Deadline of this Job:
28 December 2022
Within Tanzania , Dar es Salaam , East Africa
Summary
Date Posted: Tuesday, December 20, 2022 , Base Salary: Not Disclosed
Learn more about World Vision
World Vision jobs in Tanzania
JOB DETAILS:
MAJOR RESPONSIBILITIES
Leadership 20%
• Strategic support for P&C Director on LEADER strategy and P&C Policy implementation
• Provide leadership and technical support to the P&C operations team
• Ensures and manage recruitment process are done professionally as per the policy and the law of the land.
• Ensures the ‘ER’ component of the LEADER strategy is at standard or above.
• Participate in strategic and tactical planning sessions for P&C Operations, strategy, and individual business units to meet organizational goals.
• Keep abreast and updated with changes in labour laws and legislations and provide technical guidance to all stakeholders on issues and changes in statutory requirements for management decision making
• Provide technical support to the P&C Business Partners
End Results
• Clear demonstration of P&C leadership
• Effective Implementation of P&C strategy
STRATEGIC BUSINESS PARTNERING 15%
• Provide technical expertise on business strategies, human resources processes (including but not limited to Recruitment, Employment, Benefits/Medical, Compensation, Orientation, Staff, and Leadership Development), and organizational policies and practices in order to facilitate the attraction and retention of competent staff and entrenchment of a culture of continuous learning and performance within the National Office.
• Manage and provide support in developing manpower plans together with the line managers and ensure timely and quality recruitment and selection processes are carried out
• A member of the GAM team, ensuring that there is timely staffing of projects and that WVT attracts and retains critical grant personnel through the life cycle of the project.
• Work with a legal advisor in regard to employee contracts, employment issues, disciplinary actions, and employee relation issues in general.
• Partner with other regional P&C colleagues, National Office, Audit, and other applicable functions/sectors to develop more seamless and integrated P&C practices and policies that are aligned to WVT strategy and partnership / regional initiatives.
End Results
• Efficiency and effective Business partnering function.
ENHANCE THE P&C SERVICE DELIVERY – 20%
• Support P&C Director Design, reviewing, and implementing HR policies, systems, and guidelines in alignment with the local labour law and the Partnership standards.
• Sensitize all staff on the current HR policies and guidelines and review the systems/processes to identify and address gaps for effective service delivery
• Ensure that staff physical files and data records in Our People are up-to-date and secure.
• Provide leadership in conducting market surveys and benchmarks that will ensure that WVT stays competitive within the labour market.
• Ensure that, within the parameters of cross-cultural and national limitations, all national and international employment practices, compensation, employee benefits, and P&C programs are within the limits of established standards, procedures, guidelines, and policies of World Vision International.
• Provide input into and support the development and management of the P & C Budget.
• Responsible for reporting on P&C operations. Manage the HR scorecard to measure the value added of P&C operations to the organization.
• Identify and manage P&C operational risks, and ensure that the appropriate controls to mitigate the risks are clearly stated in P&C MWRAP and are in place in the function.
End Results
• Staff awareness of P&C Policies
• Ensure effective and updated documents are well filed in the staff file.
• Ensure P&C practice aligns with Partnership Policies
PERFORMANCE & TALENT MANAGEMENT – 15%
• Implement the Partnership Staff Performance Management program within the National Office with appropriate alignment to Talent processes, including tracking the identification and management of high-performing talent and poor performers.
• Guide/support all managers on their roles in the end-to-end performance management processes
• Coach and mentor managers and supervisors in measuring performance
• Lead the Performance Management processes to ensure staff performance appraisals are carried out in a timely and appropriate manner
• Ensure that Performance Agreements are in place for all WVR staff
• Facilitate performance moderation sessions
• Compile a Performance Report of the organization based on performance reviews done for all staff
• Provide appropriate support to employees and managers in addressing unsatisfactory performance. Ensure that underperforming employees are identified and specific plans are created with the full intention of returning them to acceptable performance
• Identify staff competencies required to support business plans and the levels of competency required for positions.
• Identify and recommend training and coaching needs within all functions. Work with the leadership team to identify top talent and create development plans to address individual professional and career objectives
• Coordinate and engage in the design of talent development and succession plans
• Develop and drive career management programs and the implementation of succession plans within the organization.
End Results
• Having Effective Performance Management Process.
• Effective Management of Poor Perfumers.
ORGANIZATIONAL DEVELOPMENT – 10%
• Partner with OD Coordinator to embed Learning culture and build organizational development capacity of the National Office.
• Work with the OD Coordinator in the analysis of P&C data to establish trends to recommend initiatives to maximize employee engagement, productivity, and retention.
• Partner with line management in the constant reinforcement of the World Vision (WV) Mission Statement, Core Values, Covenant of Partnership plus the WVT Strategy through staff reward and recognition programs, team-based programs, and Internal Communication in order to ensure continuous engagement and embedding of the culture organization-wide
End Results
• Efficient and effective Organization Development Program
• Having a Learning Culture Organization