Regional People & Culture Business Partner

Talent acquisition (20%)

• Develop a standardized Talent Acquisition policy and process maps across the MEER national offices, insure implementation of the policy in all NOs. The policy will include the extra measures and tools to be used in recruitment process for leadership positions.
• Develop deep and detailed understanding of WV's programs and operations in order to effectively recruit best talent.
• Work with International Staffing Solutions and P&C hub directors to fill international positions across the region.
• Oversee full-cycle recruitment process and directly recruit positions; develop candidate rosters, employ traditional sourcing strategies, actively network and employ innovative, creative recruiting methods to hire the best talent.
• Ensure all recruitment activities are carried-out in adherence to the WVI Global Policies & Procedures.
• Support in building the capacity of hiring managers and P&C staff on how to identify best talent via improved sourcing and interview skills & ability to specify critical needs.
• Support the P&C Hub directors to utilizes a broad range of sources and operational/institutional knowledge to identify the most qualified candidate for current and forecasted vacancies to ensure the expeditious attraction and recruitment of talented individuals;
• Support the P&C hub directors to collaborate with hiring managers to identify preferred qualifications in potential candidates and potential sources of internal and external candidates.
• Support NOs and RO to develop their on boarding process based on standardized talent acquisition policy
• Support NOs and RO in developing their orientation plan for new recruitment staff based on the Talent acquisition policy

Workforce planning including grants & people data analysis (15%)

Own the mapping and analysis of workforce at all NOss across the region, produce data analysis report at the end of fiscal year, to be submitted to Regional P&C director and shared with the regional leadership, which reflects the different work unites headcounts, cost of workforce at NOs, efficiency of structure at work units and any other people data that can inform leadership decisions.

• Work with regional leadership and hub directors to develop the RO and NOs workforce plan and update it quarterly and as needed,
• Support P&C hub directors in approving the workforce planning for grants to insure that business unites has the right capacity and efficient headcount to achieve the goals of the grant and programs.

Compensation & benefits (20%)

• Develop a standardized compensation and benefits policy across MEER in alignment with the WVI policy. Standardized policy will include the principles of salary placement of new hires within their grade levels; progression of staff towards midpoint and midpoint control approach across the MEER; standardized merit increase practices across the MEER; standardized approaches for fringe and other benefits across the MEER, in full compliance to the Total Rewards philosophy of WV;
• Manage the Regional office and National office’s compensation and benefits. Proactively ensure that leaders and employees understand both the philosophy and mechanics of our compensation programs and processes.
• Ensure that all national offices are applying the regional standardized compensation policies taking into consideration the local labor law and budgetary limitations. Monitor through reporting the implementation of compensation programs and benefits.
• Drives annual review and documentation of compensation planning, working with P&C Hub directors, SLT , and Finance to ensure plans are aligned with ministry objectives and are easy to administer
• Oversees the establishment of standardized job family catalogue with the standardized Job Descriptions for different functions and ministry areas for all MEER offices, in alignment with the WVI’s job family catalogue
• Ensures that NOs follow the existing standardized job family catalogue for MEER and support the review and validation of any irregular jobs created within the programmatic and operational needs;
• Owns the region’s job titles, with an eye on simplicity and scalability and maintaining job titles under the options provided by WVI family job catalog.
• Insure annual salary and benefits survey is done at all Nos
• Support P&C hub directors to make recommendations to SLTs on raise pool as appropriate, including financial impact analysis, create an annual report on analysis and financial impact of raise across the region to be submitted to the regional P&C director.
• Monitors the effectiveness of existing compensation and benefits policies at all NOs, guidelines and procedures and recommends plan revisions as well as new plans that are cost-effective and consistent with compensation and benefits philosophy of WVI.
• Provides advice of subject matter expert, to the managers and leaders on pay decisions, policy and guideline interpretation, and job evaluation.
• Provides consultative advice of a subject matter expert, to P&C hub directors and team leaders on WVI policies and procedures compensation data, structure and best practices.
• Manage the consistency of Hay grading for similar positions across the MEER. Insure the validation of grading for new position is in place
• Assists with the development, preparation and distribution of compensation communication materials

Employee Relations (20%)

• Support NO with their investigations and undertake other cases as instructed by P&C Director
• Recommends and work with the L&D advisor and GC ER unit on development and initiation of training programs on employee relations
• Provides guidance to managers, supervisors, and employees regarding laws, regulations, policies, procedures and practices related to employee relations matters
• Facilitates communication among employees and management by providing guidance and consultation regarding problem solving, dispute resolution, regulatory compliance, litigation avoidance and strives to resolve internal conflict informally through appropriate conflict management and mediation
• Act as a liaison between employer and employee, overseeing employee relations. This involves receiving and effectively handling employee complaints, escalating these complaints to the level of disciplinary or legal action when necessary, updating employees with any changes in company policy, advising supervisors on treatment of staff and company policies, responds to employee violations of policy and generally helps to resolve conflict in the workplace.

Staff Well Being Aspirations (10%)

• Assist NOs to develop staff well-being plans. Ensure the framework guides staff care and engagement and organixational well-being framework are shared and applied
• Critical Incident Stress Management (CISM) – Maintain and build capacity in staff care peer support / CISM, with continued emphasis on Fragile Contexts - including action steps of managing incidents (operational side)
• Respond to all major regional critical events.

Additional Duties (5%)

• Represent WV in P&C related matters to other NGOs and branches of the Government bodies. Develop linkages with like organizations to share access to resources and to keep in tune with changes in HR environment, responsibilities and best practices
• Attend and participate in different organizational events.
• Perform other duties as assigned
• Maintain relationships with other HR practitioners, both within WV partnership and outside of World Vision

Security Management responsibilities:

• Responsible of the day-to-day security management
• Abide by the security procedures and policies and report any breaches
• Participate in personal safety training as required