People & Culture Director World Vision

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!

Key Responsibilities:

The P&C Director is primarily responsible for developing and implementing the P&C business plan, ensuring leadership development and leadership sustainability, driving staff and organisational well-being, promoting a culture of performance and accountability, developing a diverse and talented workforce with an optimal set of mindsets and behaviours, as well as networking internally and externally for a greater impact of a professional and sustainable P&C function in World Vision Zambia.

Strategy development and execution

• Provide strategic guidance and input to the senior leadership team in the alignment and execution of the National Office Strategy and business plans with Our Promise.
• Develop and implement the People and Culture (P&C) business plan in support of and in alignment with country, regional and global strategic priorities.
• Spearhead the monitoring and reporting of People & Culture metrics related to talent acquisition, development, retention, partnering for performance, employee engagement and organisational leadership.
• Serve and contribute as a member of the Crisis Management Team to ensure safety and security of staff and to make sure responses are well resourced and staff are cared for adequately.
• Serve as a member of the National Disaster Management Team, as applicable

Promoting Leadership quality and sustainability

• Build the capacity, depth and breadth of National Office and Project teams’ leadership in order to meet World Vision’s evolving leadership needs, to drive Our Promise and to enable transformational mindsets and behaviours.
• Identify and nurture globally, regionally and in-country mobile talent to support leadership and career development, succession planning and retention of high potential managers and leaders in fragile and conflict areas and to prepare a pipeline for future leadership for grants.
• Design and spearhead the development of staff capacity, including mindsets and behaviours, to work effectively in fragile contexts.
• Design and execute an orientation and on-boarding strategy that will enable staff to understand Our Promise and its implications on World Vision’s work in different contexts.

Ensuring Staff engagement and well-being

• 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.
• Execute the Our Voice survey and leverage the results to enhance Staff and Organisational Well-being. Together with the senior leadership team, plan and drive measurable improvements in Organisational Leadership, Culture, Agility and Effectiveness
• Strengthen the quality of Staff Care and Peer Support interventions especially in fragile, response and conflict areas.
• Identify the organisational culture gaps and plan culture change interventions to promote leadership and staff mindset & behaviour changes to deliver our promise to the most vulnerable children.
• Design and execute compensation and benefits strategy, systems and processes in alignment to Our Promise that enable the organisation to attract and retain required staff for fragile contexts

Promoting Accountability and performance culture

• Lead structure realignment processes to match program requirements, including pre-positioning for emergency responses.
• Spearhead the partnering for performance process.
• Review and contextualise global and Regional P&C policies to National Office P&C policies for international assignees and national staff and ensure alignment with Zambian labour laws.
• Ensure people management risks are identified and the organisation regularly reviews and implements adequate risk mitigation measures for remote, fragile, conflict and response areas.
• Provide leadership in educating staff on employee relations and investigations protocol and ensure cases are managed confidentially and promptly.
• Promote a culture of faith literacy and awareness of diversity. Encourage staff Christian formation, spiritual nurture and promote principles for effective interfaith engagement in multi-faith contexts, as appropriate.

Developing Capable and available workforce

• Spearhead the acquisition and prepositioning of a diverse and talented workforce using work force planning
• Ensure that the National Office recruitment policy, system and processes are well established for acquiring talent with required competencies, mindsets and behaviours required to realise Our Promise.
• Ensure monitoring and reporting systems for national & international hires are effectively managed.
• Promote gender diversity through appropriate identification of talent at all levels.

Developing a strategic, agile and customer driven People & Culture Team

• Ensure that the People & Culture function has the required capacity, capability, systems, processes, policies and guidelines to drive transformation of mindsets and behaviours and realisation of Our Promise.
• Promote a customer centric culture in the People & Culture function, ensuring professionalism and accountability in delivering services to staff and leaders.
• 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 information system is fully operational with accurate and complete information for decision making.

Promoting external and internal coordination

• Establish proactive linkages and strategic networks with key International NGOs and other stakeholders at the national and international level for broader impact and also to keep abreast of the ongoing changes in the external environment that affects the fragile context operations.
• Consistently develop and maintain effective working relationships with Regional P&C, SLT and different departments including field-based program managers.

Minimum education, training and experience requirements to qualify for the position:

• Bachelor’s degree in Human Resources Management, Business Management or Social Sciences.
• Master’s Degree in the relevant field is an added advantage.
• Technical Training qualifications required:  Professional qualifications in Human Resource Management, Organisational Development (OD) or Leadership Development.
• Experience: Minimum of 8 years’ experience in a Senior Human Resources Management position in an international organization.
• Ability to engage at a strategic level with senior leadership teams at national and regional level
• Ability to lead a multi-cultural team with an empowering and outcome-oriented approach
• Visionary thinking of the HR industry and a moderate understanding of humanitarian operations
• Proven record of managing people in a diverse cross-cultural setting
• Strong ability to lead and implement organizational changes
• Spiritual maturity and a biblical worldview – Ability to articulate and model our Christian identity and mission in an inclusive way.
• Familiarity with INGO international staffing policies and sound knowledge of country/regional labour laws.
• Demonstration of well-developed influencing and negotiation skills, excellent communication skills, both verbal and written.
• Highly flexible and agile in style with the ability to produce creative and pragmatic solutions to complex Human Resources problems.
• Proven conceptual & analytical skills and systems thinking.
• Agile decision making – Ability to understand large organizations and solve complex problems
• Personal resilience in the face of complex and evolving contexts.
• Strong financial management skills.
• Experience working in conflict or emergency responses would be ideal.
• The candidate should have a personal calling and passion for service.

Applicant Types Accepted:

Local Applicants Only