Food for the Hungry
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Job Title: Talent Development Specialist
Field/Region: Philippines/ Asia
Location: Country Office – Manila
Reports To: Talent & Culture Manager
Values, Vision and Purpose
At Food for the Hungry, we operate under a set of guiding principles we call “The Heartbeat.” This includes our Values, Vision, and Purpose, which serve as the explanation of who we are and how we work as an organization. Together we follow God’s call responding to human suffering and graduating communities from extreme poverty.
FH Philippines (FHP) strives to provide an environment free from sexual exploitation and abuse and harassment in all places where relief and development programs are implemented. FHP holds a zero-tolerance policy against sexual exploitation and abuse and harassment. FHP expects employees to maintain high ethical standards, protect organizational integrity and reputation, and ensure that FHP work is carried out in honest and fair methods, in alignment with the FH Heartbeat and safeguarding and associated policies. It is understood by the undersigned that violations of stated policies will be subject to corrective action up to and including termination of employment.
The Talent Development Specialist supports the Country Office (CO) in attracting, retaining, and developing the right talents aligned with FH Heartbeat. He/she is expected to support the Talent & Culture Manager in identifying the relevant staff competencies, effective team structures, and strategies conducive to promoting a positive work culture.
The position reports to the Talent & Culture Manager. He/she supports the SLT for effective change management, communications, and innovation that upholds and strengthens FH Heartbeat.
*Please note: this job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.
Key Result #1: Talent acquisition
- Lead the recruitment process for the CO, under the supervision of the Talent & Culture Manager;
- Assist the Talent & Culture Manager during the preparation of job evaluations and implementation of salary structure;
- Support the Manager in reviewing/ revising job descriptions (JD) with line managers – aligning the JD with the organizational goals;
Key Result #2: Talent Growth and development
- Work closely with the hiring manager in the development and oversight of onboarding plan of new hire;
- Facilitate new employee orientation, including scheduling stakeholder orientation sessions and ensuring that FH orientation requirements are met;
- Work closely with Talent & Culture Manager to design, develop and implement new supervisor orientation, ensuring that newly-promoted or recruited supervisors understand the role and responsibility of being an organizational leader;
- Coach and provide training to leaders on effective performance management appraisals and implementation of solutions to meet identified development needs;
- Work with the line managers in identifying second-liners or possible candidates in succession;
- Guide line managers and staff in assessing skills gap, evaluating training needs, and in the preparation of the staff development plans;
- Design, develop and implement an annual training program, and strategic solutions for improving skills across the organization in discussion with the line managers;
- Collaborate with technical specialists and other staff with expertise (e.g. project management, budget management, emergency response, etc.) to conduct learning sessions, coaching, and mentoring;
- Schedule, organize, and facilitate/deliver Foundations training for all staff;
Key Result #3: Organisational culture management
- Work closely with the Talent & Culture Manager to assess, identify staff engagement and staff care needs for the CO
- Work closely with Talent & Culture Manager to plan and implement initiatives that develop an organizational culture that reflects FH’s Heartbeat, promoting accountability and high performance, encouraging wellness, care and foster a team culture of learning, creativity, and innovation
- Oversee contextualization and distribution of FH materials for spiritual development;
- Develop and implement an annual employee engagement calendar with activities strengthening the staff’s alignment with FH Heartbeat and the strategic goals of the CO;
- Work closely with the Talent & Culture Manager on emergency staff care response (i.e. organize refresher training to Family Liaison Officers and Psychological First Aid (PFA) trained staff; provide professionally-led psychosocial sessions (PSS), etc.)
Qualifications: To perform this job successfully, an individual must be able to perform each essential duty/function satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
- A commitment to serving the poor and in full agreement with FH’s foundation and beliefs as expressed in The Heartbeat: our Values, Vision, and Purpose;
- Excellent people skills including warmth and sensitivity, conversational, able to relate to and effectively communicate with people from different cultures (at various levels within the organization);
- High integrity and a strong sense of professional ethics;
- Able to self-manage a diverse and dynamic set of responsibilities, proactively solve problems, and/or suggest viable solutions while advancing goals and objectives;
- Demonstrated computer operating skills, including proficiency in Microsoft Office products, Google platform, and virtual technologies such as Skype and/or GoToMeeting;
- Excellent organizational skills; ability to plan and coordinate work, ensure the efficient flow of projects and processes;
- Strong people management skills / interpersonal skills with the ability to motivate, teach, and mentor staff and volunteers;
- Comfortable and persuasive when speaking before both large and small groups;
- Ability to interact positively with all levels of the organization and across organizational and cultural boundaries.
- Ability to travel up to 20% of the time per year to Area Programs and expansion communities
Education: Bachelor’s degree in Business Administration with a concentration in HR, Psychology, Behavioural Science, Human Ecology, Social Sciences/ Social Work, or any related field. Graduates of other courses may be considered if he/ she has the experience and competency requirements of the post. A Masters’ Degree would be an advantage.
Experience: At least 5 years of experience in HR, organizational development, staff capacity building, and employee engagement with organizations in the international development sector. Experience in supporting SLT with succession planning and restructuring projects. Experience in staff capacity building, professional development planning, and succession management.
Supervisory Responsibilities: This position does not have direct supervisory responsibilities.
Language: Proficiency in spoken and written English and Tagalog. Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or government regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public.
How to apply
Applicants must be residents of the Philippines
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