Latest Recruitments at United Bible Societies (UBS)

PROJECTS / KEY RESPONSIBILITIES

• Strategic Partner for leaders and client group: 
• Work as first level consultant and initial point of contact with leaders and line managers to identify strategic people needs such as succession plans, team culture etc
• Acts as a thought partner with leaders and managers to improve people-related priorities.
• Assist leaders and managers with strategic planning and forecasting needs regarding people. 
• Provides assistance and guidance to leaders and managers on the full range of P&C / HR activities associated with the rhythm of People Team business and service delivery to GMT.
• Coach leaders and managers on HR and people management processes and practice; recruitment, onboarding, performance management, workforce planning among others. 
• Maintain current understanding of the GMT, strategy, priorities and people-related issues by becoming a valuable member of the assigned team(s) and within the People Team.
• Change Agent for client groups, advising leaders on all aspects of organisational development and imminent changes by:
• Collaborating with leaders and managers supporting the design of  organizational structures, job roles and specifications.
• In consultation with the Director of People, function as the HR point person for leaders and managers going through organizational restructures. 
• Evaluate the impact of proposed changes on employees, and manage change to minimize disruption to the business.
• Advise leaders and managers on the need for, development and ongoing changes of the department's people plan.
• Actively partner with leaders and managers and work with them to collaboratively identify HR process and practice improvement.
• Employee Champion acting as a single point of contact and intermediary for employees, leaders and managers in the global mission team / or assigned team (s).
• Directing employees to the appropriate People Team member or other service provider contacts whenever enquiries, questions or escalations arise e.g. payroll issues.
• Provides guidance, counselling, and training to executive directors/line managers and GMT staff whenever employee relations issues.
• Assist leaders and line managers with issues related to interviewing, hiring, terminations, promotions, performance review, and other HR topics. 
• Occasionally investigates and recommends solutions to employee relations issues in a quick and efficient manner. 
• Functional Expert who works to:  
• Maintain a current knowledge of legislation and regulation that relate to HR issues, and collaborate with the Director of People and other People & Culture Partners in developing appropriate policies and procedures. 
• Collaborate with other People & Culture team members and the OLT (operational leadership team) on cross-functional HR initiatives that support current and future business strategies.
• Recruitment: 
• Lead international recruitment campaigns and annual workforce planning process in collaboration with the Director of People and the other P&C team members. 
• Retention:  
• Change management initiatives as required. 
• In collaboration with our P&C team members; support Line Managers capacity building on critical functions such as employee engagement, wellbeing, performance management and change management among others. 
• Country Principal Statements (Contracts) and team handbook.
• Participate in policy updates e.g. Equality Statement, Redundancy, and Acceptable Behaviour,  L&D manager to deliver a range of online capacity building programmes e.g. Develop an online onboarding process. 
• Support People Administrator with all aspects of transactional HR - holidays, HR systems, reports, contracts, secondments and payroll, essentially Admin 'back-up' as this is currently a single point of failure, looking for ways to simplify processes. 
• Support/assist with the structuring of Personnel Files and integration with Google Drive 
• Health & Safety, Wellbeing and Engagement;
• Work with the Director of People to identify key risks, and put in place training, skill development, processes and systems to mitigate risk.  
• Support Line Manager to support their staff with any welfare issues, 
• Assisting the People Director to ensure all employment relationships are legally compliant through issuing contracts of employment, contracts for services or other contractual arrangements. 
• Reward
• Work in close collaboration and in consultation with the Director of People on the Reward strategies for the organisation.
• Together with the People & Culture administrator, prepare relevant pay data for decision making andPay modelling in-country as required – to fit with specific recruitment requirements.
• Audit and make recommendations for the rationalisation of benefits (Pensions, holidays, medical)
• Audit and make recommendations rationalisation of employment models – in particular payment models. 
• Global Reach 
• Capacity building within the Fellowship in all areas of HR/ Organisational Development (as may be requested from time to time): HR Best Practices, HR professionals networking opportunities, growing local HR talent through involvement in recruitment initiatives, networking events, building opportunities to share expertise, providing a forum of support and expertise. 

ESSENTIAL SKILLS AND EXPERIENCE 

• Chartered Member of CIPD or equivalent professional body in the country of location with a minimum of a bachelor’s degree in human resources management, organizational behaviour or related field. A Masters degree in a similar field (preferred)
• Experienced in operating in a multi-cultural environment with sensitivity to different world views and diverse contexts. 
• Committed to the mission and aims of the United Bible Societies and comfortable working in a Christian organisation with sensitivity to the breadth of church support that UBS enjoys. 
• Fluent in written and spoken English.  
• Self-motivated, resilient and able to work at pace.  
• Thrives in situations where there are diverse work demands and time pressures. 
• Ability to challenge management thinking in a way that is persuasive and sensitive. 
• Exercising wisdom – using experience and insights to solve complicated people problems.    
• Strong customer focus, wanting to achieve a high level of service. 
• Proactive, able to take calculated risks, flexible thinker and able to work across boundaries. 
• Comfortable with ambiguity and change. including complex situations.
• Logical and able to see quick and easy solutions to problems. 
• Have a good sense of humour with a positive ‘can do’ attitude. 

TECHNICAL SKILLS AND EXPERIENCE 

• Experience in change management, consultations and conflict management is preferred.
• A Senior HR Professional able to deliver a broad variety of projects.
• At least five years’ experience in HR Business Partnering or HR management  / HR specialist role in a global/regional/multi-country context.
• Strong consultation skills and experience in influencing and interacting with senior leaders and line managers

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ROLES AND RESPONSIBILITIES

Support the People Team with:

• Safeguarding Programme Coordination:
• Create, maintain and update safeguarding templates, reporting forms, guidance documents and internal toolkits.
• Working in consultation with the Director of People, coordinating internal safeguarding processes, ensuring timely submission and accurate filing of incident reports and training records.
• Support the administration of safeguarding training for UBSA staff, leadership and board members, including scheduling, materials preparation, tracking attendance and compliance.
• Ensure safeguarding onboarding components are delivered to all new joiners, including Code of Conduct, reporting procedures, and key policy briefings.
• Create and manage the safeguarding documentation repository, ensuring controlled access, proper categorisation, and compliance with privacy requirements.
• Assist with safeguarding-related and policy non-compliance workplace investigations by preparing documentation, collating evidence, scheduling interviews, and acting as note-taker.
• Ensure all safeguarding records meet legal, audit, and procedural standards.
• Compliance, HR Governance & Policy Coordination:
• In consultation with the Director of People, maintain the central repository of HR and People Team organisational policies (Safeguarding, Whistleblowing), ensuring effective version control, accessibility, and timely updates.
• Coordinate cyclical policy reviews with policy owners, ensuring documents remain current with legislation and best practice.
• Support drafting, editing and formatting HR policies and procedures.
• Working with policy area owners/leads to track and report organisation-wide compliance with existing policies  Support line managers and the People Team in addressing compliance breaches, escalating concerns, and maintaining accurate ER and compliance records.
• Prepare reports, trackers, and compliance dashboards for the Director of People  & senior leadership as required.
• Contract & Legal Compliance Administration
• Coordinate periodic review of employment contract templates across international and local jurisdictions, liaising with external legal counsel or local HR advisers where needed.
• Maintain records of all contract templates and ensure they comply with regulatory changes.
• Support risk assessment of people-related compliance issues and ensure consistent documentation practices.
• Working in collaboration with the Director of People and  the Chief Operating Officer’s office to track and manage renewals of organisational insurance policies (e.g., liability, travel, professional indemnity).
• Ensuring timely submission of required information and awareness of coverage requirements for organization-wide insurance policies in consultation with the relevant subject-matter leaders/departments.
• Serve as the point of contact with insurance service providers and identify/ liaise with our county-specific insurance points of contact.
• Employee Relations & Investigations Support
• Provide administrative support for ER processes, including disciplinary, grievance, capability, and safeguarding-related matters.
• Prepare case documentation, schedule meetings, draft meeting notes, and ensure accurate record keeping.
• Apply an understanding of employment law, international safeguarding guidelines, and organisational procedures when coordinating ER activities (including country-specific guidelines as may be required).
• Ensure all case files are stored securely and in line with GDPR/data protection policies.
• Compliance Culture & Continuous Improvement
• Champion a culture of ethical behaviour, safeguarding awareness, and compliance throughout the organisation.
• Act as the first point of contact for staff queries on policies, safeguarding procedures, and compliance expectations.
• Support internal communications on compliance topics, including newsletters, reminders, and awareness campaigns.
• Collaboration and Relationship Building:
• Collaborate closely with the People team, Safeguarding Advisor, Line Managers, Team Members, Legal and compliance advisers, Local member organisations HR representatives (where applicable), Investigating officers / case managers, Insurance policies vendors and brokers.
• Stay informed about industry trends and best practices in Safeguarding, Employee Relations and HR Policies.

ESSENTIAL SKILLS AND EXPERIENCE

• Experience in at least two of the following elements of  HR, safeguarding and/or compliance, or employee relations
• Undergraduate degree and at least three years’ equivalent experience in HR, law, social sciences, safeguarding, compliance, or related-field – must have criteria.
• Experience coordinating policies, procedures, or governance systems
• Experience handling confidential information with high integrity
• Exposure to workplace investigations or casework administration
• Experience interpreting policies or legal requirements in a practical way