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Busara is looking for Intern to support the Talent team's operations by supporting the provision of efficient and effective services in talent acquisition, recruitment and selection, induction, performance management, and training and development initiatives. We hope that’s you.

The Talent Intern will report to the Senior Officer - Talent and will work alongside other members of the People Division as guided.

Key Accountabilities/Responsibilities

• Partner with the Senior Officer, Talent Acquisition on sourcing, candidate targeting, and recruiting potential employees
• Support in tracking job posts in the Applicant Tracking System and externally to various career sites and college boards.
• Assist in administrative and logistical tasks related to open enrollment procedures (career fairs etc.)
• Support coordination of interview processes by preparing candidates for interviews, scheduling interviews, and liaising on any logistics as guided.
• Schedule onboarding sessions for new hires and support in communication towards the end of their probationary period.
• Support the coordination of ‘lunch and learn’ activities and the  successful delivery by external and internal facilitators. 
• Store learning materials in accessible platforms after the training sessions
• Support in sharing organizational communication on any talent activities as assigned
• Support administrative activities within the team as assigned

Knowledge, Skills, and Experience

• Bachelor’s Degree in a relevant field.
• 6 months experience in previous internships/work engagements in the same field is preferred.
• Have strong curiosity with the desire  to learn new things and put yourself in new situations.
• Gitty: you display a certain level of endurance that gets you through busy seasons, work hard to improve upon a given interest, and do it again.
• Empathetic: you have the ability to see a situation from another person’s viewpoint, build rapport quickly, listen attentively and demonstrate excellent interpersonal skills
• Keen on details: you are someone who approaches actions with a critical mindset and thinks through every detail without allowing distractions to interfere with the process.
• Highly organized: you are able to prioritize and maintain lists and schedules to ensure details are not overlooked
• Strong communication skills/problem solving skills

The Country HR Officer (CHRO) is accountable for management of complex/critical/large professional disciplinary areas. Leads and directs a team of professionals. Requires a comprehensive understanding of multiple areas within a function and how they interact in order to achieve the objectives of the function. Applies in-depth understanding of the business impact of technical contributions. Commercial awareness is a necessity. Generally accountable for delivery of a full range of services to one or more businesses/ geographic regions. Excellent communication skills required in order to negotiate internally, often at a senior level. Some external communication may be necessary. Accountable for the end results of an area. Exercises control over resources, policy formulation and planning. Primarily affects a sub-function. Involved in short- to medium-term planning of actions and resources for own area. Full management responsibility of a team or multiple teams, including management of people, budget and planning, to include performance evaluation, compensation, hiring, disciplinary actions and terminations and budget approval.

Responsibilities:

• Provides a broad range of HR consulting services to client groups within the organization for a country, including advice on staffing (senior and new talent acquisition), managing talent (assessment, development and redeployment), compensation processes, organization effectiveness (change management, leader effectiveness, performance management, coaching, organization design), employee engagement (communications, employee relations, facilitation of rewards and recognition, employee involvement) and change management to support constant transformation.
• Demonstrates and applies subject matter expertise of HR principles to lead resolution of key issues with impact on business segment and/or functional area.
• Consults leadership in leveraging resources to ensure efficient delivery and implementation of all HR strategies and plans.
• Partners with regional HR and business/functional leaders to assess and define the appropriate strategy, organization structure, and role design for business groups.
• Creates, implements, and develops measures the effectiveness of initiatives that promote organizational / leadership capability
• Demonstrates expert knowledge to the day-to-day activities of a product or process however will require input on more complex issues.
• Appropriately assess risk when business decisions are made, demonstrating particular consideration for the firm's reputation and safeguarding Citigroup, its clients and assets, by driving compliance with applicable laws, rules and regulations, adhering to Policy, applying sound ethical judgment regarding personal behavior, conduct and business practices, and escalating, managing and reporting control issues with transparency, as well as effectively supervise the activity of others and create accountability with those who fail to maintain these standards.

Qualifications:

• 10+ years of experience

Education:

• Bachelors/University degree, Master’s degree preferred

REF: NT: 02/18/10/2022

QUALIFICATIONS AND EXPERIENCE 
The applicant:

• Must have a Bachelor’s degree in Human Resource Management/Commerce/Business Management with six (6) years working experience, three (3) of which as Human Resource Officer Scale IX /Senior Administrative Assistant I or its equivalent.
• Must be registered with a recognized professional body and be of good standing with With CISA qualification will have an added advantage.
• With Must be ICT competent

DUTIES AND RESPONSIBILITIES

• Prepare human resource budgets 
• Establish proper reward systems by designing financial and non-financial rewards and sanctions 
• Ensure proper working conditions and employees welfare 
• Ensure employee records are well maintained and properly managed 
• Maintain industrial peace in the University College in liaison with committees on discipline, staff welfare and safety among others
• Coordinate the staff performance appraisal process
• Responsible for the staff recruitment process
• Handle correspondences on recruitment and training matters 
• Implement the resolutions of the training committee
• Administration of staff terms of service 
• Handle induction and orientation matters 
• Perform any other duties that may be assigned from time to time.

ABOUT VILLAGEREACH

VillageReach transforms health care delivery to reach everyone, so that each person has the health care needed to thrive. We develop solutions that improve equity and access to primary health care**.** This includes making sure products are available when and where they are needed and primary health care services are delivered to the most under-reached. Radical collaboration with governments, the private sector and other partners strengthen our ability to scale and sustain these solutions. Our work increases access to quality health care for more than 58 million people in Africa. VillageReach in incorporated in Washington State and has offices in Seattle (USA), Democratic Republic of Congo, Malawi, and Mozambique.

DESCRIPTION

Summary

The Talent Manager, People is a new position to support and sustain VillageReach’s global growth and impact. This person will be an integral part of our small but mighty People Team as we build and strengthen our talent strategy. This member of our global People team is primarily responsible for VillageReach’s global talent strategy, its implementation and its continuous improvement. This key member will have the opportunity to build something new while at the same time supporting our amazing teams by providing better access to development and growth. The ideal candidate loves all things about talent management; is deeply rooted in values of Diversity, Equity, Inclusion and Belonging (DEIB) and thrives in a collaborative and distributed environment. This is a remote position with the individual residing in and eligible to work in a location where VillageReach has an established staff presence: DRC, Kenya, Malawi, Mozambique, South Africa or the USA.

Description

Essential Duties and Responsibilities include the following. Other duties, responsibilities, and activities may change or be assigned at any time.

• Primarily accountable for VillageReach’s talent management strategy and program that includes full cycle recruitment and sourcing, employee professional development and learning, VillageReach’s performance Check-In process and succession planning.
• Pro-actively manage the annual hiring plan and its implementation with support from organizational leadership and other People team members.
• Develop and manage VillageReach’s talent procurement and sourcing strategy and pipeline management including collaborative engagement with universities, research initiatives and other institutions.
• In cooperation with other members of the People team and organization leadership, develop, implement and evaluate training programs for our global staff that may include manager training, compliance training, leadership development and technical capacity development.
• Spearhead workforce retention and wellbeing strategies.
• Enhance VillageReach’s culture of curiosity and continuous learning through e-learning, e-campus and other initiatives.
• Work collaboratively across the organization, managing stakeholders and setting expectations
• As a key member of the Human Resources Community of Practice at VillageReach, contribute content and resources to the community.
• Other projects and duties as assigned.

Competencies:

The following competencies reflect what is expected of all VillageReach employees; including examples of how one might demonstrate each of these competencies in one’s role.

• Personal Motivation and Drive: Is self-directed in one’s approach to work, but asks for help when needed; holds oneself accountable; undertakes self-development activities; seeks to build and master new skills; looks for and takes advantage of opportunities within the organization
• Collaboration & Effective Communication: Establishes and maintains effective relations with coworkers, partners & stakeholders and external parties; works collaboratively with others to accomplish organizational and team goals and objectives; works actively to resolve conflicts; expresses ideas and thoughts effectively; selects and uses appropriate communication methods and maintains meaningful communication with virtual coworkers and other parties to keep them informed
• Commitment to Diversity & Inclusion: Takes personal responsibility for and supports others across the organization in creating and sustaining a diverse work environment where individuals are welcomed, valued, respected and supported; personally committed to attaining cultural competency including self-awareness of one’s own attitudes about culture and cross-cultural interactions; exhibits the willingness and ability to engage openly and respectfully around issues of race, colonialism, identity and culture; upholds equity in access to sharing of information, ideas, and opportunities throughout VillageReach
• Commitment to Excellence: Produces a high output of work, both in terms of quality and quantity; looks for ways to improve and promote quality; monitors work to ensure quality; has a personal commitment to the mission of VillageReach
• Solution Orientation & Innovation: Focuses on results and desired outcomes and how to best achieve them; gets the job done; sees opportunities for creative problem-solving while staying within the parameters of good practice; sees old problems in new ways and has novel approaches to solving those problems; contributes original and/or resourceful ideas to their area of responsibility; is able to consider and articulate risks and consequences of proposed innovations and factor these into decision-making

REQUIREMENTS

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill and/or ability required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

Supervisory Responsibilities:

This position currently has no direct reports but may supervise up to two employees. Carries out supervisory responsibilities in accordance with the organization’s policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning and directing work; monitoring performance; rewarding and disciplining employees; and addressing complaints and resolving problems.

Education & Experience:

• Bachelor’s Degree in a related field or equivalent education and experience
• Five to seven years of experience in progressively more responsible human resource functions including recruitment with preferably at least 1-2 years in an international context.
• Relevant experience leading recruitment, performance management, succession planning, employee engagement programs and talent review with a strong grounding in DEIB.
• Demonstrated experience managing projects with diverse stakeholders at all levels of an organization.

Other Qualifications:

• Comply with VillageReach’s COVID-19 vaccination policy which requires full vaccination for in-person work or travel.
• Established cultural competency in partnering with racial, cultural and linguistically diverse groups.
• Demonstrated understanding of challenges with working in rural, underserved and low-income context; experience living in and/or working in a low-income country a plus.
• Proficient in Microsoft Office Suite (Word, PowerPoint, Outlook, Excel) and comfortable in a fast-paced technical environment.
• Fluency in verbal and written English required, French and/or Portuguese preferred.

Environment and Physical Demands:

VillageReach has no private offices, employees work in a shared, open environment with task and conference rooms accessible to employees for privacy and meetings. The noise level in the work environment is usually quiet. Due to the time zone differences between our USA office and our Country Offices and location of other global staff, US based staff are expected to be available for early morning meetings starting at 6am. In addition, our Regional Africa based staff and Country office staff are expected to be available for late afternoon/evening meetings up to 6pm.

Role will involve significant time at a computer using keyboard and mouse. Should be able to lift 15lbs. There will be some in person presence required for training facilitation as needed.

COMMITMENT TO DIVERSITY & INCLUSION:

VillageReach is an Equal Employment Opportunity Employer committed to workforce diversity. We believe that diverse, equitably weighted perspectives foster an organizational capacity to create novel solutions that improve health in the most underserved and hard-to-reach areas. To align our values, innovations and impact, VillageReach is committed to recruiting and retaining a diverse global workforce.

APPLICATION INFORMATION:

This is an immediate hire and therefore resumes will be reviewed on a rolling basis until November 30, 2022. To apply, please submit your resume and a cover letter to our online portal: http://www.villagereach.org/join-us/

Safeguarding:

VillageReach is committed to promoting the welfare of children, young people, adults, and beneficiaries with whom it engages. We expect everyone working with us to share this commitment through our code of conduct.All offers of employment will be subject to satisfactory references and appropriate screening checks, which may include criminal records. VillageReach participates in the Misconduct Disclosure Scheme and, in line with this Scheme, we will request information from job applicants’ previous employers about any findings of sexual exploitation, sexual abuse, and/or sexual harassment during employment, or incidents under investigation when the applicant left employment. By applying, the job applicant confirms his/her understanding of these recruitment procedures.

How to apply

APPLICATION INFORMATION:

This is an immediate hire and therefore resumes will be reviewed on a rolling basis until November 30, 2022. To apply, please submit your resume and a cover letter to our online portal: http://www.villagereach.org/join-us/

Job Purpose:

• This position is responsible for developing end-to-end talent and talent management & acquisition strategy with a particular focus on future talent, employer brand, and building a talent framework that supports succession planning. It will pull together multiple strands of the people strategy and drive the talent development agenda forward to shape and embed a high-performance culture.
• The role includes the development of all policies, procedures, and practices related to Talent Management and compliance with such policies.
• This role is overall in charge of learning and organization development and it will define and implement the enterprise learning strategy and the organizational capability development to support the broader company strategy execution.

Key Responsibilities

Resourcing & Talent Management

• Provide leadership for the workforce and resourcing agenda and processes for the company, including recruitment, career mobility, workforce planning, etc. 
• Manage the recruitment and selection processes in liaison with the HRBPs to attract, select and appoint suitable candidates to either long-term or short-term requirements for the organization.
• Develop agile resourcing models for all areas of the company and drive the transformational change required in resourcing and the talent management agenda
• Define critical roles for key talent benches and support succession management initiatives in the Company and deliberately build strong talent benches and leadership depth for such roles.
• Develop and implement the design of a comprehensive company onboarding program that aligns with the Company’s workforce strategy and goals as part of Talent retention initiatives. This includes all candidate experience surveys and remediation actions.
• Internal and external employer branding of the Company as a preferred “Employer of Choice” through a compelling value proposition messaging, internally and externally, and develop an effective talent pipeline of key internal and external talent.
• Working with business and team leaders on updating role requirements and defining and co-crafting new job roles in the company
• Optimize all the functions for optimal resourcing and talent deployment across the company.
• Overall responsibility for talent analytics for business and HR insights for decision making
• Maintain an up-to-date job evaluation and maintenance of organization and operating structures that reflect business reality, consistency, and coherence of functions

Learning & Development

• Drive and embed a learning culture and culture-building learning interventions and play a critical role in strategizing Learning & Development interventions to strengthen the people capabilities and organizational culture
• Collaborate with the leadership team on the formulation of critical strategies by anticipating L&D and Organisational development interventions required to execute the company strategy
• Strategize and lead all people development interventions for the organization by building a Britam Learning Academy that will include coaching programs, individual personal development, management & leadership development, career-pathing, and mentoring
• Support the development of high-potential employees at senior and mid-career levels, and ensure a robust learning framework with learning journeys is in place for employees at all levels.
• Partner with business leaders to identify skills and competencies needed to strengthen the organization and prepare it for future success, e.g., succession planning, and to support talent development interventions
• Design and lead the creation of internal training content and exploration of external partners, subject matter experts, and available solutions to deliver on company learning and development objectives, including the following: business skills, onboarding & orientation, leadership development, and ongoing employee skill development
• Serve as the champion and thought leader on learning and development and foster a culture of continuous learning, growth mindset, and knowledge sharing.
• Establish, manage and ensure the continuous improvement of the Learning Management System (LMS) to create diverse learning channels and create online learning journeys, and academies for the company
• Co-develop with the Learning & Development team, Leadership and Management Development roadmaps for the Company
• Coach and mentor line managers to create understanding and meaning for the leadership development focus, programs, and initiatives in the company.
• Run all standard group-wide programs and evaluate their impact, such as the talent mobility program, Graduate Trainee program, BU exchange programs, etc.
• Manages all independent consultant and consulting agreements and any talent 3rd party providers for HR services, e.g., learning, recruitment, assessment, and background checks

Key Performance Measures

• Various Talent metrics – Time to hire, Talent bench cover ratio, Onboarding survey scores, Quality of hires; Learning completion rate; Leadership quality
• Talent mapping and succession planning initiatives 
• Agile Resourcing implementation
• Talent retention rate

Knowledge, experience and qualifications required

• Bachelor’s degree in a business-related field
• A Master’s degree in Business Administration (M.B.A) from a recognised university is an added advantage
• A professional qualification in Human Resources Management from a recognised institution
• 5-8 years experience covering all aspects of the HR discipline, with 3 years in Learning & Development & or Talent Management 
• In-depth understanding of all HR aspects that impact the business
• Extensive knowledge of the service providers and learning programs
• Thorough knowledge of competencies and skills assessments.
• A member of IHRM

Competencies

Professionalism - Knowledge of administrative, budgetary, financial and human resources policies and procedures. Ability to apply various United Nations administrative rules and regulations in work situations. Conceptual analytical and evaluative skills to conduct independent research and analysis. Ability to identify issues, formulate opinions, make conclusions and recommendations. Shows pride in work and in achievements; demonstrates professional competence and mastery of subject matter; is conscientious and efficient in meeting commitments, observing deadlines and achieving results; is motivated by professional rather than personal concerns; shows persistence when faced with difficult problems or challenges; remains calm in stressful situations. Takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work.

Planning& Organizing: Develops clear goals that are consistent with agreed strategies; identifies priority activities and assignments; adjusts priorities as required; allocates appropriate amount of time and resources for completing work; foresees risks and allows for contingencies when planning; monitors and adjusts plans and actions as necessary; uses time efficiently.

Client Orientation: Considers all those to whom services are provided to be "clients" and seeks to see things from clients' point of view; establishes and maintains productive partnerships with clients by gaining their trust and respect; identifies clients' needs and matches them to appropriate solutions; monitors ongoing developments inside and outside the clients' environment to keep informed and anticipate problems; keeps clients informed of progress or setbacks in projects; meets timeline for delivery of products or services to client.

Education

Advanced university degree (Master's degree or equivalent) in business or public administration, finance, accounting, law or related area. A first-level university degree in combination with qualifying experience may be accepted in lieu of the advanced university degree.

Work Experience

• A minimum of five years of progressively responsible experience in administration, finance, accounting, human resources management or related field is required.
• Experience in recruitment and staff selection using integrated information management systems is required.
• Experience in administration of large-scale staffing table is desirable.
• Experience in supporting an organizational-wide change management programme is desirable.

Languages

English and French are the working languages of the United Nations Secretariat. For the position advertised, fluency in oral and written English is required. Knowledge of another official United Nations language is an advantage.

Job Summary

The Regional Human Resources Director works closely with the Director of People and Strategy to develop organizational HR strategies, programs, policies, and procedures that will enhance the Action Against Hunger brand and strengthen the Employee Value Proposition.

The Regional Human Resources Director is responsible of executing the Global People priorities in the region and of ensuring HR best practices are applied consistently across all Country offices.

Specifically, the Regional HR Director will bring direct support to the country offices in the areas of HR operational management and compliance, change management, organizational and performance management, learning and development, compensation and benefits, and talent management.

The Regional Human Resources Director reports to the Regional Director HEARO and functionally to the Director People & Strategy (New York).

Purpose

Serve as a Business Partner to the regional and Country office Leadership, ensuring full understanding and application of the HR organizational policies and practices.

The Regional Human Resource Director will also work with the Country Leaders in building an organizational culture across all offices that supports effective advancement of Action Against Hunger mission and strategic plans.

KEY ACTIVITIES IN YOUR ROLE WILL INCLUDE

• Lead the execution of the HR Global Priorities and HR annual plans in the region.
• Ensure best HR management practices are in place in all country offices and the HEARO office.
• Function as a strategic HR business advisor to the Regional Director, Senior Management and Human Resources teams at country level regarding key HR organizational and management issues.
• Provide HR policy guidance and interpretation to HROD and Country leaders.
• Provide overall leadership and guidance to the HR in the region by overseeing talent acquisition, performance management, career development, retention, learning and development, compensation, and benefits regionally in direct coordination with the Director, People & Strategy
• Provide guidance and input on country office re-structures, workforce planning and realignment processes.
• Provide guidance, support, and advice to country offices on risk management and investigations related to HR.
• Responsible to ensure the Safeguarding policy is understood and apply in all our country offices as well as in HEARO.
• Manage Safeguarding and Sexual Harassment investigations in direct coordination with the global Safeguarding lead (Director, People & Strategy)
• Other responsibilities
• As a member of HEARO Leadership, contribute to the development of the strategic direction of Action Against Hunger HEARO
• Build formal and informal networks with HR practitioners, specialist and experts both within and outside of the International NGO sector.

Physical Demands

• While performing the duties of this job, the employee is required to sit for long periods and to concentrate on work, including typing, and turn out heavy volumes of work accurately, within short time frames under stressful situations in the context of a moderately noisy office with many interruptions. Must be able to proofread own work accurately so that only minor corrections are needed on an infrequent basis.
• The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Working Conditions, Travel and Environment

• The duties of the job require regular job attendance at least five days per week. Employee must be available to work outside normal office hours, or on the weekends, as required by contact with the country offices, country office security or other obligations.
• The duties of the job require up to 60% travel to country offices, New York as well as to other Action Against Hunger HQs. While visiting the field, the employee may be exposed to precarious settings under high security risks and/or very basic living conditions and outside weather conditions, as well as to infectious diseases.

Gender Equality Commitments and Zero Tolerance of Abuse

• Respect beneficiaries’ women, men, children (boys and girls) regardless of gender, sex orientation, disability, religion, race, color, ancestry, national origin, age, or marital status.
• Help to prevent any type of abuse including workplace harassment and sexual abuse and exploitation.
• Promote a safe, secure, and respectful environment for all stakeholders, particularly for children, beneficiaries, and members of staff.
• Provide a work environment where women and men must be evaluated and promoted based on their skills and performance.
• Foster an environment that reinforces values of women and men, and equal access to information.
• Value and respect all cultures

Required Qualifications

• Minimum of a Bachelors’ degree in HR, business or related field (Master’s degree preferred)
• At least 10 years’ progressive HR experience, with 4 years in a senior supervisory role, within an international organization, ideally one providing humanitarian & development aid
• Minimum 3 years’ field experience with an international humanitarian organization.
• Demonstrated knowledge of international humanitarian & development affairs
• Specialized training on adult learning, employment law, compensation & benefits, organizational planning, organization development, employee relations, safety, training, and preventive labor relations,
• Professional HR certification from a reputable body such as IHRM, SHRM, CIPD or HRCI preferred

Required Skills & Experience

• Ability to think strategically assessing options and actions based on trends and conditions in the work environment, and the vision and values of the organization
• Build partnerships and capacity to build trust
• Ability to make decisions and on guiding others to make decisions
• Demonstrated ability to serve as a successful participant on Leadership Groups
• Excellent interpersonal and coaching skills, demonstrated ability to lead and develop HR staff
• Ability to work cooperatively with subordinates, colleagues and supervisory staff at all levels and from all disciplines
• Broad knowledge and experience in employment law, compensation, organizational planning, organization development, employee relations, safety, and training and development.
• Willingness and ability to travel, both nationally and internationally
• Experience in the administration of benefits and complex HR compensation programs.
• Evidence of the practice of a high level of confidentiality
• Demonstrated ability to analyze complex and sensitive material and report on it cogently
• Genuine interest in and commitment to the humanitarian principles of Action Against Hunger
• Experience working internationally with HR networks and other international organizations
• Excellent oral and written verbal communication skills
• Fluent written and spoken English
• French preferred
• Excellent computer skills with proficiency in MS Office, specifically Word and Excel

Position summary:

The Rainforest Alliance are looking to bring in an experienced & innovative People Project Manager to join the Organizational Effectiveness Centre of Expertise (CoE) within the global People department. This is a new and exciting role which will help further the ambitions of the Rainforest Alliance as we embark on our aspirational 2023-2030 strategy.

The Project Manager will be responsible for developing & delivering strategic People solutions that deliver value throughout the organization, from organization design, workforce planning, through to HRIS evolution. Partnering closely with People Business Partners (PBPs) to understand needs, test and validate before deploying solutions through the broader Advice & Operations team.

To be successful in this role, deep knowledge of HR processes, best practice, and innovations in the field is essential, alongside solid and proven change and project management capabilities to ensure timely, cost-effective and professional implementation. 

Responsibilities: 

•  The Rainforest Alliance’s Core Values are Impact, Change, Collaboration, Openness and Trust and as such they form the basis of the behaviours we demonstrate;
• End-to-end project management of strategic People projects, including large-scale long-term projects and incremental updates and continuous improvements; 
• Partner closely with PBPs throughout iterative project development and ensuring clear alignment on implementation plan (led by People Services);
• Implement People projects framework, establishing & monitoring timelines, setting milestones and deliverables, dependencies, issues and risks; and supporting People colleagues to embed project management disciplines in their work, as required;
• Keep abreast of current developments in HR, to inform project design and make recommendations for future projects and improvements;
• Work with People Analyst to develop, monitor and communicate project KPIs; and, make use of available data to help inform on project design;
• Develop change management plans, in partnership with Talent & Learning and PBPs, to drive adoption and ensure seamless implementation;
• Facilitate collaboration and feed-back loops across People department and with other key stakeholders, in order to support with ideating, validating, piloting and ensuring user-centricity remains at the forefront of project design.

Qualifications: 

• Bachelor’s in Human Resources Management, or locally recognised HR professional qualification; or equivalent working experience.
• Project and/or change management certification highly desirable.
• Minimum 7-years’ experience as HR Manager/HR BP/HR Project Specialist.
• Significant experience leading HR projects within a complex & changing international organization, from design to implementation either as sole role, or within HR function.
• Demonstrable experience of leading change management initiatives.
• Highly adaptable, able to consult for input/feedback, pivot or
• A strong communicator, able to lead and influence without authority.
• Must be pro-active, creative, self-driven and able to work collaboratively.

Position summary:

At the Rainforest Alliance we are looking for an enthusiastic, service oriented, and detail focused new team member for our Talent Acquisition team. The Rainforest Alliance is a fast-growing organization with 650+ staff spread across the globe with the ambition to further diversity its staff base and, to hire significantly more staff in the three geographical regions where we create the impact.

The Recruitment Manager is leading the Global Talent Acquisition team, with the support of 2 Full-time colleagues (based in Latin America and Europe, Africa or Asia). This role is responsible to manage the end-to-end recruitment process while delivering a distinctive candidate experience.

Responsibilities:

• The Rainforest Alliance’s Core Values are Impact, Change, Collaboration, Openness and Trust and as such they form the basis of the behaviours we demonstrate;
• Design, implement and lead the global strategy for talent acquisition in line with the mission and culture of the organization;
• Work in close collaboration with the People Business Partners and the Director of Advice & Operations to determine the priorities and needs per region and business portfolio in order to drive the design and implementation accordingly;
• Based on RA’s goals and strategy, responsible for job descriptions design to attract the desired talent, and uses inclusive language aligned with the diversity and inclusion strategy;
• Responsible for the recruitment of all senior level positions;
• Develop and follow up recruitment KPI’s, in coordination with Lead People Analytics;
• Develop relationships with third party recruitment agencies and staffing firms and manage the procurement and measurement process;
• Develop recruiting and interviewing best practices and build expertise and capacity by training, coaching and mentoring Hiring Managers across the organization; and
• Responsible for managing the Talent Acquisition budget.

Qualifications:

• Bachelor’s and / or Masters’ degree in Human Resources Management or related field preferred.
• 7+ year’s relevant experience in recruitment required.
• Minimum 2-3 years’ people management experience.
• Knowledge of trends and cutting-edge HR strategies.
• Inspired by our mission and always looking for the best way to make the organization stronger.
• Experience with recruitment and in sourcing.
• Fluent in English and additional language welcome.
• Extremely organized and detail-oriented with strong time management and follow-through skills.
• Able to plan, organize, manage and/or carry out multiple related activities simultaneously.
• Must be pro-active, creative and self-driven

Key Responsibilities

• Partner and consult with line management and provide best practices and guidance in optimising people's experience and operations.
• Analyze trends and metrics with the People Operations Department.
• Resolve complex employee development issues.
• Work closely with management and employees to improve work relationships, build morale and increase productivity and retention.
• Partner with the business to design career paths and support in promoting talent from within Sama.
• Provide HR policy guidance.
• Identify training needs for teams and individuals.
• Evaluate training programs.
• Suggest new HR strategies.
• Implementing policies that give all employees equal opportunities to speak up when they face issues on the job and give them the chance to participate in challenging multi-team projects.

Minimum Qualifications

• Bachelor's degree in Human Resources or a related field; a Postgraduate qualification in Human resources/People Management/People Development is also desirable.
• Minimum of 7 years experience in HR/People Operations.
• Proven work experience as an HR business partner; with working knowledge of Learning and Development, and Talent Management functions.
• Demonstrable experience with HR metrics.

Preferred Qualifications

• Excellent verbal and written communication skills.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Excellent people management skills.
• Analytical and goal-oriented; a strong bias toward action.
• Deep commitment to building ethical, world-class company teams.

Location: Either in one of our global offices (Madagascar, Belize, Timor-Leste, UK - Bristol or London), or home-based within countries where Blue Ventures has administrative capacity (Mozambique, Kenya, Tanzania).

Our UK flexible working policy requires a minimum of 2 days per week in the office and travel to other offices when required, or to any other Blue Ventures locations.

Contract status & duration: full-time, 37.5 hours per week, permanent

Start date: As soon as possible

Application closing date: 7th of December 2022

Remuneration: UK: £36,000 - £50,000; Madagascar: MGA 25,150,000 - MGA 34,000,000; Belize: BZD 35,000 - BZD 40,000; Timor-Leste: $25,000 - $30,000; Mozambique: MZN 2,345,000 - MZN 2,500,000; Kenya: KES 3,900,000 - KES 4,500,000; Tanzania: TZS 79,700,000 - TZS 88,000,000.

Salary Band: Manager

Reports to: Director of People and Culture

Direct reports: People Team Assistant

We rebuild tropical fisheries with coastal communities

Blue Ventures is a marine conservation organization that puts people first. We support coastal fishers in remote and rural communities to rebuild fisheries, restore ocean life and build lasting pathways to prosperity. Our work began two decades ago in Madagascar’s remote coastal communities and is growing globally. Across a dozen countries, we’re partnering with traditional fishers and community organizations to design, scale, strengthen and sustain fisheries management and conservation at the community level. We bring partners together in networks to advocate for reform, and share tools and best practices to support fishing communities across the globe.

Summary job description

To support Blue Ventures’ ongoing growth we are now looking to recruit a Talent Development Manager. This role holds accountability for leading the development and implementation of Blue Ventures’ Talent Development Strategy. This strategy will ensure that we have the right skills and competencies at all levels to meet the current and future needs of all portfolios across the organisation.

The role will ensure that our talent development offering meets the organisation’s needs and that we are using the most effective delivery models with a clear focus on impact assessment, return on investment and the communities we serve.

To download the full job description please click here.

How to apply

Please click here and follow the application process online.

Location: Either in one of our global offices (Madagascar, Belize, Timor-Leste, UK - Bristol or London), or home-based within countries where Blue Ventures has administrative capacity (Mozambique, Kenya, Tanzania).

Our UK flexible working policy requires a minimum of 2 days per week in the office and travel to other offices when required, or to any other Blue Ventures locations.

Contract status & duration: full-time, 37.5 hours per week, permanent

Start date: As soon as possible

Application closing date: 7th of December 2022

Remuneration: UK: £36,000 - £50,000; Madagascar: MGA 25,150,000 - MGA 34,000,000; Belize: BZD 35,000 - BZD 40,000; Timor-Leste: $25,000 - $30,000; Mozambique: MZN 2,345,000 - MZN 2,500,000; Kenya: KES 3,900,000 - KES 4,500,000; Tanzania: TZS 79,700,000 - TZS 88,000,000.

Salary Band: Manager

Reports to: Director of People and Culture

We rebuild tropical fisheries with coastal communities

Blue Ventures is a marine conservation organization that puts people first. We support coastal fishers in remote and rural communities to rebuild fisheries, restore ocean life and build lasting pathways to prosperity. Our work began two decades ago in Madagascar’s remote coastal communities and is growing globally. Across a dozen countries, we’re partnering with traditional fishers and community organizations to design, scale, strengthen and sustain fisheries management and conservation at the community level. We bring partners together in networks to advocate for reform, and share tools and best practices to support fishing communities across the globe.

Summary job description

To support Blue Ventures’ ongoing growth we are now looking to recruit a Reward Manager. The job holder is responsible for developing and delivering a high-quality of reward service at both the strategic and operational levels by:

- Provide leadership on reward strategy and best practices

- Provide subject matter expertise

- Maintain an effective and compliant remuneration structure across the Blue Ventures operation whilst ensuring operational excellence

- Carry out the duties per the Blue Ventures Equal Opportunities and Diversity policies and procedures.

- Carry out the duties per Blue Ventures Safeguarding and Health and Safety policies and procedures.

- Carry out additional duties within the reasonableness of their level of skills and experience.

A complex and diverse role in a continually expanding organisation involving coordination and strategic leadership across 14 country offices. The incumbent will work closely with Regional HR Directors, Country Directors, Country HR colleagues and people managers on all international and national reward matters.

To download the full job description please click here.

How to apply

Please click here and follow the application process online.

Location: Either in one of our global offices (Madagascar, Belize, Timor-Leste, UK - Bristol or London), or home-based within countries where Blue Ventures has administrative capacity (Mozambique, Kenya, Tanzania).

Our UK flexible working policy requires a minimum of 2 days per week in the office and travel to other offices when required, or to any other Blue Ventures locations.

Contract status & duration: full-time, 37.5 hours per week, permanent

Start date: As soon as possible

Application closing date: 7th of December 2022

Remuneration: UK: £36,000 - £50,000; Madagascar: MGA 25,150,000 - MGA 34,000,000; Belize: BZD 35,000 - BZD 40,000; Timor-Leste: $25,000 - $30,000; Mozambique: MZN 2,345,000 - MZN 2,500,000; Kenya: KES 3,900,000 - KES 4,500,000; Tanzania: TZS 79,700,000 - TZS 88,000,000.

Salary Band: Manager

Reports to: Director of People and Culture

We rebuild tropical fisheries with coastal communities

Blue Ventures is a marine conservation organization that puts people first. We support coastal fishers in remote and rural communities to rebuild fisheries, restore ocean life and build lasting pathways to prosperity. Our work began two decades ago in Madagascar’s remote coastal communities and is growing globally. Across a dozen countries, we’re partnering with traditional fishers and community organizations to design, scale, strengthen and sustain fisheries management and conservation at the community level. We bring partners together in networks to advocate for reform, and share tools and best practices to support fishing communities across the globe.

Summary job description

To support Blue Ventures’ ongoing growth we are now looking to recruit a Talent Acquisition Manager. This role holds accountability for enhancing and developing Blue Ventures’ ability to attract the right talent by providing expert advice and guidance to the Director of People and Culture and senior leaders.

The post holder will be accountable for developing a Talent Acquisition strategy and delivering a high-quality Talent Acquisition service across the organisation at strategic and operational levels. The post holder will ensure that Blue Ventures has a clear volunteer and employee value proposition and that we are fully leveraging technology and resourcing techniques to meet current and future resourcing needs.

To download the full job description please click here.

How to apply

Please click here and follow the application process online.

Roles and Responsibilities

• A strong strategic communications consultant and practitioner who will work with HR and business leaders to define, develop and deliver communications strategies that:
• Advance Standard Chartered’s People agenda and priorities
• Highlight the competitive advantage of Standard Chartered as an employer 
• Highlight the company’s position, and where colleagues should take action, related to performance management, rewards and benefits; recognition; learning and development and career growth and development; leadership and organisational effectiveness; employee advocacy including employee listening and employee relations; the company’s culture and valued behaviours; as well as other HR and culture programmes as required
• Coordinate with business, function, region and market Corporate Affairs and Brand & Marketing (CABM) teams to understand and manage HR & Culture priority work
• Identify and tell human stories, in partnership with the content creation team and the Employer Brand team in HR, to reinforce HR & Culture as an important part of our Employee Value Proposition, and an important part of our Employer Brand
• Job locations: UK (London), Singapore, Hong-King, Kenia (Nairobi) and Dubai. 

Strategy

• Serve as strategic consultant and advisor to HR leaders and other key senior leaders across the bank who play a leadership or sponsorship role in the strategies and programmes that drive the company’s people, culture, and leadership agenda
• Create and deliver, in partnership with the content creation and digital channels teams, communications strategies for Group employees that promote its people, culture and leadership agenda
• Create and deliver to external stakeholders, in partnership with the media relations, content creation, digital channels, employer brand, and country CABM teams, a narrative that conveys Standard Chartered’s employer brand, using HR executives and other internal influences as spokespeople. These activities could include media relations, social media and thought leadership/executive engagement
• Advise on positioning, presentation and timing of the company’s people and culture BAU agenda and change initiatives being considered by HR for Group, partnering with change communications resources in CABM for high-priority HR change initiatives.
• Provide strategic and tactical communications advice on proactive communications and issues management.
• Synthesise themes and issues from the external environment and surface risks and opportunities to your clients and other partners in the Bank.
• Practice effective risk management, escalating issues when needed.

Business

• Create and deliver communications strategies that drive HR’s strategic priorities to its own employees
• Develop internal communications that reinforce the employee value proposition in an HR-relevant way; and partner with the employer brand team in HR as needed to develop targeted communications strategies to promote our employer brand to support HR-specific recruiting needs
• Advise on positioning, presentation and timing of business and change initiatives being considered by HR for HR
• Ensure that tone and messaging of HR communications are aligned with the corporate narrative when we engage and communicate internally and externally
• Build and manage relationships with media important to HR’s strategic objectives
• Partner with Issues Management lead on issues management communications as needed, including staff and external communications; partner with internal teams as needed on client and regulatory communications
• Processes
• Accountable to risk control owners and/or Group policy owners for the implementation of policies and control standards set by them, ensuring compliance, and operating within risk tolerance and risk appetite and building a culture of good conduct.    

People & Talent 

• Collaborate with other CABM teams to execute successful communications strategies
• Lead through example and build the appropriate culture and values.  

Risk Management

• Identify, report and escalate issues, risks, business intelligence to leadership
• Set appropriate tone and expectations from the team and work in collaboration with risk and control partners

Governance 

• Ensure that tone of voice, messaging, and behaviours are aligned with the corporate narrative when we engage and communicate internally and externally. 

Regulatory & Business Conduct 

• Display exemplary conduct and live by the Group’s Values and Code of Conduct. 
• Take personal responsibility for embedding the highest standards of ethics, including regulatory and business conduct, across Standard Chartered Bank. This includes understanding and ensuring compliance with, in letter and spirit, all applicable laws, regulations, guidelines and the Group Code of Conduct.
• Achieve the outcomes set out in the Bank’s Conduct Principles: Fair Outcomes for Clients; Effective Financial Markets; Financial Crime Compliance; The Right Environment. 
• Effectively and collaboratively identify, escalate, mitigate and resolve risk, conduct and compliance matters.

Key stakeholders

• Applicable Group MT members/function leads and function Management Teams
• Function and Group employees
• Other CABM teams
• External stakeholders including media, prospective employees, regulators, government officials, customers

Other Responsibilities

• Serve on HR & Culture Communications, People & Culture Communications and CABM working groups and committees as needed. Serve as the lead communications consultant and practitioner for the Global D&I Council. Use the Internal Communications Community of Practice to share priorities and communications initiatives from Group that Business, Function, Region and Market communicators need to know about, making specific asks for support and activations where needed.
• Take on special assignments to support CABM and People & Culture Communications priorities as needed.

Our Ideal Candidate

• A successful track record of advising clients on how to effectively communicate, considering risks, opportunities, and the greater context of the company’s strategy 
• Experience developing strategic plans to communicate programmes and initiatives that reinforce the employee value proposition and the employer brand, and that strengthen company culture. Experience supporting D&I, wellbeing, hybrid working and other “future of work” initiatives preferred.
• Experience of working for global organisations across geographies and cultures to set and deliver proactive communications strategies 
• The ability to think through desired outcomes of communications strategies and tactics and measure and adjust approach as required
• The ability to identify potential reputation or culture risk from a function’s strategies, programmes or communications, and to raise these concerns effectively 
• A track record in creating and developing content to support or enhance a strategy/narrative, including strong storytelling skills
• Understanding of internal and external content strategies and communications channels, including social media channels
• Experience in issues management
• Excellent written and verbal communication skills
• Experience in corporate communications, PR and/or journalism
• Ability to develop effective and collaborative working relationships 
• Experience managing multiple stakeholders, including senior management and third-party vendors, across multiple locations
• Experience in external communications, including media relations, preferred but not essential

Role Specific Competencies

• Consulting
• Effective Communications
• Establishing and Maintaining Trust
• Written Communications
• Data Gathering and Analysis
• Business Ethics
• Planning:  Tactical, Strategic
• Organisational Communications
• Manage Change