WVV People And Culture Director

JOB PURPOSE
Provide strategic leadership to World Vision International in Vietnam in the area of People & Culture (P&C), and Organizational Development by maximizing the potential of World Vision Vietnam's (WVV) human resources and optimizing organizational performance, sustaining the culture in line with Our Promise. Mindsets and Behaviours and ensuring alignment to fulfil World Vision's strategy. Reporting to the National Director, the People & Culture Director will provide leadership in developing leadership capacity, furthering executive development of Senior Leadership Team and World Vision Vietnam staff.
Lead and facilitate the development of a highly effective and strategic People & Culture function to ensure the organization has the right structure, culture and talent needed to deliver on its objectives. The position will play a key role in assessing internal and external environment in the workplace demands to ensure a proper change management and organizational culture approach, that considers national socio-political context, disasters, and lead actions on attracting and retaining qualified work force, new organizational initiatives towards efficiency and effectiveness and increasing need for higher levels of accountabilities to support new funding streams, including Grant and PNS Projects, and diverse programs, including emergency response.
MAJOR RESPONSIBILITIES
I. PEOPLE & CULTURE STRATEGIC LEADERSHIP
• Advise and support the Leadership in their leadership and engagement on matters related to Human Resource Management and Organizational Development.
• Strategic business partnering with the Leadership at all levels in creating a culture of transformational leadership.
• Advise and support the Leadership on all aspects relating to Human Resource Management, Leadership & Development and Organizational Development to create an enabling environment and increase people's productivity.
• Collaborate with Senior Leadership Team (SLT) in setting up and management of performance accountability systems and HR balance scorecard in consultation with all relevant stakeholders.
• People & Culture metrics monitored and reported for efficiency on talent acquisition, development, retention, performance management, employee engagement and organizational leadership - reflecting high standards of organisational performance
• In consultation with the National Director ensure the ongoing evolution of HR policies, procedures and systems appropriate to the working needs of the organization, consistent to WVI Partnership P&C standards, and the local legal context. Risks pertaining to P&C area are minimized.
• Facilitate the recruitment process of senior leadership positions by working closely with the National Director and Regional related Director Leader.
• Lead the development and implementation of People & Culture department strategy and annual business plan in support of and in alignment with Country, Regional strategy and priorities.
• Provide leadership to development and implementation of organization wide communication and change management plan during transition.
II. TECHNICAL AND OPERATIONAL SUPPORT
• Provide direction and guidance in all areas of P&C such as Recruitment, Workforce Planning, Change Management & Organizational Development, Total Rewards, Employee Relations, Staff Care, Performance Management, Talent Development & Management, Retention, Succession Planning, among others.
• Ensure HR system (Workday) is optimized to meet/advance People & Culture standards.
• Work with Senior Leadership Team to identify, develop and nurture a robust talent bench of future leaders for succession planning.
• Inspire continuous learning and improvement in P&C practices, systems and tools that will enhance the efficiency and effectiveness of the organization.
• Develop and expand external networks and linkages with other International Non-governmental Organizations, Partners, People & Culture consulting groups, among others for collaboration, benchmarking and employer branding.
• Develop strategic work force plan for the organization to deliver the country strategy.
III. WORLD VISION'S MISSION, VISION, CORE VALUES
• Coordinate with relevant teams to ensure on-boarding materials cover WV core values and ethos and all employees understand and apply WV's Core Documents and approach to holistic ministry to their work
• Support all leaders to create opportunities and environment for all employees to participate in corporate initiatives focused on WV's Mission, Vision and Core Values.
• Facilitate opportunities for structured dialogue (regarding WV's Mission, Vision and Core Values and their application to our work) among all staff
• Advise National Director on transformational development considerations, which may require SLT and leaders to model and promote WV's values, mind-sets and behaviors.
• Advise National Director on locally appropriate practices pertaining to the application of faith to our work
• Support People & Culture to clearly articulate transformational development considerations in the various P&C processes, practices and tools (ex.: job descriptions, screening, hiring, on-boarding, performance management, training, talent development, etc.)
IV. TALENT MANAGEMENT AND CAPACITY BUILDING
• Lead the assessment, development and implementation of a capacity building (learning and development) plan based on People & Culture priorities and strategy.
• Provide leadership to WVI Vietnam's capacity building (leaning and development) initiatives in alignment with the regional and national capacity building framework and strategy.
• Build capacity of People & Culture team to deliver quality ministry, including structure, people, funding, and systems.
• In partnership with Senior Leadership Team and key stakeholders, ensure gap analysis from Talent Management point of view and provide direction to improve the quality of talent pipeline.
• Well-designed recruitment policy, systems and processes to attract high potentials with the required mind-sets and behaviours.
• Coordinate job rotation and relocation in consultation with line managers and relevant departments to enable professional growth and career development of staff.
• Plan and implement the traineeship program so that there is always a bench strength in the organization to cater the growth as well as have capable and committed workforce for very remote and rural mountainous locations.
• Succession plan, career development plan and talent review is developed and implemented, focusing on highly potential and committed staff.
• Potential successors (secondliners) for key and critical positions and for future leadership identified and systematically nurtured.
• Training/coaching programs and processes are designed and facilitated.
• Develop future leaders and managers for the organization, leveraging the use of WVI resources including SLDP, RLDP, GLO, Management Essentials, KAIZEN, and other related arrangements
• Standards, policies and guidelines for staff and leadership development including promotion are set in consultation with SLT
V. EMPLOYEE ENGAGEMENT AND STAFF WELL BEING
• Ensure appropriate Staff Care policies are in place to ensure well-being of staff.
• Lead annual Our Voice survey (OVS). Follow up actions to improve Our Voice results are developed and implemented in consultation with Senior Leadership Team and relevant managers.
• In consultation with the National Director, ensure that the Compensation & Benefits are competitive (on par with other INGOs which are similar to WVV) to attract competent professional staff as well as retain committed staff.
• Undertake periodical salary surveys
• All the jobs are objectively and fairly evaluated and graded by HAY
VI. ORGANIZATION CULTURE AND CHANGE
• Leadership development programs are in place that produce cultural alignment, build leadership skills and develop behaviors consistent with WVI values and expectations of leaders.
• Culture Management plans are in place across functions and are focused on Our Promise strategic mindsets and behaviors and capabilities.
• Organization Development initiatives reflect excellent change management principles to gain traction and make lasting organization-wide change.
• Ensure a strong performance culture, including reinforcement of the implementation of Partnering for Performance (P4P) approach. This includes recognition of good performers, and dealing with non-performers and other HR related issues in a timely manner.
• Ensure on-going performance and career conversations at all levels using partnering for performance mechanism.
• Leadership development programs are in place that produce cultural alignment, build leadership skills and develop behaviors consistent with WVI values and expectations of leaders.
• Culture Management plans are in place across functions and are focused on Our Promise strategic mindsets and behaviors and capabilities.
• Organization Development initiatives reflect excellent change management principles to gain traction and make lasting organization-wide change
VII. QUALITY ASSURANCE/RISK MANAGEMENT
• Ensure staff compliance with Conflict of Interest policy, Safeguarding Policy and code of conduct.
• Lead WVI Vietnam in creating risk mitigation implementation plan related to People & Culture based on Regional Security and Risk guidelines and Internal Audit recommendations related to People & Culture.
• Lead, monitor and evaluate the progress of human resources management practices ensuring compliance with WVI partnership standards, policies and procedures and the Vietnam labour law.
• Advise and support in addressing gaps/issues in People & Culture practices as necessary and appropriate.
• Ensure relations with the local labor agencies (DIPSERCO, SCEDFA, FOSCO), Insurance and other local partner agencies on Human Resource Management related issues are maintained and strengthened, and the legal compliance is ensured.
• Ensure HR system (Workday) is optimized to meet and advance People & Culture standards.
• Ensure effective implementation of Integrated Incident Management (IIM) and Employee Relations systems, ensures capacity within WVI Vietnam to manage incidents and follow through action plans and management decision.
• Facilitate staff grievances and disciplinary processes in collaboration with line managers.
• Liaise with WVI Legal department and local Legal Counsel on matters pertaining to any employee-employer relationship that will have legal ramifications to WVI