Head, People & Culture Business Partner, WAEMU

ABOUT MASTERCARD FOUNDATION

Mastercard Foundation seeks a world where everyone has the opportunity to learn and prosper. Through its Young Africa Works strategy and Canadian EleV program, the Foundation works with partners to ensure that millions of young people, especially young women, access quality education, financial services, and dignified work. Mastercard Foundation was established in 2006 through the generosity of Mastercard when it became a public company. The Foundation is independent with its own Board of Directors and CEO.

THE WORK AT THE FOUNDATION

We are currently in an exciting period at the Mastercard Foundation as we intensify the implementation of the Young Africa Works strategy, aiming to empower 30 million young people throughout Africa to access dignified and fulfilling employment.

To ensure the Foundation's accessibility to our partners and program participants, we have established offices in Rwanda, Kenya, Ghana, Senegal, Ethiopia, Nigeria, and Uganda. These offices provide strong in-country support for the implementation of Young Africa Works. We collaborate with governments, the private sector, educators, and other funders to enhance the quality of education and vocational training, equip young individuals with the necessary skills for the workforce, expand access to financial services for entrepreneurs and small businesses, and facilitate connections between job seekers and meaningful employment opportunities.

Our values serve as our guiding principles, transcending and surpassing all other considerations. We wholeheartedly encourage you to bring your bold ideas, curiosity, and expertise to your work.

If you are an experienced People & Culture Business Partner looking to increase your impact, read on!

THE OPPORTUNITY 

Reporting to the Director, People & Culture, Business Partner (Programs), the Head, People & Culture (P&C) WAEMU will oversee HR business partnerships for the country programs, designing P&C strategies and initiatives that are aligned with the Foundation objectives. The role works as a trusted advisor to the Country program leadership team, enabling the achievement of their strategic plan.  S/he will provide hands-on P&C support for all staff based in the locations building oneness across multiple functions. In addition, s/he oversees and manages the complete employee experience, including employee relations and employee engagement, across the Foundation. The role is the primary contact for all Foundation staff in the locations and are supported by the Enabling Functions Business Partnering team.

WAYS YOU CAN CONTRIBUTE 

• Serve as the P&C Business Partner working with Country programs leadership to advance the business from a People and Culture perspective.
• Partner with the Foundation stakeholders to assess gaps and determine operating capacity and capability to achieve business strategy.
• Partner with the Foundation stakeholders to develop Country program roadmaps, P&C strategies, and plans to address the broad location strategies.
• Lead the implementation of P&C programs, processes, and plans for Country programs.
• Work with the Country Program Leadership team to support the preparation of people budgets aligned to Country programs strategy and ensure delivery within employment budgets.
• Contribute to the creation of the P&C function strategy in close collaboration with the Director, People & Culture, Business Partner (Programs), and the broader P&C team. Recommend, design, and shape all P&C Functional Practice areas, providing insights from Country programmatic work.
• Partner with P&C Center of Excellence (CoE) to implement the functional talent management interventions to fulfill functional strategic objectives, as defined by the Enabling Functions BP.
• Partner with Talent Acquisition and Foundation leaders to design resourcing strategies, plans, and processes.
• Lead talent management programs for Country programs; talent reviews, robust talent, succession & scenario planning and support functional talent management interventions as defined by Enabling functions BP.
• Partner with P&C COE to develop programs that develop leadership and management capability that achieve business strategy.
• Lead functional skill and competency development to build technical capabilities for all staff in the location.
• Manage resource planning, role insights, and talent insights for the location.
• Own all sourcing and recruitment in the Location up to the Lead level as requested by Function BP if not in the Program, including job brief, reviewing the shortlist, conducting interviews, and providing recruitment feedback to the Line Manager.
• Partner with Recruiter in the location to facilitate manager TA training in the location.
• Ensure Career plans exist for all employees in the location.
• Identify succession gaps and define actions to close them.
• Own the Critical Role succession plan for the top 25 Critical Roles in the Location.
• Partner with the Foundation leaders and P&C CoE to deliver program organization design that achieves business strategy.
• Facilitate organizational (re)design including defining new/ revised organizations and operating models, determining accountabilities and responsibilities, job descriptions, and leading operational effectiveness processes and routines (e.g., RACI, process reviews, oneness initiatives) for the Programs team.
• Provide Country/ Location input on current supply (trends etc.).
• Ensure adherence to the approved Workforce and Headcount plan in location.
• Own and manage Job Evaluation requests in the location.
• Maintain organizational structures for the location.
• Partner with the business and P&C COE to support and deliver functional end-to-end transformation.
• Assess change, support research, build change and communications plans.
• Lead the execution of change, interfacing with business stakeholders and ensuring alignment.
• Develop programs that support leaders, managers, and employees to live the values and adopt behaviors that support an engaged workforce.
• Support leaders in forecasting and planning their program talent pipeline requirements in line with the Country's strategy.
• Collaborate with and provide input to the Enabling Functions BP to forecast functional talent requirements.
• Develop great relationships with leaders to support a high level of employee engagement.
• In collaboration with the Country Director, own and manage the engagement plan and all activities for the location, as guided by the Culture CoE and Global Engagement Committee.
• Drive implementation of local action plans based on insights from employee engagement surveys.
• Lead performance and productivity aligned to location program business strategy and priorities, implementing plans and initiatives to drive a culture of high performance.
• Support and build line manager capability to drive a performance-driven culture, coaching, counseling, and managing high and low performers.
• Responsible for providing training and communication related to the performance management cycle to all staff in the location.
• Coordinate localized performance management interventions such as training, engagement, process compliance, productivity, communication of process, and deadlines.
• Cross-functional performance management coordination at location.
• Provides performance coaching for all people in the location.
• Identify performance opportunities (Performance improvement, confirmations, recognition, PIPs) develop action plans, and partner with line managers to intervene.
• Manage onboarding goal setting and probation confirmation for all Lead and below roles. Manage unsuccessful probation outcomes.
• Drive review and implementation of the career development recommendations.
• Communicate and ensure compliance with the performance calibration guidelines – for first-level calibration.
• Assess the Country Goals to ensure that all employees have SMART goals.
• Provide insights on performance approaches, processes, and tools to achieve business goals via suitable tracking and reporting.
• Deliver specific requirements for Learning strategy in the location in close interaction with and management of Learning vendors.
• Assess the Learning needs of program staff and support in the evaluation of Learning effectiveness.
• Identify and allocate coaches and mentors and follow up on effectiveness.
• Manage the Pay Review process for all employees in the location (Line Manager input). This rolls up to the Function Executive for approval.
• Initiating BP to prepare compensation recommendations for existing (promotions & lateral moves, acting and responsibility allowance as per applicable policy and local legislation) and new roles at N-2. If outside of pay ranges, escalate to Total Rewards for approval.
• Provide People Leader training on all Reward principles and processes.
• Provide input into the design of HR policies, procedures, processes, and systems.
• Monitor the effectiveness of new and current programs in the region/location, research, identify opportunities, and recommend changes/enhancements of initiatives.
• Partner with the larger P&C team to develop and ensure appropriate change and communication strategies.
• Build People Leader capabilities and provide routine support to ensure adherence to HR policies, procedures, processes, and systems.
• Analyze and interpret People & Culture reports, metrics, and innovation as required and provide recommendations for decision-making for relevant locations/ programs.
• Implement and maintain People and Culture dashboards and reports for respective locations/ programs.
• Ensure adequate, timely, and accurate communication of reports for respective Countries/programs.
• Maintain in-depth knowledge of legal region/location requirements ensuring all employment legislation and standards are followed for regulatory and internal policy compliance.
• Manage and provide support for various employee relations services including performance counseling, employee grievances, exit interviews, and disciplinary actions as required in line with Employee Relations processes and procedures.
• Build relationships amongst staff to ensure strong employee relations. Provide guidance and professional advice to all levels of the Foundation in the region/location.

 WHO YOU ARE

• Post Graduate degree in Human Resources, Business Administration, or a related field and/or a combination of relevant experience and education.
• 10 - 15 years of progressive P&C experience serving in strategically focused roles. Senior-level experience as a Human Resources Business Partner is a must. African regional experience is essential.
• Minimum 5-7 years of experience leading and managing a team with the proven ability to motivate and energize others.
• Experience in a P&C Centre of Excellence (CoE) capacity is required.
• Depth in at least one other HR Functional area; Reward, Talent Management (inclusive of Acquisition, Employee and Leadership Development), Organization Design and Change, Employee Relations, and HR Services.
• Consulting competencies; problem solving, negotiation, facilitation, coaching, etc.
• Ability to grow P&C professionals and knowledge of P&C best practices and their evolution.
• Attitude to thrive in a high-growth, innovative environment.
• Willingness to take initiative, “roll up one’s sleeves” move with urgency, persistence, and speed, and thrive in a fast-paced environment of high demand and change.
• Able to navigate a complex organization in transition, bringing a flexible attitude and a growth mindset.
• Creative in approach, capable of taking calculated risks to influence the adoption of fresh ideas and approaches.
• Superior collaboration and interpersonal skills suited to a matrix environment.
• Well-developed analytical, conceptual, and strategic thinking skills.
• Sound judgment skills and comfortable with all forms of technology.
• Flexible, adaptable, and able to execute a range of job duties and changing priorities.
• Possess excellent verbal, written, and presentation skills with the ability to articulate information to a variety of constituents across cultures.
• Possess professional maturity, sensitivity to different cultures, and impeccable integrity that exemplify the Foundation’s values.
• Demonstrate a commitment to Mastercard Foundation’s values and vision.

Deadline for Applications is April 04, 2024.

Mastercard Foundation (the “Foundation”) values and respects your privacy. By submitting an application for this opportunity, you hereby agree to the Foundation’s collection, use and disclosure of your personal information in accordance with its Privacy Policy (available at https://mastercardfdn.org/privacy/). Please note that the Foundation may share your personal information with third-party agencies that support the Foundation’s recruitment activities, and such third-party agencies may contact you directly regarding this opportunity. If you have any questions or concerns, please contact the Foundation’s Privacy Officer at the address indicated in its Privacy Policy.

The Mastercard Foundation values the unique skills and experiences each individual brings to the organization and we are committed to creating and maintaining an inclusive and accessible environment for everyone.

Completion of satisfactory business references and background checks are essential conditions of employment.

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