Jobs at World Vision Kenya

Key Responsibilities:

• IT Senior Director, Digital Workplace Services is responsible for directing the integration of IT processes across multiple functional areas and oversee IT services provided to multiple regions globally.
• Individuals within the IT leadership job family have responsibility for activities that contribute to planning, creating and implementing an IT vision and strategy aligned with the company’s strategic business plan. They oversee the development of corporate standards, technology architecture, technology evaluation and transfer. They manage small to large teams of people responsible for developing and delivering IT solutions for the business and customers. Each role within this job family provides technical and business leadership to their organizations as well as to the business.  
• IT Leaders are also responsible for analyzing trends in technology, assessing the impact of emerging technologies on the business, providing solutions to address technology and business issues, and managing financial resources while ensuring the development of high-quality technology solutions. These solutions must be developed at the best possible cost and be aligned with customer and business needs while establishing relationships with employees and key internal and external stakeholders. They are also responsible for participating and leading the development of an IT governance framework that defines the working relationships and sharing of IT components among various IT groups within the organization.
• To be successful, individuals must possess a combination of business, technical and leadership skills and competencies. This requires an understanding of client’s business needs, processes and functions. They also need a solid knowledge of IT infrastructure, architecture, applications development and support, networks, and computer operations. In addition, individuals working in this job family must have excellent communication skills and the ability to influence others.

Major Responsibilities:

BUSINESS AND IT STRATEGY:

• Develops functional or departmental IT strategy.  Ensures alignment with overall enterprise-wide IT strategy.
• Directs the development and implementation of integrated IT initiatives to support business strategies.

CHANGE MANAGEMENT:

• Initiates change to improve business results and leads change initiatives.
• Provides frequent, communication to department/organization and clients about the change (i.e., rationale, expected outcomes, the "big” picture) and the impact of the change (individual and business).
• Builds a coalition of sponsorship (managers, staff and clients) and manages resistance to the change.
• Identifies and removes obstacles to change
• Buy-in to and support for change from key stakeholders, staff and end-users.

GOVERNANCE:

• Participates in the governance board that defines the IT mission, oversees operations, and determines IT investments, and pricing and product strategies.

ARCHITECTURE:

• Manages the development of a technology plan for functional/assigned area of responsibility.
• Implements solutions consistent current and future architecture.

PROCESS IMPROVEMENTS:

• Initiates and directs the improvement processes that impact customer satisfaction and relationships.  
• Actively reviews and improves upon processes and is accountable for ensuring that they are followed.  
• Coaches team about corporate decision-making processes, prioritization, and IT/business-unit alignment.

FINANCE:

• Manages the development of IT budgets.
• Tracks budget and takes appropriate steps to stay within budget. 
• Integrates high-quality services while continuing to optimize cost across multiple departments, processes and functions.

IT TECHNOLOGY DEVELOPMENT:

• Oversees the development and implementation of technology solutions that supports desired enterprise-wide business results.

SERVICE LEVEL AGREEMENTS (SLAs):

• Works with business groups and service providers to establish SLAs that support business objectives.  
• Monitors and modifies SLAs as required. 
• Ensures internal SLAs are met.

VENDOR MANAGEMENT:

• Provides advice and counsel to the vendor relationship decision-making and contract development processes. 
• Ensures contracts are in place.
• Ensures service provider performance is reviewed and that contract managers are notified when necessary.

RESOURCE MANAGEMENT:

• Meets regularly with team to gather work statuses. 
• Discusses work progress and obstacles. 
• Provides advice, guidance, encouragement and constructive feedback. 
• Ensures work, information, ideas, and technology flow freely across teams.
• Establishes measurable individual and team objectives that are aligned with business and organizational goals. 
• Documents and presents performance assessments. 
• Recognizes and rewards associates commensurate with performance.  
• Implements organizational practices for staffing, EEO, diversity, performance management, development, reward and recognition, and retention.

WORKFORCE PLANNING:

• Forecasts new skill requirements based on emerging technologies and customer demand. 
• Ensures staff has the resources and skills needed to support all work initiatives within multiple functions and COCs. 
• Participates in IT workforce deployment activities.

Qualifications:

• Bachelor’s or Master’s Degree in Computer Science, Information Systems, Business Administration, or other related field. Or equivalent work experience.
• Typically has 10 to 15 years of IT and business/industry work experience. Willingness and ability to travel domestically and internationally, as necessary
• At least 3 years of experience in managing multiple, medium to large cross-functional teams or projects, influencing senior level management and key stakeholders.
• Requires demonstrated ability to launch and deliver multiple, concurrent IT projects on time and within budget.
• Willingness and ability to travel domestically and internationally, as necessary.
• Effective in written and verbal communication in English.

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JOB PURPOSE

Provide strategic leadership to World Vision Somalia in the area of people management & organizational development in order to optimize organizational performance, fulfill World Vision’s mission, vision, and core values, and to contribute to the measurable improvement of the well-being of vulnerable children and communities in Somalia.
The role is responsible for developing and promoting P&C strategy, leadership development and sustainability, staff and organizational well-being, performance and accountability culture, diverse and talented workforce with the right set of mindsets and behaviors, internal and external networking for greater impact and a professional and sustainable P&C function in the organization. 

MAJOR RESPONSIBILITES

• Strategy Development and Execution
• Provide strategic guidance and input to the senior leadership team in the alignment and execution of the National Office Strategy and business plans with Our Promise.
• Develop and implement People and Culture (P&C) strategy and business plan in support of and in alignment with country, regional and global strategic priorities.
• Lead in the planning and development of HR management and development strategy (including recruitment and selection policy/practices, discipline, grievance, counselling, pay and conditions, contracts, training and development, succession planning, morale and motivation, culture and attitudinal development, performance appraisals and quality management issues
   
• Serve and contribute as a member of the Crisis Management Team to ensure safety and security of staff. Serve as a member of the National Disaster Management Team, as applicable.
   

Staff engagement, Learning and Development

• Lead in the execution of Our Voice survey and leverage the results to enhance Staff and Organizational Well-being.
• Work with the senior leadership team to plan and drive measurable improvements in 

Organizational Leadership, Culture, Agility and Effectiveness.

• Provide technical guidance in building the capacity, depth and breadth of National Office and Projects leadership to meet the evolving leadership needs, to realize Our Promise and to enable transformational mindsets and behaviors.
•  Design and spearhead the development of staff capacity, including mindsets and behaviors, to work effectively in fragile contexts.
• Design and execute an orientation and on-boarding strategy that will enable staff to understand Our Promise and its implications on World Vision’s work in different contexts, including fragile.

Ensuring Staff engagement and well-being 

•  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.
• Execute the Our Voice survey and leverage the results to enhance Staff and Organisational Well-being. Together with the senior leadership team, plan and drive measurable improvements in 

 Organisational Leadership, Culture, Agility and Effectiveness.

•  Strengthen the quality of Staff Care and Peer Support interventions especially in fragile, response and conflict areas.
• Identify the organisational culture gaps and plan culture change interventions to promote leadership and staff mindset & behaviour changes to deliver our promise to the most vulnerable children.
• Design and execute compensation and benefits strategy, systems and processes in alignment to Our Promise that enable the organisation to attract and retain required staff for fragile contexts

Promoting Accountability and performance culture 

• Lead structure realignment processes to match program requirements, including pre-positioning for emergency responses.
• Spearhead the partnering for performance process.
• Review and contextualise global and regional P&C Policies to National Office P&C policies for international assignees and national staff and ensure  alignment with Country labour laws.
• Ensure people management risks are identified and the organisation regularly reviews and implements adequate risk mitigation measures for fragile, conflict and response areas.
• Provide leadership in educating staff on employee relations and investigations protocol and ensure cases are managed confidentially and promptly.
• Promote a culture of diversity. and inclusion

Developing Capable and available workforce

• Spearhead the acquisition and prepositioning of a diverse and talented workforce using work force planning
• Ensure that the National Office recruitment policy, system and processes are well established for acquiring talent with required competencies, mindsets and behaviours required to realise Our Promise. 
• Ensure monitoring and reporting systems for national & international hires are effectively managed.
• Promote gender diversity through appropriate identification of talent at all levels.

Developing a strategic and professional People & Culture Team

• Ensure that the People & Culture function has the required capacity, capability, systems, processes, policies and guidelines to drive transformation of mindsets and behaviours and realisation of Our Promise.
• Promote a customer centric culture in the People & Culture function, ensuring professionalism and accountability in delivering services to staff and leaders. 
• Provide overall leadership and technical support to the P&C team, coaching and mentoring the team through regular meetings, sharing and monitoring individual plans to support professional growth and development.
• Design efficient P&C systems and processes with a particular focus on process excellence and ensure that Our People is fully operational with accurate and complete information for decision making.

Promoting external and internal coordination

•  Establish proactive linkages and strategic networks with key International NGOs and other stakeholders at the national and international level for broader impact and also to keep abreast of the ongoing changes in the external environment that affects the fragile context operations.
• Consistently develop and maintain effective working relationships with Regional P&C, SLT and different departments including field based program managers.

KNOWLEDGE/QUALIFICATIONS FOR THE ROLE

Required Professional Experience

• Minimum of 5-10 years of experience in a Senior Human Resources Management position in an international organization.
• The candidate should have a personal calling, passion for service.
• Experience in risk management in high risk and sensitive environments.
• Experience working in conflict and fragile contexts, as applicable
• Required Education, training, license, registration, and certification
• Bachelor’s degree in Human Resources Management, Business Management or Social Sciences.
• Master’s Degree in the relevant field is an added advantage. 
• Technical Training qualifications required:  Professional qualifications in Human Resource Management or Organizational Development (OD) or Leadership Development. 

Preferred Knowledge and Qualifications

• HEAT (hostile environment awareness training) and SRMT (security risk management training) or a UN equivalent
• Enterprise Risk Management Training
• Staff care and Critical Incident Stress Management (CISM) training
• Certification in trauma counselling or certain basic training in this area
• Interfaith training
• Experience working with different country labor laws. 
• Travel and/or Work Environment Requirement
• Office Based with occasional national & International travels
• Physical Requirements Office based with 30% local/international travels