This Purpose of Position will be used in the WVI or local Careers site, and if applicable, advertisements. Please describe the role in 2-3 concise sentences. Focus on the core of what this role is supposed to achieve. Describe the purpose of this position and how this position contributes to achieving department objectives and the management and performance of others.
To provide strategic leadership to WV Senegal in the area of people management & organizational development in order to optimize organizational performance, fulfill World Vision’s mission, vision, and core values, and to contribute to the measurable improvement of the well-being of vulnerable children and communities in Senegal.
The P&C Director is primarily responsible for developing and promoting P&C strategy, leadership development and sustainability, staff and organizational well-being, performance and accountability culture, diverse and talented workforce with the right set of mindsets and behaviors, internal and external networking for greater impact and a professional and sustainable P&C function in the organization.
Communicate World Vision’s Christian ethos and demonstrate a quality of spiritual life that is an example to others.
The P&C Director is responsible for the direction, coordination, management and evaluation of the human resources functions and activities for the human resources department, in support of the mission, goals and objectives of World Vision Senegal. Additionally, in conjunction with the Senior Leadership Team, the P&C Director serves in a leadership role to provide strategic and technical human resources services and guidance to all parts of World Vision Senegal.

Job description
Ensuring Strategy development and execution 20%

• Provide strategic guidance and input to the senior leadership team in the alignment and execution of the National Office Strategy and business plans with Our Promise.
• 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 metrics related to talent acquisition, development, retention, partnering for performance, employee engagement and organizational leadership.
• Advise and support the National Director and the Senior Leadership Team (SLT) in engagement on critical issues relating to attraction, development, deployment, retention and separation of staff.
• Serve and contribute as a member of the Crisis Management Team to ensure safety and security of staff. Serve as a member of the National Disaster Management Team, as applicable.

Promoting Leadership quality and sustainability 15%
• Build the capacity, depth and breadth of National Office and Projects leadership to meet the evolving leadership needs, to realize Our Promise and to enable transformational mindsets and behaviors.
• Identify and nurture globally, regionally and in-country mobile talent to support leadership and career development, succession planning and retention of high potential managers and leaders in fragile and conflict areas and to prepare a pipeline for future leadership for grants.
• Design and spread head the capacity development of staff to prepare staff to work the required mindset and behaviors in most vulnerable areas
• Design and execute an orientation and on-boarding strategy that will enable staff to understand Our Promise and its implications on World Vision’s work in different contexts, including fragile and prepare with the right mindset and behaviors to address the needs of grants management

Ensuring Staff engagement and well-being 15%
• Maximize staff well-being to enable staff to embrace the opportunities and challenges in meeting Our Promise. Contextualize, promote and support systems, services and programs for staff well-being.
• Execute the Our Voice survey and leverage the results to enhance Staff and Organizational Well-being. Together with the senior leadership team, plan and drive measurable improvements in Organizational Leadership, Culture, Agility and Effectiveness.
• Strengthen the quality of Staff Care and Peer Support interventions especially in fragile, response and conflict areas.
• Identify the organizational culture gaps and plan culture change interventions to promote leadership and staff mindset & behavior changes to deliver our promise to the most vulnerable children.
• Design and execute compensation and benefits strategy, systems and processes in alignment to Our Promise that enable the organization to attract and retain required staff for fragile contexts.

Promoting Accountability and performance culture 10%
• Maximize accountability for Organizational culture, agility, and effectiveness which drives high performance and realization of Our Promise.
• Lead structure realignment processes to match program requirements, including pre-positioning for emergency responses.
• Promote a culture of diversity and encourage spiritual development of Christian leaders, promote interfaith principles and values and oneness among Christian and staff of other 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 WV Senegal P&C policies for international assignees and national staff and ensure alignment with Country labor laws.
• Ensure people management risks are identified and the organization regularly reviews and implements adequate risk mitigation measures for WV Senegal.
• Provide leadership in educating staff on employee relations and investigations protocol and ensure cases are managed confidentially and promptly.
• Oversee grievance management, corrective and disciplinary actions in line with organizational policies.

Developing Capable and available workforce 10%
• Spearhead the acquisition and prepositioning of a diverse and talented workforce using work force planning
• Ensure that the WV Senegal’s recruitment policy, system and processes are well established for acquiring talent with required competencies, mindsets and behavior’s required to realize Our Promise.
• Ensure monitoring and reporting systems for national & international hires are effectively managed.
• Promote gender diversity through appropriate identification of talent at all levels.

Developing a strategic and professional People & Culture Team 10%
• Ensure that the People & Culture function has the required capacity, capability, systems, processes, policies and guidelines to drive transformation of mindsets and behavior’s 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 individual plans to support professional growth and development.
• Design efficient P&C systems and processes with a particular focus on process excellence and ensure that Our People is fully operational with accurate and complete information for decision making.
Promoting external and internal coordination 10%
• 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 the external environment that affects the fragile context operations.
• Consistently develop and maintain effective working relationships with Regional P&C, SLT and different departments including field based program managers.

Talent Planning 10%
National Offices in the area of Talent Management, staff development, performance management and Organizational Development (OD), In doing so, the incumbent is expected to:
• Work with the Global Center and the Regional P&C Director in implementing global initiatives that represent the vehicles for achieving the talent agenda for World Vision Senegal;
• Assess the Senegal context to find opportunities that can be harnessed and articulate it in a talent management strategy to guide the agenda in National office.

Job requirements
Minimum education, training and experience requirements to qualify for the position:

• Education: Master’s degree in Human Resources Management or related field;
• Seven (7) years of progressively leadership, responsible management or supervisory level experience in human resources in a complex and progressive human resources environment;
• Technical Training qualifications required: Professional qualifications in Human Resource Management or Organisational Development (OD) or Leadership Development.
• Experience: Minimum of 5 years of experience in a Senior Human Resources Management position in an international organisation.
• Experience working in conflict and fragile contexts, as applicable.
• The candidate should have a personal calling, passion for service.
• Experience working with Senegal and other countries labor laws;
• Experience in risk management in high risk and sensitive environments.
• Proven success as a dynamic and empowering leader who possesses a positive attitude to instill a vision for excellence with innovation and creativity.
• Experience in risk management in high risk and sensitive environments;
• Effective leadership abilities; strategic thinking, planning and problem solving;
• Record of initiating change and innovation
• Superior communication skills, both in written and verbal presentation
• Effective human relations abilities to effect collaborative alliances and promote teamwork and ensure a high level of internal and external customer satisfaction and engagement.
• Ability to succeed in a complex environment where decision-making may be diffuse and ambiguous.
• Proven success in developing a large high performing staff, establishing performance standards, and transitioning staff through organizational change, with an emphasis on the ability to recruit and manage a culturally diverse workforce.
• A high degree of professionalism and competency dealing with a variety of individuals including, international assignees, senior executives, middle managers and external constituents.
• Experience in preparing operating and capital budgets;
• An ability to organize and present data in a concise and easily understood manner, often to professionals and board members.
• Ability to be recognized as a positive change agent.
• Conflict management and resolution skills.

License, registration, or certification required to perform this position:
• HEAT (hostile environment awareness training) and SRMT (security risk management training) or a UN equivalent
• RDMT Training
• Enterprise Risk Management Training
• Staff care and Critical Incident Stress Management (CISM) training
• Certification in trauma counselling or certain basic training in this area
• Interfaith training
• MSTC (or similar trainings on context monitoring)

Preferred Skills, Knowledge and Experience:
List academic requirements, technical skills or other knowledge preferred for this position.

• Visionary thinking and understanding of humanitarian operations in fragile contexts.
• Proven record of managing people in a diverse cross-cultural and interfaith settings and initiating and implementing organisational change in restricted and fragile contexts.
• Spiritual maturity, interfaith knowledge and a biblical worldview – Ability to articulate and model our Christian identity and mission in an inclusive way.
• Familiarity with INGO international staffing policies and sound knowledge of Regional/ Country labour laws.
• Demonstration of well-developed interpersonal skills, excellent communication skills, both verbal and written.
• 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.
• Agile decision making – knowledge for P&C/global policies at hand to facilitate decisions.
• Personal resilience in the face of complex and evolving contexts.
• Proven facilitation skills.
• Team player.
• Champions and manages innovation.
• Ensure a gender perspective in the scope of work.
• External engagement, internal engagement and networking skills.
• Very good OD and change management skills especially the ability to design and execute OD interventions in a fragile & grants funding context.