Regional People & Culture Director, West Africa (Africa 3), VisionFund International

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• . No CSS, no inline styles, no divs, no br. Must preserve all original content word-for-word, no addition, removal, summarizing, rephrasing. Must convert the given raw text (which includes HTML tags with styles etc.) into clean HTML per rules. We need to extract the content, ignoring style attributes etc., but preserving text exactly. Also need to wrap sections with appropriate tags: Use

  for section headers (e.g., Responsibilities, Qualifications, Requirements, Education, Experience, Skills, How to Apply, Key Duties, About the Role). We need to identify headers in the original text: There are bold tags like Overview , Key Responsibilities, then italic subheaders like Leadership & Strategy, etc. Also "Knowledge, Skills and Capabilities". Also "Travel Requirements", "Applicant Types Accepted:", and the italic paragraph about World Vision. We must preserve all original content word-for-word, but we can change markup to semantic HTML: replace Overview with

  Overview

  (note trailing space? Should we keep space? The original text: "Overview " includes a space after Overview before closing tag. We need to preserve content word-for-word, but we are changing tags. The rule: "Preserve ALL original content word-for-word — do not add, remove, summarise, or rephrase". That refers to the textual content, not the markup. So we can change tags but must keep the text exactly as it appears, including spaces inside? The original "Overview " includes a trailing space. If we put

  Overview

  we lose that trailing space. Should we keep it? The instruction: preserve ALL original content word-for-word. If we change the tag, we are not altering the text content; the text content is "Overview ". The trailing space is part of the text. If we put

  Overview

  , the text inside is "Overview" without trailing space. That would be removing a space, which is altering content. So we need to keep the trailing space inside the heading. So

  Overview

  . Similarly for other headers. We must also preserve italic text etc. For subheaders like Leadership & Strategy we should maybe treat them as

  as well? The rule says use

  for section headers (e.g. Responsibilities, Qualifications, Requirements, Education, Experience, Skills, How to Apply, Key Duties, About the Role). It doesn't forbid using

  for other headings. Likely we should treat all bold/italic headings as

  . But we need to preserve the exact text, including any punctuation and spaces. Thus we will parse the raw input and produce HTML. Let's extract the textual content ignoring style attributes but preserving text. Original input:

  VisionFund's work seeks to end intergenerational poverty through financial products and services. We're about the long-term change that ensures children can break free of the poverty cycle, for good.

  By supporting people and communities living in poverty to develop and grow their livelihoods, VisionFund is catalysing sustainable economic growth to break the cycle of poverty, so that children can reach their potential as communities thrive.

  Learn more about us: visionfund.org

  * The successful candidate will be required to demonstrate proficiency in both English and French but applications must be submitted in English.

  Overview

  VisionFund is World Vision’s microfinance provider serving vulnerable clients through loans, savings, and insurance. We enable families to grow their livelihoods in hard to reach, rural locations in 28 countries so that caregivers can create secure futures for their children. We believe in brighter futures for children; empowering families to create incomes and jobs; unlocking economic potential for communities to thrive. Join VisionFund as we seek to end intergenerational poverty through microfinance.

  The role of the Regional People & Culture Director is to provide strategic leadership to the assigned region or cluster of countries in West Africa, i.e. Senegal, Mali and Ghana, in the areas of People & Culture, and Organizational Development by maximizing the potential of VFI´s human resources and optimizing organizational performance, sustaining the culture and ensuring alignment to fulfil VFI’s strategy. The Regional People & Culture (P&C) Director will provide leadership in developing leadership capacity, furthering executive development of senior staff at the Regional and MFI level. Reporting to the Global Director of P&C and matrix reporting to the Regional Director of the assigned region or cluster of countries, the Regional P&C Director will build strong relationship with Global Centre’s Centres of Expertise and engage with external network to collaborate and further build VFI’s brand and capacity in the MFIs assigned. This role also matrix manages MFI’s People & Culture Managers, leading and developing a highly proficient and engaged team.

  The aim of this role is threefold:

  • Provide Direction, oversight, support and capacity building to the P&C function in the region to meet demanding business needs and align with Partnership’s policies.
  • Be a trusted advisor to the Regional Director and the Board of Directors of the MFIs assigned, in decisions pertaining P&C specially for employees in key roles at the Senior Management Teams.
  • Provide oversight and control on people related processes and RACI matrix across the MFI, the Global P&C Director; Global VFI ExL; VFI Regional Director and Regional Finance Director; MFI P&C Teams and MFI SMT. The goal is to ensure consistency and quality of the processes related to people in adherence to the partnership’s policies and P&C philosophy.

  Key Responsibilities

  Leadership & Strategy

  • Provide leadership to the P&C function in the Region or cluster of countries, fostering a vibrant and empowering culture that aligns with VFI’s strategy and supports the achievement of impact and sustainability goals.
  • Contribute to the development of the strategy for the region, ensuring that P&C priorities and implications are considered and in alignment with global P&C strategy.
  • Lead the development and implementation of P&C secondary strategy and business plan in support of and in alignment with regional and global strategies and priorities
  • Drive effectiveness and efficiency in MFI’s P&C function by continuously enhancing the quality of services and processes, particularly in relation to Talent Acquisition, Total Rewards, leadership development and talent management.
  • Guide the Regional Director, Regional Finance Directors and local Board of Directors on all aspects of P&C, while promoting an organizational culture that emphasizes agility, effectiveness, and adherence to Mindset & Behaviours and Core Competencies.
  • Ensure compliance with relevant (local) employment regulations and Labor laws, as well as VFIs policies and guidelines.
  • Demonstrate vibrant and mature Christian spiritual leadership throughout all P&C-related processes, practices, and tools, integrating relevant competencies that reflect VFI’s Mission, Vision, and Core Values

  Technical & Operational Support

  • Offer strategic direction and guidance in key P&C areas, including Staffing strategy, Talent Acquisition, Workforce Planning, Change & Organizational Development, Total Rewards, Employee Relations, Staff Care, Performance Management, Talent Development & Management, Retention, Succession Planning, and more.
  • Works in collaboration with the Safeguarding Centre of Expertise, to ensure the culture of Safeguarding and standards are implemented and with the Faith & Development function for the implementation and development of faith-based programs.
  • Provide objective input and contribute to the development of effective Global, Regional, and Local P&C Standards, Policies, and Procedures.
  • Collaborate with stakeholders at the Regional and Local level to ensure comprehensive understanding, adherence, and implementation of P&C systems, processes, policies, and protocols in each office, thereby upholding and advancing P&C standards.
  • Engage with the corresponding Centre of Expertise regional and local management to identify, develop, and nurture a strong pool of talent for future leadership positions, supporting robust succession planning efforts.
  • Works in alignment with the MFI’s CEOs and other relevant stakeholders of the SMT to foster collaboration, coordination and support to P&C strategies and initiatives.

  Capacity Building

  • Lead of the training and development efforts to equip the local P&C teams with the skills needed to develop the local P&C strategy, implement the P&C Management Model for the Operation and positively contribute to organizational effectiveness and the achievement of business goals.
  • Lead and foster mutual learning among the MFIs and their SMTs by facilitating formal and informal settings for sharing best practices, lessons learned, establishing communities of practice, and creating centers of excellence.
  • Promote the utilization of both external and internal platforms, as well as off-the-shelf learning materials, to develop and customize learning resources and content according to the specific needs and context of the organization.
  • Lead in the implementation of partnership-wide and regional initiatives to advance the P&C function for organizational effectiveness.

  Quality Assurance/Risk Management

  • Provide clear guidance to the MFIs Region to ensure compliance with VFI/WVI Partnership standards, policies, and procedures in P&C.
  • Offer advice and support to the regional team and MFIs in addressing any gaps or issues related to HR practices.
  • Responsible for providing direction and oversight to the local P&C teams on the development and implementation of actions to ensure the People and Culture component of the Operational Risk Management framework meets the required standards (this involves Employee Relations and Safeguarding) and that people risks are always minimized.
  • Play an active role in directing the regional and MFI team in proactively preventing and mitigating risks associated with employment and Labor laws, ensuring adherence to relevant regulations.
  • Ensure the effective implementation of the Integrated Incident Management (IIM) and IPH, promoting the development of MFI’s capacities to manage incidents.
  • Oversee the implementation of action plans and management decisions in response to incidents, including Safeguarding ones, ensuring their proper follow-through and completion.
  • Support the Regional Director and BODs in addressing performance, compliance and risk relating to P&C issues at the MFI level.

  Stakeholder Engagement

  • Serve as the strategic P&C liaison for the region, fostering strong connections with Centres of Expertise and internal stakeholders such as regional team and other departments that work in the region.
  • Develop and cultivate external networks and partnerships with International and local Financial Inclusion Networks, NGOs, partners, P&C consulting groups, and other relevant entities for the purpose of collaboration, benchmarking, and enhancing organizational effectiveness and employer branding efforts.

  Leadership, guidance and support to the Team for personal/team development and wellbeing (personal, professional and spiritual).

  • Instill and encourage a strong servant and service culture in leaders and their teams; role modelling Christian Leadership and Core Values
  • Build people and organisation capability in the field so that staff can fulfill their potential and live out their calling to serve within the field
  • Strengthen organisation culture in the field so that it aligns with our Vision, our Mission, our core values and mind-sets and behaviours
  • Inspire and align leaders of the various teams and influence the performance of the same.
  • Nurture the spiritual and professional development of direct reports and team members
  • Provide feedback and coaching to direct/indirect reports and team members.

  Knowledge, Skills and Capabilities

  • Minimum of 8 to 10 years’ experience in a HR Leadership / Senior Human Resources Management position with significant organizational development experience, or related fields, in a complex, international organization (preferably in an International FinInclusion Network or international/multinational organizations).
  • University degree preferably with a strong emphasis on HR portfolio
  • CIPD /SHRM or equivalent will be considered as advantage
  • Experience in Financial Inclusion, Microfinance or Financial Services studies would be considered an advantage.
  • At least 1-2 years of experience working in at least two of the countries of the region assigned.
  • Proven record of accomplishment of effective contribution as a member of the top team of a multi-national leadership group, reporting to a CEO-type role.
  • A thorough understanding of all areas of Human Resources management and staff development, and knowledge of HR and OD practices, group processes and dynamics and apply such in the context of the countries/regions assigned.
  • A demonstrable track record of critical and analytic thought that influences organisational direction and change and forges strong partnerships. • Experience collaborating with Board of Directors.
  • Strong business acumen and understanding of financial metrics and how that informs the HR strategy.
  • Native French speaker with excellent English or native English speaker with excellent French.

  Travel Requirements

  Travel up to 30%

  Applicant Types Accepted:

  Local Applicants Only
  
  

  World Vision is a Christian humanitarian organisation with a mission centred on following Jesus Christ in service to the world´s most vulnerable children. Therefore, in all locations to the fullest extent legally permissible, the successful applicant will affirm our core documents, observe conduct compatible with Christian principles, serve at a high level of professional ethics and strive to act in accordance with cultural sensitivities. Furthermore, regular attendance with team and office devotions, chapel and prayer gatherings are expected in line with policies in the World Vision host location and its departments.

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            . The initial paragraphs before the Overview heading: there are three paragraphs (first, second empty, third, fourth empty, fifth with link, etc). Actually let's parse: 1.

            VisionFund's work seeks to end intergenerational poverty through financial products and services. We're about the long-term change that ensures children can break free of the poverty cycle, for good.

            2.
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            By supporting people and communities living in poverty to develop and grow their livelihoods, VisionFund is catalysing sustainable economic growth to break the cycle of poverty, so that children can reach their potential as communities thrive.

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            Learn more about us: visionfund.org