Developing a Strategic/ Professional P& C team and Establish and implement response P&C policies, procedures and systems (including recruitment) to ensure Response objectives can be met
Conduct P&C assessment including P&C risks and NO P&C capacity.
Ensure that the People & Culture function has the required capacity, capability, systems, processes, policies and guidelines to drive the Response Strategy
Provide overall leadership and technical support to the P&C team, coaching and mentoring the team through regular meetings, sharing and monitoring individual plans to support professional growth and development.
Design efficient P&C systems and processes with a particular focus on process excellence and ensure that Workday is fully operational with accurate and complete information for decision-making.
Appoint P&C leader responsible for leadership, management and coordination of unit
Determine P&C organisational structure and staffing plan.
Develop, document and consistently apply required policies (i.e. secondment polices, hardship policies, R&R, per diem policy, etc) specific to the context to meet response objectives.
Ensure that appropriate waivers & exceptions to policy, processes, salary scales are provided to ensure that competent staff are deployed to deliver response objectives.
Support RO/NO salary scales and grade level alignment (using HAY evaluation) to the extent that this does not slow down the rapid recruitment and retention of competent staff to meet response objectives Where no NO exists, work with RO/GC to benchmark with other agencies to develop a salary scale.
Ensure employment policies comply with local employment law.
Establish and implement P&C administration systems that ensure response is able to meet objectives and comply with audit requirements (with appropriate waivers/exceptions).
Establish and implement procedures to ensure finance is provided with accurate payroll information each month.
Provide advice to response management on people issues with reference to the response context, adherence to local legislation, P&C practices and procedures.
Ensure P&C staff handovers are conducted
Develop P&C budget in coordination with Finance
Plan for P&C transition/ integration
Support in Ensuring Emergency Response Strategy development and execution
Assess workforce gaps vis-a-vis current and identify future response workforce requirements in close collaboration with Response Leadership and as supported by Surge Management/ HDCC
Develop and implement the People and Culture (P&C) strategy and business plan in support of and in alignment with the Response Plan.
Consult internal stakeholders in developing P&C strategy - RO P&C, NO P&C.
Provide strategic guid
Benefits
Vision insurance
Additional Information
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 34,000+ staff working in nearly 100 countries and share the joy of transforming vulnerable children's life stories!
Employee Contract Type:
International Assignment (WVI - Paid via GCLA) Fixed Term (Fixed Term)
Job Description:
Country location to be determined based on response.
Please submit your Cover Letter and CV in English.
Children's lives can change in an instant in the wake of war, disasters and humanitarian emergencies. We see how vulnerable they are and how much they need our protection.
Joining our Emergency Response Roster means you can be a part of our response, providing immediate support when disaster strikes.
Here's where you come in:
As a People & Culture(P&C) Manager in response, you will provide strategic leadership in the area of people management & organizational development to optimize humanitarian emergency response start-up, early phase and medium-term performance, fulfill World Vision's mission, vision, Core values and contribute to the measurable improvement of the well-being of vulnerable children and communities in major disaster- and conflict-affected fragile contexts.
The P&C Manager is primarily responsible for ensuring, developing, and promoting P&C strategy, staff well-being, performance and accountability culture, diverse and talented workforce with the right set of mindset and behaviors, internal and external networking for greater impact and a professional P&C function in the organization
The P&C Manager is an active member of the Senior Leadership Team.
P& C Manager is responsible for the timely provision of people that allows response plans to be turned into real activities. This function coordinates the allocation and provision of people to the response team. The timely provision of services and resources allows the response to be designed and carried out in an efficient and effective way.
People and Culture works closely with all Functions to make sure they have the staff needed to fulfil each Function's objectives.
World Vision · Global, Global