Developing People and Culture

The mission of our Human Resource and Staff Development teams are to support World Vision's total operation in meeting our goals for children and communities through our most valuable assets – our people. Is your vision our vision?   

RegionalTalent Management & Organisational Development Advisor

JOB TITLE: Regional Talent Management and Organisational Development Advisor

Job location: World Vision West Africa Regional Office (Dakar-Senegal)

Contact type: Local 2

Contract duration: 1-2 years

Purpose of position:

This role exists to advise the Regional Office in the area of Talent Management, staff development, performance management and Organisational Development (OD), In doing so, the incumbent is expected to:

1) working with the Global Center in implementing global initiatives that represent the vehicles for achieving the talent agenda in the region,

2) assess the West African context to find opportunities that can be harnessed and articulate it in a talent management strategy to guide the agenda in the region.

As a Strategic Partner and under the direction of the Regional P&C Director, the Regional Talent Management and OD Advisor will perform the following responsibilities:



  • Implements a learning and leadership development frameworks in the Region to enable leadership success across all leadership stages

  • Contributes to continuity, quality of Regional and National Offices leadership through effective talent management and succession planning – Integrated Talent Management programs & initiatives.


Develops the capacity development strategy for frontline staff in World Vision International West Africa Region (WVI WAR) as well as develops/manages the capacity building programs deriving from the strategy.


Participates in the global workforce planning initiative from a regional perspective and acts as the regional focal point for the gathering and maintaining of Human capital related data.


Implements the Partnership Performance Management program within the Region


Works with region, national offices and GC on diversity & inclusion (D&I) initiatives & D&I Metrics &Reporting


Implements a change management approach that ensures that the Region will move from current state to future desired state in an efficient and effective manner


Responsible for regional consultancy and advisement in the area of organisational design and development


Ensures a region-wide process is in place for assessing and maintaining high levels of employee engagement.


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


  • Educational level required: Master degree preferably in Human Resources or equivalent

  • Relevant working experience- At least 5 to 7 years related HR experience – generalist or specialist;

    • Has managed a sizeable team successfully & has carried responsibility for developing staff.

    • Has a special interest in diversity & inclusion (D&I) and experience in deploying D&I programs

    • Senior HR generalist with experience of working in a global environment

    • Has had project administration experience in a global context

    • Learning & development auditing skills

    • Knowledge and/or experience of implementing Talent management, diversity & inclusion programs at major organizations.

    • Experience with work force planning models or systems

    • Training design, delivery & measuring impact skills

Other requirements

  • Excellent interpersonal and marketing skills, willing to challenge the status quo, ability to handle confidential information in a professional manner, passion for excellence, excellent writing and presentation skills combined with meticulous attention to detail and accuracy, team player, influencing & very good organisational abilities; is able to prioritise tasks and meet deadlines.

  • Fluent in French and English

    Working Environment / Conditions:

  • Work environment: Office-based with frequent travel to the field

  • Travel: 30% Domestic/international travel is required.

Manager, Technical Academy

*Preferred position location: Home Working, United Kingdom. Other locations to be determined by home country of successfull candidate in Europe, Africa or Asia where WVI is registered to operate.

*Please submit your CV in English.


The Manager leads World Vision’s Technical Academy, providing online learning courses to build the competence of field-facing staff and partners in implementing World Vision’s best practice technical approaches. S/he is a thought leader on learning and staff development who will continue to evolve the Technical Academy to meet strategic needs.

The Manager leads a cross-functional global team of staff and consultants, collaborating with many internal and external stakeholders, to support instructional design, marketing and delivery of Technical Academy offerings.

The Manager will seek to establish a sustainable revenue model provided by course fees from internal and external participants, supplemented with grant based income.


Technical Academy Operational Leadership:

  • Lead annual business cycle activities

  • Establishing and maintain infrastructure to support cross-sectorial stakeholder planning.

  • Establish and agree stakeholder roles and responsibilities to support annual business cycle activities.

  • Use data to inform design prioritisation, annual training calendar and marketing, ensuring communications are reaching the target audience, Managers and budget holders.

  • Co-create annual course calendar in collaboration with Course Owners and exiting facilitator pool.

  • Identify and consult internal and external design specialists to support the development of organisationally aligned, online offerings with a consistent, aligned branding and user experience of all online offerings.

  • Oversee the identification, secondment and capacity building of project model subject matter experts to facilitate online offerings.

  • Develop and manage the global budget including revenue generation obtained through course participation.

  • Seek agreement from cross sector stakeholder group on Technical Academy business plan and resourcing in alignment with strategy.

  • Ensure delivery of courses in line with the business plan with requisite reporting and monitoring.

  • Work in partnership with WV Grants teams to secure funds both within the organisation and available from external sources that will assist in the further growth and development of the Technical Academy online offerings.

Technical Academy Strategic Leadership:

  • Build and sustain highly effective stakeholder relationships and supporting infrastructure to develop the Technical Academy and achieve program outcomes.

  • Develop, manage and drive the WVI Technical Academy Strategy with appropriate and sustainable governance mechanisms, deliberate and systematic capability building and impact measurement, all achieved in partnership with key business leaders across WV.

  • Partner with and influence business leaders to ensure effective integration of Technical Academy offerings into key organisational practices, including data measurement and analytics, to optimize impact and build an evidence base.

  • Lead the growth and performance of the Technical Academy (with formal and matrix relationships) to provide thought-leadership and a range of online learning products to ensure consistent high-quality integrated global learning solutions which meet development needs and nurture a culture of learning and performance.

  • Build awareness and confidence in technical Academy course offerings whilst advocating for a consistent culture for Project Model aligned adult learning solutions by presenting case studies, explaining the model and benefits, meeting with teams and leading them through our approach, aims, benefits and outcomes.

  • Lead marketing strategy and communications of future courses to both internal and external strategic partners and audiences in alignment with plan and budget leveraging key stakeholder groups.

  • Lead or facilitate partnerships and opportunities to collaborate with external stakeholders to contribute to wider-industry better practices and to leverage learning and resources to strengthen WV L&D and promote a culture of continuous improvement and innovation.

Quality and Improvement of Programme and Content:

  • Apply Human-centered Design principles to continually evolve the Technical Academy’s learning approach using innovation and creativity to enhance and strengthen the participant experience and learning outcomes.

  • Lead the implementation of a scalable coherent approach to field facing technical staff capacity building including end to end training administration, design, course management and evaluation.

  • Ensure consistency in the delivery and application of training standards across the training solutions.

  • Ensure courses are up to date with latest project model evidence and learning.

  • Monitor quality of the design and delivery of all online offerings.

  • Undertake Impact evaluation at regular and agreed intervals and implement recommendations and findings where relevant.

  • Advocate for system improvement development to support learning architecture.

Technical Academy Team Leadership:

  • Provide strategic direction and management to a global cross functional core team of staff, consultants and secondees.

  • Lead by developing, documenting and implementing a team culture that builds trust, accountability, transparency and efficiency.

  • Foster a culture of action learning and reflection, to promote ongoing skills development, innovation, agility and creativity.

  • Maintain a culture of agility, proactivity, collaboration and continuous improvement.

  • Provide mentorship role to key personnel, ensuring regular discussion on staff well-being and life balance, and their professional growth and development.

Personal Development:

  • Stays up to date with the latest instructional technologies through the establishment of personal networks, attendance of workshops, reviewing of professional publications, and participation in professional industry associations.

  • Participate in devotions either virtually or face to face.

  • Participate in the Day of Prayer.


  • 8-10 years of professional expertise backed up with substantial experience in L&D (Training & Development), ideally in a regional or international role.

  • Deep understanding of L&D and capacity building practices, challenges, trends and better-practices within the Development and Humanitarian Assistance industry and in the wider L&D industry demonstrating a commitment to ongoing professional development through research and learning.

  • Demonstrated personal expertise in the specific areas of Learning and Development practice, including eWorkshop / asynchronous online learning methodology, curriculum design, instructional design, learning evaluation, course facilitation, with evidence of effective application across international contexts and culture.

  • Experience in the design and execution of a global learning and development strategy, including needs analysis and developing associated plans and marketing strategies.

  • Expertise in utilizing a competency based approach to staff skill building.

  • Experience of establishing a sustainable business model, with operational systems for scale.

  • Proven ability to influence cross-functional teams and senior management into following a particular course of action. S/he must also be approachable, inspiring trust in others, which will make it easier for people to trust in his/her insights and follow directives in their leadership position.

  • 3 years’ experience as a remote Manager having managed a diverse global team in multiple locations delivering on key outcomes and to budget.

  • Highly developed interpersonal and communication skills, both written and verbal.

  • Ability to demonstrate excellent time management, attention to detail and prioritising skills.

  • Adept at working with many partners / stakeholders, both internal and external to the organisation, setting up clear MOUs with clear timeframes and budgets.

  • Master or Bachelor Degree in ideally one or more of the following; Education/Professional Education and Training; HR/Human Resource Development; Organizational Development.

  • Fully literate on standard MS Office suite, including MS Teams.

  • Strong analytical skills and a demonstrated passion for research, data analysis, and the insights that are derived from it.

  • Fluent in English; preferably also French and / or Spanish language.

Preferred Skills, Knowledge and Experience:

  • Qualifications within the field of international development is desirable.

  • Experience in the development and administration of Moodle LMS.

  • Work experience in developing country contexts (preferably in a community development and / or humanitarian setting) to understand: how work culture around the world differs; how technology can be leveraged to overcome connectivity

  • challenges; and the realities of field facing staff for the design of impactful learning programs.

Work Environment/Travel:

  • This position is suitable for working at home arrangements with flexible working hours due to global nature of role.

  • Working hours 30 - 40 hours per week.

  • Requires a certain overlap of hours with the core team and ability to accommodate meetings with colleague worldwide.

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

WVV Senior People and Culture Officer


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 been funded from 12 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 430 staff, of which 99% are Vietnamese nationals.

Currently, World Vision Vietnam is operating in 5 zones: North 1 (Hoa Binh and Dien Bien), North 2 (Yen Bai – Tuyen Quang), North 3 (Thanh Hoa, Hai Phong), Centre (Quang Tri, Quang Nam – Danang) and South (Quang Ngai, Binh Thuan, Ho Chi Minh, DakNong). WVV’s AP usually focuses 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.


  • To undertake all P&C functions 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 support PnC Director in improving the organizational well-being as well as staff well being; identifying and implementing innovative ways to attract competent and committed candidates, develop bench strength at the both National Office and AP level.

  • To support PnC Director in building capacity and competencies of PnC Officers.


  1. Recruitment

  • Facilitate the multi-year and annual workforce planning in alignment with strategic directions and business plans, and implement the multi-year plans.

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

  1. Employment and Employee Relations

  • Coordinate onboarding/orientation process for new hires and ensure all the new hires have good understanding of and subscribe to WVV’s ethos, core values; understand WV’s approaches, policies, procedures, strategies and operations to perform their job.

  • 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/s 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/s in compliance with relevant laws, regulations and HR policies.

  • 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.

  1. Partnering for Performance (Performance Management)

  • Provide ongoing support and coaching to line managers and individual staff in the implementation of the Partnering for Performance (WV’s performance management approach and process). This is to ensure that the staff’s 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.

  1. Staff Care and Employee Engagement

  • 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.

  • Administer the staff engagement survey (Our Voice Survey) to get feedback from staff on the organizational and staff wellbeing.

  • Coordinate spiritual nurture activities for Hanoi office as appropriate to the context of Vietnam.

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

  1. PnC Information Management

  • Ensure all employee information and recruitment processes are recorded 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 are filed properly.

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

  • Provide statistics of the assigned zone as required.

  1. Learning & Development / Succession Planning

  • Assess and identify competency gaps against competency framework 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.

Knowledge, Skills, Abilities:

  1. Education

  • A bachelor degree in a relevant field.

  • Degree in Human Resource Management is preferred.

  1. Knowledge & Skills

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

  • Thorough understanding of Vietnamese labour law and practices

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

  • 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.

  1. Experience

  • A minimum of 5-year relevant working experience.

Our contact details are:

People and Culture Department

World Vision International - Vietnam

Email: [email protected]

Tel: 024. 39439920 (Ext:123)

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

People and Culture (HR) Director, WV South Sudan

*Please submit your CV in English.


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.


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.


  • 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.


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.


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).


  • 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.


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.


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.


  • 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.