People & Culture Coordinator

Job Description

Title: People & Culture Coordinator

Company Name: World Vision Bangladesh

Vacancy: 01

Age: At least 28 years

Job Location: Cox`s Bazar

Salary: Tk. 70000 - 80000 (Monthly)

Experience:

• At least 5 years
• The applicants should have experience in the following business area(s): NGO

• University Degree in Human Resources or relevant discipline

• 5 years of experience in emergency response sector in human resources, administration.

• Experience working in developing or fragile economic countries

• Certified Peer supporter and CISM trained

• At least 5 years
• The applicants should have experience in the following business area(s): NGO

• Age At least 28 years

Required Professional Experience

Strong interpersonal skills as positions provides strategic partnering consultancy and guidance to business unit leaders, managers, supervisors and employees in various human resource functions including employee and labor relations, HR policies and total rewards, performance management and talent management. Conflict management, problem solving, self-management (work life balance) during responses

Required Language(s)

• Team player and good communication skills

• Effective in written and verbal communication in English [and insert language(s) here].

Preferred Experience, Knowledge and/or other Qualifications

• Understands to keeps high confidentiality to business processes

• Has extensive experience with high sensitive personnel issues

• Leadership skills and ability, strategic orientation

• Strong understanding of emergency response

• Experience in multi-cultural environment

• Able to work in a hard condition

• Experience developing staff by assessing development needs, coaching and mentoring staff, and identifying, developing, and delivering training.

• Ability to lead a geographically dispersed team

Position: People & Culture Coordinator for Bangladesh Rohingya Crisis Response

Job Purpose:

To provide leadership and strategic management on all aspects of the organization’s human resources and organizational development functions ensuring the Cox’s Bazar Special Zone applies good practices of stewardship by adequately and timely compliance with the partnership recruitment procedures and guidelines. The function will assure timely staffing of high-performing capacities to the response. Relate with International staffing, Surge Capacity, and Global Technical Resource Network to respond to staffing needs as the Response progresses. Position assures long-term employee relation and WV benefit and total reward policy are in place including P&C standards. People & Culture Coordinator provides technical leadership and support to the Cox Bazar Special Zone Management structure in Human Resource Management. Provides support, counsel, and overall analysis to the P&C department. The position is part of the Leadership Team in Cox’s Bazar Special Zone.

End Result:

• Staff are oriented well and maintained accordingly.

• Worked as a partner of Leadership team to strengthen OD.

• Staff are placed in time that supported to meet the program needs.

• Employees are well equipped with

• Initiated to develop succession planning for Cox’s bazar special zone.

• P&C Assessment is conducted, gaps identified and solutions agreed with key stakeholders

• P&C strategy in line with response strategy

• Total reward philosophy is implemented and benchmarked against other stake holders

• Staffing plan, Work Force planning and org chart are communicated to stakeholders

• Collaboration and communication plan with NO P&C and GC P&C are implemented

• P&C unite is staffed with high performer to meet response need

• Performance plan is developed and implementation plan in place

• Staffing costs/budgets are shared with finance and programmers

• A response recruitment strategy is developed with GC Staffing Solutions & Diversity (ISS&D) and implemented taking into consideration current and future needs of departments.

• Recruitment processes are non-discriminatory, and every staff member is suitably qualified for their position with adequate experience to fill their role and responsibility

• TORs / JDs reflect all requirements for the position

• Staff – roaster is shared with all stake holders in coordination with GSCN/GTRN

• Every staff member has a job description or terms of reference that clearly defines their role and their responsibility in the response

• All staff members receive orientation, handover, and timely, regular, review of their performance by their manager

• Staff are trained and understand safety and security protocols

• Staff is aware and has signed policies critical to the response environment and WVI standards

• End of deployments appraisals are done with managers.

• Performance agreements are in place and completed including Key Performance Indicators.

• Managers are guided in employee management.

• All staff receive appropriate training in order to build their capacity to deliver high quality programmes, including in the principles of the RCCC, WVI’s principles of accountability, & humanitarian professional standards

• Learning & improvement by functional department are key performance indicators for the organisation, leadership and management

• Emergency-response specific P&C policies and procedures for recruitment and employment are implemented and shared with staff.

• Relevant waivers / exception to policy are granted.

• Salaries, benefits are benchmarked against the local labor market

• Hay grading is implemented

• Salaries and benefits are benchmarked against other INGOs and comply with local labor law.

• P&C administrative systems is implemented and comply with audit requirements

• Payroll is established

• WV NO policies are in line with local labor law and relevant to the local context

• Mechanisms exist to monitor and provide for the mental and spiritual wellbeing of staff

• Reporting mechanism is established

• Staff care mechanism are established and shared with GC Staff Care Unit

• Staff care plan is shared with managers and accounted for in staffing plan

• Feedback mechanism is implemented

• Management will foster an atmosphere of continuous learning and improvement

• Quality is assured, monitored and provided adequate resources

• Proper procedures are in place to feedback risks

• T/A,Provident fund,Gratuity,Weekly 2 holidays
• Festival Bonus: 1

As per organizations policy