IPPF – Director - People, Organisation & Culture

Director - People, Organisation & Culture

July 2023

Invitation to apply

We are nothing without our amazing Secretariat colleagues who support and channel resources to our members and partners in 140 countries. Through our membership IPPF provides sexual and reproductive services to over 70 million people around the globe and gets to shape one of the most crucial issues of our time.

IPPF has been changing. By choice. For choice. We have finalised a governance restructuring, changed our resource allocation models, adopted a new strategy and are in the final stages of aligning the Secretariat with the new, radical Strategy 2023-2028. A third of our 300 Secretariat positions have changed and are being newly recruited now. A wonderful opportunity

to shape the culture that can drive this brave organisation forward. A feminist, inclusive culture that values, rewards and recognises a very diverse group of Secretariat colleagues who are proud to be supporting and enabling the frontline work of our members. Energised by their work in over 40,000 member association clinics and the results of our daily activism and our political advocacy.

If you feel you are the person that can do this and lead a small human resources team, please apply and join me on IPPF´s senior management team.

Dr Alvaro Bermejo Director-General

About IPPF

IPPF (International Planned Parenthood Federation) is a global healthcare provider and a leading advocate of sexual and reproductive health and rights (SRHR) for all.

Led by a courageous and determined group of women, IPPF was founded in 1952 at the Third International Planned Parenthood Conference. Today, we are a movement of 150 Member Associations and Collaborative Partners with a presence in over 146 countries.

Our work is wide-ranging, including comprehensive sex education, provision of contraceptives, safe abortion, and maternal care and responding to humanitarian crises. We pride ourselves on being local through our members and global through

our network. At the heart of our mission is providing – and advocacy in support of – integrated healthcare to anyone who needs it regardless of race, gender, sex, income, and, crucially, no matter how remote.

Volunteerism is central to our healthcare delivery. It underpins the vital work of our members and their teams, whether through community outreach and distribution of contraceptive care or the regional Youth Action Movements championing change.

Why Join IPPF

Meaningful work, an inspiring environment, professional growth, and the chance to make a lasting impact on the lives of individuals and communities around the world. Working for IPPF offers a compelling value proposition that encompasses various aspects:

1. Mission-Driven Organisation: IPPF is a globally recognised leader in sexual and reproductive health and rights. By joining IPPF, you become part of a mission-driven organisation dedicated to empowering individuals and communities, advancing gender equality, and improving access to comprehensive sexual and reproductive healthcare services.

2. Bringing Positive Change: IPPF brings positive change to the lives of millions of people worldwide. Reducing maternal mortality, preventing unintended pregnancies, combating gender-based violence, promoting comprehensive sexuality education, and advocating for the realisation of sexual and reproductive health, rights and justice for all, and especially marginalized people.

3. Global Reach and Influence: IPPF’s Secretariat works in 6 regions with a registered office in London and affiliate offices in the US and Switzerland providing the opportunity to work across different cultures and geographies, collaborating with youth-centred, diverse teams with different lived experiences, different languages, and sexual orientation. Providing an unique

opportunity to work on a global scale to shape change and implement innovative approaches that help colleagues operate at their best to support the sexual and reproductive health needs of communities worldwide.

4. Foster Professional Development: IPPF offers the opportunity for you to support the Secretariat and its leadership on a transformational journey of system-wide culture change, bringing ideas for new ways of working and space for you to utilise your full skills-set while broadening your expertise to thrive in a truly diverse, multi-cultural environment as part of the global leadership team.

5. Commitment to Diversity and Inclusion: IPPF is committed to diversity, equity, and inclusion in all aspects of its work. You will play a crucial role in building an inclusive and equitable organisation that respects and values individuals’ backgrounds, experiences, and identities.

6. Strong Organisational Support: IPPF provides comprehensive support to its employees, including competitive compensation packages, benefits, employee assistance and occupational health programme. The organisation practices hybrid working and prioritises employee well-being, recognising the importance of a healthy and fulfilling professional life.

IPPF offers a unique opportunity to contribute to advancing sexual and reproductive health and rights globally.

The Role

Role:

Director - People, Organisation & Culture

Location: Nairobi, Kuala Lumpur, or London

Salary: Competitive

Position Summary

Operating in an internal consulting model for the Secretariat, this role is part of the Secretariat’s Directors Global Leadership Team (DLT) of ten (6 Regional Directors and 4 Divisional Directors), reporting to the Director-General.

The Secretariat comprises around 300 people across the Regions; The charity’s registered office is in London, and its affiliate offices are in the US and Switzerland.

Leadership is distributed globally, with the Federation’s Member Associations driving our agenda. Regional Directors lead Regionally and on Global initiatives, providing support and development to MAs to leverage capacity, impact and build solidarity for change to benefit the communities we serve. Divisional Directors - alongside People Organisation & Culture,

Finance & Technology, MA Development & Impact and External Relations, provide underpinning global platforms to build cohesion and improve performance. The DLT itself is a collective decision-making body.

We have just completed restructuring the Secretariat to align with our new Strategic Framework and are currently working through the transition. This is the first year of our new Strategy. It is an exciting time to join us to support the DLT in defining, developing, and embedding the culture to deliver the transformational outcomes we seek.

Context

To develop and embed a powerful People Organisation & Culture agenda for the Secretariat that supports our Strategic Framework delivers optimal performance, creates an environment that generates belonging, develops diverse talent, and allows people to flourish at every level.

Transformation and Employee Engagement

As we transform the Secretariat, we want to be more dynamic, agile, and accountable, breaking down boundaries to work freely and collaboratively to deliver across geographies and build more feminist and distributive leadership.

As we move through the changes, this role is an important support to DLT members – helping individual and collective understanding of the shifts; acting as a critical friend to enable alignment and build employee engagement.

In the last 2 years, global pay/grading frameworks and consistent job descriptions have been put in place; a new global Human Resources Information System rolled out, a new global employee website established, a unified approach to recruitment and selection across the Secretariat initiated and alignment between People data and financial data for budgeting and re-forecasting. Moving to the next level includes workforce planning to meet our cost ratios, benefits and an employer proposition that reflects what we stand for and ensuring all these elements are well understood.

Representation, Equity, Diversity, and Inclusion

We are already a multi-cultural, multi-racial, multi-lingual feminist organisation (our global DLT comprises 9 different nationalities from different regions across the globe, our Secretariat is circa 67% female and around 80% of our roles are based outside the UK). We want to use our diversity and build on it to become more youth-centred and more representative of the communities we serve –including LGBTQI, sex workers, people living with disabilities and other marginalised groups.

Anti-Racism

The next phase of IPPF’s anti-racism agenda is to be developed to inform further the way the Federation engages on this important matter and to embed the skills and mindsets the Secretariat behaves and operates.

People Partners

New People Partner roles have been created across the Secretariat. Engaging and inspiring this global community to build alignment, consistency, pro-activity, and shared understanding of good people practices and processes will be a priority as it will support the strategic evolution of our gold standard Safeguarding and Incident Management team.

Organisational Chart

(Green indicates current vacancies)

Director - People, Organisation & Culture

People Partner

London & EN Anti

HR Operations Manager

Director, Safeguarding & Incident Management (Secretary to ICC)

HR Assistant Global Incidient Management and Safeguarding (GIMS) Compliance Officer

People Partner, ARO & AWRO,

People Partner, ESEAOR & SARO,

People Partner, London & EN, based in London

Primary reporting to Director POC & dotted line to RD, EN

People Partner, ACRO & Talent Development 0.5

Primary reporting to Director ACRO & dotted line to Director POC

TD

Safeguarding & Incident Management Advisor ESEAOR/SARO

Safeguarding & Incident Management Advisor ARO/AWRO

Racism Advisor

based in Nairobi

Primary reporting to RD, ARO & dotted line to RD, AWRO

based in Kuala Lumpur

Primary reporting to RD, ESEAOR & dotted line to RD, SARO

on

Deliverables

1. Strategic Planning and Implementation

• Lead the design, development, and implementation of the People Plan aligned with the Strategic Framework 2028.

• Monitor operating model functioning and make data-informed decisions to improve efficiency and effectiveness.

• Develop employer value propositions and strategies to support engagement and well-being.

• Champion an integrated approach to learning and development.

• Partner with the DLT (Directorate Leadership Team) to develop exemplary leadership skills and accountability.

2. Organisational Culture and Diversity Equity

and Inclusion

• Develop an induction program to set the cultural framework.

• Engage employees and stakeholders to develop and embed the organisational culture.

• Lead strategies to increase inclusion and build a diverse talent pipeline.

• Champion the development of an anti-racism agenda.

3. Talent Management and Performance

• Design and champion performance, leadership behaviours, talent development, and pay system implementation.

• Oversee employee relations cases and manage risks professionally.

• Ensure appropriate performance, development, and pay mechanisms for the Director-General.

4. Safeguarding and Compliance

• Champion safeguarding and incident management to uphold policies and compliance.

• Carry out responsibilities about escalation, oversight, and resolution.

• Preserve policies and SafeReport system integrity to promote a safe work environment.

5. Relationship Management and Collaboration

• Build relationships with the Global Staff Association Committee and the London Union.

• Support and utilise forums to benefit employees and IPPF.

• Build trusted relationships with Regional and Divisional Directors to enable delivery of cultural change.

• Provide support to the Nominations Committee for recruitment.

• Develop, support, and inspire a high-performing POC (People, Organisational Culture) team.

Candidate Profile

The ideal candidate is from a diverse background, including experience living and working in more than one country, and has held a peripherally positioned role within a complex, global, decentralised organisation. Experience with a Federation or partnership-building organisation would be advantageous. It is desirable for the candidate to have a postgraduate qualification in Organisation Development (OD) with a track record to showcase their expertise and knowledge in this area, along with substantial practical HR experience and demonstrated leadership in an international setting.

Expertise

1. Strategic leadership

• Advanced experience formulating, leading, and implementing strategies, business planning and improvement programmes aligned with organisational objectives to raise performance standards.

• Proven record of engaging diverse stakeholders in co-construction and co-creation to develop strategic options and solutions.

• Knowledge and understanding of political, financial, legal, and social implications for strategic people management strategies and implications of these across different jurisdictions.

• Worked at a strategic level, leading Diversity and Inclusion and preferably experience in developing strategic anti-racism agendas.

2. HR and Organisational Development

• Experience in leading people, cultural transformation and structural change at the executive board level and supporting alignment across multiple geographies/cultures essential, working in trusted partnership with colleagues.

• Effective management of complex employee relations matters essential and demonstrated ability to identify and manage risk.

3. Governance

• Experience working with trustees and non-executive boards/ committees with an understanding of governance structures/ reporting requirements.

Skills

1. Leadership style

• Brings a feminist perspective to work, leadership and culture.

• Demonstrates multicultural competence with the ability to understand differences and adapt style, language, and approach to engage others with positive impact.

2. Personal style

• Excellent communication skills, verbal and written, with outstanding listening and influencing skills.

• Builds warm relationships and trusted partnerships with the ability to hold people to account and challenge them with a strong coaching/ development focus.

• Resilient, open to feedback, and able to reflect and learn with emotional intelligence.

3. Capabilities

• Curious with evidence-led problem-solving skills and sound judgment with the ability to swiftly cut through to the issue’s core.

• Keeps updated with new developments and brings leadership beyond the process to move forward.

• Strong planning and project leadership capability with good organisational skills to meet multiple deadlines.

• Analytical with good financial/budgeting skills

• Good IT and self-sufficient

• Excellent English (written/verbal) is required and good French/Spanish or Arabic is desirable

Ethos:

1. Integrity and Trust

• Demonstrates integrity and maintains confidentiality.

• Builds trust with others.

2. Non-Hierarchical Approach

• Does not use status to achieve outcomes.

• Embraces a non-hierarchical approach to interactions.

3. Commitment to Safeguarding

• Demonstrates an understanding of and commitment to safeguarding.

• Applies this understanding in both local and international contexts.

4. Embracing Diversity and Respect

• Ability and willingness to work in a multicultural, multilingual, and intergenerational environment.

• Committed to anti-racism and respect for others.

5. Intersectional Feminism

• Passionate about sexual, reproductive health care rights and justice, including safe abortion.

• Supports an intersectional feminist approach.

6. Inclusive and Supportive Stance

• Supports people’s rights regardless of sexuality or gender identity/ expression.

• Supports worker’s rights and access to healthcare in sex work.

How to Apply

All correspondence, at this stage, should be via Oxford HR.

To apply for this post, click on the “Apply” button on the job advert page, complete our online application form, and submit your CV and cover letter as two different documents, which should be prepared before applying as they will be considered in the application process.

The cover letter should be no more than two pages long and explain why you are interested in this post and how your skills and experience make you a good fit.

The document should be saved in PDF in the following format: Your First Name-Your Last

Name-Document Name-Date (mmyy) e.g., PatJones-CV-072023-IPPF or Pat-Jones-CoverLetter072023-IPPF.

Timeline

Closing Date: 13th August 2023

Candidates are assessed and interviewed on a rolling basis. Early applications are encouraged.

First stage interviews: TBC

Final interviews: TBC

Selection Process

All candidates will receive an update regarding their application after the closing date. We advise candidates to add the role email to their safe sender’s list and check their spam folder regularly.

Equality Statement

Equality and diversity are at the core of IPPF’s values. Staff are expected to work collectively and individually to promote a constructive and sensitive approach to others from a variety of backgrounds, where the work of others is valued and respected.

Queries

If you have any queries on any aspect of the appointment process, need additional information, or would like to have an informal discussion, please email at ippf-directorpeople@oxfordhr.com in the first instance.

About Oxford HR

Exceptional leaders can inspire change and propel purpose-led organisations towards reaching their world-changing goals.

Finding such leaders can be a challenge, and yet their transition into leadership is vital to an organisations mission and success.

Oxford HR is a global leadership consultancy dedicated to searching for and supporting remarkable leaders and teams in purpose-led organisations.

We understand the nuances of purpose-led leadership because we’ve worked in organisations across the breadth of the sector ourselves. We’ve also worked with such organisations since 1995, so we appreciate just what benefits impactful people can bring.