People & Culture Business Partner – RISE Project

About the role

We are seeking a People & Culture Business Partner to support the RISE project, providing strategic HR guidance to project leadership and ensuring compliance with donor and organisational requirements.

Key responsibilities

• Provide strategic People & Culture partnership and advisory support to project leadership.
• Advise on workforce planning, organisational effectiveness, employee engagement and people‑related risks.
• Develop workforce plans aligned with project objectives, donor requirements and approved staffing structures.
• Interpret and apply labour legislation, World Vision policies, procedures and donor requirements.
• Handle employee relations matters, including grievances, investigations, conflict resolution, performance improvement plans and disciplinary actions.
• Support performance management, talent development and succession planning.
• Assist with organisational restructuring, position changes, workforce transitions and change‑management initiatives.
• Promote staff engagement, wellbeing, safeguarding, diversity, inclusion and a healthy work environment.
• Manage project People & Culture operations, administration and compliance.
• Coordinate end‑to‑end recruitment, contracts, onboarding and workforce transitions.
• Maintain accurate employee records in the HRIS and ensure data‑privacy compliance.
• Coordinate payroll inputs, benefits, leave administration, contract renewals and staff separations.
• Monitor contract expiry dates and staffing movements to support uninterrupted project implementation.
• Coordinate internal, donor and statutory HR audits and ensure audit readiness.
• Prepare and submit HR reports, staffing data and workforce metrics as required.
• Provide comprehensive HR support throughout project start‑up, implementation, transition, extension and close‑out phases.

Required profile

• Proven experience in HR advisory or business partnering, preferably in donor‑funded or non‑profit environments.
• Strong knowledge of labour legislation and ability to interpret organisational policies.
• Demonstrated capability to manage employee relations, investigations and performance processes.
• Experience with workforce planning, recruitment, onboarding and HR compliance activities.
• Ability to support organisational change, restructuring and workforce transitions.
• Excellent communication and stakeholder management skills.

Required skills

• HR Information System (HRIS) proficiency