Deputy Executive Director I  

Tasks

• Develops, manages, and implements HROD strategies, aligning these with the organization’s goals
• Communicates and ensures compliance and consistency with office practices and policies and compliance with government regulations
• Effectively interfaces with all levels of the organization to coordinate and oversee all of the people-related, finance, and office management activities
• Creates and implements processes to ensure that all administrative systems and processes are highly reliable, finely tuned and well delivered
• Keeps informed and up to date regarding industry standards and best practices related to HR, finance, and administrative management and recommends and implements necessary changes
• Takes the lead in regularly updating the employee manual and manuals of operation of the various departments
• Ensures the timely submission of departmental budgets
• Exercises oversight to ensure the accuracy and timely submission of financial reports to the Commission on Audit and other relevant agencies
• Monitors cash balances and projections and makes the necessary recommendations to the ED and the board for action.
• Coordinates with relevant government agencies to ensure NPF compliance with all government regulations.
• Manages the HR, Administrative, and Finance staff

Functional Competencies

• Conducts root cause analysis, identifies potential strategies in managing resistance and moves employees and other stakeholders forward in the change process within the organization, government and relevant sectors
• Identifies trends and developments on competency model and competency based job descriptions and recommends enhancement of current procedures
• Reviews strategic objectives and scorecards of the organization and recommends talent pool requirements of the Commission
• Formulates operational policies and guidelines on the benefits and welfare of employees
• Evaluates and analyzes implementation of current Learnings and Development Plan to extract inputs for succeeding plans. Identifies resource requirements to ensure proper implementation of priority training/learning interventions
• Identifies resource requirements to ensure proper implementation of the priority training/learning interventions
• Establishes and develops a comprehensive Performance Management program for the agency
• Reviews and recommends enhancements to existing policies, guidelines, procedure relative to the employee engagement programs
• Evaluates budget proposals against pre-defined criteria
• Monitors and evaluates budgets, forecasts and performance reports regularly to ensure sound support to decision-making.
• Applies an enquiring mind to ensure the activities being proposed in the budget actually meet policy objectives with predetermined outcomes based on appropriate cost-benefit analysis
• Takes corrective and restorative action swiftly where breaches of the law or procurement processes occur.
• Links procurement performance to overall organizational objectives

Change Management

• Negotiates the provision of resources within the organization and with relevant bodies by identifying and exploring potential sources of additional resources
• Sets conditions for engagement in all change processes, to facilitate buy-in, secure commitment and sense of ownership for the change agenda

Leadership

• Integrates the key principles supporting a performance-based culture into the organization-wide performance management system, aligned with relevant civil service laws and rules and regulations
• Enables teams (and self) to effectively and consistently apply the principles, processes and key practices of coaching (e.g. listening with respect and empathy, asking rich and high-gain questions, encouraging mutual respect and support, etc.)

Communications

• Uses appropriate and context-sensitive communication mechanisms, varying the language, tone, content and style to influence diverse stakeholders
• Sets guidelines, ethical standards, and direction to communicate zero-tolerance to gender biased, discriminatory and exclusionary behavior to build a collaborative and inclusive culture (e.g. there is space for growth and development of vulnerable and marginalized groups including women, persons with disabilities, senior citizens and indigenous peoples)

Team Work

• Sets the climate as well as standards, policies, and guidelines for collaboration with team, partners or other stakeholders to achieve strategic priorities and shared goals
• Creates a shared sense of purpose by explaining how each individual contributes to work team goals, the organizational mandate, and national priorities
• Shapes a high performing work team culture by mainstreaming behavioral norms and key processes which will ensure highly effective team performance

CORE COMPETENCIES

National Pride

• Articulates the role of Nayong Pilipino in promoting Philippine tourism to various audiences
• Provides adequate resources and support to develop a sense of national pride in NPF personnel
• Considers cultural nuances when creating plans and projects

Client Orientation

• Sets up conditions that embed a strong client service ethos in the organization to exceed client expectations

Creativity

• Provides resources for pursuing worthy and necessary innovations

Integrity

• Articulates and supports the vision, mission, values, objectives and purposes of Nayong Pilipino. Coaches other to adhere to NPF policies
• Articulates and applies a highest of ethical and moral principles at all times and promotes the values of trust and integrity throughout the organization. Easily admits and rectifies mistakes in self and others.

• Master’s Degree
• 5-years of Supervisory Experience
• 120 hours of Managerial Training
• Career Service Executive Eligibility (CSEE) / Career Executive Services