Senior People and Culture Officer (Human Resources)

WORK CONTEXT / BACKGROUND:

World Vision is a Christian relief and development organization working to create lasting change in the lives of children, families and communities living in poverty. World Vision serves all people regardless of religion, race, ethnicity or gender. As a child-focused organization, WV’s work focuses on children, ensuring they are protected and their basic needs are met. WVV has been funded from 12 support countries in Europe, Asia, the Americas and Australia. Funding of WVV consists of sponsorship program funding (70%) and PNS/grants (30%). WVV employs about 430 staff, of which 99% are Vietnamese nationals.

Currently, World Vision Vietnam is operating in 5 zones: North 1 (Hoa Binh and Dien Bien), North 2 (Yen Bai – Tuyen Quang), North 3 (Thanh Hoa, Hai Phong), Centre (Quang Tri, Quang Nam – Danang) and South (Quang Ngai, Binh Thuan, Ho Chi Minh, DakNong). WVV’s AP usually focuses within one administrative district of a province which populated by ethnic minority people with high rates of poverty. A uniqueness of WVV’s Development Program Approach (DPA) is that AP team members are based at district level where the AP is located, which enables them to work closely with government partners and communities on a daily basis. Beside the APs, WVV is also implementing different Special and Grant Projects to meet the specific needs of vulnerable children in both AP and non-AP areas.

PURPOSE OF POSITION:
• To undertake all P&C functions including Recruitment, Employment/ Employee Relations, Performance Management, Learning and Development, Staff Care and Employee Engagement and P&C Information Management with minimum supervision and support from P&C Director
• To support PnC Director in improving the organizational well-being as well as staff well being; identifying and implementing innovative ways to attract competent and committed candidates, develop bench strength at the both National Office and AP level.
• To support PnC Director in building capacity and competencies of PnC Officers.

ROLE DIMENSION / DESCRIPTION

1. Recruitment
• Facilitate the multi-year and annual workforce planning in alignment with strategic directions and business plans, and implement the multi-year plans.
• Facilitate the recruitment processes (including reviewing JDs/TOR; advertising vacancies on different channels including social media and professional networks; screening; shortlisting; interviewing using competency based behavioral and situational interviewing techniques, preparing written test and organizing fieldtrip with job shadowing assignments; checking references; proposing job offer and preparing employment contracts) in an effective, timely, fair and transparent manner to select qualified candidate for the job.
2. Employment and Employee Relations
• Coordinate onboarding/orientation process for new hires and ensure all the new hires have good understanding of and subscribe to WVV’s ethos, core values; understand WV’s approaches, policies, procedures, strategies and operations to perform their job.
• Facilitate separation process in compliance with WV’s Policies, procedures and labor law.
• Facilitate staffing changes (promotion, new appointment, relocation, additional responsibility, secondment, etc.) in consultation with relevant line manager and technical staff.
• Update all staff changes in the assigned zone/s to relevant partners including Social Insurance Department, Personal Health and Accident Insurance Provider and Labor Management Agency in an accurate and timely manner.
• Administer Personal Income Tax, insurance claims and other benefits (absences, health check-up, etc.) for staff in the assigned zone/s in compliance with relevant laws, regulations and HR policies.
• Handle staff grievances and disciplinary action processes in consultation with the P&C Director and line managers following Vietnam Labor Law, HR policy of WVV and WV principles on Employee Relations.
3. Partnering for Performance (Performance Management)
• Provide ongoing support and coaching to line managers and individual staff in the implementation of the Partnering for Performance (WV’s performance management approach and process). This is to ensure that the staff’s performance and development goals are SMART, contributing to team objectives and WVV’s Strategic Implementation Plans.
• Support the development of individual development plans in collaboration with line managers and employees.
• Equip line managers with relevant skills to inspire high performance, support career development and address poor performance in a timely and professional manners.
• Recognize staff for the