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?   

Senior Director, People and Organizational Capability

*Preferred position location: United Kingdom. Other locations location to be determined by home country of successful candidate in a jurisdiction (US state or country) where WVI is registered to operate.

*Please submit your CV in English.


Reporting to the Global Chief People Officer, this role, together with the current People & Organizational Capability team is accountable for:

  • Developing and implement an integrated strategy for People & Organisation Capability for the organisation to deliver on Our Promise.

  • Knowledge of the development and evolution of the organization’s Culture.

  • Driving a robust organisational wide leadership framework.

  • Developing strategy for building capability across the Partnership at all levels.

  • Developing WV’s Learning ecosystem strategy focusing on organisational core requirements including compliance training and core competencies.

  • Developing clear strategically aligned succession plans with deep and diverse talent to drive career progression of top talent.

  • Evolving Performance Management to drive the mind-sets and behaviour of the staff as aligned in Our Promise and measuring staff engagement via Our Voice.


Organizational Culture:

  • Knowledge of the development and evolution of the organization's Culture - the series of employee beliefs, attitudes and modes of behaviour that collectively define the company's character and which determine its ability to achieve optimal operational efficiencies and sustainable growth.

  • Drive organizational analysis to review quantitative or conceptual problems and situations, and draw valid conclusions from data presented for the purpose of business needs. This includes the ability to identify significant trends, relationships, and themes relevant to the organization.

  • Knowledge of the principles and practices of organizational design and the ability to create, implement, and evaluate organization redesign interventions and efforts.

  • The ability to successfully prepare long-range plans for diverse, multi-functional areas, contribute to partnership-wide, entity and operational strategies in a measurable and valuable way.

Leadership & Executive Development:

  • Review existing global leadership development practices – qualitative assessment, ROI etc in order to align organizational approaches into a common global framework.

  • Gain and maintain WV executive endorsement (conceptual, time, resources - including financial) to the WV way of Leadership Development. This will involve introduction of targeted new initiatives, aligning current and curtailment of some current activities. Core elements may be defined and delivered globally with regional and local activities aligned to the core framework and strategy. Key focus areas for global delivery are likely to be orientation to Leadership within World Vision, development for identified Talent and developing good people and organisational management practice at leadership and key management levels.

  • Consult, influence and deliver innovative solutions where resource restrictions occur across all office types.

  • Monitor and report at Executive level on progress of implementation and enhancement of WV leadership culture.

  • Engage and partner with external organisations in order to collaborate across the industry and share appropriate resources as needed.

Learning & Development (L&D):

  • Develop organisational wide learning strategy to meet organisational objectives.

  • Develop a learner centric approach to World Visions learning ecosystem.

  • Engage appropriately with the organization’s L&D leaders and practitioners.

  • Ensure best practices are executed with sound adult learning principles, instructional design and fit for purpose execution using transformative learning methods.

  • Lead strategies and initiatives to increase learning and developments standards, quality and impact across the partnership.

  • Assist in the building or consolidation of a network and resources for L&D professionals.

  • Appropriately engage with external parties in the industry to leverage L&D building opportunities.

  • Influence senior leadership’s understanding and commitment to effective and integrated L&D activities.

  • Integrate Learning and Development strategies with Performance Management, Talent Management and Leadership Development.

Global Talent Strategy and Partnership Alignment:

  • Develop the philosophy, strategy and standards for how talent management helps the Partnership respond to talent-related opportunities and demands.

  • Establish and promote a global talent management strategy alongside a regular rhythm of intentional talent reviews to be owned and championed by key executives across the Partnership.

  • Author and own the long-term Executive talent management strategy.

  • Gain commitment to a framework of actions and initiatives which will arise from Talent Management processes, e.g. partnering on development and coaching recommendations, organizational support and review, career transition etc.

  • Ensure that the Talent Management processes include dealing with low performers who have reached or passed potential with a lower aligned to leadership competency profiles.

  • Work directly with WV Executive Leadership Team to undertake group wide Talent Review processes, moving to supporting as these processes are better embedded.

  • Establish a clear set of career paths available within the Partnership and process by which these are tied into results of talent reviews and development conversations.

Succession Planning:

  • Instigate best practice and WV specific requirements in succession planning which encompasses most critical roles of the organization.

  • Integration with Talent Management initiatives.

  • Integration with global diversity and inclusion initiatives and targets.

  • Integration with top talent for longer term development planning.

  • Implementation will require actual and virtual cross regional leadership, high level project management and consultation with the CPO.

  • Forecasting future leadership needs and coordinating that with the global workforce planning team.

Performance Management & Employee Engagement:

  • Develop an integrated Performance Management strategy that integrates with organisational strategy, learning and development, talent management and leadership development.

  • Champion Performance Management strategy that drives and encourages the mindsets and behaviour of the staff as aligned in Our Promise.

  • Build global procedures and rhythm for annual performance and development touchpoints to ensure employees have robust performance goals and outcomes, individual development plans and career conversations with management.

  • Plan and design automation strategy for Performance Management activities and tracking.

  • Oversee processes and reporting needs pertaining to annual staff survey.

  • Engage with Executive Leadership to champion the use of annual staff survey to drive improvement in leadership effectiveness across the organisation.

  • Build networks and partnerships both internally and externally to establish performance management practices that are future focused to address upcoming talent needs.


  • At least 10 years’ experience leading heads of Leadership Development, Learning & Development, and Talent Management.

  • Experience within the global field with strategies to address the various viewpoints of diversity, equity & inclusion that come amongst differing cultures.

  • Extensive experience providing HR capability to senior executives, President/CEOs, and boards.

  • Track record of designing and successfully implementing leadership development, L&D, talent management and/or performance management and engagement surveys.

  • Strong leadership skills and team management capabilities. Proven people leader, coach and mentor, coupled with experience in indirect and virtual leadership.

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

  • CIPD, HRCI, or SHRM certification or similar.

  • English required. Ability to communicate in French and Spanish a plus.


  • Proven people leader in indirect and remote working modes.

Work Environment/Travel:

  • Willingness to travel up to 30% of the time.

  • Ability to work according to local time zones wherever WV functions.

People & Culture Business Partner


People & Culture Business Partner


World Vision International is an international Christian Humanitarian Organization working with the poor and oppressed to promote human transformation and seek justice. We are global community with a purpose – to bring about positive change in the lives of the world’s most vulnerable children. People are inspired to work for us because they want to contribute to making a difference. We are part of an international team, using our talent, determination and influence to invest in a better tomorrow.

Are you ready to be a change maker?

Our Cambodia Office is seeking for one (01) qualified candidate to fill in the position below:

Position: People & Culture Business Partner (Human Resource)

Location: National Office, Phnom Penh

Salary & Benefit: 970 USD – 1212 USD


To provide strategic partnering, consultancy and guidance to customer group leaders, managers, supervisors and employees in various Human Resource functions. This role will become the P&C expertise in donor/grants and project requirements and serve the end-to-end process, from project design, to supporting the development of grant staff, to project transition.

The critical success factors include, effective management of functional areas such as recruiting & staffing, employee relations, HR compliance, organizational design, human resource information systems (H.R.I.S.),payroll administration, performance process, development and implementation of P&C related policies and continuous process improvements.

Accomplishment of performance standard is assessed from providing advice, guidance, resolving challenges, effectively handling P&C needs and meeting the targets or expected outcomes of the indicators set.

WVI- Cambodia was established in 1970. It has over 40 Development Program offices in 8 provinces around Cambodia, as well as a presence in Phnom Penh. WVC has 600+ staff serving in Development Programmes and Projects in sectors such as Health & Nutrition, Education, Child Protection and Youth and Implementation of Social Accountability Framework – ISAF.

P&C Business Partner will work closely with staff who are based in the project implementing field offices across provinces and districts and with respective managers/department heads on short term, long term strategic P&C needs.

This position reports to the P&C Manager, and key mind set and behaviour required would be of learning for growth and development, ownership and professionalism of work, being solutions driven, working in unity and trust, partnership & collaboration and delivering results.

# World Vision uses the term People & Culture for Human Resources Department.


  • Act as thought partner and trusted advisor with managers to improve people-related priorities in grant, project, and customer work unit group including involvement in project design and department restructuring.

  • Act as liaison between customers and P&C department on all people matters.

  • Address Recruitment & staffing needs, manage and handle employee lifecycle including contract administration, new hired induction, employee data maintenance and benefits administration etc.

  • Visit field offices and engage with staff for staff wellbeing/staff care needs and strengthen organisational P&C interventions.

  • Provide guidance, clarity and direction to staff and managers on policy interpretation, processes and payroll/benefits, including grant and project transition

  • Assists in development and revision of P&C policies, guidelines and processes


  • Bachelor’s degree in any Human Resources, Business Administration, or equivalent qualification.

  • Ability to work independently with minimal supervision

  • Excellent in attention to detail, analytical, critical thinking, interpersonal and relational skills with people at all levels and from different cultures.

  • Good knowledge of the local labor legislations, labor law, insurances, and employee relations matters.

  • Proficient in coaching, mediating, influencing, facilitation, presenting, training, analysis and problem solving

  • Experience in planning and organizing work, researching, analyzing and developing tools and resources that are fit for service

  • Good at Computer skills, especially with Word, Excel, PowerPoint as well as internet navigation and electronic records management Knowledge of humanitarian industry/development sector.

  • 3+ years experiences in Human Resources role, with relevant experience in handling people matters, recruitments, HR administration and providing advice/guidance to managers and department leaders.

Selected candidates are required to produce Local Police Clearance Certificate prior to date of joining in the organization.


All applications should be sent in soft copy (word document or PDF)

World Vision Cambodia is committed to the principles of workplace diversity. Qualified womenand disabled people are encouraged to apply. Only short listed candidates will be notified. Applications and CVs will not be returned.

WVI is committed to the protection of children. We do not employ staff whose background is not aligned to our child protection practices. Hence employment is conditional upon successful completion of all applicable background checks, including criminal record checks where possible.

People & Culture (HR) Director, WV Vietnam

*Please submit your CV in English.


  • To provide overall leadership to all People & Culture (P&C) and Organizational Development functions and support the strategic direction of World Vision Vietnam.

  • To make the organization ready to undertake continuous improvement in quality and effectiveness of its people management strategies;

  • To ensure that all WVI People and Culture standards are complied.


Strategic and Leadership Support:

  • Strategic, viable inputs and technical advice to National Director (ND) and Senior Leadership Team (SLT) during organizational planning and assessment, leadership development initiatives are provided to support the execution of the Field Office Strategy and business plans in the alignment with Our Promise phase II.

  • Appropriate actions are taken to ensure that WVI Partnership P&C standards and other related P&C Partnership initiatives are followed in the field.

  • P&C metrics monitored and reported for efficiency on talent acquisition, development, retention, performance management, employee engagement and organizational leadership – reflecting high standards of organisational performance.

  • Leadership development needs addressed.

  • Evidence of mindset and behaviours among staff transformed to realise Our Promise. Culture of agility and innovation is strengthened.

  • Relevant and viable polices and guidelines are recommended to formulate organizational policies that lead to better organizational and departmental performance. In consultation with the ND ensure the ongoing evolution of HR policies, procedures and systems appropriate to the working needs of the organization, consistent to WVI Partnership P&C standards, and the local legal context. Risks pertaining to P&C area are minimized.

  • PnC &OD short term and long-term directions that are aligned with the organization’s strategic direction, and support the NO business plans are developed and well implemented.

Developing a strategic and professional People & Culture Team:

  • The People & Culture team has the required capacity, capability, systems, processes, policies and guidelines to drive transformation of mindsets and behaviours to deliver the national strategy and contributing to realization of Our Promise.

  • Professionalism and accountability in delivering services to staff and leaders are ensured.

  • Having a lean and effective PnC team which is able to support both Area Programs and Grants as well as is able to support NO Strategic direction.

  • Overall leadership and technical support as well as regular coaching and mentoring is provided to the PnC team members to support their professional growth and development. Second liners for PnC leadership position are identified and developed.

  • Our People system is fully operational with 100% accuracy and effectively utilized. Simplified and effective P&C processes.

  • Government Relations with the local labor agencies (DIPSERCO, SCEDFA, FOSCO) and other local partner agencies on HRM related issues are maintained and strengthened, and the legal compliance is ensured.

Developing a capable and committed workforce:

  • Workforce plan is in place and updated.

  • Evidence of effective staff acquisition and retention.

  • Well-designed recruitment policy, systems and processes to attract HIPOs with the required mind-set and behaviours.

  • National staff capacity fully developed.

  • Appropriate job rotation and relocation is well arranged and coordinated in consultation with line managers and concerned departments, which enables staff professional growth and career development.

  • The traineeship program is planned and implemented so that there is always a bench strength in the organization to cater the growth as well as have capable and committed workforce for very remote locations including Dien Bien, Tuyen Quang, Tram Tau, Son Tay, South Tra My.

Employee Engagement and Staff Well Being:

  • Appropriate Staff Care policies are in place to ensure well-being of staff.

  • Lead annual Our Voice survey. Follow up actions to improve OV results are developed and implemented in consultation with SLT and relevant managers.

  • In consultation with the ND, ensure that the Compensation & Benefits are competitive (on par with other INGOs which are similar to WVV) to attract good professional staff as well as retain committed staff.

  • Periodical salary surveys are undertaken.

  • All the jobs are objectively and fairly evaluated and graded by Hay.

  • Ensure performance based pay for all national staff.

Promoting Accountability and Performance Culture:

  • Ensure performance culture continues to be strengthened, including reinforcement of the implementation of Partnering four Performance (P4P) approach. This includes recognition of good performers, and dealing with non performers and other HR related issues in a timely manner.

  • On-going performance and career conversations take place at all levels.

  • Ensure that the performance development is implemented in line with talent management system.

  • Staff fully aware of Ethics point.

  • IIM cases are uploaded and managed properly.

  • Facilitate staff grievances and disciplinary action process in collaboration with line managers. Liaise with the Partnership Office Legal department and local Legal Counsel on matters pertaining to any employee-employer relationship that will have legal ramifications to WVI.

Promoting Leadership Quality and Sustainability:

  • Succession plan, career development plan and talent review is developed and implemented, focusing on highly potential and committed staff.

  • Potential successors/secondliners for key and critical positions and for future leadership identified and systematically nurtured.

  • Orientation strategy in place that helps new staff to understand and subscribe to WV core values and ethos.

  • Training/coaching programs and processes are designed and facilitated.

  • Develop middle managers and future leaders for the organization, leveraging the use of WVI resources including SLDP, GLO. Management Essentials.

  • Standards, policies and guidelines for staff and leadership development are set in consultation with SLT.

  • Effective mechanism is designed and implemented to maximize ROI of L&D efforts.

Spiritual Leadership:

  • Ensures that Christ-centered commitment is a foundational mandate of PnC&OD processes.

  • Provides time and space for staff to participate in organizationally initiated spiritual formation activities when appropriate.

  • Creates opportunities for spiritual reflection of PnC staff to increase their sense of meaningful job and passion for the ministry.

  • Leads the PnC department in modeling biblical ethics and principles in actions and lifestyle.

  • Leads the organizational reflection upon request or when deemed necessary.

  • All staff are able to live out WV core values.


  • Bachelor’s degree in Human Resource Management & Organizational Development or Business Administration.

  • Proven record with HR functions, having initiated and implemented purpose-driven and organization-focused change.

  • Demonstrated competency in developing systems, policies and guidelines to support people management and organizational effectiveness.

  • Proven leadership and management skills in restricted context.

  • Has good knowledge and understanding of local labor laws on Compensation, Labor Relations/Standards, and Issuances.

  • Has broad and deep working knowledge on recruitment, retention and separation of staff.

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

  • Ability and skills to build the capacity of individual staff, leaders and the organization to meet and exceed the competencies/capabilities required to achieve organizational goals and objectives.

  • Ability to travel across the country and abroad.

  • At least 5 years of broad and deep experience in leading and managing Human Resource team and relevant experience in organizational development, leadership development and change management in World Vision context.

  • Effective in written and verbal communication in English.

  • Subject to permission to work in Vietnam.

Preferred Skills, Knowledge and Experience:

  • Masters degree in HRM is preferred.

  • Experience working in the development sector.

Work Environment/Travel:

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

  • Multitasking.

  • Extremely high pressure.

  • Diverse working environment and culture.

  • Restricted context.

P&C Coordinator

Titre du poste :

P&C Coordinator- (1 position pour Port-au-Prince)


Coordonner les programmes de formation et de renforcement des capacités du personnel, le système de gestion des performances du personnel et la gestion du LDR dans toute l'organisation. Le titulaire du poste veillera à ce que ces fonctions soient exécutées de manière efficace et efficiente tant au niveau national que sur le terrain.


Formation du personnel et renforcement des capacités :

  • Coordonner l'évaluation des capacités au niveau individuel et organisationnel pour identifier les lacunes des capacités du personnel.

  • S'assurer que tout le personnel a des plans de développement individuels

  • Avec le Directeur P&C, travailler avec chaque chef de département pour assurer l'existence d'un vivier de talents et assurer l'existence d'un plan de renforcement des capacités et de succession fort et intentionnel

  • Développer un plan de renforcement des capacités basé sur les lacunes de capacités du personnel identifiées.

  • Coordonner la mise en œuvre du plan de renforcement des capacités.

  • Coordonner toutes les formations du personnel au sein de l'organisation.

  • Développer, mettre à jour un calendrier de formation annuel pour l'organisation

  • Coordonner toutes les formations du personnel conformément au calendrier de formation

  • Fournir un soutien technique dans tous les programmes de formation du personnel

  • Mener des évaluations de formation et déterminer la valeur / l'impact des différentes formations dispensées.

  • Organiser et coordonner l'orientation trimestrielle du personnel

  • Assurez-vous qu'il y a une preuve de l'orientation du personnel dans le dossier personnel.

Gestion du rendement du personnel :

  • Définir et communiquer le système de performance organisationnelle.

  • Former les managers et tout le personnel sur le système de performance en place et les responsabilités de chacun

  • Coordonner et suivre la définition de l'accord de performance, la revue à mi-parcours et les évaluations annuelles

  • Compiler les performances de l'organisation en fonction des évaluations du personnel et présenter l'image à la direction.

Rétention du personnel – Diversité :

  • Avec le directeur P&C, assurez-vous de mettre en place et de mettre à jour le plan de rétention.

  • Diffuser et former tous nos managers sur la stratégie de diversité et d'inclusion de World Vision.

Gestion LDR:

  • Coordonner la formation du personnel sur le LDR et s'assurer que tous les nouveaux employés comprennent le système LDR

  • Coordonner et suivre le remplissage des LDR dans toute l'organisation et produire un rapport mensuel.


Baccalauréat en gestion des ressources humaines, en administration des affaires ou dans une étude connexe équivalente.

  1. Minimum 4 ans + expérience dans le domaine des RH

  2. Expérience en RH pour être en mesure de faire des liens entre les talents et la planification de la relève

  3. Très axé sur les résultats et Solides capacités de gestion de projet.

  4. Compréhension approfondie de l'infrastructure organisationnelle, de la stratégie P&C & OD et des défis de pratique

  5. Compréhension claire de la gestion intégrée des talents, de la planification de la relève et des compétences de coaching avec preuve d'une application efficace dans plusieurs cultures et contextes

  6. Compétences interpersonnelles, d'influence et de communication exceptionnellement fortes, en particulier aux niveaux de la direction et capacité à s'adapter efficacement dans les différentes unités opérationnelles de la WVH

  7. Capable de développer et de maintenir des relations professionnelles (en interne et en externe) et au niveau du leadership

  8. Capacité à maintenir la confidentialité

  9. Conduite autonome et grandes capacités de coordination

  10. Excellentes compétences en communication écrite et verbale en français, anglais, oral et écrit, et capacité à communiquer efficacement les informations,

Compétences, connaissances et expérience préférées:

  • Refléter les valeurs chrétiennes dans le travail et la vie

  • Chercher une croissance spirituelle pour soi et pour les autres

  • Démontrer une compréhension et un respect croissants de la diversité chrétienne

  • Respecter et entretient des relations appropriées avec les personnes d'autres confessions

  1. Capacités de réflexion:

    • Poser des questions clés et recueille des informations pertinentes

    • Voir la relation entre la cause, les effets et la vue d'ensemble

    • Décomposer les informations complexes en un langage simple

    • Identifier les lacunes, les tendances, les priorités et les problèmes clés

  2. Capacités relationnelles:

    • Respecter et valoriser le caractère unique de chaque individus et groupes multiculturels.

    • Traiter les autres avec honneur et respect

  3. Démonstration d'une vie et d'un travail centrés sur le Christ:

  • Refléter les valeurs chrétiennes dans le travail et la vie

  • Chercher une croissance spirituelle pour soi et pour les autres

  • Démontrer une compréhension et un respect croissants de la diversité chrétienne

  • Respecter et entretenir des relations appropriées avec les personnes d'autres confessions

Expérience de travail supplémentaire préférée pour ce poste :

  1. Expérience démontrée de travail sur des activités de talent

  2. Solides compétences en négociation commerciale

  3. Connaissances informatiques et capacité à développer des rapports graphiques

  4. Un engagement de foi chrétienne clair et positif et la capacité de garantir que l'identité chrétienne de VM soit reflétée dans le travail accompli.

  5. Volonté, capacité et flexibilité de se déplacer sur le terrain pour répondre aux besoins du personnel

  6. Capacité à travailler efficacement au sein d'une équipe unie

Environnement de travail

  • Le poste exige la capacité et la volonté de voyager au pays et à l'étranger jusqu'à __40_% du temps.

Regional Talent Management and Org 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 Officies 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:Masters 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. Must be a committed Christian, able to stand above denominational diversities, attend and participate in devotions with a passion for working with children.

  • 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.