Director, People and Culture at the International Institute of Tropical Agriculture (IITA)

The International Institute of Tropical Agriculture (IITA) is a not-for-profit institution that generates agricultural innovations to meet Africa’s most pressing challenges of hunger, malnutrition, poverty, and natural resource degradation. Working with various partners across sub-Saharan Africa, we improve livelihoods, enhance food and nutrition security, increase employment, and preserve natural resource integrity. IITA is a member of CGIAR, a global agriculture research partnership for a food secure future.

We are recruiting to fill the position below:

Job Title: Director, People and Culture

Ref. No: DDG-CS/D/PC/02/24
Location: Ibadan, Oyo
Job Type: Full Time

Description

• The International Institute of Tropical Agriculture (IITA) invites applications for the internationally recruited position of Director, People and Culture (P&C).
• The International Institute of Tropical Agriculture (IITA) is a not-for-profit institution that generates agricultural innovations to meet Africa’s most pressing challenges of hunger, malnutrition, poverty, and natural resource degradation. Working with various partners across sub-Saharan Africa, we improve livelihoods, enhance food and nutrition security, increase employment, and preserve natural resource integrity. IITA is a member of the One CGIAR, a global agriculture research partnership for a food-secure future.
• IITA is transforming the People and Culture (P&C) Unit by significantly enhancing the responsibilities of the Head of P&C role. We believe changing this position to a Director function will further align our organization's structure with our strategic goals and elevate the overall impact and importance of a P&C department. The primary objective of the People and Culture Director is to develop and implement effective strategies, policies, and programs that foster a positive work environment, enhance employee experiences, and contribute to the professional growth and well-being of the organization's workforce. The Director will focus on attracting, developing, and retaining highly competent and diverse talent.
• As a member of IITA’s Senior Management Team (SMT), the People and Culture Director will report directly to the Director General, providing regular updates on key initiatives, progress, challenges, and People and Culture-related matters as required.
• The primary objective of the People and Culture Director is to develop and implement effective strategies, policies, and programs for the Institute, aligned with the CGIAR People and Culture agenda, that foster a positive, inclusive work environment, enhance employee experiences and engagement, contribute to the professional growth and well-being of the organization's workforce and enable the Institute to attract, develop, and retain a highly competent and diverse workforce to deliver on its critical mission.

Position Responsibilities

• The People and Culture (P&C) Director will have the following key responsibilities:

Strategic Leadership:

• Develop and implement a comprehensive IITA people and culture strategy aligned with the organization's overall goals and objectives and with the broader CGIAR People Strategy and Culture Framework.
• Collaborate with senior management to identify and prioritize P&C-related initiatives that drive organizational effectiveness and foster a highly engaged workforce.
• Provide expert advice and guidance on P&C matters to senior management and other relevant stakeholders.
• Provide guidance and support in workforce planning, talent acquisition, and succession planning, leveraging an explicit competency and equity lens, as well as a focus on personnel costs and overheads.
• Ensure IITA’s P&C initiatives are aligned with the business objectives of both the Institute and CGIAR’s global group working in partnership to contribute to organizational growth.

Leadership and Team Management:

• Provide inspiring leadership to IITA’s P&C team, fostering a high-performance culture and promoting employee growth and development.
• Manage, develop, and motivate staff, enabling them to effectively carry out their responsibilities.
• Foster strong and effective working relationships with key stakeholders, including senior management and employee representatives of IITA and the CGIAR Global P&C Group and Community of Practice (CoP).

Talent Acquisition, Talent Management and Development:

• Develop and implement processes, guidance, and tools to support the identification of talent needs and the planning for its acquisition and/or development.
• Develop and execute effective, inclusive recruitment and selection strategies to attract and hire top talent from a diverse pool of candidates.
• Design and implement effective talent management programs, including performance management, reward systems, career development, and succession planning.
• Develop strategies to retain and motivate high-performing employees.
• Facilitate a culture of learning and development to enhance employee skills and competencies.
• Implement robust performance management systems that align individual goals with organizational objectives and promote a culture of continuous learning, development, and improvement.
• Develop and oversee talent development initiatives together with IITA’s Capacity Development Office, including coaching and mentoring programs, to nurture and retain high-potential employees and to enhance the Institute’s capabilities.

Employee Relations and Engagement:

• Develop and implement policies and procedures that ensure fair and equitable treatment of employees and compliance with relevant labor laws and regulations, and where relevant, in alignment with CGIAR shared standards.
• Foster a culture of open communication, inclusion, transparency, and teamwork through various initiatives, such as employee feedback mechanisms, town hall meetings, and employee recognition programs.
• Address employee concerns and grievances in a timely and effective manner, promoting a positive, safe, and respectful work environment.

Compensation and Benefits:

• Oversee the design, implementation, and administration of competitive and equitable compensation and benefits programs that attract, motivate, and retain employees and are aligned with compensation and benefit programs and practices of comparable organizations within and outside the CGIAR.
• Conduct regular benchmarking and market analysis to ensure the organization's compensation packages remain competitive in the industry, within the CGIAR, and within the regions of operation.

P&C/Human Resources (HR) Operations and Systems:

• Set the standards for and ensure the effective and efficient delivery of P&C services to staff and managers across all countries in which IITA operates.
• Leverage technology to enhance the effectiveness and efficiency of P&C processes and services.
• Set the standards and oversee the efficient operation of IITA’s HR systems, processes, and technologies.
• Review and enhance existing IITA’s P&C policies, procedures, and employee handbooks, aligning with comparable organizations’ and CGIAR P&C policies, strategy, and best practices.
• Provide leadership and direction to ensure compliance with local labor laws and regulations and relevant CGIAR IITA policies, advise management on necessary actions aligned to these requirements and provide guidance and training to staff as required.
• Ensure accurate and timely processing of payroll, HR records, and reports.

Compliance and Risk Management:

•  Monitor and ensure compliance with the Institute’s policies and relevant labor laws, regulations, and HR best practices.
• Mitigate HR-related risks by establishing and maintaining appropriate policies and procedures and maintaining the P&C risk register.
• Stay updated on changes in employment legislation and proactively adapt policies and practices.
• Respond swiftly to audit findings, implementing agreed recommendations to further strengthen IITA’s P&C operations.

Culture and Change Management:

• Champion organizational culture initiatives that foster diversity, inclusion, and employee well-being.
• In consultation with relevant stakeholders, develop, socialize and embed the Institute’s workplace culture statement in relevant policies and practices.
• Partner with other leaders to support change management efforts to ensure smooth transitions during organizational restructuring, process improvements, or shifts in strategic direction.
• Develop and maintain effective internal communication channels to promote organizational values, vision, and direction.

Requirements
Educational Qualifications and Experience:

• A minimum of a Master's Degree in Human Resources, Business Administration, or a related field. 
• A minimum of 20 years of progressive experience in strategic human resources management, preferably in a similar international or research-focused setting, with proven experience (at least 5 years) in a senior HR/ P&C leadership role, preferably as an HR Director or similar.

Core Competencies and Qualities:

• Strong knowledge of global HR best practices, HR principles, talent management strategies, and employee relations and legislation.
• Proficient in HR systems, processes, and analytics.
• Proven ability to develop and execute HR strategies that support organizational growth and improve employee engagement and performance.
• Excellent leadership and interpersonal skills to collaborate with diverse stakeholders and build effective teams.
• Ability to navigate complex organizational structures and functions, demonstrating flexibility and adaptability.
• Strong analytical and problem-solving skills, along with the ability to make sound judgments and decisions.
• Excellent verbal and written communication skills in English and preferably at least basic knowledge of French.
• Demonstrate confidence in their convictions and the integrity to express themselves to peers and superiors, even if it is easier or more comfortable to refrain from speaking up.
• Ability to lead the People and Culture team for impact and to provide on-going clarity and vision to the team.
• Ability to create an energizing and empowering work environment where people are engaged and have the resources necessary to do their jobs while holding team members accountable for results and improvement.
• Capacity to build people’s capabilities for the future by supporting and leveraging the diversity of staff in terms of their race, gender, nationality, culture, educational and professional backgrounds.
• Ability to create growth opportunities for others, encouraging them to stretch beyond their current experience or comfort zone.
• Strong strategic thinking and problem-solving skills.
• Excellent leadership and communication abilities.
• Demonstrated success in managing complex HR projects and initiatives.

Application Closing Date
12th March, 2024.