JOB DESCRIPTION

With 75 years of experience, our focus is on helping the most vulnerable children overcome poverty and experience fullness of life. We help children of all backgrounds, even in the most dangerous places, inspired by our Christian faith.

Come join our 33,000+ staff working in nearly 100 countries and share the joy of transforming vulnerable children’s life stories!

Employee Contract Type:

Local – Fixed Term Employee (Fixed Term)

Job Description:

Job Purpose:

To provide leadership and strategic management on all aspects of the organization’s human resources and organizational development functions ensuring the Cox’s Bazar Special Zone applies good practices of stewardship by adequately and timely compliance with the partnership recruitment procedures and guidelines. The function will assure timely staffing of high-performing capacities to the response. Relate with International staffing, Surge Capacity, and Global Technical Resource Network to respond to staffing needs as the Response progresses. Position assures long-term employee relation and WV benefit and total reward policy are in place including P&C standards. People & Culture Coordinator provides technical leadership and support to the Cox Bazar Special Zone Management structure in Human Resource Management. Provides support, counsel, and overall analysis to the P&C department. The position is part of the Leadership Team in Cox’s Bazar Special Zone.

Key Responsibilities:

Leadership and Management

• Support constant reinforcement of the WV Mission Statement, Core Values and Code of Conduct.
• Partner on a strategic level with the Leadership team to strengthen the OD and human resource aspect of Cox’s Bazar Special Zone by providing guidance and counsel to the team and P&C staff.
• Ensure a timely and effective recruitment and selection process that supports program priorities.
• Ensure orientation for new employee and volunteers on organizational policies to make staff operational.
• Ensure all host community and Camp facilitators/volunteers are well managed.
• Facilitate Talent management and Succession planning activities for the Cox’s Bazar Special Zone.
• Provide change management leadership and training to managers.
• Contextualize, promote and support systems, services and programs for employee well-being.
• Provide leadership to manage and coordinate employee relations activities, including engagement, grievances, and disciplinary actions.
• Guide managers in the development of employee performance goals, learning and development plan that supports employee career development.
• Provide guidance, advice and support to the Management team and line managers on key issues related to staff performance, including staff grievance and disciplinary action processes.
• Develop, manage and sustain relationships with Regional and Global Center P&C.
• Consistently maintain working relationships with all Sectors, field program managers, APC and APs in Cox’s Bazar Special Zone.
• Lead and support activities that will enrich and develop mutual growth on faith.

Conduct P&C assessment and strategic planning with key stakeholders

• Conduct P&C assessment including P&C risks and NO P&C capacity
• Consult internal stakeholders in developing P&C strategy – RO P&C, NO P&C
• Consult with other INGOs to ensure good understanding of the environment, standardize practices and share resources
• Collaborate with NO and Regional P&C to define division of labour of P&C responsibilities
• Consult with all function leads to develop org charts, identify current and future staffing needs and develop work force plans
• Develop and implement P&C strategy; and P&C plans.
• Ensure communication of P&C response activities to NO, RO & GC P&C and stakeholders

Establish, resource and staff the P&C unit to meet Cox’s Bazar Special Zone (Response) needs

• Appoint P&C leader responsible for leadership, management and coordination of unit
• Determine P&C organizational structure and staffing plan
• Recruit and deploy P&C staff and plan for capacity development
• Ensure P&C staff handovers are conducted
• Develop P&C budget in coordination with Finance
• Plan for P&C transition/ integration

Provide Leadership to implement P&C workforce planning and forecasting and develop appropriate staffing solutions (i.e. GTRN, ISS&D or National Hires) with the National and Zonal P&C

• Develop and facilitate fair and effective recruitment & selection process in Cox’s Bazar Special Zone in line with Regional resourcing standards.
• Develop and implement an international staff recruitment strategy with ISS&D
• Develop and implement a national staff recruitment strategy with NO
• Facilitate function leads to prepare/adapt JDs or TORs in an appropriate language, which include all responsibilities to meet performance objectives
• Use screening questionnaires and selection criteria in recruitment processes and document the process and justification for decisions
• Prepare roster of staff and share with key internal stakeholders on a regular basis
• Coordinate with Administration, ISS&D and Global Technical Resource Network (GTRN) to ensure staff have the required travel and employment documentation (i.e. visas, work permits)

Develop and implement well defined staff on-boarding and exiting procedures

• Provide international staff with country information and security brief prior to travel
• Develop and implement a national staff recruitment strategy with NO
• Facilitate function leads to prepare/adapt JDs or TORs in an appropriate language, which include all responsibilities to meet performance objectives
• Use screening questionnaires and selection criteria in recruitment processes and document the process and justification for decisions Coordinate with managers to ensure new staff receive a JD or TOR, are briefed on their role and provided with required resources (i.e. computer, lotus notes access, etc.)
• Ensure/remind handover

Establish and implement performance management system and processes

• Coordinate with managers to ensure that seconded or deployed staff complete an end of deployment appraisal.
• Plan, implement, support and monitor a performance management system which ensures that staff have performance plans inclusive of KPIs for learning
• Provide guidance and support to employees and managers in addressing unsatisfactory performance

Coordinate development and facilitate implementation of capacity building plans

• Coordinate identification of training needs with function leads
• Facilitate function leads and managers to plan for staff training and capacity building activities and incorporate these into a Response capacity building plan
• Ensure staff receive basic training on the Red Cross Code of
• Conduct and WV’s accountability principles

Establish and implement response P&C policies, procedures and systems (including recruitment) to ensure Response objectives can be met

• Develop, document and consistently apply required policies (i.e. secondment polices, hardship policies, R&R, per diem policy, etc) specific to the context to meet response objectives.
• Ensure that appropriate waivers & exceptions to policy, processes, salary scales are provided to ensure that competent staff are deployed to deliver response objectives.
• Support RO/NO salary scales and grade level alignment (using HAY evaluation) to the extent that this does not slow down the rapid recruitment and retention of competent staff to meet response objectives where no NO exists, work with RO/GC to benchmark with other agencies to develop a salary scale.
• Ensure employment policies comply with local employment law.
• Establish and implement P&C administration systems that ensure response is able to meet objectives and comply with audit requirements (with appropriate waivers/exceptions).
• Establish and implement procedures to ensure finance is provided with accurate payroll information each month
• Provide advice to response management on people issues with reference to the response context, adherence to local legislation, P&C practices and procedures.

Establish and implement staff well-being and engagement mechanisms in Cox’s bazar Special Zone

• Ensure achievement of all P&C quality criteria is monitored and reported monthly
• Ensure risks limiting achievement of objectives to quality criteria are reported & rapidly addressed
• Ensure mechanisms are established to identify, document, and share function Design and implement staff care function with support from the GC Staff Care team, which takes account of context specific occupational stress management issues and staff needs
• Facilitate managers to include R&R, compensation time and vacation into staff work plans
• Establish and communicate critical incident management processes ensuring that P&C staff are trained and participate in the crisis management team where appropriate
• Implement and/or support appropriate team building activities as context allows.

Meet WV minimum quality standards & support improvement, reflection, learning & innovation

• Ensure previous response P&C learning from Global Learning Facilitator are reviewed
• Encourage the incorporation of GC best practice and innovation in response P&C.
• Ensure P&C has quality planning sessions to meet quality criteria of their TOR objectives
• Ensure achievement of all P&C quality criteria is monitored and reported monthly.
• Ensure risks limiting achievement of objectives to quality criteria are reported & rapidly addressed
• Ensure mechanisms are established to identify, document, and share function lessons learned
• Establish and promote open and transparent communication channels and mechanisms for staff feedback to facilitate staff engagement lessons learned.

End Result:

• Staff are oriented well and maintained accordingly.
• Worked as a partner of Leadership team to strengthen OD.
• Staff are placed in time that supported to meet the program needs.
• Employees are well equipped with
• Initiated to develop succession planning for Cox’s bazar special zone.
• P&C Assessment is conducted, gaps identified and solutions agreed with key stakeholders
• P&C strategy in line with response strategy
• Total reward philosophy is implemented and benchmarked against other stake holders
• Staffing plan, Work Force planning and org chart are communicated to stakeholders
• Collaboration and communication plan with NO P&C and GC P&C are implemented
• P&C unite is staffed with high performer to meet response need
• Performance plan is developed and implementation plan in place
• Staffing costs/budgets are shared with finance and programmers
• A response recruitment strategy is developed with GC Staffing Solutions & Diversity (ISS&D) and implemented taking into consideration current and future needs of departments.
• Recruitment processes are non-discriminatory, and every staff member is suitably qualified for their position with adequate experience to fill their role and responsibility
• TORs / JDs reflect all requirements for the position
• Staff – roaster is shared with all stake holders in coordination with GSCN/GTRN
• Every staff member has a job description or terms of reference that clearly defines their role and their responsibility in the response
• All staff members receive orientation, handover, and timely, regular, review of their performance by their manager
• Staff are trained and understand safety and security protocols
• Staff is aware and has signed policies critical to the response environment and WVI standards
• End of deployments appraisals are done with managers.
• Performance agreements are in place and completed including Key Performance Indicators.
• Managers are guided in employee management.
• All staff receive appropriate training in order to build their capacity to deliver high quality programmes, including in the principles of the RCCC, WVI’s principles of accountability, & humanitarian professional standards
• Learning & improvement by functional department are key performance indicators for the organisation, leadership and management
• Emergency-response specific P&C policies and procedures for recruitment and employment are implemented and shared with staff.
• Relevant waivers / exception to policy are granted.
• Salaries, benefits are benchmarked against the local labor market
• Hay grading is implemented
• Salaries and benefits are benchmarked against other INGOs and comply with local labor law.
• P&C administrative systems is implemented and comply with audit requirements
• Payroll is established
• WV NO policies are in line with local labor law and relevant to the local context
• Mechanisms exist to monitor and provide for the mental and spiritual wellbeing of staff
• Reporting mechanism is established
• Staff care mechanism are established and shared with GC Staff Care Unit
• Staff care plan is shared with managers and accounted for in staffing plan
• Feedback mechanism is implemented
• Management will foster an atmosphere of continuous learning and improvement
• Quality is assured, monitored and provided adequate resources
• Proper procedures are in place to feedback risks

Required Education, training, license, registration, and/or Certification:

• University Degree in Human Resources or relevant discipline
• 5 years of experience in emergency response sector in human resources, administration.
• Experience working in developing- or fragile economic countries
• Certified Peer supporter and CISM trained

Required Professional Experience:

• Strong interpersonal skills as positions provides strategic partnering consultancy and guidance to business unit leaders, managers, supervisors and employees in various human resource functions including employee and labor relations, HR policies and total rewards, performance management and talent management. Conflict management, problem solving, self-management (work life balance) during responses

Required Language(s):

• Team player and good communication skills
• Effective in written and verbal communication in English [and insert language(s) here].

Preferred Experience, Knowledge and/or other Qualifications:

• Understands to keeps high confidentiality to business processes
• Has extensive experience with high sensitive personnel issues
• Leadership skills and ability, strategic orientation
• Strong understanding of emergency response
• Experience in multi-cultural environment
• Able to work in a hard condition
• Experience developing staff by assessing development needs, coaching and mentoring staff, and identifying, developing, and delivering training.
• Ability to lead a geographically dispersed team

Salary: Tk. 70000 – 80000 (Monthly)

Compensation & Other Benefits: Weekly 2 holidays, Provident fund, Gratuity, Festival Bonus: 1, Other benifits as per organizations policy.

Workplace: Work at office, Employment Status: Full Time

World Vision (WV) is an established international Christian humanitarian development and advocacy organization dedicated for working with children, families and their communities worldwide to reach their fullest potential by tackling the causes of poverty & injustice. It serves all people regardless of religion, race, ethnicity, gender or ability. World Vision is committed to first do no harm to children or adult beneficiaries, to respect the rights of all beneficiaries, and to uphold the best interests of children as a primary consideration in all actions and decisions; accordingly all the recruits will go through specific checks and compliance procedures in accordance to its Child and Adult Safeguarding Policy.

World Vision Bangladesh has zero tolerance towards incidents of violence or abuse against children or adults, including sexual
exploitation or abuse, committed either by employees or others affiliated with our work. World Vision Bangladesh as Child Safe Organization discourages anyone to apply with prior record of conviction related with child neglect, abuse and exploitation.

Women & Persons with Disability are highly encouraged to apply.

Applicant Types Accepted:

Local Applicants Only