WVV People & Culture Director

Job code
Location Hanoi Office
TermFull time
Deadline: March 24, 2024

Please send your CV and Cover Letter to wvv_recruitment@wvi.org

Email subject: [WVV P&C Director] - Your Name

Background

Application link:

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. As a child-focused organization, WV’s work focuses on children, ensuring they are protected and their basic needs are met. World Vision Vietnam (WVV) has been funded from 13 support countries in Europe, Asia, the Americas and Australia. Funding of WVV consists of sponsorship program funding (70%) and Private Non-Sponsorship (PNS)/grants (30%). WVV employs about 400 staff, of which 99% are Vietnamese nationals.

WVV is operating in 14 provinces including Hanoi, Dien Bien, Hai Phong, Hung Yen, Quang Ninh, Thanh Hoa, Ha Tinh, Quang Binh, Quang Tri, Da Nang, Quang Nam, Quang Ngai, Ho Chi Minh, Dak Nong. WVV’s Area Program (AP) usually focuses within one administrative district of a province which populated by ethnic minority people with high rates of poverty. A uniqueness of WVV’s Development Program Approach (DPA) is that AP team members are based at district level where the AP is located, which enables them to work closely with government partners and communities on a daily basis. Beside the APs, WVV is also implementing different Special and Grant Projects to meet the specific needs of vulnerable children in both AP and non-AP areas.

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Purpose of Position
  • Provide strategic leadership to World Vision International in Vietnam in the area of People & Culture (P&C), and Organizational Development by maximizing the potential of World Vision Vietnam’s (WVV) human resources and optimizing organizational performance, sustaining the culture in line with Our Promise Mindsets and Behaviors and ensuring alignment to fulfil World Vision’s strategy. Reporting to the National Director, the People and Culture Director will provide leadership in developing leadership capacity, furthering executive development of Senior Leadership Team and World Vision Vietnam staff.
  • Lead and facilitate the development of a highly effective and strategic People and Culture function to ensure the organization has the right structure, culture and talent needed to deliver on its objectives. The position will play a key role in assessing internal and external environment in the workplace demands to ensure a proper change management and organizational culture approach, that considers national socio-political context, disasters, and lead actions on attracting and retaining qualified work force, new organizational initiatives towards efficiency and effectiveness and increasing need for higher levels of accountabilities to support new funding streams, including Grant and PNS Projects, and diverse programs, including emergency response.
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Key Responsibilities

I. PEOPLE AND CULTURE STRATEGIC LEADERSHIP 

  • Advise and support the Leadership in their leadership and engagement on matters related to Human Resource Management and Organizational Development.
  • Strategic business partnering with the Leadership at all levels in creating a culture of transformational leadership.
  • Advise and support the Leadership on all aspects relating to Human Resource Management, Leadership & Development and Organizational Development to create an enabling environment and increase people’s productivity.
  • Collaborate with NO Senior Leadership Team (SLT) in setting up and management of performance accountability systems and HR balance scorecard in consultation with all relevant stakeholders.
  • People and Culture metrics monitored and reported for efficiency on talent acquisition, development, retention, performance management, employee engagement and organizational leadership – reflecting high standards of organisational performance
  • In consultation with the National Director ensure the ongoing evolution of HR policies, procedures and systems appropriate to the working needs of the organization, consistent to WVI Partnership P&C standards, and the local legal context. Risks pertaining to P&C area are minimized. 
  • Facilitate the recruitment process of senior leadership positions by working closely with the National Director and Regional Leader.
  • Lead the development and implementation of People and Culture department strategy and business plan in support of and in alignment with Country, Regional strategy and priorities.
  • Provide leadership to development and implementation of organization wide communication and change management plan during transition

II. TECHNICAL AND OPERATIONAL SUPPORT 

  • Provide direction and guidance in all areas of P&C such as Recruitment, Workforce Planning, Change & Organizational Development, Total Rewards, Employee Relations, Staff Care, Performance Management, Talent Development & Management, Retention, Succession Planning, among others.
  • Ensure HR system (Workday) is optimized to meet/advance People and Culture standards.
  • Work with Senior Leadership Team to identify, develop and nurture a robust talent bench of future leaders for succession planning.
  • Inspire continuous learning and improvement in P&C practices, systems and tools that will enhance the efficiency and effectiveness the organization.
  • Develop and expand external networks and linkages with other International Non-governmental 
  • Organizations, Partners, People and Culture consulting groups, among others for collaboration, benchmarking and employer branding.
  • Develop strategic work force plan for the organization to deliver the country strategy

III.  WORLD VISION'S MISSION, VISION, CORE VALUES

Coordinate with relevant teams to ensure on-boarding materials cover WV core and ethos and all employees understand and apply WV’s Core Documents and approach to holistic ministry to their work

  • Support all leaders to create opportunities and environment for all employees to participate in corporate initiatives focused on WV’s Mission, Vision and Core Values.
  • Facilitate opportunities for structured dialogue (regarding WV’s Mission, Vision and Core and their application to our work) among all staff
  • Advise National Director on transformational development considerations, which may require SLT and leaders to model and promote WV's values, mind-sets and behaviors.
  • Advise National Director on locally appropriate practices pertaining to the application of faith to our work
  • Support People & Culture to clearly articulate transformational development considerations in the various P&C processes, practices and tools (ex.: job descriptions, screening, hiring, on-boarding, performance management, training, talent development, etc.)

IV. TALENT MANAGEMENT AND CAPACITY BUILDING 

  • Lead the assessment, development and implementation of a capacity building (learning and development) plan based on People and Culture priorities and strategy.
  • Provide leadership to WVI Vietnam’s capacity building (leaning and development) initiatives in alignment with the regional and national capacity building framework and strategy.
  • Build capacity of People & Culture team to deliver quality ministry, including structure, people, funding, and systems.
  • In partnership with Senior Leadership Team and key stakeholders, ensure gap analysis from Talent Management point of view and provide direction to improve the quality of talent pipeline.
  • Well-designed recruitment policy, systems and processes to attract high potentials with the required mind-sets and behaviours. 
  • Coordinate job rotation and relocation in consultation with line managers and relevant departments to enable professional growth and career development of staff.
  • Plan and implement the traineeship program so that there is always a bench strength in the organization to cater the growth as well as have capable and committed workforce for very remote and rural mountainous locations.
  • Succession plan, career development plan and talent review is developed and implemented, focusing on highly potential and committed staff.
  • Potential successors (secondliners) for key and critical positions and for future leadership identified and systematically nurtured.
  • Training/coaching programs and processes are designed and facilitated.
  • Develop future leaders and managers for the organization, leveraging the use of WVI resources including SLDP, RLDP, GLO, Management Essentials.
  • Standards, policies and guidelines for staff and leadership development including promotion are set in consultation with SLT

V. EMPLOYEE ENGAGEMENT AND STAFF WELL BEING

  • Ensure appropriate Staff Care policies are in place to ensure well-being of staff.
  • Lead annual Our Voice survey. Follow up actions to improve Our Voice results are developed and implemented in consultation with Senior Leadership Team and relevant managers.
  • In consultation with the National Director, ensure that the Compensation & Benefits are competitive (on par with other INGOs which are similar to WVV) to attract competent professional staff as well as retain committed staff.
  • Undertake periodical salary surveys
  • All the jobs are objectively and fairly evaluated and graded by HAY

VI. ORGANIZATION CULTURE AND CHANGE

  • Leadership development programs are in place that produce cultural alignment, build leadership skills and develop behaviors consistent with WVI and expectations of leaders.
  • Culture Management plans are in place across functions and are focused on Our Promise strategic mindsets and behaviors and capabilities.
  • Organization Development initiatives reflect excellent change management principles to gain traction and make lasting organization-wide change.
  • Ensure a strong performance culture, including reinforcement of the implementation of Partnering for Performance (P4P) approach. This includes recognition of good performers, and dealing with non-performers and other HR related issues in a timely manner.
  • Ensure on-going performance and career conversations at all levels using partnering for performance mechanism.
  • Leadership development programs are in place that produce cultural alignment, build leadership skills and develop behaviors consistent with WVI and expectations of leaders.
  • Culture Management plans are in place across functions and are focused on Our Promise strategic mindsets and behaviors and capabilities.
  • Organization Development initiatives reflect excellent change management principles to gain traction and make lasting organization-wide change

VII.  QUALITY ASSURANCE/RISK MANAGEMENT

  • Ensure staff compliance with Conflict of Interest policy, Safeguarding Policy and code of conduct.
  • Lead WVI Vietnam in creating risk mitigation implementation plan related to People & Culture based on Regional Security and Risk guidelines and Internal Audit recommendations related to People & Culture.
  • Lead, monitor and evaluate the progress of human resources management practices ensuring compliance with WVI partnership standards, policies and procedures and the Vietnam labour law.
  • Advise and support in addressing gaps/issues in People & Culture practices as necessary and appropriate.
  • Ensure relations with the local labor agencies (DIPSERCO, SCEDFA, FOSCO), Insurance and other local partner agencies on Human Resource Management related issues are maintained and strengthened, and the legal compliance is ensured.
  • Ensure HR system (Workday) is optimized to meet and advance People and Culture standards.
  • Ensure effective implementation of Integrated Incident Management (IIM) and Employee Relations systems, ensures capacity within WVI Vietnam to manage incidents and follow through action plans and management decision.
  • Facilitate staff grievances and disciplinary processes in collaboration with line managers.
  •  Liaise with WVI Legal department and local Legal Counsel on matters pertaining to any employee-employer relationship that will have legal ramifications to WVI
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Knowledge & Skill

1. Required Professional Experience:

  • At least 8 years of broad and deep experience in leading and managing Human Resource teams of large, global organizations.
  • Preferably has experience in conducting Leadership Development Program, including coaching and mentoring using proven methodologies, eg. Situational leadership, servant leadership and Grow model and other methodologies in line with global HR practice

2. Required Education, training, license, registration, and certification:

  • Master of Business Administration, or Master in Human Resource Management & Organizational Development.

 

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Experience

Preferred Knowledge and Qualifications:

  • Strong capacity and demonstrated skill in setting a vision and developing strategies in the field of Human Resources
  • Demonstrated track record of strategic human resource management, with a proven ability to lead Human Resources teams and drive transformational change in both organizational and HR strategies, policies, systems, processes.
  • Demonstrated competency in developing systems, policies and guidelines to support people management and organizational effectiveness.
  • Proven leadership and management skills in restricted context
  • Has good knowledge and understanding of local labor laws on Compensation, Labor Relations/Standards, and Issuances.
  • Has broad and deep working knowledge on recruitment, retention and separation of staff.
  • Ability to champion the cause and concerns of the employees without compromising the and resources of the organization.
  • Ability and skills to build the capacity of individual staff, leaders and the organization to meet and exceed the competencies/capabilities required to achieve organizational goals and objectives
  • Excellent communication, diplomacy, negotiation, influencing, and conflict mediation skills, with the ability to apply them effectively across diverse audiences
  • Ability to travel across the country and abroad.
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