About WAU:
WaterAid’s Vision is of a world where everyone has access to safe water and sanitation. Our mission is to transform lives by improving access to safe water, hygiene and sanitation in the world’s poorest communities, WaterAid works with partners to maximize its impacts for policy change/influence.
WaterAid works through supporting local organizations and government authorities to design low cost sustainable projects using appropriate and affordable technologies that can be managed by the community itself. WaterAid also seeks to influence the policy change through government and other key international organizations to secure and protect the right of poor people to safe, affordable water and sanitation services.
Job Summary: The Head of People & Organisational Development will mainly be responsible for delivering outstanding people and organisational development (OD) support to Country Programme. With a deep understanding of the country Programme people needs and what makes great people management, the Head of People and Organisational Development will develop and embed solutions.
Key Duties and Responsibilities:
The incumbent will develop and implement CP People and OD Plans: Develop a clear understanding of the CP people needs and with the Senior Management Team (SMT) create and effectively deliver a people and OD plan to maximise the CP’s effectiveness and capabilities. Ensure the People and OD Plan supports the wider WaterAid Global People Strategy.
Work closely with the Senior Management Teams (SMT): As part of the SMT of the CP responsible for the overall leadership of the Country Programme. Promote and embed WaterAid’s values and leadership behaviours.
Support Change Management: Assist the managers to drive, communicate and sustain change implementation by ensuring clarity on the rationale for change, the future vision, what needs to be done and what the impact is.
Embed Performance Management: Embed and role-model a strong performance management culture and processes. Support and coach staff and managers to create clear appraisal objectives, hold open honest conversations, recognise success and implement performance improvement plans.
Resourcing: Identify skills and capabilities required to deliver current and future CP work. Develop an annual CP resourcing plan and support and challenge managers to make the right resourcing choices. Use appropriate, effective and creative recruitment and selection approaches.
Work with wider Global People team: In charge of supporting the development and delivery of global and regional people projects, sharing learning, resources and mentoring others across the people network.
Induction: Ensure new and transitioning employees receive a thorough induction and coach managers on their role in delivering this.
Identify and maximise potential: Support managers in identifying and maximising high potential and succession planning in the CPs.
Learning and Development: Mentor and coach managers to understand employee learning needs, career aspirations and to build learning and development plans. Recommend suitable learning methods and develop an annual CPs learning and development plan, supported by learning initiatives from the global people team.
Leadership and Management Development: Work in liaison with the RPL and global Leadership and Engagement Teams to build leadership competence in the CPs.
Reward and Payroll: Manage and continuously improve CP reward ensuring an appropriate mix of pay, benefits and non-pay rewards in line with WaterAid’s reward principles and national legislation. Contribute to reward benchmarking and coach managers in talking to employees about reward. Ensure payroll and reward is delivered and communicated effectively.
Employee Engagement: Encourage high levels of employee engagement, including thorough staff participation in the global employee survey.
People Policies and Processes: Develop and maintain all CP people policies, processes, administration, staff handbook and other documentation, ensuring this is kept up to date, is effective, in line with current statutory legislation and WaterAid global policies (i.e., employment contracts, starters, leavers and change processes).
Effective Management of Employee Relations: Provide specialist advice and instruction to managers on employee relations issues (i.e. disciplinary, grievance, capability, bullying and harassment) in line with CP policy, Global WaterAid policies and statutory legislation, working with legal providers as needed
Diversity Management: Give accurate and appropriate advice, training and support to managers to recognise, respect and enable diversity.
People Reporting: Collect, collate and accurately analyse people metrics for use within the Country Programme’s and for regional and organisational wide people reporting.
Partner Organisational Development : Contributing to and supporting the Partner’s organisational design and development in close collaboration with other departments/ teams within country programmes
Other role related tasks / activities as required by the Country Programme s or Global People Team. Willing and able to travel between 8-12 weeks per year, predominately to WaterAid and partner offices within the country programmes aside the work base in Kampala. Although may be required occasionally across other countries in the region and WaterAid head office in London
Qualifications, Skills and Experience:
The applicant for the WaterAid Head of People & Organisational Development vacancy should hold a Master’s degree level qualification in Human Resources Management, Organisation Psychology or a Master’s degree in Business Administration with a post graduate diploma in Human Resources Management.
Professional HR qualification highly desirable
Significant HR management operational experience within a busy HR team environment providing timely and high quality advice with a minimum of 5 years at senior management level handling a cross range of issues including recruitment, conflict management, employee relations, reward, performance management, employment legislation, change management, policies and processes and learning and development
Comprehensive working knowledge in HR best practice and innovative new practices
Strong IT skills particularly MS Word, Excel and Outlook, with experience of using HR databases, online recruitment tools and Intranets
Good analytical and numeracy skills, to produce and distil accurate information
Excellent communication skills in written and oral English Commitment to WaterAid’s values, code of conduct and working style that exhibits our leadership behaviours
Highly competent in interpreting and applying statutory legislation.
Excellent track record of providing empowering support to line managers
Actively seeks to develop understanding of the sector, the CP and WaterAid.
Connects with peers across the organisation to bring best practice ideas to the CP, working in a matrix management structure.
Ability to consider an issue or opportunity from a wide and strategic perspective
Able to evaluate information and apply intuition and strong judgement
Able to influence and support and challenge senior managers and seen as a credible source of advice
Customer, solutions and delivery focused, with the ability to manage competing priorities and deadlines
Proactive, flexible, resourceful and innovative
Able to consult and research but can also make effective decision
Effective and engaging communicator who tailors communications to include and engage different audiences
Committed to effective performance management and able to instil this commitment in managers
Ability to promote cross team collaboration and form effective working relationships with people from across the organisation
Holds a position with courage (when appropriate) but can also be flexible
Role models WaterAid values
Personal Integrity
Good analytical thinking
Strategic Thinking
Pro-activity
Results Orientation
Concern for Impact
Good relationship building skills
Good training and facilitation, coaching and recruitment skills
Good leadership ability
Good planning and organizational skills
Good problem solving and decision making
Excellent written and oral for both Swahili and English
Good communication Skills
Organisation Development Orientation is desired
Independent Thinking
Performance Management
Change Management is desired
HR Policy design and implementation
Skills Capacity Building
Good Team Building
High level of innovation
Excellent in both written and oral English language.
Show commitment to WaterAid’s values and ways of working.
How to Apply:
All suitably qualified and interested with a desire to work with WaterAid should endeavor to send a filled application form, download here, to: wateraid@nftconsult.com
Deadline: 15th April 2016