Closing date: 06 Nov 2009
Location: Kenya - Nairobi
A key element of becoming a high performance organisation 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 organisation design and development, performance management, change management. Employee well-being, international employee relations, and employee engagement.
The role is responsible for implementing and contextualising global strategy, policies and organizational structures that build enhanced levels of performance and accountability across the Partnership 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 National Office (NO) workforce and organizational design.
Develop support to insure structures are in place that facilitate 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.
The Organisation Development & Change (OD&C) Advisor will add value to the Region and Partnership through the following drivers:
Location: Kenya - Nairobi
A key element of becoming a high performance organisation 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 organisation design and development, performance management, change management. Employee well-being, international employee relations, and employee engagement.
The role is responsible for implementing and contextualising global strategy, policies and organizational structures that build enhanced levels of performance and accountability across the Partnership 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 National Office (NO) workforce and organizational design.
Develop support to insure structures are in place that facilitate 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.
The Organisation Development & Change (OD&C) Advisor 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 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
- Region wide commitment and execution of a performance management process
- 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 effect 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:
Implementation of the Partnership Performance Management program within the Region that:
Implementation of the Partnership Performance Management program within the Region that:
- Utilises the Partenership PM program with appropriate contextualisation that is aligned to strategic goal and promotes our goals of supporting children and communities via wholesome values.
- Promotes the achievement and implementation of a high performing culture
- Designs processes, assign generic roles, workflows and processes in relation to PM framework – including attention to frequency, methodologies for Keep Performance Indicator (KPI) setting, consistency of assessments, reviewer roles, potential reviewer ‘round tables’ or similar, bell curve or similar assessments.
- Links accountability for effective performance management to people leaders at all levels – first line supervisors through to executives.
- Works with Capacity & Leadership Development function to ensure alignment to Talent processes, including identification of high performing talent
- Designs and implement consistent and regionally aligned processes in relation to performance not meeting expectations
- Designs and leads Region wide education and training in relation to Performance management strategy and framework
- Monitors and measures regional performance against PM objectives
- Assist with the implementation of strategically aligned KPIs that cascade objectives from global to regional to national, including people development measures:
- Quantitative and qualitative KPIs which cascade from the Executive level, across all functions and regions, and which further cascade into all levels of the organization, linking accountabilities and performance consultancy with Regional Vice President (RVP) and National Directors (NDs) to ensure performance agreement and appropriate goals are in place for all staff
- 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
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 deployment of that program which is contextualized for regional and national societal, regulatory, economic and talent 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 in class intellectual capital in relation to change management thinking and approaches.
- 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 reorganisational design and structural modifications when necessary
- Ensures organizational structures are appropriate to support the achievement of strategies and goals
- 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.
Key Relationships:
- Reports to Regional Director of P&C on the development and execution of this portfolio.
- Key client relationships and advisory with executives at staff at the Region, the National Offices, and those relationships outside of the region which can inform the portfolio.
- Consultancy with RVP and other key executives relating to matters of orgisational design and development
- Specialist leadership on functional matters within the Region and a participant in global centres 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 –e.g. 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.
Required:
- Able to translate strategic imperatives into tangible and relevant Partnership and local outcomes. Strategic Planning, Integration and Execution
- Track record in implementing performance management and organisational frameworks across large complex and values based organizations. Knowledge and experience in organisation design and development and performance management that is contemporary, pragmatic and proven in execution linked to organisational performance.
- Experienced in developing or reviewing complex, cross regional organisations and methodologies
- Experienced in working within an international function and all associated requirements: cultural, legal, organisational, etc..
- Strong interpersonal and communication skills
- Outstanding people and client relationship skills
- High service / customer orientation and ministry mind-set
- Demonstrable credibility with key stakeholders either within WV or externally
- Strong Cross-Cultural Communication, Facilitation, Coaching and development skills across major cultural areas
- Strong business acumen and demonstrated capacity to work with a diverse group.
- Experienced in developing compelling business cases – including financial investment, quantitative and qualitative metrics and ROI.
- Understanding of business needs and drivers and ability to deliver value added solutions
- Sound understanding of contemporary practice in the specialist field and experience in successfully implementing outcomes in complex settings. Current in theory, practice and technology
- Bias for action and capacity to deliver efficiently and effectively. Capability in project managing multiple strategies across a complex organization and across multiple geographies.
- Strong team management capabilities with experience in indirect leadership of teams and virtual teams to achieve strategic agenda.
- Strong demonstrable reserves of motivation and energy to embrace new challenges and craft impactful and sustained interventions in innovative ways
- Relevant field experience and understanding of the wider context within which World Vision operates.
- Clear and positive commitment and capacity to provide leadership and guidance in this area
- Willingness and flexibility to travel internationally to address key client needs
- University degree in HR, Business or related field. A relevant Masters degree would be desirable, coupled with HR experience.
- Innovative and problem-solving skills and capacity to deliver under pressure; pragmatism; persistence
- Five to ten years functional and related experience in relevant fields
How to apply
For more information and/or to apply for this role, please visit one of the following websites:
https://jobs.wvi.org/webjobs.nsf/WebPublished27403ED119D161018825765100791033?OpenDocument
OR
http://www.wvi.org
