People & Culture Manager

Purpose of the Position:

To provide strategic and technical support in the areas of People & Culture (P&c) by unlocking the full potential of World Vision’s human resources and enhance organizational performance, while at the same time ensuring the implementation of P&C strategies, procedures and policies in accordance with the WV Partnership P&C standards, National Office (NO) strategy implementation and national Labor legislation.

Oversight of the P&C function by managing and guiding the P&C Team in undertaking all P&C tasks/functions including recruitment, employment, employee relations, compensation and benefits, performance management, staff care, employee engagement, HR information management.

Major Responsibilities:

Strategy/ Policy / Systems/ Budget/ Reporting/:

• Lead the implementation and enhancement of Global and Regional P&C strategic initiatives in cooperation with Regional P&C
• Serve as strategic partner to Senior Leadership by integrating P&C strategic initiatives into organization’s overall mission and operational strategy. 
• Support the Senior Leadership to create an effective organizational structure (including developing and implementing Organizational Development initiatives and change processes) that supports attainment of organization strategy of the National Office
• Ensure compliance with relevant (local) employment regulations and labor laws, as well as World Vision’s policies and guidelines.
• Lead and ensure that the development and revision of support systems and mechanisms of P&C activities are smoothly implemented.
• Lead the workforce planning and budgeting process for the P&C function. Support LMs and Finance Manager with all workforce salary and benefits budgeting.
• Provide necessary reporting information to the Regional P&C Unit for all required WV P&C reports within the established timelines (dashboard, employee census, Performance Management, Our Voice Questionnaire (OV), Health and Welfare Minimum Standards (HWMS), etc);

Staffing/Employment:

• Facilitate workforce planning (short term and long term) to support the implementation of WV National Office strategy, annual business plans within the approved admin costs (G&A ratio).
• Manage the local job analysis process, ensuring that proper Job Descriptions are in place for all staff, graded and validated
• Provide technical coaching and support to the P&C team including revising, preparing Job Descriptions to ensure that qualified candidates are sourced, selected, and hired through the standard recruitment process.
• Coordinate the country office local recruitment by providing end-to-end process support to hiring managers to fill the vacancies in a timely manner;
• Coordinate and ensure the implementation onboarding/ orientation for key roles.
• Ensure that all recruitment and contracting steps are followed per the organizational requirements and standards and local laws and in consideration of the emerging and innovative recruiting trends;

Talent Management & Leadership Management:

• Lead the Talent Management module implementation by managing the project plan, communicating change, and implementing & monitoring the successful roll out and ensure though guidance and support that the system is in full functional mode to meet the business needs of WV National Office
• Provide coaching/ support and tools to line managers to conduct talent review, identify second liners for key roles, develop/ update their talent profiles, conduct career conversations and facilitate their career development.
• Develop and deliver learning and development activities that help close employees competency and skill gaps as identified in Individual Development Plans and talent profiles.
• Use all available resources (in-house trainers, WVI regional office’s programs, WVI online learning, consultancy, Core Competencies etc.) as well as a blended learning approach including Webinar, simulation, coaching, mentoring, etc. to support the development of leaders and potential successors.
• Track learning application and evaluate the effectiveness and impact of learning and development activities/ activities to justify the ROI.

Staff Care, Staff well-being and Staff Engagement:

• Develop staff well-being plans. Ensure the staff-care guides and engagement & org well-being framework are appropriately applied
• Identify the staff care needs through regular meetings with the staff at head office and field offices;
• Advise the National/Program Director of potential problem areas in relation to the staff well-being and recommend/implement solutions as appropriate;
• Provide staff care support when needed;
• Support in the implementation of the staff care action plan;
• In collaboration with line managers, create and maintain a working environment where staff enjoy wellbeing as well as are highly motivated to make valuable contribution to the organization.
• In consultation with National/Program Director, facilitate follow up actions of Our Voice Survey (staff engagement survey) to improve staff and organizational well-being. Support the implementation of the action plan in cooperation with relevant assigned parties responsible for OV Action points.

Partnering for Performance:

• Provide ongoing support to line managers to implement the Partnering for Performance (WV’s performance management approach and process) for all staff, ensuring SMART goals set, quarterly check-ins, ongoing coaching and timely feedback are provided to employees by line managers.
• Equip line managers with relevant skills to inspire high performance, support career development and address poor performance in a timely and professional manner.
• Support, advise and coach the managers and staff on addressing poor performance and rewarding high performance;
• Provide comprehensive reporting and analysis, including the L&D needs analysis and provide capacity building plan to support function staff as a result of the Partnering for Performance process
• Facilitate staffing changes including job rotation, local secondment, promotion, stretching assignments, job enrichment, etc. in close cooperation and consultation with line managers and relevant parties, which enables staff professional growth and career development.
• Manage the performance of direct reports through performance reviews, frequent conversations and other method as appropriate. Be courageous in providing coaching or feedback for continuous performance improvement.

Employee Relations:

• Build awareness to staff on employee relations protocol, policies and procedures and ensure the same is understood and used appropriately on need basis
• Report (when appropriate) ER cases as per the reporting protocols and lead investigations and reviews as needed
• Handle staff grievances and disciplinary action processes in consultation with the Regional P&C Director and line managers following National Labor Law, and WVV’s P&C policies and principles.

Total Rewards:

• Develop a standardized compensation and benefits policy for the National Office in alignment with the WVI policy.
• Undertake the local market salary and benefits surveys and develop the adequate compensation and benefits packages per the WV’s global policy on Total Rewards, HWMS and standardised approaches taking into consideration local law regulations;
• Facilitate the exchange of information with the local benefits providers (health insurance, pension fund, etc);
• Monitor the leave utilization of all local staff and ensure the maximum amount of leaves are utilized as an employee well-being measure;

Knowldge, skills and qualifications for the role:

• University degree in Business Administration, Social Sciences, Psychology or a related field;
• Minimum 5 years of experience in Human Resources with medium business/medium NGO/government agency out of which, minimum of 3 years in a supervisory/management role;
• Experience with humanitarian aid in-country is a plus.
• Professional certification in HR in locally or internationally recognized HR institutions is a plus;
• Good knowledge and understanding of P&C functions such as recruitment, employment, employee relations, performance management, employee engagement, learning and development, compensation and benefits, organization development.
• Strong capacity and demonstrated skill in setting a vision and developing strategies on a broad scale in the field of Human Resources.
• Strategic ability to influence the direction of the organization and the capability to translate strategic plans into practical actions Thorough understanding of local labour law and practices.
• Good understanding about humanitarian industry and INGO operation.
• Good understanding of WVV’s operation and its programs.
• Ability and skills to support the development of staff and leaders to meet and exceed the competencies required to achieve organizational goals and objectives.
• Excellent interpersonal skills. Good written and spoken communications skills in English.
• Well-organized work style and sound process management skills.
• Demonstrated judgment and discernment skills, maturity and the ability to maintain strict confidentiality of staff and organizational records.
• Ability to coach, mentor and manage staff’s performance. Willingness to support/subscribe to the ethos and values of WV in its work with the poor .

Preferred Skills, Knowledge and Experience:

• Quick learner, agile, flexible and adaptable;
• Ability to demonstrate sound judgment and work with little supervision under the virtual working relationships;
• Ability to contribute to the healthy team spirit within the virtual teams;
• Experience of work in an INGO setting and past exposure with the international working culture and practices is a huge advantage;