What are the responsibilities and job description for the Vice President of People and Culture position at FINCA International, Inc?

Vice President of People and Culture

Posted : 14 Feb 2025

Category : Human Resources

Job Description

A CAREER ADVANCING FINANCIAL INCLUSION : ABOUT FINCA IMPACT FINANCE

FINCA Impact Finance believes all people should have the opportunity to leverage their wisdom, talent and effort to determine their own destiny. Our worldwide network of full-service banks and microfinance institutions are grounded in the conviction that inclusive finance is critical to bringing people out of poverty. FINCA sets standards for the microfinance industry, constantly innovating and developing new products and services that help our customers achieve their dreams. Millions of entrepreneurs rely on FINCA's commitment to customer protection and an unmatched customer experience to build a better future for themselves, their families, and their communities.

FINCA Impact Finance's global network of microfinance institutions and banks provides responsible financial services and enables low-income entrepreneurs and small business owners to invest in their future. With 40 years of experience and a mostly local staff of nearly 5,000, FINCA delivers a double bottom line of social impact and profitability. We hire people from a wide variety of backgrounds at all career stages to fully connect with our customers and strengthen the institution. FINCA expects employees to personify our values of transparency, active listening, accountability, and respect. Successful candidates will embrace our brand attributes of warmth, trust, and responsible banking, and possess a commitment to collaboration, service, and inclusivity.

Role Purpose

Reporting directly to the CEO, the Vice President of People & Culture (VP, People & Culture) is a strategic and hands-on leader responsible for driving excellence in all aspects of the People & Culture function across FINCA's global network. This role is pivotal in shaping and executing the organization's cultural and strategic priorities by partnering with the Board, CEO, leadership teams, and local People & Culture teams to foster an inclusive, high-performing, and people-centric organization.

The VP, People & Culture will lead initiatives across cultural transformation, talent and performance management, employee engagement and retention, learning and career development, workforce planning, total rewards, and HR systems and operations. This individual will champion Equity, Diversity, Inclusion, and Belonging (EDIB), embedding these principles into FINCA's people, business, and culture practices.

Accountabilities

Strategic Leadership

Represent People & Culture as a key member of the Global Leadership Team.
Develop and execute FINCA's People & Culture strategy in alignment with the organization's mission and values.
Act as a strategic partner to leadership teams, ensuring operational and programmatic needs are met with efficiency and continuous improvement.
Serve as a trusted advisor on complex HR matters, including performance management, investigations, and compliance.
Develop and drive a communications and engagement strategy that enhances relationships among leaders, boards, and strategic partners.
Oversee change management initiatives, ensuring a high-performing, collaborative, and innovative workforce.
Establish and track key HR metrics to measure effectiveness and inform strategic decisions.

Culture & Engagement

Champion FINCA's core values, ensuring all decisions and processes align with the organization's culture.

Implement strategies and design initiatives to measure and enhance employee engagement and morale.

Lead communication initiatives to ensure employees are well-informed and connected to the organization's goals.

Drive organizational change initiatives to strengthen collaboration and innovation.

Organize virtual and in-person leadership events to support cultural alignment.

Diversity, Equity, Inclusion, and Belonging (DEIB)

Lead initiatives to promote a diverse and inclusive workplace and implement measures to track progress and inform decision-making.

Develop and implement EDIB strategies, including targeted recruitment and talent development programs.

Capability & Workforce Planning

Develop workforce planning strategies to align talent capabilities with business goals.

Identify and address talent gaps through targeted skill development and recruitment.

Establish a global leadership development framework to build a pipeline of future leaders.

Lead succession planning efforts for key roles.

Organizational Learning & Development

Create and implement a learning and development strategy that supports continuous growth.

Identify and address training needs across geographies and functional areas.

Promote a culture of self-directed learning and professional development.

Performance Management, Rewards & Recognition

Oversee performance management programs that drive engagement and career growth.

Enhance the capability of leaders and staff to deliver effective performance management.

Develop and manage a competitive rewards strategy that aligns with business objectives.

Provide guidance on compensation structures, incentive plans, and recognition programs to ensure market competitiveness and retain top talent.

Talent Acquisition & Retention

Define and communicate FINCA's Employee Value Proposition.

Adapt and implement recruitment, onboarding and career development and recognition efforts to align to EVP.

Governance & Compliance

Ensure the integrity and compliance of FINCA's people operations through adherence to employment laws, sound HR policies and procedures and by ensuring employees are informed and trained on best practices.

Lead HR-related investigations and advise leadership on complex issues.

Partner with legal advisors as needed to manage risk.

Occupational Health & Safety

Lead organizational efforts to maintain a safe and healthy work environment.

Ensure compliance with Occupational Health & Safety (OHS) policies.

Implement initiatives to address workplace stress, burnout, and psychological safety.

Job Requirements

Qualification

Bachelor's degree in HR, Business Administration, or a related field (or equivalent experience).

SHRM or equivalent HR certification preferred.

Experience

Minimum 20 years of progressive HR leadership experience, including at least 5 years leading national or global People & Culture teams.

Track record of driving high-impact HR programs.

Experience in highly regulated, fast-paced environments, ideally across multiple geographies.

Knowledge and Skills

Strategic thinker with the ability to execute operationally in a complex, high-growth environment.

Experienced leadership coach across all levels.

Proven ability to build strong partnerships across functional areas.

Ability to influence and drive change aligned with organizational goals.

In-depth knowledge of HR and Organization Development.

Able to explain and deliver technical solutions in a practical way.

Able to manage simultaneously multiple projects involving various stakeholders and to deliver results within deadlines.

Excellent communication (oral and written) and interpersonal skills.

Proven ability to delegate and to empower teams.

Ability to be a strongly credible ambassador for the FIF brand, including making presentations, and able to establish respect and credibility with key internal and external stakeholders.

Strong skills in analysis, problem solving and resolving disputes.

Language Skills

Fluency in English required.

Fluency in a second language preferred.

Travel requirements

Availability to travel up to 20% of the time.

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