People & Culture (HR) Business Partner

International Role - No - Only National applicants will be considered.
1-2 Years

*Preferred location: United Kingdom. Other locations to be determined by home country of successful candidate in a jurisdiction (US state or country) where WVI is registered to operate.


The People & Culture (P&C) - HR Business Partner (BP) plays a crucial role in the execution of the HR Strategy and Operations. Partnering with Business Leaders in support of strategic business objectives, the BP advises and coaches managers and employees in all elements of employee life cycle and talent management, including identifying current and future people implications. The BP works collaboratively with Global Centre (GC) and Regional Office (RO) P&C teams to develop and deliver integrated HR solutions, including workforce planning, performance management, succession planning, employee relations and leadership development.

This position will support WVI senior leaders in aligning organizational strategies, goals and priorities with World Vision’s vision, mission and values. He/She will encourage the use of innovative People Management/OD resources, tools and practices to reinforce and positively change beliefs, attitudes, operating models and structure of organizations so that World Vision International staff can better adapt to new technologies, markets, challenges while fulfilling their vision and mission.


Function as a Strategic Partner with executives, managers and employees, including:

  • Acts as a thought partner with managers to improve people-related priorities in the business unit.

  • Assist leaders with strategic planning and forecasting needs regarding people and culture.

  • Provides assistance and guidance to line management on a broad range of human resource policies, programs, and practices.

  • Act as an initial point of contact and intermediary for managers and employees in assigned business units.

  • Coach business leaders and managers on HR and people management practice.

  • Maintain current understanding of the client’s department, strategy, people related issues by becoming valuable member of client's leadership team.

  • Participate in the development of the annual HR strategic plan.

  • Become an Employee Champion acting as a single point of contact and intermediary for employees and management in assigned business units.

  • Implement HR-related programs within business units, such as rewards and recognition and employee development initiatives.

  • Provides guidance, counseling, and training to managers and employees on employee relations issues.

  • Assist line management with issues related in interviewing, hiring, terminations, promotions, performance review, sexual harassment and other HR topics.

  • Actively investigates and recommends solutions to employee relations issues in a quick and efficient manner.

Act as a Change Agent for client groups, working to:

  • Collaborate with business leaders to design organizational structures, job roles, and talent management processes to drive organizational strategy.

  • Function as HR lead for clients going through organizational restructures.

  • Evaluate the impact of proposed changes on employees, and manage change to minimize disruption to the business.

  • Advise leaders on the need for, development and ongoing changes of the department's people plan.

  • Actively partner with business leaders and work with them to collaboratively identify practice improvement.

  • Collaborate with business leaders to design organizational structures, job roles, and talent management processes to drive organizational strategy.

Act as a Functional Expert who works to:

  • Maintain current understanding of the client’s department, strategy, people related issues by becoming valuable member of client's leadership team.

  • Scan the broader business environment on an ongoing basis for trends and issues that may affect talent management in the organization.

  • Maintain a current knowledge of legislation and regulation that relate to HR issues, and participate in developing appropriate policies and procedures.

  • Analyze a broad range of HR data to identify valid insights, and convert these insights into recommendations the business can use to make decisions.

  • Apply rigorous project management techniques to planning and implementing cross-functional HR initiatives that support current and future business strategies.

  • Coordinate with HR department function experts and others to deliver on business requests and solve business problems.

  • Communicates regularly with the human resources staff to exchange information and provide ongoing support and problem resolution.


  • Bachelor degree from a four-year college or university and four or more years of related human resources experience, or an equivalent combination of education and experience.

  • At least two years’ experience in an HR Business Partner, Generalist or related high level specialist role.

  • Strong consultation Skills and experience influencing and interacting with senior managers and executives.

  • Thorough knowledge of human resource management practices and employment related legislation.

  • Demonstrated HR experience in a multi-business unit environment.

  • Proficient in coaching, mediating, influencing, facilitation, presentation, communication, analysis, and problem solving.

  • Professional certificate in HR/Personnel Management a plus.

  • Excellent written and oral communication skills. Able to communicate complex ideas and business concepts in accessible terms. Able to exercise excellent professional judgment.

Preferred Skills, Knowledge and Experience:

  • Strong influencing skills with senior leadership.

  • Highly analytical with proven problem solving skills.

  • Strong business acumen and demonstrated capacity to work as a business / ministry partner with managers.

  • High service / customer orientation. Outstanding people and client relationship skills. Strong interpersonal and communication skills.

  • Sound understanding of contemporary HR practice and experience in successfully implementing HR policies and initiatives in complex settings.

  • Demonstrable credibility with key stakeholders either within WV or externally.

Work Environment:

  • The position requires ability and willingness to travel domestically and internationally up to 20% of the time.