People & Culture (HR) Manager

Organizational Development:

• Maintain an up to date and aligned Organizational Structure for all work units, working in consultation with
• the P&C/HR Director.
• Provide, support and monitor on-going capacity-building to the Business Partner.
• Facilitate and promote an on-going learning and development culture, at individual, group and Organizational level.
• Facilitate the development of talent pools for mission critical and specialized roles, with clear capacity plans.
• Coordinate the implementation of the Organizational Capacity Plan.
• Facilitate and monitor departmental succession plans and give necessary guidance.
• Collaborate with and provide guidance to goal owners, to ensure proper capacity-building plans and initiatives are
• in place for their identified potential successors.
• Implement departmental Strategic Plan to effectively support the delivery of National Office Strategic objectives.
• Coordinate and/or collaborate in all change management processes in the organization.

HR Administration

• Oversee the P&C department for WV Swaziland, to ensure the strategic mandate and objectives are met.
• Provide on-going support, advice and guidance to the Senior Management Team on operational P&C related issues, including compliance and risk management.
• Ensure accountability for day-to-day P&C related processes and activities, including engagement with stakeholders.
• Oversee, support and provide technical guidance to all recruitments/staffing processes taking place in WV Swaziland.
• Oversee adequate on-boarding, orientation and induction process for all key roles, particularly managerial level.
• Negotiate and process employment contracts.
• Ensure proper background checks are done and completed with sufficient evidence before engagement of external candidates.

Policy Development & Implementation

• Initiation and recommendation of all P&C policies development informed by proper assessment and need.
• Evaluate the policy environment and developments both internal and external and update them as and when necessary.
• Oversee and provide guidance on the implementation of P&C Policies.
• Ensure all activities within P&C and in relation to internal stakeholders are delivered in line with P&C and/or organizational policies, procedures, and standards.

Performance Management

• Train and guide managers on performance management system and processes.
• Ensure 100% submission of performance agreements at the beginning of each fiscal year.
• Coach and mentor managers and supervisors in measuring performance and providing ongoing coaching for
• performance and feedback to their staff.
• Ensure end of year Performance review process is carried out in a timely and appropriate manner.
• Provide close guidance and monitoring of Performance Improvement Plans to and by line manager/supervisors.
• Ensure timely and consistent implementation of performance recognition and rewards (merit increases and recognition program - PACT).
• Conduct staff training to support performance.
• Compile a Performance Report of the Organization based on performance reviews done for all staff, even to inform the performance reward system.
• Maintain and manage a Performance Management System for the office
• Be accountable and ensure timely execution and delivery of all P&C activities and assignments.
• Facilitate timely and quality implementation and follow-through (including reporting) of all P&C projects and
• programs, including Our Voice action plan and staff meeting engagement and action plans.

Job Evaluation

• Facilitate periodic market-based salary survey and reviews at least once in every two years
• Coordinate structured periodic Job Analysis for all positions.
• Provide support and guidance in the formulation of job descriptions
• Set up a Job Evaluation Committee
• Act as a Secretary to the Evaluation Committee
• Communicate clear and timely results of job evaluations

Industrial / Labour Relations

• Provide guidance to management on labour issues and changes in statutory requirements.
• Oversee, provide guidance and support, the handling of industrial relations issues, including conflict management,
• grievances and disciplinary processes.
• Represent the Organization in all external labour matters/disputes.
• Maintain communication with other Non-governmental organizations to ensure World Vision compensation and policies
• are appropriate to local conditions.Stewardship / Financial Management
• Prepare plans and budgets for human resources.
• Ensure that identified training needs are met at the least cost.
• Manage the training budget for the office together with departments.

Payroll & Benefits

• Oversee, the preparation, processing and maintenance of payroll records for all employees.
• Review and endorse at P&C level, monthly payroll including changes and statutory payments.
• Provide oversight and guidance to Business Partner towards response to payroll queries and other critical
• information.
• Supervise the implementation and use of payroll system (SAGE VIP)