| Position Title: | People & Culture Director-Pacific Timor Leste | Application Deadline Date: | 06 Mar 2012 |
| Position Location: | Brisbane | Position Start Date: | 03 Apr 2012 |
| Region: | Australasia | Position End Date: | 02 Mar 2014 |
| Requisition Category: | International | Recruitment Priority: | Need Immediately |
| Country Name: | Australia | Program/Office Name: | Pacific Timor Leste |
| City/Province: | Brisbane | Employee Type: | Contract |
| Job Grade Level: | 168 | Recruitment Status: | Advertising in Progress |
| Is this a family post? | Family - Spouse with Children |  | |
| | Requisition Num: | 2012AUSRRAJ-8RG4K4 |
To provide leadership, coordination, advice and oversight to the People & Culture function across WV PTL with the aim of optimizing the performance, enhancing the organizational culture and ensuring that P&C strategy is aligned with World Vision International Partnership & South Asia Pacific strategy. To empower and enable the P&C managers in the four PTL countries to build a high performance team to address poverty in vulnerable children.
NOTE: The design of the new Pacific Timor Leste offices is ongoing. The P&C Director should expect minor changes to this Job Description as part of the change. The P&C Director will also be instrumental in the design of PTL.
KEY RESPONSIBILITIES:
- Drive the ongoing strategic development of P&C practices for PTL.
- Lead the development of a competency based capacity development strategy for PTL
- Coordinate the Capacity Development Framework on behalf of PTL
- Lead the creation of a people resource sharing system between PTL stakeholder organisations
- Assist the National Director to create an effective organizational structure that will support the overall program strategies of WV PTL.
- Design, develop and review strategic HR policies for National and International staff, procedures and systems that will support the overall program strategies of WV PTL.
- Ensure the appropriate tools, policies and models of practice are embedded in the organisation for desired business and organisation culture outcomes.
- Ensure robust workforce data is available to managers for day to day decision making and planning activities (in relation to people)
- Ensure that P&C resources are appropriately allocated between transactional, operational and strategic work requirements.
- Establish a systematic
and transparent recruitment and selection process that is aligned to the
partnership model as well as well as best practice within P&C. This
should include establishing proactive linkages for potential sourcing
strategies.
Depth of Talent - Succession plans are in place for key roles and nominated successors are rated based on readiness and suitability
- A formal review of the leadership talent pool across the organisation occurs every 6 months. Talent / Succession pipeline gaps are identified and plans are in place to address any shortfalls
- Develop a capacity building plan to intentionally develop WV PTL staff and to ensure a steady pipeline of trained staff to meet WV PTL organizational goals.
- PTL understands the different segments of our workforce and have implemented tailored strategies to attract, retain and develop them in PTL
- PTL understands and actively manages its employment brand in the labour market for proactive sourcing and candidate management
Employee Engagement - Facilitate the development of contextualized orientation materials and programs that create an enhanced understanding of WV mission, culture, policies, procedures and protocol for all new to WV PTL.
- Open and productive relationships exist between leaders, employees and volunteers. Processes are provided to effectively assist in equitably addressing workplace issues.
- Compensation and benefits are targeted at the level necessary to attract, retain and motivate quality people within the relevant comparator market.
- Develop and implement an Exit strategy for staff that allows them to leave WVA in a dignified and legal manner and provides turnover trends to WV PTL.
- Review and facilitate
staff care programs that relate to stress and support managers in their
plans to ensure minimum stress within WV PTL.
Performance Management - All employees are aware of the requirements of their roles and are competent to carry out these roles in accordance with regulatory requirements and high professional standards.
- All PTL employees participate in an annual performance assessment which is actioned jointly with their manager. This assessment process is credible and data driven.
- All employee development plans align to a capability framework.
- Organisation Culture and Change
- Leadership development programs are in place that produce cultural alignment, build leadership skills and develop behaviours consistent with our values and PTL expectations of leaders
- Culture Management plans are in place across divisions and are focused on strategic behaviours and capabilities
- Organisation Development
initiatives reflect excellent change management principles to gain
traction and make lasting organisation wide change
P&C team leadership
Ensure all team members in People and Culture - Understand the vision, strategy and values of PTL and P&C
- Have clearly defined roles and role relationships specified in a current job description
- Are assigned tasks with clear specification of context, purpose, output, resources and timing
- Behave in accordance with PTL values
- Are given regular feedback on performance and contributions
- Understand their potential and options for development / career advancement
Christian Leadership - Model a high standard of personal Christian leadership, maturity and integrity as an example to staff and to commend World Vision to various publics.
- Maintain full and appropriate expression of World Vision’s Christian identity.
- Participate in and lead devotional meetings, annual Day of Prayer and other Christian events.
Executive Team Member - Demonstrates high standards of teamwork within the Senior Executive Team. Adhere to the Executive and Team Charters
- Complete assigned tasks for operational executive activities and decisions on time and to standard
- Support the team’s decision
- Participate in / complete key executive activities including, Executive Meetings; SAP Regional Leadership Forums, Managers’ Forum; Staff Updates etc as required; Audit Committee as required; People and Remuneration Committee
- Represent WV PTL in
P&C related matters to other NGOs. Develop linkages with like
organizations to share access to resources and to keep in tune with
changes in the P&C environment, responsibilities and best practices.
Other duties - Contribute to the design process of PTL with P&C expertise and change management leadership.
- Perform any other duties as designated by the National Director.
- Strategic and Professional P & C Function
KNOWLEDGE, SKILLS & ABILITIES:
- Collaborative nature with a background reflecting strong team and service orientations
- Demonstrates business knowledge and how organizations work —views the “big picture” of an organization and understands outside influences
- Results orientation and ability to demonstrate bottom line impact.
- Has been able to work issues down through the organisation as well as upward to the Executive level for buy-in/approval
- Can think globally and cross functionally
- Can see opportunities for synergy and integration where others cant
- Negotiation and Contract management
- REQUIRED:
- Worked within an Multi-National organisation providing International HRM experience
PREFERRED: - Bachelor’s Degree
- Desirable:
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