People and Culture Partner II

Job Summary

The People & Culture Partner II is a strategic P&C partner to client group leaders and to P&C departmental leadership. The P&C Partner II role leads P&C support across all disciplines for the Middle East, Eastern Europe and West Africa regional hub and ensures consistent people strategy application across organizational divisions. This includes, but is not limited to recruitment, performance management, learning & development, employee relations, compensation, benefits, employee engagement, and workforce planning. This role is a highly visible leader who leads by example, engaging constructively with collaborators both within and outside of the P&C department. The P&C Partner II is expected to take leadership of assigned strategic initiatives on behalf of P&C department. This role may supervise a People & Culture Partner I, regional P&C staff, and/or project-funded P&C staff, and is expected to role model best practices and mentor P&C employees.

This position is open to multiple countries in Africa with a preference for individuals based in Francophone Africa region.

Accountabilities

• Strategic P&C advisor to client group leaders and P&C departmental leaders.

• Provides responsive support across all P&C disciplines to an assigned client group as a direct service provider and/or indirectly as a supervisor of project-funded local P&C teams. This includes, but is not limited to recruiting, compensation, benefits, payroll, training & development, and HRIS systems.

• Manages workforce planning, employee relations, and performance management cycles according to established best practices.

• May oversee work of P&C Partner I, regional P&C staff, and/or project-funded P&C staff

• Ensures compliance with all applicable labor laws.

• Leads P&C process improvements initiatives and programs.

• Provides capable leadership to cross-departmental initiatives.

Applied Knowledge & Skills

• Advanced expertise across all P&C disciplines

• Experience working in international organizations/companies

• Strong consulting, coaching, and conflict resolution skills

• Project management and facilitation skills

• Strong supervisory skills

• Proficiency in English and French

Problem Solving & Impact

Resolves complex P&C challenges with broad organizational impact within assigned portfolio. Contributes to policy alignment and cultural outcomes. Leads strategic initiatives on behalf of the department with guidance from supervisor. Independently coordinates and advises on issues and projects.  Enhances P&C capacity and standardization within assigned portfolio.

Supervision Given/Received

• Reports to People & Culture Partner III.

• May supervise P&C Partner I, and/or P&C Partner II, and/or regional or local P&C staff.

Education & Experience:

• Bachelor’s degree required, Master’s preferred. Certification as HR professional preferred.

• 8-12 years of P&C experience in generalist or client-facing roles in a medium to large organization.

• 3-5 years in a consultative role

• Supervisory experience

• Advanced skills in MS Office suite, HRIS systems, and payroll systems.

• Prior work in an international non-governmental organization helpful.

• Up to 25% travel domestically or internationally may be required

This job posting summarizes the main duties of the job. It neither prescribes nor restricts the exact tasks that may be assigned to carry out these duties. This document should not be construed in any way to represent a contract of employment. Management reserves the right to review and revise this document at any time.

FHI 360 is an equal opportunity and affirmative action employer whereby we do not engage in practices that discriminate against any person employed or seeking employment based on race, color, religion, sex, sexual orientation, gender identity, national or ethnic origin, age, marital status, physical or mental disability, protected Veteran status, or any other characteristic protected under applicable law.

Our values and commitments to safeguarding: FHI 360 is committed to preventing any type of abuse, exploitation and harassment in our work environments and programs, including sexual abuse, exploitation and harassment. FHI 360 takes steps to safeguard the welfare of everyone who engages with our organization and programs and requires that all personnel, including staff members and volunteers, share this commitment and sign our code of conduct. All offers of employment will be subject to appropriate screening checks, including reference, criminal record and terrorism finance checks. FHI 360 also participates in the Inter-Agency Misconduct Disclosure Scheme (MDS), facilitated by the Steering Committee for Humanitarian Response. In line with the MDS, we will request information from job applicants’ previous employers about any substantiated findings of sexual abuse, exploitation and/or harassment during the applicant’s tenure with previous employers. By applying, job applicants confirm their understanding of these recruitment procedures and consent to these screening checks.

FHI 360 will consider for employment all qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable state and local laws.

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