WVV People & Culture Business Partner

World Vision is a Christian relief, development and advocacy organization working to improve the quality of life of people, especially children, who are marginalized and living in poverty.  World Vision helps all who are in need regardless of their religion, race, ethnicity or gender.

World Vision Viet Nam (WVIV) is supported by multiple countries and funded through a combination of sponsorship programs (majority) and Private Non-Sponsorship (PNS)/grants. WVIV operates across multiple provinces and implements Area Development Programs (ADPs) that focus on communities with high levels of poverty, often including ethnic minority populations. In addition to ADPs, WVIV implements various Special and Grant Projects to address the specific needs of vulnerable children in both ADP and non-ADP areas.

WVIV is headquartered in Hanoi, while majority of staff are based locally in ADPs and project sites across the country which enables them to work closely with government partners and communities on a daily basis.
 

The People & Culture (P&C) Business Partner serves as a strategic partner to assigned units, ensuring effective implementation of People & Culture practices that support organizational priorities and a positive employee experience. This role aims to enable a high-performing, engaged, and compliant workforce through strong collaboration with managers and alignment with organizational and policies.
 

1. WORKFORCE PLANNING AND SALARY & BENEFIT MANAGEMENT

Partner with line managers to plan staffing needs aligned with strategic goals.
Facilitate the multi-year and annual workforce planning, including grant/PNS project budget proposals and implementation in assigned units.
Closely manage salary & benefits spending in the assigned units and take follow-up actions as appropriate
Collaborate with Total Rewards/Talent Acquisition teams to ensure compliance with internal policies and labor laws.
Monitor retention, turnover, and other workforce metrics to inform decisions.
2. TALENT ACQUISITION PARTNERSHIP

Collaborate with TA team and hiring managers throughout the recruitment process including attracting candidates, participating in interviews, ensuring competency-based assessment and advising on offered packages.
Coordinate onboarding/orientation process for new hires and ensure all the new hires have good understanding of and subscribe to WVIV’s ethos, core values; understand WV’s approaches, policies, procedures, strategies and operations to perform their job. 
Participate in employer-branding activities where appropriate
3. EMPLOYMENT AND EMPLOYEE RELATIONS 

Facilitate staffing changes (promotion, new appointment, relocation, additional responsibility, secondment, etc.) in consultation with relevant line managers and technical staff.
all staff changes in the assigned units to relevant partners including Social Insurance Department, Personal Health and Accident Insurance Provider and Labor Management Agency in an accurate and timely manner.
Facilitate separation process in compliance with WV’s Policies, procedures and labor law.
Administer insurance claims and other benefits (absences, health check-up, etc.) for staff in the assigned zone/s in compliance with relevant laws, regulations and HR policies
Handle staff grievances and disciplinary action processes in consultation with the P&C Director and line managers following Vietnam Labor Law, P&C policy of WVIV and WV principles on Employee Relations. This includes support in handling grievance and disciplinary action processes of other zones.
Regularly track the legal changes including Labor Law and related laws (Insurance, PIT etc.) to propose appropriate revision for the P&C policy for National Staff/ Micro Finance Branches and expatriate staff
Serve as the focal point for P&C compliance matters, ensuring policies, procedures, and practices adhere to national labor laws and World Vision’s global standards.
4. PARTNERING FOR PERFORMANCE (PERFORMANCE MANAGEMENT)

Provide ongoing support and coaching to line managers and individual staff in the implementation of the Partnering for Performance (WV’s performance management approach and process). This is to ensure that the staff’s performance and development goals are SMART, contributing to team objectives and WVIV’s Strategic Implementation Plans.
Ensure performance management processes are implemented in a timely, fair, and transparent manner.
Equip line managers with relevant skills to inspire high performance, support career development and address poor performance in a timely and professional manner.
Monitor performance data to inform workforce and talent decisions
5. STAFF CARE AND ENGAGEMENT

In collaboration with line managers, create and maintain a conducive and psychologically safe working environment where staff enjoy wellbeing as well as are highly motivated to make valuable contribution to the organization.
Administer the staff engagement survey (Our Voice Survey) to get feedback from staff on the organizational and staff wellbeing.
Facilitate the development of WVIV’s Our Voice follow up action plan for the assigned units and implement and/or coordinate follow-up actions to improve the results.
Coordinate employee engagement activities to strengthen WV’s identity and and nurture the culture of loving, sharing and caring.
Support line managers in change communication, identification of Innovators and Early adaptors for change, and in motivating and implementing the change.
Act as change champion and support managers in leading teams through transitions.
6. P&C INFORMATION MANAGEMENT 

Ensure all employee information are recorded and updated on the Human Resources Information System (HRIS) in a timely and accurate manner.
Generate queries, analyses and use data on HRIS to inform P&C related recommendations/ decisions.
Ensure all employee information properly in hard and soft copies, including personal documents, contracts and appendices, policies sign-off, performance and training records, etc are filed properly.
Prepare P&C reports and other updates in a timely and accurate manner.
7. LEARNING & DEVELOPMENT / SUCCESSION PLANNING 

Collaborate with the L&D focal point to ensure learning and development priorities are aligned with organizational needs and individual performance gaps.
Provide coaching/ support and tools to line managers to conduct talent management, identify second liners for key roles, develop/ their talent profiles, conduct career conversations and facilitate their career development
Collaborate with the L&D focal point in developing and delivering learning and development activities that help close employees’ competency and skill gaps as identified in Individual Development Plan and talent profiles.
Use all available resources (in house trainers, WVI regional office’s programs, WVI online learning, consultancy, etc.) using blended learning approach including self-learning, simulation, coaching, mentoring, etc. to support the development of leaders and potential successors.
Track learning application and evaluate the effectiveness and impact of learning and development activities/ activities to justify the Return-On-Investment (ROI).
Encourage a culture of continuous learning and support follow-up actions from organization-wide initiatives (e.g., Our Voice Survey, leadership programs, Kaizen).
8. OTHERS

Perform other duties as assigned by the manager to contribute to the team performance
9. GENERAL RESPONSIBILITIES

Act as an ambassador of World Vision’s brand by following WV’s brand and communications guidelines when working with external partners and developing communications products (print, audio, or video).
Take responsibility for personal security, accurately identify and assess risks, and respond appropriately; make good faith efforts to safeguard other WVIV staff and property, in line with WVIV’s security training and guidance.
Be responsible for self-learning and professional development to enhance performance and career growth.
Uphold and demonstrate commitment to World Vision’s mission, vision, core values, and policies

• At least 03 year of relevant work experience.
• A bachelor degree in a relevant field.

• Good written and spoken communication skills in English and Vietnamese.
• Good knowledge and understanding of HR functions such as recruitment, employment, employee relations, performance management, employee engagement, learning and development, succession planning, talent management and development.
• Good understanding of Vietnamese labour law and practices
• Ability and skills to support the development of staff and leaders to meet and exceed the competencies required to achieve organizational goals and objectives.
• Well-organised work style including sound process management skills.
• Demonstrated judgment and discernment skills, maturity and the ability to maintain strict confidentiality of staff and organizational records.
• Ability to coach, mentor and manage staff’s performance