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World Vision · 1 month ago

Emergency Response Roster - People & Culture Manager

United States

Full-time

Remote

Senior Level

5+ years exp

World Vision is a humanitarian organization focused on helping vulnerable children overcome poverty and experience fullness of life. The People & Culture Manager will provide strategic leadership in people management and organizational development to optimize humanitarian emergency response efforts, ensuring the well-being and performance of staff in high-risk contexts.

CharityNon ProfitReligion

Responsibilities

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 guidance and input to the senior leadership team in the alignment and execution of the Emergency Response Strategy and business plans

Consult with other NGOs to ensure good understanding of the environment, standardise practices and share resources

Collaborate with NO and Regional P&C to define division of labour of P&C responsibilities

Consult with all function leads to develop org charts, identify current and future staffing needs and develop work force plans

Ensure communication of P&C response activities to NO, RO & GC P&C and stakeholders

Developing Capable and Available Workforce

Spearhead the acquisition and prepositioning of a diverse and talented workforce using workforce planning for upcoming funding

Closely collaborate with Humanitarian Surge Counterparts and HDCC for effective fill and backfill of adequate deployable workforce to response

Ensure that the Response recruitment policy, system and processes are well established for acquiring right talents with required competencies, mindsets and behaviors

Facilitate function leads to prepare/adapt JDs or TORs in an appropriate language, which include all responsibilities to meet performance and safeguarding objectives

Use screening questionnaires and selection criteria in recruitment processes and document the process and justification for decisions

Promote gender diversity through appropriate identification of talent at all levels

Prepare roster of staff and share with key internal stakeholders on a regular basis

Advise and support the Response Director and the Senior Leadership Team (SLT) in engagement on critical issues relating to attraction, development, deployment, retention and separation of staff

Coordinate development and facilitate implementation of capacity-building plans

Coordinate identification of training needs with function leads

Facilitate function leads and managers to plan for staff training and capacity building activities and incorporate these into a response capacity building plan

Design and spear-head the capacity development of staff to prepare staff to work the required mindset and behaviours in the most vulnerable areas

Contribute to reviews, update design, rollout and effective strengthening of the global People & Culture (P&C) in Emergencies Roster through review of content, co-facilitation of courses and mentoring, Ensure referrals of response P&C to the course

Ensuring Staff engagement and well-being

Serve and contribute as a member of the Crisis Management Team to ensure the safety and security of staff

Maximise staff well-being to enable staff to embrace the opportunities and challenges in meeting Our Promise. Contextualise, promote and support systems, services and programs for staff well-being

Design and implement staff care function with support from the GC Staff Care team, which takes account of context specific occupational stress management issues and staff needs

Facilitate managers to include R&R, compensation time and vacation into staff work plans

Establish and communicate critical incident management processes ensuring that P&C staff are trained and participate in the crisis management team where appropriate

Implement and/or support appropriate team building activities as context allows

Establish and promote open and transparent communication channels and mechanisms for staff feedback to facilitate staff engagement

Promoting Accountability and Performance Culture

Maximize accountability for Organizational culture, agility, and effectiveness which drives high performance and realization of Our Promise

Lead structure realignment processes to match response requirements

Promote a culture of diversity and promote interfaith principles and values and oneness among Christian and staff of other faith

Coordinate with managers to ensure that seconded or deployed staff complete an end of deployment appraisal

Plan, implement, support and monitor a performance management system which ensures that staff have performance plans inclusive of KPIs for learning

Provide guidance and support to employees and managers in addressing unsatisfactory performance

Regular monitoring and strengthening of internal controls related to staff safety, hiring and separation processes, payroll management, employee relations

Provide leadership in educating staff on Safeguarding/Integrity & Protection Hotline and investigations protocol and ensure cases are managed confidentially and promptly

Develop and implement well defined staff, volunteer and intern on-boarding and exiting procedures

Provide international staff with country information and security brief prior to travel

Develop and implement an organisation orientation briefing for all staff inclusive of: a context briefing, safeguarding behavioural protocols and ways to report violations and the review and signing of key WV policies (i.e. Code of Conduct, Child and Adult Safeguarding, Conflict of Interest, etc), and the Core Humanitarian Standard

Liaise with Security to ensure that all staff receive a security context and protocols briefing

Liaise with Safeguarding to ensure that all staff receive a safeguarding orientation

Coordinate with managers to ensure new staff receive a JD or TOR, are briefed on their role and provided with required resources (i.e. computer, Outlook, Workday access, etc)

Ensure/remind handover

Promoting external and internal coordination

Establish proactive linkages and strategic networks with key International NGOs and other stakeholders at the national and international level for broader impact and also to keep abreast of the ongoing changes in the external environment that affects the fragile context operations

Develop, manage and sustain relationships with Regional and Global Centre P&C functional leads to proactively engage on fragile context peculiarities and its implication on P&C function

Consistently develop and maintain effective working relationships with Regional P&C, SLT and different departments including

Meet WV minimum quality standards & support improvement, reflection, learning & innovation

Ensure previous response P&C learnings are reviewed

Encourage the incorporation of best practice and innovation in response P&C

Ensure risks limiting achievement of objectives are reported & rapidly addressed

Ensure mechanisms are established to identify, document, and share function lessons learned

Participate in partner screening and capacity building (If applicable)

Participate in due diligence screening of partners, including advising Partnering on the strength of their human resource systems, policies and internal controls

Assess the human resource capacity of potential and selected partners

Identify medium and high human resource risks and define risk mitigation measures

Provide human resource trainings and capacity building support to partners as defined in capacity building plans, in coordination with Partnering and Operations

Qualification

Human Resources ManagementOrganizational DevelopmentEmergency Response PlanningRisk ManagementLeadership DevelopmentCross-Cultural ManagementStaff Well-beingCapacity BuildingWorkday ProficiencyAgile Decision MakingGender PerspectiveNetworking SkillsPersonal ResilienceVisionary ThinkingInnovation ManagementChange ManagementHostile Environment AwarenessEffective CommunicationTeam PlayerInterpersonal SkillsFacilitation Skills

Required

Master's degree in Human Resources Management or equivalent, Business Management or Social Sciences. Master's Degree in the relevant field is an added advantage

Professional qualifications in Human Resource Management or Organisational Development (OD) or Leadership Development

Minimum of 5 years of experience in a Senior Human Resources Management position in an international organisation

Minimum 2 years working in humanitarian response contexts including fragile contexts

Experience in risk management in high-risk and sensitive environments

Experience in emergency response scenario planning process

Effective written and verbal communication in English. At least one other UN language such as French, Arabic, Spanish, and Portuguese are preferred

Ability to travel to/within domestically and Internationally as required

Work hours are sometimes in excess of 12 hours per day during difficult periods of the response

Responses are often mounted in insecure or natural disaster-prone contexts, which may disrupt normal work patterns and generate staff safety issues

Work and housing environments may at times be well below normal standards in terms of facilities, equipment, food availability and hygiene

Preferred

Visionary thinking and understanding of humanitarian operations in fragile contexts

Proven record of managing people in a diverse cross-cultural and interfaith settings and initiating and implementing organisational change in restricted and fragile contexts

Familiarity with INGO international staffing policies and sound knowledge of Regional/ Country labour laws

Demonstration of well-developed interpersonal skills, excellent communication skills, both verbal and written

Highly flexible and agile in style with the ability to produce creative and pragmatic solutions to complex Human Resources problems

Proven conceptual & analytical skills and systems thinking

Agile decision making - knowledge for P&C/global policies at hand to facilitate decisions

Personal resilience in the face of complex and evolving contexts

Proven facilitation skills

Champions and manages innovation

Ensure a gender perspective in the scope of work

External engagement, internal engagement and networking skills

Very good OD and change management skills especially the ability to design and execute OD interventions in a fragile & grants funding context

Hostile Environment Awareness Training. (HEAT) is mandatory