Emergency Response Roster - People & Culture Manager

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.

Key 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 issue