HR Manager - Organizational Development and Change at Church World Service

Primary Purpose: 

The HRM-Organizational Development and Change will be responsible for developing and implementing Performance Management, Learning and Development, Staff Engagement initiatives that will drive CWS, RSC operations and mandate in line with its values. This includes facilitating change that affects people in the implementation of new policies, processes and systems. The incumbent will also work with the RSC Africa HR Director to ensure that the HR and Organizational Development (OD) services provided meet organizational needs and standards. S/he will also be expected to work in collaboration with Line Managers to ensure that best people management practices are embedded in the organizational processes and culture.

Duties and Accountabilities

Performance Management 

• Coordinate the performance management process to ensure timeliness against the annual performance management calendar.
• Train managers and staff on aligning individual and team performance with the organizational performance.
• Train managers and staff on effective performance management including continuous feedback and coaching for performance.  
• Proactively co-ordinate probationary objective setting and assessments. 
• Guide managers and staff towards an accountability culture where outstanding performance is recognized, and poor performance is corrected.
• Lead in identification High Potentials (HiPos) through the performance management process.
• Be accountable for the performance management component in the HRIS, generate periodical reports and make recommendations for management decisions and direction.

Employee Engagement and change 

• Coordinate the preparation for and create awareness of the employee engagement surveys.
• Analyse the survey results and coordinate the action planning and feedback processes.
• Establish and implement staff engagement initiatives and strategies that correspond with the survey results as per available budget.
• Promote a culture where feedback is appreciated and there is cohesiveness among staff and staff with the leadership.
• Ensure there is healthy team culture where success is celebrated, people are valued.
• Establish a mechanism for exit surveys, analyze data and make recommendations to inform organizational practices and policies.
• Ensure that the CWS values are embedded in the day to day organizational culture. 
• Participate in administration of employee wellness activities.
• Facilitate the implementation of appropriate change management initiatives; provide advice and support to employees during change to ensures teams that are flexible, positive and open to change.

Learning and Development 

• Contribute to the development of and implementation of a learning and development plan that supports compliance and effective delivery of the RSC mandate. 
• Facilitate competency and learning needs assessment and prioritizing of learning and development activities.
• Identify and recommend suitable learning options and channels that meet individual, team and organizational requirements. 
• Ensure personal development plans are in place and implemented in line with the organizational learning and development plan; follow-up on progress and return on investment. 
• Oversee quality induction and orientation for new staff.
• Talent management – Support the establishment of a High Potential Program in line with the organizational current and future requirements.
• Oversee management & leadership development programs.
• Measure and document impact/Return on Investment on L&D programs

Other HR Responsibilities 

• Lead in the successful implementation of the Human Resources Information System (HRIS).
• Participate or lead in delivery of HR projects e.g. development of job descriptions and job evaluations.
• Participate in employee relations processes e.g., investigations, disciplinary, conflict and grievance handling as appropriate.
• Promote a work environment that demonstrates fairness, openness and equity.
• Work with the Human Resources Director to ensure that HROD related risks are identified and mitigated.

Other Responsibilities 

• Within the scope of the role, there will be additional assignments as needed. 

Qualifications:  

Experience: 

• Eight (8) years’ work experience in HR especially in OD or related is required
• Two (2) years of management experience
• Proven experience working in an HR management capacity with large multi-cultural teams.   
• Thorough understanding of all areas of HR information systems within a large and complex organization is preferred
• Experience with overseas processing or US refugee resettlement preferred. 

Skills and competencies:  

• Strong Project management skills with proven experience of project management and implementation.
• Strong analytical, problem solving and sound decision-making.
• Excellent organizational skills and attention to detail.
• Highly customer service focused.
• Excellent interpersonal, influencing, presentation and communication skills.
• Ability to manage a busy team in a fast-paced environment and with strong ability to multitask
• Strong verbal and written communication skills.
• Proficient with Microsoft Office Suite or related software.
• Understanding of data protection policies within sub-Saharan Africa and ability to maintain confidentiality.

Education & Certifications:

• Bachelor’s Degree in Human Resource Management, Organizational Development or related field.
• Postgraduate qualification/certification in Human Resource management. 
• Two 2 years of HRIS management in a fast paced organization preferred.
• Master’s degree is preferred.