With over 70 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 34,000+ staff working in nearly 100 countries and share the joy of transforming vulnerable children’s life stories!

 Job Responsibilities

Reporting to the National Director, this role provides strategic leadership in creating and implement Organizational Development programs and policies that govern organizational growth and optimize organizational performance in line with World Vision’s mission, vision, and core values. S/he will develop organizational diagnosis and change management models that enhance a positive experience and culture for existing team members. S/he will provide strategic oversight over a team of technical experts in Talent Acquisition; Talent & Leadership Development; Staff Wellbeing and Total Rewards; client facing Business Partners and Shared Services team to deliver staff and organisational well-being outcomes for World Vision Ethiopia to keep our promise to the world's most vulnerable children through our greatest driver for success - our staff.

Major Responsibilities

35 %

Organisational Development & Change

• Lead in developing and implementing organizational growth and change plans and ensure aligning with WV mission, vision and values

• Develop change management strategies that ensure a positive culture towards change for team members, giving priority to collaboration with various internal stakeholders to ensure holistic participation at all levels of the business

• Design and implement evaluation processes for growth initiatives and communicate the organization’s development plans and progress to stakeholders.

• 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 organisational leadership.

• 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.

10%

Promoting Leadership quality and sustainability

• Lead in the assessment of behavioral change attitudes and transformation mindset required to build the capacity, depth and breadth of National Office and Projects leadership to meet the evolving leadership needs, to realize Our Promise for children

• 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 spearhead the development of staff capacity, including mindsets and behaviors, to work effectively in fragile contexts.

• 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.

10%

Ensuring Staff engagement and well-being

• Effectively use data analytics and human behaviour methodologies and collaborate in the development of strategies that enhances team/employee engagement during all change processes

• Maximise staff well-being to enable staff to embrace the opportunities and challenges in meeting Our Promise. Contextualise, promote and support systems, services and programs for staff well-being.

• Analyse Our Voice survey data and leverage the results to strategically influence decisions required to execute Staff and Organisational Well-being action plans. Together with the senior leadership team, plan and drive measurable improvements in Organisational Leadership, Culture, Agility and Effectiveness.

• Provide strategic oversight in assessing, planning and implementation of Staff Wellbeing interventions specific to WVE operational context, especially in fragile, response and conflict areas. Ensure WVE Staff Wellbeing initiatives are aligned to WVI global staff care model

• Identify the organisational culture gaps and plan culture change interventions to promote leadership and staff mindset & behaviour changes to deliver our promise to the most vulnerable children.

• Provide strategic oversight in the assessment, design and execute compensation and benefits strategy, systems and processes in alignment to Our Promise that enable the organisation to attract and retain required staff for fragile contexts.

10%

Promoting Accountability and performance culture

• Lead structure realignment processes to match program requirements, including pre-positioning for emergency responses.

• Spearhead the partnering for performance process and ensure the development of a culture of learning and accountability

• Lead to ensure the timely revision and contextualisation of  global and regional P&C Policies to National Office P&C policies for international assignees and national staff and ensure alignment with Country labour laws.

• Ensure people management risks are identified and the organisation regularly reviews and implements adequate risk mitigation measures for fragile, conflict and response areas.

• Provide leadership in educating staff on employee relations and investigations protocol and ensure cases are managed confidentially and promptly.

• Promote a culture of faith literacy and awareness of diversity. Encourage staff Christian formation, spiritual nurture and promote principles for effective interfaith engagement in multi-faith contexts, as appropriate.

10%

Developing Capable and available workforce

• Provide oversight in strategic acquisition and prepositioning of a diverse and talented workforce using work force planning

• Ensure that the National Office recruitment policy, system and processes are well established for acquiring talent with required competencies, mindsets and behaviours required to realise 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.

15%

Developing a strategic and professional People & Culture Team

• Ensure that the People & Culture function has the required capacity, capability, systems, processes, policies and guidelines to drive transformation of mindsets and behaviours and realisation 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 Workday is fully operational with accurate and complete information for decision making.

5%

Advisory Council (AC)

• Provide HR thought leadership to the Advisory Council and actively contribute to council’s business including participating in P&C committee

• Provide information and progress reports on the implementation of P&C business plan

• Support AC initiatives that minimize people risk and the ensure a robust organizational culture

• Support the National Director with pre-reads, information as required

5%

Promoting external and internal coordination

• 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.

• Contract Type: Local Fixed

Job Requirements

Knowledge/Qualifications for the role

Required Professional Experience

• Minimum of 8 years of experience in Organizational Development and Human Resources position in an international organization.

• Strong knowledge and experience in use of employee data analytics, behavioral change techniques and tools to implement organizational change

• Experience in leading organizational wide strategic business planning

• 4 + years’ experience leading an HR Business Partnering and Shared Service operating model

• Proven experience design models and strategies to transform mindsets and behaviors during organizational change

• Experience working in conflict and fragile contexts is desirable

• Strong data analysis capability

• Experience working with different country labour laws. 

• Experience in risk management in high risk and sensitive environments.

• The candidate should have a personal calling, passion for service.

• Proven experience successfully supporting large grant funded projects eg. USAID, UN, WFP, EU

Required Education,

training, license,

registration, and

certification

• Master’s degree in Human Resources Management, Organizational Development or similar.

• 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 Knowledge

and Qualifications

• HR thought leader and visionary thinker with an understanding of humanitarian operations in fragile contexts.

• Proven record of managing people in a diverse cross-cultural and interfaith settings and initiating and implementing organizational 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.

• Customer focused

• 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.

• Experience in emergency response scenario planning process. 

• Peer mentoring and coaching from a seasoned leader who has worked in these contexts long enough.

Travel and/or Work Environment Requirement

• The position requires ability and willingness to travel domestically and internationally up to 30% of the time.  

Physical Requirements Ability to use computer, attend meetings, travel abroad

Language Requirements English fluency – written and spoken

Applicant Type Accepted:

Local Applicants Only

How to Apply

interested applicants should use the below link to apply THIS LINK

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