and capacitate staff on usage of same

  • Ensure that OurPeople system is updated at all times

  • Produce OurPeople monthly update report




Other Competencies/Attributes:

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.

Qualifications: Education/Knowledge/Technical Skills and Experience

The following may be acquired through a combination of formal or self-education, prior experience or on-the-job training:

  • Minimum Qualification required: University Degree in Human Resources Management or Industrial Psychology or any other related field.

  • Experience: A minimum of 3-4 years in Human Resources Management in Generalist role

  • Preferred: Experience in NGO added advantage & Post Graduate qualification

  • Technical Skills & Abilities:

    • Excellent interpersonal skills

    • Excellent communication and negotiation skills

    • Excellent Counselling Skills (Preferred: Trained Peer Counsellor)

    • Excellent Mediation Skills

    • Ability to multi-task (Preferred: Project Management skills)

    • Expert knowledge of local labour legislature

    • Ability to work under pressure

    • Team player who is detail-oriented

    • Ability to function in a cross cultural environment.