People & Culture Business Partner
Human Resources, Hr Jobs
- World Vision
- Expires 13 Dec 2024
- Harare
- Full Time
Job Description
With over 70 years of experience, our focus is on helping the most vulnerable children overcome poverty and experience fullness of life. We help children of all backgrounds, even in the most dangerous places, inspired by our Christian faith.
Come join our 34,000+ staff working in nearly 100 countries and share the joy of transforming vulnerable children’s life stories!
Employee Contract Type:
Local - Fixed Term Employee (Fixed Term)
Job Description:
JOB TITLE: PEOPLE & CULTURE (HR) BUSINESS PARTNER
LOCATION: HARARE X1
PURPOSE OF THE JOB
The People & Culture (HR) Business Partner is pivotal in driving strategic HR initiatives and ensuring seamless alignment between human resources and organizational goals. This position focuses on delivering end-to-end HR solutions across the employee lifecycle, including workforce planning, talent acquisition, onboarding, performance management, talent development, and payroll administration. The role serves as a trusted advisor to management, providing expert guidance on HR policies, compliance, and labour laws, fostering a high-performing and inclusive culture. By championing employee well-being, promoting industrial harmony, and embedding staff care initiatives, the HR Business Partner contributes to creating a resilient and engaged workforce. This position also ensures data-driven decision-making through effective HRIS management, facilitates organizational development, and supports succession planning to strengthen overall capacity and sustainability. Through collaboration with leaders and teams, the role helps to address current and future workforce needs while upholding the organization's values and safeguarding commitments.
Duties and Responsibilities
MAJOR RESPONSIBILITIES
Implementation of P&C strategies and policies
Providing assistance and guidance to managers and staff through elaboration, interpretation and application of human resource policies, programs, and practices.
Coach managers on P&C and people management practices.
Maintain current understanding of the NO strategy and people-related issues by highlighting people implications as they pertain to various processes in the office
Participate in the development of the annual P&C strategic plans.
Produce and submit monthly reports on zonal P&C activities, including reporting on the P&C scorecard/annual business plan
Support in reviewing policies on a need basis and advise managers and staff of any revisions.
Facilitate and document yearly policy acceptance declarations by all staff
People & Culture Administration
Provide full employee life-cycle support to hiring managers, including reviewing job profiles, posting, sourcing, and interviewing in alignment with P&C guidelines and internal processes.
Maintain data bank of potential candidates for future recruitment needs.
Ensure proper filing of all recruitment documents
Providing comprehensive induction and onboarding program to new/promoted staff; leading in implementing the orientation program and presenting P&C ideals.
Ensure an efficient and effective contract management system is in place.
Facilitate job evaluation and grading and coordinate periodic staff salary surveys to ensure a structured, fair, equitable and affordable remuneration system is established, applied and maintained in the organisation.
Support the Audit processes by retrieving and providing the information requested.
Staff Care & Industrial Relations
Handle all staff grievances and disciplinary issues in collaboration with line managers timeously and promptly for staff.
Provide guidance, counselling, and training to managers and employees on procedures to handle grievance and discipline issues in line with the WVZ Code of Conduct and WV policies
Facilitate Works Council and Trustees meetings for the National Office.
Drive employee engagement processes for the office by encouraging participation in Our Voice annual surveys and facilitating action planning.
Drive Staff Care initiatives in the office including staff welfare recommendations and offering Peer Support to the staff who need Peer Support in cases of critical incidents.
Report and update cases on the Integrated Incident Management System, including conducting investigations as requested
Promoting a culture of performance to management and staff
Elaborate and implement the protocol for performance agreements and review process. This includes facilitating the process and elaborating performance evaluation indicators in consultation with management.
Support for effective management of staff development includes establishing and monitoring the implementation of performance improvement plans and individual development plans that align with the NO capacity development strategies in collaboration with leadership.
Provide effective guidance to staff on career advancement, development needs, and learning possibilities.
Support leadership in implementing strategic staffing policies aligned with career development and succession plans.
Ensures consistency in implementing P&C-related programs within the office, such as rewards and recognition and employee development initiatives.
Scan the broader business environment continuously for trends and issues affecting talent management in the zone by analysing exit interview documents.
Promote staff growth and development through capacity-building initiatives
Payroll Consolidation and Implementation Total Rewards Philosophy
Prompt and accurate consolidation of grants payroll.
Review the PAC, payroll sheets, reconciliations and payroll summary to ensure accuracy.
Ensure prompt processing of monthly statutory obligations and filing of associated records.
Reconcile monthly payroll activities for all employees to curb ghost employees & that all staff are paid as per their contracts & that the salaries bill is within the payroll budget.
Ensure the benefits plan and salary range are implemented & administered according to agreed procedures and policies/ regulations.
Ensure 100% compliance with statutory laws and other applicable legislations governing salaries and organizational policies through constant monitoring of changes in the environment.
Ensuring payroll data integrity and 0% error rate.
HRIS System Maintenance
Overseeing employee data management within the HRIS System, encompassing Personnel Administration (e.g., Hires, Separations, Changes), Recruitment (including Advertisement and Shortlisting processes), Leave Management, Organization/Reorganization, and Contract Management.
Generating data queries to facilitate management analysis and informed decision-making.
Conducting data cleansing audits and vigilantly upholding data integrity within the system.
Achieve a 0% error rate in HRIS data entry and reporting
Supervising employee data within Workday, which involves monitoring transactions related to positions, jobholders, cost centres, recruitment and separation procedures, employee records, contract management, leave administration, and monitoring staff movements, including the maintenance and updating of organizational structures.
Participate in the Workday Community of Practice to enhance knowledge and understanding of the system and associated business processes.
Child Protection and Safeguarding
Ensure that all cases of child protection and safeguarding are promptly dealt with in consultation with leadership
Commit to not harm children/adult beneficiaries, respect all the rights of all beneficiaries, and to uphold the best interests of children as a primary consideration in all actions and decisions
Report any cases of safeguarding /child protection using the channels provided for by the Safeguarding policy
Qualifications and Experience
KNOWLEDGE/ QUALIFICATIONS
Education and Experience
Bachelor’s Degree in Human Resources, Psychology, Business Administration, or a related field from a recognized institution.
A minimum of 4 to 5 years of supervisory experience in Human Resources in a generalist role, including exposure to HR reporting and analytics.
In-depth understanding of Zimbabwe's labour laws and experience interpreting and applying legal and compliance requirements in HR processes.
Previous experience in an international non-governmental organization (INGO) setting is preferred.
Proven experience in generating, analyzing, and presenting HR data to support decision-making and strategic planning.
Skills and Competencies
Exceptional attention to detail with strong analytical, problem-solving, and organizational skills.
Proficiency in utilizing diverse training methodologies and tools with effective facilitation skills.
Outstanding written and oral communication skills, capable of translating complex ideas and business concepts into accessible terms.
Demonstrated ability to exercise professional judgment and influence senior managers effectively.
Cross-cultural sensitivity, a flexible worldview, emotional maturity, and a commitment to effective teamwork.
Skill in making recommendations to resolve problems or issues objectively, aligning with established standards, practices, policies, procedures, regulations, or government laws.
Objective coaching expertise to guide employees and management through complex, emotional issues.
Strong business acumen combined with a high service and customer orientation, displaying the ability to function as a business partner with managers.
Skills and Competencies
Exceptional attention to detail with strong analytical, problem-solving, and organizational skills.
Proficiency in HR analytics tools and techniques, including creating dashboards, visual reports, and statistical models to track key HR metrics (e.g., turnover, performance, diversity metrics).
Advanced proficiency in Microsoft Excel, HRIS systems (e.g., Workday), and data visualization platforms (e.g., Power BI, Tableau) for reporting purposes.
Ability to translate HR data insights into actionable recommendations for senior leadership.
Outstanding written and oral communication skills, capable of translating complex ideas and business
How to Apply
