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People & Culture Director

at a well-known international INGO

Director Ha Noi Business Operations Diversified Support Services
$ Non-Public Gross Salary
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Consultant

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15 years of working experience in different sectors ranging from NGOs, services, telecom, education, healthcare, digital marketing to government-related

Self-motivated, responsible person who has good interpersonal skill

 

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Benefits

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The Job

RESPONSIBILITIES

ROLE DIMENSION / DESCRIPTION
1. Strategic and leadership support
• Strategic, viable inputs and technical advice to National Director (ND) and Senior Leadership Team during organizational planning and assessment, leadership development initiatives are provided to support the execution of the Field Office Strategy and business plans in an alignment.
• Appropriate actions are taken to ensure that Partnership and standards and other related P&C Partnership initiatives are followed in the field.
• P&C metrics monitored and reported for efficiency on talent acquisition, development, retention, performance management, employee engagement and organizational leadership – reflecting high standards of organisational performance
• Evidence of mindset and behaviours among staff transformed to realise the organizational Promise. Culture of agility and innovation is strengthened.
• Relevant and viable polices and guidelines are recommended to formulate organizational policies that lead to better organizational and departmental performance. In consultation with the ND ensure the ongoing evolution of HR policies, procedures and systems appropriate to the working needs of the organization, consistent to organizational Partnership P&C standards, and the local legal context. Risks pertaining to P&C area are minimized.

2. Developing a strategic and professional People & Culture Team
• The People & Culture team has the required capacity, capability, systems, processes, policies and guidelines to drive transformation of mindsets and behaviours to deliver the national strategy.
• Professionalism and accountability in delivering services to staff and leaders are ensured.
• Having a lean and effective P&C team which is able to support both programs as well as is able to support Strategic direction.
• Overall leadership and technical support as well as regular coaching and mentoring is provided to the PnC team members to support their professional growth and development. Second liners for PnC leadership position are identified and developed.
• Government Relations with the local labor agencies and other local partner agencies on HRM related issues are maintained and strengthened, and the legal compliance is ensured.

3. Developing a capable and committed workforce
o Workforce plan is in place and updated.
o Evidence of effective staff acquisition and retention.
o Well-designed recruitment policy, systems and processes with the required mind-set and behaviours.
o National staff capacity fully developed .
o Appropriate job rotation and relocation is well arranged and coordinated in consultation with line managers and concerned departments, which enables staff professional growth and career development.

4. Employee engagement and staff well being
• Appropriate Staff Care policies are in place to ensure well-being of staff.
• In consultation with the ND, ensure that the Compensation & Benefits are competitive to attract good professional staff as well as retain committed staff.
• Periodical salary surveys are undertaken.
• All the jobs are objectively and fairly evaluated and graded.
• Ensure performance based pay for all national staff.

5. Promoting accountability and performance culture
• Ensure performance culture continues to be strengthened, including reinforcement of the implementation of Partnering four Performance (P4P) approach. This includes recognition of good performers, and dealing with non performers and other HR related issues in a timely manner.
• On-going performance and career conversations take place at all levels.
• Ensure that the performance development is implemented in line with talent management system.
• Facilitate staff grievances and disciplinary action process in collaboration with line managers. Liaise with the Partnership Office Legal department and local Legal Counsel on matters pertaining to any employee-employer relationship.

6. Promoting leadership quality and sustainability
• Succession plan, career development plan and talent review is developed and implemented, focusing on highly potential and committed staff.
• Potential successors/secondliners for key and critical positions and for future leadership identified and systematically nurtured.
• Orientation strategy in place that helps new staff to understand and subscribe to the organizational core values and ethos.
• Training/coaching programs and processes are designed and facilitated.
• Develop middle managers and future leaders for the organization, leveraging the use of resources
• Ensure the standards, policies and guidelines for staff and leadership development.
• Effective mechanism is designed and implemented to maximize ROI.

7. Spiritual leadership
• Provides time and space for staff to participate in organizationally initiated spiritual formation activities when appropriate.
• Creates opportunities for spiritual reflection of P&C staff to increase their sense of meaningful job and passion for the ministry.
• Leads the P&C department in modeling biblical ethics and principles in actions and lifestyle.
• Leads the organizational reflection upon request or when deemed necessary.

Growth opportunity

Your Challenge

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Promotion Opportunity

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The job

Requirements

Knowledge, Skills, Abilities:
1. Education:
• Bachelor’s degree in Human Resource Management & Organizational Development or Business Administration.
• Master degree in HRM is preferred.
2. Experience:
• At least 5 years of broad and deep experience in leading and managing Human Resource team and relevant experience in organizational development, leadership development and change management in the organization context.
3. Knowledge & Skills:
• Proven record with HR functions, having initiated and implemented purpose-driven and organization-focused change.
• Demonstrated competency in developing systems, policies and guidelines to support people management and organizational effectiveness.
• Proven leadership and management skills in restricted context.
• Has good knowledge and understanding of local labor laws on Compensation, Labor Relations/Standards, and Issuances.
• Has broad and deep working knowledge on recruitment, retention and separation of staff.
• Ability to champion the cause and concerns of the employees without compromising the values and resources of the organization.
• Ability and skills to build the capacity of individual staff, leaders and the organization to meet and exceed the competencies/capabilities required to achieve organizational goals and objectives.
• Ability to travel across the country and abroad.

About

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Company culture

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Get to know your line manager
You will report to: National Director (ND)
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