With 75 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 33,000+ 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:
MAJOR RESPONSIBILITIES
Employee Champion - Provide thought partnership and strategic P&C support to staff and Managers on people matters.
Work with the P&C Director to coordinate and implement management change initiatives across the organisation.
Serve as the focal P&C Coordinator for the National Office on staff engagement and staff wellbeing and care matters.
Act as a thought partner to P&C Coordinators and managers to address people‑related issues and priorities within work units.
Engage regularly with staff and managers, monitor employee pulse, and provide guidance on handling staff‑related matters.
Coordinate and facilitate P&C initiatives, including events, surveys, action plans, and learning sessions.
Lead the development and implementation of the Our Voice action plan in collaboration with staff and managers.
Work with the Faith & Development Coordinator on peer support and spiritual nurture activities.
Provide timely frontline P&C support to staff and managers, ensuring high‑quality service delivery.
Conduct research and analysis to develop evidence‑based proposals and business cases for change and learning initiatives.
Develop and maintain effective P&C communication systems to ensure clear, timely messaging to staff.
Provide guidance, counselling, and hands‑on support on employee relations, performance management, and conflict resolution.
Strengthen staff well‑being awareness and promote a healthy work environment in collaboration with P&C Coordinators.
Support Field Operations leadership on effective P&C policies, processes, learning, and staff development programmes.
Coach and support managers to effectively address and resolve employee issues.
Partner with the P&C Director to implement proactive employee relations programmes aimed at reducing workplace incidents.
Work closely with affected staff, managers, and department heads to resolve staff issues with fairness, clarity, care, and compliance with labour guidelines.
Performance Management: PFP – Partnering for Performance: Planning organizing, timely completion, improved performance culture.
Work with P&C Dir and Department Directors in building and culture of performance and accountability across units.
Coordinate and facilitate the implementation of guidelines on staff performance management, e.g. new hire probation, mid-year review annual review and needs improvement.
Work on customized training programs and tools for line managers on effective performance management. Facilitate learning and understanding on WVI PFP principles and policy requirements.
Gather feedback throughout the cycle through surveys, small group discussions, on the quality of process and tools, and where changes may be needed. Utilize feedback for changing/revising performance management practices.
Engage with staff manager and department heads on timely completion of pfp process on workday e.g., assessment and rating completion, preparing completion reports, encoding final rating data etc.
Facilitate the development of NI Needs improvement forms. Engage with managers and ensure the completion of PIP process (objectively).
In collaboration with Line Managers provide recommendations to P&C Director on Performance Management outcomes (remedial and rewards). Analyse performance trends and prepare reports and recommendations for business improvements.
Talent Management: Implement our talent management framework and philosophies.
Support the P&C Director with the development of WVISL Talent Pool and succession planning.
Coordinate with managers on WV talent management framework, implementing tools and programmes.
Integrate data from performance management processes (P4P) into talent management database and development initiatives.
Inform and support strategies for engaging, deploying and retaining talent at WVISL and provide management information on depth and breadth of talent to deliver current and future strategic and operational goals.
Participate in designing a system and process for tracking key staff in their development.
Identify skill gaps and mentoring and coaching opportunities to develop desired competencies and skills
Facilitate, coordinate and handle the internship programs annually. Work with manager and interns per the internship business scope, e.g. Interns request, TOR development , approvals, recruitment, contract tracking, renewals, separations, payments, learning progress etc.
Work with P&C Dir, Managers and Leader on Women in leadership initiatives.
Work with P&C Manager on Talent and Hiring mechanisms and clarity.
Learning & Development: Approach for strengthening the learning environment and culture.
Support the ongoing program for managerial competencies needed across all levels of management (e.g., Situational Leadership II, Management Matters programs, Core Competencies, MLC, Ecampus etc)
Research and develop specific plans and programs for unique managerial needs (e.g., first-time managers, managers orientation, managers promoted to next level)
Build readiness and culture of blended learning (technology/virtual components blended with face-to-face events)
Build relevant tools to support 1) the evaluation of training events and programs, and 2) monitoring the application of learning
Support the ongoing understanding and implementation of 70:20:10 learning principles.
Develop, update and maintain a yearly training calendar that addresses all the pertinent development needs for the purpose of staff growth (capacity building calendar)
Continuously coordinate with managers to capture any changes in the training and development needs and to maintain the needs for the Organization as current and anticipate possible future needs.
Store training designs in a database which will serve as a resource center and at the same time document the process of change into World Vision's new learning-centered designs.
Compile and submit semi-annual gender and diversity report.
Engage organizationally on employee core competencies interventions.
Track and monitor Compliance and L&D ecampus courses and engage with staff on high % of completion
Establish and maintain effective data bases for employee performance, individual development, and learning and development efforts.
Participate and represent in Regional and GC L&D Network and Events.
Facilitate process assessments and simplification initiative.
Build a culture of evidence based learning.
Participate and support the HEA scorecard NDPP, Capacity assessment, Risk Assessment, Contingency and other cross functional engagements on L&D and C&B.
Reporting Tracking and Monitoring
Facilitate the development of mechanisms for systematic tracking and monitoring of P&C work.
Consolidate, analyse, and prepare required P&C reports and data for internal decision-making.
Facilitate and develop/ produce consistent P&C weekly and monthly reports.
Conduct periodic assessments and identify trends across key HR metrics (e.g., employee incidents, separations, gender ratio,) to provide actionable insights for improved people management decisions.
Ensure timely and high‑quality submission of all P&C reports and data.
Develop and maintain P&C‑specific tracking tools and templates to standardize reporting.
Establish and manage a functional P&C dashboard for real-time visibility of critical HR indicators.
New Hire Orientations Programs
Design and develop an effective New Hire Orientation (NHO) program aligned with WV values, culture, and organisational requirements, ensuring regular updates.
Collaborate with departmental heads to develop functional orientation content and organise NHO sessions.
Coordinate and facilitate onboarding activities to ensure a seamless and well‑orchestrated integration experience for new hires.
Lead the onboarding process, providing guidance on organisational P&C matters, addressing queries, clarifying policies and guidelines, and coordinating orientation with hiring managers.
Conduct post‑hire surveys to gather feedback and continuously improve the employee experience.
Maintain accurate orientation records, including attendance, acknowledgement forms, and onboarding documentation.
Monitor and ensure that all new staff participate in NHO within their first three months of service.
Staff Care and Employee Wellbeing;
Work with the P&C Director to develop a comprehensive strategy and approach for staff care and wellbeing.
Lead and implement staff resilience initiatives, including stress management interventions and critical incident support processes.
Receive training in peer support and Critical Incident Stress Management (CISM), and ensure other WVISL staff are also trained and prepared to provide support.
Actively participate in peer support and critical incident response when required.
Collaborate with the Faith and Development Manager to strengthen staff spiritual nurture and formation.
Research and document culturally appropriate approaches to stress and trauma support within Sierra Leone, ensuring organisational readiness and sharing relevant information with staff.
Review occupational health and safety (OHS) practices regularly and coordinate with the Security Manager on any required updates or improvements.
Coordinate the development, promotion, and delivery of holistic staff care services—including physical, emotional, behavioural, cognitive, and spiritual wellbeing.
Develop mechanisms and tools to promote Staff Wellbeing (e.g., educational sessions, orientations, training, team building activities, and SME materials such as emails and posters).
Coordinate and facilitate the implementation of reward and recognition programmes.
Contribute actively as member of P&C Management Team
Work collaboratively with the P&C Director on change management matters impacting employees.
Support the P&C Director in strategic alignment and implementation of proactive people solutions across WVISL.
Build, nurture, and maintain strict confidentiality in all P&C matters.
Provide interpretation and application of policies, procedures, and terms and conditions of service to all client groups.
Establish monthly and annual functional work plans aligned with the P&C Strategic Implementation Plan.
Participate in recruitment efforts as needed. Participate in interviews when required, ensuring balanced workload distribution across the recruitment portfolio.
Engage and collaborate regularly with all P&C units to ensure coordinated and seamless delivery of P&C services.
Contribute technical inputs to the development of the Country P&C Strategy, Annual Operational Plan, and budgets.
Draft and prepare key P&C external communications, letters, and compliance‑related messaging.
Facilitate the development of P&C process, flow tools and templates.
REQUIRED KNOWLEDGE, SKILL AND EXPERIENCE
Minimum 5 plus years in progressive Human Resource/ People and Culture work experience.
3yrs plus HR / P&C supervisory or at managerial level, with hands-on experience in position specific areas
Preferred: Learning and Development and employee wellbeing experience in the development sector/organisation.
Minimum Qualification: BA in Management, Human Resources, Business Administration, Public Administration or related field
Preferred: MBA or master’s in human resource development, Management or equivalent experience in the training and development field.
Other: Certification in facilitation skills and competencies preferred
An understanding of adult learning principles, instructional design methodologies, and learning management systems is generally required. Knowledge of relevant industry trends and legal regulations is a must.
Fluency in computer skills, specifically excel data management, word, PPT and HR software platforms.
Demonstrated ability, skills and experience in supervision of work, project management, facilitating feedback/reviews, process mapping and process improvement in HR.
Depth of Knowledge and experience in handling Labour laws matters, developing and implementing organisational HR policy.
High degree of skills and abilities in HR/ P&C technical know-how, problem solving and accountability.
Excellent managerial skill on planning, organising, facilitating, coordinating P&C matters across the country, especially with complex work arrangements (staff based in capital, provinces and districts, rural and remote locations).
Tact and diplomacy in dealing with staff-related matters, and ability to maintain high confidentiality. Strong skills in balancing organisational dynamics, including local cultural dynamics.
Ability to maintain positive and effective working relationships with all levels of staff and public.
Fluency in English communication, both read and write.
Ability to prioritise work and meet deadlines, willingness to stretch extra hours and work with stakeholders to complete projects.
Thorough knowledge and experience in HR/P&C metrics, research, assessments, business proposals.
S/he Should Meticulous, maintain accuracy in work, attention to detail, transparent, thoughtfulness, and be a people person.
Travel and/or Work Environment
20% travel to field offices based in rural and remote areas
Occasional off hours working.
Applicant Types Accepted:
Local Applicants Only