Product Operations & Customer Service Manager – LMMS

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

PURPOSE OF POSITION:

The Last Mile Mobile Solutions (LMMS) is a suite of innovative digital solutions for digital beneficiary registration/digital identity, distribution planning, reporting and management of both in-kind and cash distributions, and a growing set of solutions providing digital project monitoring, data analysis, and data visualisation. The LMMS programme is operated as a semi-autonomous, self-funded business unit within WVI’s Disaster Management Team. While managing the rollout and deployments of all the different LMMS solutions, this role is to also re-imagine the ‘customer support’ so customers are delighted, customer support is scalable, and customer support is broadened to focus on the people, processes, and organisational culture required for robust, predicative, and dynamic information management, not just technology. Annually, the projects using LMMS have a combined financial value of between $200-500 million USD and approximately 10 million beneficiaries.

KEY RESPONSIBILITIES:

Create and implement the Strategic Customer Support Experience:

Lead the reimagining and reorganisation of the LMMS client support department so that it is fit for the future. This includes:

  • Research ‘best in class’ customer service organisations in other industries to gather insights with can be applied in LMMS.

  • Reimagining ‘client support’ so that it is less dependent on people and therefore scalable.

  • Broadening customer support from a focus on technology to a focus on the people, processes, and organisational culture required for robust, predicative, and dynamic information management.

  • Leading change management processes at a ‘field’ level to influence how organisations responses are staffed and structured.

  • Influencing organisational design and changing mind-sets to ensure robust support of information management and cash based programming at scale.

  • Determine what metrics LMMS should be tracking and implement them (satisfaction, churn rate, efficiency, activity, etc.)

Managing the rollout and deployments of LMMS system:

  • Engage with Business Development team to transition software sale and pre-sales support into production deployment of the systems (ensure License, Maintenance and Service Level Agreements are in effect and valid).

  • Manager ID and server license assignment to clients to unlock software functionality

  • Manage and grow responsible staff assigned for deployment. This includes overseeing and ensuring the following is completed:

  • Liaising with technical deployment teams before, during and after deployment installations to ensure that the deployment practices have been completed correctly.

  • Ensure deployment team is adequately trained with all necessary skills and qualifications.

  • Creatively grow the roster of deployable LMMS technical specialists.

  • Organising and facilitating user trainings (user and technical trainings and/or Training of Trainers) for critical HEA operations including GRRT and RRRTs.

  • Coordinating and maximising the utilisation of LMMS resources, national office staff and LMMS technicians to support emergency deployment and external client deployment needs.

Fundraising and Sales:

  • Grow ‘repeat’ sales of LMMS - Ensure customer retention is a key result of the LMMS customer service experience.

  • Customers ‘promote/sell’ LMMS to other organisations.

  • Lead on proposal designs and content writing.

  • Lead on proposal development which secures new clients and significant growth.

  • Lead the design of innovative applications for LMMS based on user engagement and market knowledge with the aim of securing new clients.

High Level Technical Support (Level 3):

  • On call for Level 3 technical specialists emergency support needs for WVI and Partner LMMS user Agencies (Oxfam, Medair, etc).

  • Troubleshoots higher-level technical issues – verifying deficiencies in code and assisting in priority setting of discovered issues.

  • Supports WVI and external clients’ highest-level technical support personnel to redress issues and to ensure quality deployments of code and/or patches.

  • Provides documentation and training on new software releases as required.

  • Works with WVI Help Desk team to understand the application and to develop adequate procedures for triaging reported issues.

Manage & Oversee Database Configuration and Support for Clients:

  • Ad hoc requests from clients for database access and updates. (Write native SQL scripts and create binary files for their execution).

  • The creation of baseline database for clients.

  • Inspects client databases for integrity at Roaming Server and National levels as required.

  • Leverages Report Writer and scripting tools for ad-hoc report or query generation.

  • Supports amalgamated data storage facilities by working with IT on design of physical SQL databases and on implementing design plans.

KNOWLEDGE, SKILLS & ABILITIES:

Required:

  • Masters degree in User Design, Customer Support, Information Technology or Computer Science supplemented with an MBA is highly preferred. Or 5-7 years of a mixture of software exposure, customer support experience, and humanitarian/development design, monitoring, and/or accountability.

  • High ability to quickly ‘learn on the fly’ while having fun is mandatory.

  • Over 7 years of customer support experience in software, DME, or other forms preferred.

  • Software testing experience of mobile and web based software platforms and use of and experience with configuration of Application Servers in particular Apache TomCat preferred.

  • Direct experience with MySQL. Exposure to third-party SQL tools and/or alternative SQL databases preferred.

  • Previous use of the LMMS portfolio of solutions is preferred.

  • Humanitarian field experience with substantial exposure (3-5 years) to aid agencies’ beneficiary, commodity, cash and aid assistance business processes under chronic and rapid emergency contexts. Must have field emergency deployment experience.

  • Substantial experience (5+ years) in capacity building pertaining to software systems and in provision of technical support to software system users.

  • Must have experience that indicates strong client-service focus in capacity development and issue resolution (responsive to requests, professional interactions, troubleshooting).

  • Experience in requirements analysis and gathering from humanitarian agencies.

  • Comfortable with computer network administration (CISCO certifications preferred).

  • Use of SQL scripting.

  • Familiar with Java based applications and the Java development environment.

  • Additional exposure to different databases and their management (such as PostGres).

  • Project management certificate preferred.

  • Evidence of networking certificates (such as CISCO certifications) preferred.

Preferred:

  • Experience with Human Centred Design processes.

  • Customer service experience with a track record of delighting customers.

  • Ability to define problems, review data and draw valid conclusions.

  • Significant DME experience in humanitarian, especially fragile, contexts.

  • Attention to detail and capable of narrowing down technical issues by working with clients to isolate and confirm issues.

  • Ability to influence stakeholders.

  • Excellent interpersonal skills and great communicator.

  • Focus on quality of processes, methods and products.

  • Self-driven learning: Seeks out new architectures, techniques or tools for application development.

  • Demonstrates personal integrity and trustworthiness.

  • Understanding of key challenges for aid agencies in rolling out mobile and other digital platforms in remote areas.

Accounting Assistant- Hanoi

WORK CONTEXT / BACKGROUND:

World Vision is a Christian relief and development organization working to create lasting change in the lives of children, families and communities living in poverty. World Vision serves all people regardless of religion, race, ethnicity or gender. As a child-focused organization, World Vision’s (WV) work focuses on children, ensuring they are protected and their basic needs are met. WVV has a total income of around US$ 18,000,000 (FY18) with funding from 16 support countries in Europe, Asia, the Americas and Australia. Funding of WVV consists of sponsorship program funding (70%) and Private Non Sponsorship (PNS)/Grants (30%). World Vision International-Vietnam employs about 420 staff, of which 99% are Vietnamese nationals.

In 2018, World Vision Vietnam is implementing 37 Area Programs (APs) which operate in 5 zones: North 1 (Hoa Binh, Dien Bien), North 2 (Yen Bai, Tuyen Quang), North 3 (Hung Yen, Thanh Hoa, Hai Phong), Central (Quang Tri, Quang Nam, Danang) and South (Quang Ngai, Binh Thuan, Ho Chi Minh, DakNong). WVV’s APs focus within one administrative district of a province which usually populated by ethnic minority people with very high rates of poverty. A uniqueness of WVV’s AP approach and structure is that team members are based at district level where the AP is located, which enables them to work closely with government partners and communities on a daily basis. Beside the APs, WVV is also implementing different Special and Grant Projects to meet the specific needs of vulnerable children in both AP and non-AP areas.

Finance is a support function of WVV with the main responsibilities of maintaining and strengthening the accountability and stewardship over the financial resources being entrusted to the organization.

In addition to the requirement of professional and educational background, staff working for the Finance function are required to possess a strong characteristic of honesty and integrity, as well as the ability to arrange and work under high pressure to meet very strict deadlines of financial reports submission.

By working closely with the AP/Project staff and other support staff, Finance function assists the WVV Management in achieving the office objectives by provision of improved financial management, better compliance, better controls and procedures.

PURPOSE OF POSITION:

The position supports WV Vietnam to maintain high standards of financial stewardship not only at the National Office but also at the APs/Projects.

The main responsibilities include ensuring that all financial records comply with the WV Financial Policies and Procedures and meet audit requirements

ROLE DIMENSION/DESCRIPTION

End Results Expected

Time Spent

FIELD OFFICE ACCOUNTING FUNCTION

  • Provide Administrative financial services to the National Office to ensure compliance, quality, accuracy and consistency of work in all payments.

  • Process Daily payments, Prepare Cash Disbursement Vouchers, Deposit and Journal entries.

  • Process Data Entry on Sun systems is performed ensuring consistency and accuracy of transactions with WV standard chart of accounts and analysis codes.

  • Supporting schedules and financial reports are prepared accurately and timely in cooperation with the Finance Department on 10thof each month.

  • Petty cash is reviewed and cash count is conducted on a periodical basis.

  • The assets register is regularly updated and reconciled with the Sun systems data and assets are physical verified at least on an annual basis.

  • All outstanding advances and payables (more than 30 days) are tracked and reminded to the relevant staff or Finance Officer in a timely manner.

  • Settlement Advices are prepared and submitted on a timely basis.

80%

PROJECT ACCOUNTING AND SUPPORT

  • Ensure Training and/or accounting support is provided to the AP staff, including site visits to projects and APs.

  • AP staff are competent, able to produce accounting reports and reconciliations accurately and in timely manner.

  • Ensure Project Financial reports are reviewed, reconciled and are accurate.

15%

OTHER RESPONSIBILITIES

  • Establish filing system of key documents and maintain (in hard copy and soft copy) and in line with audit requirements

  • Maintain all financial and other records required for audit purposes, and provide assistance in regular auditing of the National Office or APs/Projects

  • Implement all necessary procedures relating to administration within Finance Department

  • Perform any other tasks that may be assigned by the supervisor from time to time

  • Ensure Learning a Proficiency in Sun systems.

5%

Knowledge, Skills, Abilities:

(The following knowledge, skills, and abilities may be acquired through a combination of formal schooling, self-education, prior experience, or on-the-job training.)

Education

  • Bachelors Degree in Accounting

Knowledge & Skills

  • Knowledge of accounting theory and financial statements and government tax requirements

  • Good interpersonal and communications skills;

  • Good English skills (both spoken and written);

  • Good computer skills

Experience

  • Experience in community development or with NGO.

  • Experience in bank reconciliation, journal preparation, general ledger, financial statements and government tax requirements.

World Vision Vietnam is a Christian non-government organization. Applicants having working experience in a similar kind of organization will be an advantage.

Our contact details are: People and Culture DepartmentWorld Vision International - VietnamAddress: 4th floor, the HEAC building, 14-16 Ham Long street, HanoiTel: 024. 39439920 (ext.118)

We give equal opportunity to every candidate, regardless of religion, race and gender.

A competitive salary, benefits and career development opportunity will be offered and commensurate with the experience, qualifications and responsibilities.

WVV AP Sponsorship Facilitator (Temporary) - Thuong Xuan

WORK CONTEXT / BACKGROUND:

WVV’s Area Development Programs focus within one administrative district of a province which usually populated by ethnic minority people with very high rates of poverty. APs are mainly funded by sponsorship funds, and are a phased approach to development, involving clear and consistent assessment, design, implementing, reporting, monitoring and evaluation and reflection phases. Each AP is tailored to the needs of a specific community in alignment with WVV’s strategic priorities. WVV works closely with district and commune local authorities and local partners to implement program activities.

Each AP usually has one AP manager, one Finance staff, one Sponsorship staff and 3 to 5 other staff who are in charge of Monitoring and Evaluation, Capacity Building, and sectoral projects such as Child Protection, Nutrition, Livelihood etc. A uniqueness of WVV’s AP approach and structure is that all AP team members are based at the district where the AP is located, which enables them to work closely with government partners and communities on a daily basis.

World Vision child sponsorship enhances the quality of World Vision’s transformation development and public awareness ministries by providing sponsors, children, and their families and communities with a service that allows sharing of other resources, hopes and experiences in a way that it can transform both. Child sponsorship provides the majority of resources for transformational development. Therefore, child sponsorship is a required core competency of World Vision.

Reflecting Christ’s love for children, World Vision child sponsorship creates a special relationship between children, their families and communities, and sponsors that contribute to the transformation of all toward the wholeness of life with dignity, justice, peace and hope.

PURPOSE OF POSITION:

To support WVV in building and enhancing Sponsorship Service Operations focusing on children’s well-being and the transformation of registered children, their families and communities and sponsors, through collaborating with local sponsorship volunteers network in planning and implementing activities of the Sponsorship Management Project in the designated AP working area.

To assist the AP Manager in facilitating and maintaining efficient and effective Sponsorship Service Operations, Sponsorship programming and Child Monitoring according to the Sponsorship standards.

ROLE DIMENSION/DESCRIPTION

End Results Expected

Time Spent

SPONSORSHIP SERVICE OPERATIONS

  • Monthly/quarterly/annual plans on Sponsorship Service Operations (SSO) are made and implemented under supervision of the AP Manager.

  • Good relations between sponsors and Registered Children (RC) are maintained through routine mailing communication between sponsors and RC.

  • Correspondences are checked for consistency and completeness as well as updated into Sponsorship Tracking Enhancement Program (STEP) and mailed out to sponsor (S_SPO) or National Office (NO) as required by the Sponsorship Standards.

  • Special mailings, i.e. New Year Card, Annual Progress Report, etc are processed in a timely manner in coordination with the Sponsorship volunteer network, progress is tracked in Step and products are mailed to sponsor/Support Officer (SO) as requirements

  • Sponsor’s visits are arranged and the visit reports are made in English.

  • Gift Notifications (GN), if applicable, are handled and the “Thank You” letters are translated into English and sent to sponsor/SO in a timely manner.

  • The Support Office/ Sponsor’s requests are processed in a timely manner in accordance with SSO policies.

  • Child data and other sponsorship documents (both electronic and hard copies) as well as their relevant back-up copies are maintained systematically in a safe place.

25%

SPONSORSHIP PROGRAMMING AND CHILD MONITORING

  • RC are selected as per the AP’s child selection criteria which is formulated with regards to the Sponsorship Standard, national and local context.

  • The planned number of RC which is agreed with the support office is maintained by timely processing new growth, replacement and reactivation.

  • Child Histories and Child Digital Images are processed and doubled-checked before entering into Step and sending to SO via weekly data files (diskettes) and CPI transfer.

  • RCs’ data are updated into Step in a timely manner and in accordance to the Child Sponsorship Standards.

  • Child Monitoring plan is made annually in consultation with SSO Cluster officer.

  • The Child Monitoring process is maintained in accordance to the CMS.

  • At least one home visit to each registered child per year is ensured by AP staff or sponsorship volunteers network or hamlet facilitators network;

  • The well-being status of RC is monitored, documented and reflected regularly in periodic reflections meetings of the ADP team in collaboration with other AP staff, the sponsorship volunteers network and hamlet facilitators network other AP staff;

  • Health, education and child protection of children in target areas of the AP are monitored and appropriate follow-up actions are taken as part of the programme’s interventions.

  • RC, their families and communities are intentionally included in the AP’s programming interventions, transformational development; their benefit, participation are tracked.

  • The presence and well-being related information of the RC is required to be updated into Step and a summarized report is to be submitted to AP manager/SSO Cluster officer after each CM cycle.

  • Weekly discrepancies are researched and resolved based on advices from SSO

  • System reconciliation is performed twice per fiscal year.

35%

COMMUNITY AWARENESS & TRAINING

  • The sponsorship volunteer network is established and managed at the target communes of the AP with close coordination between schools (teachers volunteers network) and community settings (hamlet facilitators network) at village and commune levels ;

  • Orientation and training are provided to sponsorship volunteers, hamlet facilitators and other related local partners;

  • Meetings with RC’s parents and community local people are conducted semi-annually at village/commune levels, in cooperation with the sponsorship volunteer network, hamlet facilitators to raise the awareness of WV’s sponsorship, update the AP’s programming interventions, their progress and accomplishments in community;

  • The sponsorship orientation materials (adapted with local context as possible) are distributed to all RC’s parents and non-RC’s parents;

  • In collaboration with other AP team members, sponsorship network and National Communicator(s), stories about RC and their families documenting significant changes in their life, achievements, best practices and learning experiences are compiled for WV publications and shared within the Partnership.

  • In collaboration with SSO Cluster Support Staff in NO, contextualized new initiatives introduced by the Partnership Office are implemented in an effective and timely manner.

25%

COMMUNE IN CHARGE

  • The commune PMB is appropriately set up.

  • Quarterly, semi and annual POA at commune level is prepared.

  • Monthly commune PMB meeting is organized with well-prepared agenda (covering (i) Progress against the commune action plan; (ii) Information required for monthly MIS; (iii) RC/Children well-being issues; (iv) Sponsorship performance; (v) Problems, concerns, and action/follow up plan, etc…).

  • Monthly commune PMB meeting minutes are recorded to report at ADP monthly meetings for reflection and follow up action.

  • VDB at village level is appropriately set up.

  • Quarterly, semi and annual POA at VDB level is prepared and implemented.

  • Assistance is provided to other Project Assistants in planning, implementing, monitoring and evaluation of other projects’ activities in the in-charge commune(s).

15%

REQUIREMENT:

Knowledge, Skills, Abilities:

(The following knowledge, skills, and abilities may be acquired through a combination of formal schooling, self-education, prior experience, or on-the-job training.)

Education

  • Bachelor’s Degree in any field

  • Essential

Knowledge & Skills

  • Conceptual understanding of and commitment to development work, especially Christian, child-focused, community-based development concepts, approaches and processes;

  • Demonstrated training and facilitation skills;

  • Good time management and organizational skills;

  • Good interpersonal and communications skills;

  • Fair English, especially email/letters writing skills;

  • Good computer skills in Word, Excel, Powerpoint and email;

  • Preferred

  • Essential

  • Essential

  • Essential

  • Essential

  • Essential

Experience

  • Experience in community development or with NGO.

  • Experience in capacity building for local stakeholders/partners.

  • Preferred

  • Preferred

Work Environment

  • Work in a team environment with great diversity

  • 50% time of field visits is expected

Project Officer – Tackling Modern Slavery Programme in Vietnam

WORK CONTEXT / BACKGROUND:

World Vision is a Christian relief and development organisation working to create lasting change in the lives of children, families and communities living in poverty. World Vision serves all people regardless of religion, race, ethnicity or gender. As a child-focused organization, WV’s work focuses on children, ensuring they are protected and their basic needs are met. WVV has a total income of around US$ 18,000,000 (FY18) with funding from 13 support countries in Europe, Asia, the Americas and Australia. Funding of WVV consists of sponsorship program funding (70%) and PNS/grants (30%). WVV employs about 420 staff, of which 99% are Vietnamese nationals.

Currently, World Vision Vietnam is implementing 37 Area Programmes (APs) which operate in 5 zones: North: Hoa Binh - Dien Bien, Yen Bai – Tuyen Quang, Thanh Hoa - Hung Yen - Hai Phong, Central: Quang Tri - Quang Nam – Danang) and South (Quang Ngai - Binh Thuan – DakNong - Ho Chi Minh). WVV’s APs work with government partners and communities on a daily basis. Beside the APs, WVV is also implementing different Special and Grant Projects to meet the specific needs of vulnerable children in both AP and non-AP areas.

TMSV’s Project Goal: This project will tackle Modern Slavery from Vietnam through harnessing the capacities of IOM, World Vision and British Council to implement a coordinated series of interventions that specifically align with existing work in Vietnam, and United Kingdom Official Development Assistance requirements in five target provinces: NghAn (Yên Thành; Din Châu); Hi Phòng (Hi Phòng city; Thy Nguyên); Qung Bình: (Đng Hi, BTrch); Hà Tĩnh (Can Lc; Nghi Xuân); and Qung Ninh (HLong city). This will be achieved by seeking change on the following impacts:

Impact area 1: will be achieved through first establishing the key factors that contribute to vulnerability before engaging the necessary government and non-government actors to raise awareness and change behaviour, including by promoting meaningful livelihood alternatives.

Impact area 2: vulnerable populations will be empowered through improved coordination, delivery and understanding of justice and social support services. Strategies for prosecution and sentencing will also be developed, whilst effective coordination among justice sector institutions will be achieved through promoting provincial level coordination mechanisms, including increased functionality of the national trafficking database.

Impact area 3: addresses this by building the capacity of key stakeholders involved in victim identification in Vietnam and the UK ensuring at-risk individuals are identified early and correctly, and victims are supported adequately, and with dignity. Rehabilitation and reintegration assistance therefore, will contribute significantly to reducing vulnerability to human trafficking, modern slavery and poverty.

WVV will be responsible to implement the activities related to the impact area 3. WVV will recruit one project manager, two Project officers and one Bookkeeper to implement the designated project component.

PURPOSE OF POSITION:

To assist the Project manager in achieving the goal, outcomes, and outputs of TMSV project design document and its logical framework for IMPACT AREA 3: Supporting the rehabilitation and reintegration of victims of trafficking through the identification, protection, support and successful reintegration of VoTs (Victims of Trafficking) / PVoTs (Potential Victims of Trafficking) within the target states.

Specifically, work with relevant stakeholders to ensure that:

  • Improved identification of PVoT cases including by liaising with authorities abroad, particularly from the UK, to meet and support returning victims and supporting victims to apply for recognition of victim status from the Vietnamese Government.

  • PVoTs and VoTs, including girls, boys, women and men, supported with a long-term tailored comprehensive package.

  • Identify areas of learning and continuously improve ways to safeguard vulnerable children and adults, including by ensuring VoTs / PVoTs are not re-victimised through processes or services delivered.

KEY RESPONSIBILITIES

  • Planning

- Assistance is provided to the Project Manager with technical support from TP child protection Manager to develop Plan of Action at grassroots levels, ensuring the integration between anti-trafficking and other projects.

- Problems and alternative solutions as well as opportunities for partnership are identified by participating in community needs assessments including stakeholder analysis and situation analysis in collaboration with other AP team members.

- Potential stakeholders and resources are identified for partnerships/ project implementation in the target locations.

  • Project Activities Implementation, Monitoring and Reporting

- Assistance is provided to partners in providing rehabilitation and reintegration of victims of trafficking through the identification, protection, support and successful reintegration.

- Support is provided to each client and the progress of his/her reintegration is tracked in cooperation with government counterparts.

- Meetings with volunteers, case workers and Project Management Boards (PMB) for reflection and case management review are organized monthly or when needed.

- Appropriate expenditures/utilization of funds are ensured

- Partnership with appropriate stakeholders is established

- Project activities at the field level are monitored to ensure the project goal and outcomes are achieved

- Information about project activities is gathered and documented regularly.

- Act as a contact person of the AP for routine issues concerning anti-trafficking project

- Attend reflection meetings at AP and anti-trafficking meetings at national level

- Assistance is provided to the project Manager and local partners in project design, implementation, monitoring and reflection

- Project activities are implemented in integration with the other projects at the field

- Project reports are developed in good quality and delivered on time

- Ensure anti-trafficking related document at field are filed for references

- Follow strictly WVV finance procedures and guidelines

- Contribution is made to project baseline survey, assessment, final evaluation, or other social surveys

  • Capacity Building

- Volunteers and caseworkers are trained on facilitation and program skills.

- Work with consultants to provide capacity building and follow-up for local partners on rescuing victims

- Assistance is provided to capacity building for caseworkers and government counterparts who will carry out child protection activities at grassroots levels

Documentation

- Contribution is made to project good practices, lesson learnt and MSCs and other documentations upon request

JOB REQUIREMENTS:

  • Knowledge & Skills

- Conceptual understanding of and commitment to development work, especially Christian, child-focused, community-based development concepts, approaches and processes;

- Community mobilization skills, including networking/coordination among different local partners;

- Demonstrated training and group facilitation skills;

- Case management skills;

- Good time management and organizational skills;

- Good interpersonal and communications skills;

- Fair English, especially report writing and reading skills;

- Good computer skills in Word, Excel, Power point and email;

  • Experience

- 1-2 years of relevant work experience.

- Experience in INGO-funded project planning and implementation.

World Vision Vietnam is a Christian non-government organization. Applicants having working experience in a similar kind of organization will be an advantage.

Our contact details are: People and Culture Department- World Vision International Vietnam- Address: 4th floor, the HEAC building, 14-16 Ham Long street, Hanoi, Tel: 024. 39439920

We give equal opportunity to every candidate, regardless of religion, race and gender.

A competitive salary, benefits and career development opportunity will be offered and commensurate with the experience, qualifications and responsibilities.

World Vision is a Christian humanitarian organization which works to improve the quality of life of people, especially children, who are marginalized and living in poverty regardless of religion, race and gender.

Project Manager – Tackling Modern Slavery Programme in Vietnam

WORK CONTEXT / BACKGROUND:

World Vision is a Christian relief and development organisation working to create lasting change in the lives of children, families and communities living in poverty. World Vision serves all people regardless of religion, race, ethnicity or gender. As a child-focused organization, WV’s work focuses on children, ensuring they are protected and their basic needs are met. WVV has a total income of around US$ 18,000,000 (FY18) with funding from 13 support countries in Europe, Asia, the Americas and Australia. Funding of WVV consists of sponsorship program funding (70%) and PNS/grants (30%). WVV employs about 420 staff, of which 99% are Vietnamese nationals.

Currently, World Vision Vietnam is implementing 37 Area Programmes (APs) which operate in 5 zones: North: Hoa Binh - Dien Bien, Yen Bai – Tuyen Quang, Thanh Hoa - Hung Yen - Hai Phong, Central: Quang Tri - Quang Nam – Danang) and South (Quang Ngai - Binh Thuan – DakNong - Ho Chi Minh). WVV’s APs work with government partners and communities on a daily basis. Beside the APs, WVV is also implementing different Special and Grant Projects to meet the specific needs of vulnerable children in both AP and non-AP areas.

TMSV’s Project Goal: This project will tackle Modern Slavery from Vietnam through harnessing the capacities of IOM, World Vision and British Council to implement a coordinated series of interventions that specifically align with existing work in Vietnam, and United Kingdom Official Development Assistance requirements in five target provinces: NghAn (Yên Thành; Din Châu); Hi Phòng (Hi Phòng city; Thy Nguyên); Qung Bình: (Đng Hi, BTrch); Hà Tĩnh (Can Lc; Nghi Xuân); and Qung Ninh (HLong city). This will be achieved by seeking change on the following impacts:

Impact area 1: will be achieved through first establishing the key factors that contribute to vulnerability before engaging the necessary government and non-government actors to raise awareness and change behaviour, including by promoting meaningful livelihood alternatives.

Impact area 2: vulnerable populations will be empowered through improved coordination, delivery and understanding of justice and social support services. Strategies for prosecution and sentencing will also be developed, whilst effective coordination among justice sector institutions will be achieved through promoting provincial level coordination mechanisms, including increased functionality of the national trafficking database.

Impact area 3: addresses this by building the capacity of key stakeholders involved in victim identification in Vietnam and the UK ensuring at-risk individuals are identified early and correctly, and victims are supported adequately, and with dignity. Rehabilitation and reintegration assistance therefore, will contribute significantly to reducing vulnerability to human trafficking, modern slavery and poverty.

WVV will be responsible to implement the activities related to the impact area 3. WVV will recruit one project manager, two Project officers and one Bookkeeper to implement the designated project component.

PURPOSE OF POSITION:

To be responsible for achieving the goal, outcomes, and outputs of TMSV project design document and its logical framework for IMPACT AREA 3: Supporting the rehabilitation and reintegration of victims of trafficking through the identification, protection, support and successful reintegration of VoTs / PVoTs within the target states.

Specifically, lead the Project Team concerned and work with relevant stakeholders to ensure that:

  • Improved identification of PVoT cases including by liaising with authorities abroad, particularly from the UK, to meet and support returning victims and supporting victims to apply for recognition of victim status from the Vietnamese Government.

  • PVoTs and VoTs, including girls, boys, women and men, supported with a long-term tailored comprehensive package.

  • Identify areas of learning and continuously improve ways to safeguard vulnerable children and adults, including by ensuring VoTs / PVoTs are not re-victimised through processes or services delivered.

KEY RESPONSIBILITIES

  • Leadership/Management

- Leadership and management are provided to the Project Team in planning, implementing, and monitoring TMSV outputs and activities as described in the project design and logframe.

- Semi-annual and year–end performance reviews/management are undertaken.

- Team members are developed into effective anti trafficking professionals to ensure the team is capable of carrying out quality work.

- Work closely with target locations and related stakeholders during the implementation of TMSV.

- Assistance is provided in analyzing and planning for appropriate staffing levels and developing job descriptions for team members and support staff.

- Lessons learned from other anti-trafficking projects are obtained and utilized.

- Serve as a resource for disseminating knowledge and skills to WVV, other WV entities and other agencies.

- Seamless integration of TMSV activities into existing WVV AP where applicable.

Co-ordination and Relationship - Effective working relationships with National and Provincial officials and relevant Government of Vietnam ministries are built and nurtured.

- Represent WVV in external meetings and act as the contact person with relevant government officials.

- Effective working relationships with IOM and British Council are built and nurtured.

- Effective links with the wider target community is built in order to raise awareness of WVV’s philosophy and approach to development in general and to TMSV measures in particular and foster the ownership and participation of the community in TMSV activities.

- Coordination is fostered and duplication of effort is avoided in the TMSV target areas by interacting with other NGO’s, United Nations agencies, and Government/Mass Organizations.

- Serve as a bridge between TMSV staff, project partners, AP staff, and the Operations Director.

  • Monitoring and Evaluation

- Monitoring Tools for each TMSV output and outcome are developed.

- Semi-annual narrative progress reports are prepared for submission to donors.

- A mid-term project review and an end-of-project evaluation are planned and implemented.

- Lead the team to document best practices of the programme and share to others

  • Finance and Administration

- Financial policies and procedures are followed and the integrity of financial documents, procedures and reports is ensured by liaising with the Finance Department.

- Financial reports are monitored and used as management tools for evaluating Project progress.

- The Project office is organized and well maintained.

JOB REQUIREMENTS:

(The following knowledge, skills, and abilities may be acquired through a combination of formal schooling, self-education, prior experience, or on-the-job training.)

  • Education

- Bachelor degree

- Bachelor social science or related fields

  • Knowledge & Skills:

- Well-developed representation and negotiation skills.

- Strong influencing and cooperation building skills.

- Demonstrated ability to work with a minimum of supervision, exercise judgment, meet deadlines and work under pressure.

- Demonstrated leadership skills including coaching. Should be a manager with ability to facilitate, empower and enable self direction of teams.

- Project budget and management skills;

- Well-developed writing and oral communications skills in both English and Vietnamese.

- High-level computer skills.

  • Experience:

- At least 3 years relevant work experience including demonstrated capacity in program management.

- Experience in managing and supervising staff, with strong liaison and interpersonal and communication skills.

World Vision Vietnam is a Christian non-government organization. Applicants having working experience in a similar kind of organization will be an advantage.

Our contact details are: People and Culture DepartmentWorld Vision International - VietnamAddress: 4th floor, the HEAC building, 14-16 Ham Long street, Hanoi, Tel: 024. 39439920 (Nguyen Thi Minh Phuong)

We give equal opportunity to every candidate, regardless of religion, race and gender.

A competitive salary, benefits and career development opportunity will be offered and commensurate with the experience, qualifications and responsibilities.

World Vision is a Christian humanitarian organization which works to improve the quality of life of people, especially children, who are marginalized and living in poverty regardless of religion, race and gender.

WVV AP Manager - Muong Cha, Dien Bien

WORK CONTEXT / BACKGROUND:

World Vision is a Christian relief and development organisation working to create lasting change in the lives of children, families and communities living in poverty. World Vision serves all people regardless of religion, race, ethnicity or gender. As a child-focused organization, WV’s work focuses on children, ensuring they are protected and their basic needs are met. WVV has a total income of around US$ 18,000,000 (FY17) with funding from 14 support countries in Europe, Asia, the Americas and Australia. Funding of WVV consists of sponsorship program funding (70%) and PNS/grants (30%). WVV employs about 440 staff, of which 99% are Vietnamese nationals.

In alignment with the three ministry strategic objectives World Vision Vietnam implements three Technical Programs (TPs): Child Protection, Nutrition and Livelihoods. TPs are national level programmes implemented by World Vision in multiple geographic locations within a country, which are designed to ensure that WVV will achieve the highest impact for the well-being of children, in accordance with relevant Technical Approach and NO strategic objectives.

Currently, World Vision Vietnam is implementing 37 Area Development Programmes (ADPs) which operate in 5 zones: North (Hung Yen, Hoa Binh, Hai Phong and Dien Bien), Yen Bai – Tuyen Quang, Thanh Hoa, Central (Quang Tri, Quang Nam – Danang) and South (Quang Ngai, Binh Thuan, Ho Chi Minh, DakNong). From FY18, WVV adopts and implements the new operating model, therefore, the name of ADP will be changed to AP (Area Programme).

WVV’s APs usually focus within one administrative district of a province which populated by ethnic minority people with high rates of poverty. A uniqueness of WVV’s Development Program Approach (DPA) is that AP team members are based at district level where the AP is located, which enables them to work closely with government partners and communities on a daily basis. Beside the APs, WVV is also implementing different Special and Grant Projects to meet the specific needs of vulnerable children in both AP and non-AP areas.

Under each AP, there will be 6-8 staff, including one AP manager, one Sponsorship Facilitator, one Finance Officer/Bookkeeper, one AP Coordinator and 2-4 Development Facilitators (DFs) who are in charge of the management of all projects (assessment & planning, implementation, monitoring, evaluation and transition), and community engagement for the assigned communes/wards in their AP. For each zone (6-8 APs), there are 4 Zonal technical staff, including three Technical Program Officers (Nutrition, Child Protection, Livelihoods) and one Program Effectiveness Officer. DFs will be coached by the AP manager programmatically and the Zonal Officers technically. One of the strengths of this structure is to allow better integration of the program toward Child Well Being Outcomes.

PURPOSE OF POSITION:

To provide overall leadership and management to the area program in accordance with WVV’s strategic directions (e.g. National strategy, Technical Approaches, Technical Programs), policies (e.g. HR Manual,

Finance and Child Protection policies, ect.), standards (e.g. technical project models, Program Effectiveness, child sponsorship, child protection and child safe organization, Program Accountability Framework, etc.).

Role Dimensions

Role Descriptions

Time Spent

Leadership and People Management

  • Provide overall leadership to the AP team, including spiritual leadership

  • Work with PnC department to recruit and provide orientation for new staff

  • Supervise, coach, mentor, provide adequate feedback to AP staff to ensure their high performance toward the shared goals

  • Identify and address development needs of AP staff to ensure that they are well equipped with core and job-specific competencies to carry out quality work

  • Identify and address staffing issues in a timely and professional manner in working with PnC department

  • Promote ongoing reflection and learning culture among AP staff

  • Organize the AP office and facilitate a working environment of trust, mutual respect, and care among all staff

  • Build effective relationships with support office/donors; provide support office/donors with vital program information, documentation, stories and reports on a timely manner and get them involved in key events/milestones of the program

30%

Community Engagement and Sponsorship

  • Build effective working relationship with various development partners including PMB and technical departments at district and commune level

  • Network with external stakeholders (NGOs, CSO, local businesses, etc.) and create space for collaboration and partnership toward improved well-being of children, especially the most vulnerable

  • Raise awareness of local partners and community on WV’s Christian identity and values, child focused and community based development

  • Promote program accountability in accordance with PAF

  • Lead the AP planning process as well as the annual community review & planning process

  • Promote shared monitoring and integrated reflection with local partners and community to review the progress and identify areas for improvements

  • Support communities and partners to develop and implement the community development plan/ initiatives (micro projects) including advocacy initiatives

  • Support communities and partners to develop and implement community-based disaster preparedness plans

  • Identify and mobilize community resources for joint advocacy activities at district level

  • Lead the documentation of best practices, lessons learnt, MSC stories and share with external and internal stakeholders for learning and advocacy purpose

  • Lead the process of MVC mapping and inclusion in the project activities

  • Lead child projection and inclusion as per Sponsorship standards and monitor participation and benefits of RC/MVC and their families

  • Lead the child monitoring as per sponsorship standards

  • Be accountable for the implementation of Sponsorship 2.0

  • Reinforce Sponsorship In Programming (SIP) Essentials

  • Facilitate the process of program approach towards sustainability

35%

Program Management

  • Lead the adaptation of TPs following the standard guidelines/ tools and complete all AP level documents (log-frame, ITT, MnE plan, narrative AP Plan)

  • Provide coaching and support to AP staff to implement TPs according to the approved AP plan and budget

  • Mobilize technical, human, financial resources to support the program

  • Lead the monitoring and reporting of indicators to ensure data accuracy

  • Implement the recommendations of CWB reports, evaluation reports, technical model review reports

  • Coordinate the participation of local partners and community in baseline survey and evaluation at AP level

  • Document evidences and disseminate WVV’s project models to external partner for replication and advocacy purpose

  • Prepare monitoring reports for the AP (monthly, semi-annual, annually)

  • Support AP staff to mainstream CCT into program activities

  • Lead the implementation of Horizon 3.0

  • Manage resources with integrity and stewardship, in compliance with WVV’s financial policies and procedures.

  • Coordinate procurement and strategic sourcing at AP level

  • Prepare concept notes and proposals for PNS calls

35%

REQUIREMENT:

Knowledge, Skills, Abilities:

(The following knowledge, skills, and abilities may be acquired through a combination of formal schooling, self-education, prior experience, or on-the-job training.)

Education

  • Bachelor degree in education, public health, community development, social work and/or business administration.

  • Master degree in similar fields

Knowledge & Skills

  • Conceptual understanding of and commitment to development work, especially Christian, child-focused, community-based development concepts, approaches and processes.

  • Basic knowledge and understanding of key aspects of development work; including health/nutrition, child protection, livelihoods and cross-cutting themes (e.g. gender, child participation, environment, disability), and integration of advocacy and disaster management in development programming.

  • Demonstrated leadership skills, including leading, building, and supporting a team with diverse roles and capacities.

  • Skills in facilitation of development processes, including organisation and mobilisation of communities and networking among different development partners.

  • Demonstrated capacity in program management, with conceptual understanding and required competency in DME functions.

  • Strong interpersonal skills and well-developed written and oral communications skills in Vietnamese and English, especially report writing skills.

  • Solid computer skills in Word, Excel, Powerpoint and email.

  • Ability to think critically and reflect.

Experience

  • At least 4 years work experience in community development.

  • Experience in program implementation, community mobilization and participatory approach would be an advantage.

  • Knowledge and experience in capacity building for local stakeholders/partners.

  • Experience in managing and supervising staff.

  • Experience of working with ethnic minorities.

Work Environment

  • Work with a minimum of supervision (the direct supervisor is based in the Regional or National Office).

Sr. Director, Faith & Development Field Support & Initiatives

*Position location to be determined by home country of successful candidate within a jurisdiction (country or U.S. State) where WVI is registered to operate.

PURPOSE OF POSITION:

The position ensures F&D support for programs across all contexts to deliver on OP2030. Specifically, the position provides overall strategic and management leadership in all F&D field facing support and initiatives in the areas of fragile context and disaster management, church partnerships and faith engagement, innovation and impact, and spiritual nurture of children ensuring pivotal and critical contribution to the well-being of children within the OP2030. Working together with the field facing team leads, ensure that well thought out strategies and plans in the field facing areas are delivered with the highest standard of excellence and contribution to the partnership. Provides thought leadership for learning, reflection, and innovation in the field facing areas for documentation, dissemination and use across the partnership.

KEY RESPONSIBILITIES:

Set F&D Strategic Direction and Priorities for Field Facing Support and Initiatives:

  • Within the context of the Partnership strategy drive role of F&D as a key contributor to holistic CWB in the areas of fragile context and disaster management initiative, church partnerships and faith engagement, innovation and impact, and spiritual nurture of children.

  • Work with relevant SDOs, NDs, , GC sector leads as well as F&D regional and national staff to implement GFOs OP2030 implementation plans, especially SI5Reflection action plans.

  • Support realisation of Partnership F&D projects (fragile context strategic initiative etc).

  • Support strategic church partnerships and faith engagement for CWB at local, national and regional level, innovation and impact, and spiritual nurture of children.

  • Work with and provide inputs to global technical sectors to ensure F&D integration in the development, mainstreaming, and strengthening of approaches, project models, policy and guidance, capacity building and learning resources related to fragile context and DM initiatives, church partnerships and faith engagement, innovation and impact, and spiritual nurture of children.

  • Lead in the discernment and development of biblical narrative, insights, and guidance related to fragile context and DM initiatives, church partnerships and faith engagement, innovation and impact, and spiritual nurture of children.

  • Support Programs across contexts to apply Partnership guidance related F&D (Spiritual root cause analysis in assessments, partnership with churches/FBOs in implementing Core Project Models, ensuring holistic ministry in grants, SNC in Sponsorship’s community engagement etc).

  • Develop and/or adapt policy and practical and actionable guidance for F&D in fragile context and DM, church partnerships and faith engagement, innovation and impact, and spiritual nurture of children (including collaboration to develop global minimum standards and M&E tools on these areas).

  • Ensures F&D learning and innovation in fragile context and DM, church partnerships and faith engagement, innovation and impact, and spiritual nurture of children. are documented and communicated.

Cross-sector F&D Integration:

  • Champion cross-sector collaboration for F&D integration in fragile context and DM, church partnerships and faith engagement, innovation and impact, and spiritual nurture of children.

  • Ensure F&D in fragile context and DM, church partnerships and faith engagement, innovation and impact, and spiritual nurture of children contexts is effective, agile, and fit for purpose, incorporating the best and innovative practices from internal and external to the organization.

  • Identifies, explores and acts on improvement opportunities in the above areas.

  • Support for Management, Coaching and Leadership Development:

  • Provide support to team members for continuous capacity building and leadership development.

Support for Overall F&D Direction, Policy, and Leadership Development:

  • Provide support to PL and other key stakeholders in partnership wide initiatives related to F&D policy, guidance, and protocols.

  • Provide support to PL in identifying potential staff for succession planning and set up a leadership development plan.

  • Provide support in reflection and learning on F&D issues both internally and externally.

KNOWLEDGE, SKILLS & ABILITIES:

Required:

  • Post graduate degree in a relevant field and/or 10 years work experience in a leadership role in humanitarian development industry.

  • In-depth understanding and work on children especially the most vulnerable in developing and preferably, fragile contexts.

  • In depth understanding and work with churches, faith based organizations and other faith groups.

  • Minimum 10 year experience in a leadership role in the humanitarian and development industry.

  • Broad experience and commitment in working with children.

  • Broad experience in relationship building and working with churches, faith based organizations and other faith groups.

  • Exposure to fragile context work.

Work Environment:

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

Director, Digital Donor Experience

*Preferred locations: London, Seattle, Toronto or Melbourne. Position location to be within a jurisdiction (country or US State) where WVI is registered to operate.

PURPOSE OF POSITION:

As an organisation we need to make a significant transition from being an extremely effective direct marketing organisation to being one led by a focus on donor engagement and transformation that creates vibrant and passionate communities of supporters globally who are strong advocates of World Vision and our mission. The Donor Experience Director will focus on this transition and specifically how we can create amazing experiences digitally that will transform our donor’s engagement with us and make them passionate advocates for our cause.

KEY RESPONSIBILITIES:

Global Influence at a Senior Level:

  • Work with Support Office Marketing Leaders and other Marketing & Resource Development leaders to develop compelling donor engagement strategies digitally.

Global Platforms and Architecture:

  • Ensure that our global digital investments and platforms are giving strong investment returns.

Capability Development:

  • Work with smaller offices to improve basic digital capabilities and donor analytics to improve fundraising.

Team Leadership:

  • Leadership across all Strategic Marketing initiatives.

KNOWLEDGE, SKILLS & ABILITIES:

Required:

  • Significant experience in leading change in a complex environment.

  • Strong digital background and experience of implementing winning consumer-facing digital solutions.

  • 10-15 years in marketing, fundraising or related role, including 5-7 years at a senior management level with demonstrable success in achieving growth.

  • Ideally minimum 5 years of experience leading a marketing function within one of the largest World Vision Support offices and / or Minimum 7 years of experience leading a marketing function within a global organization.

  • Master’s degree or equivalent in strategy or marketing.

  • The post-holder must have an active Christian faith.

  • An understanding of international development and an empathy for people living amid poverty or oppression.

  • The post-holder must have an active Christian faith.

  • Strong marketing and strategy skills with working knowledge of change management principles.

  • Exceptional interpersonal skills and able to win the confidence of a broad range of different stakeholders including leaders from a variety of cultural and professional backgrounds.

  • Demonstrated ability to guide, edit and assure clear, brief and compelling written and visual communications. Ability to synthesize complex concepts for a wide variety of audiences.

  • Experience of working in a global and multi-cultural environment.

  • Supportive and influential engagement with senior partners internally and externally, including leadership groups and peer directors.

Preferred:

  • Marketing strategy

  • Digital strategy

  • Understanding of marketing strategies, with the ability to develop strategic and tactical communications plans and outline the resources required to implement them.

  • Demonstrable experience of managing teams, and managing freelance and agency staff.

  • Experience of setting, implementing, monitoring and measuring marketing plans and ensuring delivery against agreed targets.

  • An understanding of international development and an empathy for people living amid poverty or oppression.

Work Environment:

  • The position requires ability and willingness to travel domestically and internationally up to 50% of the time.

WVV Procurement Officer (Ha Noi office )

WORK CONTEXT / BACKGROUND:

World Vision is a Christian relief and development organization working to create lasting change in the lives of children, families and communities living in poverty. World Vision serves all people regardless of religion, race, ethnicity or gender. As a child-focused organization, WVs work focuses on children, ensuring they are protected and their basic needs are met. WVV has a total income of around US$ 19,000,000 (FY18) with funding from 14 support countries in Europe, Asia, the Americas and Australia. Funding of WVV consists of sponsorship program funding (70%) and PNS/grants (30%). WVV employs about 440 staff, of which more than 99% are Vietnamese nationals.

In FY18, World Vision Vietnam is implementing 37 Area Programmes (APs) which operate in 5 zones: North (Hung Yen, Hoa Binh, Hai Phong and Dien Bien), Yen Bai – Tuyen Quang, Thanh Hoa, Centre (Quang Tri, Quang Nam – Danang) and South (Quang Ngai, Binh Thuan, Ho Chi Minh, DakNong). Usually, WVV’s APs focus within one administrative district of a province which populated by ethnic minority people with high rates of poverty. A uniqueness of WVV’s Development Program Approach (DPA) is that AP team members are based at district level where the AP is located, which enables them to work closely with government partners and communities on a daily basis. Beside the APs, WVV is also implementing different Private Non Sponsorship (PNS) and Grant Projects to meet the specific needs of vulnerable children in both AP and non-AP areas.

WVV has a representative office in Hanoi, which is the work-base of about 60 staff, the Administration unit also provides support to WVV staff across the country as required.

WVV receives funding from different 13 support offices and thousands of donors, sponsors worldwide. To maintain the relationship with these partners, WVV receives and facilitates hundreds of visitors annually to their funded project/programs activities to monitor and evaluate the impact of their support. Each trip being coordinated and facilitated effectively is the main responsibility of this position.

Position Description

To coordinate and monitor the implementation of Supply Chain Management (SCM) key focus areas and Regional/Global initiatives in Strategic Sourcing and Supplier Management; analyzing and interpreting trends and observations for management action; and engagement with relevant National Office staff and other stakeholders.

To manage the procurement process: developing and executing contractual agreements with suppliers through positive relations with supplier network, effective negotiations and management of contracts.

ROLE DIMENSION / DESCRIPTION

Time Spend

End Results Expected / KPIs

StrategicSourcing &Solicitation

60%

  • Lead category strategies, approaches and sourcing plans for the Categories under his / her responsibility

  • Conduct market assessments identifying suitable suppliers, market limitations, supplier power….For the categories & document

  • Get information regarding costing mechanism of the items and unbundle the cost for better financial analysis

  • Develop and gather requirements / specifications from form Technical Experts

  • Developing or preparing bidding document based on the standard documents as per sourcing strategies.

  • Manage implementation of consistent and effective strategic sourcing process (events)

  • Plan strategies for and lead negotiations with suppliers

  • Preparation of Bid Analysis Documents for Purchasing Committee reviews an approval.

  • Make sure all necessary correspondence (documents, mails, approvals…are properly achieved (attached to the system).

Contract Management

10%

  • Ensure approved standard agreement formats are used and any changes to the terms & conditions needs to be verified with legal and RSCM through HoD

  • Monitor financial health of key suppliers and alert management of potential threats to key supplier viability.

  • Use contractual terms and conditions that are required during order request and processing for the purchase of goods, work and services.

  • Support to developing and nurturing relationships with key suppliers.

Tracking and Reporting

10%

  • Create monthly quality and delivery metrics and reports for suppliers to ensure they meet agreed upon standards

  • Monitor & report supplier performance.

  • Track and report on the agreed deliverables to the HoD.

Procurement Planning

5%

  • Develop Item catalogues for the assigned categories enabling accurate procurement planning.

  • Train and facilitate the procurement planning process in the assigned projects / locations

  • Review the completeness and accuracy of the Plans and consolidate the Zonal /Cluster / AP Plans

    • Ensure grant requirements are understood and met in the planning process

Vendor Performance Management

10%

  • Support to Identify potential vendors and to manage suppliers to meet organizations needs;

  • Support to manage the supplier base, pre-qualification criteria and selection process. Identify and pre-qualify supply alternatives. Evaluate vendor responses and make finalists recommendations.

  • Coordinate with customers in reviews and assessments of suppliers.

  • Coordinate with suppliers in improving identified gaps / areas of improvements

  • Arrange Pre-Bid meeting with suppliers.

Professional&PersonalDevelopment

5%

  • Demonstrating an understandingofand commitment to World VisionsCoreValuesintheapproachto workand relationships;

  • Workand Lifebalance

  • Current careerplanthat isconsistent withWorld

  • Visionsstrategicgoal

Knowledge, Skills, Abilities:

Education

University graduate

Knowledge & Skills

Organizing, planning, analysing and problem solvingskills

Very good computer skills for analyse data, information consolidation and track measures (excel)

Understanding of the market trends and supplier network

Understanding of non-profit organizations

Experience

1-2 yearsexperience in procurement, including sourcing and purchasingin a similarly large agency in Vietnam context

Experience working with individuals and groups

World Vision Vietnam is a Christian non-government organization. Applicants having working experience in a similar kind of organization will be an advantage.

Our contact details are: Nguyen Dieu Trang - People and Culture DepartmentWorld Vision International - VietnamAddress: 4th floor, the HEAC building, 14-16 Ham Long street, HanoiTel: 024. 39439920 (ext.114)

We give equal opportunity to every candidate, regardless of religion, race and gender.

A competitive salary, benefits and career development opportunity will be offered and commensurate with the experience, qualifications and responsibilities.

WVV People and Culture Manager

WORK CONTEXT / BACKGROUND:

World Vision is a Christian relief and development organization working to create lasting change in the lives of children, families and communities living in poverty. World Vision serves all people regardless of religion, race, ethnicity or gender. As a child-focused organization, WV’s work focuses on children, ensuring they are protected and their basic needs are met. WVV has a total income of around US$ 19,000,000 (FY18) with funding from 14 support countries in Europe, Asia, the Americas and Australia. Funding of WVV consists of sponsorship program funding (70%) and PNS/grants (30%). WVV employs about 440 staff, of which 99% are Vietnamese nationals.

In 2018, World Vision Vietnam is implementing 37 Area Programmes (APs) which operate in 5 zones: North 1 (Hoa Binh, Dien Bien), North 2 (Yen Bai, Tuyen Quang), North 3 (Hung Yên, Thanh Hoa, Hai Phong), Central (Quang Tri, Quang Nam, Danang) and South (Quang Ngai, Binh Thuan, Ho Chi Minh, DakNong). WVV’s APs focus within one administrative district of a province which usually populated by ethnic minority people with very high rates of poverty. A uniqueness of WVV’s AP approach and structure is that team members are based at district level where the AP is located, which enables them to work closely with government partners and communities on a daily basis. Beside the APs, WVV is also implementing different Special and Grant Projects to meet the specific needs of vulnerable children in both AP and non-AP areas.

PURPOSE OF POSITION:

  • To undertake all P&C functions in the National Office (Hanoi office) including Recruitment, Employment/ Employee Relations, Performance Management, Learning and Development, Staff Care and Employee Engagement and P&C Information Management with minimum supervision and support from P&C Director

  • To add values to the PnC Strategic Functions including Organizational Development and Culture, Leadership Development and Succession Planning, HR Policies to ensure compliance with Partnership P&C standards and effectively support the implementation of LEADER Strategy and WVV’s national strategy.

  • To supervise one to two PnC Officers as assigned by PnC Director and support the PnC functions in the zones that are handled by these PnC Officers.

ROLE DIMENSION / DESCRIPTION

END RESULTS EXPECTED

TIME

  1. Recruitment

20%

  • Facilitate the multi-year and annual workforce planning to understand current and future staffing needs in alignment with strategic directions and operating plans, then define appropriate recruitment, retention and downsizing strategies.

  • Facilitate the standard recruitment processes (including reviewing JDs/TOR; advertising vacancies on different channels including social media and professional networks; screening; shortlisting; interviewing using competency based behavioral interviewing technique, preparing written test and organizing fieldtrip with job shadowing assignments; checking reference; proposing job offer and preparing employment contracts)in an effective, timely, fair and transparent manner to select qualified candidate for the job.

  • The average time to fill a vacancy meet the target of PnC team (less than 60 days).

  • No position is vacant for more than 90 days.

  • New hires stay with WVV for at least 24 months and perform at “Fully Competent” level.

  1. Employment/ Employee Relations

10%

  • Coordinate onboarding/ orientation process for new hires to equip them with understanding of WVV’s ethos, core values, approaches, policies, procedures, strategies and operations to perform their job.

  • Handle staff grievances and disciplinary action processes in consultation with the P&C Director and line managers following Vietnam Labor Law, HR policy of WVV and WV principles on Employee Relations.

  • Facilitate separation process in compliance with WV’s Policies, procedures and labor law.

  • Facilitate staffing changes (promotion, new appointment, relocation, additional responsibility, secondment, etc.) in consultation with relevant line manager and technical staff.

  • Update all staff changes in the assigned zone to relevant partners including Social Insurance Department, Personal Health and Accident Insurance Provider and Labor Management Agency in an accurate and timely manner.

  • Administer Personal Income Tax, insurance claims and other benefits (absences, health check-up, etc.) for staff in the assigned zone in compliance with relevant laws, regulations and HR policies

  • HR professionalism and high standards are perceived and felt by the staff and line managers.

  1. Performance Management

20%

  • Provide ongoing support to line managers and individual staff to implement the Partnering for Performance (WV’s performance management approach and process) for all staff.

This includes providing ongoing coaching and support to line managers and individual staff to ensure that performance and development goals are SMART, contributing to team objectives and WVV’s Strategic Implementation Plans.

  • Support the development of individual development plans in collaboration with line managers and employees.

  • Equip line managers with relevant skills to inspire high performance, support career development and address poor performance in a timely and professional manners.

  • Recognize staff for their additional efforts/ contribution and outstanding performance in a timely and appropriate manner.

  • Coach the supervised staff (PnC Officers) to set and implement clear and challenging performance and development objectives in alignment with PnC department objectives.

  • A performance culture is further strengthened, where high performance is recognized and poor performance is addressed in a timely and decisive manner.

  • Staff are provided with learning and development opportunities to fill their competency gaps and develop their career with WVV.

  • Performance and potential of direct reports are maximized

  1. Staff Care/ Employee Engagement

10%

  • In collaboration with line managers, create and maintain a conducive working environment where staff enjoy wellbeing as well as are highly motivated to make valuable contribution to the organization.

  • Support in strengthening WV’s Christian identity and values and improving employee engagement.

  • Administer the engagement survey (Our Voice Survey) to get feedback from staff on the organizational and staff wellbeing and coordinate follow-up actions to improve the result for the assigned zone.

  • Support line managers in change communication, strategy, identify Innovators and Early adaptors for change, motivating and implementing the change.

  • A well and engaged workforce which is committed to WV’s mission and values, willing to give extra efforts and embrace changes.

  1. PnC Information Management

10%

  • Record all employee information and recruitment processes on Our People in a timely and accurate manner.

  • Generate queries, analyses and use data on Our People to inform PnC related recommendations/ decisions.

  • Record all employee information properly in hard and soft copies, including personal documents, contracts and appendices, policies sign-off, performance and training records, etc.

  • Prepare P&C monthly reports, payroll and other updates in a timely and accurate manner.

  • Provide statistics of the assigned zone as required

  • Employee data on Our People are accurate and up-to-date to support other systems such as Horizon 3.0, GEMS, LDR approval, etc.

  • PnC statistics and analysis are available to inform decisions.

  • Records are in place to prove that all PnC processes/ procedures are transparent and in compliance with relevant policies and laws.

  1. Leadership Development and Succession Planning

20%

  • Assess and identify competency gaps against competency frameworks for key roles.

  • Provide coaching/ support and tools to line managers to conduct talent review, identify second liners for key roles, develop/ update their talent profiles, conduct career conversations and facilitate their career development

  • Support the PnC Director in developing and delivering learning and development activities that help close employees competency and skill gaps as identified in IDP and talent profiles.

  • Use all available resources (in house trainers, WVI regional office’s programs, WVI online learning, consultancy, etc.) using blended learning approach including Webinar, simulation, coaching, mentoring, etc. to support the development of leaders and potential successors.

  • Track learning application and evaluate the effectiveness and impact of learning and development activities/ activities to justify the ROI.

  • Bench strengths are in place. All line managers are well equipped and able to inpire high performance by his her leadership style and manage and lead the changes effectively

  • Potential successors are identified and developed for key roles.

  1. PnC Policies and legal matters

10%

  • Regularly track the legal changes including Labor Code and related laws (Insurance, PIT etc.) to propose appropriate revision for the HR policy for National Staff/ Micro Finance Branches and expatriate staff.

  • Focal person to get legal advice from the lawyers and support the team in handling employee relations cases in compliance with the law.

  • Support PnC Director in deploying innovative ways and resources to attract committed and competent candidates, develop bench strength and retain committed talents.

  • Updated and effective polices

  • ER cases are effectively handled

KNOWLEDGE, SKILLS, ABILITIES:

Education

  • - A bachelor degree in a relevant field.

- Degree in Human Resource Management

Knowledge & Skills

  • Good knowledge and understanding of HR functions such as recruitment, employee employment/relations, performance management, employee engagement, learning and development, etc.

  • Thorough understanding of Vietnamese labour law and practices

  • Good understanding about humanitarian industry, WVV’s operation and its programs.

  • Ability to champion the cause and concerns of the employees without compromising the values and resources of the organization.

  • Ability and skills to support the development of staff and leaders to meet and exceed the competencies required to achieve organizational goals and objectives.

  • Good interpersonal skills.

  • Good written and spoken communications skills in English and Vietnamese.

  • Well-organized work style including sound process management skills.

  • Demonstrated judgment and discernment skills, maturity and the ability to maintain strict confidentiality of staff and organizational records.

  • Ability to coach, mentor and manage staff’s performance

  • Willing to support the philosophy, purpose and values of WV in its work with the poor in Vietnam.

Experience

  • A minimum of 5 year’s relevant working experience.

World Vision Vietnam is a Christian non-government organization. Applicants having working experience in a similar kind of organization will be an advantage.

Our contact details are:

People and Culture Department – Ms. Nguyen Thi Thanh Hang

World Vision International - Vietnam

Address: No. 988 Ngo Quyen street, Son Tra District, Danang.

Tel: 0236. 3828 459 (Ext:21)

We give equal opportunity to every candidate, regardless of religion, race and gender.

A competitive salary, benefits and career development opportunity will be offered and commensurate with the experience, qualifications and responsibilities.

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