WV Mexico Human Resources Director

Leadership, Capacity Development and Strategic Partnering

• Ensure capacity building processes and/or programs for leadership and staff according to strategy and to facilitate transition to self-sustainability.
• Ensure succession processes for executive leadership roles and professional roles key to the National Office.
• Coordinate professional and personal development for staff in P&C Unit, through adequate orientation, on-the-job coaching, identification of learning, training needs and opportunities.
• Provide strategic advice to the ND and senior leadership team in order to enable well-informed decision-making processes.
• Model Christ-centered servant leadership and support spiritual development of his/her team.
• Actively participate in the Senior Management/ Leadership team meetings of the NO.
• Promotes and creates a teamwork, collaborative and integrated environment in his/her areas within the country and be accountable of continuous improvement of processes.
• Attend and actively participate in strategic regional meetings.
• Develop strong networks internally (other NOs, SOs, GC and partnership entities) and externally (other NGOs, communities, etc.) through effective communication, relationships and twin citizenship.
• Adhere to WVI and Regional key policy documents mission, core values.
• Responsible for establishing and executing individual development plans for direct reports and guarantee that succession plans are defined for P&C key national positions.

Stewardship

• Ensure adequate reporting and analysis for efficiency and effectiveness measures through:
• Prepare plans and budgets for P&C department.
• Ensure proper: Compensation and Benefits budgets, Salary scales and compensation management.
• Evaluate, implement and apply P&C policies and procedures across the country.
• Ensure that identified training needs are met at cost effectiveness.
• Manage the training budget for the office together with departments.
• Review external market and make sure that WV is compensating employees at a competitive level and when finding gaps make sure those are escalated and review with ND and Regional P&C Director

Organizational Development and Culture and Change Management

• Design and implement change management strategies to support and facilitate transitions according to global and local strategies. (Special focus on NO self-sustainability)
• Design and implement strategies to strengthen organizational culture into the change process.
• Ensure the strengthening of organizational identity through all P&C processes, including Christian identity.
• Review and develop appropriate organizational designs and effective structures.
• Build Change Management capacity in the NO.
• Contextualize, promote and support systems, services and programs for employee wellbeing.
• Implement organizational culture climate surveys engaging leadership to implement corrective actions through P&C teams in NO.
• Conduct the Partnership local satisfaction and engagement initiatives and lead efforts to respond to issues surfaced through P&C teams in NO.
• Ensure Employee Relations policies and programs are implemented in NO and are well known by leaders and by all employees.
• Develop leaders’ capacity in nurturing a culture of unity, trust and accountability.

Performance Management of Staff

• Manage the hiring, onboarding and termination of P&C staff at the NO.
• Ensure proper processes for performance reviews in NO.
• Ensure Individual Development Plans are implemented and followed up at the NO.
• Provide guidance, advice and support to the Senior Management Team and P&C Staff on key issues related to staff performance, including staff grievance and disciplinary action processes.
• Facilitate and track initiatives of talent management and leadership growth.

Compensation, Benefits and Total Rewards

• Ensure that the compensation infrastructure is aligned to WVIs Total Rewards Philosophy.
• Develop national compensation and benefits strategies that attract, motivate, drive performance and recognize top talent.
• Provide oversight for the establishment/periodic review of the local salary scale and the ranges for each grade.
• Provide strategic planning for movement of staff to appropriate positioning of salary ranges.

Employee Relations & Managing Diversity

• Deep comprehension of Partnership Employee Relations practice and policies.
• Implement and ensure compliance of WVI employee policies at the NO.
• Conduct, organize and oversee Investigations originated through Ethics Point or IIM.
• Ensure reporting and informs on Ethics and/or IIM.
• Coach and advice on local and general employment laws.
• Manage all aspects of high-risk cases including litigations.
• Provide guidance to senior managers on labor issues and changes in statutory requirements and labor relationship protocols
• Apply appropriate escalation and reporting rules in high risk cases
• Support Management at all levels in ensuring healthy work/home balance, staff wellbeing, security and appropriate arrangement for stress management
• Promote a work environment that demonstrates fairness, openness, equity and diversity.

Staffing, Workforce Planning and Diversity

• Ensure a leading edge recruitment and selection process is in place to attract and select top talent whilst maintaining local and global standards, processes and policies.
• Ensure efficient recruitment processes in place and participates in selection of key roles for the National Office.
• Ensure annual Workforce Plans are well conducted in NO.
• Lead the creation of an orientation and on-boarding strategy that will drive retention by orienting and engaging new employees.
• Evaluate and escalate NO major issues of diversity/discrimination and conflict.

Staff Care and Well-Being

• Take lead in identifying staff care and wellbeing gaps and how to address them.
• Develop a staff care and wellbeing programs and initiatives.
• Model and promote wellness in the workplace, life balance, servant leadership and family friendly organization.

Compliance

• Ensure compliance with all control organisms including but not limited to Social Security, IRS (Hacienda), Department of Labor.
• Comply with internal policies and procedures
• Adapt Global and Regional policies into the local context.
• Ensure that all audit observations and recommendations are followed in a timely manner.