Closing date: 06 Nov 2009
Location: Kenya - Nairobi
This position is focused on the deployment of capacity building initiatives throughout the region and the coordination of those efforts within the national offices.
The development of leaders is a critical need throughout WV and this will also be a high priority of this position. People & Culture strategic direction is focused on: Leadership; Engagement; Accountability and Deep Talent.
In addition to capacity and leadership development, this position is also responsible for region wide work force planning, policies and systems and diversity.
Key priorities within this portfolio are:
Location: Kenya - Nairobi
This position is focused on the deployment of capacity building initiatives throughout the region and the coordination of those efforts within the national offices.
The development of leaders is a critical need throughout WV and this will also be a high priority of this position. People & Culture strategic direction is focused on: Leadership; Engagement; Accountability and Deep Talent.
In addition to capacity and leadership development, this position is also responsible for region wide work force planning, policies and systems and diversity.
Key priorities within this portfolio are:
- Equipping, enabling and sustaining our front line: which incorporates providing our front line with the skills and capacity to achieve our ministry
- Building leadership capability across the region is critical and fundamental to our mission. We need to fundamentally address key challenges:
- How we identify and select emerging management and leadership talent
- How we purposefully plan and execute development strategies aligned to key career points
- How we use leadership development to preserve World Vision's 'story' and reinforce our cultural 'DNA'
- How we use leadership development to renew our strategy and collective journey
- Building our Talent Pipeline: Recognizing the war for talent impacts all NGO's and WV specifically. Attraction of talent is fruitless without targeted talent development programs – to include projects, secondments and short term assignments building an integrated 'latticework of learning' - across technical and people/leadership capabilities and which strives to build our Commitments
This is a pivotal role in achieving these outcomes for the region.
- Under the joint direction of the Region Director of People & Culture, this role will deliver the following inputs, outputs and services:
- Implement global initiatives that are required to support partnership strategy objectives
- Contextualize global initiatives to the extent required to fit local contexts while maintaining core principles
- Review current programs, strategies, policies, processes and systems for effectiveness and make appropriate changes
- Input to regional P&C strategy development
- Ensure adequate work force planning is accomplished to meet future staffing needs in collaboration with global workforce planning initiatives
- Ensure appropriate policies are implemented through out region to include partnership wide policies, regional policies and local National Office (NO) policies
- Coordinate the gathering and maintaining of P&C data across the region and participate in global P&C Information System (PCIS) undertaking as it advances from the Global Centre (GC)
- Help ensure a properly diverse workforce is in place throughout the region that is reflective of the mission and vision of our organisation
The role will focus on:
- Implementation of a capacity development framework in the region to enable leadership success across all leadership stages
- Implement a development framework focused on leadership, general business capabilities, & skills required at each stage of leadership; provide vehicles to maximize success
- Methodology includes virtual or actual development center, multi-channel, job rotations, education, training, targeted secondments, online learning, career planning
- Research development best practices (NGO/non-NGO)
- Construct business case for proposed new programs
- Identify key requirements (education, online learning, competency programs, business/financial programs, advocacy, NGO leadership/stewardship, cross cultural dev.)
- Include front line focus, i.e. ADP and field staff
- Ensure Leadership capabilities are developed in line with WVI strategy
- Participate in those initiatives that have been developed by GC P&C Capacity and Leadership Development (CALD) group and ensure deployment throughout the region
- Ensure linkage within the region to performance management, talent selection and learning
- Implement framework for the acquisition, development, measurement and progression of leadership
- Implementation and integration of a global competency framework
- Review current competency and core capability framework against Gold Standard leadership
- Modify and develop aligned competency framework
- Working with regional and NO management , integrate into all HR products and services over time – ie as per ongoing development
- Ensure continuity and quality of regional and NO leadership through effective succession planning
- Identify current capabilities and future skills requirements of leadership positions
- Implement the WV wide Succession Planning Strategy, integrated with leadership development and talent review
- Ensure regionally consistent succession planning processes/policies
- Participate in the annual review of leadership capabilities and potential within WVI via Talent review processes
- Ensure appropriate local regional participation in annual review
- Coordinate region implementation at GC level
- Integrate with succession, development requirements.
- Consequence management – high and low performers and potential are addressed
- Inform and support strategies for engaging, deploying and retaining talent at WVI
- Ensure depth and breadth of talent to deliver current and future strategic and operational goals
- Participate in the global work force planning initiative from a regional perspective
- Ensure adequate work force planning is conducted in each NO of the region
- Integrate regional work force planning at the GC level
- Report on region work force planning outcomes to regional management with recommended follow-up
- Responsible for ensuring that appropriate global P&C policies have been disseminated and implemented throughout the region as well as ensuring appropriate region and NO specific policies are in place.
- Provides input to GC policy development on policies intended for global applicability
- Acts as region point person for the dissemination of global policies
- Assesses the need for additional local policies
- Provides the mechanism for the development, approval and maintenance of needed policies
- Acts as the regional focal point for the gathering and maintaining of P&C data.
- Coordinates with GC P&C on identifying data to be tracked and mechanisms to be used
- Works with NOs on most effective methods to gather and maintain accurate employee data
- Represents region as global PCIS initiative gets underway
- Works with region, national offices and GC on diversity initiatives
- Engages with GC diversity initiative regarding assessment of diversity status and goals
- Acts as regional focal point for diversity initiatives
- Participates in those diversity initiatives that are deployed globally as well as determining local needs and issues unique to region and NOs
- Carry out additional responsibilities and projects as assigned
Bachelor's degree preferably in Human Resources/Business/Learning focussed/Industrial Psychology coupled approx 3-5 years related HR experience – generalist or specialist
Knowledge of and/or experience across the portfolio desirable as is a generalist HR background.
The following specific experience would be beneficial:
Knowledge of and/or experience across the portfolio desirable as is a generalist HR background.
The following specific experience would be beneficial:
- Experienced in designing and/or implementing succession planning
- Human resource planning and auditing, skills analysis, job filling, management development.
- Knowledge and/or experience of implementing Talent and Talent review programs at major organizations.
- Knowledge of, or experience in, designing or developing competency frameworks
- Knowledge and/or experience in management development process, tools and strategy execution.
- Knowledge and experienced in Multi-channel learning design and delivery
- Experience with work force planning models or systems
- Worked on the implementation of an HRIS system
- Development of policies in a multi-cultural international organisation
- Experience with deploying diversity programs
- Experiences in complex global/international organisations
- Experienced in NGOs advantageous
- Business Acumen – including understanding of business case development
- Project management skills
- Strong written skills – instructional design, policies, submissions, employee guides, HR education and training, User guides, Q&A's, Handy Hints and Tips tools, stakeholder presentations. Knowledge or and understanding of writing for an audience – particularly front line staff and people leaders. Able to engage with front line to understand their needs in the delivery of HR policies and processes
- Ability to work in a fast-paced environment and accomplish multiple tasks simultaneously.
- Possess cross-cultural sensitivity, knowledge of and ability to work with people of diverse backgrounds.
- Demonstrated computer literacy – highly capable across Word and Powerpoint; sound Excel skills
- Ability to operate within a geographically dispersed organization
How to apply
For more information and/or to apply for this role, please feel free to visit one of the following websites:
https://jobs.wvi.org/webjobs.nsf/WebPublished/FFF5D770F8AFFCF7882576510077916C?OpenDocument
OR
http://www.wvi.org
