People & Culture Director (HR Director)
World Vision International

 

 


 Vacancy No: 1117
 Section/Unit: People & Culture
 Grade Level: 18
 Supervisor: Country Director
 No. of Post: 1
 Duty Station: Khartoum
 Duration: Fixed Term
 Closing Date: 05 Oct 2022

 
 Background:

World Vision is an international Christian humanitarian organization founded in 1950 with operations in nearly 100 countries worldwide. In Sudan, World Vision has programs in Darfur, Blue Nile, East Darfur, South Kordofan & Khartoum states. Our interventions are in early childhood education, health and nutrition, income generation and sustainable livelihoods. We serve all people regardless of religion, race, ethnicity, or gender.

 

PURPOSE OF POSITION

 

To provide strategic leadership to WV Sudan in the area of people management & organizational development in order to optimize organizational performance, fulfill World Visionís mission, vision, and core values, and to contribute to the measurable improvement of the well-being of vulnerable children and communities in Sudan. 

 

The P&C Director is primarily responsible for developing and promoting the P&C strategy, leadership development and sustainability, staff and organizational well-being, performance and accountability culture, diverse and talented workforce with the right set of mindsets and behaviors, internal and external networking for greater impact and a professional and sustainable P&C function in the organization.  

 

 



 
 Duties and responsibilities:

% TimeMajor Activities
  20%

P&C strategy development, review and execution

 

  • Develop and implement the People and Culture (P&C) strategy and business plan in support of and in alignment with country, regional and global P&C strategic priorities.
  • Spearhead the monitoring and reporting of P&C metrics related to talent acquisition, development, retention, partnering for performance, employee engagement and organizational leadership.
  • Serve and contribute as a member of the Senior Leadership Team (SLT) and other internal teams (crisis management team, etc)
15%

Promote Leadership capacity, quality and sustainability 

 

  • Build the capacity, depth and breadth of National Office and Projects leadership to meet the evolving leadership needs, to realize Our Promise and to enable transformational mindsets and behaviours.
  • Identify and nurture globally, regionally and in-country mobile talent to support leadership and career development, succession planning and retention of high potential managers and leaders in fragile and conflict areas and to prepare a pipeline for future leadership 
  • Design and spearhead the development of staff capacity, including mindsets and behaviors, to work effectively in fragile contexts. 
  • Design and execute an orientation and on-boarding strategy that will enable staff to understand Our Promise and its implications on World Visionís work in different contexts, including fragile.
15%

Ensuring Staff engagement and well-being 

 

  • Maximize staff well-being to enable staff to embrace the opportunities and challenges in meeting Our Promise. Contextualize, promote and support systems, services and programs for staff well-being. 
  • Execute the Our Voice survey and leverage the results to enhance Staff and Organizational Well-being. Together with the senior leadership team, plan and drive measurable improvements in Organizational Leadership, Culture, Agility and Effectiveness. 
  • Strengthen the quality of Staff Care and Peer Support interventions 
  • Identify organizational culture gaps and plan culture change interventions to promote leadership and staff mindset & behavior changes 
  • Design and execute compensation and benefits strategy, systems and processes in alignment to Our Promise that enable the organization to attract and retain competent staff. 

 

15%

Promote Performance & Accountability across the organization 

 

  • Lead structure review processes to match program requirements 
  • Spearhead the partnering for performance process.
  • Review and contextualize global and regional P&C Policies to National Office P&C policies for international assignees and national staff and ensure  alignment with Country labor laws. 
  • Ensure people management risks are identified and the organization regularly reviews and implements adequate risk mitigation measures for fragile, conflict and response areas. 
  • Provide leadership in educating staff on employee relations and investigations protocols and ensure cases are managed confidentially and promptly. 

 

15%

Develop capable and available workforce

 

  • Spearhead the acquisition and prepositioning of a diverse and talented workforce using work force planning 
  • Ensure that the National Office recruitment policy, system and processes are well established for acquiring talent with required competencies, mindsets and behaviors required to realize Our Promise. 
  • Ensure monitoring and reporting systems for national & international hires are effectively managed.
  • Promote gender diversity through appropriate identification of talent at all levels, including leadership development for women

 

10%

Develop a strategic and professional People & Culture team

 

  • Ensure that the People & Culture function has the required capacity, capability, systems, processes, policies and guidelines to drive transformation of mindsets and behaviors and realization of Our Promise.
  • Promote a customer centric P&C culture, ensuring professionalism and accountability in delivering services to staff and leaders. 
  • 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 Our People is fully operational with accurate and complete information for decision making.
10%

Promote external and internal coordination

 

  • Establish proactive linkages and strategic networks with peer organizations for broader impact and also to keep abreast of the ongoing changes in the external environment that affects the fragile context operations. 
  • Consistently develop and maintain effective working relationships with Regional P&C, SLT and different departments including field based program managers.

 


 
 Minimum Qualification, Skills and Experience Required:

  • Fluent in English, verbal and written
  • Bachelorís degree in Human Resources Management, Business Management or Social Sciences. Masterís Degree in the relevant field is an added advantage. 
  • Professional qualifications in Human Resource Management or Organizational Development (OD) or Leadership Development. 
  • Experience:  Minimum of 5-7 years of experience in a Senior Human Resources Management position in an international organization.  
  • Strong understanding of the countryís labor laws (labor office, HAC)
  • NGO experience a plus
  • Experience in risk management in high-risk and sensitive environments.
  • Staff care and Critical Incident Stress Management (CISM) training 

Preferred Skills:

  • Visionary thinking and understanding of humanitarian operations in fragile contexts.  
  • Proven record of managing people in a diverse cross-cultural and interfaith setting and implementing organizational change in restricted and fragile contexts.
  • Familiarity with INGO international staffing policies
  • Demonstration of strong interpersonal skills, and 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.
  • Proven facilitation skills.
  • Team player.  
  • Ensure a gender and diversity perspective 
  • 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. 

 




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