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Chief People Officer

*Please see application instructions below. Applications will NOT be accepted via www.careers.wvi.org.

*Preferred position location is Stockley Park, United Kingdom and secondary location is in the United States where World Vision International is registered to operate

PURPOSE OF POSITION:

The Chief People Officer (CPO) is the key Partnership wide people and culture role in managing the organization’s most important assets - people and organizational culture. The role is accountable for the ongoing growth, health and sustainability of the organization by ensuring it attracts, develops, rewards and maintains immediate and future staffing needs based on strategic and operational requirements across the World Vision partnership in alignment with Our Promise.

The CPO also provides organisation-wide strategies, manage and control the organization’s people processes, making the necessary changes to upgrade and improve processes, policies or procedures, and develop his/her team. The CPO will zealously champion the mindsets and behaviors, Core Values, and Christian ethos to our employees, serving as an effective leader of responsible change, and will ensure accountability and compliance with applicable legal, governmental and regulatory requirements.

The role is the lead People & Culture (P&C) business partner to the WVI President on all people issues. The CPO has direct line leadership to the WVI Global Centre (GC) P&C function and matrix leadership to the Regional P&C Directors.

KEY RESPONSIBILITIES:

Strategy, Matrix and Line Leadership

For the entire WV Partnership:

  • Set long-term strategic direction for the P&C function in World Vision, anticipating key trends, opportunities, vulnerabilities, support to, and alignment with Our Promise.

  • Provide leadership to achieve WV’s Staff and Organisational Wellbeing aspirations and outcomes through the L.E.A.D.E.R strategy.

  • Provide matrix leadership to Regional P&C Directors (who also report to Sr Directors of Operations).

    Provide direct line leadership to WV Global Centre P&C Directors who:

  • Design and lead initiatives and projects to further Partnership strategic objectives; and provide the sole P&C/HR operational support to certain WVI employee populations.

Lead the People Committee of the WVI Board:

  • Serve as liaison for WVI Board of Directors, acting as principal staff member for Board People Committee.

  • Provide subject matter expertise to the committee particularly with regard to policy and other relevant practices.

  • Agree agenda for the committee in consultation with the Chair, and in coordination with the Chair, ensuring the committee is operating within its mandate.

  • Ensure the development and timely dissemination of board pre-reads with a view to ensuring the committee provides its oversight role effectively.

  • Take committee minutes and ensure these are disseminated to board members together with other board pre-read information.

Leadership: Leadership Quality and Sustainability

Build and develop competencies and depth and breadth of our Partnership leadership to meet the evolving needs, to realize Our Promise and to embed our transformational mindsets and behaviours:

  • Drive Partnership wide talent identification and succession planning focusing on diversity, top 100 positions, emerging leaders (GL15-17).

  • Maintain and enhance leadership development to achieve our Mission and Our Promise, through targeted leadership development programmes (e.g. Global Leadership Orientation, SLDP) and executive leadership development and management.

  • Provide “operational” leadership to the Partnership, helping as part of the senior management team to execute plans and strategies in an effective way.

  • Lead a diverse team of P&C professionals across the Partnership: line management for WVI Global Centre P&C Directors and matrix management for Regional P&C Directors.

  • Lead the strategic P&C Leadership Forum (representative body of P&C leaders in the Partnership)

  • Shepherd the P&C team and succession by attracting and retaining gifted people who are called to serve World Vision.

  • Evolve 21st century P&C operating models across the Partnership as resources allow.

  • Provide confidential support and partnering to the WVI President, Chief Strategy & Culture Officer and other executives as needed.

Engagement: Engaged and Well Workforce

Maximise staff well-being to enable our staff to embrace the opportunities and challenges in meeting Our Promise:

  • Maximise Our Voice and Staff and Organisational Well-being to drive and build a high performing organization.

  • Provide oversight of the staff care function ensuring the highest levels of staff care and resilient staff and organisation throughout the Partnership, particularly in high risk locations.

  • Consistently execute on Partnership Total Rewards policy to attract and retain staff. Ensure our compensation and benefits are aligned to our strategy.

  • Ensure all aspects of appropriate staff, security and care are exercised proactively to minimize organizational risk.

  • Ensure protocols are in place linking Security to P&C, Global Field Operations, Legal and the Executive Leadership Team for Kidnapping and Hostage situations and for the Crisis Management Team.

Accountability: Accountable and High Performing Organization

Maximise accountability for our organisation’s culture, agility and effectiveness which drives high performance and realization of Our Promise:

  • Build staff well-being and organizational well-being through targeted initiatives to enhance performance, accountability and agility.

  • Introduce and maintain organisational and cultural change mechanisms and initiatives including the Our Voice survey, Partnering for Performance and WV Core Competencies.

  • Provide organizational standards and practices in relation to employee accountability which is consistent with our values and consistently applies to staff in all contexts and all levels. Align and integrate these strategies, policies and practices to our stakeholder commitments and promises, and our organizational compliance and accountability requirements.

Depth of Talent: Capable and Available Workforce

Attract, develop and retain a diverse, skilled and available global workforce aligned to the competencies, skills, and mindsets and behaviors required to realize Our Promise:

  • Attract and retain talent.

  • Progressing diversity profiling, awareness, training and targets.

  • Utilise strategic workforce planning to meet our current and future resourcing needs – quantity and quality.

  • Support the development of competency frameworks and assessments for key leadership roles (global and local/national).

  • Improve organizational performance by advancing learning and capacity development capability in sustainable ways, including eCampus.

Execution and Rigour: Strategic and Professional People and Culture Function

Ensure the P&C function has the capability, capacity, systems, process, policies and guidelines that drive transformation of mindsets and behaviours and realization of Our Promise:

  • Promote high caliber P&C leadership and advance strategic and professional P&C practices throughout the Partnership to achieve our mission and drive Our Promise.

  • Promote utilization of Partnership wide HRIS (Our People) capability.

  • Work with SO’s, RO’s and NO’s to integrate people and culture strategies.

  • Partner in key organizational priorities.

  • Ensure effective financial planning and budget management.

  • Proactively challenge the organization to a faithful stewardship of its people resources –striking a God-honoring balance among the constituents we serve: donors who provide resources; those in need who receive resources; and our employees and other partners who deliver resources.

  • Measure the progress of strategic imperatives, integrity, fairness and equitable practices for all our staff (National Office (NO), Regional Office (RO), GC and Support Office (SO)).

  • Through Our Voice and other available means, measure the people and culture wellness and sustainability of the Partnership through quantitative and qualitative metrics.

KNOWLEDGE, SKILLS & ABILITIES:

  • An undergraduate degree in Business, Employment Relations, Business Administration, Industrial Psychology (or international equivalent) or MBA and/or Masters of Human Resources (or international equivalent).

  • Evidence of professional accomplishments across all aspects of People and Culture - previous Head of People & Culture experience preferred.

  • Evidence of extensive leadership experience across complex and dynamic global environments – cultural, service or product lines.

  • Board experience and understanding of and belief in a federally governed organization which requires leadership to be collaborative and consultative.

  • A track record of change management and organizational (including P&C) transformation.

  • Strong general management capabilities – including finance, risk, compliance and reporting.

  • Strategic planning, analytical and presentation skills.

  • A mature, unapologetic Christian leader who understands the centrality of integrating faith, service and leadership and sensing a specific `calling` to this role and who is actively engaged in their own church and faith community.

  • High level of Christian maturity with the demonstrated ability to embrace a broad variety of Christian faith expressions, and a passion for interfaith work/inclusion in context of our Christian ministry.

  • Executive sponsor for Our Promise strategy.

Work Environment/Travel:

  • The position requires ability and willingness to travel domestically and internationally up to 40% of the time.

  • Participate/lead in daily devotions and attend Chapel.

To apply or to download further information on the required qualifications, skills and experience for the role, please visit www.perrettlaver.com/candidates quoting reference 4045.

The deadline for applications is 9am BST on Wednesday, 17 April 2019.

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