Wednesday, January 11, 2017

People & Culture/Human Resources Director - World Vision Tanzania

Job Position: People & Culture/Human Resources Director - World Vission Tanzania - Dar es Salaam


Purpose of the position:

To provide strategic direction in designing, developing and implementing strategies and systems in support of attracting, developing, and retaining a committed, competent and productive human resource to effectively deliver the World Vision Tanzania Strategy. This includes providing strategic leadership and technical support to the National Office in all matters related to Human Resource Management (HRM) and Organizational Development (OD). The position also provides support, counsel and overall technical advice to the National Director, and the entire World Vision Tanzania (WVT) Senior Leadership Team in the areas of Human Resource (HR) Management, Organizational Development, Leadership Development, and Strategic Planning.

Communicate World Vision's Christian ethos and demonstrate a quality of spiritual life that is an example to others.

Roles and Responsibilities:
Divisional Leadership:

  • Strategic partnership with the WVT Senior Leadership to strengthen the OD and human resource function by providing guidance and counsel to the team.
  • Provide overall leadership and technical support to the People and Culture (P&C) team.
  • Coaching and mentoring the Division team through regular meetings, sharing and monitoring weekly, monthly and quarterly individual plans.
  • Strategic Business Partnering with the leadership team:
  • Participate in strategic planning sessions for organization effectiveness and individual business units to meet organizational goals.
  • Lead, plan and co-implement initiatives towards the realization of the organizational vision, mission and three-year strategic and annual operating plan.
  • Facilitate P&C budget guidelines for the various units to incorporate in their annual operational planning.
  • Provide technical expertise on business strategies, human resources processes and organizational policies and practices at the leadership level (including but not limited to Recruitment, Employment, Benefits/Medical, Compensation, Orientation, Staff and Leadership Development), and organizational policies and practices.
  • Design and implement the business partnering model with the line managers i.e. Lead and implement the P&C business partnering with line managers for effective delivery of HR&OD services.
Divisional Planning & Budgeting:
  • Develop, Implement, review and monitor the Divisional Annual Operational Plan.
  • Develop, implement & review Divisional monthly & Quarterly plans.
  • Develop, review & Monitor the Division Budget.
  • Facilitate P&C budget guidelines for the various units to incorporate in their annual operational planning.
Staff Motivation & Retention:
  • Design, review and implement HR policies, systems, guidelines in alignment with the Government labor law and the Partnership standards.
  • Provide leadership in conducting surveys and benchmarks that will ensure that WVT stay competitive within the labour market.
  • Sensitization of all staff on the current HR policies and guidelines.
  • Staff wellbeing:
  • Develop and implement a staff wellbeing strategy and initiatives for WVT.
  • Provide leadership in conducting periodic staff climate surveys to gauge the level of satisfaction in the organization.
  • Enhance the P&C service delivery and capacity:
  • Skills audit: identify the skills gaps within P&C and develop a strategy for capacity development.
  • Review the systems/processes to identify and address gaps for effective service delivery.
  • Quarterly performance reviews of the division in line with the Divisional strategy.
Organizational Development:
  • Review and develop appropriate organizational designs and effective structures.
  • Build Change Management capacity in the National Office as appropriate.
  • Contextualize, promote and support systems, services and programs for employee well-being.
  • Conduct organizational climate audits engaging leadership to implement corrective actions.
  • Administer Employee Relations policies and programs, and provide advice to staff and managers.
  • Networking and public relations building:
  • Establish strategic networks with key International NGOs and other supporting agencies at the national and international level to keep updated with changes in external environment.
  • Carry out benchmarks with other INGOs to identify best practices.
  • Attend Regional and Partnership networks .

Education/Knowledge/Technical Skills and Experience:
  • The following may be acquired through a combination of formal or self-education, prior experience or on-the-job training:

Qualification required:
  • MBA/ Masters in Human Resources/ or related field.
  • Extensive experience in Human Resource Management at Senior Executive Management level for a minimum of 5 years.
  • Experience in managing large organizational change initiatives will be an advantage.
  • 5-10 years’ experience at senior level in leadership
  • Knowledge of normal organizational policies, labor law and legal requirements of Tanzania.
  • Good skills in conflict resolution/problem solving, teamwork, crisis management, training facilitation and coaching.
  • Cross-cultural sensitivity, flexible worldview, emotional maturity and physical stamina.
  • Ability to exhibit exemplary lifestyle as interpreted in specific local cultural context.
Other Competencies/Attributes:
  • HR Technical skills, influencing skills, conflict management skills, counseling skills and organization awareness skills.
  • Must be a committed Christian, able to stand above denominational diversities.
  • Attend and participate/lead in daily devotions and weekly Chapel services.
  • Perform other duties as required.
Working Environment / Conditions:
  • Work environment: Office-based with frequent travel to the field offices or areas of operations of WVT.
  • Travel: 20% Domestic/international travel is required.
  • On call: 30%.