Thank you for your interest in employment with World Vision Cambodia.
World Vision's ministry focuses on improving the lives of the poorest children and their families in Cambodia. We partner with children and youth, their families and communities, across all faiths, religions, gender, ethnicities and political associations.
We aim to empower our staff and the communities we serve to take part in building a better future for Cambodian children.
As a child focused organization, World Vision is committed to the protection of children and does not employ staff whose background is not suitable for working with children. All employment is conditional upon the successful completion of all applicable background checks, including criminal record checks where possible.
If you are interested in jobs at VISION FUND CAMBODIA, please visit the Vision Fund Cambodia for more details.
*Preferred position locations: London, Kenya, Federal Way-WA, USA or Monrovia, USA where WVI is registered to operate.
PURPOSE OF POSITION:
The role provides a strong mix of strategic and operational experience to VisionFund’s dedicated global staff. Developing leaders, high-potential talent and a highly effective workforce across the Network will be key to the success of the VisionFund strategy and Our Promise. Reporting to Global People & Culture and Governance Director, this role, together with the VFI executives, and in alignment with World Vision Talent Management strategy and processes, will be responsible for building Talent and Leadership strategies that are purpose-driven, performance-oriented, and principles-led.
The role will lead the development of Vision Fund’s leadership academy and Talent Management strategy to ensure VisionFund has a strong leadership pipeline and is able to attract and retain highpotential leaders with the necessary development support. Talent and Leadership strategies will support both strategic and operational effectiveness, they will foster a collective agile and learning culture where high potentials are enabled to thrive.
Strategic and Operational Effectiveness:
Building a robust organizational leadership framework and core competencies scorecard to track and strengthen organizational capabilities.
Developing and maintain tools in order to align organizational needs and gaps.
Developing a talent strategy that identifies and cultivate a talent pool for the organisation of tomorrow organizational mindsets and behaviors.
Developing and collaborating with World Vision, VFI specific talent initiatives to foster succession planning and identify ‘high potential’ talent for longer term development planning.
Designing and implement an effective Talent Review processes to ensure VFI has the capability required to drive future strategic goals.
Forecasting future leadership needs and coordinating that with overall workforce planning.
Contribute to talent identification, leadership recruitment and selection.
Agile and Learning Culture:
Developing VisionFund’s leadership academy programme that fosters a high performing culture of excellence.
Influencing organisational culture and engagement by strengthening VisionFund’s brand and utilizing core competencies for staff and leaders.
Delivering on the diversity and inclusivity goals of organization to foster a learning culture, based on curiosity, engagement, insight and determination.
Developing and utilizing (already available) talent management and culture tools and practices that foster growth and collaboration between leaders.
KNOWLEDGE, SKILLS & ABILITIES:
Track record in designing and successfully implementing Talent Management and Review processes and resultant initiatives in complex international organizations.
Proven in the review of and establishment of leadership development frameworks across a ‘group’; functional and regional basis, building an ‘organizational way’ of leadership.
Strong expertise in learning and development and capacity development in complex organizational settings.
Senior HR executive with extensive experience in provide HR capability to senior executives, presidents/CEO’s and Boards.
Strong interpersonal and communication skills, especially at Executive level.
High service / customer orientation and commercial mind-set.
Strong Cross-Cultural Communication, Facilitation, Coaching and development skills across major cultural areas.
Understanding of business needs and drivers and ability to deliver value added solutions.
Bias for action and capacity to deliver efficiently and effectively. Capability in project managing multiple complex strategies across a complex organization and multiple geographies.
Clear and positive Christian faith commitment and capacity to provide leadership and guidance in this area.
University degree in HR, Business or related field. A relevant Master’s degree would be considered desirable, coupled with extensive senior and executive level HR management.
Innovative and problem-solving skills and capacity to deliver under pressure; pragmatism; persistence.
Relevant field experience and understanding of the wider context within which VFI operates.
Related Global HR certification desirable.
The position requires ability and willingness to travel domestically and internationally up to 20 % of the time.
*Position location to be determined by home country of successful candidate in a jurisdiction (US state or country) where WVI is registered to operate.
PURPOSE OF POSITION:
World Vision is one of the world’s largest INGOs, with over 37,000 staff operating in nearly 100 countries. The organisation delivers humanitarian aid to populations in some of the most challenging and complex environments, transportation and fleet operations are critical to the delivering our programmes. World Vision has a diverse global fleet of well over 10,000 standard vehicles and an equal number of motorcycles, it also includes drilling rigs and water craft. The total fleet portfolio represents one of the largest asset groups in the organisation.
The ‘Director – Global Fleet Management (GFM)’ is the global leader responsible for developing and driving organizational fleet strategy and ensuring current industry practice is implemented in relation to the procurement, operation and disposal of World Visions fleet. The role holder will be expected to lead the GFM team in working collaboratively across the organisation to deliver agile and flexible ‘end to end’ transportation solutions for World Visions operations.
World Vision is committed to operating its global fleet resources safely, cost effectively and with a reduced environmental impact. The role has a particular focus on Fleet Safety, ensuring our drivers and vehicles operate safely in challenging contexts where our staff and vulnerable road users are at the greatest risk.
Fleet Strategy & Practice Development:
Lead the development and implementation of global fleet management strategies. Ensuring Global Fleet Management (GFM) practices are in alignment with WV Fleet, Procurement and Financial policies and internationally accepted current practice.
Collaborate with multiple stakeholders to ensure that the WV fleet strategy aligns with expected organisational outcomes and reflects the values and vison of WVI.
Strategic Fleet Management:
Provide leadership, operational guidance and support to the global fleet team (direct & matrix management). Ensuring GFM is providing end to end transport solutions as a trusted business partner to the wider organisation.
Develop Fleet Safety initiatives aimed at reducing harm to staff and vulnerable road users, with particular focus on fatal Road Traffic Accidents (RTAs).
Explore the development of road safety programme opportunities with donors & suppliers.
Drive continuous improvement and innovation in GFM frameworks. Develop quality assurance and performance metrics across fleet management systems and procedures.
Identify significant risks and organisational gaps in fleet current practice and develop appropriate mitigation plans to protect the fleet function. Ensure risks are communicated with Enterprise Risk Management (ERM).
Drive the development of adaptive, agile and dynamic fleet management solutions that focus on delivery at the ‘grass roots level’, employing appropriate change management techniques when required.
Develop technology solutions to monitor fleet assets, operational use and disposal.
Drive high standards and performance through setting clear direction and empowering and influencing others.
Regular liaison with senior Global Supply Chain (GSC) managers, Global Field Operations (GFO) regional & programme level managers.
Act as a strategic link for the promotion of sound fleet practice for National Offices, Regional Offices and Response operations.
Regularly liaise with the wider Fleet network on emerging issues and provide a conduit to escalate concerns to senior leaders.
Actively contribute to internal and external forums, working groups and networks related to fleet management.
Work closely with members of the Corporate Security team promoting mutual learning, support and accountability.
Develop appropriate workforce & succession planning that ensures the organisations ability to deliver transport solutions in fluid high risk environments.
Oversee the development and implementation of global capacity building plan for operational fleet management.
Engage with senior leaders to raise the awareness of fleet management protocols and practice.
Develop a professional culture of innovation, learning and mentoring. WVI should be seen as the ‘employer of choice’ for INGO fleet professionals.
Knowledge Management & Quality Assurance:
Promote alignment with WV Fleet Management Policy.
Drive the process of continuous learning on current international accepted practice in fleet management & analysis, identifying tools and processes that can be implemented into WV operations globally.
Encourage mutual learning on fleet management issues at a Regional and Global level.
Assist in the facilitation of and coordination of global fleet information sharing forum/network that promotes the embedding of sound fleet management practice into all layers of WV’s programmes.
Facilitate the documentation of best practice and contribute to the community of practice and centre of excellence.
KNOWLEDGE, SKILLS & ABILITIES:
Relevant Tertiary Qualification (Bachelor’s Degree or similar) in Logistics, Engineering, Supply Chain, or general Business Management.
Recognised Industry Qualification in Logistics, Engineering, Supply Chain (or Business Project Management experience).
Suitable transferable qualifications from Military, Government or Private Sector.
Significant senior management experience (8-10yrs) in Humanitarian Operations involving Fleet Management or Logistics would be considered.
Proven ability and experience (8-10yrs) in fleet management or logistics at a senior level across a large complex international organization, with strong change management experience.
Proven experience in Financial Cost Centre management.
Procurement, Supply Chain or Logistics experience.
Understanding of Humanitarian operations.
Proven experience in managing coaching and developing staff.
Preferred Skills, Knowledge and Experience:
Recognised Logistics, Engineering, Supply Chain Qualification (or Business Project Management experience).
Experience in fleet management optimization and sound understanding of the transport industry.
Previous experience in contract negotiation and supply arrangements with vehicle suppliers.
Experience in fleet management/operations within the Humanitarian sector.
Proven people leader with the ability to influence widely across a diverse organisation.
Previous experience in managing complex cost centers with Business analysis skills.
Proven business acumen and political savvy, must know how to get things done through formal and informal channels.
Skillful communicator with advanced influencing skills that can transcend boundaries and work effectively across all levels of a complex organization.
Ability to operate effectively and responsively in a fast changing, ambiguous environment and deal with high pressure situations calmly and with energy and resilience while managing multiple priorities and deadlines.
The position requires ability and willingness to travel internationally up to 35% of the time to potentially high risk operational areas.
Flexibility in work hours is expected.
*We have consolidated World Vision's Emergency Response Roster. If you have previously applied your information has been retained and is in our database; do not reapply.
*Answer all questions on the application to be considered for the Emergency Response Roster; country location to be determined based on response.
*If you do not meet minimum eligibility requirements, we invite you to support and help through prayer and donations.
World Vision’s Emergency Response Roster is comprised of highly experienced and vetted humanitarian aid professionals available for short term, medium term, and long term emergency response assignments with World Vision. This roster allows World Vision to more rapidly identify and hire for key positions in its humanitarian response offices.
If selected, eligible applicants will first be fully vetted and then approved for the Emergency Response Roster. As vacancies arise in our humanitarian offices, roster members will be considered for employment opportunities.
If you have the required experience and would like to work with us helping protect lives, restore dignity, and renew hope, we’d love to hear from you.
Minimum Eligibility Requirements for all Emergency Response Roster Positions:
5+ years of cross cultural humanitarian emergency experience outside of your home country.
Minimum 2 years experience serving successfully in fragile or unstable environments.
Experience directly managing staff during humanitarian emergency responses.
Ability to work long hours in stressful environments with a variety of skilled professionals.
Demonstrated management of budgets in emergency response settings.
Willing to serve unaccompanied; most likely in a team house setting.
English proficiency; written and verbal.
Grant Acquisition Management experience in your personalized expertise.
Strong track record in developing good working relationships with governmental institutions and multilateral agencies.
Below are the World Vision Emergency Response Roster positions that are currently open and accepting applications. If a position matching your background and interests is not listed, we encourage you to check back often as a more appropriate roster position may be listed and accepting applications at that time.
When submitting your application to World Vision’s Emergency Response Roster, please indicate in your cover letter / application which roster position you would like to be considered for.
Director positions currently accepting applications (must have 5-7+ years’ in response leadership role):
Programmes Strategy & Development Director
Manager/Specialist positions currently accepting applications (must have 5+ years’ related experience):
Communication and External Engagement Manager
Human Resources Manager
Support Services Manager
Information Management Manager
Monitoring, Evaluation, Humanitarian Accountability & Learning (MEAL) Manager
Grant Acquisition and Management Manager
Cash Programming Manager/Specialist
Water, Sanitation and Hygiene (WASH) Manager/Specialist
Mental Health and Psychosocial Support Manager/Specialist
Education in Emergencies Manager/Specialist
Child Protection ManManager/Specialist
*Local and International position
PURPOSE OF POSITION:
To provide strategic leadership to World Vision International (WVI) Cambodia and WVI Laos in the area of people management & organizational development in order to optimize organizational performance, fulfill World Vision’s mission, vision, and core values, and to contribute to the measurable improvement of the well-being of vulnerable children and communities in Cambodia and Laos.
The P&C Director is based in Cambodia with primary focus on leading the P&C function in WVI Cambodia and peripheral support to WVI Laos.
Is responsible for developing and promoting People & Culture (P&C) strategy, leadership development and sustainability, staff and organizational well-being, performance and accountability culture, diverse and talented workforce with the right set of mindsets and behaviors, internal and external networking for greater impact and a professional and sustainable P&C function in the organization.
Plays a key role in assessing internal and external environment in the workplace demands to ensure a proper change management and organizational culture approach, that considers local context and lead actions on attracting and retaining qualified work force, appropriate to local context.
Strategy Development and Execution:
Provide strategic guidance and input to the National Director and the Senior Leadership Team in the alignment and execution of the Field Office Strategy and business plans with Our Promise.
Develop and implement the People and Culture (P&C) strategy and business plans 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, partnering for performance, employee engagement and organizational leadership.
Promoting Leadership Quality and Sustainability:
Build the capacity, depth and breadth of Field Office and project leadership to meet the evolving leadership needs, to realize Our Promise and to enable transformational mindsets and behaviours in the changing environment.
Identify and nurture globally, regionally and in-country mobile talent to support leadership and career development, succession planning and retention of high potential managers and leaders. and to prepare a pipeline for future leadership.
Design and spearhead the development of staff capacity, including mindsets and behaviors, to work effectively in the local context.
Design and execute an orientation and on-boarding strategy that will enable staff to understand Our Promise and its implications on World Vision’s work in different contexts.
Organizational Development and Change Management:
Organization Development initiatives reflect excellent change management principles to gain traction and make lasting organization wide change.
Culture Management plans are in place across divisions and are focused on strategic behaviors and capabilities.
Leadership development programs are in place that produce cultural alignment, build leadership skills and develop behaviors consistent with WVI Cambodia and WVILaos values and expectations of leaders.
Ability to manage small and large scale changes working very closely with the Leadership Team.
Provides in-depth understanding of Organizational Designs and workforce planning.
Ensuring Staff Engagement and Well-Being:
Maximise staff well-being to enable staff to embrace the opportunities and challenges in meeting Our Promise. Contextualise, promote and support systems, services and programs for staff well-being.
Execute the Our Voice survey and leverage the results to enhance Staff and Organisational Well-being. Together with all staff (getting their feedback) the senior leadership team, 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 Our Promise that enable the organisation to attract and retain required staff.
Promoting Accountability and Performance Culture:
In consultation with ND, Operations and Leadership team, recommending an appropriate structure realignment processes to match program requirements, including pre-positioning for diversified funding.
Spearhead the partnering for performance process.
Keep WVI Cambodia and WVI Laos P&C Policies up to date, in alignment to global and regional P&C Policies and in compliance with Local Laws and context.
Ensure people management risks are identified and the organisation regularly reviews and implements adequate risk mitigation measures for fragile, conflict and response areas.
Provide leadership in educating staff on employee relations and investigations protocol and ensure cases are managed confidentially and promptly.
Support a culture of faith literacy and awareness of diversity. And promote principles for effective interfaith engagement in multi-faith contexts, as appropriate.
Developing Capable and available Workforce:
Spearhead the acquisition and prepositioning of a diverse and talented workforce using work force planning
Ensure that the Field Office recruitment policy, system and processes are well established for acquiring talent with required competencies, mindsets and behaviours required to realise Our Promise.
Promote gender diversity through appropriate identification of talent 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 to drive transformation of mindsets and behaviours and realisation 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 individual plans to support professional growth and development.
Design efficient P&C systems and processes with a particular focus on process excellence and ensure that Our People is fully operational with accurate and complete information for decision making.
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 the external environment.
Consistently develop and maintain effective working relationships with Regional P&C, Senior Leadership Team (SLT) and different departments including field based program managers.
KNOWLEDGE, SKILLS & ABILITIES:
Education: 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 Organisational Development (OD) or Leadership Development.
A thorough understanding of all areas of HR management and staff development, and knowledge of HR and OD practices, group processes and dynamics and able to understand and apply it in Asian context is essential.
At least 8 years experience in Organisational Development and Human Resources Management or related fields, in a complex, international organisation preferably NGO context.
Having prior grass root & Field experience in Asia.
Proven networking , collaborative and team building skills.
Understand WV vision, mission, policies, procedures, core documents and ethos.
Demonstrated ability to innovate, analyze and solve complex issues and create solutions.
Significant 3-5 years of senior level leadership experience in an international environment.
The candidate should have a personal calling, passion for service.
Understand the Humanitarian industry.
People development in a cross-cultural setting and implemented organisational change at leadership level.
Preferred Skills, Knowledge and Experience:
Visionary thinking and understanding of humanitarian operations in Asian context.
Proven record of managing people in a diverse cross-cultural and interfaith settings and initiating and implementing organisational change.
Spiritual maturity, interfaith knowledge and a biblical worldview – Ability to articulate and model our Christian identity and mission in an inclusive way.
Familiarity with INGO international staffing policies and sound knowledge of Regional/ Country labour laws.
Demonstration of well-developed interpersonal skills, excellent communication skills, both verbal and written.
Highly flexible and agile in style with the ability to produce creative and pragmatic solutions to complex Human Resources problems.
Proven conceptual & analytical skills and systems thinking.
Agile decision making - knowledge for P&C/global policies at hand to facilitate decisions.
Personal resilience in the face of complex and evolving contexts.
Proven facilitation skills.
have developed second liners.
Champions and manages innovation.
Ensure a gender perspective in the scope of work.
External engagement, internal engagement and networking skills.
Very good OD and change management skills especially the ability to design and execute OD interventions.
Experience in emergency response scenario planning process.
Peer mentoring and coaching from a seasoned leader who has worked in these contexts long enough.
The position is based in Phnom Penh with regular visit to Regional Offices in the field programs in Cambodia and quarterly visits to support WVI Laos. Willingness to travel domestically and internationally up to 30% of the time.
Position support at least 10% of time P&C area in WV Laos.