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Emergency Response Roster - People & Culture Manager
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Client:
World Vision
Location:
United Kingdom
Job Category:
Other
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EU work permit required:
Yes
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Job Reference:
37788b142734
Job Views:
4
Posted:
29.06.2025
Expiry Date:
13.08.2025
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Job Description:
Job Description
:
Job Description
:
Children’s lives can change in an instant in the wake of war, disasters and humanitarian emergencies. We see how vulnerable they are and how much they need our protection.
Joining our Emergency Response Roster means you can be a part of our response, providing immediate support when disaster strikes.
Here's where you come in:
As a People & Culture(P&C) Manager in response, you will provide strategic leadership in the area of people management & organizational development to optimize humanitarian emergency response start-up, early phase and medium-term performance, fulfill World Vision's mission, vision, Core values and contribute to the measurable improvement of the well-being of vulnerable children and communities in major disaster- and conflict-affected fragile contexts.
The P&C Manager is primarily responsible for ensuring, developing, and promoting P&C strategy, staff well-being, performance and accountability culture, diverse and talented workforce with the right set of mindset and behaviors, internal and external networking for greater impact and a professional P&C function in the organization
The P&C Manager is an active member of the Senior Leadership Team.
P& C Manager is responsible for the timely provision of people that allows response plans to be turned into real activities. This function coordinates the allocation and provision of people to the response team. The timely provision of services and resources allows the response to be designed and carried out in an efficient and effective way.
People and Culture works closely with all Functions to make sure they have the staff needed to fulfil each Function's objectives.
Key Responsibilities
Developing a Strategic/ Professional P& C team and Establish and implement response P&C policies, procedures and systems (including recruitment) to ensure Response objectives can be met
1. Conduct P&C assessment including P&C risks and NO P&C capacity.
2. Ensure that the People & Culture function has the required capacity, capability, systems, processes, policies and guidelines to drive the Response Strategy
3. 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.
4. Design efficient P&C systems and processes with a particular focus on process excellence and ensure that Workday is fully operational with accurate and complete information for decision-making.
5. Appoint P&C leader responsible for leadership, management and coordination of unit
6. Determine P&C organisational structure and staffing plan.
7. 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.
8. Ensure that appropriate waivers & exceptions to policy, processes, salary scales are provided to ensure that competent staff are deployed to deliver response objectives.
9. 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.
10. Ensure employment policies comply with local employment law.
11. Establish and implement P&C administration systems that ensure response is able to meet objectives and comply with audit requirements (with appropriate waivers/exceptions).
12. Establish and implement procedures to ensure finance is provided with accurate payroll information each month.
13. Provide advice to response management on people issues with reference to the response context, adherence to local legislation, P&C practices and procedures.
14. Ensure P&C staff handovers are conducted
15. Develop P&C budget in coordination with Finance
16. Plan for P&C transition/ integration
Support in Ensuring Emergency Response Strategy development and execution
17. Assess workforce gaps vis-a-vis current and identify future response workforce requirements in close collaboration with Response Leadership and as supported by Surge Management/ HDCC
18. Develop and implement the People and Culture (P&C) strategy and business plan in support of and in alignment with the Response Plan.
19. Consult internal stakeholders in developing P&C strategy – RO P&C, NO P&C.
20. Provide strategic guidance and input to the senior leadership team in the alignment and execution of the Emergency Response Strategy and business plans.
21. Consult with other NGOs to ensure good understanding of the environment, standardise practices and share resources
22. Collaborate with NO and Regional P&C to define division of labour of P&C responsibilities.
23. Consult with all function leads to develop org charts, identify current and future staffing needs and develop work force plans.
24. Ensure communication of P&C response activities to NO, RO & GC P&C and stakeholders.
Developing Capable and Available Workforce
25. Spearhead the acquisition and prepositioning of a diverse and talented workforce using workforce planning for upcoming funding.
26. Closely collaborate with Humanitarian Surge Counterparts and HDCC for effective fill and backfill of adequate deployable workforce to response
27. Ensure that the Response recruitment policy, system and processes are well established for acquiring right talents with required competencies, mindsets and behaviors.
28. Facilitate function leads to prepare/adapt JDs or TORs in an appropriate language, which include all responsibilities to meet performance and safeguarding objectives.
29. Use screening questionnaires and selection criteria in recruitment processes and document the process and justification for decisions.
30. Promote gender diversity through appropriate identification of talent at all levels.
31. Prepare roster of staff and share with key internal stakeholders on a regular basis.
32. Advise and support the Response Director and the Senior Leadership Team (SLT) in engagement on critical issues relating to attraction, development, deployment, retention and separation of staff.
Coordinate development and facilitate implementation of capacity-building plans
33. Coordinate identification of training needs with function leads
34. Facilitate function leads and managers to plan for staff training and capacity building activities and incorporate these into a response capacity building plan
35. Design and spear-head the capacity development of staff to prepare staff to work the required mindset and behaviours in the most vulnerable areas
36. Contribute to reviews, update design, rollout and effective strengthening of the global People & Culture (P&C) in Emergencies Roster through review of content, co-facilitation of courses and mentoring, Ensure referrals of response P&C to the course
Ensuring Staff engagement and well-being
37. Serve and contribute as a member of the Crisis Management Team to ensure the safety and security of staff.
38. Maximise staff well-being to enable staff to embrace the opportunities and challenges in meeting. Contextualise, promote and support systems, services and programs for staff well-being.
39. 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
40. Facilitate managers to include R&R, compensation time and vacation into staff work plans
41. Establish and communicate critical incident management processes ensuring that P&C staff are trained and participate in the crisis management team where appropriate
42. Implement and/or support appropriate team building activities as context allows
43. Establish and promote open and transparent communication channels and mechanisms for staff feedback to facilitate staff engagement
Promoting Accountability and Performance Culture.
44. Maximize accountability for Organizational culture, agility, and effectiveness which drives high performance and realization of Our Promise.
45. Lead structure realignment processes to match response requirements.
46. Promote a culture of diversity and promote interfaith principles and values and oneness among Christian and staff of other faith.
47. Coordinate with managers to ensure that seconded or deployed staff complete an end of deployment appraisal.
48. Plan, implement, support and monitor a performance management system which ensures that staff have performance plans inclusive of KPIs for learning
49. Provide guidance and support to employees and managers in addressing unsatisfactory performance
50. Regular monitoring and strengthening of internal controls related to staff safety, hiring and separation processes, payroll management, employee relations.
51. Provide leadership in educating staff on Safeguarding/Integrity & Protection Hotline and investigations protocol and ensure cases are managed confidentially and promptly.
Develop and implement well defined staff, volunteer and intern on-boarding and exiting procedures
52. Provide international staff with country information and security brief prior to travel.
53. Develop and implement an organisation orientation briefing for all staff inclusive of: a context briefing, safeguarding behavioural protocols and ways to report violations and the review and signing of key WV policies (i.e. Code of Conduct, Child and Adult Safeguarding, Conflict of Interest, etc), and the Core Humanitarian Standard.
54. Liaise with Security to ensure that all staff receive a security context and protocols briefing.
55. Liaise with Safeguarding to ensure that all staff receive a safeguarding orientation.
56. 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, Outlook, Workday access, etc).
57. Ensure/remind handover
Promoting external and internal coordination.
58. 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.
59. Develop, manage and sustain relationships with Regional and Global Centre P&C functional leads to proactively engage on fragile context peculiarities and its implication on P&C function.
60. Consistently develop and maintain effective working relationships with Regional P&C, SLT and different departments including.
Meet WV minimum quality standards & support improvement, reflection, learning & innovation.
61. Ensure previous response P&C learnings are reviewed.
62. Encourage the incorporation of best practice and innovation in response P&C.
63. Ensure risks limiting achievement of objectives are reported & rapidly addressed.
64. Ensure mechanisms are established to identify, document, and share function lessons learned
Participate in partner screening and capacity building (If applicable)
65. Participate in due diligence screening of partners, including advising Partnering on the strength of their human resource systems, policies and internal controls
66. Assess the human resource capacity of potential and selected partners
67. Identify medium and high human resource risks and define risk mitigation measures
68. Provide human resource trainings and capacity building support to partners as defined in capacity building plans, in coordination with Partnering and Operations
KNOWLEDGE, SKILL AND EXPERIENCE
Required Education, training, license, registration, and/or Certification
69. Master’s degree in Human Resources Management or equivalent, Business Management or Social Sciences. Master’s Degree in the relevant field is an added advantage.
70. Professional qualifications in Human Resource Management or Organisational Development (OD) or Leadership Development.
Required Professional Experience
71. Minimum of 5 years of experience in a Senior Human Resources Management position in an international organisation.
72. Minimum 2 years working in humanitarian response contexts including fragile contexts.
73. Experience in risk management in high-risk and sensitive environments.
74. Experience in emergency response scenario planning process.
Required Language(s)
75. Effective written and verbal communication in English. At least one other UN language such as French, Arabic, Spanish, and Portuguese are preferred.
Required travel and/or work environment accommodations
76. Ability to travel to/within domestically and Internationally as required
77. Work hours are sometimes in excess of 12 hours per day during difficult periods of the response
78. Responses are often mounted in insecure or natural disaster-prone contexts, which may disrupt normal work patterns and generate staff safety issues
79. Work and housing environments may at times be well below normal standards in terms of facilities, equipment, food availability and hygiene
Preferred Experience,Knowledge and/or other Qualifications
80. Visionary thinking and understanding of humanitarian operations in fragile contexts.
81. Proven record of managing people in a diverse cross-cultural and interfaith settings and initiating and implementing organisational change in restricted and fragile contexts.
82. Familiarity with INGO international staffing policies and sound knowledge of Regional/ Country labour laws.
83. Demonstration of well-developed interpersonal skills, excellent communication skills, both verbal and written.
84. Highly flexible and agile in style with the ability to produce creative and pragmatic solutions to complex Human Resources problems.
85. Proven conceptual & analytical skills and systems thinking.
86. Agile decision making - knowledge for P&C/global policies at hand to facilitate decisions.
87. Personal resilience in the face of complex and evolving contexts.
88. Proven facilitation skills.
89. Champions and manages innovation.
90. Ensure a gender perspective in the scope of work.
91. External engagement, internal engagement and networking skills.
92. Very good OD and change management skills especially the ability to design and execute OD interventions in a fragile & grants funding context
93. Hostile Environment Awareness Training. (HEAT) is mandatory.
94. Team player.
Position’s physical requirements
Can Pass HEAT Training
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