People and Culture Business Partner (Human Resource Business Partner)

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 a total income of around US$ 19,000,000 (FY18) with funding from 14 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 440 staff, of which more than 99% are Vietnamese nationals.
In FY18, World Vision Vietnam is implementing 37 Area Programmes (APs) which operate in 5 zones: North (Hung Yen, Hoa Binh, Hai Phong and Dien Bien), Yen Bai – Tuyen Quang, Thanh Hoa, Centre (Quang Tri, Quang Nam – Danang) and South (Quang Ngai, Binh Thuan, Ho Chi Minh, DakNong). Usually, WVV’s APs focus 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 Private Non Sponsorship (PNS) 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 in the National Office (Hanoi office) 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 provide support in the PnC Strategic Functions including Organizational Development and Culture, Leadership Development and Succession Planning, HR Policies to ensure compliance with Partnership P&C standards and effectively support the implementation of LEADER Strategy and WVV’s national strategy.
KEY RESPONSIBILITIES:
1. Recruitment
• Facilitate the multi-year and annual workforce planning to understand current and future staffing needs in alignment with strategic directions and operating plans, then define appropriate recruitment, retention and downsizing strategies.
• Facilitate the standard recruitment processes (including reviewing JDs/TOR; advertising vacancies on different channels including social media and professional networks; screening; shortlisting; interviewing using competency based behavioral interviewing technique, preparing written test and organizing fieldtrip with job shadowing assignments; checking reference; proposing job offer and preparing employment contracts) in an effective, timely, fair and transparent manner to select qualified candidate for the job.
2. Employment/ Employee Relations
• Coordinate onboarding/ orientation process for new hires to equip them with understanding of WVV’s ethos, core values, approaches, policies, procedures, strategies and operations to perform their job.
• Handle staff grievances and disciplinary action processes in consultation with the P&C Director and line managers following HR policy of WVV and WV principles on Employee Relations.
• Facilitate new hires, separation process in compliance with WV’s Policies and labor law.
• Facilitate staffing changes (promotion, new appointment, relocation, additional responsibility, etc.) in consultation with relevant line manager and technical matrix manager.
• Administer Labor Registration, Personal Income Tax, Insurance including Social Insurance Department, Personal Health and Accident Insurance) and other benefits (absences, health check-up, etc.) for staff in the assigned zone in compliance with relevant laws, regulations and HR policies
3. Performance Management
• Provide training and ongoing coaching, support to line managers and individual staff to ensure the effectiveness of the performance management system and process (performance agreement, mid-year review and year-end review) for all staff. This includes performance and development goals set by the staff and line managers are SMART, contributing to team objectives and national strategy/ annual business plans.
• Equip line managers with relevant skills to inspire high performance, support IDP, career development and address poor performance in a timely and professional manners.
4. Staff Care/ Employee Engagement
• In collaboration with line managers, create and maintain a conducive working environment where staff enjoy wellbeing as well as are highly motivated to make valuable contribution to the organization. This can include staff spiritual nurture, effective implementation of PnC policies
• Administer the annual survey (Our Voice) to get feedback from staff on the organizational and staff wellbeing and coordinate follow-up actions for the assigned zone.
• Play a critical role in change management. This includes supporting the line managers in change communication strategy, identify Innovators and Early Adaptors for change, motivating and implementing the change.
5. PnC Information Management
• Record all employee information and recruitment processes on Our People in a timely and accurate manner.
• Generate queries, analyses and use data on Our People to inform PnC related recommendations/ decisions.
• Record all employee information properly in hard and soft copies, including personal documents, contracts and appendices, policies sign-off, performance and training records, etc.
• Prepare P&C monthly reports, payroll and other updates in a timely and accurate manner.
• Provide statistics of the assigned zone as required
6. Leadership Development and Succession Planning
• Develop/ adapt Competency Frameworks for key roles and conduct Competency Assessment to identify competency gaps and development opportunities for incumbents of key roles as well as their second liners.
• Provide coaching/ support and tools to line managers to identify potential second liners, especially for key roles and develop/ update their talent profiles.
• Design and coordinate leadership/ HiPo development programs using blended learning approach which combines different methods including online course/ e-learning, Webinar, simulation, coaching, mentoring, etc.
• Coordinate the planning and delivery of Learning Events among different departments/ zones to ensure that these events effectively address the organizational capacity needs as well as individual development needs as identified in their individual development plans and talent profiles.
• Track learning application and impact of training courses/ development programs/ activities to justify the ROI.
7. Organizational Development and Culture
• Support the PnC Director and team members in promoting the culture of Modelling (Innovation and Agility), Team and Collaboration
8. PnC Policies and Others
• Update and get legal advice on the HR policy for National Staff/ Micro Finance Branches in compliance with the Labor Code and other law.
• Update the HR policy for Expatriates in alignment with Partnership policies and Vietnam’s labor Code and laws.
• Support PnC Director in deploying innovative ways and resources to attract committed and competent candidates, develop bench-strength and retain committed talents.
• Contribute ideas and stories for the P&C newsletters

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