People and Culture Manager ((L&D, Performance Mgt, Talent Management, HRIS, Knowledge Mgt. and Employee Engagement)

With over 70 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

Reporting to the Director P&C – People & Culture, this position is crucial in meeting the World Vision International Sierra Leone (WVISL) People and Culture strategy and mission. The critical success factors include effective leadership and management of assigned functional areas such as Learning & Development, Knowledge Management, Talent Management, Performance Management, Employee Engagement, HR System Workday, development and implementation of P&C manual and policies, continuous process improvements and productivity enhancement initiatives, overall supporting our WVISL organizational business strategy.

Accomplishment of performance standard is assessed from providing leadership to subordinate and meeting the targets or expected outcomes of the indicators set. The job scope covers both operational and strategic P&C management covering the entire organization, where the individual plays a lead role in handling the functional assigned areas. The incumbent should be able to independently engage, collaborate nationally, building and strengthening employee experience.

Further, this position will provide expertise in the development, implementation of holistic Staff Care, Wellbeing programs creating an agile and a preferred.

Activity: % of time

Employee Champion: 20% of time

Provide thought partnership and strategic P&C support to Managers and Senior Leaders on people matters.

• Working with P&C Dir, Coordinate and implement change manage initiatives in the organization.
• Act as thought partner with managers to improve people-related issues/ priorities in customer work unit.
• Engage with staff and manager on employee pulse and provide guidance and advice on handling staff matters.
• Coordinate and facilitate the timely completion of organisation surveys such as Our Voice, wellbeing surveys, staff care surveys.
• Coordinate and facilitate the development and implementation of (Our Voice) action plan, building on the WVISL key strengths, address gaps and evaluate the impact of these actions plans.
• In consultation with regional staff care and P&C Dir, Initiate, coordinate and conduct staff care initiatives and programmes across for staff.
• Notify ELT and SLT members on key staff data and metrics and progress of P&C e.g., new hires and departing staff monthly progress reports.
• Ensure front line support is provided to all staff and managers through excellent P&C services provided in a timely fashion
• Ensure good research and analysis is conducted, evidence gathered, and good business cases developed for making change/ business proposals.
• Develop effective P&C communication systems and communicate with clarity with manager and staff e.g., policy changes, payroll/benefits, or other P&C messages.
• Provide guidance, counsel and hands-on support for issues of employee relations, performance management, and conflict resolution.
• Lead and participate in investigations and providing solutions in a quick and efficient manner.
• Support managers in understanding and knowledge of staff well-being and healthy work environment.
• Provide resources, support and guidance to employees by listening and responding to employee needs advising P&C Coordinators on actions that need to be taken.
• Provide support and advice to Filed Operations leadership team on effective human resource policies, practices and initiatives and respond to inquiries regarding policies, procedures and programs.
• Assist, educate and coach line managers to become skilled at effectively handling and resolving employee issues.
• Work with P&C Dir in implementing proactive employee relations programs and initiatives, overall reducing incidents.
• Proactively communicate, coach and make recommendations as appropriate on ways to improve the work life balance of the teams.
• Work alongside with impacted staff, managers, department head on handling staff issues and close them with care, fairness, clarity and compliance/ labour guidelines.

Performance Management: PFP – Partnering for Performance: 5% of time

Planning organizing, timely completion, improved performance culture.

• Work with P&C Dir and Department Directors in building and culture of performance and accountability across units.
• Implement new hire probation, mid-year and annual PFP calendar and timeline.
• Design and deliver customized training programs and tools for line managers and staff on effective performance management.
• Gather feedback throughout the cycle through surveys, small group discussions, on the quality of process and tools, and where changes may be needed. Utilize feedback for changing/revising performance management practices.
• Engage with staff manager and department heads on timely completion of pfp process on workday e.g., completion of rating, calibration, approval and recording on WD.
• Track and monitor NI Needs improvement rated staff and engage with managers and ensure the completion of PIP process (objectively).
• In collaboration with Line Managers provide recommendations to P&C Director on Performance Management outcomes (remedial and rewards). Analyse performance trends and prepare reports and recommendations for business improvements.

Talent Management: 10% of time

Implement our talent management framework and philosophies.

• Support the P&C Director with the development of WVISL Talent Pool and succession planning.
• Coordinate with managers on WV talent management framework, implementing tools and programmes.
• Integrate data from performance management processes (P4P) into talent management database and development initiatives.
• Inform and support strategies for engaging, deploying and retaining talent at WVISL and provide management information on depth and breadth of talent to deliver current and future strategic and operational goals.
• Participate in designing a system and process for tracking key staff in their development.
• Coordinate and facilitate secondments / exchange of experience
• Identify skill gaps and mentoring and coaching opportunities to develop desired competencies and skills
• Initiate and manage the internship programs annually, work with manager and interns per the internship business scope.

Learning & Development: 15% of time

Approach for strengthening the learning environment and culture.

• Support the ongoing program for managerial competencies needed across all levels of management (e.g., Situational Leadership II, Management Matters programs, Core Competencies, MLC, Ecampus etc)
• Research and develop specific plans and programs for unique managerial needs (e.g., first-time managers, managers promoted to next level)
• Build readiness and culture of blended learning (technology/virtual components blended with face-to-face events)
• Assess current quality of facilitation skills across various departments/trainers and develop approach to strengthen facilitation skills
• Build relevant tools to support 1) the evaluation of training events and programs, and 2) monitoring the application of learning
• Support the ongoing understanding of 70:20:10 learning principles and application.
• Develop, update and maintain a yearly training calendar that addresses all the pertinent development needs for the purpose of staff growth (capacity building calendar.
• Continuously coordinate with managers to capture any changes in the training and development needs and to maintain the needs for the Organization as current and anticipate possible future needs.
• Store training designs in a database which will serve as a resource center and at the same time document the process of change into World Vision's new learning-centered designs.
• Coordinate, update and/or draft policies and procedures as they relate to organizational/staff development and training.
• Coordinate regularly with the recruitment manager to promote Gender balance and ensure Diversity.
• Compile and submit semi-annual gender mainstreaming report.
• Engage organizationally on employee core competencies and annually implement self-assessments.
• Track and monitor Compliance and L&D ecampus courses and engage with staff on high % of completion
• Maintain all required information of employee learning and development initiatives.
• Establish and maintain proper data bases for employee performance, individual development, and learning and development efforts.
• Participate and Support the HEA scorecard NDPP, Capacity assessment, Risk Assessment, Contingency and other compliance matters.

Workday-WD systems Champion (Online data management, personnel file management): 20% of time.

• Be a workday champion, oversee all staff data and record in WD and ensure accuracy is maintained.
• Oversee information management through the P&C systems of HRIS and Workday.
• Review and make changes in WD as and when needed process data according to HRIS and WD procedures.
• Manage/ensure data accuracy: This is done through running monthly audit queries, analyzing where errors are occurring and taking necessary steps to overcome. This may involve a change of process, training staff or communication depending on the cause.
• Ensure regular training are provided to staff on Workday
• Develop monthly staff reports e.g., new, active, separate, gender, grade position location etc. Work with mangers specifically on gender and diversity.
• Facilitate the smooth implementation of WD and staff data / personnel file accuracy.
• Review and strengthen personnel file management, both with P&C officer regularly reconcile data and personnel file records.
• Provide oversight of soft copy (online) and hard copy document storage.
• Work with ICT on online P&C storage mechanisms, One-drive online filing system and ensure its working smoothly.

New Hire Orientations Programs: 10% of time

• Design and develop effective orientation program in alignment with WV values, culture and requirements and ensure it is regularly updated.
• In conjunction with departmental heads, develop functional orientation content, inviting functional managers carry out orientations where needed.
• Coordination of In-Depth Staff Orientation: This deliverable involves a well-orchestrated orientation process that effectively integrates new hires and updates existing staff.
• Lead and handle the onboarding of new staff. Guide and advise new hires on Organizational P&C matters, adhere to their queries, clarify policies, guidelines.
• Conduct post hire survey on improving the employee experience.

Staff Care and Employee Wellbeing: 10% of time

• Work with P&C Dir in developing strategy and approach for staff care and welling.
• lead and implement the process of staff resilience and overall approach to stress management and critical incident support
• Receive training in peer support and critical incident stress management and ensure others in WVISL are also trained and ready for support
• Actively participate in peer support, critical incident support when needed
• Work with Faith and Development Manager on Staff spiritual nurture formation. Develop theological foundation for rest and recovery and share with staff and managers through meetings and written communications.
• Research culturally appropriate support for stress and trauma in country, ensuring readiness and sharing of information
• Review occupational health and safety practices and coordinate with Security Manager for any changes.
• Coordinates the overall development, promotion and service delivery of staff care services in all aspects – physical, emotional, behavioural, cognitive and spiritual that meets the needs and support to staff.
• Develop mechanisms that will promote and support Staff Well Being (Staff Well Being Education) through orientation, training, team building, and produce SME materials through email, posters, etc
• Develop mechanism that will promote and support Critical Incident Stress Management (CISM) – support staff on pre, during and after care, using the CISM model. Use of interventions appropriate to the need of the staff.
• Work with P&C Dir on the organization’s staff care peer support team (a group of staff who have completed the Critical Incident Stress Management Training) which includes defining the group’s plan of action for staff care and emergency response as well as stress management orientation to all staff in specific areas.
• Work with Admin Manager and Security Manager on office and workplace safety, health and hygiene. Provide advice and guidance where necessary.

Contribute actively as member of P&C Management Team: 5% of time

• Work together with P&C Dir on change management matters impacting employees
• Support P&C Director in strategic alignment and implementation of proactive people solutions across WVISL

• Provide leadership to the subordinates and enhance their performance and contribution in the Organisation.

• Coach guide and mentor reporting P&C staff.

• Build nurture and maintain P&C confidentiality.
• Support P&C Director in building capacity and competencies of P&C team as a whole. Proactively bring learning and development initiatives for P&C Team.
• Provide interpretation & application of policies, procedures, terms and conditions of service, to all client group employees.
• Support the P&C Dir in representing WVISL in the INGO coordination meetings and discussions forums in relation to labour laws and people matters.
• Establish monthly and annual functional work plans and align with P&C Strategic Implementation Plan
• Work closely with P&C Manager Staffing and Total Reward and jointly review and contribute to the improvement P&C performance.
• Participate in interviews when needed, balancing and sharing workload on recruitments.
• Engage and collaborate regularly for accomplishing team tasks.
• Produce monthly data and reports giving accurate picture and information on P&C departmental performance/ matters.
• Contribute to the technical support in preparation of Country P&C strategy, annual operational plan and budgets.
• Draft/prepare key P&C external messages, letters and communications.

KNOWLEDGE/QUALIFICATIONS FOR THE ROLE

Required Professional Experience

• Minimum 5 plus years in progressive Human Resource/ People and Culture work experience.
• 3yrs plus HR / P&C supervisory or at managerial level, with hands on experience in position specific areas
• Preferred: Learning and Development and employee wellbeing experience in the development sector/organization.

Required Education, training, license, registration, and certification

• Minimum Qualification: BA in Management, Human Resources, Business Administration, Public Administration or related field
• Preferred: MBA or master's in human resource development, Management or equivalent experience in the training and development field.
• Other: Certification in facilitation skills and competencies preferred

Preferred Knowledge, Skills and Qualifications

• An understanding of adult learning principles, instructional design methodologies, and learning management systems is generally required. Knowledge of relevant industry trends and legal regulations is a must.
• Fluency in computer skills, specifically excel data management, word, PPT and HR software platforms.
• Demonstrated ability, skills and experience in supervision of work, project management, facilitating feedback/reviews, process mapping and process improvement in HR.
• Depth of Knowledge and experience in handling Labour laws matters, developing and implementing organizational HR policy.
• High degree of skills and abilities in the area of HR/ P&C technical know-how, problem solving and accountability.
• Excellent managerial skill on planning, organizing, facilitating, coordinating P&C matters across the country, especially with complex work arrangement (staff based in capital, provinces and districts, rural and remote locations).
• Tact and diplomacy in dealing with staff-related matters, and ability to maintain high confidentiality. Strong skills in balancing organizational dynamics, including local cultural dynamics.
• Ability to maintain positive and effective working relationships with all levels of staff and public.
• Fluency in English communication, both read and write.
• Ability to prioritize work and meet deadline, willingness to stretch extra hours and work with stakeholders to complete projects.
• Thorough knowledge and experience in HR/P&C metrics, research, assessments, business proposals.
• S/he Should Meticulous, maintain accuracy in work, attention to detail, transparent, thoughtfulness, and be a people person.

Travel and/or Work Environment Requirement

• 20 % travel to field offices based in rural and remote areas.
• Occasional off hours working.

Physical Requirements

• Travel, attend meeting in different locations

Language Requirements

• English professional Communication with high level of fluency.

Applicant Types Accepted:

Local Applicants Only