АНУ-ын Олон Улсын Хөгжлийн Агентлаг (USAID)-н санхүүжилтээр Дэлхийн Зөн Монгол ОУБ-н хэрэгжүүлж буй “Гамшигт Тэсвэртэй Орон Нутаг” төсөл
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  • P&C Business Partner for People & Culture Department

    2021-09-15 09:00 - 2021-10-01 17:30
    Ulaanbaatar city

    Job title: People & Culture (P&C) Business Partner

    Location: People and Culture Department

    Full/Part-time: Full-Time

    Fixed-term/Temporary: Fixed-term

    Deadline for application: October 01, 2021

    PURPOSE OF POSITION

    The purpose of this role is to provide a wide range of effective Human Resource processes to designated Area Programs (AP), National Office (NO) Departments, Grants, and Special Projects in support of the ministry in World Vision International Mongolia (WVIM) and assist in the implementation of National People & Culture (P&C) Policies. Provide administrative support in the development, implementation, and coordination of the Compensation and Benefits program and processes in support.

    MAJOR RESPONSIBILITIES

    Recruitment and Performance management

    • Liaise with AP and NO Managers for this purpose yearly and assess quarterly in liaison with the hiring managers if these numbers have changed due to attrition, maternity covers, etc.
    • To promptly ensure and facilitate the recruitment and selection process following the P&C policies and procedures, including documentation.
    • To ensure that WVI's core values, mission, and vision are present in all recruitment endeavors.
    • To facilitate, guide and lead all interviews in your respective region/ departments.
    • To ensure that the panels set are transparent and free of any conflicting interest to your best
    • ability.
    • To ensure timely and planned interviews as opposed to reactive recruitment
    • To ensure that internal customers i.e. the hiring managers are satisfied with the pace of the recruitment and there are no unwarranted delays in this process.
    • Participate in and contribute to regular P&C team meetings by providing feedback from the respective regions on P&C matters and related matters.
    • To look into, facilitate, and guide all disciplinary and related issues in your regions/department/ grants.
    • To provide timely monthly reports on recruitment, feedback, and arising issues in your region.
    • Facilitate the orientation process for all new staff and participate in the P&C section as appropriate.
    • To keep track of the probation periods and similar periods for AP, NO Managers, Grants, and Special project staff, including relevant documentation.
    • Provide appropriate information and assistance and guidance to staff regarding the annual performance management process and liaise with AP, NO Managers, Grants, and Special Projects managers to ensure that this process is completed on time.
    • To be responsible for the timely delivery of staff’s yearly and midyear performance reviews from respective regions, departments and facilitate the accurate and timely process.
    • Assist and provide input in the conduct of salaries and benefits surveys to determine the organization’s position in the market
    • Receive requests from the staff of respective regions/departments and respond to them in a timely and appropriate manner, based on the P&C Policy.
    • Participate in the planning and assessment activities of the P&C Department by providing technical inputs during the planning and evaluation process.
    • Assist in the planning and formulating of recruitment strategies and standards, and annual plans.
    • Ensure that the implementation of recruitment plans and strategies are in accord with the recruitment policy, standards, and values of World Vision and government laws and regulations
    • Ensure all contracts and related documents are accurate and proper before staff receiving them.
    • Ensure staff information is upload and updated in the Our People/ HRIS system
    • To negotiate compensation for new hires, promotions, etc., which are aligned to policies and the relevant HAY grades.
    • Seek to upgrade recruitment and selection tools to raise the level and quality of recruitment and selection processes of the organization
    • Ensure all compliance agreements are signed off by staff joining and maintain current agreements of existing staff.
    • Conducting periodical checks on the documentation in staff’s files of your respective regions, department, grants, and special projects to ensure that they are compliant with audit standards.
    • Conduct all the necessary screening, candidate profile, reference checks, initial interviews, and testing and assessing applicants for shortlisting of potential candidates.
    • Coordinate the selection process with internal clients and provide technical support to internal clients in the placement of candidates and advice on the correct salary based on the HAY grade of the JDPDQ.

    Strategy

    • To plan on the implementing of all new policies or processes flowing from the P&C department to the rest of the organization and ensure the current policies are maintained in the APs, NO, Grants, and Special Projects.
    • Provide technical expertise in the development, implementation, and coordination of P&C
    • Planning and Recruitment strategies and processes in support of WV Mongolia’s strategy
    • To develop and assist in workforce planning by giving input and ideas on efficient and planned recruitment.
    • Advising and planning before each interview in ensuring that the right candidate is selected for the right job.
    • Strategizing with the hiring manager before each on the core competencies to be sought from the candidates before the decision to hire
    • Internal & External Liaison and Coordination
    • INGOs, NGOs and Agencies in Mongolia
    • To be market savvy in recruitment and liaise with the related external parties for this purpose.
    • All WVIM Staff both in Area Programs and National Office

    Technical support

    • Provide information to staff regarding WVIM P&C policies and their implementation and provide appropriate advice as required.
    • Set and define periodical or annual performance accountability and deliverables under the supervision of the P&C Department
    • To provide feedback on recruitment and policy issues from the APs, NO, and staff feedback, to suggest and give ideas on any improvements for these areas.
    • Ensure that human resource planning and recruitment processes are implemented correctly in the APs, NO, grants, and special projects and adhere to the procedures and policies.
    • To ensure alignment of practices, policies internal customers and in accord with the recruitment standards set forth, in support of the strategic goals of the organization.
    • To lead and train staff in respective regions, departments, grants, and special projects on any new initiative in recruitment, performance reviews, related P&C matters, etc

    Quality assurance

    • To constantly provide constructive feedback to the P&C Director from the regions and ideas or suggestions on needed P & C improvements in respective regions, departments, grants , and special projects
    • Facilitate the exit process, conduct exit interviews, and report to P & C Director key trends from the interviews.
    • Ensure all relevant HR documentation for staff changes, etc are completed and filed in a timely manner
    • Maintain accurate records of staff on the HR database.
    • Maintain and monitor compensation and benefit staff records and provide Finance with monthly salary change information in a timely manner.
    • Prepare placement papers of qualified candidates for proper payroll endorsement and issuance of appointment papers as well as documentation of internal transfers/resignations.
    • Send monthly reports on a timely basis to the P & C Director and provide any other information as requested.

    Self-development

    • Seek self-development on the current trend of the technical sector
    • Demonstrate high commitment to World Vision’s Core Values in the approach to work and relationships
    • Engage different cross-functional teams to learn and contribute
    • Spend time to connect WV Central Community of Practice
    • Practice spirituality to leave out Christian faith with boldness and humility
    • Attend additional training internally and externally as required
    • Perform any other tasks assigned by the manager

    KNOWLEDGE/ QUALIFICATIONS FOR THE ROLE

    Education

    • A university degree in Human Resource Management, Social Science or Business Administration

    Experience

    • Minimum 2 years experience in HR in a generalist role and handling recruitment function
    • Facilitating training and workshop

    Knowledge and Skills

    • Fluency in both written and spoken English and Mongolian and ability to translate Mongolian to English and vice versa
    • Excellent computer skills, including proficiency in Word, Excel, and PowerPoint.
    • Good project management skills and experience.
    • Ability to resource information.
    • Strong interpersonal skills and ability to establish and maintain effective working relationships in a multi-cultural, diverse environment.
    • Ability to be proactive and work independently, as well as work closely and supportively within a team.
    • Commitment to continuous personal learning, keeping abreast of new developments, particularly within the area of Learning and Development.
    • Willingness to travel extensively throughout Mongolia
    • Ability to work under pressure, being self-motivated and detail-oriented
    • Honesty, Integrity, and commitment to World Vision principles

    Work Environment

    • The position requires the ability and willingness to travel domestically up to 30% of the time.

    Please send the below documents to recruitment_mongolia@wvi.org

    • Curriculum Vitae
    • Cover Letter
    • Application Form
    • Copy of Diploma(s)
    • Copy of ID card

    Address: 4th floor, Somang Plaza Building, 13 khoroolol, 15th khoroo, Bayanzurkh District.

    Phone: 70155323 – 124, 125 and 128

    Note: Only short-listed candidates will be contacted for further process.


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