World Vision International

Job Opportunities in South Sudan

World Vision has been working in South Sudan since the country's birth in 2011. Previously to that, World Vision had been operating in the area since 1989, when it expanded its operations from the north of Sudan. Currently, the principle of WVSS’ work is to support the South Sudanese people in their pursuit of a just and lasting peace.

WVSS’ mandate is working towards the empowerment of the South Sudanese people, especially the children, to enjoy the benefits of peace including justice, basic human rights, access to essential services, and sustainable economic development

Current Opportunities

Business Development Manager – National Office, WV South Sudan

*Please submit your CV in English.

PURPOSE OF THE POSITION:

The Business Development Manager (BDM) is responsible for providing management support and facilitation to programme design and resource acquisition for World Vision's humanitarian response, resilience, and development programming.

Leading a team of Programme Officers, the BDM will be responsible for ensuring designs of proposals and concept papers are needs-based, contextually-appropriate, compliant with donor and partner guidelines, and of high quality. The position will support the Program Development Director in building the program development team strategy and cultivating new and existing relationships with various stakeholders (donor governments, partners, multilaterals, UN, WV partnership offices, etc.) to grow and diversify funding.

KEY RESPONSIBILITIES:

Strategy Development:

  • Contribute to the development and implementation of World Vision South Sudan (WVSS’) 2021-2025 strategy, in line with the global partnership’s Our Promise strategy.

  • Contribute to the Program Development Department’s annual business plan in line with the national office strategy and in collaboration with internal stakeholders.

  • Support WVSS’ partnering approach for local, national, international actors and consortia development.

Resource Acquisition and Proposal Development:

  • Pre-position WVSS as a leader, in line with strategic priorities, among donors and partners (including working with NGOs in consortium).

  • Assess levels of risks associated with new opportunities to facilitate and defend informed go / no-go decisions.

  • Provide leadership to and support quality assurance for all project proposals and oversight to the coordination of proposal development teams.

  • Lead the acquisition, design and development process for assigned proposals.

  • Lead or support design workshops, ensuring representation of various internal stakeholders and respective partners.

  • Incorporate internal and international humanitarian standards into all project design in collaboration with technical sector specialists and program quality department.

  • Lead efforts in forming consortia, ensuring due diligence and partnering processes are followed.

External Engagement:

  • Work with the Program Development Director to identify, coordinate, cultivate, and maintain effective working relationships with donor and partner representatives.

  • Represent WVSS at national (Juba) level coordination meetings with donors, stakeholders, INGOs, local organizations, and government officials.

Grant Start-Up, Implementation, and Reporting:

  • Lead or facilitate the handover of approved projects to respective operations team.

  • Support grant start-up and facilitate required trainings as necessary.

  • Support Program Officers in timely submission of major reports or updates to donors or Support Officers.

  • Coordinate grant amendments with donors or prime partners when necessary.

Team Leadership & People Management:

  • Coordinate personal and professional development of Program Officers through adequate orientation, on-the-job coaching, mentoring, and identifying learning and training needs and opportunities.

  • Performance management for Program Officers through development of performance objectives, continuous review and feedback, and timely annual evaluations.

  • Foster positive team culture and promote effective and timely communication.

  • Model Christ-centered servant leadership.

KNOWLEDGE, SKILLS AND ABILITIES:

  • Minimum of a Bachelor’s Degree in a development field.

  • Leadership experience in program design and development, funding acquisition, program monitoring and evaluation, information management, capacity building, and compliance.

  • At least 3 years field experience in a relief, humanitarian, or development environment.

  • At least 1 year experience managing staff and teams.

  • Previous experience with successful multi-million dollar donor proposal writing and budget preparation with a variety of bilateral and multilateral donors.

  • Must have a clear understanding of the working of major bilateral and multilateral donors and partners, including their requirements and standards and ability to represent WVSS in a highly professional manner.

  • Capacity building experience in project design, implementation, reporting, and evaluation.

  • Computer knowledge including Microsoft Office (Word, Excel, PowerPoint) and Lotus Notes.

  • Evidence of high level written and spoken English language abilities.

Preferred Skills, Knowledge and Experience:

  • Master’s Degree in a relevant field is preferred.

  • Project planning and proposal writing certification, or comparable professional experience with proven results.

  • Non-profit fundraising management certification, or comparable professional experience with proven results.

  • Technical experience or demonstrated interest in a related humanitarian sector (for example, FSL, Health, WASH, Protection, Education, Peacebuilding, etc.), monitoring, evaluation, accountability, and learning, considered an asset.

Work Environment/Travel:

  • Juba-based with up to 30% field travel (domestic and international).

  • Ability to work in a hardship posting under stressful circumstances and across diverse timezones.

  • Must be in good physical health to work under hardship and in a post-conflict, recovery state.

Grants Finance Manager, WV South Sudan

*Please submit your CV in English.

PURPOSE OF THE POSITION:

The main purpose of this position is to provide overall grant financial management that includes fiscal and budgetary controls and reporting for the special donor projects namely GAC, DFID, SDC and other major donors.

The role will promote and ensure accuracy and completeness in financial reporting and risk management as per the donors’ regulations and WV’s policies. The role will also include and ensure effective Subgrantee/Partners management as well as staff capacity building on grants management.

KEY RESPONSIBILITIES:

Financial Accountability and Reporting:

  • Prepare timely and detailed monthly, quarterly and annual financial reports for submission to donors/support offices.

  • Oversee/monitor financial aspect of sub-grant to ensure adherence to Donors’ and consortium rules and regulations.

  • Carry out timely expenditure analysis and work with the project leads to re-program funds where necessary in order to effect programming priorities and advise accordingly.

Financial Planning and Budgeting:

  • Prepare Project cashflows in collaboration with Project Team Leads as per Detailed Implementation plan and uploaded in Accounting system.

  • Review cash flow projections and expenditures with Project Team Leads to ensure that the projects are managed within the agreed budget and adherence to all financial guidelines.

  • Review of Purchase Requisition (PRF) to ensure correct allocations/coding and budget availability as well as donors’ compliance.

Financial Risk and Assets Management:

  • Ensure grant procurement adhere to donors’ rules and regulations.

  • Play an active role in the preparation of project audits (Internal & external) while ensuring compliance and grant risks mitigation.

  • Follow up on any audit recommendations and ensure its implementation.

  • Ensuring Project assets are managed as per donors’ rules and World Vision Policies.

  • Ensure timely submission of Labour Distribution Reports (LDR)/Timesheet for all staff charged in the special projects, reconcile with the percentages of salaries and benefits charged in the projects.

Partners/ Consortium Management:

  • Ensure subgrant compliance to minimum subgrant standards on:

  • Reporting: Ensure the partners submits a set of financial reports using the agreed format as indicated in the agreement.

  • Asset Management: Ensure proper fixed asset & inventory management.

  • Accounting records: Ensure the partner organization’s accounting records are accurate, complete and up-to-date. And the records are retained in a safe and secure place accessible for audit purposes.

  • Cost Allocations: Ensure cost allocations as per donors’ rules and regulations.

  • Financial monitoring and capacity building: Conduct regular on-site monitoring visit to ensure the partners activity and implementation meet the required standards in the agreement. This includes capacity building of Partners.

Team Management and Staff Capacity Building:

  • Lead field finance team for the special grants.

  • Conduct formal and informal capacity building to finance and non-finance staff on grants financial management.

KNOWLEDGE, SKILLS AND ABILITIES:

  • Minimum Qualification required Bachelor’s degree in Accounting, Finance, Business Administration or a related field. Master’s degree will be an advantage.

  • Professional: CPA/ACCA or equivalent.

  • 5 years field experience, 3 out of which must be Finance Manager.

  • A minimum of 5 years of demonstrated experience in grants management.

  • Experience of managing financials, budget and regulations for a previous GAC, SDC/SWISS and DFID program is required.

  • Experience in Managing Subgrantee/Partners is required.

  • Strong problem-solving and analytical skills is required.

  • Demonstrated effective interpersonal skills, leadership, creative problem-solving, and ethical management is required.

  • GAC/SDC/DFID training/certification or other grant management training required.

  • Skills and knowledge on Accounting sunsystem required (Sunsystems/Infor Q&A preferred).

Preferred Skills, Knowledge and Experience:

  • Experience in working in remote areas of the country is highly preferred.

  • Full professional certificates (CPA/ACCA/CA or related) is an added advantage.

Work Environment/Travel:

  • The position requires ability and willingness to travel 50% field, 50% Juba.

  • Fit to travel to the remote areas of the country.

People and Culture (HR) Director, WV South Sudan

*Please submit your CV in English.

PURPOSE OF POSITION:

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

KEY RESPONSIBILITIES:

Ensuring Strategy Development and Execution:

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

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

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

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

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

Ensuring Staff Engagement and Well Being:

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

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

  • Effectiveness.

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

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

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

Promoting Leadership Quality and Sustainability:

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

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

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

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

Promoting Accountability and Performance Culture:

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

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

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

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

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

Developing Capable and available Workforce:

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

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

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

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

Developing a Strategic and Professional People & Culture Team:

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

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

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

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

Promoting External and Internal Coordination:

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

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

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

KNOWLEDGE, SKILLS AND ABILITIES:

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

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

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

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

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

  • English fluency, Arabic a plus.

Preferred Skills, Knowledge and Experience:

  • A few months deployment experience in a fragile context.

  • Experience in emergency response scenario planning process.

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

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

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

Work Environment/Travel:

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

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

  • On call: 24/7.

  • Ability to work under pressure and in stressful environment.

Director, Global Compensation

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

PURPOSE OF POSITION:

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

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

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

KEY RESPONSIBILITIES:

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

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

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

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

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

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

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

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

End Results:

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

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

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

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

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

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

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

  • Mobility expert expands compensation knowledge.

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

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

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

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

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

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

  • Participation in and response to internal audits.

End Results:

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

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

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

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

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

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

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

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

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

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

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

End Results:

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

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

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

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

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

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

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

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

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

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

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

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

End Results:

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

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

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

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

Additional responsibilities as assigned by manager (limited).

KNOWLEDGE, SKILLS AND ABILITIES:

  • English required.

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

  • 5+ years leading compensation team.

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

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

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

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

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

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

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

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

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

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

Preferred Skills, Knowledge and Experience:

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

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

  • Workday core and advanced compensation courses.

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

  • Implementation of a global job architecture.

  • Ability to work in an office environment.

Work Environment / Travel:

  • Ability to travel up to 10% internationally.

Director, Global Benefits

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

PURPOSE OF POSITION:

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

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

KEY RESPONSIBILITIES:

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

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

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

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

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

End Results:

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

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

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

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

  • Regional scorecards of adherence to global minimum standards policies.

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

  • Identify best-in-class providers

  • Implement RFP processes

  • Review contracts for coverage details

  • Conduct benefit cost analyses

  • Negotiate annual renewals and new contracts

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

End Results:

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

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

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

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

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

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

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

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

End Results:

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

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

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

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

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

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

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

  • Other systems as necessary.

End Results:

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

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

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

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

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

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

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

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

End Results:

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

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

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

  • Invoices paid on time as per agreements with vendors.

Additional (20%):

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

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

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

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

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

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

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

  • Other related duties may be assigned at manager discretion.

End Results:

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

KNOWLEDGE, SKILLS AND ABILITIES:

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

  • 3+ years of experience working with US benefits.

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

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

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

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

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

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

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

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

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

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

  • Global benefits certification (or equivalent).

Preferred Skills, Knowledge and Experience:

  • PHR, SPHR or similar broad HR certification

  • Compensation discipline exposure

  • Ability to work in an office environment.

  • English required.

Work Environment / Travel:

  • Ability to travel up to 10% internationally.

Senior Policy Advisor, Economic Justice

*Position 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.

PURPOSE OF THE POSITION:

The Senior Policy Advisor, Economic Justice will provide analysis of trends and opportunities in relation to how the needs and rights of children can and should be addressed through various forms of funding from global, regional and national level sources, debt relief, taxation and private capital. This analysis will be used to develop recommendations for child focused policy action in regard to all forms of development financing in support of the Sustainable Development Goals, and, as such, World Vision’s Global Impact Framework. This analysis will support Advocacy & External Engagement (A&EE) advocacy objectives for the Global Campaign, the 2030 Agenda, as well as objectives of Support

Offices (SOs) in relation to Official Development Assistance (ODA) and Regional Offices (ROs)/Field Offices (FOs) regarding domestic resource mobilization/public financing.

KEY RESPONSIBILITIES:

  • Analysis of and reports developed on Official Development Assistance (ODA), taxation/public financing, private sector investment and other forms of Financing for Development (FfD) and their impact on the financing of child focused policies. Develops policy positions and products that relate to the achievement of child related SDGs and WV child well-being objectives.

  • Represent World Vision, and/or support representation of World Vision leaders at priority external forums, events, networks and with priority stakeholders to promote agreed policy positions.

  • Lead and collaborate with SO, RO and FO colleagues on research and policy development on FfD. Creates a process to engage SOs on ODA focused work.

  • In conjunction with the Local to Global team (A&EE), works with the Centre of Excellence to support country level budget focused advocacy. Builds FOs capacity in conducting country level analysis; supports “translation” of global FfD policy positions for use at national level.

  • Collaborate with select partners and coalitions on this agenda. For example, work with the World Bank relationship manager to develop a plan to become more engaged with World Bank as a Tier 1 stakeholder.

KNOWLEDGE, SKILLS AND ABILITIES:

  • Master’s Degree in economics, international development, political science or related focus.

  • Minimum 5-7 years’ experience in policy, research, government relations/external engagement, or other specific field relevant to this role and World Vision’s work.

  • Strong experience and skills in research and analysis.

  • Strong written and verbal communications skills.

  • Strong experience in the NGO/civil society sector and/or with multilateral organizations (World Bank, IMF, etc.)

  • English fluency.

  • Second language strong asset (esp. Spanish, French).

Preferred:

  • Strong knowledge and professional experience working on Financing for Development issues and trends; strong understanding of policy development and influence processes with governments and international agencies from a civil society perspective.

Work Environment/Travel:

  • Travel after Covid restrictions- 10-15%.

Media Officer

*Position 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.

PURPOSE OF THE POSITION:

Reporting to the Director of Media and Social Media Engagement the Media Officer will play a central role in creating and disseminating media focussed material for the World Vision partnership. They will be the World Vision International (WVI) media point person and will respond to media enquiries from World Vision media leads and international media outlets. They will create key media messaging, be responsible for overseeing partnership wide dissemination of media content and manage media monitoring and analysis. This person will work closely with media departments across the partnership to ensure that media focused communications are strategically shared and coordinated. She or he will be an articulate and talented communicator, with strong interpersonal and organisational skills, a passion for the work that World Vision does and a commitment to creating international media awareness of it.

KEY RESPONSIBILITIES:

  • Write, edit, and internally distribute content, including key messaging documents, press releases, website content, and other communications materials.

  • Manage media monitoring and analysis tool, maintain records of media coverage and collate analytics and metrics. Provide WV partnership media leaders with ongoing media updates.

  • Coordinate media leads and ensure that all World Vision offices continuously communicate with each other. This will include the management of ongoing partnership media leaders update calls and skype chats.

  • Work with Communications and Media managers in World Vision offices across the partnership to establish relationships with key global media outlets.

  • Work with the Director of Media and Social Media Engagement to develop and implement an effective strategy for media engagement.

  • Create and edit key communications documents and guidelines to inform the partnership on communications strategy and best practice.

  • Manage and coordinate World Vision International media trips.

  • Work with Director of Public engagement (Partnerships) to support the research, establishment and management of paid media partnership relationships to support global moments.

KNOWLEDGE, SKILLS AND ABILITIES:

  • 5 years proven media relations or PR experience.

  • Excellent verbal, written and interpersonal skills.

  • Experience in coordinating media leads from a number of different offices.

  • Sound editorial skills.

  • An understanding of audience segmentation/ how to target key audiences.

  • Ability to partner other teams in order to jointly plan media outreach.

  • External relationship management skills.

  • Bachelor’s degree in communications, journalism or related field.

Preferred Skills, Knowledge and Experience:

  • Experience in using media monitoring and analysis tools.

  • Experience in a global organization (NGO experience an advantage).

  • Experience with faith based audiences.

Work Environment/Travel:

  • The position requires ability and willingness to travel 20%.

DME Capability Advisor

*Position location to be determined by home country of successfull candidate in a jurisdiction (US state or country) where WVI is registered to operate.

*Please submit your CV in English.

PURPOSE OF THE POSITION:

The position of Design, Monitoring & Evaluation (DME) Capability Advisor aims to optimize DME capability in World Vision International (WVI) and strengthen staff DME competencies in areas such as design, monitoring, evaluation, accountability and learning. The role includes: The development of a DME capability enhancement system (including policies, standards, and guidelines, processes, learning assets and learning pathways), the refinement of National Office NO DME capacity assessment and DME competencies, the provision of support to Regional Program Quality leads and Technical Service Organisation to plan and implement DME Capacity Building interventions and the creation new learning opportunities by engaging externally with other organisations/academia and managing knowledge in WVI.

KEY RESPONSIBILITIES:

  • Lead the design of a DME capability development system including (policies, standards, guidelines and processes etc) to benefit both, a) teams tasked to support development of Field Office (FO) ME capabilities (ROs, TSOs &SOs) and b) DME teams in FOs.

  • Design a learning system including learning pathways, learning assets, and learning platforms assisting users during their learning journey.

  • Assist the FOs to undertake regularly the DME capacity assessment and prepare a portfolio view as agreed with GFO.

  • Lead the development of learning assets for F2F and on-line learning. Design and utilize the platforms (WVCentral and e-campus) to enable FOs/RO/SOs/TSOs to access the learning assets in form of asynchronous self, e-learning and social learning in DME. Develop staff competencies on data quality and integrity across all funding sources. Promote emerging good practices in DME capacity development within WV and communicate these across the DME community using newsletters etc.

Coordinate and harmonize DME capacity building interventions of ROs/SOs/TSOs to enable a unified, just in time support for FOs, maximizing their contribution to DME Capacity Building objectives.

  • Collaborate with RO and SO DME leaders to continuously assess DME/LEAP 3 capacity building needs among NOs and provide coordinated (RO/GC/SO) support to address identified capacity building needs.

  • Influence WV entities to support RO plans for FO DME capacity development and deploy technical experts as needed.

Catalyse innovation and learning for development of DME Capability in the organization.

  • Explore practices of others on DME Capability development and share as appropriate WV’s experiences and learning.

  • Lead and grow partnerships with academic and research institutions that help to enhance WV’s DME capacity globally.

  • Promote innovation in DME capability development across WV entities.

Regenerate the Programme Quality and Evidence Community of Practice, convene them regularly involving WV DME practitioners in sharing learning and promoting enabling continuous improvement:

  • Coordinate learning and sharing for DME practitioners, identify promising DME practices and innovations for sharing in the organization.

KNOWLEDGE, SKILLS AND ABILITIES:

  • The incumbent will bring to this role a combination of DME experience and expertise in planning and implementing capability development interventions that help build/enhance the required DME competencies, development of learning resources and utilization of platforms that enable blended learning to take place.

  • Advanced/graduate degree in adult learning/training and or other relevant field.

  • Advanced degree in statistics, econometrics or any other discipline related to DME measurements.

  • Demonstrated expertise in development of user friendly tools and resources for DME and utilization of learning platforms for helping others learn.

  • Intermediate qualifications in capacity building (including expertise in designing capacity building plans and adult learning programs).

  • Advanced competencies in data analysis using appropriate software tools (e.g. SPSS, SAS,ABTAB).

  • Advanced technical writing skills.

  • Evidence of strong interpersonal, networking and coordination skills. Demonstrated effective problem solving skills.

  • Excellent written and verbal communication skills in English and/or French and Spanish.

Preferred Skills, Knowledge and Experience:

  • Proven ability to work successfully in cross-cultural context. Solid experience in leading CoPs, organize knowledge management efforts and developing/documenting learning experiences /assets that can be shared with wider audiences.

  • Experience in leading DME capacity assessments and coordinated efforts to address priority capacity needs of regions/national offices.

Work Environment/Travel:

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

Senior Advisor, Church Partnership

*Position 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.

PURPOSE OF THE POSITION:

World Vision as a Christian humanitarian organization works with the diverse expressions of the Church as our indispensable partner in our shared pursuit of social and spiritual transformation and the holistic well-being of children, especially the most vulnerable.

Our global strategy calls us to ‘live out our Christian faith with boldness and humility’ and to expand and deepen our partnerships with churches and faith leaders to identify and address the spiritual causes of poverty and vulnerability.

This commitment is guided by WV’s Partnerships with Churches’, ‘Witness to Jesus Christ’ and Faith & Development management policies. This position, in line with the relevant policies, will provide strategic leadership, technical guidance and tools to the WV’s Field Offices to engage and partner effectively with churches and Christian agencies in the design and implementation programmes that promote sustainable, holistic child well-being.

KEY RESPONSIBILITIES:

Program Guidance

Provide strategic leadership in the development, refinement and implementation of global guidelines and resources to strengthen effective engagement and collaboration with churches, church leaders and Christian Faith Based Organisations (FBO’s) in WV’s programming for child well-being, in line with relevant WVI policies:

  • In collaboration with Global Field Operations (GFO) and Global Impact (GI) teams, develop guidelines and capacity building resources for field office’s use to strengthen their engagement and mobilisation of churches, Christian networks and FBO’s as an integral part of WV’s community-based approach, empowering to improving child well-being

  • Revise and socialise WVI’s existing frameworks and capacity building resources on church partnerships.

  • In collaboration with the WVI Partnering team, refine existing tools and/or develop new resources to support church partnerships.

  • Ensure WV’s guidelines on church partnerships build on existing best practice in partnering and external engagement developed by WV’s advocacy and External Engagement team.

  • Engage with GFO and regional offices regarding gaps or promising practice, emerging from church partnership data and collaborate on solutions.

Innovation

Based on current practice, lead a collaborative effort with F&D Field Support, TD, GFO and Partnering teams to:

  • Develop, pilot and scale a Christian discipleship project model to engage and equip churches and church leaders in their calling to ensure children experience fullness of life, grow in holistic discipleship while being protected, valued and included.

  • Map currently used practices, models and/or resources used in our programs to further Child Well Being (CWB) in partnership with churches.

  • Identify and document promising practices.

  • Identify current gaps based on analyses for a holistic engagement and discipleship approach.

  • Develop a child-focused, Biblical transformational development process for field offices to engage with local churches to fit and accompany WV’s Development Project Approach (DPA) process.

  • Identify areas within the current DPA process to enhance and deepen partnerships with churches and church leaders.

  • Review similar church engagement approaches to identify synergies and potential for integration.

  • Follow the WV processes to design, develop, pilot, scale-up and approve these approaches that can be used by local churches in WV’s offices and programs.

  • In collaboration with Global Field Operations and Global Impact teams, develop mechanisms to ensure full integration of these approaches into WV’s operational systems, including appropriate monitoring and evaluation mechanisms.

  • Provide guidance to the WV Technical Academy to develop an e-course for these approaches.

External Engagement and Advocacy

Provide strategic leadership and support to Regional Offices (ROs) in the formation and leveraging of strategic partnerships with churches at regional and national level for improved CWB:

  • Support NOs and ROs to engage strategically with local church partners in prioritised global advocacy events or moments on issues affecting the vulnerability of children.

  • Ensure church partnerships contributions to advocacy gains are articulated in Global campaign and FO reporting through Advocacy Strategic Metrics and CVA engagement.

  • Support the development of strategies and resources to support NOs and ROs to develop and equip faith leaders as advocates for child well-being.

  • Identify local Church/Christian partnerships with potential for increased impact through global partnerships.

  • Report on the quality of the prioritised partnerships and their contribution to advocacy towards CWB.

  • Collaborate with Faith & Staff Formation team, to support national offices as they mobilise churches to reflect and pray on issues increasing the vulnerability of children.

Learning

Lead the continued learning of WV’s church and interfaith relations through KM Initiatives:

  • In collaboration with F&D Knowledge Management and Global Communications identify, document and disseminate promising practices, lessons learnt, innovation, and change stories on Church Partnerships.

  • Ensure periodic analysis of Church Partnership data in Horizon, Operations or Impact Portals to show trends and enhance learning.

  • Collaborate with GFO, Global Impact and Horizon teams to enhance WV’s reporting systems (Horizon) to capture national level church partnerships, including joint advocacy.

Collaboration

Ensure effective integration of church partnerships into sector project models and field guidance:

  • In collaboration with F&D’s staff and Field support team work with WV’s global sector, disaster management, fragile contexts and urban teams to ensure the engagement of churches and church leaders are well integrated into project models, field guidelines and quality assurance resources.

  • Partner with global sector teams and GC F&D to refine resources and strengthen church’s implementation of Spiritual Nurture of Children approaches and resources.

KNOWLEDGE, SKILLS AND ABILITIES:

  • Graduate or post-graduate degree in theology, religious studies, development studies or other related fields.

  • At least 5-7 years’ of experience of hands-on work with a range of Church structures, denominations and para-church organisations, especially in the Global South.

  • At least 5-7 years’ experience in strategic planning and program design and management within the development/humanitarian industry, including the role of the local church in community development processes.

  • At least 5-7 years’ experience and demonstrated understanding of other faith communities, the complexity of working as Christian NGO within Faith contexts, relationship with the faith and development arena, major players, and joint work towards the sustainable development goals.

  • At least 3 years of knowledge and experience of supporting multi-stakeholder partnerships, especially faith-based partnerships.

  • Excellent relationship building skills and ability to leverage that towards concrete collaboration and partnerships.

  • Excellent verbal and written communication skills with proven experience in writing and producing clear, concise and effective guidance materials, including online facilitation resources, while using up-to-date adult learning approaches.

  • Clarity in conceptual thinking and communication including critical thinking skills and ability to challenge the status quo.

  • Exemplary personal Christian commitment, vibrant and mature Christian leadership.

  • Minimum of 3-5 years’ experience in programming in field location, preferably in more than one context or continent.

  • Demonstrated ability to interact effectively in culturally and religiously diverse environments.

  • Strong organizational, time and project management skills and experience.

  • Strong computer literacy in use of MS Word, Excel, Outlook; proficiency in hosting webinars, e-learnings and conference calls.

  • Proven experience working with and through networks.

  • Effective in written and verbal communication in English.

  • Fluency in Spanish an advantage, other languages helpful also.

Preferred Skills, Knowledge and Experience:

  • Knowledge of and commitment to World Vision objectives and ministry priorities.

  • Experience of working with, relating to and influencing within Catholic structures.

  • Self-starter with strong time management, coordination, prioritization, multi-tasking skills.

  • Ability to work with a high level of ambiguity.

  • Excellent interpersonal skills and proven flexibility to work well with others with diverse personal styles.

  • Work collaboratively with team members when assigned to work as part of a team.

Work Environment/Travel:

  • Ability and willingness to travel domestically & internationally up to 30% of the time.

Regional Audit Manager, Asia - VisionFund

*Position location to be determined by home country of successful candidate in a jurisdiction (US state or country)where WV/VF is registered to operate.

Organisational Background:

World Vision (WV) is a Christian relief, development, and advocacy organization dedicated to working with children, families and communities to overcome poverty and injustice. One important component of World Vision’s work is microfinance, providing financial services such as credit, savings and insurance to the poor, enabling them to earn increased income, build assets and provide for their families. Numerous studies confirm the strong impact of microfinance on the well-being of children. Studies also show, however, that the integration of microfinance with other development activities can have an even greater impact when compared to either microfinance alone or development activities alone.

WV’s microfinance operations are managed through VisionFund International (VFI), a WV subsidiary.

PURPOSE OF POSITION:

To lead and direct Global Internal Audit's strategy and vision around risk in the region by partnering with key internal and external stakeholders in fulfilling the requirements the IIA standards and the GIA charter, including taking a key participatory and advisory role at MFI Audit Committee Meetings.

To act as a strategic partner to regional leadership, and MFI Audit Committees around risk management, governance and internal controls. Serve as a consultant to key business leaders to manage risk effectively in order to achieve VFI's objectives.

Lead and manage a team of professional auditors in the region and provide assurance to MFI and VFI management and the VFI Board Audit Committee that controls are adequate to mitigate high and medium risk to the VFI network.

KEY RESPONSIBILITIES:

Lead and manage the internal audit function within the region including directly leading audit assignments and activities of the country auditors by ensuring that risk based audit plans are developed and implemented. This includes coordinating reviews, investigations at the regional level.

Engage in the hiring and management of MFI audit staff.

Assess the level of capacity and provide necessary coaching and training where required of MFI audit staff.

Provide leadership to MFI Internal Audit teams within the region:

  • Recruit, hire, train and directly supervise the MFI Audit Managers. The MFI Audit Managers will report jointly to the RAM and the Chair of the MFI Board Audit Committee.

  • Provide adequate technical oversight to MFI Audit Managers and Internal Auditors in the region.

  • Facilitate the understanding of the role of Internal Auditing at each MFI within the region.

  • Ensure all WVI Internal Audit standards, IIA standards and VFI policies and procedures are followed by each MFI within the region.

Provide a consulting and support role to Regional VFI and MFI management:

  • Monitor and provide advice to regional management on how to minimize significant audit risks and material audit findings by supporting Regional management in identifying areas of strength/best practices as well as weaknesses/areas for improvement in each MFI.

  • Advise the Regional VFI Director on critical issues in MFIs.

  • Provide quarterly reports of audit results and semi-annual trends to regional management as agreed.

  • Network and coordinate with the WVI GC Audit Department and VFI Audit Director regarding audit & internal control issues.

  • Coordinate special audits/investigations in the region as needed. Conduct or arrange to conduct special audits when required to do so.

Oversee and manage monthly and quarterly reporting to MFI Board Audit Committees and VFI by ensuring audit team provides timely reports that are reviewed and delivered within the audit scheduled timeframes established.

Represent VFI Internal Audit as a member of the local MFI Audit Committee, including being contributing members of the Integrity and Protection Hotline and Regional Risk Management committees and meetings.

KNOWLEDGE, SKILLS AND ABILITIES:

  • Must have a university diploma or degree in accounting, auditing or similar financial qualification. A graduate degree in Accounting or Management is preferred.

  • Strong accounting and financial management skills required.

  • Experience with non-profit organizations preferred.

  • Must have at least 7 years experience in auditing (external and/or internal auditing) with audit experience of banking institution preferred.

  • Current certification (Certified Public Accountant, Certified Internal Auditor or Chartered Accountant) required.

  • Must be able to travel extensively within the region and internationally, approximately 25-50%.

  • Must have good working knowledge of computerised accounting systems.

  • Must be able to work in a cross-cultural environment.

  • Experience in managing teams.

  • Must be fluent in English.

  • Able to balance Christian values with commercial practices.

Response Director

*Country location to be determined based on response.

*Please submit your CV in English.

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.

When disaster strikes, we are on the ground, quickly providing immediate support and we stay helping to rebuild lives for children, families, and communities.

We are currently accepting applications to join the Emergency Response Roster and are seeking candidates for:

All Roster position will be Non-Family/Unaccompanied postings lasting 3-12 months.

As vacancies arise in our humanitarian offices, roster members will be considered for employment opportunities.

General Requirements:

  • 5+ years Leadership experience in a Humanitarian/Fragile/Emergency context

  • Minimum 2 years of cross cultural humanitarian emergency experience outside of your home country.

  • 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 (non-family); most likely living in a team house setting.

  • English proficiency, written and verbal. (French/Arabic/Spanish preferred)

  • Grant Acquisition and Management experience

  • Strong track record in developing good working relationships with governmental institutions and multilateral agencies.

RESPONSE DIRECTOR PURPOSE:

The Response Director (RD) has primary responsibility for directing the response from strategy to implementation, inclusive of performance and oversight of all aspects of the response. She/he should develop and maintain an efficient, cohesive team, while ensuring effective coordination and relationships with the other agencies, officials, beneficiaries, donors and all areas of the Partnership.

KEY RESPONSIBILITIES:

Develop and monitor implementation of response strategy that addresses WV strategic goals to meet humanitarian needs:

  • Lead response strategy development with National Director (ND), Regional Leader (RL), Partnership Executive Team (PET) and other senior stakeholders.

  • Ensure primary and secondary information on needs inform strategy formulation.

  • Ensure context analysis informs strategy development.

  • Consult with ND and RL to ensure National Office (NO) strategy and plans (including Child Wellbeing targets) are taken into account in response strategy formulation.

  • Ensure strategy aligns with anticipated capacity.

  • Monitor appropriateness of strategy in addition to implementation of strategy and transition plans.

Ensure response is staffed to meet response needs:

  • Contribute to NO capacity building in the area of emergency response in coordination with NO leadership and Human Resources (HR).

  • Determine response organization structure with ND and HR.

  • Conduct high-level workforce planning with HR and mobilise surge functions as required.

  • Oversee the recruitment of the RDs direct reports.

  • Ensure defined accountabilities under the Emergency Management System (EMS) are clear for each function including Term of Reference (TOR) objectives and qualitycriteria.

  • Ensure HR works with EMS functions to identify workforce requirements.

  • Ensure HR plans for capacity building with EMS functions.

  • Ensure HR develops performance planning and review processes that include quality criteria.

  • Ensure HR establishes a staff care function and mechanisms that support staff well-being.

  • Consult ND to plan Response team transition/integration.

  • Ensure adequate internal communications mechanisms are in place to ensure policies, information and decisions are shared with staff as appropriate.

Establish and maintain effective working relationships with humanitarian actors, government representatives, World Vision stakeholders, the media and general public:

  • Represent the response in Partnership Executive Team and Partnership Coordination Team (PCT) (where activated).

  • Identify and highlight areas of conflict to Response Senior Management Team (SMT), ND, RL and Partnership Executive Committee (where activated).

  • Create and maintain collaborative relations and where appropriate partnerships with government, other NGOs, UN agencies, civil society, churches, bi-lateral missions and donors.

  • Participate in consortium meetings and Response related national coordination meetings.

  • Ensure World Vision is represented at relevant technical and coordination mechanisms in-country.

Develop and plan response to achieve response strategy goal and objectives:

  • Provide oversight to funding allocation (i.e. Private Non-sponsorship or PNS, grants, etc) to ensure alignment with strategy and humanitarian needs.

  • Ensure response programme development meets World Vision and international standards.

  • Ensure that adequate funding to address humanitarian needs is acquired.

  • Ensure Advocacy staff are empowered to integrate advocacy across sectors and to develop child-focused advocacy positions which are aligned with strategy and organisational priorities, in strong alignment with NO and Response Operations teams.

  • Facilitate the signing of MOUs and contracts, with donors, Support Offices (SOs) and other relevant stakeholders.

  • Ensure appropriate waivers are in place to facilitate timely response implementation.

Implement response programme in accordance with commitments to meet international and WV standards:

  • Ensure that accessible beneficiary feedback mechanisms are established and functioning.

  • Ensure staff establish community accountability methods across all of the response program.

  • Monitor and identify risks to programme quality and coordinate resources to address them.

  • Ensure that all programmes are implemented, monitored and evaluated according to set plans and that agreements with donors, SOs and other stakeholders are adhered to.

  • Ensure management meetings address quality risks, relevant monitoring data and community feedback.

  • Initiate resourcing mechanisms and ensure financial and material (in-kind) resources are managed according to WV standards, donor and SO agreements.

Initiate response funding mechanisms with support of ND, RL & Regional HEA Director (RHEAD):

  • Ensure that funding is managed and accounted for in compliance with donors and Support Offices agreements and WV standards.

  • Ensure that programme and projects audits are planned and conducted as per WV audit regulations and donor government requirements.

  • Ensure that audit reports are responded to and recommendations implemented.

Ensure that response meets World Vision minimum quality standards and supports program improvement, reflection, learning and innovation:

  • Ensure previous response learnings from Global learning facilitator are reviewed in program design.

  • Encourage the incorporation of best practice and innovation in program design.

  • Ensure all functions have quality planning sessions to meet quality objectives of their TOR.

  • Ensure achievement level of all function quality objectives is monitored monthly and reported.

  • Ensure risks that prevent the achievement of quality objectives are reported and rapidly addressed.

  • Ensure mechanisms are established to identify, document, and share lessons learned with Partnership.

Oversee Security function, planning and implementation to ensure response staff and organisational safety and security:

  • Ensure staffing of Security function.

  • Provide oversight to implementation of security protocols as per CSR.

  • Facilitate inter-agency coordination for information sharing and intelligence sharing.

Ensure response internal and external reporting requirements are met:

  • Liaise with Programmes and Info Management to ensure internal and external reporting requirements are planned for and reports are prepared.

  • Review and submit partnership programme reports.

  • Prepare and submit monthly management reports.

  • Ensure internal response coordination & information sharing mechanisms are functioning.

Ensure that response staff have appropriate housing, offices and information/communication systems:

  • Ensure that staff have access to appropriate office space/equipment, information/communication systems/equipment and other facilities which enable them to carry out their responsibilities.

  • Ensure that all response vehicles and other equipment are well managed and maintained.

  • Where necessary, ensure that relevant staff have access to appropriate housing.

KNOWLEDGE,SKILLS & ABILITIES:

Required:

  • A minimum of 5-7 years in leadership role in the humanitarian assistance and development sector, with a significant portion of this in INGOs.

  • Demonstrated understanding of key humanitarian principles, standards and best practices.

  • University degree in Humanitarian Studies or relevant field. Masters degree preferred.

  • Intensive experience in leading a multi-cultural team of professionals.

  • Experience working in a cross-cultural environment.

  • Experience working in war zones / fragile contexts.

  • Experience in engaging with governmental institutions and multilateral agencies.

  • Experience in managing humanitarian operations that facilitate innovation and calculated risk taking.

  • Experience in serving as an organizational spokesperson to media and other external audiences.

  • Effective in written and verbal communication in English.

Preferred:

  • Ability to express ideas and concepts clearly and persuasively with senior internal and external stakeholders as well as staff.

  • Ability to work in coordination with other humanitarian organizations.

  • Ability to analyse and make decisions in challenging situations in the absence of specific guidance and/or full information.

  • Ability to communicate and model to staff positive behaviours which help them remain resilient and effective in dynamic and high pressure environments.

Work Environment/Travel:

  • Work hours are often more than 8 hours per day during difficult periods of the response.

  • Responses are often mounted in insecure or natural disaster-prone contexts, which may disrupt normal work patterns and generate staff safety issues.

  • Work and housing environments may at times be well below normal standards in terms of facilities, equipment and food availability.

Response Operations Director

*Country location to be determined based on response.

*Please submit your CV in English.

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.

When disaster strikes, we are on the ground, quickly providing immediate support and we stay helping to rebuild lives for children, families, and communities.

We are currently accepting applications to join the Emergency Response Roster and are seeking candidates for:

All Roster position will be Non-Family/Unaccompanied postings lasting 3-12 months.

As vacancies arise in our humanitarian offices, roster members will be considered for employment opportunities.

General Requirements:

  • 5+ years Leadership experience in a Humanitarian/Fragile/Emergency context

  • Minimum 2 years of cross cultural humanitarian emergency experience outside of your home country.

  • 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 (non-family); most likely living in a team house setting.

  • English proficiency, written and verbal. (French/Arabic/Spanish preferred)

  • Grant Acquisition and Management experience

  • Strong track record in developing good working relationships with governmental institutions and multilateral agencies.

RESPONSE OPERATIONS DIRECTOR PURPOSE:

Response Operations Director leads the Operations team and oversees the implementation of the response activities. He/she transforms the response strategy into implemented reality, managing day-to-day sector activities and providing technical guidance to the Programmes team for design and programme quality.

KEY RESPONSIBILITIES:

Ensure program planning is informed by technical standards and operational viability:

  • Contribute to planning of sector requirements for people, funding and supplies.

  • Ensure all program designs are based on needs assessment findings (primary & secondary data) and analysis, targets the most vulnerable/chronically and is operationally viable.

  • Ensure all programs refer to technical standards, consider government standards and are aligned with Strategic Guidance and Do-Assure Dont Do (DADDs) for the First Phase of Emergency Responses and Sector Packages.

  • Ensure inclusion of advocacy issues and cross cutting themes are considered in design.

  • Ensure programs and projects are measured according to technical standards and Child Well-being targets.

  • Ensure Operations Plans are developed and implemented with community engagement, taking into account local capacities and utilising Do No Harm/Local Capacities for Peace (DNH/LCP).

Establish, lead, resource and staff Operations unit to meet response needs:

  • Contribute to National Office (NO) capacity building in the area of emergency response in coordination with NO leadership and Human Resources (HR).

  • Determine Operations organisational structure and staffing plan with HR.

  • Monitor recruitment and deployment of Operations staff and plan for capacity development.

  • Ensure Operations staff handovers are conducted.

  • Develop Operations budget in coordination with Finance, ensuring strong alignment and coordination with Programming team during budgeting and budget management process.

  • Plan for Operations transition/integration.

Conduct response operational planning to ensure effective coordination and timely delivery of response activities:

  • Plan and facilitate detailed operational plan and delegate responsibilities to carry out plan.

  • Ensure Accountability mechanisms are in place for Community and stakeholder feedback.

  • Planning process considers community requirements (i.e. timelines) and progress is monitored by DME.

  • Facilitate planning between sectors to meet overall program goals.

  • Facilitate requirements planning with Support Services.

  • Ensure collaborative planning with external stakeholders such as UN Agencies, other NGOs and Govt ministries where possible through coordination mechanisms.

Oversee implementation and monitoring of operations to ensure achievement of response goals and objectives and inform operational improvement:

  • Monitor results against sector plans and address identified issues.

  • Monitor expenditure reports and take corrective action with Finance and Programs.

  • Review M&E and Accountability data with Sectors and Programs to identify and address any issues for operational improvement.

  • Review findings of learning events and evaluations with Programs to make operational improvements.

  • All evaluations of sector interventions are planned with DME to assess effectiveness and timeliness.

Oversee development and implementation of operations reporting systems to support timely and accurate reporting:

  • Establish and implement internal reporting system in coordination with DME.

  • Ensure Operations provide input for grant/donor and program milestone and reports to Programs.

  • Write report on quality risks and their resolution and submit to Response Director on regular basis.

  • Ensure that Operations meets reporting requirements for Clusters, Ministries and/or in-country stakeholders.

Ensure implementation of response operations according to safety standards with support from the Security function:

  • Organise security assessments for all field operations that inform a security plan.

  • Implement the recommendations of the security plan for all field operations.

  • Ensure security incident reporting protocols are complied with by operations staff.

  • Ensure Operations staff adhere to security standards for staff movement and communications.

  • Work with Security to ensure safe and effective Civil/Military relationships with armed actors.

Ensure operations meet WV minimum quality standards and support improvement, reflection, learning and innovation in sectors:

  • Ensure previous sectors learning from Global Learning Facilitator are reviewed.

  • Encourage the incorporation of sector best practice and innovation.

  • Ensure sector have a quality plan to meet quality criteria and minimum sector standards.

  • Ensure achievement of all function quality criteria is monitored and reported regularly.

  • Ensure risks limiting achievement of objective to quality criteria are reported & rapidly addressed.

Coordinate with Support Services function for ongoing provision of funds, staff, equipment, vehicles and supplies to ensure timely implementation of operations:

  • Ensure Ops submit clear and timely budgets and funds requests to Finance.

  • Ensure Ops submit clear and timely staff plans to HR and immediately advises on changes.

  • Ensure Ops follow Finance procedures to rapidly process payments to suppliers.

  • Ensure Ops submit vehicle requirements to logistics and follow vehicles management guidelines.

  • Ensure Ops submit communications requirements to ICT and follow ICT procedures.

  • Address delays in Support Services to Response Manager for rapid resolution and waivers.

Identify, report and refer operational blockages caused by external actors to Liaison to be addressed through external advocacy:

  • Establish operation team protocols where sector and geographic leads identify and report where external actors are delaying/preventing implementation.

  • Refer issues delaying implementation to Liaison to resolve through inter-agency coordination and/or government relations.

  • Ensure protection issues are reported and addressed in coordination with Advocacy.

KNOWLEDGE,SKILLS & ABILITIES:

Required:

  • A minimum of 5-7 years in leadership role in the humanitarian assistance and development sector, with a significant portion of this in INGOs.

  • Demonstrated understanding of key humanitarian principles, standards and best practices.

  • Experience in program management and implementation of multi-sectoral emergency response projects.

  • Intensive experience in leading a multi-cultural team of professionals.

  • Experience working in a cross-cultural environment.

  • Experience working in war zones / fragile contexts.

  • Experience in engaging with governmental institutions and multilateral agencies.

  • Experience in managing humanitarian operations that facilitate innovation and calculated risk taking.

  • Strong team leadership skills.

  • Emotional intelligence (self awareness, managing emotions and those of others, remaining calm/composed, dealing with ambiguity and change).

  • Effective in written and verbal communication in English.

  • Academic and on-the-job training in at least one of the support services or response-sector relevant areas.

Preferred:

  • Understanding of the international humanitarian system, particularly the systems, structures and key actors.

  • Understanding of the key accountabilities that must be maintained in a response (beneficiaries, donors, peers).

  • Ability to lead operational planning processes.

  • Strong communication skills (oral and written) with ability to express ideas and concepts clearly and persuasively with senior internal and external stakeholders.

  • Ability to express ideas and concepts clearly and persuasively with senior internal and external stakeholders as well as staff.

  • Ability to work in coordination with other humanitarian organizations.

  • Ability to analyse and make decisions in challenging situations in the absence of specific guidance and/or full information.

  • Ability to communicate and model to staff positive behaviors which help them remain resilient and effective in dynamic and high pressure environments.

Work Environment/Travel:Work hours are often more than 8 hours per day during difficult periods of the response.

  • Responses are often mounted in insecure or natural disaster-prone contexts, which may disrupt normal work patterns and generate staff safety issues.

  • Work and housing environments may at times be well below normal standards in terms of facilities, equipment and food availability.