People & Culture (P&C) Director

MAJOR RESPONSIBILITIES

I. Strategy development and execution

• Provide strategic guidance and input to the National Director and the Senior Leadership Team in the alignment and execution of the Field Office Strategy and business plans with Our Promise.
• Develop and implement the People and Culture (P&C) strategy and business plans in support of and in alignment with country, regional and global strategic priorities.
• Spearhead the monitoring and reporting of people & culture metrics related to talent acquisition, development, retention, partnering for performance, employee engagement and organizational leadership.

II. Promoting Leadership quality and sustainability 

• Build the capacity, depth and breadth of Field Office and project leadership to meet the evolving leadership needs, to realize Our Promise and to enable transformational mindsets and behaviours in the changing environment.
• Identify and nurture globally, regionally and in-country talent to support leadership and career development, succession planning and retention of high potential managers and leaders. and to prepare a pipeline for future leadership.
• Design and spearhead the development of staff capacity, including mindsets and behaviors, to work effectively in the local context.
• Design and execute an orientation and on-boarding strategy that will enable staff to understand Our Promise and its implications on World Vision’s work in different contexts,

III. Organizational Development and Change Management

• Organization Development initiatives reflect excellent change management principles to gain traction and make lasting organization wide change.
• Culture Management plans are in place across departments and are focused on strategic behaviors and capabilities.
• Leadership development programs are in place that produce cultural alignment, build leadership skills and develop behaviors consistent with WVI Cambodia values and expectations of leaders.
• Ability to manage small and large scale changes working very closely with the Leadership Team.
• Provides in-depth understanding of Organizational Designs (OD) and workforce planning

IV. Ensuring Staff engagement and well-being 

• Maximise staff well-being to enable staff to embrace the opportunities and challenges in meeting Our Promise. Contextualise, promote and support systems, services and programs for staff well-being.
• Execute the Our Voice survey and leverage the results to enhance Staff and Organisational Well-being. Together with all staff (getting their feedback) the senior leadership team, plan and drive measurable improvements in Organisational Leadership, Culture, Agility and Effectiveness.
• Strengthen the quality of Staff Care and Peer Support interventions.
• Identify the organisational culture gaps and plan culture change interventions to promote leadership and staff mindset & behaviour changes to deliver our promise to the most vulnerable children.
• Design and execute compensation and benefits strategy, systems and processes in alignment to Our Promise that enable the organisation to attract and retain required staff.

V.Promoting Accountability and performance culture 

• In consultation with ND, Operations and Leadership team, recommending an appropriate structure realignment processes to match program requirements, including pre-positioning for diversified funding.
• Spearhead the partnering for performance process.
• Keep WVI Cambodia P&C Policies up to date, in alignment to global and regional P&C Policies and in compliance with Local Laws and context.
• Ensure people management risks are identified and the organisation regularly reviews and implements adequate risk mitigation measures for fragile, conflict and response areas.
• Provide leadership in educating staff on employee relations and investigations protocol and ensure cases are managed confidentially and promptly.
• Support a culture of faith literacy and awareness of diversity. And promote principles for effective interfaith engagement in multi-faith contexts, as appropriate.

VI. Developing Capable and available workforce

• Spearhead the acquisition and prepositioning of a diverse and talented workforce using work force planning
• Ensure that the Field Office recruitment policy, system and processes are well established for acquiring talent with required competencies, mindsets and behaviours required to realise Our Promise.
• Promote gender diversity through appropriate identification of talent at all levels.

VII. Developing a strategic and professional People & Culture Team

• Ensure that the People & Culture function has the required capacity, capability, systems, processes, policies and guidelines to drive transformation of mindsets and behaviours and realisation of Our Promise.
• Promote a customer centric culture in the People & Culture function, ensuring professionalism and accountability in delivering services to staff and leaders. 
• Provide overall leadership and technical support to the P&C team, coaching and mentoring the team through regular meetings, sharing and monitoring individual plans to support professional growth and development.
• Design efficient P&C systems and processes with a particular focus on process excellence and ensure that WorkDay is fully operational with accurate and complete information for decision making.

VII. Promoting external and internal coordination

• Establish proactive linkages and strategic networks with key International NGOs and other stakeholders at the national and international level for broader impact and also to keep abreast of the ongoing changes in the external environment.
• Consistently develop and maintain effective working relationships with Regional P&C, SLT and different departments including field based program managers.

REQUIREMENTS:

• Bachelor’s degree in human resources management, business management or other social sciences.
• A master’s degree in the relevant field is an added advantage. 
• At least 5 years of experience in organisational development and human resources management or related fields, in a complex, international organisation preferably NGO context.
• Technical Training qualifications required:  Professional qualifications in Human Resource Management or Organisational Development (OD) or Leadership Development. 
• 20-30% of time to visit regional offices and area programs or projects in Cambodia and/or occasional international meetings
• Spiritual maturity, interfaith knowledge and a biblical worldview – Ability to articulate and model our Christian identity and mission in an inclusive way.
• Visionary thinking and understanding of humanitarian operations in Cambodia and Asian context.
• Proven record of managing people in a diverse cross-cultural and interfaith settings and initiating and implementing organisational change.
• Familiarity with INGO international staffing policies and sound knowledge of Regional/ Country labour laws.
• Demonstration of well-developed interpersonal skills, excellent communication skills, both verbal and written.
• Highly flexible and agile in style with the ability to produce creative and pragmatic solutions to complex Human Resources problems.
• Proven conceptual & analytical skills and systems thinking.
• External engagement, internal engagement and networking skills.
• Have OD and change management skills especially the ability to design and execute OD interventions.
• Experience in emergency response scenario planning process. 
• Have experienced peer mentoring and coaching from a seasoned leader
• Proficiency in both Khmer and English is required