Regional People & Culture Business Partner – West Africa

Reference: 9508-17R22191

Location: Africa – Senegal

Town/City: Dakar

Application Deadline Date: 08-Mar-18

Category: Human Resources

Type: Fixed term, Full-time

International Role: No – Only National applicants will be considered.

JOB DESCRIPTION

Work Location: Dakar, Senegal but can also be based in West Africa

Duration: 1- 2 Years

Type of Contract: Local Contract . The selected candidate will work under local conditions.

BACKGROUND:

A key element of becoming a high performance organization is developing both strong organizational structures and a strong performance culture. That is, one where the goals and strategy are clear; where each person’s job and contribution is clearly linked and understood within clear and complete organizational structures; where all employees are cared for and are treated with respect and dignity; and where there is mutual accountability for outcomes.

This role is the subject matter expert and regional champion in response to that challenge. It encompasses the disciplines of organization design and development, change management, employee well-being, employee relations, and employee engagement.

PURPOSE OF POSITION:

The role is responsible for implementing and contextualizing global strategy, policies and organizational structures that build enhanced levels of performance and accountability across the Region and supporting this goal with an infrastructure of change management processes, an engaged and motivated workforce, support services in the form of well-being and staff care initiatives, policies and programs that support the region and NOs workforce and organizational design. Develop support to ensure structures are in place that facilitates the achievement of organizational goals and strategies. This role provides thought leadership and best practice solutions to building and sustaining a high performance culture across the region.

Reporting to the Region Director of P&C, this role will lead the implementation of global initiatives as appropriate within the region and develop those programs and support systems as required to meet the unique needs of the region. Supporting, measuring and reporting on implementation will be central.

MAJOR GOALS & ACCOUNTABILITIES:

The Regional P&C Business Partner will add value to the Region and Partnership through the following drivers:

• Implement, develop and gain endorsement for best in class solutions aligned to core Regional priorities.

• Influence and drive Regional prioritization and resourcing (including financial) for all aspects of building and sustaining a high performance culture.

• Implement and develop clear policies, principles and standards to be applied across the Region.

• Deliver high-level expert advice and ‘thought leadership’ across the Region.

• Source and/or develop those products and services that will be implemented and leveraged across the region to meet the needs of the NOs in the areas of this portfolio.

• Be a catalyst for best practice and knowledge sharing within the respective portfolio and participate in global practice groups outside of the Region.

• Provide reporting against progress using those metrics that have been agreed for both partnership wide reporting and local regional measurement.

• The role will drive the Region to achieve measurable improvements in:

• Region wide consistency of performance goal setting

• Staff throughout the Region having clearly articulated, endorsed and measured accountabilities that are clearly linked to the goals of the Region and Partnership.

• The level of staff care provided throughout the Region particularly in high risk locations

• A process for measuring employee engagement and responding to areas needing improvement.

• Ensure effective employee relations mechanisms are in place throughout the Region that support resolution of conflict ensures a safe and harassment-free workplace and provides appropriate processes for dispute resolution.

Key areas of focus are:

1. PEOPLE’S DATA & P&C SYSTEMS

Acts as the regional focal point for the gathering and maintaining of P&C data. Reporting the LEADER Strategy implementation

• Responsible for People Measures and Metrics Reporting: provide analysis and reporting against progress on metric agreed upon for both the Partnership and the Region.

• Make recommendation to address gaps emanating from LEADER people metrics data analysis and trends

• Assist with the implementation and tracking of strategically aligned KPIs (qualitative and quantitative) that cascade objectives from global to regional to national, linking accountabilities and performance.

• Drive the implementation of HRIS (Our People) in WARO.

• Coordinates with GC P&C on identifying data to be tracked and mechanisms to be used.

Works with NOs and the Regional Office on most effective methods to gather and maintain accurate employee data in OurPeople.

2) PEOPLE POLICIES, AUDIT & LEGAL

Responsible for ensuring that appropriate global P&C policies have been disseminated and implemented throughout the region.

• Provides input to GC P&C policy development on policies intended for global applicability.

• Acts as region point person for the dissemination of all global P&C policies.

• Assesses the need for additional local policies and provide support in developing them where required.

• Provides the mechanism for the development, approval and maintenance of needed local P&C policies in line with global partnership and regional priorities.

Follow up on the audit reports (implementation of recommendations) and legal matters.

Responsible for ensuring that appropriate global P&C policies have been disseminated and implemented throughout the region.

• Provides input to GC P&C policy development on policies intended for global applicability.

• Acts as region point person for the dissemination of all global P&C policies.

• Assesses the need for additional local policies and provide support in developing them where required.

• Provides the mechanism for the development, approval and maintenance of needed local P&C policies in line with global partnership and regional priorities.

Follow up on the audit reports (implementation of recommendations) and legal matters.

Employee Engagement (10%)

Ensure a region-wide process is in place for assessing and maintaining high levels of employee engagement:

• Implement and maintain a partnership wide measurement system/survey to capture data.

• Ensure processes are in place to respond to issues identified.

Correlate engagement results/approach to broader culture and strategy issues to ensure a consistent effort is underway to maintain and enhance the WV culture.

3) CHANGE MANAGEMENT & KNOWLEDGE MANAGEMENT

Implements a change management approach that ensures the Region will move from current state to future desired state in an efficient and effective manner:

• Develop and implement a change management philosophy and program that is consistent with WV culture and aligned with global strategies and regional context

• Design a deployment framework for the implementation of the change management program, contextualized for regional and national requirements.

• Review and as appropriate develop initiatives for change management support to field initiatives both regionally and nationally as needed.

• Develop methodologies that provide for a regional framework with local contextualization.

• Provide best intellectual capital in relation to change management thinking and approaches.

Knowledge management – responsible for collecting data on best business practices of change within the region and developing them into case studies for utilization for learning and development programs and for information purposes.

4) ORGANIZATIONAL DESIGN & DEVELOPMENT

Responsible for regional consultancy and advisement in the area of organizational design and development

• Provides organizational design consulting to the regional and national organizational units as required.

• Ensures infrastructure is in place to support and maintain required organizational structures.

• Assists with re-organizational design and structural modifications when necessary.

• Ensures organizational structures are appropriate to support the achievement of strategies and goals.

• Work with Hub P&C Directors to get all National offices Organizational charts at the beginning of each fiscal year.

• In collaboration with HUB P&C Directors ensure that National offices organizational structures are aligned with strategies and are relevant to support their NO strategies.

Provide expertise in OD in ensuring correlation between strategies, systems, and people matters.

5) EMPLOYEE RELATIONS & STAFF CARE

Provides regional and national employee relations support to ensure that WV provides a workplace that is in compliance with appropriate laws and regulations and maintains a safe and respectful environment

• Develop and maintain those policies and programs needed to achieve this objective.

• Respond to ER crises and issues to ensure fair treatment for all and compliance with policies and procedures.

• Provide support to the field on matters of employee relations as needed.

• Ensure timely reporting and adequate management of employee relations issues and other incidents in WVI’s Integrated Incident Management System.

• Update and maintain data, and generate needed reports from the Integrated Incident Management System.

Drive the Region to achieve measurable improvements in the level of staff care provided throughout the Region particularly in high risk locations.

6) OTHERS

• Coordinate the consistent management of benefits for international staff in line with WVI policies:

• Coordinate SOS evacuations as required with NOs in the region.

• Assist in providing support to International staff on health insurance (CIGNA).

• Work with the WAR International Staffing Specialist in regards to recruitment needs in the region.

• Follow up on implementation of joint actions of WAR P&C network as per network ToR and charter

• Attend and participate in Christian devotional meetings.

• May be asked to represent WV West Africa P&C at Partnership forums or meetings.

• May be asked to deputise for the Regional P&C Director as and when the need arises.

• Carry out additional responsibilities and projects as assigned.

Key Relationships:

• Reports to Regional Director of P&C on the development and execution of this portfolio.

• Key client relationships with senior leadership at the Region, the National Offices, and those relationships outside of the region which can inform the portfolio.

• Consults with Regional Leader and other key senior staff relating to matters of organizational design and development

• Specialist leadership on functional matters within the Region and a participant in global centers of expertise.

• Leads and supports work teams as required within the Region or National Offices to accomplish assigned goals.

• Is part of the P&C Regional team and works in close collaboration with other P&C team members both in the region and the NOs.

• External benchmarking organizations and networks.

• Key service providers – eg. Consultants and providers of services such as Accenture and other external consultants that may be used from time to time.

• Carry out additional responsibilities and projects as assigned, including administrative and planning functions.

Qualifications: Education/Knowledge/Technical Skills and Experience

• Educational level required: Masters degree preferably in Human Resources Development/Occupational Psychology, Organisational Development or relevant equivalent

• Technical Training qualifications required: knowledge of and/or experience across the portfolio desirable as is a generalist HR background. The following specific experience would be beneficial:

• Relevant working experience- At least 8 years related HR experience –generalist & specialist; preferably a former Human Resource Director/ Manager within World Vision.

• Successful senior level HR professional with considerable strategic thinking and change management experience.

• Solid experience of developing and steering culture change.

• Solid Organization Design and Workforce Planning experience

• Change Management and Culture Transformation

• 5+ years of experience with medium to large scale organizational change.

• 5 years’ experience in supervisory or managerial role.

• Good understanding and direct experience of best practice in people management, including performance management.

• Very strong in quantitative analysis.

• Proven ability to work within and strengthen teams, particularly leadership and management teams.

• Has had project administration experience in a global context

• Innovative and problem-solving skills and capacity to deliver under pressure; pragmatism; persistence

• Research skills

• Ability to design, conduct and analyze change diagnostic processes.

• Training delivery skills

• Worked on the implementation of an HRIS system

• Strong Cross-Cultural Communication, Facilitation, Coaching and development skills across major cultural areas

• Others:

• Analytical, problem solving and conceptual skills necessary for effective strategic thinking

• Excellent interpersonal and diplomatic skills

• Willing to challenge the status quo

• Ability to handle confidential information in a professional manner

• Thrives in a changing environment

• Creative, yet practical in approach

• Excellent writing and presentation skills combined with meticulous attention to detail and accuracy

• Communicates with enthusiasm and clarity

• Works collaboratively with others

• Good negotiation and influencing skills

• Good organisational abilities; is able to prioritise tasks and meet deadlines

• Delivers results – is focused and goal oriented

Other Competencies/Attributes:

• Must be a committed Christian, able to stand above denominational diversities.

• Attend and participate in daily devotions and weekly Chapel services.

• Perform other duties as required.

Language

• Fully Fluent: English

• Very good working knowledge of French

Working Environment / Conditions:

• Work environment: Office-based with frequent travel to the field

• Travel: 30% Domestic/international travel is required.