JOB PURPOSE:

To provide strategic leadership to WV Kenya in the area of people management & organizational development in order to optimize organizational performance, fulfill World Vision mission, vision, core values and contribute to the measurable improvement of the well-being of vulnerable children and communities in Kenya.

The position provides support, to the National Director, and the entire Senior Leadership Team in aligning employees to the organizational strategies, goals and priorities as well as World Vision’s vision, mission and values

The P&C Director is primarily responsible for implementing the P&C strategy, leadership development and sustainability, staff and organizational well-being, performance and accountability culture, building a diverse and talented workforce with the right set of mindset and behaviours, internal and external networking for greater impact and building a professional and sustainable P&C function in the organization.

MAJOR RESPONSIBILITES:

Ensuring Strategy development and execution

• Provide strategic guidance and support to the senior leadership team in the alignment and execution of the National Office Strategy and business plans with Our Promise strategy.
• Develop and implement the People and Culture (P&C) strategy and business plan in support of and in alignment with country, regional and global strategic priorities.
• Spearhead the monitoring and reporting of People & Culture strategy metrics related to talent acquisition, development, retention, performance management, employee engagement and organizational leadership.

Promoting Leadership quality and sustainability 

• Build the capacity, depth and breadth of National Office leadership to meet the evolving leadership needs, to realize Our Promise and to enable transformational mindsets and behaviours.
• Identify and nurture globally, regionally and in-country mobile talents to support leadership and career development, succession planning and retention of high potential managers and leaders and to prepare a pipeline for future leadership for grants.
• Design and execute an orientation and on-boarding strategy that will enable staff to understand Our Promise, its implications on World Vision Kenya programme and adopt the desired mindset and behaviours to achieve Our Promise.

Ensuring Staff engagement and well being

• Contextualize, promote and support systems, services and programs for staff well-being that will maximize staff well-being to enable our staff to embrace the opportunities and challenges in meeting Our Promise.
• Execute Our Voice survey and leverage the results to enhance Staff and Organisational Well-being. Together with the senior leadership, plan and drive measurable improvements in Organisational Leadership, Culture, Agility and Effectiveness.
• Strengthen the quality of Staff Care and Peer Support interventions especially in fragile, response and conflict areas.
• Identify the organisational culture gaps and plan culture change Interventions to promote leadership and staff mindset & behaviour changes to deliver our promise.
• Design and execute compensation and benefits strategy, systems and processes in alignment to strategy 2030 that enables the organisation to attract right staff, stay competitive within the applicable labour market and promote staff retention.

Promoting Accountability and performance culture

• Promote a culture of diversity and encourage spiritual formation of leaders, promote interfaith principles and values and oneness among staff of multi faith.
• Spearhead the performance management process, strengthen the quality of performance and promote career conversations in the office.
• Review and contextualize global and regional P&C Policies to National office P&C policies for International assignees and national staff and ensure its alignment with Country labour laws, execution and compliance.
• Ensure people management risks are identified and the organization regularly reviews and implements adequate risk mitigation measures. Strengthen the risk mitigation measures especially in fragile, response and conflict areas.
• Provide leadership in educating staff on employee relations and investigations protocol and ensure cases are managed confidentially and promptly.

Developing Capable and available workforce

• Spearhead the acquisition and prepositioning of a diverse and talented workforce
• Ensure that the National Office recruitment policy, system and Processes are well established for acquiring right talents with required competencies, mindsets and behaviours required to realize Our Promise.
• Ensure monitoring and reporting systems for national & International hires are effectively managed.
• Promote gender and diversity and female leadership through right identification of talents at all levels.

Developing a strategic and professional People & Culture Team

• Ensure that the People &Culture function has the required capacity, capability, systems, processes, policies and guidelines that help the organisation drive transformation of mindsets and behaviours and realization of Our Promise.
• Promote a customer centric culture in the People & Culture function, ensuring professionalism and accountability in delivering services to staff and leaders.
• Provide overall leadership and technical support to the P&C team, coaching and mentoring the team through regular meetings, sharing and monitoring weekly, monthly and quarterly individual plans to support their professional growth and development.
• Design efficient P&C systems and processes with a particular focus on process excellence and ensure that Our People information system is fully operational with 100% accuracy

Promoting external and internal coordination

• Establish proactive linkages and strategic networks with key International NGOs and other stakeholders at the national and international level for broader impact and also to keep abreast of the ongoing changes in external environment that affects National Office operations.
• Consistently develop and maintain working relationships with regional P&C, SLT and different departments including field-based program managers.

KNOWLEDGE/QUALIFICATIONS FOR THE ROLE:

• Minimum ten years’ experience in strategic human capital management of which six must be in a senior management position in a reputable organization and minimum three years’ experience in an international Non-Profit organization
• Cross-cultural experience, understanding and sensitivity.
• Master’s degree in Human Resources Management, Business Management or Social Sciences or related fields.
• Professional qualifications in Human Resource Management or Organizational Development or Leadership Development.
• Active membership and Certification from a recognized human resources professional body
• Proven record of managing people in a diverse cross-cultural and interfaith settings
• Spiritual maturity, interfaith knowledge and a biblical worldview – Ability to articulate and model our Christian identity and mission in an inclusive way.
• Highly flexible and agile in style with the ability to produce creative and pragmatic solutions to complex Human Resources problems
• Proven conceptual & analytical skills and systems thinking
• Sharp mind, quick in decision making – knowledge for P&C/global policies at hand to facilitate decisions
• Emotional maturity, personal resilience and calmness in the face of an ever-evolving context