Job Purpose:

The Director/Deputy Director – People & Culture is responsible to provide strategic and operational leadership to the HR function, positioning it as a key business partner in the areas of Staffing & Recruitment, Talent & Performance Management, Reward & Employee Relations, Organizational Development and Change Management. This position will champion strategic initiatives connected to People, Learning & Growth, with the objectives of attracting, developing and retaining capable staff; strengthening staff care and resilience; and cultivating an accountable & agile organizational culture.

This position is a member of the Senior Management Team. The SMT is expected to role model leadership behaviors that are aligned with organizational core values and set a positive tone for the organizational life and culture that are fit for purpose, and support the achievement of organizational vision, mission and strategic objectives.

Key Responsibilities:

• Provide guidance and input to the Executive Leadership Team in the development and execution of the country strategy, in alignment with the regional and global strategic priorities.
• Develop and implement the People and Culture (P&C) annual strategy implementation plans in support of, and in alignment with the country strategy.
• Lead/co-lead, plan and implement initiatives towards the realization of organizational vision, mission, strategy and annual implementation plans.
• Lead organizational design & implementation, and alignment of organizational structure to the country strategy & programming needs.
• Lead the monitoring and reporting of people & culture metrics related to Staffing Recruitment & Retention, Talent Development, Performance Management, Employee Engagement and Organizational Leadership.
• Provide strategic support on all people related matters, providing leadership, advice and solutions based on analysis of People & Culture issues and challenges across the organization.
• Oversee People & Culture (P&C) related policies, manuals and procedures in alignment with Labor Law, global policies, changing context and staff feedback to ensure a coherent and fit for purpose framework for people initiatives and development.
• Develop, set up, maintain and improve People & Culture (P&C) infrastructure for recruitment, orientation, performance management, capacity building, compensation/benefits, staff care, retention, as well as pension and separation.
• Ensure appropriate and adequate People & Culture (P&C) related emergency policies and procedures.
• Ensure that employee relations, as well as employment terms, conditions and practices are fair, consistent, compliant with Labor Law, organizational policies and best practices.
• Ensure maintenance of updated information on staff salaries & benefits, and income tax calculations in compliance with laws and regulations.
• Ensure staff and partners are aware of and adhere to the Safeguarding Policies, Conflict of Interest and Code of Conduct.
• Ensure that any conflict, grievance, disciplinary, child safeguarding and harassment cases are effectively managed.
• Ensure policies, systems and procedures are well established for acquisition, prepositioning and retention of a diverse and talented workforce with required competencies, mindsets and behaviours required for realization of country strategy.
• Promote gender diversity and disability inclusion through organization design, talent management and leadership development at all levels.
• Ensure ongoing reflections of WV Core Values in staff development and staff care, nurturing characters, behaviours and culture that demonstrate the values.
• Lead implementation and maintenance of a fit for purpose, accountable performance management system that is in alignment with organizational strategic objectives, mindset and behaviours.
• Develop and implement talent management strategy including succession plan and leadership development & renewal plan required for realization of country strategy and prepositioning the workforce for the organization of the future.
• Develop and implement organizational learning and development strategy including capacity building plan that supports organizational design.
• Ensure internal communications where all staff are informed about organization change.
• Establish proactive linkages and strategic networks with key I/NGOs, donors, government and other stakeholders at the national level for broader impact, and to keep abreast of the ongoing changes in external environment that affects organization and its operations.
• Develop and maintain strategic relationships with HR leaders of partner organizations.
• Develop, manage and sustain relationships with Regional and Global Centre P&C functional leads to proactively engage on matters pertaining to P&C and its implication.
• Consistently develop and maintain working relationships with the Executive Leadership Team, cross departmental and with other leaders and managers.
• Ensure that the People & Culture (P&C) function has the required capacity, capability, systems, processes, policies and guidelines that drive transformation of mindsets and behaviours needed for strategy realization.
• Promote a customer centric culture in the People & Culture (P&C) function, ensuring professionalism and accountability in delivering services to staff, leaders and partners.
• Provide overall leadership and technical support to the P&C Team, coaching and mentoring the team through individual and team meetings to support their professional growth and development.
• Build capacity of P&C team, including structure, people, funding, and systems, to deliver quality services.
• Develop and implement effective performance management of the P&C Team.
• Provide Christian leadership and support to enrich the organization’s life, faith, Christian commitments and ministry to the most vulnerable children and communities we seek to serve.
• Staff strengthen their faith, prayer life, and sense of divine purpose with deeper spiritual growth & renewal,
• Employees connect deeply with the organization’s spiritual goals, increasing motivation aligned with Our Promise.
• Staff exhibit Christ-like attitudes (or values-driven service) in their work through increased compassion & servant leadership.
• Strong network, engagement and partnerships with churches or faith communities.
• Improved mental & emotional well-being – Reduced stress, burnout, and fatigue among staff.
• Higher job satisfaction & retention, Employees feel supported, boosting morale and reducing turnover.
• Stronger workplace relationships – A culture of care and teamwork enhances communication and collaboration.