Diriger avec vision

Nous ne cherchons pas seulement des dirigeants expérimentés, nous prions pour les dirigeants qui aspirent à aider Vision Mondiale à apporter la transformation et la vie aux enfants les plus vulnérables du monde. Votre vision, notre vision?

Chief of Party, Early Childhood Education, Ethiopia

*Position is contingent upon funding and donor approval.

*Please submit your CV in English.

PURPOSE OF THE POSITION:

The purpose of the Chief of Party (CoP) position is to manage structure, coordinate and support the full USAID-funded Early Childhood Education activity in Ethiopia. The position holder is required to collaborate with the Ministry of Education and other critical partners to provide strategic and high-level support for effective capacity building at the local level and sustainability of the project interventions. The COP will oversee a team of experts and support staff, prepare reports and annual operating plans, align project initiatives with in-country priorities and ensure the program is compliant with USAID and World Vision Ethiopia regulations.

KEY RESPONSIBILITIES:

Project and Budget Management:

  • Manage proactive and responsive relationship with USAID in close collaboration with World Vision staff both in Ethiopia and in the U.S.

  • Direct and oversee grant implementation, ensuring that all strategic objectives are met through proper design, staffing, implementation, and quality assurance.

  • Establish a comprehensive understanding about major policy, strategy and program landscape of ECDE in the Country; identify, develop and undertake viable strategies for successful institutionalization and sustainability of ECDE.

  • Develop strategic plans, annual and quarterly work plans, and overall management of the program in line with USAID guidelines to achieve project objectives.

  • Ensure the development of strong M&E mechanisms, program monitoring tools and efficient systems to ensure high quality implementation.

  • Ensure the application of robust evidence and learning system to inform the implementation of the project.

  • Consistently look for more effective and efficient implementation methods and opportunities to increase impact in children with disabilities and disadvantages.

Collaboration with Associations and Organizations and Capacity Building:

  • Play an influencing role through forging strong partnership with major ECDE policy and strategy level actors in the country for enhanced outcomes of the project.

  • Provide policy and strategy level advisory assistance to MoE and other major ECDE actors.

  • Represent World Vision Ethiopia with partners and key stakeholders, maintain positive relationships with USAID, local ministries, and the country office team.

  • Liaise with local government officials, especially education officials, local communities, donor representatives and other stakeholders as appropriate.

  • Liaise with Ministry of Education, local government officials, local communities, donor representatives and other stakeholders as appropriate.

Grant Compliance:

  • The CoP will work closely with the awards manager to ensure that the project is implemented according to USAID polices and principles and that there are no disallowable expenses.

  • S/he will report any variance (budget or programmatic) on time to USAID after internal consultation.

  • Establish and maintain effective project reporting, evaluation, and communication systems.

  • Submit timely, accurate and professional reports that meet donor requirements.

  • Manage grant/project budget within approved spending levels and ensure project staff submit accurate and timely financial reports, forecasts, and burn rate analyses to donors and Support Office staff.

People Management:

  • Supervise a team of senior level international and national staff with ECDE technical skills.

  • Lead grant operations staff including finance, M&E, and communications.

  • Provide the necessary support to ensure that all technical and project personnel function within approved budgets and in accordance with USAID and WV regulations, policies, procedures, and guidelines. Promote staff integration and a good work environment.

Communication and Capacity Building:

  • Work closely with Communication and Strategy teams to develop and implement effective marketing and communication (both internal and external) that ensure knowledge capture and learning across the organisation.

  • Serve as focal point for USAID ECE project and actively participate in the required meetings/forums and others.

KNOWLEDGE, SKILLS AND ABILITIES:

  • Master's degree in education, especially with a focus on Early Childhood Development Education program or equivalent experience in Education program management.

  • Familiarity with USAID programs, their history and their development; mastery of USAID regulations governing such programs.

  • Demonstrated outstanding leadership, effective organizational development, partnership building, managerial, team building, and communications skills.

  • Proven ability to coordinate with other key stakeholders such as governmental and non-governmental organizations in Ethiopia.

  • Strong presentation and report writing skills.

  • Experience of leading large and diverse teams.

  • Experience in leading and managing large grants in a complex environment.

  • Experience as a CoP, “key personnel”, or senior expert advisor required.

  • Experience in managing sub grants and contracts under grants for complex projects.

  • Fluency in English.

  • 10+ years of extensive international development experience managing large grant-funded projects in developing countries.

  • At least 5 years managing large education projects.

  • 2+ years in senior roles.

  • Coaching and team building.

Preferred Skills, Knowledge and Experience:

  • Sound knowledge and experience of effective and proven experiences of coaching large teams.

  • Sound knowledge and experience of on Early Childhood Education program.

  • Sound knowledge of strategies and techniques to manage the effective implementation of USAID funded large grants.

  • Excellent relationship building skills including ability to engage and influence across all levels with key decision makers / executives of a variety of key external organisations.

  • Excellent communication and interpersonal skills and demonstrated ability to lead and work effectively in team.

  • Experience successfully building local capacity and local systems strengthening through programming.

  • English, required. Other local languages are preferable.

Work Environment/Travel:

  • Work environment: Office-based with some travel.

  • Travel: The position requires ability and willingness to travel domestically and internationally up to 25 % of the time.

  • On call: as required.

Operations Director

You will be required to produce a current (within 3 months) Original Police Clearance Certificate or waiting receipt during interview In case you are shortlisted

Reporting to : National Director

Provides Supervision to : 4 Regional Managers, Senior Manager Disaster Management Team, Senior Manager Sponsorship Operations, Project Director – IMARA Grant, Chief of Party – Tumikia Mtoto Project, National Grants Coordinators, Grants Compliance Manager

Job Grade : 18

Work Location : Nairobi

Purpose of the position:

The Operations Director is responsible for strategic leadership and results-based management of World Vision Kenya’s field operations, including line-management of all sponsorship funded programs, grants and PNS projects, technical programs, Disaster Management (including the Refugee Response), and Faith & Development initiatives.

To provide overall leadership to the operations team, fostering an enabling environment to support World Visions strategic priorities and imperatives. To develop and operationalize systems that promote integration and ensure timely, effective implementation of the programmes portfolio of projects in pursuit of Child Well-Being. To oversee the implementation of systems, infrastructure, and capacity building to address core security requirements and staff care. To spearhead external engagement in order to position the organization to sustain and grow and to influence and promote coordination with key stakeholders.

The position is accountable for the following:

  • To provide leadership, support and coordination to all operations in World Vision Kenya to ensure efficient and effective program implementation so as to meet the goals and objectives of World Vision and community partners, in alignment with the National Strategy.

  • To develop and lead a team of competent staff, with strong spiritual commitment, good professional skills, and excellent team leadership skills as they manage all operations of World Vision Kenya.

  • To ensure that the standards of representation, design quality, implementation, grant management, monitoring and reporting are such that World Vision Kenya is seen as a partner of choice for World Vision Support Offices and Donor Agencies in chosen sectors of intervention.

  • To ensure the integration of all projects and programs, such that a true holistic approach to transformational development is found in the design, implementation, monitoring & evaluation of the work of World Vision Kenya with communities and local partners.

In order to successfully do so, the Operations Director must be able to effectively communicate World Vision’s Christian ethos and demonstrate a quality of spiritual life that serves as an example to others.

Major Responsibilities:

Strategic Management (20%)

  • Stay abreast of, analyze and advise the National Director on trends in programming, operational, country and donor environments to facilitate strategic decision making and planning.

  • Provide leadership in the development, application and monitoring of strategies and plans, in alignment with WVK’s 5-year strategic plan and global “Our Promise” strategy framework.

  • Ensure all Operations departments, programs and projects reflect WVs Integrated Focus and Principle Level Choices, and support WV Ministry Objectives.

  • Ensure rolling multi-year growth plans for APs and other programs are maintained, taking the lead in negotiations with WV Support Offices.

  • Pursue strategically aligned and proactive resource acquisition in order to ensure program commitments can be fulfilled.

Program Quality & Integration (30%)

  • Build team unity through good collaboration. In particular build strong and trusting bridges between the Operations and Program Effectiveness & Impact.

  • Clear matrix relationships exist at National Office Operations Division and each Regional Office to promote strong collaboration, especially in implementation of Technical Programs.

  • Develop and manage systems that ensure all programs are incorporating quality designs and achieve outputs that make a significant difference in the communities where WVK works.

  • Ensure integration between projects and programs is made a priority at all levels within the Operations Division, and that the integration synergy is realized.

  • Ensure all projects and programs integrate child well-being outcomes (CWBOs) and make a measurable contribution to child well-being.

  • Ensure Project Managers are meeting the highest quality standards of grant management & compliance.

  • Support/manage innovations and new initiatives in order to improve program quality and impact (enabling organizational learning and reflection).

Financial Management/Grant Management (10%)

  • Ensure financial management aligns with donor commitment and compliance expectations.

  • Ensure all projects remain within budget, and also do not underspend more than 5%.

  • Oversee Operations Division compliance with the Field Financial Manual (FFM), including ensuring proper accounting systems and practice.

  • Ensure the provision of appropriate responses on all audit reports findings. Ensure that audit finding implementation plans are developed and effectively rolled-out.

  • Ensure fraud related investigation reports are taken very seriously, with appropriate resulting actions based on a “zero tolerance” philosophy.

  • Oversight of grant management unit, ensuring that effective finance management and accountability is applied to all grant funded projects.

Internal Coordination/Contribution to Overall WVK Management (10%)

  • Actively participate in the WVK Senior Leadership Team, board committees/main board meetings, and the Strategy Support Team (SST).

  • Ensure strong collaboration between the Operations and Program Effectiveness & Impact Divisions, as well as support functions such as Finance, Admin/Procurement, P&C, ICT, Communications and others.

  • Ensure effective liaison with Vision Fund Kenya (VFK) and actively manage the integration of VFK microfinance services with WVKs overall operations

  • Participate in VFK Board representing WVK

Team Leadership & Building a High Performance Team (15%)

  • Build cooperation, team spirit and a supportive, learning environment within the Operations Division

  • Ensure effective capacity building of Divisional staff (in line with 70/20/10 principles) in key programming areas (including LEAP3 and Technical Program requirements). In addition, actively work on leadership development through process of capacity building and coaching.

  • Actively participate in development of key positions (JDs/Performance Agreements) and ensure top class recruitment is undertaken. Seek to build Operations Divisional team comprised of top class actors performing at the highest level.

  • Facilitate an appropriate environment for the spiritual formation of staff, including the embracing of WVs Vision, Mission & Core Values.

  • Participate in and lead where appropriate devotional meetings, weekly chapel, annual Day of Prayer and other events.

External Stakeholders Relationship & Management (15%)

  • Support the National Director in representing WV to donors, line ministries, County Governments and partner organizations.

  • Ensure that the communications and representation of WVK with WV Support Offices, international donor organizations, and major donors from and by Operations staff is of the highest quality and transparency.

  • In coordination with the National Director, and programme staff, participate in national level coalitions on specific advocacy issues.

  • Network with external agencies (donor agencies, govt. departments, SOs, IOs, other NGOs, etc.) in order to effectively represent WVK.

  • Through oversight of grant management unit, proactively engage in donor relations. This will include addressing issues as they occur in order to retain donor confidence in WVK.

  • Encourage the full and appropriate external expression of WVs Christian identity.

Qualifications: Education/Knowledge/Technical Skills and Experience

The following may be acquired through a combination of formal or self-education, prior experience or on-the-job training:

  • Masters Degree in international development or relevant field such as social science, public health, or business administration

  • At least 10 years program management experience in an international development organization. and/or 8+ years of experience in emergency response, development programming, and/or fragile contexts

  • At least 3 years experience in a senior NGO leadership role in a developing country.

  • Previous experience working in Kenya/East Africa, and/or experience working in World Vision is preffred

  • Demonstrated experience in program or project design, implementation, monitoring, evaluation and report writing is preferred.

  • Has successfully initiated & implemented significant organizational change.

  • Experience in organizational representation with government, donor & IOs in order to strengthen relationships and nurture partnerships.

  • Familiarity with EU, USAID/OFDA, DFID, CIDA, SIDA, GAC, AusAID grant compliance and procedures

  • Must possess knowledge of humanitarian industry, including Sphere standards, HAP, NGO Code of Conduct, and Humanitarian Charter

  • Must possess experience in staff security, safety management, and staff care within a complex, insecure, and fragile environment

  • Proven leadership ability, with excellent judgment and decision-making

  • Demonstrated facilitation and collaboration skills

  • Excellent written and verbal communication skills. Fluency in English required.

  • Excellent relational skills, especially in a cross-cultural environment, and ability to work well with national and international staff

  • Ability to analyze and solve problems, innovate, persuade, network and negotiate.

  • Programming knowledge of a specific WV ministry sector is preferred.

  • Strong strategic and operational planning skills and ability to prioritize and handle multiple tasks.

  • Ability to work gracefully under pressure, while focusing on matters that are most important.

  • Able to work as part of a team as a positive contributor/ encourager.

  • Strong Christian commitment, spiritual maturity and discernment evidenced by life and character including active and regular fellowship with other Christians

Working Environment / Conditions:

  • Based in the National Office in Nairobi. Periodic in-country, regional and international travel is required (not to exceed 25% of the time).

  • Available to represent WVK at critical functions as required

Programme Director, WV Afghanistan

*Please submit your CV in English.

PURPOSE OF THE POSITION:

This is a full-time Programme Director position based in Herat, Afghanistan.

The purpose of the position is to:

  • Provide expertise to and oversight of all programme/project related activities and responsibilities within World Vision Afghanistan, and ensure these are carried out effectively.

  • Provide leadership to the programme to ensure it aligns with and moves forward the World Vision Afghanistan Country Strategy.

  • Coordinate and provide expertise for grants acquisition related activities.

  • Ensure the adoption, implementation and strategic reporting of Child Well-Being Outcomes and Targets.

  • Manage and support Programme Team staff and Sector Leads; assist and support Zonal.

Managers and Project Managers in order for them to understand, implement & report on partnership and donor mandated requirements, while ensuring that financial and non-financial components of the program are adhered to.

Provide support to and coordinate with MEAL team.

Ensure that strategy drives programming in World Vision Afghanistan ensuring projects contribute to new strategy.

KEY RESPONSIBILITIES:

Programme/ Project & Staff Management:

  • Manage programme team and technical sector leads, national and international, provide programming support to zonal and project managers; design and implement capacity building programs for program/project staff related to grant management.

  • Provide performance agreements, feedback, coaching and annual reviews to the staff in accordance with WVA performance management system.

  • Ensure zonal and project managers meet donor requirements and project targets are met during program implementation.

  • Ensure monthly grant expenditure tracking is being conducted, financial projections & reports are being reviewed, and any concerns are highlighted and acted upon as soon as they arise.

  • In consultation with programme officers and zonal / project managers, develop implementation approaches that enable all projects to achieve outputs and outcomes within prescribed timeframes and budgets.

  • Provide recommendations to the National Director for improved, streamlined and updated grant management systems at the department level.

  • Oversee field staff capacity building programs/trainings to ensure positive community involvement and participation is carried out in program implementation.

  • Ensure that proper community development practices and “Do No Harm” practices are incorporated and upheld throughout the planning and implementation of programming.

Program Development/ Project Design:

  • In coordination with the National Director and Operations Director develop strategic concepts and plans for program innovation and growth in alignment with the NO Strategy.

  • Ensure project proposals address community needs / include community participation, and are in alignment with WV Afghanistan strategic objectives and the Child Well-being Outcomes and Targets.

  • Ensure grants opportunities are communicated to other departments as required; planning conferences are conducted and high-quality concept papers and proposals are developed which meet World Vision and donor requirements.

  • Provide leadership, strategic direction and support to the team for developing and implementing excellent donor experience and acquisition of Ministry funds.

  • Spearhead portfolio growth, developing strategic relationships, operationalizing growth opportunities, and developing proposals in coordination with program, support services including security, finance, P&C and supply chain, MEAL and other key functional stakeholders.

Monitoring, Reporting and Evaluation:

  • Ensure that all program/project information needed for the Child Well-Being Report and other evidence based reporting is being collected throughout the year in a manner that provides for excellent demonstration of results and impact.

  • In coordination with the MEAL Manager and Protection & Gender sector lead, ensure each project design and budget includes a baseline study that will enable the formulation of evidence for reporting purposes.

  • Manage the overall reporting of donor funded projects, ensuring that reporting requirements are met and reports are submitted to Support Offices and donors on time and in high quality English.

  • Present monthly and as needed progress reports to the National Director.

  • Coordinate with and support the MEAL unit and Technical sector Leads in the planning and conduct of field assessments and technical evaluations of projects.

  • Ensure program documentation is retained/saved/filed on hard copy and on share drive for future reference as required.

Partnership and Collaboration:

  • Ensure effective and efficient collaboration between the Programmes Team and the support functions/departments within the NO.

  • Take responsibility for identifying potential implementation partners and ways to develop their capacity to become/remain partners of choice.

  • Ensure high quality relationships are developed and maintained with donors and WV Support Offices in all collaborative and partnership endeavours.

  • Ensure NO participation and contribution is being made to relevant inter-agency clusters and sector/technical working groups.

Representation and Networking:

  • Under the guidance of the National Director and in coordination with the Operations and Response, represent WV Afghanistan at appropriate UN, Donor and NGO meetings and forums.

KNOWLEDGE, SKILLS AND ABILITIES:

  • Master’s degree in a relevant field.

  • Advanced English language skills. (Ability to express ideas clearly and effectively, both in spoken and written English).

  • Strong understanding of the grants cycle.

  • Excellent analytical and problem-solving skills.

  • Familiarity with major donor funding requirements - USAID, EU, ECHO, DFID, GAC, DFAT, UN agencies, CERF, CBPF etc.

  • Knowledge of project design, proposal development, M&E systems design and management.

  • Understanding of Emergency response and integrated rural community development programming and processes.

  • Thorough knowledge of MS Office and Lotus Notes.

  • Strong capacity building and facilitation skills.

  • Cross-cultural sensitivity, flexible world view, emotional maturity and physical stamina.

  • Self-starter who can work independently under pressure and who has ability to manage work tasks without direct supervision.

  • Strong ability to work with and relate to diverse personality types, to practice relational and ideological tolerance, and to contribute to a positive organizational culture.

  • Strong team management skills so has to both develop, guide enlist cooperation from, and ensure optimum performance of supervisees.

  • Ability to maintain performance expectations and healthy social interactions in psychologically stressful environments and physical hardship conditions with limited resources.

  • Willing to travel as required.

  • Commitment to World Vision Core Values and Vision/Mission Statement.

  • Experience in grant acquisition/management; project design and proposal writing for international donor agencies.

  • Experience in integrated project design and monitoring and evaluation systems development.

Preferred:

  • Post-graduate university degree (Master’s/Ph.D.) in international development or relevant field.

  • Experience in program management; grants acquisition; project design and evidence development for international donor agencies.

  • Supervision within cross cultural contexts.

  • Minimum five (5) years of development and/or relief field experience –– or the equivalent in the headquarters/support office of a major NGO.

  • Experience in Emergency response and integrated program delivery and monitoring and evaluation.

  • Experience in a fragile context.

  • Experience in an Islamic context.

Work Environment/Travel:

  • Position is based in Herat, Afghanistan, with travel when required (local and international).

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

Director, Foreign Exchange and Risk

*Preferred position location: New York, NY. Other possible locations within the United States of America or Canada where WVI is registered to operate.

*Please submit your CV in English.

PURPOSE OF THE POSITION:

The Director, Foreign Exchange and Risk will oversee Global Treasury’s foreign exchange risk management function and support Partnership entities to manage other aspects of financial risk, including but not limited to yields, inflation and capital markets concerns. The leader of this critical business function will participate with Global Treasury management in senior-level finance meetings to identify the scope and breadth of global financial risk, coordinate multiple financial risk specialties to determine appropriate strategies to meet Partnership objectives, and oversee execution of such strategies. Coordinating such strategies represents a tremendous challenge given differences in structures, relationships and resources, but it will be critical nonetheless for the Director, Foreign Exchange and Risk to understand Partnership objectives enough to determine potential risk exposures and recommend (and coordinate) strategies for execution. Furthermore, they will represent the Partnership’s global financial risk function before banks and brokerages, ensuring the pricing and availability of financial risk products and services.

KEY RESPONSIBILITIES:

  • Educating and advising National Offices, WVI branches and other Partnership entities, including VisionFund, to understand the implications of foreign exchange risk on their businesses.

  • Determining planning rates to be used for budgeting and forecasting purposes, including foreign exchange rates, yields and inflation rates, as appropriate for each Partnership entity’s context.

  • Overseeing Global Treasury’s management of foreign exchange exposures through spot and forward hedging, including managing market orders and call levels where appropriate;

  • Managing Global Treasury’s counterparty risk, including ensuring counterparty credit facilities are sufficient for World Vision’s needs and maintaining a counterparty risk strategy (allocation due to capabilities based on credit risk exposure by duration).

  • Supporting Global Treasury’s continual process improvement efforts under the guidance of the Global Assistant Treasurer.

  • Overseeing board- and management-level reporting with regards to foreign exchange risk management performance; and

  • Supporting other financial risk concerns throughout the Partnership as appropriate.

KNOWLEDGE, SKILLS AND ABILITIES:

  • Minimum seven to ten years’ experience in financial risk management and risk-based trading, or (ii) master’s degree in finance or related, and three to five years’ experience in financial risk management and risk-based trading.

  • Demonstrated ability to utilize Bloomberg for financial and market analysis.

  • Advanced proficiency with Microsoft Excel, Word and PowerPoint.

  • Strong written and verbal communication skills, including both listening and speaking.

  • Interest in developing professional relationships (both internal and external to the Partnership), for the purpose of advancing the global financial risk management function.

  • Bachelor’s degree in finance or related field.

  • Understanding of portfolio management, including assessing potential investments considered for inclusion in Partnership portfolios, rebalancing existing portfolios according to agreed parameters, and determining appropriate strategies for the numerous investment climates in which the Partnership is present.

  • Experience assessing potential risk management strategies according to fundamental and technical considerations.

  • Experience in, or working knowledge of, asset/liability management.

  • Demonstrated ability to manage personnel, work with peers in a collaborative environment, and support senior management.

Preferred Skills, Knowledge and Experience:

  • Familiarity with Bloomberg, Kyriba, and other systems often utilized in corporate treasury environments.

  • CFA, CTP, CMT, or similar certification.

  • Master’s degree in finance or related field.

  • Ability to speak multiple languages and/or experience working overseas preferred.

  • Familiarity with a corporate treasury or corporate finance environment.

  • Experience reading legal agreements related to financial contracts and/or relationships (in particular, understanding key business terms and risks).

Work Environment/Travel:

  • The position requires ability and willingness to travel domestically and internationally up to 10% of the time.

People and Culture (HR) Director, WV South Sudan

*Please submit your CV in English.

PURPOSE OF POSITION:

As the People & Culture (P&C) Director, you will provide strategic leadership to World Vision South Sudan in people management & organizational development in order to optimize organizational performance, fulfill World Vision's mission, vision, and core values, and contribute to the measurable improvement of the well-being of vulnerable children and communities in South Sudan. You will provide leadership to ensure implementation of World Vision's P&C strategic priorities and key Initiatives.

KEY RESPONSIBILITIES:

Ensuring Strategy Development and Execution:

  • Provide guidance and input to the senior leadership team in the execution of the Field Office Strategy and business plans with Our Promise (‘Going Further’).

  • Develop and implement the People and Culture (P&C) business plan in support of and in alignment with country, regional and global strategic priorities.

  • Spearhead the monitoring and reporting of people & culture metrics related to talent acquisition, development, retention, performance management, employee engagement and organizational leadership.

  • Advise and support the Country Program Director (CD) and the Senior Leadership Team (SLT) in engagement on critical issues relating to attraction, development, deployment, retention and separation of staff.

  • Serve and contribute as a member of the Crisis Management Team to ensure safety and security of staff and serve as a member of the National Disaster Management Team.

Ensuring Staff Engagement and Well Being:

  • Maximize staff well-being to enable our staff to embrace the opportunities and challenges in meeting Our Promise. Contextualize, promote and support systems, services and programs for employee well-being.

  • Execute Our Voice survey and leverage the results to enhance Staff and Organisational Well-being. Together with the senior leadership, plan and drive measurable improvements in Organisational Leadership, Culture, Agility and

  • Effectiveness.

  • Strengthen the quality of Staff Care and Peer Support interventions.

  • Identify the organisational culture gaps and plan culture change Interventions to promote leadership and staff mindset & behaviour changes to deliver our promise to the most vulnerable children.

  • Design and execute compensation and benefits strategy, systems and processes in alignment to strategy 2030 that enables the organisation to attract right staff, stay competitive within the local labour market and promote staff retention in the most vulnerable areas.

Promoting Leadership Quality and Sustainability:

  • Build the capacity, depth and breadth of National Office and Projects leadership to meet the evolving leadership needs, to realize Our Promise and to enable transformational mindsets and behaviours.

  • Identify and nurture of globally, regionally and in-country mobile talents to support leadership and career development, succession planning and retention of high potential managers and leaders in fragile and conflict areas and to prepare a pipeline for future leadership for grants.

  • Design and spread head the capacity development of staff to prepare staff to work the required mindset and behaviours in most vulnerable areas.

  • Design and execute an orientation and on-boarding strategy that will enable staff to understand our promise, its implications on World Vision fragile context program and prepare with the right mindset and behaviours to address the needs of grants management.

Promoting Accountability and Performance Culture:

  • Maximize accountability for Organizational culture, agility, and effectiveness which drives high performance and realization of Our Promise.

  • Lead re-structuring processes before a major program growth, downsizing or pre-positioning for an emergency response.

  • Promote a culture of diversity and encourage spiritual development of Christian leaders, promote interfaith principles and values and oneness among Christian and staff of other faith.

  • Spearhead the performance management process, strengthen the quality of performance and promote career conversations in the office.

  • Review and contextualize global and regional P&C Policies to National office P&C policies for International assignees and national staff and ensure its alignment with Country labour laws.

Developing Capable and available Workforce:

  • Spearhead the acquisition and prepositioning of a diverse and talented workforce by work force planning for upcoming grants.

  • Ensure that the National Office recruitment policy, system and Processes are well established for acquiring right talents with required competencies, mindsets and behaviours required to realize Our Promise.

  • Ensure monitoring and reporting systems for national & International hires are effectively managed.

  • Promote gender and diversity and female leadership through right identification of talents at all levels.

Developing a Strategic and Professional People & Culture Team:

  • Ensure that the People &Culture function has the required capacity, capability, systems, processes, policies and guidelines that drive transformation of mindsets and behaviours and realization of Our Promise.

  • Promote a customer centric culture in the People & Culture function, ensuring professionalism and accountability in delivering services to staff and leaders.

  • Provide overall leadership and technical support to the P&C team, coaching and mentoring the team through regular meetings, sharing and monitoring weekly, monthly and quarterly individual plans to support their professional growth and development.

  • Design efficient P&C systems and processes with a particular focus on process excellence and ensure that Our People information system is fully operational with 100% accuracy.

Promoting External and Internal Coordination:

  • Establish proactive linkages and strategic networks with key International NGOs and other stakeholders at the national and international level for broader impact and also to keep abreast of the ongoing changes in external environment that affects the fragile context operations.

  • Develop, manage and sustain relationships with Regional and Global Centre P&C functional leads to proactively engage on fragile context peculiarities and its implication on P&C function.

  • Consistently develop and maintain working relationships with SLT and different departments including field-based program managers.

KNOWLEDGE, SKILLS AND ABILITIES:

  • Minimum of 5 years’ experience in a Senior Human Resources Management position in an international Non-Profit organization in conflict and fragile countries.

  • The candidate should have a personal calling, passion for service rather than monetary value as this is a challenging context with basic amenities.

  • Bachelor’s degree in Human Resources Management, Business Management or Social Sciences.

  • Master’s Degree in the relevant field is an added advantage.

  • Technical Training qualifications required: Professional qualifications in Human Resource Management or Organizational Development or Leadership Development.

  • English fluency, Arabic a plus.

Preferred Skills, Knowledge and Experience:

  • A few months deployment experience in a fragile context.

  • Experience in emergency response scenario planning process.

  • Experience working with different country labour laws - at least more than two to diversify the minds in different laws.

  • Experience in risk management in high risk and sensitive environments.

  • Peer mentoring and coaching from a seasoned GAM, HEA or a P&C/HR Leader who has worked in these contexts long enough.

Work Environment/Travel:

  • Work environment: Office-based with some travels to projects in the country.

  • Travel: 25% National and regional travel - 5% international travel is required.

  • On call: 24/7.

  • Ability to work under pressure and in stressful environment.

Director, Global Compensation

Preferred Location: Washington D.C, United Kingdom, South Africa.

PURPOSE OF POSITION:

The Global Compensation Director is responsible for ensuring that World Vision’s compensation programs are aligned with the organization’s objectives and attract, reward and retain employees across the Partnership. The leader will drive a global compensation strategy that is balanced with other rewards of working at World Vision and provides focus on internal equity, external competitiveness, financial stewardship and legal requirements.

This leader is responsible for developing, implementing, administering, and maintaining compensation programs, policies, and procedures across the World Vision International (Global Centre) employee population and International Assignees (IAs). As part of this direct management, this person will also oversee and provide the preparation of compensation data for senior leadership analyses directly and working with an outside consultant.

This leader also plays a critical role in collaborating with decentralized Regional and National offices to ensure that they offer competitive and fair compensation that meets the World Vision global policies. The role provides leadership and advisory expertise to help educate and enable Field Offices in obtaining, analysing and managing market best practices and survey data to set up and manage their local compensation plans.

KEY RESPONSIBILITIES:

Lead team to be Trusted Advisors and Subject Matter Experts (25%):

  • Provide hands-on leadership and expertise to develop global compensation function with direct reports and decentralized indirect P&C colleagues (business partners (BPs), talent acquisition (TA), payroll, and other Field Office (FO) employees) across the Partnership to deliver global compensation policies that attract, engage and retain great talent.

  • Provide expertise and guidance for team and indirect P&C colleagues to solve escalated and the most difficult compensation-related challenges.

  • Lead and collaborate with Global Centre and Regional P&C on global and local responses to regulatory authorities.

  • Partner closely with Mobility leader to ensure competitive and affordable total compensation packages including full reviews of allowances, tax advantages, etc.

  • Lead team to set up Community of Practice to provide content and regular cadence of keeping decentralized P&C compensation/rewards partners connected for learning, sharing ideas and best practices.

  • Design and deliver training to develop compensation capabilities across the Partnership especially focused on compensation/rewards partners.

  • Provide regular feedback and inspiration to team members following the Partnering for Performance program.

End Results:

  • The team will be recognized and called upon as Trusted Advisors to assist with challenging compensation issues.

  • A network of contacts across the Partnership who can provide local data and information for global analysis and back each other up with support when necessary.

  • Increased credibility and trust in P&C as value adding partners across the Partnership.

  • P&C across the Partnership becomes more aware of the importance of consistent processes for job evaluation, survey participation, developing structures, etc. which leads to more efficient and compliant programs and reduced risk to the Partnership.

  • Increased transparency of compensation methods which leads to better communication with managers and employees.

  • Standardized methods and content to educate leadership, individual executives, managers and other areas of P&C of the competitiveness and compliance of our compensation programs.

  • Strong collaboration and camaraderie across the Total Rewards & Mobility team as well as extended P&C partners.

  • Mobility expert expands compensation knowledge.

Provide competitive and compliant pay programs that attract, engage and retain great talent (25%):

  • Update and maintain global compensation philosophy, policies and procedures with others across P&C, Legal, Finance, Tax, etc.

  • Develop, benchmark and maintain Global Centre and International Assignee (IA) salary structures at competitive levels. Build Field Office structures as needed and when resources are available.

  • Review, update and maintain methods and policies to support the use of consistent practices for documenting job descriptions and conducting job evaluations across the global Partnership.

  • Develop methods for collecting, reviewing and maintaining proposed regulatory requirements and legislation related to compensation.

  • Develop central methods of maintaining and monitoring internal data for team results as well as across the Partnership, e.g., adherence to policies, salary structures, pay equity analysis, external competitiveness, compliance, etc.

  • Participation in and response to internal audits.

End Results:

  • Increased compliance and reduced risk through collaboration and updated regulatory data, policies and procedures as well as partnership with global audit function.

  • Consistent and equitable offers with reduction of risk related to new hire compression.

  • Improved ability to attract, engage and retain great talent with competitive pay.

  • Improved ability to identify potential regulatory and other issues before they become a problem.

  • Clear understanding of measures that matter across the compensation function to demonstrate contributions of the team and ability to provide competitive pay.

Design Systems and processes that support delivery of best practices and competitive compensation (25%):

  • Lead compensation workstream for implementation of Workday solution across decentralized global Partnership.

  • Collaborate across global P&C to develop a global job architecture with consistent global levelling, internal titles and survey matching.

  • Develop and implement consolidated global survey participation strategy, standards and tools to gain efficiencies and economies of scale in pricing, participation and consistent methods of using survey data.

  • Lead process of replacing current global job evaluation system planned for sunset in 2022.

  • Lead annual merit process across GC population and develop ways to support and monitor merit processes across the Partnership.

End Results:

  • More efficient P&C and manager experience related to compensation processes and approvals, including determining career level for new and existing jobs, promotion and new hire offers, merit review process, etc.

  • Increased accuracy of compensation data and reports necessary for decision making.

  • Greater collaboration across the Partnership through global processes and access to decentralized data.

  • Potential cost savings in salary surveys as well as efficiencies when used consistently.

  • Replacement of global job evaluation system with buy-in across key groups of P&C and leaders.

Executive compensation managed effectively to retain great leaders (25%):

  • Perform management reporting and analysis related to senior management pay.

  • Conduct competitive benchmarking analysis for executive population including individual pricing as needed.

  • Create and update database and reports of all employees in Director level and above to proactively spot issues and propose solutions.

  • Liaise with external consultant and Support Offices to compile reports required for the board of directors and/or external entities.

  • Partner with Mobility Leader and work with TA, BPs and local P&C to advise on senior leadership remuneration as well as offers and contract renewals when necessary.

  • Develop leader education materials to better understand their compensation and allowances packages, especially for International Assignees, as well as the broad-based compensation practices.

End Results:

  • Leadership roles of all types (ExL, PL, RL, SDO, ND, etc.) receive fair and equitable compensation packages that are compliant with regulatory executive compensation and tax requirements.

  • Leaders understand the different pay structures within World Vision (HISS, L-IM, Local) as well as differentials and allowances (G&S, transport, shelter) and how they are determined, creating trust in our total rewards program.

  • Confirmed salary and remuneration that are within the expectations of our internal accountability reporting and external Intermediate Sanctions reporting for Safe Harbour.

  • Talent Acquisition is able to attract key leaders with competitive packages and confidence that these effectively represent the relevant talent markets and are internally equitable.

Additional responsibilities as assigned by manager (limited).

KNOWLEDGE, SKILLS AND ABILITIES:

  • English required.

  • 10 years’ experience serving as a compensation professional including considerable experience in a large, international organization that stretches across multiple continents.

  • 5+ years leading compensation team.

  • 2-3+ years of experience focused on executive and/or leadership compensation.

  • A strong client focus with outstanding judgment, critical thinking, along with strong verbal and written skills.

  • Must be detail-oriented with demonstrated project management capabilities and excellent prioritization skills. Require a well-organized and self-directed individual who is results focused and a team player.

  • A strong knowledge of Excel, and report writing software along with depth in data analysis.

  • Must have experience implementing a global compensation solution, preferably Workday.

  • Must have hands-on deep experience in job evaluations and market pricing.

  • Must have experience designing and managing executive and International Assignee remuneration packages.

  • Must have a reputation for being a good mentor and partner across field teams sharing best practices and helping to develop analytical and compensation skills of peers and colleagues.

  • A Bachelor’s degree in Human Resources, Business Administration, or another related field.

  • Global Remuneration Professional (GRP) or Certified Compensation Professional (CCP).

Preferred Skills, Knowledge and Experience:

  • MBA or other advanced degree related to international non-profit studies.

  • PHR, SPHR, SHRM-CP, or SHRM-SCP or other HR certifications.

  • Workday core and advanced compensation courses.

  • Korn Ferry/Hay Job Evaluation methods or other global job evaluation systems.

  • Implementation of a global job architecture.

  • Ability to work in an office environment.

Work Environment / Travel:

  • Ability to travel up to 10% internationally.

Director, Global Benefits

Location: US based Remote. Preferred location: Washington D.C, Los Angeles California.

PURPOSE OF POSITION:

The Global Benefits Director is responsible for ensuring that World Vision’s global benefit programs are aligned with business objectives, meet legal requirements and achieve a balance between being externally competitive, meeting employee needs and managing internal cost constraints. This leader is responsible for the global benefits strategy as well as developing, implementing, administering, and maintaining benefits programs, policies, and procedures across the World Vision International employee population including full responsibility for US and International Assignees (IAs) employee plans as well as supplemental plans in the UK.

This leader also plays a critical role in collaborating with decentralized Regional and National offices to ensure that they offer benefits that meet the World Vision global standards while also working with the Global Risk & Insurance team to coordinate information and operationalize global insurance plans across the offices around the world. The leader plays an important advisory role to help educate and set up programs to assist offices in securing and maintaining cost effective and comprehensive health and welfare programs as well as retirement savings benefits.

KEY RESPONSIBILITIES:

Global Strategy, Engagement and Communication - Engage with P&C benefit responsible parties, to collaboratively design global benefits strategy, ensuring alignment to the People & Culture strategic initiatives (20%):

  • In partnership with P&C responsible parties build out an ongoing governance model/approach designed to foster agreement, commitment and accountability.

  • Participate in design and ongoing updates of the Total Rewards Strategy providing insights and guidance as it relates to all health & welfare benefits.

  • Develop an ongoing communication strategy ensuring benefits are well received, understood and add value to the employee value proposition

  • Provide leadership and market based global subject matter expertise managing a team of 2 employees, sharing the work where necessary, especially during busy times such as Open Enrolment in the US. Leads through collaboration with many other internal colleagues to get things done.

End Results:

  • Trusted advisor to all levels of leadership and colleagues on all benefits related topics across the Partnership

  • A network and regular connections with all P&C benefit responsible parties keeping all abreast of developments, conducting training, and co-creating solutions across functions, regions and countries

  • Best practices sharing and education across functions, regions and countries to deliver most effective and cost-efficient programs in direct delivery locations (US & UK) and capability development and adivse for in-direct delivery locations (Regional and National offices)

  • Increased tracking, reporting and adherence to World Vision global standards for benefits provided to all employees worldwide

  • Regional scorecards of adherence to global minimum standards policies.

Select and manage vendor relationships with and through collaboration with direct reports, global procurement partner(s), Global Insurance team and Regional/National P&C colleagues. Apply current market best practices to (20%):

  • Identify best-in-class providers

  • Implement RFP processes

  • Review contracts for coverage details

  • Conduct benefit cost analyses

  • Negotiate annual renewals and new contracts

  • Track service level agreements (SLAs) & ROI and more.

End Results:

  • Highly valued benefits for very competitive prices to support the attraction and retention of best-in-class talent globally.

  • Delegation of some workload during peak cycle times to broker staff or potential need for additional staff coverage.

Manage Open Enrolment and ongoing benefits and Wellness program delivery for the US and IA employees as well as limited programs for UK (15%):

  • Deliver an enrolment process that is on time, accurate, well communicated and provides an easy user interface for a positive employee experience

  • Ensure compliance and manage all regulatory updates related to ACA, , HIPPA and other regulations

  • Collaborate with benefits providers and others to deliver high impact, engaging wellness programs

  • Set up Shared Services Centre (SSC) (internal or external) to provide Benefits Administration support as first point of contact for employee needs and concerns. Work closely with them ensuring ongoing development of their understanding and ability to address and resolve employee benefit issues. Develop mapping for second and third level escalated employee benefit issues.

  • Collaborate with Staff Care team for wellness program ideas and connections especially related to stress management and EAP programming.

End Results:

  • Best-in-class communication and delivery of benefits and wellness programs reinforces the employee experience and value they receive as a very important part of their total rewards. This should impact retention of great talent as well.

  • Improvements in health also impacts insurance utilization and expenses in our self-funded programs.

  • Risk avoidance through ongoing monitoring of regulatory changes affecting benefits, especially in the US.

Manage projects surrounding the development of new tools to streamline and/or automate the management and execution of benefits programs and education of Regional and National P&C partners (15%):

  • Open enrolment tool(s) for US, IA and relevant UK employees.

  • Collecting and reporting benefits program participation, employee satisfaction and return on investment.

  • Interfacing any external tools with payroll and HCM system(s).

  • Other systems as necessary.

End Results:

  • The time required to ensure compliance with policies and local government agencies is minimized, allowing more time to focus on strategy and continuing development of regional and national programs for competitive advantage in hiring great talent

  • Automated reporting of participation and satisfaction will help measure ROI, have direct impact on program quality and help with analysing and developing business cases for change

  • Automation should also allow for tracking of National and Regional offices’ adherence to global Health & Welfare Minimum Standards, set by the global Board of Directors, which would allow the team to provide more advise to help Field Offices secure the benefits needed to stay compliant.

Manage all aspects of a multi-million-dollar global benefits budget (10%):

  • Monitor growth in benefits costs and negotiate with vendors, including a “most favourable pricing clause” ensuring alignment with our non-profit NGO budget & philosophy, while maintaining best in class benefits.

  • Adhere to purchasing guidelines for setting up and approving vendors and payments.

  • Collaborate with finance to confirm cross-charge percentages to be included in the global budget planning for countries with IAs as well as all Global Centre employees.

  • Administer cross-charge actions to move expenses from TR budget to local offices where costs are incurred.

End Results:

  • High value benefits at lowest possible costs for WVI and employees to continue to provide competitive advantage in attracting and retaining great talent.

  • Close collaboration with finance so no surprises and expenses occur as planned.

  • Communication of benefits expense charges for annual budget planning will be timely and transparent.

  • Invoices paid on time as per agreements with vendors.

Additional (20%):

  • Collaborate with regional counterparts on global and local responses to regulatory authorities.

  • Participate with the Pension Committee to maintain effective fiduciary responsibilities over the investment funds. Represent WVI during cash balance plan termination.

  • Support the management of relocation and repatriation processes for IAs, secondments and any other long-term assignment employees.

  • Support the management of WVI Our Health, Staff Assistance and support for Life-threatening Illnesses and Global Life Insurance Programs all provided in non-US locations.

  • Support management of WVI Business Travel, International SOS and Medfit Health Risk Assessments.

  • Set the strategy for global paid time off policies and programs as well as leave of absence programs.

  • Ensure participation in benefits surveys to measure the comparison to market for current programs.

  • Other related duties may be assigned at manager discretion.

End Results:

  • Effective management of team, indirect partners and WVI resources will provide ability to maintain competitive benefits to attract and retain great talent and allow them to keep their focus on delivering the best possible programs to support children in need.

KNOWLEDGE, SKILLS AND ABILITIES:

  • 10 years’ experience serving as a global benefits professional in a multinational organization that stretches across multiple continents

  • 3+ years of experience working with US benefits.

  • 3+ years of experience managing others, both as direct reports and through collaborative teams as a project leader and subject matter expert.

  • Solid understanding of global benefit and pension laws, processes, compliance, and regulatory requirements.

  • A strong change agent with a client focus, outstanding judgment and critical thinking, along with strong verbal and written skills.

  • Exemplary business acumen and presentation skills with the proven ability to interact with leaders on a regular basis.

  • Innovator with the ability to streamline process and utilize technology for best practices.

  • Detail-oriented with demonstrated project management capabilities and excellent prioritization skills. Require a well-organized and self-directed individual who is results focused and a team player.

  • Intermediate knowledge and hands on usage of Excel and PowerPoint.

  • Strong skills in setting up analyses to help build business cases using data to illustrate key points.

  • Must have a reputation for being a good mentor and partner sharing best practices and helping to develop analytical skills of peers and colleagues.

  • A Bachelor’s degree in Human Resources, Business Administration, or another related field.

  • Global benefits certification (or equivalent).

Preferred Skills, Knowledge and Experience:

  • PHR, SPHR or similar broad HR certification

  • Compensation discipline exposure

  • Ability to work in an office environment.

  • English required.

Work Environment / Travel:

  • Ability to travel up to 10% internationally.