• This position leads the Global Humanitarian Surge function which provides surge capacity deployment services for Responses and Field Offices across the WV Partnership. This role works with relevant focal points at GC, RO, FO and SO functions in identification, vetting and developing surge staff in preparedness for Emergency deployments.

This enables the timely scale up and continuity of WV response interventions to affected children and communities. This involves:

• Driving the Humanitarian Response people capabilities preparedness agenda with relevant stakeholders i.e. Regional Offices, Global centres and Support Offices to ensure a rich pipeline of ready-to-go deployable capacities as needed for effective emergency responses.
• Managing surge demand requests and deployment processes,
• Coordinating with technical, SME and management in GPR as relevant for aligned technical assistance support
• Work with the Humanitarian Surge Specialist to develop and maintain an agile, effective and aligned Global Emergency Roster, surge demand and usage data and trends analysis and reporting,
• Managing Workday and other relevant surge platform operations,
• supporting roster/deployee preparedness to ensure duty of care.

Key Responsibilities

Provide oversight for effective management of operations of the Global Humanitarian Surge function to ensure provision of qualified and experienced surge support to field and response offices in a timely manner.

• For new or predicted large scale disasters, support preparedness and /or rapid scale through pre-positioning of surge staff and potentially deploying to support surge mechanisms within the response.
• All surge requests are processed efficiently and field/requesting offices are provided with appropriately qualified and experienced surge support in a timely manner.
• All ToRs correctly reflect role requirements, deployment/TA modalities and locations and cost recovery information.
• Effective negotiations with both requesting and sending office staff and management to ensure staff with the required profile are secured and released in a timely manner.
• Managers are able to prioritise staff for specific deployment/TA requests based on recommendations that take into account: DMT response priorities, potential surge requests for specific SME roles and availability of surge staff.
• RDMTs and the Global Emergency Rosters are effectively used to source timely surge support.
• Coordination and collaboration with Global Programmes & Resources (GPR) for subsequent technical SME deployments or back-fill is provided Strong and effective working relationships are developed and maintained with RHEADs, Regional HEA Teams, Response Directors, Regional P&C Teams and FO HEA as well as GPR relevant teams, Managers/Teams to facilitate timely release of surge support.
• Regular assignment monitoring results in DM GC staff completing timely End of Deployment/ Technical Assistance reviews.
• Establish and maintain an online EoD appraisal system for non-DM GC deployees and ensure appraisals are reviewed and feedback is taken into account when considering these staff for re-deployment.
• Pre-positioned surge staff are identified and their release secured or a predictive roster is developed, for predicted or newly declared large scale disasters, to ensure timely provision of surge staff.
• Global Humanitarian Surge services are provided directly to a response via deployment to the response, to increase the efficiency and timeliness of securing the required surge support and scaling up operations.

Lead development of and maintain an effective, active and diverse Global Emergency Roster (GER) that is aligned with surge demand trends, including: recruitment and vetting of members, orientation and preparedness and monitoring of membership, as well as talent identification

• Revamped GER is populated with available and qualified staff that meet the required criteria and according to set targets.
• Support engagement with Workday system focal points to ensure roster and candidate information is effectively transitioned, populated and mechanisms for live updates, analysis, search are effective for WV-internal and -external roster candidates and in future – linked with talent and professional career development options
• DM SME leads are guided in their identification and assessment of roster candidates to ensure WV meets CHS people standards and that GHS leverages and develops internal and external talent.
• DM learning programme and RDMT alumni are leveraged to join the GER as required.
• External roster candidates are vetted using the MDS and blocked party screening.
• GER staff are orientated, supported and monitored in various preparedness activities (i.e. deployment processes, deployment and technical assistance readiness, personal resilience and well-being, etc) to ensure both duty of care and that they can deploy in a timely manner.
• GER staff have undertaken the required pre-deployment or annual health/medical assessments to ensure both duty of care and compliance with relevant WV global P&C policy.
• DM SME leads are supported to keep the roster membership live and members engaged to ensure ongoing interest in deployment opportunities, as also linked with talent identification and professional development opportunities
• GER membership is monitored and updated reflecting changes in availability and ability to meet criteria. Where gaps are identified, additional qualified staff or externals are secured for the SME roster.
• Collaboration with Global Programmes & Resources, technical SME leads to ensure aligned/ harmonised approaches to roster/ technical assistance deployments with DM
• GER SME profile targets are reviewed annually according to surge demand data and sector and context trends, and recommendations made for required changes. GER membership data is migrated accurately to new platform once established.

Leadership engagement with relevant focal points at GC, RO, FO and SO functions to support surge staff preparedness through orientation and training.

• Ensure regular engagement is scheduled with focal points in GC (P&C, GTD, DM etc) and RO, FO and as relevant SOs to create a comprehensive understanding and agreement on surge and roster requirements, gaps, priorities and ways of working in collaboration with the Snr. Director Humanitarian & Development Capacity & Capabilities
• New staff are orientated and conversant regarding global humanitarian surge systems and preparedness requirements to ensure timely deployments/TA so they can respond when called.
• RDMT members are trained on deployment processes to enable timely deployments when required and enable timely duty of care.
• Regional and FO P&C staff are trained on deployment processes to enable timely deployments when required and ensure duty of care.
• Support Knowledge Management aspects for internal and external Surge roster and facilitate orientation of P&C staff in global, regional and FO functions
• Ongoing collaboration with Global P&C insurance staff to ensure deploying staff aware of and have access to travel and medical insurance during deployments.

Ongoing surge reporting and analytics to inform DM leadership and management processes and decision making, including cost recovery and budget allocation to specific SME surge profiles.
Surge data trends and analysis to inform broader organizational investments and training in specific SME profiles and adjustments to RDMTs and the Global Emergency Roster.

• Current deployment data is regularly provided for the Humanitarian Headlines newsletter
• Deployment, Technical Assistance of surge staff is monitored against targets and where demand is likely exceed supply within a FY, the respective Senior Director and manager is advised to ensure contingency planning for surge supply, including GPR technical SME or external roster candidates
• Support live-tracking and updates (or semi-automatic processes) of GPR technical deployment demands/ gaps as required and appropriate to cross-reference potential relevant candidates
• Dashboards for DM Managers and Leadership, Finance and Surge are regularly reviewed for accuracy and surge data is shared with key stakeholders including DM leadership and RHEADs.
• Six months’ surge reports including analysis of trends and recommendations regarding needs for additional surge capacity are prepared and shared with key stakeholders including DM leadership, RHEADs, GPR and the GFO.
• DMT Finance are provided with accurate DM GC deployment progress against target data

Drive Systems’ Development, staff surge information alignment and manage workday platform daily operations including system training, maintenance, communications, vendor relationship management and development, where required.

• DM Surge audit dashboard is regularly reviewed and issues addressed to ensure accuracy of system data and timely completion of surge management processes.
• Closely coordinate, collaborate with technical functions’ / deployment/ technical assistance in Global Programmes & Resources as well as DMT to ensure alignment of and visibility of surge capacity (and gaps) along the Humanitarian Development Peace Nexus phasing of WV’s programmes/ operations
• New work users of the system are orientated and trained and able to use the system to effectively complete surge management processes and track their own assignments and cost recovery.
• New leadership and manager users of Workday system are orientated and trained and able to use the system to complete management functions along with tracking staff progress against targets.
• User support is provided to requesting office staff as required.
• User friendly Workday system user instruction videos and resources are developed, maintained and socialised to support effective use of the system.
• DM GC Workfront phase-out and Workday user licences and management structure are maintained and up to date based on changes to the team.
• Periodic user feedback processes are implemented on system efficiency and where possible, system or business process solutions are identified and implemented to address any concerns.
• Strong working knowledge of workday system and upgrade/s and changes to the system are maintained, to ensure the DMT can take full advantage of functionality to facilitate effective surge management processes.
• New system requirements are identified based on surge management processes, solutions are identified and implemented, to provide simple and efficient system and processes.
• Effective user communications are developed and shared regularly to keep them informed about improved functionality, new business processes and any change management processes.
• Vendor relationship with Workday is maintained to enable access to customer support and timely payment of invoices for user licences.

Active member of the Humanitarian & Development Capacity & Capabilities team contributing to a positive work environment and delivery of team vision and objectives.

• Strong working and collaborative team relationships that result in a supportive team environment, where staff thrive and team work objectives are delivered effectively.
• Act as an ambassador for the HDCC Team promoting the work and initiatives of other team members to increase their impact and reach.
• Lead or contribute to team activities and initiatives, when required.
• Active participation in relevant unit and cross-ministry and DMT meetings.

Requirements

• Bachelor’s degree in Human Resources Management or the equivalent.
• 10+ years’ experience in human resources and / or surge/roster management.
• Demonstrated experience in an I/NGO with a strong understanding of humanitarian response programming.
• Experience in international/global workforce management or in an international response context is essential.
• Experience in roster management including SME sourcing, screening, assessment, vetting (MDS, blocked party screening) and management approval.
• Extensive experience in managing deployment processes,
• Experience and technical skills in managing and developing platforms/systems Workday, for HRIS or surge management.
• Experience with managing confidential employee data (i.e.personnel files/HR data systems. CV, passport, etc.) in an online environment.
• Demonstrated data and trend analysis and report writing skills.
• Demonstrated ability to influence outcomes through building collegial relationships, negotiation, creativity, and thinking outside the box across a large and complex organisation.
• Demonstrated client service orientation/experience that is focused on providing professional, service-oriented, responsive, and innovative support to partners and departments.
• Versatile and strong experience in using MS Teams, MS suite, and SmartSheet, having ML software or programming experience would be desirable
• Very strong verbal and written communication skills in English.
• Excellent cross-cultural communication skills.
• English- additional fluency in French, Arabic, Spanish, etc would be highly valued.

Required
Required travel and/or work environment accommodations

• Potentially deploy to large scale disasters and be imbedded in P&C function to surge response.
• Periodically travel to team meeting.
• This is a global role in a virtual team. Role will need to attend meetings and communicate with diverse international group of stakeholders and clients outside of regular working hours.

Position’s Physical Requirements

• Can pass HEAT

Preferred Experience, Knowledge And/or Other Qualifications

• Excellent knowledge of humanitarian staffing and surge trends in the humanitarian sector.
• Knowledge of workforce/staffing forecasting.
• Systems orientation and knowledge of digital platforms and systems used to manage processes for large organisations (i.e. Workday, etc).
• Familiarity with organisational P&C policies and practices impacting staff deployments and secondments/ technical assistance including duty of care.
• Familiarity with organisational staff care and personal security policies, processes and resources relevant to deployments.
• High level of agility and multi-tasking skills – able to work under pressure
• Knowledge issues and challenges that impact the deployment of staff resources across borders.
• Knowledge of and experience in providing virtual orientations and training.
• Strong detail / accuracy orientation.
• Working knowledge of the Core Humanitarian Standards. Red Cross Code of Conduct, Safeguarding standards and other key humanitarian and sustainable development standards.
• Fluency in French, Spanish or Arabic is desirable
• Positive, can-do attitude with strong inclination towards finding solutions and serving others.