Manager, People and Culture

2 days ago

Kuala Lumpur, Malaysia World Scout Bureau Full time

**Reports to**: Director, People and Culture

**Duration**: Three-year contract renewable

**Location**: Any World Scout Bureau Support Centre, exact location to be agreed with the preferred

**Summary
The People and Culture Manager is responsible for developing and implementing the People and

Culture strategies to enhance employee satisfaction, productivity, and overall engagement within

the organisation. This role focuses on fostering positive work culture, building strong relationships

with employees, and creating initiatives to support equity, well-being and professional growth.

The People and Culture manager plays a critical role in driving the World Scout Bureau’s (WSB)

culture to be an innovative and flexible global organisation driven by values that offer our people

opportunities to do rewarding and fulfilling work. The manager leads the implementation of

initiatives ensuring that the WSB workplace is people-centred, diverse, and inclusive, and offers a

supportive learning environment contributing to the overall organisational success.

**Key responsibilities**:
in fulfilment of the overall responsibility of the job, the People and Culture Manager, will

undertake, among other duties:

- **People and culture strategy development**:

- With the support of the People and Culture Director, create and execute the people
and culture strategy aligned with the organisation’s mission and values.
- Identify key focus areas for improvement, set measurable goals, and develop

action plans to achieve the objectives.
- Integrate the execution and success of the people and culture initiatives in the
overall organisational performance goals.
- **Employee feedback**:

- Design and implement tools such as surveys or feedback channels to gather
insights and assess employee sentiment.
- Develop and lead workshops for all WSB Support Centres worldwide.
- Analyse data to identify trends and areas for improvement and develop initiatives

based on employees’ feedback.
- **Communication and recognition**:

- Develop and implement effective communication channels to engage employees

and keep them informed about organisation progress, updates, and initiatives.
- Proactively promote a workplace culture of cross-cultural communication, including

actively seeking new perspectives and ideas that promotes diversity, equity, and

inclusion within the workplace.
- Implement recognition programmes to acknowledge and appreciate employee
contributions and achievements for all WSB Support Centres worldwide.
- **Wellness and work-life balance**:

- Coordinate wellness programmes, activities, and resources aimed at promoting
employee well-being and mental health.
- **Learning and Development**:

- With the support of the P&C director, lead the onboarding and offboarding process
for all WSB Support Centres worldwide
- Identify, design and offer trainings and development opportunities that enhance

employee’s skills and knowledge for all WSB Support Centres worldwide.
- **Cross functional and cross regional coordination**:

- Collaborate across regions to ensure alignment on the P&C strategy and its
execution.
- Collaborate with other functions to ensure employee engagement initiatives align

with overall P&C strategy.
- Support all regions in the implementation of the P&C strategy and actions.
- **Change management**:

- Coordinate the implementation of transformation processes and projects related to

the “Future of Work” within the WSB, including:

- Providing expertise to project teams.
- Identifying barriers or challenges within the projects.
- Work with WSB leadership to address issues impacting implementation and

change management.
- Develop approaches on how the project outcomes are integrated in

existing human resource processes or programmes.
- Take on ad hoc assignments as required by WSB’s senior leadership.

**Job requirements**

**Qualifications and experience**
- Bachelor’s degree in human resources, organisational psychology, or related field.
- Experience in INGOs, non-profit organisations is preferred.
- 3-5 years of progressive HR experience, with a focus on organisational culture and

employee engagement.
- Experience in executing programmes to drive engagement and organisational

performance.
- Experience in project management.
- Experience with survey design and data analysis tools.
- Ability to build strong relationships, influence, and collaborate with stakeholders across

region and across all levels of the organisation.

**Desired knowledge and skills**
- Knowledge of best practices and current trends in developing people-centred culture and

employee engagement.
- Strong analytical and problem-solving skills.
- Ability to work independently and manage multiple projects simultaneously.
- Global mindset with experience in working across regions, non-profit and/or international

environments would be considered an asset.
- An effective communicator with strong organisational skills.
- Act

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