Director/Deputy Director – People & Culture

Overview

Provide strategic and operational leadership to the HR function.

You have:

• Preferably a master’s degree in human resources management, Psychology, Leadership Development, or other relevant subject.
• Between 5 – 7 years leadership experience in Human Resources Management or related fields, gained in a complex, international organization preferably within the development & humanitarian context.
• Professional Proficiency in English
• Up to 20% of travel required.
• A broad, extensive understanding of HR functions including Staffing & Recruitment, Talent & Performance Management, Reward & Employee Relations, Organizational Development and Change Management.
• Knowledge of national and local labor and employment laws and regulations.
• Know-how of HRMS (Human Resource Management System) and/or HRIS (Human Resource Information System) softwares and digital applications.

With 75 years of experience, our focus is on helping the most vulnerable children overcome poverty and experience fullness of life. We help children of all backgrounds, even in the most dangerous places, inspired by our Christian faith.

Come join our 33,000+ staff working in nearly 100 countries and share the joy of transforming vulnerable children’s life stories!

Employee Contract Type:

Local - Fixed Term Employee (Fixed Term)Job Description:

JOB PURPOSE

The Director/Deputy Director – People & Culture is responsible to provide strategic and operational leadership to the HR function, positioning it as a key business partner in the areas of Staffing & Recruitment, Talent & Performance Management, Reward & Employee Relations, Organizational Development and Change Management. This position will champion strategic initiatives connected to People, Learning & Growth, with the objectives of attracting, developing and retaining capable staff; strengthening staff care and resilience; and cultivating an accountable & agile organizational culture.

This position is a member of the Senior Management Team. The SMT is expected to role model leadership behaviors that are aligned with organizational core values and set a positive tone for the organizational life and culture that are fit for purpose, and support the achievement of organizational vision, mission and strategic objectives.

KEY RESPONSIBILITIES

Strategy Development, Planning and Execution - 25%

• Provide guidance and input to the Executive Leadership Team in the development and execution of the country strategy, in alignment with the regional and global strategic priorities.
• Develop and implement the People and Culture (P&C) annual strategy implementation plans in support of, and in alignment with the country strategy.
• Lead/co-lead, plan and implement initiatives towards the realization of organizational vision, mission, strategy and annual implementation plans.
• Lead organizational design & implementation, and alignment of organizational structure to the country strategy & programming needs.
• Lead the monitoring and reporting of people & culture metrics related to Staffing Recruitment & Retention, Talent Development, Performance Management, Employee Engagement and Organizational Leadership.
• Provide strategic support on all people related matters, providing leadership, advice and solutions based on analysis of People & Culture issues and challenges across the organization.

Coherent, Streamlined and Fit for Purpose Policies and Procedures - 15%

• Oversee People & Culture (P&C) related policies, manuals and procedures in alignment with Labor Law, global policies, changing context and staff feedback to ensure a coherent and fit for purpose framework for people initiatives and development.
• Develop, set up, maintain and improve People & Culture (P&C) infrastructure for recruitment, orientation, performance management, capacity building, compensation/benefits, staff care, retention, as well as pension and separation.
• Ensure appropriate and adequate People & Culture (P&C) related emergency policies and procedures.
• Ensure that employee relations, as well as employment terms, conditions and practices are fair, consistent, compliant with Labor Law, organizational policies and best practices.
• Ensure maintenance of updated information on staff salaries & benefits, and income tax calculations in compliance with laws and regulations.
• Ensure staff and partners are aware of and adhere to the Safeguarding Policies, Conflict of Interest and Code of Conduct.
• Ensure that any conflict, grievance, disciplinary, child safeguarding and harassment cases are effectively managed.

Capable Workforce and Accountable & Agile Organizational Culture - 15%

• Ensure policies, systems and procedures are well established for acquisition, prepositioning and retention of a diverse and talented workforce with required competencies, mindsets and behaviours required for realization of country strategy.
• Promote gender diversity and disability inclusion through organization design, talent management and leadership development at all levels.
• Ensure ongoing reflections of WV Core Values in staff development and staff care, nurturing characters, behaviours and culture that demonstrate the values.
• Lead implementation and maintenance of a fit for purpose, accountable performance management system that is in alignment with organizational strategic objectives, mindset and behaviours.
• Develop and implement talent management strategy including succession plan and leadership development & renewal plan required for realization of country strategy and prepositioning the workforce for the organization of the future.
• Develop and implement organizational learning and development strategy including capacity building plan that supports organizational design.
• Ensure internal communications where all staff are informed about organization change.

Effective External & Internal Coordination - 10%

• Establish proactive linkages and strategic networks with key I/NGOs, donors, government and other stakeholders at the national level for broader impact, and to keep abreast of the ongoing changes in external environment that affects organization and its operations.
• Develop and maintain strategic relationships with HR leaders of partner organizations.
• Develop, manage and sustain relationships with Regional and Global Centre P&C functional leads to proactively engage on matters pertaining to P&C and its implication.
• Consistently develop and maintain working relationships with the Executive Leadership Team, cross departmental and with other leaders and managers.

Management of a Strategic and Professional People & Culture (P&C) Team - 20%

• Ensure that the People & Culture (P&C) function has the required capacity, capability, systems, processes, policies and guidelines that drive transformation of mindsets and behaviours needed for strategy realization.
• Promote a customer centric culture in the People & Culture (P&C) function, ensuring professionalism and accountability in delivering services to staff, leaders and partners.

• Provide overall leadership and technical support to the P&C Team, coaching and mentoring the team through individual and team meetings to support their professional growth and development.

• Build capacity of P&C team, including structure, people, funding, and systems, to deliver quality services.

• Develop and implement effective performance management of the P&C Team.

• Provide Christian leadership and support to enrich the organization’s life, faith, Christian commitments and ministry to the most vulnerable children and communities we seek to serve.

Spiritual Nurture of Staff - 10%

• Staff strengthen their faith, prayer life, and sense of divine purpose with deeper spiritual growth & renewal,
• Employees connect deeply with the organization’s spiritual goals, increasing motivation aligned with Our Promise.
• Staff exhibit Christ-like attitudes (or values-driven service) in their work through increased compassion & servant leadership.
• Strong network, engagement and partnerships with churches or faith communities.

Staff Care - 5%

• Improved mental & emotional well-being – Reduced stress, burnout, and fatigue among staff.
• Higher job satisfaction & retention, Employees feel supported, boosting morale and reducing turnover.
• Stronger workplace relationships - A culture of care and teamwork enhances communication and collaboration.

KNOWLEDGE, SKILL AND EXPERIENCE

Required Education, training, license, registration, and/or Certification

• Preferably a master’s degree in human resources management, Psychology, Leadership Development, or other relevant subject.

Required Professional Experience

• Between 5 – 7 years leadership experience in Human Resources Management or related fields, gained in a complex, international organization preferably within the development & humanitarian context.
• Professional credibility and gravitas to influence, challenge and negotiate across the Executive Leadership Team and at the Board level.
• A proven record of developing people in a cross-cultural setting within highly agile environment, and experienced in balancing a drive for results with people-centred service.
• A mature and committed Christian who can lead Spiritual Nurture activities.

Required Language(s)

• Professional Proficiency in English

Required travel and/or work environment accommodations

• Up to 20% of travel

Preferred Experience, Knowledge and/or other Qualifications

• A broad, extensive understanding of HR functions including Staffing & Recruitment, Talent & Performance Management, Reward & Employee Relations, Organizational Development and Change Management.
• Knowledge of national and local labor and employment laws and regulations.
• Know-how of HRMS (Human Resource Management System) and/or HRIS (Human Resource Information System) softwares and digital applications.

Compensation & Other Benefits

• Salary: Negotiable
• Mobile bill, Weekly 2 holidays, Gratuity, Provident fund
• Festival Bonus: 1 (As per organizational policy).

Applicant Types Accepted:

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Potential interview questions

Added 11 months ago - Updated 10 months ago - Source: wvi.org