About Women for Women International (WfWI)

We invest in women in 17 conflict-affected countries around the world as they rebuild their lives. We invest where inequality is the greatest by helping women who are forgotten— the women survivors of war and conflict. We help them learn the skills they need to rebuild their families and communities, and to transform their lives. The women in our direct delivery programs engage in community cohorts who learn to save, build businesses, understand their rights, improve their health, and participate towards transformation for themselves, their families, and communities. For 30 years, Women for Women International has used an integrated approach to innovate; we are a learning organization that listens to data, our country teams, and women themselves to constantly evolve and improve the way we work.

Since 2002, we have operated in five provinces of Afghanistan. Participants of our program receive vocational training for jobs like animal husbandry, tailoring and knitting, participating in savings and self-help groups, and learn to invest in their businesses as they receive stipends. Through this curriculum, they prepare to earn an income and invest in savings. They are trained by our team to embrace and defend their rights, support decision-making in their households, and create social change in their communities. WfWI progamming includes men’s engagement, where male family members and community leaders are engaged as allies and key supporters.

WfWI also support grassroots and local organizations, led by women community leaders, to gain access to resources and capacity-strengthening that improves their ability to respond to their organization and their community’s self-identified priorities. Globally, WfWI advocates to ensure that women’s participation, voice, and leadership are central to the long-term changes we’re driving. Through listening to women, we build the evidence base to engage decision-makers at every level in a transformative effort to sustain an enabling environment for women in conflict-affected contexts.

Purpose of the Role

The People, Capability, and Culture (PCC) Manager strategically manages all PCC (Human Resources) functions in the Afghanistan Country Office of Women for Women International. The PCC Manager directs and manages recruitment, compensation and benefits, staff training andlearning, professional development, employee relations, and performance management. S/he oversees safeguarding systems, line-managing the Safeguarding Coordinator (who reports to the Country Director), and oversees policies and practices pertaining to a positive, healthy, honest, and safe work environment; these include WfWI’s Code of Conduct, Safeguarding Policy (including PSEAH), Anti-Fraud and Corruption Policies, and the Disability, Equity, and Inclusion Policy. A member of the Senior Management Team (SMT), the PCC Manager, in coordination with the SMT, Country Director, and WfWI’s global team, works towards a strategic staff structure in Afghanistan consistent with implementation needs; leads protection, motivation, and performance management of staff, and systematically guides professional growth and organizational development while fostering a productive and joyful organizational culture.

The PCC Manager ensures compliance with global PCC policies and processes as well as local rules and regulations, in close coordination with WfWI’s global PCC team. As a member of the global PCC team, the Afghanistan PCC Manager will promote WfWI culture and values. This senior role works closely with a global PCC matrix manager to facilitate global and functional PCC initiatives and programs, and to identify needs and engage global teams as needed for country office PCC technical support.

Engagement

1. Staff Relations

• Manage employee relations issues working with SMT and the Country Director to resolve issues pragmatically, compassionately, and in a timely manner with appropriate follow-up.
• Develop, maintain, and adapt initiatives to support a growth-oriented, positive, productive workplace.
• Foster an open door or other systems for all staff to discuss issues of a confidential nature.
• Support investigations for reported employee grievances, working with the Country Director, SMT members, and Global PCC diligently and systematically.
• Maintain documentation on all employee relations issues.
• Work to ensure PCC-related decisions are consistent and fair.
• Systematically support supervisors to monitor/improve PCC management skills and practices.

2. Staff Wellbeing

• Establish, implement, and maintain wellbeing initiatives and practices, engaging the SMT, the Country Director, and other team members.
• Ensure the engagement and availability of therapy and other wellbeing resources for the team, utilizing staff surveys, focus groups, individual interviews, and other feedback vehicles to understand needs, wellbeing gaps and risks, and support preferences and propriety.
• Foster a culture that prioritizes individual, team, and organizational wellbeing.
• Develop systematic, practical, and compassionate checks on wellbeing that are both formative tools as well as indicators towards improving organizational wellbeing practices.

3. Professional Development and Performance Management

• Evolve WfWI Afghanistan’s professional development strategy for all staff, responsively adapt and implement, and maintain network of coaches for all managers and other select staff.
• Establish networks and seek collaboration from PCC colleagues to ensure an active internal staff capacity development program and consistent fulfillment of recruitment needs.
• Evaluate the need for employee training and development, recommend training approach or programs, and manage implementation.
• Support all supervisors in the necessary skills to effectively guide, support, and supervise their teams, prioritizing performance, job satisfaction, and staff development across the organization.
• Oversee the annual performance management process to include training to staff on the process, tracking, and analysis of training needs  to inform planning for staff development.

4. Staff Communications

• Improve and lead internal processes that systematically support staff participation, feedback, and engagement in processes and decision related to their employment, safety, job satisfaction, and wellbeing.
• Prepare internal communications regarding relevant PCC issues, such as changes to the Guide to Country Office Human Resources, Personnel Handbook, Compensation & Benefits, Local Policies, or new policy releases.
• Draft, distribute, and own important announcements to all staff, through mixed media channels, following internal review and approval processes.
• Foster internal communications practices that streamline PCC communications and operations.

5. Safeguarding

• In close coordination with the Safeguarding Coordinator and global Safeguarding team, maintain an Afghanistan-specific safeguarding program aligned with WfWI global policies and tailored to diverse contexts within WfWI’s areas of operation in Afghanistan.
• Ensure consistent safeguarding onboarding and meaningful training for all staff regularly, and ensure the safeguarding policy and procedures remain relevant in policy and in practice, supporting and supplementing the Safeguarding Coordinator as needed.
• Ensure that various reporting systems exist for for all WfWI staff and program participants, and that channels are open, accessible, monitored, and responded to within the timeframes specified in WfWI’s Safeguarding Policy.
• Ensure investigations of safeguarding cases are implemented in a timely manner and per policy, led by the Safeguarding Coordinator and supported by the Country Director and/or the SMT, where appropriate, and supported by the global Safeguarding team.
• Ensure annual country safeguarding assessments are conducted, and engage the Country Director and relevant global Safeguarding teammembers with results and at intermediary points.
• Maintain meta-data related to safeguarding incidents, and informed by annual safeguarding assessments and otherwise, advise responsive and proactive adjustments, improvements, and contextualization of Safeguarding Policy elements and implementation practices.

6. PCC Team Management
   • Recruit, train, maintain, and manage a PCC team across multiple regions of Afghanistan, ensuring that WfWI people, capabilities, and culture is maintained at optimum levels nationwide, through PCC teammembers.
   • Directly supervise 2-4 PCC officers in Kabul headquarter offices and regional offices, and in the 2024 – 2026 strategic period, build a consistent and committed team of PCC leads, officers, and support throughout regional offices.
   • Line-manage the Safeguarding Coordinator (who reports to the Country Director) and support the Safeguarding Coordinator to maintain and develop all safeguarding systems.
   • Represent the PCC team and all PCC needs and updates on the Senior Management Team.
   • Manage direct reports in line with WfWI’s performance management framework, including the setting of annual performance objectives, development plans, performance appraisals, and regular one-on-one meetings regarding performance and growth throughout the year.
   • Support all PCC leadership in achieving engagement and delivery goals, and to foster a positive, supportive, and collaborative team dynamic amongst themselves and all staff.

Delivery

7. Recruitment

• Develop an effective strategy for the country office to guide the recruitment plan and implementation; manage talent-driven recruitment in a timely manner, complying with organizational policies, local laws, and ethical standards.
• Develop, maintain, and adapt a workforce strategy that supports high-quality program delivery, and staff retention and satisfaction.
• Proactively and responsively manage contractor and consultancy engagements for WfWI- Afghanistan, ensuring necessary onboarding and supporting timesheet and invoice management.
• Improve onboarding program towards a rich and comprehensive new hire experience.
• Oversee the exit interview process for employees leaving the organization and evaluate the data collected for retention purposes.
• Respond quickly to newly developing recruitment needs towards expansion according and in addition to WfWI Afghanistan’s 2024 – 2026 strategic plan.

8. Disability, Equity, Inclusion, and Belonging (DEIB)

• Roll out organizational WfWI DEIB policies, and staff onboardings and trainings in close coordination with the Global PCC team.
• Support principle-based contextualization, if necessary, of global DEIB policies, ensuring inclusion of people with disabilities, religious and ethnic minorities, women, and other excluded groups.
• Monitor and report on rollout, using staff feedback and other analysis to support global launch.

9. Payroll and Budget

• Direct preparation of monthly payroll, ensuring that all staff changes are correctly noted (new hires, terminations, promotions, salary changes, etc.), with compliance to tax and labour laws.
• Proactively advise the Country Director and Senior Management to determine real-time appropriate staffing levels, and assist in budget and proposal preparation.
• Manage implementation of various automated Human Resource Information Systems (HRIS).

10. Compliance and Recordkeeping

• Develop, periodically review, and manage dissemination of country-specific PCC policies and procedures, and maintain records of related staff trainings.
• Identify gaps and issues in staff compliance with all organizational policies, including Safeguarding, Code of Conduct, Disabilitiy, Equity, and Inclusion, and Anti-Fraud and Corruption Policies, and ensure all reporting and processing of repots is managed and recorded appropriately.
• Proactively and responsively manage contracting of all labour, including all employees, consultants, and temporary staff, and ensuring compliance with local labor regulations.
• Own, oversee, and adapt processes to ensure employee data is maintained accurately, safely, and with confidentiality as paramount.

11. Compensation and Benefits

• Oversee benefits and compensation administration, ensuring internal equity and compliance with organizational policies and applicable laws.
• Lead compensation and benefits surveys for the country office, working with the Country Director and Global PCC, to ensure Afghansitan packages remain reasonable and competitive.
• Advise and review all salary decisions for staff, contractors, and consultants, and make recommendations that ensure high-quality human resourcing while ensuring compliance with organizational and country compensation guidelines.

Other Responsibilities

All our staff are required to adhere to WfWI’s Code of Conduct and Safeguarding and Diversity, Equity, and Inclusion policies, and to WfWI’s:

Leadership Principles                                   Organizational Values

Decisive                                                          Empowerment         

Accountable                                                   Integrity        

Courageous                                                   Respect

Adaptable                                                      Resilience      

Inclusive

Qualifications and Skills

1. Master’s Degree or equivalent graduate qualification in human resources or experience in lieu.
2. Ideally 7+, at minimum 5 years’ of management experience in human resources at a large organization or enterprise; experience in the INGO sector preferred.
3. Fluency in Dari or Pashto; fluency in both Dari and Pashto preferred.
4. Fluency in English.
5. Passionate and proactive in developing teams, capacities, and a positive and joyful workplace.
6. Conscientious towards establishing and maintaining principle-centered working relationships, including disclosure of any family, business, or other relationships and affiliations.
7. Strong leadership skills to manage PCC team, SMT, and other teams towards PCC goals effectively and elegantly, providing direction, guidance, coaching, positive reinforcement, improvement plans, and other strategies that promote high-quality work and job satisfaction.
8. Excellent verbal and written communications skills, able to adapt to various levels of professionals and other internal and external stakeholders.
9. Strong analytical and problem-solving skills, strong use of logic and creativity.
10. Demonstrated ability to navigate Afghanistan’s laws and regulations, and to effectively, respectfully, and responsibly manage context-specific complexities.
11. Strong organizational and time management skills, able to prioritize and manage order of operations within multiple projects, directing and maximizing team while supporting team wellbeing.
12. Committed to employee growth, engagement, and satisfaction, as well as program results.
13. Committed to progress in the workplace, including in equity, gender, diversity, and inclusion.
14. Vested and experienced in organizational development processes, including restructures, and responsible, conscientious, and compassionate emergency up-staffing or down-staffing practices.
15. Very high personal standard of integrity.
16. Meticulous, consistent respect for confidentiality and reinforcement of confidentiality practices/culture.
17. Strong negotiation, mediation, and conflict-resolution skills.
18. Ability to assess and resolve complex issues pragmatically within parameters of  WfWI principles and ethics.
19. Strong background using Word, Excel, Outlook, and Teams.

Submission Guidelines for Vacancy

Thank you for your interest in applying for the position. To ensure your application is complete and considered, please follow these steps:

1. Application Process:
   Please apply through the following link to complete the application form:
   Submit Your Application Here https://www.surveymonkey.com/r/FDGF3JR
2. Survey Details:
   The application consists of 36 questions, most of which require short answers. Some questions may ask for more detailed explanations, so please provide thoughtful and accurate responses.
3. Answer Carefully:
   It’s important to answer all questions carefully and thoroughly. Incomplete or unclear responses may affect your application’s consideration.
4. Submission Deadline: This vacancy will remain open until the position is filled. We will conduct our first shortlist 14 days after the announcement. We encourage you to apply as soon as possible. Please ensure that you submit your completed application before the specified deadline.

We appreciate your time and effort in applying. We look forward to reviewing your submission!

Interested women are asked to apply as soon as possible, as we will be recruiting on a rolling basis. Thank you!

https://www.surveymonkey.com/r/F9NQVXR

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