Strategy, People and Culture Director (WVV)

• Work base: Hanoi or negotiate
• Deadline for application: September 17, 2023

Work context/Background

WVV is operating in 4 zones: North 1 (Hoa Binh, Dien Bien), North 2 (Yen Bai, Tuyen Quang, Hai Phong), Central (Thanh Hoa, Quang Tri and Da Nang) and South (Quang Nam, Quang Ngai, Ho Chi Minh and Dak Nong). WVV’s Area Program (AP) usually focuses within one administrative district of a province which populated by ethnic minority people with high rates of poverty. A uniqueness of WVV’s Development Program Approach (DPA) is that AP team members are based at district level where the AP is located, which enables them to work closely with government partners and communities on a daily basis. Beside the APs, WVV is also implementing different Special and Grant Projects to meet the specific needs of vulnerable children in both AP and non-AP areas.

Purpose of position

• Provide leadership to the process of formulation, execution, monitoring and evaluation of National Strategy in alignment with World Vision International and Regional Strategies.
• Provide strategic leadership to World Vision International in Vietnam in the area of People & Culture (P&C), and Organizational Development.
• Lead and facilitate the development of a highly effective and strategic People and Culture function to ensure the organization has the right structure, culture and talent needed to deliver on its objectives. The position will play a key role in assessing internal and external environment in the workplace demands to ensure a proper change management and organizational culture approach.

Major responsibilities

1. Strategy and organisational effectivness (15%)

• Lead the national strategy development process, which follows the World Vision International and Regional Strategies and Guidelines.
• Develop or adapt the tools and mechanisms for strategic resource allocation to ensure that resources from different funding streams are allocated for strategic priorities toward CWB impact.
• Lead the development, implementation, monitoring and reporting of Annual Business Plans and Organizational Capacity Plans in alignment with National Strategy.
• Provide strategic advice to the National Director and Senior Leadership Team by giving briefings, developing materials and recommendations and serving as a sounding board on key decisions.
• Provide leadership to ensure the effective functionality of Strategy Realization Committee.
• In close cooperation with the Risk Committee (ERM Committee) help the organization to be aware of and mitigate all the critical risks which prevent from achieving Strategic Objectives.
• Manage the performance and develop capacity of the Strategy Realization Lead.

2. People and culture strategic leadership (15%)

• Advise and support the Leadership in their leadership and engagement on matters related to Human Resource Management and Organizational Development.
• Strategic business partnering with the Leadership at all levels in creating a culture of transformational leadership.
• Advise and support the Leadership on all aspects relating to Human Resource Management, Leadership & Development and Organizational Development to create an enabling environment and increase people’s productivity.
• Collaborate with NO Senior Leadership Team (SLT) in setting up and management of performance accountability systems and HR balance scorecard in consultation with all relevant stakeholders.
• People and Culture metrics monitored and reported for efficiency on talent acquisition, development, retention, performance management, employee engagement and organizational leadership – reflecting high standards of organisational performance
• In consultation with the National Director ensure the ongoing evolution of HR policies, procedures and systems appropriate to the working needs of the organization, consistent to WVI Partnership P&C standards, and the local legal context. Risks pertaining to P&C area are minimized. 
• Facilitate the recruitment process of senior leadership positions by working closely with the National Director and Regional Leader.
• Lead the development and implementation of People and Culture department strategy and business plan in support of and in alignment with Country, Regional strategy and priorities.
• Provide leadership to development and implementation of organization wide communication and change management plan during transition.

3. Technical and operational support (15%)

• Provide direction and guidance in all areas of P&C such as Recruitment, Workforce Planning, Change & Organizational Development, Total Rewards, Employee Relations, Staff Care, Performance Management, Talent Development & Management, Retention, Succession Planning, among others.
• Ensure HR system (Workday) is optimized to meet/advance People and Culture standards.
• Work with Senior Leadership Team to identify, develop and nurture a robust talent bench of future leaders for succession planning.
• Inspire continuous learning and improvement in P&C practices, systems and tools that will enhance the efficiency and effectiveness the organization.
• Develop and expand external networks and linkages with other International Non-governmental Organizations, Partners, People and Culture consulting groups, among others for collaboration, benchmarking and employer branding.
• Develop strategic work force plan for the organization to deliver the country strategy.

4. World Vision’s mission, vision, core values (15%)

• Coordinate with relevant teams to ensure on-boarding materials cover WV core values and ethos and all employees understand and apply WV’s Core Documents and approach to holistic ministry to their work.

5. Talent management and capacity building (10%)

• Lead the assessment, development and implementation of a capacity building (learning and development) plan based on People and Culture priorities and strategy.
• Provide leadership to WVI Vietnam’s capacity building (leaning and development) initiatives in alignment with the regional and national capacity building framework and strategy.
• Build capacity of People & Culture team to deliver quality ministry, including structure, people, funding, and systems.
• In partnership with Senior Leadership Team and key stakeholders, ensure gap analysis from Talent Management point of view and provide direction to improve the quality of talent pipeline.
• Well-designed recruitment policy, systems and processes to attract high potentials with the required mind-sets and behaviours. 
• Coordinate job rotation and relocation in consultation with line managers and relevant departments to enable professional growth and career development of staff.
• Plan and implement the traineeship program so that there is always a bench strength in the organization to cater the growth as well as have capable and committed workforce for very remote and rural mountainous locations.
• Succession plan, career development plan and talent review is developed and implemented, focusing on highly potential and committed staff.
• Potential successors (second liners) for key and critical positions and for future leadership identified and systematically nurtured.
• Training/coaching programs and processes are designed and facilitated.
• Develop future leaders and managers for the organization, leveraging the use of WVI resources including SLDP, RLDP, GLO, Management Essentials.
• Standards, policies and guidelines for staff and leadership development including promotion are set in consultation with SLT.

6. Employee engagement and staff well being (10%)

• Ensure appropriate Staff Care policies are in place to ensure well-being of staff.
• Lead annual Our Voice survey. Follow up actions to improve Our Voice results are developed and implemented in consultation with Senior Leadership Team and relevant managers.
• In consultation with the National Director, ensure that the Compensation & Benefits are competitive (on par with other INGOs which are similar to WVV) to attract competent professional staff as well as retain committed staff.
• Undertake periodical salary surveys
• All the jobs are objectively and fairly evaluated and graded by HAY.

7. Organization culture and change (10%)

• Leadership development programs are in place that produce cultural alignment, build leadership skills and develop behaviors consistent with WVI values and expectations of leaders.
• Culture Management plans are in place across functions and are focused on Our Promise strategic mindsets and behaviors and capabilities.
• Organization Development initiatives reflect excellent change management principles to gain traction and make lasting organization-wide change.
• Ensure a strong performance culture, including reinforcement of the implementation of Partnering for Performance (P4P) approach. This includes recognition of good performers, and dealing with non-performers and other HR related issues in a timely manner.
• Ensure on-going performance and career conversations at all levels using partnering for performance mechanism.
• Leadership development programs are in place that produce cultural alignment, build leadership skills and develop behaviors consistent with WVI values and expectations of leaders.
• Culture Management plans are in place across functions and are focused on Our Promise strategic mindsets and behaviors and capabilities.
• Organization Development initiatives reflect excellent change management principles to gain traction and make lasting organization-wide change.

8. Quality assurance/risk management (10%)

• Ensure staff compliance with Conflict of Interest policy, Safeguarding Policy and code of conduct.
• Lead WVI Vietnam in creating risk mitigation implementation plan related to People & Culture based on Regional Security and Risk guidelines and Internal Audit recommendations related to People & Culture.
• Lead, monitor and evaluate the progress of human resources management practices ensuring compliance with WVI partnership standards, policies and procedures and the Vietnam labour law.
• Advise and support in addressing gaps/issues in People & Culture practices as necessary and appropriate.
• Ensure relations with the local labor agencies (DIPSERCO, SCEDFA, FOSCO), Insurance and other local partner agencies on Human Resource Management related issues are maintained and strengthened, and the legal compliance is ensured.
• Ensure HR system (Workday) is optimized to meet and advance People and Culture standards.
• Ensure effective implementation of Integrated Incident Management (IIM) and Employee Relations systems, ensures capacity within WVI Vietnam to manage incidents and follow through action plans and management decision.
• Facilitate staff grievances and disciplinary processes in collaboration with line managers.
• Liaise with WVI Legal department and local Legal Counsel on matters pertaining to any employee-employer relationship that will have legal ramifications to WVI.

Knowledge, skills, abilities

• At least 8 years of broad and deep experience in leading and managing Human Resource teams of large, global organizations.

• Master of Business Administration, or Master in Human Resource Management & Organizational Development.

• Strong capacity and demonstrated skill in setting a vision and developing strategies in the field of Human Resources;
• Demonstrated track record of strategic human resource management, with a proven ability to lead Human Resources teams and drive transformational change in both organizational and HR strategies, policies, systems, processes.
• Excellent communication, diplomacy, negotiation, influencing, and conflict mediation skills, with the ability to apply them effectively across diverse audiences.
• Willingness to travel domestically and internationally up to 30% of the time.

How to apply

Our contact details are:

• People and Culture Department

World Vision International - Vietnam

• Address: No. 444 Hoang Hoa Tham street, Tay Ho District, Hanoi.
• Tel: 024. 39439920

A competitive salary, benefits and career development opportunity will be offered and commensurate with the experience, qualifications and responsibilities.