Full-Time PEOPLE & CULTURE LEAD [RE-ADVERTISED]
Job Description
Reporting to: Director Strategy, Operations, Culture (SOC)
Location Flexible – Where Oxfam has a presence in the Pacific Region
Staff reporting to this post 1 (P&C Coordinator)
Total Workforce Approximately 100 staff across the region
Annual Budget $15m AUD
Job Grade C1
Job Family Human Resources
The Job Description and full advert is available on This Link
Applications must be submitted online on the link provided.
Job Purpose
The People and Culture Lead will provide human resource and organisational development leadership and management services across Oxfam’s Pacific regional presence.
The role will drive a people and culture strategy and will ensure staff are effectively resourced, managed and developed to deliver the strategy. The role will link and draw on Oxfam’s global people and culture direction, while ensuring that Oxfam in the Pacific is a valued and influential contributor to the direction of people and culture within Oxfam globally.
In providing leadership in human resources the role will work closely with all teams to embed behaviours consistent with Oxfam’s values and standards and will provide advice, counsel and solutions to leadership in analysing issues and challenges across the region.
Context
Oxfam is a world-wide aid and development organisation that mobilises the power of people against poverty working through staff and local partner organisations across the Pacific to combat gender, economic and climate injustice, including in situations of crisis. Oxfam in the Pacific works to support the following countries in the region: Papua New Guinea, Vanuatu, Solomon Islands, Fiji and the Polynesia/Micronesia country cluster comprising of Samoa, Tonga, Tuvalu, Cook Islands, Niue, Kiribati, Palau, Nauru, the Federated States of Micronesia (FSM), Republic of the Marshall Islands (RMI) (Micronesia). Country teams operate with a mix of direct implementation and via partners, the goal being to increase strategic partnerships where appropriate.
Team Purpose
Oxfam in the Pacific comprises two divisions: Programs, (Program Delivery, Business Development), Monitoring and Evaluation) and Strategy Operations and Culture (SOC) (Finance, People and Culture, Operations, Safeguarding and PMRU). The role sits within the Strategy Operations and Culture (SOC) division.
This role is accountable to and reports to the Director Strategy, Operations & Culture.
Key Responsibilities and Accountabilities
Business Services
- Provide HR leadership, advice, counsel, and solutions in analysing people issues and challenges across the region.
- Develop People & Culture Strategy in line with the Regional Strategy for the Organisation.
- Support the development of the regional strategy, with a focus on ensuring sufficient capacity and support in business operations.
- Support the design and implementation of any required new systems, processes and policies, working in coordination with the functional teams in the region (countries and affiliates).
- Identify external support required within the People & Culture portfolio and coordinate all external People & Culture inputs into OIP.
- Act as the facilitator between the region to all affiliate and OI HR shared services.
- As a trusted Business Partner to the OI Regional Director and the Regional Leadership Team, influence senior management thinking and behaviors on the people aspects of the Regional Strategy and ensure that people management is central to this.
- Coordinate all the HR plans and develop a common HR framework for the region.
- Build regional HR capability for efficient and effective HR delivery at multiple levels and implement HR global initiatives and practices across the region.
- Build HR knowledge and expertise leveraging internal and external resources.
- Support recruitment and capacity building of HR and other staff across the region.
- Lead the delivery of the global HR strategic functions across the region and ensure the global strategy is incorporated into OIP planning process.
- Ensure consistency with the global strategy contextualising to the region where necessary and drawing and building on developed best practice where this exists such that the organisations can deliver on the full spectrum mandate (development, humanitarian, and early recovery programmes), business objectives and quality standards are met.
- Work closely with the regional leadership to attract, recruit, and retain talented people and to identify and develop high potential staff.
- Support the review and design of regional and country operating models in line with CRA.
- Detailed advice and problem resolution (including direct one to one manager, regional staff case work support) on complex and sensitive policy interpretation and procedural issues to managers and employees including advising managers when HR decisions might need to be taken outside of defined policy and process.
- Embed a culture of performance management across the region (including its countries), where staff are held accountable, recognised and rewarded for high performance.
- Support managers in the development and coaching of staff to optimise their potential in pursuit of Oxfam’s objectives.
- Provide guidance on staff capacity building and in formulating the annual HR plans.
- Ensure that Regional Platform staff and country HR staff have access to HR guidance on individual development opportunities arising from performance review feedback and personal career development interests.
- Creating within the region a plan for, and an environment of, continuous learning where staff are encouraged and supported to develop and are held accountable for their commitments.
- Analyse on an ongoing basis the organisational staffing profile across the region and work closely with the Regional Management Team and Country Coordinators to ensure effective talent management strategy is in place and actively support activity that optimizes talent.
- Stay abreast of changing organizational and external situational circumstances, which may impact the wider organization and proactively develop suggestions for addressing them and/or incorporating relevant information into Oxfam’s ideas and approaches.
- Contribute to OI HR strategy development.
- Represent the region’s needs, challenges and context in the broader Oxfam system.
- Engagement with affiliate HR team members, sharing systems, lessons and ways of working.
- Lead on strategic HR issues as required.
Management
- People Management: Lead and line manage People & Culture ensure Oxfam’s performance management policies and procedures are adhered to and People & Culture team deliverables are delivered.
- Policy and System Management: Identify and facilitate the development of HR policy, procedures, system, standards, tools, and resources, in line with Global requirements and regional/country specifics. Ensure effective adaptation at all levels and compliance with the local labour regulations and donor requirements.
- Risk Management:
Support the Director Strategy, Operations & Culture (DSOC)/ Executive Director (ED) by leading on mitigating identified risks on People and Culture matters.
Case manages grievances and complaints addressed through internal and external mechanisms that relate to staff conduct, performance management, Fraud and Corruption and Safeguarding working closely with the related Incident Management Panel (IMP) and Safeguarding Lead or Risk Manager.
Support managing safety and security at the workplace including managing associated risks working closely with the country coordinators and respective managers. - Performance Management: Participate in Oxfam performance management activities upholding both team objectives and managing individual objectives for respective team members.
Representation and Relationships
- Build relationships with external stakeholders and allies including donors, government representatives and other civil society organisations.
- Support the DSOC / ED in external representation as required.
Other
- Participate in humanitarian response activities within capacity in local level emergency response.
- Support the team function regionally by not only undertaking work in country but is also available to support work in other countries.
- Eager and required to adhere to Oxfam’s principles and values as well as the promotion of gender justice and women’s rights.
- Understanding of and commitment to adhere to equity, diversity, gender, child safety and staff health and wellbeing principles.
- Other duties as assigned by the DSOC that is within the role capacity and job family.
Job Requirements
Key Skills, Experience & Knowledge
Essential
- Post Graduate or Degree level qualification in Human Resources or related field (where appropriate in the local context) with 5-10 years relevant HR leadership or Organisational Development experience in a similar role.
- Extensive knowledge and experience of general human resource management with expertise in providing a superior, proactive, business focused service within similar industry and across multiple countries or region.
- Substantial knowledge and experience of capacity building and organisational development, especially skills transfer, change management, learning and development and knowledge management. Experience in creating a learning and sharing environment.
- Demonstrated experience in managing employee relations issues including handling grievances and disciplinary including to support effective case management.
- Excellent communication and interpersonal skills, able to work as part of a dispersed, multi-disciplined, multi-cultural team.
- Self-management including ability to prioritise own workload and work independently and commitment to meet deadlines.
- Excellent analytical and conceptual thinking skills; able to understand highly complex issues and translate them into simple, workable actions and plans.
- Experience with managing organisational change processes including analysing staff impact, managing redundancies and internal staff movements.
- Experience with leading workforce planning and aligning strategic and operational HR planning.
- Proven ability to remain calm, focused and organised and to deliver results on time when under pressure and with rapidly changing circumstances.
- Commitment to Oxfam’s overall aims and policies and experience of promoting gender equity and diversity and the interests of marginalized people in all aspects of Oxfam’s work.
Desirable
- Professional Trainer qualifications to support Learning and Development within the organisation.
- Membership of Human Resources Network and Institute.
Key Attributes:
- Ability to maintain confidentiality and discretion working with sensitive information.
- Ability to demonstrate sensitivity to cultural differences and gender issues, as well as the commitment to equal opportunities.
- Ability to demonstrate an openness and willingness to learn about the application of gender/gender mainstreaming, women’s rights, and diversity for all aspects of development work.
- Commitment to Oxfam’s safeguarding policies to ensure all people who come into contact with Oxfam are as safe as possible.
Organisational Values:
Our work is guided by Oxfam’s global values and by Pacific values and culture including openness, flexibility, respect, equity, justice, solidarity, collaboration, sharing and humility. We also value local ownership and leadership of change processes.
Oxfam’s Global Values:
Equality – We believe everyone has the right to be treated fairly and to have the same rights and opportunities.
Empowerment – We acknowledge and seek to expand people’s agency over their lives and the decisions that impact them.
Solidarity – We join hands, support and collaborate across boundaries in working towards a just and sustainable world.
Inclusiveness – We embrace diversity and difference and value the perspectives and contributions of all people and communities in their fight against poverty and injustice.
Accountability – We take responsibility for our actions and inactions and hold ourselves accountable to the people we work with and for.
Courage – We speak truth to power and act with conviction on the justice of our causes.
Travel:
Some international travel (up to 4 weeks per year) may be required of the position. It is a condition of employment that staff abide by all agency security and safety protocols, policies and procedures and the Oxfam International Security Protocol.
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