Emergency Response Roster - People & Culture Manager

Key Responsibilities

• Develop and implement the People and Culture (P&C) strategy and business plan in support of and in alignment with the Response Plan.
• Consult internal stakeholders in developing P&C strategy – RO P&C, NO P&C.
• Provide strategic guidance and input to the senior leadership team in the alignment and execution of the Emergency Response Strategy and business plans.
• Consult with other NGOs to ensure good understanding of the environment, standardize practices and share resources.
• Collaborate with NO and Regional P&C to define division of labour of P&C responsibilities.
• Consult with all function leads to develop org charts, identify current and future staffing needs and develop work force plans.
• Ensure communication of P&C response activities to NO, RO & GC P&C and stakeholders.

Spearheading the Acquisition and Prepositioning of a Diverse and Talented Workforce

• Acquire and preposition a diverse and talented workforce using workforce planning for upcoming funding.
• Closely collaborate with Humanitarian Surge Counterparts and HDCC for effective fill and backfill of adequate deployable workforce to response.
• Ensure that the Response recruitment policy, system and processes are well established for acquiring right talents with required competencies, mindsets and behaviors.
• Promote gender diversity through appropriate identification of talent at all levels.
• Prepare roster of staff and share with key internal stakeholders on a regular basis.
• 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.
• Coordinate identification of training needs with function leads.
• Facilitate function leads and managers to plan for staff training and capacity building activities and incorporate these into a response capacity building plan.
• Design and spear-head the capacity development of staff to prepare staff to work the required mindset and behaviours in the most vulnerable areas.
• 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

• Serve and contribute as a member of the Crisis Management Team to ensure the safety and security of staff.
• 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.
• 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.
• Facilitate managers to include R&R, compensation time and vacation into staff work plans.
• Implement and/or support appropriate team building activities as context allows.
• Establish and promote open and transparent communication channels and mechanisms for staff feedback to facilitate staff engagement.

Promoting Accountability and Performance Culture

• Maximize accountability for Organizational culture, agility, and effectiveness which drives high performance and realization of Our Promise.
• Lead structure realignment processes to match response requirements.
• Promote a culture of diversity and promote interfaith principles and values and oneness among Christian and staff of other faith.
• Coordinate with managers to ensure that seconded or deployed staff complete an end of deployment appraisal.
• Plan, implement, support and monitor a performance management system which ensures that staff have performance plans inclusive of KPIs for learning.
• Provide guidance and support to employees and managers in addressing unsatisfactory performance.
• Regular monitoring and strengthening of internal controls related to staff safety, hiring and separation processes, payroll management, employee relations.
• 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.
• International staff with country information and security brief prior to travel.
• 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.
• Liaise with Security to ensure that all staff receive a security context and protocols briefing.
• Liaise with Safeguarding to ensure that all staff receive a safeguarding orientation.
• 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).
• Ensure/remind handover.