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!
Key Responsibilities
CONTEXT
World Vision is a Christian relief, development and advocacy organization working to improve the quality of life of people, especially children, who are marginalized and living in poverty. World Vision helps all who are in need regardless of their religion, race, ethnicity or gender.
World Vision International in Viet Nam (WVIV) is supported by multiple countries and funded through a combination of sponsorship programs (majority) and Private Non-Sponsorship (PNS)/grants. WVIV operates across multiple provinces and implements Area Programs (APs) that focus on communities with high levels of poverty, often including ethnic minority populations. In addition to APs, WVIV implements various Special and Grant Projects to address the specific needs of vulnerable children in both AP and non-AP areas.
WVIV is headquartered in Hanoi, while majority of staff are based locally in Area Programs and project sites across the country which enables them to work closely with government partners and communities on a daily basis.
Job Purpose
The Senior P&C Business Partner serves as a strategic and trusted partner to assigned business units, translating organizational priorities into effective people strategies and practices. The role drives workforce planning, talent management, performance, and staff engagement to enable high-performing and values-driven teams.
In addition, the role acts as the focal point for one or two assigned P&C functional areas, leading the design, implementation, and continuous improvement of related initiatives and frameworks. This includes close collaboration with P&C team members to ensure alignment and integration across functions, as well as providing insights and recommendations to the P&C Director to inform strategic decisions, policy development, and organizational priorities within the assigned areas.
Job Responsibilities
I - WORKFORCE PLANNING AND SALARY & BENEFIT MANAGEMENT
- Partner with line managers to plan staffing needs aligned with strategic goals.
- Facilitate the multi-year and annual workforce planning, including grant/PNS project budget proposals and implementation in assigned units.
- Closely manage salary & benefits spending in the assigned units and take follow-up actions as appropriate
- Collaborate with Total Rewards/Talent Acquisition teams to ensure compliance with internal policies and labor laws.
- Monitor retention, turnover, and other workforce metrics to inform decisions.
- Staffing plans for assigned units are completed on time, aligned with organizational strategy and budget.
- Managers receive accurate, timely advice on team structure, capacity gaps, and succession risks.
II - Talent Acquisition Partnership
- Collaborate with TA team and hiring managers throughout the recruitment process including attracting candidates, participating in interviews, ensuring competency-based assessment and advising on offered packages.
- Coordinate onboarding/orientation process for new hires and ensure all the new hires have good understanding of and subscribe to WVV's ethos, core values; understand WV's approaches, policies, procedures, strategies and operations to perform their job.
- Participate in employer-branding activities where appropriate
III- EMPLOYMENT AND EMPLOYEE RELATIONS
- Coordinate onboarding/orientation process for new hires and ensure all the new hires have good understanding of and subscribe to WVV's ethos, core values; understand WV's approaches, policies, procedures, strategies and operations to perform their job.
- Facilitate separation process in compliance with WV's Policies, procedures and labor law.
- Facilitate staffing changes (promotion, new appointment, relocation, additional responsibility, secondment, etc.) in consultation with relevant line managers and technical staff.
- Update all staff changes in the assigned units to relevant partners including Social Insurance Department, Personal Health and Accident Insurance Provider and Labor Management Agency in an accurate and timely manner.
- Administer insurance claims and other benefits (absences, health check-up, etc.) for staff in the assigned zone/s in compliance with relevant laws, regulations and HR policies
- Handle staff grievances and disciplinary action processes in consultation with the P&C Director and line managers following Vietnam Labor Law, P&C policy of WVV and WV principles on Employee Relations. This includes support in handling grievance and disciplinary action processes of other zones.
- Regularly track the legal changes including Labor Law and related laws (Insurance, PIT etc.) to propose appropriate revision for the P&C policy for National Staff/ Micro Finance Branches and expatriate staff.
IV -PARTNERING FOR PERFORMANCE (PERFORMANCE MANAGEMENT)
- Provide ongoing support and coaching to line managers and individual staff in the implementation of the Partnering for Performance (WV's performance management approach and process). This is to ensure that the staff's performance and development goals are SMART, contributing to team objectives and WVV's Strategic Implementation Plans.
- Ensure performance management processes are implemented in a timely, fair, and transparent manner.
- Equip line managers with relevant skills to inspire high performance, support career development and address poor performance in a timely and professional manner.
- Monitor performance data to inform workforce and talent decisions.
- A performance culture is further strengthened, where high performance is recognized and poor performance is addressed in a timely and decisive manner.
- Staff are provided with learning and development opportunities to fill their competency gaps and develop their career with WVV.
V -STAFF CARE AND ENGAGEMENT
- Facilitate the development of WVV's Our Voice follow up action plan for the assigned units and implement and/or coordinate follow-up actions to improve the results.
- Coordinate employee engagement activities to strengthen WV's identity and values and nurture the culture of loving, sharing and caring.
- Support line managers in change communication, identification of Innovators and early adopters for change, and in motivating and implementing the change.
- Act as a change champion and support managers in leading teams through transitions.
VI -P&C INFORMATION MANAGEMENT
- Ensure all employee information are recorded and updated on the Human Resources Information System (HRIS) in a timely and accurate manner.
- Generate queries, analyses and use data on HRIS to inform P&C related recommendations/ decisions.
- Ensure all employee information properly in hard and soft copies, including personal documents, contracts and appendices, policies sign-off, performance and training records, etc are filed properly.
- Prepare P&C reports and other updates in a timely and accurate manner.
VII -LEARNING & DEVELOPMENT / SUCCESSION PLANNING
- Provide coaching/ support and tools to line managers to conduct talent management, identify second liners for key roles, develop/ update their talent profiles, conduct career conversations and facilitate their career development
- Collaborate with related stakeholders to develop and deliver learning and development activities that help close employees competency and skill gaps as identified in Individual Development Plan and talent profiles.
- Use all available resources (in house trainers, WVI regional office's programs, WVI online learning, consultancy, etc.) using blended learning approach including self-learning, simulation, coaching, mentoring, etc. to support the development of leaders and potential successors.
- Track learning application and evaluate the effectiveness and impact of learning and development activities/ activities to justify the Return-On-Investment (ROI).
- Encourage a culture of continuous learning and support follow-up actions from organization-wide initiatives (e.g., Our Voice Survey, leadership programs, Kaizen).
VIII - PEOPLE MANAGEMENT
- Provide clear direction, coaching, and supervision to direct reports, ensuring alignment with WVV's mission, policies, and goals.
- Conduct performance management, support staff development, and succession planning
- Actively participate in recruitment, onboarding, and retention of all staff in close collaboration with the P&C department.
- Promote staff well-being, engagement, and professional growth, fostering a safe, inclusive, and motivating work environment.
- Ensure compliance of all direct reports with WV's policies.
- Role-model servant leadership, WV's core values, and organisational culture.
Job Requirements
- At least five year of relevant work experience.
- A bachelor degree in a relevant field.
- Good knowledge and understanding of HR functions such as recruitment, employment, employee relations, performance management, employee engagement, learning and development, succession planning, talent management and development.
- Thorough understanding of Vietnamese labour law and practices
- Good understanding about humanitarian industry, WVV's operation and its programs.
- Ability and skills to support the development of staff and leaders to meet and exceed the competencies required to achieve organizational goals and objectives.
- Good written and spoken communications skills in English and Vietnamese.
- Well-organized work style including sound process management skills.
- Demonstrated judgment and discernment skills, maturity and the ability to maintain strict confidentiality of staff and organizational records.
- Ability to coach, mentor and manage staff's performance
Applicant Types Accepted
Local Applicants Only
