About the job
Area of Assignment: Manado, Indonesia
This leader provides management and oversight to the Program Learning team. In alignment with the National Office strategy, this leader develops and ensures implementation of a national learning strategy, including models, tools, and training to drive Facilitating Church Partner (FCP) performance. She/he consults with other cross-functional leaders to identify needs and develop learning solutions for FCPs. This leader priorities the team's work, handling escalation of issues to senior leadership and problem resolution. The primary purpose of this position is to provide full, daily management for assigned professional staff. This responsibility includes hiring, discipline, and termination, as well as, coaching, performance management, assigning, checking, and approving work to satisfy department objectives. The incumbent will ensure accomplishment of department responsibilities based on oversight from senior management, following established practices, organizational strategy, department guidelines, and within approved budget.
Responsibilities
May be required to travel up to 25% of normal schedule
This leader provides management and oversight to the Program Learning team. In alignment with the National Office strategy, this leader develops and ensures implementation of a national learning strategy, including models, tools, and training to drive Facilitating Church Partner (FCP) performance. She/he consults with other cross-functional leaders to identify needs and develop learning solutions for FCPs. This leader priorities the team's work, handling escalation of issues to senior leadership and problem resolution. The primary purpose of this position is to provide full, daily management for assigned professional staff. This responsibility includes hiring, discipline, and termination, as well as, coaching, performance management, assigning, checking, and approving work to satisfy department objectives. The incumbent will ensure accomplishment of department responsibilities based on oversight from senior management, following established practices, organizational strategy, department guidelines, and within approved budget.
Responsibilities
- Acts as an advocate to raise the awareness of the needs of children. Understands mandate to protect children. Commits to and prioritizes child protection considerations in all decision-making, tasks and activities across the ministry. Abides by all behavioral expectations in Compassion’s Statement of Commitment to Child Protection and Code of Conduct. Reports any concerns of abuse, neglect or exploitation of children through Compassion’s internal reporting process and appropriately supports responses to incidents if they occur.
- Provides leadership and development to direct reports. Works with staff to foster an environment of professional growth, in alignment with compassion’s strategies and objectives. Consult with peer management and senior leaders to successfully align departmental resources and priorities across Compassion.
- Contributes to or prepares and administers the annual budget and departmental expenses, ensuring accountability for on-time completion of deliverables based on department objectives, SLAs, and other Compassion standards, ensuring compliance with regulatory and board policies.
- Selects, manages and develops assigned staff, establishing goals and objectives, coaching and managing performance, including discipline, motivation, and annual reviews; supports continuous learning and development that enhances individual performance and organizational capability.
- Leads direct reports and their assigned staff to be an effective part of the team that supports church partners. Builds the capacity of assigned staff to support the church. Collaborates with peer managers to address issues and improve the effectiveness cross-functional teams and church partners. Makes their team’s work and plans visible to other teams or departments.
- Empower staff to respond to church needs, prioritize work, and make choices that result in better relationships and more effective program designs. Models a culture of continuous improvement through learning that leads to greater program effectiveness.
- Provides leadership in consultation, planning, and contextualization of a wide range of learning solutions to meet church partner needs. Incorporates ministry strategy and business acumen as well as the disciplines of learning and development, and child advocacy, development, and protection. Aligns resources based on established strategy and priorities. Integrates solutions with program policies, procedures, systems and practices.
- Reports on data and information related to the effectiveness of learning interventions and recommendations for follow up on FCP performance to senior leaders in the national office. This may include collaboration with Monitoring & Evaluation staff and managers to staff on cross-functional teams. Ensures reporting of FCP child protection training completions in alignment with ministry expectations and policies.
- Partners with cross-functional teams and leaders to determine needs and viable learning solutions. Key outcome is ensuring that learning interventions align with the needs identified by the team that supports the church partner and senior leaders in the national office.
- Consistently improves quality, efficiency, and scalability of design and delivery, providing learning infrastructure, standards, technologies and templates for FCP learning programs. Models a culture of continuous improvement through learning.
- Participates in international communities of practice for learning professionals to develop and share best practices. Promotes communities of practice within the Program Learning Team. In partnership with other cross-functional leaders, formalizes and implements local learning communities of practice to identify shared resources and needs and promote best practices in child development and programs.
- Accountable for supporting, upholding, and engaging in Compassion's core "Cultural Behaviors" in all internal and external communication and relationships.
- Bachelor's Degree in a related field.
- With 10 years of program training and leadership experience in an NGO setting
May be required to travel up to 25% of normal schedule
