People and Culture Bussiness Partner

ROLE DIMENSION / DESCRIPTION

END RESULTS EXPECTED

TIME

1.      Recruitment

10%

·          Facilitate the multi-year and annual workforce planning to understand current and future staffing needs in alignment with strategic directions and operating plans, then define appropriate recruitment, retention and downsizing strategies.

·      Facilitate the standard recruitment processes (including reviewing JDs/TOR; advertising vacancies on different channels including social media and professional networks; screening; shortlisting; interviewing using competency based  behavioral interviewing technique, preparing written test and organizing fieldtrip with job shadowing assignments; checking reference; proposing job offer and preparing employment contracts) in an effective, timely, fair and transparent manner to select qualified candidate for the job.

·          The average time to fill a vacancy meet the target of PnC team (less than 60 days).

·          No position is vacant for more than 90 days.

·          New hires stay with WVV for at least 24 months and perform at “Fully Competent” level. 

2.      Employment/ Employee Relations

10%

·       Coordinate onboarding/ orientation process for new hires to equip them with understanding of WVV’s ethos, core values, approaches, policies, procedures, strategies and operations to perform their job. 

·       Handle staff grievances and disciplinary action processes in consultation with the P&C Director and line managers following HR policy of WVV and WV principles on Employee Relations.

·          Facilitate new hires, separation process in compliance with WV’s Policies and labor law.

·      Facilitate staffing changes (promotion, new appointment, relocation, additional responsibility, etc.) in consultation with relevant line manager and technical matrix manager.

·      Administer Labor Registration, Personal Income Tax, Insurance including Social Insurance Department, Personal Health and Accident Insurance)  and other benefits (absences, health check-up, etc.) for staff in the assigned zone in compliance with relevant laws, regulations and HR policies

·          Employee-employer relations are facilitated in a professional manner from the time the employee is hired, employed and separated from WVV. 

3.      Performance Management

10%

·     Provide training and ongoing coaching, support to line managers and individual staff to ensure the effectiveness of the performance management system and process (performance agreement, mid-year review and year-end review) for all staff. This includes performance and development goals set by the staff and line managers are SMART, contributing to team objectives and national strategy/ annual business plans.

·        Equip line managers with relevant skills to inspire high performance, support IDP, career development and address poor performance in a timely and professional manners.

·          A performance culture is further strengthened, where high performance is recognized and poor performance is addressed in a timely manner.

·          High ROI on learning and development, focusing on developing second liners.

4.      Staff Care/ Employee Engagement

10%

·       In collaboration with line managers, create and maintain a conducive working environment where staff enjoy wellbeing as well as are highly motivated to make valuable contribution to the organization. This can include staff spiritual nurture, effective implementation of PnC policies

·       Administer the annual survey (Our Voice) to get feedback from staff on the organizational and staff wellbeing and coordinate follow-up actions for the assigned zone.

·     Play a critical role in change management. This includes supporting the line managers in change communication strategy, identify Innovators and Early Adaptors for change, motivating and implementing the change.  

·          A well and engaged workforce which is committed to WV’s mission and values, willing to give extra efforts and embrace changes.

·          Increased Team effectiveness and employee engagement

·          Increased change readiness and agility of both the line managers and staff.

5.      PnC Information Management

10%

·        Record all employee information and recruitment processes on Our People in a timely and accurate manner.

·        Generate queries, analyses and use data on Our People to inform PnC related recommendations/ decisions.

·       Record all employee information properly in hard and soft copies, including personal documents, contracts and appendices, policies sign-off, performance and training records, etc.

·        Prepare P&C monthly reports, payroll and other updates in a timely and accurate manner.

·        Provide statistics of the assigned zone as required

·          Employee data on Our People are accurate and up-to-date to support other systems such as Horizon 3.0, GEMS, LDR approval, etc.

·          PnC statistics and analysis are available to inform decisions.

·          Records are in place to prove that all PnC processes/ procedures are transparent and in compliance with relevant policies and laws.

6.      Leadership Development and Succession Planning

20%

·      Develop/ adapt Competency Frameworks for key roles and conduct Competency Assessment to identify competency gaps and development opportunities for incumbents of key roles as well as their second liners.

·        Provide coaching/ support and tools to line managers to identify potential second liners, especially for key roles and develop/ update their talent profiles.

·       Design and coordinate leadership/ HiPo development programs using blended learning approach which combines different methods including online course/ e-learning, Webinar, simulation, coaching, mentoring, etc.

·        Coordinate the planning and delivery of Learning Events among different departments/ zones to ensure that these events effectively address the organizational capacity needs as well as individual development needs as identified in their individual development plans and talent profiles. 

·       Track learning application and impact of training courses/ development programs/ activities to justify the ROI.

·          Leadership skills and competencies are strengthened Leaders and managers are able to provided spiritual leadership to staff as well as lead the change effectively.

·          Second liners are identified and developed for key roles. 

7.      Organizational Development and Culture

20%

·        Support the PnC Director and team members in promoting the culture of Modelling (Innovation and Agility), Team and Collaboration

·          An organizational culture that is characterized by collaboration, integrity, trust, openness, agility and innovation.

8.      PnC Policies and Others

10%

·        Update and get legal advice on the HR policy for National Staff/ Micro Finance Branches in compliance with the Labor Code and other law.

·       Update the HR policy for Expatriates in alignment with Partnership policies and Vietnam’s labor Code and laws.

·      Support PnC Director in deploying innovative ways and resources to attract committed and competent candidates, develop bench-strength and retain committed talents.

·        Contribute ideas and stories for the P&C newsletters

·          Updated and effective polices

Education

-   A bachelor degree in a relevant field

- Degree in Human Resource Management

-   Essential

-   Preferred

Knowledge & Skills

-   Ability to assess projected workforce needs and source, attract, screen, and select potential candidates in an effective and transparent manner.

-   Ability to facilitate and maintain a healthy employee to employer relationship that is in compliance with local employment legislation.

-   Ability to design, implement and evaluate staff development solutions that result in improved staff performance.

-   Ability to design and implement employee engagement initiatives, including team building, staff care, health and well-being solutions and employee engagement survey.

-   Ability to research, plan, implement and administer compensation and health & welfare benefits in alignment with the total rewards philosophies.

-   Ability to develop and support performance management processes and systems, materials and training, to enable high performance.      

-   Ability to design and implement succession planning/ talent management/ leadership development tools, processes and practices.

-   Ability to administer People & Culture information systems, data reporting and analysis.

-   Ability to work alongside line managers and other stakeholders as a strategic business partner

-   Ability to coach, mentor and manage staff’s performance

-   Willing to support the philosophy, purpose and values of WV in its work with the poor in Vietnam.

-   Essential

-   Essential

-   Essential

-   Essential

-   Essential

-   Essential

-   Essential

-   Essential

-    Essential

-    Essential

-    Essential

Experience

-   A minimum of 5 year’s relevant working experience, especially in designing and implementing Leadership Development Programs.

-   Essential

Work Environment

-   Multitasking

-   Extremely high pressure

-   Diverse working environment and culture

-   Restricted context

-   Required travel to rural and mountainous locations.

Core Capabilities:

Achieving Capabilities:             

Achieving quality results and service

Practicing accountability and integrity

Communicating information effectively

Self-Managing Capabilities:      

Demonstrating Christ-centre life and work

Learning for growth and development

Maintaining work/life balance and effectiveness

Thinking Capabilities:               

Thinking clearly, deeply and broadly

Understanding the Humanitarian Industry

Understanding World Vision’s mission and operations

Practicing innovation and creativity

Relational Capabilities:                            

Building collaborative relationships

Practicing gender and cultural diversity

Influencing individuals and groups