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