People & Culture Manager at World Vision International UAE

Honiara, Guadalcanal, Solomon Islands -

Full Time

Start Date

Immediate

Expiry Date

23 Sep, 26

Salary

0.0

Posted On

25 Jun, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Organizational Development, Workforce Planning, Talent Acquisition, Compensation And Benefits, Performance Management, Leadership Development, HR Policy Development, Change Management, Employee Relations, Succession Planning, Budgeting, Safeguarding, Hay Job Grading, Strategic Planning, Conflict Resolution, Cross-Cultural Leadership

Industry

Non-profit Organizations

Description

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 31,000+ 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: JOB PURPOSE The P&C Manager provides strategic leadership and direction in the design, implementation, and continuous improvement of World Vision Solomon Islands’ People & Culture (P&C) strategy, ensuring full alignment with the National Office Country Strategy, Regional Strategy, and the World Vision Partnership’s global P&C and leadership strategies. The role is a critical partner to the Senior Leadership Team and governance leadership, enabling the effective execution of organisational priorities and transformation initiatives while upholding World Vision’s mission, vision, and Christian values with excellence and integrity. The incumbent champions a high-performing, values-based organisational culture grounded in the World Vision Partnership’s core values and World Vision Solomon Islands’ cultural traits. The P&C Manager provides expert leadership and guidance across the full spectrum of P&C functions, including organisational development, workforce planning, employee and consultant relations, talent acquisition, compensation and benefits, performance management, leadership and capability development, and HR policy development. The role ensures that all National Office P&C systems, processes, policies, and procedures are strategically aligned with organisational priorities and structure, driving productivity, staff engagement, compliance, and sustained excellence in service delivery. MAJOR RESPONSIBILITIES Organizational Development and Strategic Initiatives Lead the development and execution of the Targeted Leadership (TL) People & Culture Business Plan, ensuring strong alignment with the World Vision Partnership P&C Strategy, World Vision Solomon Islands (WVSI) National Office strategy, and organisational priorities. Provide strategic leadership and oversight of organisation-wide change management and communication initiatives, partnering with leaders to drive effective implementation of the National Office P&C Business Plan and sustain transformational change. Advise and support the National Director in designing and maintaining an effective, agile, and fit-for-purpose organisational structure that enables the delivery of WVSI’s programmatic and strategic objectives. Drive accountability and ownership of performance goals and work plans across P&C sub-units, ensuring alignment with organisational priorities and measurable results. Deliver strong, proactive, and credible strategic P&C leadership to WVSI, partnering with senior leaders to strengthen organisational capability, performance, and culture. Talent & Performance Management Design, implement, and embed a comprehensive Career and Leadership Development Framework that enables continuous growth, leadership readiness, and long-term workforce sustainability. Establish and maintain an integrated talent management system, encompassing recruitment and selection, performance management, compensation and benefits, learning and development, and employee engagement, to foster a strong culture of career progression and high performance. Lead the development and implementation of succession planning and talent pool management, ensuring critical roles are identified, internal talent is developed, and leadership continuity is secured. Ensure individual learning and development plans are in place for all staff, aligned with organisational goals, competency frameworks, and career development pathways. Define, implement, and monitor clear performance indicators and expectations aligned with World Vision Solomon Islands’ strategic objectives and values. Promote a culture of continuous improvement through regular, structured performance feedback, coaching, and performance conversations between leaders and employees, supported by effective P&C systems and practices. Staff Wellbeing and World Vision Core Values Creating space for staff to raise concerns/issues Maintain work and life balance Collaboration with different key stakeholders (head department) in any staff related issue. Provide peer support to staff who is in need Create a culture of celebration and care Demonstrating an understanding of and commitment to World Vision’s core values in the approach to work and relationship Personal and professional development goals consistent with World Vision’s strategic goal Know and understand appropriate new paradigms in P&C P&C Budgeting and staff management Plan and execute P&C financial budget Manage three staff under P&C department Addressed any P&C related issues Compensation & Benefits Management Ensure that all jobs are graded in accordance with the Hay job grading system In collaboration with Asia Pacific (AP) P&C Business Partner review and update Salary structure to ensure external equity and competitive compensation and benefits for retention of staff Establish reward and recognition system that will promote higher performance. Ensure that Compensation & Benefits comply with minimum WV partnership standards and local labour law Ensure verification of Payroll Quality Assurance & Operational support Updated, contextualized and accessible P&C policies are established Responsive orientation program Increase staff awareness of key policies and procedures To achieve/maintain a limited risk audit rating Manage significant issues, critical matters, challenges, and opportunities relating to day to day operation and function of P&C Technical leadership, support and guidance in the area of P&C are provided and aligned with the standards, policies and guidelines Staff care support is provided Employee Relations Facilitate staff grievances and disciplinary action process in collaboration with line managers when appropriate. Liaise with AP P&C and local Legal Counsel on matters pertaining to any employee-employer relationship that will have legal ramifications to WVI. Provide counsel to employees on issues pertaining to employee relations. Conduct exit interview debriefings. Liaise with the lawyer for Court Litigations with staff. Ensure confidentiality is maintained at all times. Networking Good working relationship with senior managers and National Director (ND), P&C regional office. Explore and establish mutual beneficial relationship with external partners. Safeguarding Focal Point Support Actively support building a culture of safeguarding, where staff are informed and empowered to discuss key issues, report, and take action on safeguarding violations, making World Vision a safe place for all. Promote and roll out the Child and Adult Safeguarding Policy to all staff and affiliates, including the obligation for all WV staff to immediately report known or suspected child/adult beneficiary Safeguarding violations within 24 hours for a Level 2 or Level 3 incident. Lead a cross-functional working group to complete the annual Safeguarding Self‑Assessment (Safeguarding Update Report), assessing the effectiveness, quality, and maturity of the National Office safeguarding system, including identifying gaps in compliance with the Child and Adult Safeguarding Policy. Lead the development, implementation, and monitoring of a Safeguarding Action Plan informed by findings and feedback from the Safeguarding Update Report; ensure continuous strengthening of safeguarding systems and hold leaders and staff accountable for timely completion of agreed actions through regular progress reviews. Ensure that all new staff, interns, and volunteers receive appropriate safeguarding orientation upon recruitment, aligned with the current Child and Adult Safeguarding Policy, including completion of mandatory WVI eCampus safeguarding training or approved alternatives. Ensure all National Office staff complete safeguarding refresher training at least once every two years, maintaining high levels of awareness, competency, and accountability across the organisation. Establish and maintain effective tracking, documentation, and reporting mechanisms for all safeguarding training and compliance requirements, ensuring accurate records and readiness for audits, reviews, and partnership reporting. KNOWLEDGE/QUALIFICATIONS FOR THE ROLE At least 6 year’s experience in Organizational Development and HR development or related fields, in complex, international organization preferably in NGO context Graduate degree qualification and/or professional qualification in Organizational Development, Psychology, and HRD Significant senior level leadership experience in an international environment Developed people in a cross-cultural setting and initiated and implemented organizational change at leadership level Proven leadership ability Proven experience as team player A thorough understanding of all areas of HR management and staff development, and knowledge of HR and CB practices, group processes and dynamics and able to apply it in Pacific context Understanding the vision, mission and core values of World Vision Understanding of the humanitarian industry Knowledge of development study and Leadership " World Vision is committed to safeguarding all children as well as adults living where World Vision operates. We have zero tolerance for incidents of violence or abuse against children or adults, including sexual exploitation or abuse, committed either by employees or others affiliated with our work. Therefore, World Vision does not hire staff whose background is not suitable for working with children or vulnerable adults, even if their role does not interact directly with them. Each potential team member needs to understand the importance of these issues and be open to further training and guidance on our safeguarding policies and responsibilities " Local Applicants Only Applicant Types Accepted: Local Applicants Only Our vision for every child, life in all its fullness. Our prayer for every heart, the will to make it so. As a global Christian relief, development and advocacy organisation, 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. Learn more about our work at wvi.org. Our organisational culture reflects a "Partnership" of World Vision offices in 100 countries and 31,000+ staff working towards one vision: life in its fullness for every child. A career with World Vision is a God-given calling, and we believe that every staff member has been brought to World Vision for God’s purposes. Whether working from home, in an office, or with children and community members, we celebrate and embrace each staff member’s diverse background and talents – knowing that together, we can make a difference. Together, #WeAreWorldVision. Learn more about our culture. Our people are our greatest asset. Each staff member brings their unique experience and God-given talents to the organisation – and in return World Vision provides employees a competitive "Total Rewards" package tailored to the context in which they work. Learn more about benefits. Have questions about applying to a job with World Vision? See our Frequently Asked Questions.

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Responsibilities

The P&C Manager provides strategic leadership in designing and implementing the People & Culture strategy to align with national and global organizational goals. The role oversees the full spectrum of HR functions, including talent management, organizational development, and safeguarding compliance.