With 75 years of experience, our focus is on helping the most vulnerable children overcome poverty and experience fullness of life. We help children of all backgrounds, even in the most dangerous places, inspired by our Christian faith. Come join our 33,000+ staff working in nearly 100 countries and share the joy of transforming vulnerable childrens life stories!

Employee Contract Type:

Job Description:

MAJOR RESPONSIBILITIES

Employee Champion – Provide thought partnership and strategic P&C support to staff and Managers on people matters.

Work with the P&C Director to coordinate and implement management change initiatives across the organisation.

Serve as the focal P&C Coordinator for the National Office on staff engagement and staff wellbeing and care matters.

Act as a thought partner to P&C Coordinators and managers to address peoplerelated issues and priorities within work units.

Engage regularly with staff and managers, monitor employee pulse, and provide guidance on handling staffrelated matters.

Coordinate and facilitate P&C initiatives, including events, surveys, action plans, and learning sessions.

Lead the development and implementation of the Our Voice action plan in collaboration with staff and managers.

Work with the Faith & Development Coordinator on peer support and spiritual nurture activities.

Provide timely frontline P&C support to staff and managers, ensuring highquality service delivery.

Conduct research and analysis to develop evidencebased proposals and business cases for change and learning initiatives.

Develop and maintain effective P&C communication systems to ensure clear, timely messaging to staff.

Provide guidance, counselling, and handson support on employee relations, performance management, and conflict resolution.

Strengthen staff wellbeing awareness and promote a healthy work environment in collaboration with P&C Coordinators.

Support Field Operations leadership on effective P&C policies, processes, learning, and staff development programmes.

Coach and support managers to effectively address and resolve employee issues.

Partner with the P&C Director to implement proactive employee relations programmes aimed at reducing workplace incidents.

Work closely with affected staff, managers, and department heads to resolve staff issues with fairness, clarity, care, and compliance with labour guidelines.

Performance Management: PFP Partnering for Performance: Planning organizing, timely completion, improved performance culture.

Work with P&C Dir and Department Directors in building and culture of performance and accountability across units.

Coordinate and facilitate the implementation of guidelines on staff performance management, e.g. new hire probation, mid-year review annual review and needs improvement.

Work on customized training programs and tools for line managers on effective performance management. Facilitate learning and understanding on WVI PFP principles and policy requirements.

Gather feedback throughout the cycle through surveys, small group discussions, on the quality of process and tools, and where changes may be needed. Utilize feedback for changing/revising performance management practices.

Engage with staff manager and department heads on timely completion of pfp process on workday e.g., assessment and rating completion, preparing completion reports, encoding final rating data etc.

Facilitate the development of NI Needs improvement forms. Engage with managers and ensure the completion of PIP process (objectively).

In collaboration with Line Managers provide recommendations to P&C Director on Performance Management outcomes (remedial and rewards). Analyse performance trends and prepare reports and recommendations for business improvements.

Talent Management: Implement our talent management framework and philosophies.

Support the P&C Director with the development of WVISL Talent Pool and succession planning.

Coordinate with managers on WV talent management framework, implementing tools and programmes.

Integrate data from performance management processes (P4P) into talent management database and development initiatives.

Inform and support strategies for engaging, deploying and retaining talent at WVISL and provide management information on depth and breadth of talent to deliver current and future strategic and operational goals.

Participate in designing a system and process for tracking key staff in their development.

Identify skill gaps and mentoring and coaching opportunities to develop desired competencies and skills

Facilitate, coordinate and handle the internship programs annually. Work with manager and interns per the internship business scope, e.g. Interns request, TOR development , approvals, recruitment, contract tracking, renewals, separations, payments, learning progress etc.

Work with P&C Dir, Managers and Leader on Women in leadership initiatives.

Work with P&C Manager on Talent and Hiring mechanisms and clarity.

Learning & Development: Approach for strengthening the learning environment and culture.

Support the ongoing program for managerial competencies needed across all levels of management (e.g., Situational Leadership II, Management Matters programs, Core Competencies, MLC, Ecampus etc)

Research and develop specific plans and programs for unique managerial needs (e.g., first-time managers, managers orientation, managers promoted to next level)

Build readiness and culture of blended learning (technology/virtual components blended with face-to-face events)

Build relevant tools to support 1) the evaluation of training events and programs, and 2) monitoring the application of learning

Support the ongoing understanding and implementation of 70:20:10 learning principles.

Develop, update and maintain a yearly training calendar that addresses all the pertinent development needs for the purpose of staff growth (capacity building calendar)

Continuously coordinate with managers to capture any changes in the training and development needs and to maintain the needs for the Organization as current and anticipate possible future needs.

Store training designs in a database which will serve as a resource center and at the same time document the process of change into World Vision’s new learning-centered designs.

Compile and submit semi-annual gender and diversity report.

Engage organizationally on employee core competencies interventions.

Track and monitor Compliance and L&D ecampus courses and engage with staff on high % of completion

Establish and maintain effective data bases for employee performance, individual development, and learning and development efforts.

Participate and represent in Regional and GC L&D Network and Events.

Facilitate process assessments and simplification initiative.

Build a culture of evidence based learning.

Participate and support the HEA scorecard NDPP, Capacity assessment, Risk Assessment, Contingency and other cross functional engagements on L&D and C&B.

Reporting Tracking and Monitoring

Facilitate the development of mechanisms for systematic tracking and monitoring of P&C work.

Consolidate, analyse, and prepare required P&C reports and data for internal decision-making.

Facilitate and develop/ produce consistent P&C weekly and monthly reports.

Conduct periodic assessments and identify trends across key HR metrics (e.g., employee incidents, separations, gender ratio,) to provide actionable insights for improved people management decisions.

Ensure timely and highquality submission of all P&C reports and data.

Develop and maintain P&Cspecific tracking tools and templates to standardize reporting.

Establish and manage a functional P&C dashboard for real-time visibility of critical HR indicators.

New Hire Orientations Programs

Design and develop an effective New Hire Orientation (NHO) program aligned with WV values, culture, and organisational requirements, ensuring regular updates.

Collaborate with departmental heads to develop functional orientation content and organise NHO sessions.

Coordinate and facilitate onboarding…