People and Culture Manager

Children Believe’s mission is to create a future of hope for children of all faiths and cultural backgrounds. That diversity is represented in the communities they serve, as well as their employees in 7 different countries.  Children Believe was founded under Christian principles, and to honour that heritage, the Christian faith is sometimes expressed, for example, employees attend weekly staff meetings which include prayer and a devotion.  Are you comfortable becoming part of an environment like this?

If so, please read on.

The Organization

Children Believe is an international development organization which helps communities be safer and healthier places for children to grow and develop. Children Believe is going through an exciting time in their sixty-year history. In June 2020 a new Chief Executive Officer was appointed by the Board with a strong mandate to implement the strategic plan and lead the organization toward a growth trajectory.

Children Believe has shifted to a ‘results-based management’ model that has guided the establishment of key performance indicators; identified new revenue streams; introduced a higher performing culture through performance management and development initiatives; increased the bench strength in Country Offices (Burkina Faso, Ethiopia, Ghana, India, Nicaragua and Paraguay); and built a culture of exemplary program delivery that demonstrates ‘social impact’. 

In addition, Children Believe continues to explore  opportunities to expand geographical and program footprint, particularly as they build on operational relationships within the ChildFund Alliance, Canadian INGO networks, and new international networks as their reputation continues to grow.  

Children Believe works directly with their local partners (and where appropriate directly implement programs) to empower and enable communities to improve access to primary healthcare, nutritious food and clean water; eliminate barriers to education; create new sources of income; and empower local community groups to lead their own positive change. Positive change for children is very important, and they follow a life-stage approach for program delivery. They also engage in disaster preparedness and community resilience.

“We dream of a world where every child has a voice and the ability to achieve their full potential.”

Children Believe is a member of the ChildFund Alliance (www.childfundalliance.org) – a global network of child-centred development organizations working in developing communities around the world to create opportunities for children living in poverty. The mission of each ChildFund Alliance member has always been to create long-term, sustainable, community-based solutions to development problems affecting children and their families.

While each member organization retains its own distinct national identity and governance by national boards, collectively the ChildFund Alliance is a voice for children and an instrument for maintaining worldwide standards of performance, efficiency, and accountability. The Alliance creates opportunities for members to engage in global advocacy initiatives impacting children, pooled resources, and collaborative activities, including programs at the regional level and shared fundraising activities.

Alliance members believe in the open exchange of resources and information as a means of reaching more children in need more effectively and members cooperate to share best practices in child survival, protection, and development. Together, ChildFund Alliance members work to eradicate the root causes and the effects of poverty on children by implementing meaningful solutions resulting in a positive future.

The Position

Reporting to the Chief People & Culture Officer (CPCO), the People & Culture Manager will be responsible for providing a full range of value-added people and culture initiatives and services to the organization. Key areas of responsibility include policy and procedure development and recommendations; workforce planning; employee relations; training and development; talent recruitment and selection; and the analysis and improvement of HR metrics. In addition to remaining current with all applicable employment legislation, this role requires an individual who is a strong team player with a creative and client-focused approach who can enable a diverse and inclusive environment to meet organizational goals. 

Key Accountabilities

• Manage the recruitment process for Canada Office by drafting interview questionnaires, conducting pre-screening activities, candidate testing, panel interviews and references; participate in hiring decisions and prepare verbal/written offers
• Advise and assist departmental managers on the interpretation and application of human resource policies, programs, and best practices
• Serve as a link between management and employees by providing knowledgeable counsel on questions, interpreting, and administering contracts and policies striving to resolve work-related issues
• Manage the orientation/onboarding process to ensure logistics, scheduling, procedures and delivery of orientation sessions for employees joining Children Believe.  Coordinate procedures for staff changing employment status within the organization
• Job Descriptions & Job Evaluation: Draft, update and comparatively analyze job descriptions. Use job evaluation process to assess the relative internal value of positions
• Manage dispute investigation process up to and including claims of harassment
• Conduct exit interviews. Model positive, constructive communications, Children Believe values and related behavioural practices.  Coach staff to enhance demonstration of values-driven behaviours
• Conduct training needs analyses of the entire workforce to design appropriate and necessary training and development programs
• Compile statistical reports and metrics concerning HR related data such as turnover, absenteeism, hiring and identify solutions and made recommendations
• Compensation and Benefits:  participate in compensation surveys; compile and analyze information from reports; research compensation issues and best practices; develop spreadsheets and presentations; identify opportunities; implement approved salary adjustments
• Performance Management and Evaluation: Facilitate annual logistics and processes, including training and coaching for people managers.  Participate in disciplinary actions related to performance deficits
• HRIS: Accountable for end-to-end function of system. Act as primary liaison with the vendor
• Research and Writing: Research, collect, compile and draft information for policies and procedures, employment legislation topics, compensation, and benefits surveys. Prepare reports with summary findings and recommendations
• Remain current with best practices, legislation, and industry standards

The Ideal Candidate

• An expert communicator, as oral and written communications are required continuously with diverse internal and external contacts on complex and sensitive issues.  Conflict resolution is a regular part of the communications expectations as well as the ability to train staff on changing policies, practices and HR systems
• A deep understanding of legislation and best practices particularly in the Not For Profit and International Development Sector would be preferred
• An independent decision maker and able to present well thought out researched recommendation to senior leadership team for approval

Specific Attributes Traits and Behaviours:

• Accountability for results
• Team player – business partner
• Strong customer service orientation
• Confidentiality, sensitivity, diplomacy and tact
• Ability to build positive working relationships; ability to collaborate, influence and persuade
• Commitment to ongoing professional development

Our candidate will possess:

• University degree or college diploma in a related field
• Certified Human Resources Leader (CHRL) designation preferred
• A member of the Human Resources Professional Association (HRPA) preferred
• 5 years or more of generalist HR experience including performance evaluation systems, job description and evaluation, recruitment, orientation, employee relations, policy and procedures
• Experience in non-profit sector and the international development sector is considered an asset
• Excellent problem solving and analytical skills
• Understanding and application of behavioural and competency-based models
• Strong proficiency with Microsoft skills (Word, Excel, PowerPoint, Outlook)
• Experience with ADP’s Workforce Now is an asset
• Knowledge of applicable employment legislation
• Excellent written and verbal communication skills
• Excellent interpersonal skills modelling positive, constructive communications with contacts at all levels across the organization
• Skilled in project coordination and implementation with a collaborative approach
• Quality-oriented; high attention to detail
• Proven conflict resolution and negotiation skills
• Adaptable to changing priorities and demands of the job
• Cross cultural sensitivity and ability to work in a multi-faith environment
• Satisfactory current Canadian criminal record check required for successful candidates
• Ability to speak and/or write in either French or Spanish will be considered an asset
• A demonstrated commitment to Children Believe’s Vision, Mission and Values

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Comment postuler:

Children Believe hires based on merit and is strongly committed to equality and diversity within its community and to providing a welcoming and inclusive workplace. Children Believe especially welcomes applications from Indigenous persons, visible minority group members, women, persons with disabilities, people of all sexual orientations and genders, and others with the skills and knowledge to productively engage with diverse communities.

If you are looking for an outstanding challenge, then we are interested in hearing from you.  Apply now by emailing your cover letter and CV to Robin Barrett at [email protected] no later than June 30, 2022, by 5pm EST. Please note that only qualified candidates will be contacted.