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:

The P&C Coordinator will provide strategic partnering, consultancy and guidance to customer group leaders, managers, supervisors and employees in various P&C functions, including performance management, employee relations, P&C policies and procedures, compensation, benefits, recruitment and training.

This position is based in the field office and works closely with field manager/ Cluster Manager, providing guidance, advice and support in the interpretation & application of terms and conditions of service to all employees in the areas of people and culture (HR). The incumbent is representing the P&C Department in the field offices and is the primary contact on P&C services for staff in their assigned locations. Customer group includes staff from entry level roles to cluster and Programme managers who are leading field operations, approximate 40 – 70 staff. This position works closely with operation leadership on P&C operational and strategic services.

The Incumbent needs to be a people person, understanding staff care, staff engagement practices and behaviours. She/he should be thorough on disciplinary managements, policy interpretation and application, HR risk mitigation, ability to navigate and handle complex people matters. She/he has to work alongside with other P&C staff and deliver efficient P&C service. This position reports to the P&C Dir and performance of this position will be evaluated on accomplishments of the described roles and responsibilities.

Major Responsibilities

Provide timely thought partnership and strategic P&C support

Be a lead and focal person on P&C matter for staff in field. Consult P&C leads on people matters and P&C technical matters. Be a departmental spokesperson, strengthening P&C at filed.

Act as thought partner and trusted advisor with managers to improve people-related priorities in customer work unit, including support on arising departmental workforce/ staffing.  Lead the P&C communication with staff and managers in customer work unit regarding policy changes, payroll/benefits, or other P&C messages. Ensue staff are receiving all NO P&C communication and are clarified on it.Participate in cluster meeting and all staff meetings at cluster level and represent P&C strategically.Provide guidance, counsel and training to employees and managers on issues of employee relations/conflict resolution, bring forward critical matters to OPS leadership and P&C Director.Conduct training for staff on P&C systems requirements e.g., Workday, PFP trainings, LDR and other P&C staff system requirements.Provide specific guidance to staff and managers during performance management season to ensure process is followed, and challenging situations are supported (i.e., Needs Improvement)Work with line managers and P&C leads on critical incident stress management/peer support when specific needs arise, and contribute to staff care effortsMaintain knowledge of labour law requirements ensuring compliance at field level.Support understanding and knowledge of staff well-being and healthy work environment.Implement the P&C field audit findings.Follow up and ensure that all P&C internal controls are applied in the field. Assist in development and revision of P&C policies. Give input and feedback into tools developed by P&C including piloting/testing and implementing across customer group.Develop analytics and data report and represent for organisational impact and change.

P&C administrative and operational service delivery:

Recruitment, salary and benefits management, compliance, documentation, reporting

Coordinate Administrative P&C responsibilities including recruitment processing, leave tracking, and employee filing, while also supporting the NO P&C team in benefits processing and contract administration.In collaboration with P&C Manager, support Cluster Program Managers/Projects Managers, staff requisitions, participate / coordinate in the selection and hiring of temporary staff, services providers, volunteers and employees (assigned grades upto GL 13)Support recruitment process for customer group, including participating in interviews, and activities such as processing the steps in WD and interview coordination, reference checks documentation and filings.Support to Cluster Program Managers/Projects Managers in conducting annual demand / supply analysis and workforce planning highlighting the current workforce composition, retirees, rotations, etc. in close coordination and as per the advice and recommendations of the P&C leadership.Maintain field related staff records and evidences as requiredConduct data clean up both on systems and also hardcopy with staff, accurately check and report/ record P&C staff data.Regularly validate and report errors to P&C lead and take initiatives to timely resolve gaps and issues. e.g.  staff payroll management, salaries and benefits matter, staff cost charging, LDR issues, and update the required staff data.Accurately check policies vs staff requests, analyse and process/ represent for approvals.Provide support in the audit process, engage with auditors and represent P&C.Support the National Office P&C systems officer in timely record keeping through up to date validation and documentation.Contribute in the personnel file maintenance of unit staff. Coordinate with unit staff on document gaps and have them updated and completed.  Ensure safe, secured and orderly maintenance of all staff files for customer group.Timely prepare and submit quality P&C reports. e.g., weekly or monthly reports or adhoc analytics, payroll reports, staff tracking and monitoring data etc. Support staff in the processing/ claim of insurance related mattersSupport managers in ensuring annual leave is taken through monitoring utilisation rates and accurate record-keeping.Accurately track and monitor active and inactive staff. Process staff separations for assigned staff and provide information to NO team for timely rectification and payment of separation benefits.Follow up with staff on national compliance requirements and have them completed.Process contract for volunteers, individual contractors etc, annually in collaboration with Ops leads.

New Hire Onboarding and orientation

Facilitate and coordinate the hiring and onboarding requirement for unit staff, engage with NO P&C in the joining and onboarding of new hires.Ensure new hires are properly oriented on P&C policy matter at the beginning of their assignment/employment, and new hire have clarity on organisational requirements.In consultation with P&C leads and department heads, plan and organise 2/ 3 days new hire orientation at national office.Regularly speak with new hire staff on policy and operational work-related matter. Advise and guide new hire and ensure service delivery is provided (including systems and process related)Facilitate in the development and implementation of probation requirement for staff e.g., staff and manager meetings, documentation of probation goals, assessments etc.

Staff Care and Employee Engagement

Improve P&C visibility across field, conduct staff visits and filed office visits regularly each month. Engage with assigned field staff and represent P&C deliverable.Bring forward staff challenges to NO P&C and Operations leaders. Resolve P&C issues and staff concerns in joint collaboration and engagement with department heads.lead and coordinate staff care wellbeing initiative at the field. Proactively work with manager and P&C Manager and organise activities enhancing staff care and wellbeing in field.Conduct WVISL leave policy sensitisation. Track and monitor staff leave schedules, and regularly check reporting of leave in Workday.Quarterly orient field staff on P&C polices, improving interpretation and application.Advice staff and manager on thoughtfully taking leaves, and support in the work life balance of staff.  Work with managers and build staff leave vs work interventions.Support in the interpretation of OV – Our Voice action plans at filed level. Strategically engage with staff and managers, taking initiatives in improving OV scoring, and improving our OV Survey scoring at field level.

Provide support on programmes such as awards, day of prayer, sports, Lead and facilitate sessions on stress and burnout management.

Staff Medical Insurance Administration for field offices

Provide staff insurance policy interpretation, sensitisation and implementation. Jointly work with NO P&C Officer and coordinate and facilitate staff insurance matters. e.g., payments, recoveries, clarification and solutions.In collaboration with NO P&C team, serve as direct contact to medical insurance provider. Coordinate the transfer of staff data and information to NO for services, premiums and plan administration.Work together with NO P&C team to determine and develop the best plan of work to ensure the smooth run of the medical plan.Investigate all discrepancies and unsatisfactory service by provider as reported by staff.Regularly follow up on the efficiency and performance of functions as performed by medical provider and provide monthly reportsDetermine the proper course of action to resolve escalated customer service issues occurring between staff and medical insurance provider and provide feedback to staff.

Learning and Development Coordination In collaboration with line managers and P&C Dir:

Support field staff employee annual PFP process and ensure that the performance management process of staff is implemented, monitored, documented, and completed on time.Provide support to Cluster Program Managers/Project managers and staff on the preparation and coordination, such as goal planning, mid-year evaluations and annual performance appraisals.With guidance from P&C leadership, coordinate and facilitate the staff needs improvement process and steps.Engage with staff and managers on building a learning culture. Use WV resources from platforms such as ecampus and WV central for staff awareness and learning.Work with staff and manager in improving the compliance % in assigned unit Understand L&D principles and organisational initiatives, and further then support in the implementation of initiatives.  Work jointly with P&C Dir on L&D activities and initiatives. Contribute in the career development conversations and initiatives for field staff (IDP management).Work with Cluster Program Managers/Project managers to complete staff performance appraisals/renewal forms for contract staff and contract renewal/separation processes in close coordination and within the guidelines and approvals of the leadershipConduct employee training needs assessments and Integrated Competence Development (core competency)Participate in employee learning and development plans.Monitor the implementation of training calendars. Track trainings taking place in the field and conduct training return on investment and share resultsInnovatively facilitate career development conversations within the field staff.

Facilitate mutual learning between projects and clusters as well as at the national level by disseminating best practices in P & C. Facilitate the documentation of best practices and contribute to the community of practice and center of excellence.

Internal P&C Team engagement:

Participate and engage with P&C team and ensure business continuity is maintained.Be an active member and be responsive to team requirements. Timely support the team requests and complete them.Observe P&C performance and bring forward P&C challenges to team and leadershipUnderstand departmental priorities and contribute in its accomplishmentsComplete duties as assigned by the supervisor  from time to timeVisit WV learning hubs and take courses or access resources to contextualize and implement in WVISL.

Participate or represent in external and internal meetings where needed.

Required Professional Experience

At least 3 years' experience in the field of Human Resource Management, and which involves experience in HR service delivery, operational and strategic HR engagement and interventions, handling complex employee relations issues, improving HR performance,

Required Education, training, license, registration, and certification

Graduate Degree in Human Resource Management, Public Administration and Management, Business Administration, Social sciences or other HR related specific degrees. Post graduate HR specific degrees is preferred.HR Professional membership if any

Preferred Knowledge and Qualifications

Other Competencies/Attributes:

Understanding of Christian values and principles and ability to demonstrate them into action.Able to stand above denominational and/or ethnic diversities and represent and prioritise organisational interest.Ability to boldly and confidently handle P&C matters in field offices.Attend/participate and lead in Christian spiritual formation activities such as devotions, staff care meetings, day of prayer. Excellent interpersonal skills; ability to mobilize staff and managers on major organizational initiativesExcellent communication skills both oral and written.A self-motivated person, proactive and people and service orientedAbility to maintain high level of confidentiality and transparency.  Able to  build trust, and deliver results with minimal supervision

Technical Skills & Abilities:

Good knowledge and understanding of HR functions such as recruitment, employee employment/relations, performance management, employee engagement, learning and development, etc.Thorough understanding of local labor law and practices, especially contract managementStrong organizational, facilitation, interpersonal and cross-cultural skills.Strong administrative skills and has an eye for details.Excellent inter-personnel relationship skills.High level aptitude of integrity and accountabilityProficient knowledge of MS Office (Word, Excel, & PowerPoint)Ability to maintain effective working relationships with staff and stakeholders at all levelsCross-cultural sensitivity, flexible worldview, emotional maturity and physical stamina.

Travel and/or Work Environment Requirement

70% travel to remote offices

Applicant Types Accepted:

Local Applicants Only