Overview
The role serves as a focal point for staff engagement and wellbeing within the National Office, providing strategic People and Culture support to staff and managers. It aims to coordinate and implement management change initiatives and strengthen staff wellbeing awareness.
Key Responsibilities
- Provide thought partnership and strategic P&C support to staff and Managers on people matters.
- Coordinate and implement management change initiatives.
- Serve as the focal P&C Coordinator for the National Office on staff engagement and staff wellbeing and care matters.
- Monitor employee pulse and provide guidance on handling staff-related matters.
- Coordinate and facilitate P&C initiatives, including events, surveys, action plans, and learning sessions.
- Lead the development and implementation of the Our Voice action plan.
- Work with the Faith & Development Coordinator on peer support and spiritual nurture activities.
- Provide timely frontline P&C support to staff and managers.
- Conduct research and analysis to develop evidence-based proposals and business cases for change and learning initiatives.
- Develop and maintain effective P&C communication systems.
- Provide guidance, counselling, and hands-on support on employee relations, performance management, and conflict resolution.
- Strengthen staff well-being awareness and promote a healthy work environment.
- Support Field Operations leadership on effective P&C policies, processes, learning, and staff development programmes.
- Coach and support managers to effectively address and resolve employee issues.
- Implement proactive employee relations programmes.
- Work closely with affected staff, managers, and department heads to resolve staff issues.
- Coordinate and facilitate the implementation of guidelines on staff performance management.
- Work on customized training programs and tools for line managers on effective performance management.
- Facilitate learning and understanding on WVI PFP principles and policy requirements.
- Gather feedback throughout the performance management cycle.
- Utilize feedback for changing/revising performance management practices.
- Engage with staff manager and department heads on timely completion of pfp process on workday.
- Facilitate the development of NI Needs improvement forms.
- Engage with managers and ensure the completion of PIP process.
- Provide recommendations to P&C Director on Performance Management outcomes.
- Analyse performance trends and prepare reports and recommendations for business improvements.
- Implement 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 into talent management database and development initiatives.
- Inform and support strategies for engaging, deploying and retaining talent.
- Provide management information on depth and breadth of talent.
- Participate in designing a system and process for tracking key staff in their development.
- Identify skill gaps and mentoring and coaching opportunities.
- Facilitate, coordinate and handle the internship programs annually.
- Work with manager and interns per the internship business scope.
- Work with P&C Dir, Managers and Leader on Women in leadership initiatives.
- Work with P&C Manager on Talent and Hiring mechanisms and clarity.
- Support the ongoing program for managerial competencies.
- Research and develop specific plans and programs for unique managerial needs.
- Build readiness and culture of blended learning.
- Build relevant tools to support the evaluation of training events and programs.
- Support the ongoing understanding and implementation of 70:20:10 learning principles.
- Develop, update and maintain a yearly training calendar.
- Continuously coordinate with managers to capture any changes in the training and development needs.
- Store training designs in a database.
- Compile and submit semi-annual gender and diversity report.
- Engage organizationally on employee core competencies interventions.
- Track and monitor Compliance and L&D ecampus courses.
- Establish and maintain effective data bases for employee performance, individual development, and learning and development efforts.
- Participate and represent in Regional and GC L&D Network and Events.
- Facilitate process assessments and simplification initiative.
- Build a culture of evidence based learning.
- Participate and support the HEA scorecard NDPP, Capacity assessment, Risk Assessment, Contingency and other cross functional engagements.
- Facilitate the development of mechanisms for systematic tracking and monitoring of P&C work.
- Consolidate, analyse, and prepare required P&C reports and data for internal decision-making.
- Facilitate and develop/ produce consistent P&C weekly and monthly reports.
- Conduct periodic assessments and identify trends across key HR metrics.
- Ensure timely and high-quality submission of all P&C reports and data.
- Develop and maintain P&C-specific tracking tools and templates.
- Establish and manage a functional P&C dashboard.
- Design and develop an effective New Hire Orientation (NHO) program.
- Collaborate with departmental heads to develop functional orientation content and organise NHO sessions.
- Coordinate and facilitate onboarding activities.
- Lead the onboarding process.
- Conduct post-hire surveys.
- Maintain accurate orientation records.
- Monitor and ensure that all new staff participate in NHO.
- Develop a comprehensive strategy and approach for staff care and wellbeing.
- Lead and implement staff resilience initiatives.
- Receive training in peer support and Critical Incident Stress Management (CISM).
- Actively participate in peer support and critical incident response.
- Collaborate with the Faith and Development Manager to strengthen staff spiritual nurture and formation.
- Research and document culturally appropriate approaches to stress and trauma support.
- Review occupational health and safety (OHS) practices regularly.
- Coordinate the development, promotion, and delivery of holistic staff care services.
- Develop mechanisms and tools to promote Staff Wellbeing.
- Coordinate and facilitate the implementation of reward and recognition programmes.
- Contribute actively as member of P&C Management Team.
- Collaborate with the P&C Director on change management matters impacting employees.
- Support the P&C Director in strategic alignment and implementation of proactive people solutions.
- Build, nurture, and maintain strict confidentiality in all P&C matters.
- Provide interpretation and application of policies, procedures, and terms and conditions of service.
- Establish monthly and annual functional work plans.
- Participate in recruitment efforts as needed.
- Participate in interviews when required.
- Engage and collaborate regularly with all P&C units.
- Contribute technical inputs to the development of the Country P&C Strategy, Annual Operational Plan, and budgets.
- Draft and prepare key P&C external communications, letters, and compliance-related messaging.
- Facilitate the development of P&C process, flow tools and templates.
Required 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/organisation.
- 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 organisational HR policy.
- Excellent managerial skill on planning, organising, facilitating, coordinating P&C matters across the country, especially with complex work arrangements.
- Strong skills in balancing organisational dynamics, including local cultural dynamics.
- Thorough knowledge and experience in HR/P&C metrics, research, assessments, business proposals.
Qualifications
- 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.
- 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.
