World Vision International

Job Opportunities in Mozambique

World Vision Mozambique serves children in communities across the country through child sponsorship, with programmes providing including health care, education, and water and sanitation. World Vision started operations in the country in 1983, providing assistance to people displaced by war. Eventually transitioning to development programming, World Vision created its first Area Development Programme (ADP) with child sponsorship in 1997. Currently, there are 110,000 children registered in 31 sponsorship programmes. World Vision programmes serve a total of 3.5 million people in Gaza, Tete, Zambezia, and Nampula provinces.

Current Opportunities

Operations Manager - SAFCER Response, Mozambique


On 14 March 2019, Tropical Cyclone Idai made landfall near Mozambique Beira City, leaving devastating loss of life and large-scale destruction of assets and infrastructure in its wake. In the following days, some entire villages were submerged as flood waters rose across the central region of the country in the provinces of Sofala, Zambezia, and Manica. An estimated 1.85 million people have been affected by the cyclone and the subsequent floods within the three provinces. World Vision has established an Emergency Management Structure based in Beira (Sofala Province) for the Mozambique response in order to effectively coordinate efforts across multiple levels of the organization and through the

UN Cluster system.

Operations Manager will lead the Operations team and oversee the implementation of the SAFCER (Southern Africa Flood & Cyclone Emergency Response) activities. He/she will transform the response strategy into implemented reality, managing day-to-day sector activities and providing technical guidance to the Programmes team for design and programme quality.


Ensure Program Planning is informed by Technical Standards and Operational Viability:

  • Contribute to planning of sector requirements for people, funding and supplies.

  • Ensure all program designs are based on needs assessment findings (primary & secondary data) and analysis, targets the most vulnerable/chronically vulnerable and is operationally viable.

  • Ensure all programs refer to technical standards, consider government standards and are aligned with Strategic Guidance and Do-Assure Don’t Do (DADDs) for the First Phase of Emergency Responses and Sector Packages.

  • Ensure inclusion of advocacy issues and cross cutting themes are considered in design.

  • Ensure programs & projects are measured according to technical standards and Child Well-being targets.

  • Ensure Operations Plans are developed and implemented with community engagement, taking into account local capacities and utilising Do No Harm/Local Capacities for Peace (DNH/LCP).

Establish, Resource and Staff Operations Unit to meet Response needs:

  • Determine Operations organisational structure and staffing plan with People & Culture (HR).

  • Monitor recruitment and deployment of Operations staff and plan for capacity development.

  • Ensure Operations staff handovers are conducted.

  • Develop Operations budget in coordination with Finance.

  • Plan for Operations transition/ integration.

Conduct Response Operational Planning to ensure effective Coordination and timely Delivery of Response Activities:

  • Plan and facilitate detailed operational plan and delegate responsibilities to carry out plan.

  • Ensure Accountability mechanisms are in place for Community and stakeholder feedback.

  • Planning process considers community requirements (i.e. timelines) and progress is monitored by DME.

  • Facilitate planning between sectors to meet overall program goals.

  • Facilitate requirements planning with Support Services.

  • Ensure collaborative planning with external stakeholders such as UN Agencies, other NGOs and Govt ministries where possible through coordination mechanisms.

Oversee Implementation and Monitoring of Operations to ensure Achievement of Response Goals and Objectives and inform Operational Improvement:

  • Monitor results against sector plans and address identified issues.

  • Monitor expenditure reports and take corrective action with Finance and Programs.

  • Review M&E and Accountability data with Sectors and Programs to identify and address any issues for operational improvement.

  • Review context analysis with Programs and Liaison for Operational Intent adaptation.

  • Review findings of learning events and evaluations with Programs to make operational improvements.

  • All evaluations of sector interventions are planned with DME to assess effectiveness and timeliness.

Oversee Development and Implementation of Operations Reporting Systems to support timely and accurate Reporting:

  • Establish and implement internal reporting system in coordination with DME.

  • Ensure Operations provide input for grant/donor and program milestone and reports to Programs.

  • Write report on quality risks and their resolution and submit to Response Manager on regular basis.

  • Ensure that Operations meets reporting requirements for Clusters, Ministries and/or in-country stakeholders.

Ensure Implementation of Response Operations according to Safety Standards with support from the Security Function:

  • Organise security assessments for all field operations that inform a security plan.

  • Implement the recommendations of the security plan for all field operations.

  • Ensure security incident reporting protocols are complied with by operations staff.

  • Ensure Operations staff adhere to security standards for staff movement and communications.

  • Work with Security to ensure safe and effective Civil/Military relationships with armed actors.

Coordinate with Support Services function for ongoing Provision of Funds, Staff, Equipment, Vehicles and Supplies to ensure timely Implementation of Operations:

  • Ensure Ops submit clear and timely budgets and funds requests to Finance.

  • Ensure Ops submit clear and timely staff plans to P&C and immediately advises on changes.

  • Ensure Ops follow Finance procedures to rapidly process payments to suppliers.

  • Ensure Ops submit vehicle requirements to logistics and follow vehicles management guidelines.

  • Ensure Ops submit communications requirements to ICT and follow ICT procedures.

  • Address delays in Support Services to Response Manager for rapid resolution and waivers.

Identify, report and refer Operational Blockages caused by External Actors to Liaison to be addressed through External Advocacy:

  • Establish operation team protocols where sector and geographic leads identify and report where external actors are delaying/preventing implementation.

  • Refer issues delaying implementation to Liaison to resolve through inter-agency coordination and/or government relations.

  • Ensure protection issues are reported and addressed in coordination with Advocacy.

Ensure Operations meet WV minimum Quality Standards and support Improvement, Reflection, Learning and Innovation in Sectors:

  • Ensure previous sectors learning from Global Learning Facilitator are reviewed.

  • Encourage the incorporation of sector best practice and innovation.

  • Ensure sector have a quality plan to meet quality criteria and minimum sector standards.

  • Ensure achievement of all function quality criteria is monitored and reported regularly.

  • Ensure risks limiting achievement of objective to quality criteria are reported & rapidly addressed.

  • Ensure mechanisms are established to identify, document, and share function lessons learned.


  • A minimum of 5-7 years in leadership role in the humanitarian assistance and development sector, with a significant portion of this in INGOs.

  • 5 years’ experience in humanitarian assistance work.

  • Demonstrated understanding of key humanitarian principles, standards and best practices.

  • University degree in Humanitarian Studies or relevant field. Master’s degree preferred.

  • Experience in program management and implementation of multi-sectoral emergency response projects.

  • Intensive experience in leading a multi-cultural team of professionals.

  • Experience working in a cross-cultural environment.

  • Experience working in war zones / fragile contexts.

  • Experience in engaging with governmental institutions and multilateral agencies.

  • Experience in managing humanitarian operations that facilitate innovation and calculated risk taking.

  • Effective in written and verbal communication in English.

  • Academic and on-the-job training in at least one of the support services or response-sector relevant areas.

Preferred Skills, Knowledge and Experience:

  • Understanding of the international humanitarian system, particularly the systems, structures and key actors.

  • Understanding of the key accountabilities that must be maintained in a response (beneficiaries, donors, peers).

  • Ability to lead operational planning processes.

  • Strong communication skills (oral and written) with ability to express ideas and concepts clearly and persuasively with senior internal and external stakeholders.

  • Ability to express ideas and concepts clearly and persuasively with senior internal and external stakeholders as well as staff.

  • Ability to work in coordination with other humanitarian organizations.

  • Ability to analyse and make decisions in challenging situations in the absence of specific guidance and/or full information.

  • Ability to communicate and model to staff positive behaviours which help them remain resilient and effective in dynamic and high pressure environments.

  • Basic knowledge of Portuguese is preferred.

Work Environment/Travel:

  • The position requires ability and willingness to travel domestically and internationally up to 40% of the time.

  • HEAT Training, or equivalent security training.

People & Culture (HR) Manager - SAFCER Response, Mozambique


On 14 March 2019, Tropical Cyclone Idai made landfall near Mozambique Beira City, leaving devastating loss of life and large-scale destruction of assets and infrastructure in its wake. In the following days, some entire villages were submerged as flood waters rose across the central region of the country in the provinces of Sofala, Zambezia, and Manica. An estimated 1.85 million people have been affected by the cyclone and the subsequent floods within the three provinces. World Vision has established an Emergency Management Structure based in Beira (Sofala Province) for the Mozambique response in order to effectively coordinate efforts across multiple levels of the organization and through the

UN Cluster system.

The People & Culture (HR) Manager oversees the Human Resource department. The function will assure timely staffing of high performing capacities to the response. Relate with International staffing, Surge Capacity and Global Technical Resource Network to response to staffing needs as the Response progresses. Position assures long term employee relation and WV benefit and total reward policy are in place including P&C standards.

P&C Manager provides technical leadership and support to the Response Management structure in Human Resource Management. Provides support, counsel and overall analysis to the P&C department.

This position is part of the Southern Africa Flood & Cyclone Emergency Response (SAFCER) Response Senior Leadership Team.


Conduct P&C Assessment and Strategic Planning with key Stakeholders:

  • Conduct P&C assessment including P&C risks and National Office (NO) P&C capacity.

  • Consult internal stakeholders in developing P&C strategy – Regional Office (RO) P&C, NO P&C.

  • Consult with other INGOs to ensure good understanding of the environment, standardise practices and share resources.

  • Collaborate with NO and Regional P&C to define division of labour of P&C responsibilities.

  • Consult with all function leads to develop org charts, identify current and future staffing needs and develop work force plans.

  • Develop and implement P&C strategy; and P&C plans.

  • Ensure communication of P&C response activities to NO, RO & GC P&C and stakeholders.

Establish, Resource and Staff the P&C unit to meet Response needs:

  • Appoint P&C leader responsible for leadership, management and coordination of unit.

  • Determine P&C organisational structure and staffing plan.

  • Recruit and deploy P&C staff and plan for capacity development.

  • Ensure P&C staff handovers are conducted.

  • Develop P&C budget in coordination with Finance.

  • Plan for P&C transition/ integration.

Implement P&C Workforce Planning and Forecasting and develop appropriate Staffing Solutions (i.e. GTRN, ISS&D or National Hires) with the National and Regional P&C:

  • Develop and implement an international staff recruitment strategy with International Staffing Solucations & Diversity (ISS&D).

  • Develop and implement a national staff recruitment strategy with NO.

  • Facilitate function leads to prepare/adapt JDs or TORs in an appropriate language, which include all responsibilities to meet performance objectives.

  • Use screening questionnaires and selection criteria in recruitment processes and document the process and justification for decisions.

  • Prepare roster of staff and share with key internal stakeholders on a regular basis.

  • Coordinate with Administration, ISS&D and Global Technical Resource Network (GTRN) to ensure staff have the required travel and employment documentation (i.e. visas, work permits).

Develop and implement well defined Staff on-boarding and Exiting Procedures:

  • Provide international staff with country information and security brief prior to travel.

  • Develop and implement a national staff recruitment strategy with NO.

  • Facilitate function leads to prepare/adapt JDs or TORs in an appropriate language, which include all responsibilities to meet performance objectives.

  • Use screening questionnaires and selection criteria in recruitment processes and document the process and justification for decisions Coordinate with managers to ensure new staff receive a JD or TOR, are briefed on their role and provided

  • with required resources (i.e. computer, lotus notes access, etc).

  • Ensure/remind handover.

Establish and implement Performance Management System and Processes:

  • Coordinate with managers to ensure that seconded or deployed staff complete an end of deployment appraisal.

  • Plan, implement, support and monitor a performance management system which ensures that staff have performance plans inclusive of KPIs for learning.

  • Provide guidance and support to employees and managers in addressing unsatisfactory performance.

Coordinate Development and facilitate Implementation of Capacity Building Plans:

  • Coordinate identification of training needs with function leads.

  • Facilitate function leads and managers to plan for staff training and capacity building activities and incorporate these into a Response capacity building plan.

  • Ensure staff receive basic training on the Red Cross Code of Conduct and WV’s accountability principles.

Establish and implement Response P&C Policies, Procedures and Systems (including Recruitment) to ensure Response Objectives can be met:

  • Develop, document and consistently apply required policies (i.e. secondment polices, hardship policies, R&R, per diem policy, etc) specific to the context to meet response objectives.

  • Ensure that appropriate waivers & exceptions to policy, processes, salary scales are provided to ensure that competent staff are deployed to deliver response objectives.

  • Support RO/NO salary scales and grade level alignment (using HAY evaluation) to the extent that this does not slow down the rapid recruitment and retention of competent staff to meet response objectives Where no NO exists, work with RO/GC to benchmark with other agencies to develop a salary scale.

  • Ensure employment policies comply with local employment law.

  • Establish and implement P&C administration systems that ensure response is able to meet objectives and comply with audit requirements ( with appropriate waivers/exceptions).

  • Establish and implement procedures to ensure finance is provided with accurate payroll information each month.

  • Provide advice to response management on people issues with reference to the response context, adherence to local legislation, P&C practices and procedures.

Establish and implement Staff Well-Being and Engagement Mechanisms:

  • Ensure previous response P&C learning from Global Learning.

  • Facilitator are reviewed.

  • Encourage the incorporation of best practice and innovation in response P&C.

  • Ensure P&C has quality planning sessions to meet quality criteria of their TOR objectives.

  • Ensure achievement of all P&C quality criteria is monitored and reported monthly.

  • Ensure risks limiting achievement of objectives to quality criteria are reported & rapidly addressed.

  • Ensure mechanisms are established to identify, document, and share function Design and implement staff care function with support from the GC Staff Care team, which takes account of context specific occupational stress management issues and staff needs.

  • Facilitate managers to include R&R, compensation time and vacation into staff work plans.

  • Establish and communicate critical incident management processes ensuring that P&C staff are trained and participate in the crisis management team where appropriate.

  • Implement and/or support appropriate team building activities as context allows.

  • Establish and promote open and transparent communication channels and mechanisms for staff feedback to facilitate staff engagement lessons learned.

Meet WV minimum Quality Standards & Support Improvement, Reflection, Learning & Innovation:

  • Ensure previous response P&C learning from Global Learning Facilitator are reviewed.

  • Encourage the incorporation of GC best practice and innovation in response P&C.

  • Ensure P&C has quality planning sessions to meet quality criteria of their TOR objectives.

  • Ensure achievement of all P&C quality criteria is monitored and reported monthly.

  • Ensure risks limiting achievement of objectives to quality criteria are reported & rapidly addressed.

  • Ensure mechanisms are established to identify, document, and share function lessons learned.


  • University Degree in Human Resources or relevant discipline.

  • 5 years of experience in emergency response sector in human resources, administration.

  • Experience working in developing- or fragile economic countries.

  • Certified Peer supporter and CISM trained.

  • Strong interpersonal skills as positions provides strategic partnering consultancy and guidance to business unit leaders, managers, supervisors and employees in various human resource functions including employee and labor relations, HR policies and total rewards, performance management and talent management. Conflict management, problem solving, self-management (work life balance) during responses.

  • Team player and good communication skills.

  • Effective in written and verbal communication in English, knowledge of Portuguese preferred.

Preferred Skills, Knowledge and Experience:

  • Leadership skills and ability, strategic orientation.

  • Strong understanding of emergency response.

  • Experience in multi-cultural environment.

  • Able to work in a hard conditions.

  • Experience developing staff by assessing development needs, coaching and mentoring staff, and identifying, developing, and delivering training.

  • Ability to lead a geographically dispersed team.

  • Understands to keeps high confidentiality to business processes.

  • Has extensive experience with high sensitive personnel issues.

Work Environment/Travel:

  • The position requires ability and willingness to travel domestically and internationally up to 30% of the time.

Talent and Leadership Director, VisionFund International

*Preferred position locations: London, Kenya, Federal Way-WA, USA or Monrovia, USA where WVI is registered to operate.


The role provides a strong mix of strategic and operational experience to VisionFund’s dedicated global staff. Developing leaders, high-potential talent and a highly effective workforce across the Network will be key to the success of the VisionFund strategy and Our Promise. Reporting to Global People & Culture and Governance Director, this role, together with the VFI executives, and in alignment with World Vision Talent Management strategy and processes, will be responsible for building Talent and Leadership strategies that are purpose-driven, performance-oriented, and principles-led.

The role will lead the development of Vision Fund’s leadership academy and Talent Management strategy to ensure VisionFund has a strong leadership pipeline and is able to attract and retain highpotential leaders with the necessary development support. Talent and Leadership strategies will support both strategic and operational effectiveness, they will foster a collective agile and learning culture where high potentials are enabled to thrive.


Strategic and Operational Effectiveness:

  • Building a robust organizational leadership framework and core competencies scorecard to track and strengthen organizational capabilities.

  • Developing and maintain tools in order to align organizational needs and gaps.

  • Developing a talent strategy that identifies and cultivate a talent pool for the organisation of tomorrow organizational mindsets and behaviors.

  • Developing and collaborating with World Vision, VFI specific talent initiatives to foster succession planning and identify ‘high potential’ talent for longer term development planning.

  • Designing and implement an effective Talent Review processes to ensure VFI has the capability required to drive future strategic goals.

  • Forecasting future leadership needs and coordinating that with overall workforce planning.

  • Contribute to talent identification, leadership recruitment and selection.

Agile and Learning Culture:

  • Developing VisionFund’s leadership academy programme that fosters a high performing culture of excellence.

  • Influencing organisational culture and engagement by strengthening VisionFund’s brand and utilizing core competencies for staff and leaders.

  • Delivering on the diversity and inclusivity goals of organization to foster a learning culture, based on curiosity, engagement, insight and determination.

  • Developing and utilizing (already available) talent management and culture tools and practices that foster growth and collaboration between leaders.


  • Track record in designing and successfully implementing Talent Management and Review processes and resultant initiatives in complex international organizations.

  • Proven in the review of and establishment of leadership development frameworks across a ‘group’; functional and regional basis, building an ‘organizational way’ of leadership.

  • Strong expertise in learning and development and capacity development in complex organizational settings.

  • Senior HR executive with extensive experience in provide HR capability to senior executives, presidents/CEO’s and Boards.

  • Strong interpersonal and communication skills, especially at Executive level.

  • High service / customer orientation and commercial mind-set.

  • Strong Cross-Cultural Communication, Facilitation, Coaching and development skills across major cultural areas.

  • Understanding of business needs and drivers and ability to deliver value added solutions.

  • Bias for action and capacity to deliver efficiently and effectively. Capability in project managing multiple complex strategies across a complex organization and multiple geographies.

  • Clear and positive Christian faith commitment and capacity to provide leadership and guidance in this area.

  • University degree in HR, Business or related field. A relevant Master’s degree would be considered desirable, coupled with extensive senior and executive level HR management.

  • Innovative and problem-solving skills and capacity to deliver under pressure; pragmatism; persistence.

  • Relevant field experience and understanding of the wider context within which VFI operates.

  • Related Global HR certification desirable.

Work Environment/Travel:

  • The position requires ability and willingness to travel domestically and internationally up to 20 % of the time.

Director – Global Fleet Management

*Position location to be determined by home country of successful candidate in a jurisdiction (US state or country) where WVI is registered to operate.


World Vision is one of the world’s largest INGOs, with over 37,000 staff operating in nearly 100 countries. The organisation delivers humanitarian aid to populations in some of the most challenging and complex environments, transportation and fleet operations are critical to the delivering our programmes. World Vision has a diverse global fleet of well over 10,000 standard vehicles and an equal number of motorcycles, it also includes drilling rigs and water craft. The total fleet portfolio represents one of the largest asset groups in the organisation.

The ‘Director – Global Fleet Management (GFM)’ is the global leader responsible for developing and driving organizational fleet strategy and ensuring current industry practice is implemented in relation to the procurement, operation and disposal of World Visions fleet. The role holder will be expected to lead the GFM team in working collaboratively across the organisation to deliver agile and flexible ‘end to end’ transportation solutions for World Visions operations.

World Vision is committed to operating its global fleet resources safely, cost effectively and with a reduced environmental impact. The role has a particular focus on Fleet Safety, ensuring our drivers and vehicles operate safely in challenging contexts where our staff and vulnerable road users are at the greatest risk.


Fleet Strategy & Practice Development:

  • Lead the development and implementation of global fleet management strategies. Ensuring Global Fleet Management (GFM) practices are in alignment with WV Fleet, Procurement and Financial policies and internationally accepted current practice.

  • Collaborate with multiple stakeholders to ensure that the WV fleet strategy aligns with expected organisational outcomes and reflects the values and vison of WVI.

Strategic Fleet Management:

  • Provide leadership, operational guidance and support to the global fleet team (direct & matrix management). Ensuring GFM is providing end to end transport solutions as a trusted business partner to the wider organisation.

  • Develop Fleet Safety initiatives aimed at reducing harm to staff and vulnerable road users, with particular focus on fatal Road Traffic Accidents (RTAs).

  • Explore the development of road safety programme opportunities with donors & suppliers.

  • Drive continuous improvement and innovation in GFM frameworks. Develop quality assurance and performance metrics across fleet management systems and procedures.

  • Identify significant risks and organisational gaps in fleet current practice and develop appropriate mitigation plans to protect the fleet function. Ensure risks are communicated with Enterprise Risk Management (ERM).

  • Drive the development of adaptive, agile and dynamic fleet management solutions that focus on delivery at the ‘grass roots level’, employing appropriate change management techniques when required.

  • Develop technology solutions to monitor fleet assets, operational use and disposal.

Relationship Management:

  • Drive high standards and performance through setting clear direction and empowering and influencing others.

  • Regular liaison with senior Global Supply Chain (GSC) managers, Global Field Operations (GFO) regional & programme level managers.

  • Act as a strategic link for the promotion of sound fleet practice for National Offices, Regional Offices and Response operations.

  • Regularly liaise with the wider Fleet network on emerging issues and provide a conduit to escalate concerns to senior leaders.

  • Actively contribute to internal and external forums, working groups and networks related to fleet management.

  • Work closely with members of the Corporate Security team promoting mutual learning, support and accountability.

Capacity Building:

  • Develop appropriate workforce & succession planning that ensures the organisations ability to deliver transport solutions in fluid high risk environments.

  • Oversee the development and implementation of global capacity building plan for operational fleet management.

  • Engage with senior leaders to raise the awareness of fleet management protocols and practice.

  • Develop a professional culture of innovation, learning and mentoring. WVI should be seen as the ‘employer of choice’ for INGO fleet professionals.

Knowledge Management & Quality Assurance:

  • Promote alignment with WV Fleet Management Policy.

  • Drive the process of continuous learning on current international accepted practice in fleet management & analysis, identifying tools and processes that can be implemented into WV operations globally.

  • Encourage mutual learning on fleet management issues at a Regional and Global level.

  • Assist in the facilitation of and coordination of global fleet information sharing forum/network that promotes the embedding of sound fleet management practice into all layers of WV’s programmes.

  • Facilitate the documentation of best practice and contribute to the community of practice and centre of excellence.


  • Relevant Tertiary Qualification (Bachelor’s Degree or similar) in Logistics, Engineering, Supply Chain, or general Business Management.

  • Recognised Industry Qualification in Logistics, Engineering, Supply Chain (or Business Project Management experience).

  • Suitable transferable qualifications from Military, Government or Private Sector.

  • Significant senior management experience (8-10yrs) in Humanitarian Operations involving Fleet Management or Logistics would be considered.

  • Proven ability and experience (8-10yrs) in fleet management or logistics at a senior level across a large complex international organization, with strong change management experience.

  • Proven experience in Financial Cost Centre management.

  • Procurement, Supply Chain or Logistics experience.

  • Understanding of Humanitarian operations.

  • Proven experience in managing coaching and developing staff.

Preferred Skills, Knowledge and Experience:

  • Recognised Logistics, Engineering, Supply Chain Qualification (or Business Project Management experience).

  • Experience in fleet management optimization and sound understanding of the transport industry.

  • Previous experience in contract negotiation and supply arrangements with vehicle suppliers.

  • Experience in fleet management/operations within the Humanitarian sector.

  • Proven people leader with the ability to influence widely across a diverse organisation.

  • Previous experience in managing complex cost centers with Business analysis skills.

  • Proven business acumen and political savvy, must know how to get things done through formal and informal channels.

  • Skillful communicator with advanced influencing skills that can transcend boundaries and work effectively across all levels of a complex organization.

  • Ability to operate effectively and responsively in a fast changing, ambiguous environment and deal with high pressure situations calmly and with energy and resilience while managing multiple priorities and deadlines.

Work Environment/Travel:

  • The position requires ability and willingness to travel internationally up to 35% of the time to potentially high risk operational areas.

  • Flexibility in work hours is expected.

Child Protection Case Management Specialist


This position is responsible for strengthening the quality of Word Vision International-SAFCER Child Protection in Emergency Programme including child protection case management, guidance to ensure appropriate and safe alternative care arrangements for unaccompanied and separated children, and ensuring their referral to other necessary services in resettlement and local communities affected by cyclone Idai. S/he will be responsible for the building the capacity of child protection team in implementing timely, quality and appropriate gender and age sensitive case management interventions for the vulnerable children affected by cyclone Idai leaving in resettlement sites and surrounding communities and returnees. The Specialist will also play a lead role in external advocacy and coordination and as such is anticipated on behalf of World Vision International active participation to the sub cluster interagency various initiatives and advocacy including co-chairing of working groups or task forces.



  • Provide leadership :the CP case management specialist will provide technical guidance to Program team for the development of quality integrated proposals, case management and child protection proposals that meet both child protection minimum standards in humanitarian action and donors’ requirement.

  • Develop internal guideline to support quality CP multi sector response, CP mainstreaming and integration based on CP minimum standards (CPMS) in collaboration with other sector leads for better positioning and programming.

Technical Expertise & Organizational Learning:

  • Provide technical and strategic quality implementation of child protection case management and this includes staff and local system capacity assessment, development of annual case management /alternative care and lead support Inter-Agency Case Management Training.

  • Lead and deliver high quality case management training initiatives for staff , local partners and Social welfare personnel at district level in alignment with inter agency guideline on case management, unaccompanied and separated children and alternative care in emergencies.

  • Coach, mentor and provide direct supervision to a growing team of case management team leaders and CP officers to implement timely, quality and appropriate case work and enable them to confidently provide high quality supervision to case workers.

  • Lead implementation of strategic inter agency CP guideline and approaches in line with the national government long term programming context and funding environment of response countries to ensure programme relevance.

  • Support government at district, provincial and national level and WV NO to integrate Emergencies guidelines in their existing CP and particularly case management and alternative care policies.

  • Develop and establish safeguarding internal data management protocol that align with CP internal and interagency standards and in particular to case management ( this includes communication: video shooting, photos publishing , stories).

  • Work closely with MEAL to ensure programme effectiveness: monitoring of planned activity and measuring impact for evidence based timely alignment and adjustment of CP interventions.

  • Facilitate application of evidence-based lessons learned and best practices in CP programming in particular in case management.

Resource Management:

  • In coordination with Grants and M&E team, ensure timely provision of implementation update to support compliance in producing the donor reports.

  • Facilitate support procurement ensure UNICEF and other CP projects ensure UNICEF and other CP projects spending are on track.

  • Coordinate hiring of staff with human resource and the procurement for UNICEF project materials and equipment to ensure timely and quality implementation.

  • Provide direct line management to a team of one case manager and 2 case management district team leaders and a growing team of 14 case workers who will all implement UNICEF project.

  • Provide technical guidance to other CP grants field coordinators who are supervising child protection officers and caseworkers) Promote WVI policy on children and adult safeguarding within the CP team, partners.

Representation, Coordination and Advocacy:

  • Actively participate to interagency CP coordination led by government and CP sub- cluster as well as case management task force at provincial and district level.

  • Documentation: Take lead on advocacy and policy guidance based on learning and evidence based programming.

  • Liaise regularly with the field to ensure WV Mozambique work in close relationship with the government, NGOs and support their work.

  • Position WV Mozambique in CP coordination through active contribution to interagency initiatives including training and documentation.



  • University degree in Social work, anthology or psychology or equivalent.

  • Master degree in relevant field.

  • At least 3-5 years’ experience working of child protection in emergencies; particularly on case management, Best Interest Procedures, alternative care arrangement and child protection interagency Information management system.

  • Experience working with displaced people (internally or refugees or migrants and host communities and government).

  • Experience in coordination, technical assistance provision at the level of working group and task forces.

  • Good knowledge of and experience of child protection minimum standards in humanitarian work, interagency guideline on unaccompanied and separated children, alternative care in emergencies , psychosocial support and case management.

  • Proven capacity to train, coach staff and provide supportive supervision.

  • Effective team management at different levels and across locations and good understanding of humanitarian standards and architecture.

  • Experience in advocacy.

  • Excellent project design, monitoring, evaluation.

  • Ability to work under high pressure with great level of personal organization.

  • Excellent in use of computer.

  • Excellent English is required.

  • Portuguese is an advantage.


  • Critical and innovative thinking.

  • Experience working directly with, effective communication skills and interviewing technique with children.

  • Experience leading or being part of transition to CPMIS+

  • Previous experience managing grants.

  • Coordination with other INGOs and local NGOs.

  • Experience strengthening CPs systems in humanitarian action.

Work Environment:

  • Willingness to travel to the field and live in team house.

  • Flexible to work more than required hours.

  • Ability to comply with security and health advisory.

  • Non-family based.


*We have consolidated World Vision's Emergency Response Roster. If you have previously applied your information has been retained and is in our database; do not reapply.

*Answer all questions on the application to be considered for the Emergency Response Roster; country location to be determined based on response.

*If you do not meet minimum eligibility requirements, we invite you to support and help through prayer and donations.

World Vision’s Emergency Response Roster is comprised of highly experienced and vetted humanitarian aid professionals available for short term, medium term, and long term emergency response assignments with World Vision. This roster allows World Vision to more rapidly identify and hire for key positions in its humanitarian response offices.

If selected, eligible applicants will first be fully vetted and then approved for the Emergency Response Roster. As vacancies arise in our humanitarian offices, roster members will be considered for employment opportunities.

If you have the required experience and would like to work with us helping protect lives, restore dignity, and renew hope, we’d love to hear from you.

Minimum Eligibility Requirements for all Emergency Response Roster Positions:

  • 5+ years of cross cultural humanitarian emergency experience outside of your home country.

  • Minimum 2 years experience serving successfully in fragile or unstable environments.

  • Experience directly managing staff during humanitarian emergency responses.

  • Ability to work long hours in stressful environments with a variety of skilled professionals.

  • Demonstrated management of budgets in emergency response settings.

  • Willing to serve unaccompanied; most likely in a team house setting.

  • English proficiency; written and verbal.

  • Grant Acquisition Management experience in your personalized expertise.

  • Strong track record in developing good working relationships with governmental institutions and multilateral agencies.

Below are the World Vision Emergency Response Roster positions that are currently open and accepting applications. If a position matching your background and interests is not listed, we encourage you to check back often as a more appropriate roster position may be listed and accepting applications at that time.

When submitting your application to World Vision’s Emergency Response Roster, please indicate in your cover letter / application which roster position you would like to be considered for.

Director positions currently accepting applications (must have 5-7+ years’ in response leadership role):

  • Response Director

  • Operations Director

  • Programmes Strategy & Development Director

Manager/Specialist positions currently accepting applications (must have 5+ years’ related experience):

  • Communication and External Engagement Manager

  • Human Resources Manager

  • Support Services Manager

  • Finance Manager

  • Information Management Manager

  • Monitoring, Evaluation, Humanitarian Accountability & Learning (MEAL) Manager

  • Grant Acquisition and Management Manager

  • Cash Programming Manager/Specialist

  • Water, Sanitation and Hygiene (WASH) Manager/Specialist

  • Health Manager/Specialist

  • Mental Health and Psychosocial Support Manager/Specialist

  • Nutrition Manager/Specialist

  • Education in Emergencies Manager/Specialist

  • Livelihoods Manager/Specialist

  • Protection Manager/Specialist

  • Child Protection ManManager/Specialist