Senior People and Culture Officer - Arusha
Purpose of the position:
To provide effective, transparent and legally compliant WV Tanzania national hired staffing services to a designated group of hiring managers and client groups, focused on delivering quality ministry to the communities and children WVT seeks to serve as well as supporting the recruitment of needed international staffing with the East African Regional office recruiters.
The incumbent in this position is also a leader in employees’ performance management and staff learning & development functions—the strategic factors to building engaged, motivated and accountable workforce. The holder of this position is charged with a duty to devise Methods for measuring the bottom-line contributions of investments in human capital and develop a system for assessing HCM, predicting organizational performance, and guiding organizations’ investments in people.
Observe mission and core values of World Vision and demonstrate a quality of spiritual life that is an example to others.
Staffing Requisition and Planning
Work with business partners, workforce planning, P&C managers and hiring managers to understand current and future skills needed in WVT.
In partnership with business partners, ensure proper planning for required positions occur prior to recruitment.
Develop and maintain multiple channels and networks to build a deep, diverse, and reliable sourcing pool for WVT national hired staffing needs.
Proactively identify and develop effective sourcing strategies (e.g. networking contacts, system queries/searches, religious institutions, social networking sites, job fairs and any other relevant sourcing channels).
Develop and maintain active relationships with pipelines of talent for current and future employment opportunities in WVT.
Develop, design and implement recruiting plan for assigned positions (e.g. advertisements, networking tools); write advertisements and job postings using WVT guidelines/templates
Conduct effective screening, interviewing, and assessments for the best candidates for a position match.
Develop, build and maintain candidate relationships through ongoing communications regarding questions, updates and status during the interview process.
Provide regular updates to hiring managers on search progress throughout the recruitment process.
Shortlist candidates for assigned positions from sourcing pools and present candidate short-list to hiring managers.
Manage logistics and coordinate interviews for short-listed candidates with hiring managers (e.g. manage interview schedules, travel and related information to both candidates and hiring offices)
Participation in telephone screening interviews, employment interviewing and selection process and manage candidate interview results and selection decisions
Provide feedback to candidates on interview results and selection decisions
Coordinate background screening/reference checks (e.g. police, child protection, reference checks, etc.) for selected candidates.
Negotiate offer with selected candidate within limits specified by hiring manager and WVT policies.
In collaboration the with the P&C Manager draw up and issue offer letter for selected candidate and ensure employment contracts to be issued upon offer acceptance adhere to WVT standards (e.g. templates, compliance with relevant labor laws).
Coordination and management of the international staff recruitment under the guidance of the P&C Director.
Planning, organizing and conducting intentional capacity building sessions to supervisors at all levels on performance planning, monitoring and evaluation.
Assisting people in constructing C-SMART performance agreements by helping defining and narrowing down the departmental goals in line to the ministry’s strategy.
Leading and coordinating orientation program to new hires, ensuring they get assimilated to WV vision, mission and culture.
Making regular communications to supervisors and staff ensuring that performance management is done throughout the performance cycle.
Reviewing performance agreement and review documents to assess their objectivity; summarizing staff’s views/recommendations and/or opinions towards their relations with fellows or supervisors.
Support the P&C Director, P&C Manager and Cluster Manager in addressing performance, compliance and risk relating to office transitions and management issues in the field offices.
Staff/organizational learning and development
Evaluating employees’ Career development plans and advice the management on its implementation.
Campaigning for and advising management to ensure leaders at different levels have Personal Development Plans
Liaising with Knowledge Champions to ensure knowledge accessibility to all staff and that they are facilitated to internalize new skills.
Designing programs and advocating for incentive program that will motivate staff to develop their careers.
Formulating and establishing systems and patterns that aim at raising Organizational learning capacity.
Analyzing contribution of the investment in human capital to the achievement of the ministry’s strategy and advising the management accordingly.
Reviewing jobs to ensure that work is well organized and taps employee’s skills, knowledge, experience and other potentials
Advising on on-boarding and induction arrangements to ensure that they are properly set and managed to build a best first-hand impression.
Advising heads of units on workloads to ensure they allow employees to do jobs well and enables good work/life balance.
Continually evaluating employees’ engagement by conducting formal and informal surveys.
Organizing and modeling sessions with staff and supervisors whose work or social relations/morale is down with aim of improving relations.
General P&C roles
Lead and support WVT Christian Commitment activities (Spiritual Nurture of Staff) that enrich and develop WVT staff’s mutual growth in Christ.
Be actively engaged in all Child Protection activities in the field office related to WVT employees.
Be active Ethic Point (EP) focal person in the respective Block for field offices which the P&C business is responsible for including regularly rolling our EP learning sessions.
Support Staff Care / Peer Support initiatives in the field offices with guidance from the P&C NO focal person.
Perform any other tasks assigned by the P&C Director, P&C Manager, Zonal Manager, Senior Legal Officer and Recruitment & Staffing Specialist.
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: Bachelor Degree in Human Resources, Public Administration or related field.
Preferred: Masters in Human Resources, Masters in Public Administration, Masters in Business Administration or related field.
Experience: Minimum of at least 4 years’ experience in all areas of Human Resource Management and staff development. Have direct experience in facilitating organizational change and HR interventions in an organization.
Technical Skills & Abilities:
Computer skills and High proficiency with MS Office Suite, especially strong skills in MS Excel MS Word and MS Power point.
Proven ability to work with minimal supervision.
Strong analytical, planning, organizational and problem solving skills
Ability to maintain effective working relationships with all levels of staff
Sound knowledge of human resources principles, practices and the Tanzania Labor Laws.
Have a high degree of integrity and ethics to ensure employee information confidentiality is well maintained.
Working knowledge of and experience in utilizing and creating HR databases and spreadsheets.
Have the ability to develop and maintain effective working relationships with all employees.
Have the ability to solve problems related to employee relations. Proficient in coaching, mediating, influencing, facilitation, presentation and communication.
Ability to complete a complex variety of oral or written tasks in an organized manner and to quickly change and adapt to new priorities.
Ability to ask appropriate questions that uncover underlying issues and to confront issues directly.
Ability to communicate with all levels of staff, orally and in writing
Must be available to travel to the WVT field offices Zones/Clusters/ADPs
Must be adaptable and able to deal with an atmosphere of change and uncertainty.
Must be a committed Christian, able to stand above denominational diversities.
Attend and be able participate as well as lead in daily devotions and weekly Chapel services in the field offices.
Perform other People & Culture duties as required.
Working Environment / Conditions:
Work environment: Office-based with frequent travel to the field
Travel: 30% Domestic travel is required especially in the field offices.
On call: 40%