EMERGENCY RESPONSE ROSTER

*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):

  • Response Director

  • Operations Director

  • 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

  • Finance 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

  • Health Manager/Specialist

  • Mental Health and Psychosocial Support Manager/Specialist

  • Nutrition Manager/Specialist

  • Education in Emergencies Manager/Specialist

  • Livelihoods Manager/Specialist

  • Protection Manager/Specialist

  • Child Protection ManManager/Specialist

Director of Collaboration

*Preferred position locations: Asia and Latin America. Other locations 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:

The Director role is responsible for managing and maintaining global IT processes and standards relevant to their area. This position manages multiple IT processes within one functional area and provides IT services to one or more regions globally.

Individuals within the IT leadership job family have responsibility for activities that contribute to planning, creating and implementing an IT vision and strategy aligned with the company’s strategic business plan. They oversee the development of corporate standards, technology architecture, technology evaluation and transfer. They manage small to large teams of people responsible for developing and delivering IT solutions for the business and customers. Each role within this job family provides technical and business leadership to their organizations as well as to the business.

IT Leaders are also responsible for analyzing trends in technology, assessing the impact of emerging technologies on the business, providing solutions to address technology and business issues, and managing financial resources while ensuring the development of high-quality technology solutions. These solutions must be developed at the best possible cost and be aligned with customer and business needs while establishing relationships with employees and key internal and external stakeholders. They are also responsible for participating and leading the development of an IT governance framework that defines the working relationships and sharing of IT components among various IT groups within the organization.

To be successful, individuals must possess a combination of business, technical and leadership skills and competencies. This requires an understanding of client’s business needs, processes and functions. They also need a solid knowledge of IT infrastructure, architecture, applications development and support, networks, and computer operations. In addition, individuals working in this job family must have excellent communication skills and the ability to influence others.

MAJOR RESPONSIBILITIES:

Business and IT Strategy:

  • Develops the tactical components and strategies to achieve goals at an enterprise level.

  • Works with business partners to understand business needs.

  • Manages the development and implementation of IT initiatives to support business strategy.

Change Management:

  • Articulates change.

  • Is active and visible throughout the change process.

  • Provides frequent, communication to department/organization and clients about the change (i.e., rationale, expected outcomes, the "big” picture) and the impact of the change (individual and business).

  • Builds a coalition of sponsorship (managers, staff and clients) and manages resistance to the change.

  • Identifies and removes obstacles to change.

Governance:

  • Leads or participates in a customer advisory board to manage IT services demand.

  • Communicates client’s needs and priorities and provides feedback on pricing and investment.

Architecture:

  • Provides input to technology planning within multiple functional areas.

  • Implements solutions consistent with current and future architecture.

Process Improvements:

  • Manages the improvement processes that impact customer satisfaction and relationships.

  • Owns the designated processes and is accountable for ensuring that established processes are followed.

Finance:

  • Participates in the development of IT budgets.

  • Tracks and takes appropriate steps to stay within budget.

  • Provides high-quality services at optimal cost to customers.

  • Measures service performance and implements improvements

IT Technology Development:

  • Directs the development and implementation of technology solutions required to increase business efficiency and effectiveness.

Service Level Agreements (SLAs):

  • Participates and provides input to the SLA development process.

  • Ensures internal SLAs are met.

Vendor Management:

  • Provides advice and counsel to the vendor relationship decision-making and contract development processes.

  • Reviews service provider performance.

  • Identifies and confirms performance problems and notifies contract managers.

Resource Management:

  • Meets regularly with team to gather work statuses.

  • Discusses work progress and obstacles.

  • Provides advice, guidance, encouragement and constructive feedback.

  • Ensures work, information, ideas, and technology flow freely across teams.

  • Establishes measurable individual and team objectives that are aligned with business and organizational goals.

  • Documents and presents performance assessments.

  • Recognizes and rewards associates commensurate with performance.

  • Implements organizational practices for staffing, EEO, diversity, performance management, development, reward and recognition, and retention.

Workforce Planning:

  • Identifies the roles, skills and knowledge required to achieve goals.

  • Ensures staff has the resources and skills needed to support all work initiatives within a limited number of COCs or functions.

  • Participates in IT workforce deployment activities.

KNOWLEDGE, SKILLS & ABILITIES:

  • Bachelor’s or Master’s Degree in Computer Science, Information Systems, Business Administration, or other related field. Or equivalent work experience.

  • Requires experience in managing teams and building relationships with people at a variety of levels.

  • Typically has 10 to 15 years of IT and business/industry work experience, with knowledge of one process/service.

  • Requires demonstrated ability to launch and deliver one or more IT project(s) on time and within budget.

  • Willingness and ability to travel domestically and internationally, as necessary.

  • Effective in written and verbal communication in English.

Preferred Skills, Knowledge and Experience:

  • Demonstrable experience leading both technical and business teams through the design, implementation, change management, and operational support of organizational collaboration and communications capabilities (such as email, productivity platforms, and various forms of collaboration services).

  • Have led a globally composite team through a complex enterprise technology migration.

  • Demonstrable ability to both design and execute upon a capability based roadmap for enterprise collaboration, communications, and productivity investments.

  • Experience managing and maintaining complex financial charges both external and internal to the organization.

  • Experience with any of the following technology platforms/services which include, but are not limited to: Lotus Notes, Microsoft O365, Google GSuite, Facebook for Workplace.

  • Demonstrable experience with the enterprise support aspects within the IT lifecycle value chain.

Work Environment/Travel:

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

Operations Director, South Sudan

PURPOSE OF POSITION:

The Operations Director (OD) director will provide overall leadership to the operations team, fostering an enabling environment to support World Vision’s strategic priorities and imperatives. To develop and operationalise systems that promote integration and ensure timely, effective implementation of the programme’s portfolio of projects in pursuit of Child Well-Being. To oversee the implementation of systems, infrastructure, and capacity building to address core security requirements and staff care. To spearhead external engagement in order to position the organisation to sustain and grow and to influence and promote coordination with key stakeholders.

MAJOR RESPONSIBILITIES:

Strategy - Our Promise:

  • With PD, provide leadership in strategy formulation, and alignment of Field Office Strategy to local context and local development realities.

  • Support in program alignment with Our Promise.

  • Ensure that strategy drives programming in WVSS such that proposals, annual operating plans and budgets are aligned to the approved country program strategy.

  • Support development of Country strategy implementation plan (CSIP).

  • Lead and coordinate roll out of fragile context programme approach.

  • Support the roll out of Recovery and Resilience framework and WV’s participation in the SS partnership for recovery and resilience.

Ensure Operational Effectiveness:

  • Provide strategic and operational oversight of the programmes’ portfolio, ensuring mechanisms and tools are in place for effective and accountable implementation of projects (start and end on time, on target, and within budget).

  • Ensure programmes have the necessary resources and competencies to live out WV’s Christian faith with boldness and humility through programme choices and through clear, appropriate communication with external stakeholders.

  • Develop a culture of excellence with regards to the planning and implementation of projects, including periodic and targeted reviews of challenging projects to ensure completion and optimum expenditure rates.

  • Spearhead coordination between departments to promote information sharing, joint planning, and problem solving, especially amongst M&E, and Technical Advisors to support operational effectiveness.

  • Develop and communicate Field Office systems, guidelines, and strategic initiatives.

  • Ensure effective support mechanisms are in place to facilitate the strategic initiatives of the organisation: food security and livelihoods, health and nutrition, WASH, child protection and participation, education, emergency assistance and Area Rehabilitative Programming.

  • Ensure effective support mechanisms are in place to enable programmes to identify, include, and benefit the most vulnerable children (MVCs), and report their impact on MVCs.

  • Ensure effective implementation of WV’s deep field coordination roles on behalf of OCHA.

  • Foster a culture of trust and mutual respect with the aim of empowering staff to take on more responsibility.

Foster Operational and Programmatic Excellence:

  • Develop mechanisms to ensure integrated programming in line with field office strategy.

  • Develop and implement effective systems for strategic and adaptive management, ensuring operational plans are in place and programmes are able to make necessary adjustments to plans and budgets during implementation, in the interest of continuous improvement.

  • Ensure programme plans include clear strategies to strengthen the sustainability of outcomes and ensure progress towards sustainability is measured and reported in all programmes.

  • Champion key humanitarian standards and sector standards in the National Office and at the field level.

  • Facilitate the operational effectiveness process to update tools including flowcharts and RACI (responsible, accountable, consulted and informed) for project cycle management process.

  • Introduce process improvement/Kaizen projects on appropriate elements of project management.

  • Cultivate an atmosphere of trust for the creation and delivery of high quality, effective, and accountable programming.

Foster Internal and External Engagement:

  • Champion WV engagement in government and with donors, promoting WV leadership when possible.

  • Promote information-sharing mechanism and internal stakeholder engagement to encourage cross-functional coordination amongst all functions and field operations and actively address issues that affect project success.

  • Proactively ensure there is a system in place to coordinate amongst Support Services, Program Quality, P&C, and the Programme Development Unit to address field-based team needs and to sustain growth in various field locations.

  • Develop strategic networks enabling World Vision to leverage a collective voice in favor of children and families, communities, and partners.

  • Ensure representation of WV’s strategic pillars with government and partners.

  • Foster a spirit of engagement with other agencies to promote better coordination, joint action, and partnership.

Ensure Systems for Audit Compliance and Good Stewardship are fully used:

  • Ensure all organisational policies, procedures, and compliance regulations are in place, understood, and followed.

  • Ensure awareness of donor and Support Office requirements, including the timely preparation and submission of quality narrative and financial reports.

  • Work closely with the Finance and support services Director to develop, manage, and monitor project budgets, ensuring value for money and that project expenditure is within agreed budgets.

  • Champion the implementation of audit recommendations.

  • Lead the identification and resolution of challenges which impact audit compliance and/or contribute to risk.

  • Cultivate an atmosphere of good stewardship, accountable ministry, and diligent compliance with internal and donor-imposed processes.

Ensure Safe and Secure Working Environment:

  • Ensure security and risk mitigation measures are in place and in use.

  • Ensure adherence to Core Security Requirements.

  • Ensure that staff have the necessary tools to complete the tasks as assigned to them, including, but not limited to, communications tools such as telephones, radios, and internet access.

  • Ensure that staff housing is safe and fulfils required guidelines, transport is safe and reliable, and that safeguarding / community accountability mechanisms are in place and in use.

  • Lead the timely implementation of security recommendations.

  • Promote a culture of security awareness and risk reduction amongst staff.

People Management and Capacity Building:

  • Champion partnering for performance mechanisms, ensuring full participation and quality results to promote staff engagement and a culture of excellence.

  • Create performance agreements with each direct report in operations team, and conduct quarterly reviews and end of year performance appraisals.

  • Provide guidance and direction to the team as required, and establish team cohesion and growth, including the organization of capacity building opportunities.

  • Ensure quality staff are attracted, retained, and developed to effectively work within a fragile context.

  • Ensure there are clear and deliberate retention plans specific to individual staff members and succession plans in place.

  • Effectively line manage and coach the Operations Managers, ensuring a shared vision, teamwork, effective communication, and active engagement in decision making and management approaches, as well as ensuring staff care measures are in place and followed.

  • Support recruitment process to ensure identification and inclusion of qualified project management and other operations staff.

Risk Management:

  • Assess level of risks associated with each project and ensure sufficient mitigations measures are put in place and monitored regularly.

  • Spearhead risk planning and ensure control measures are in place and in use.

  • Lead development, monitoring and mitigation of key risks in operations.

KNOWLEDGE, SKILLS & ABILITIES:

  • Master’s degree in International Development, Rural Development, NGO Leadership or a related discipline.

  • At least 5 years field experience in a relief or development environment, with at least 3 years’ in a managerial role with direct reporting lines.

  • Previous experience with successful multi-million dollar program development and budget preparation (USAID, EU/ECHO, DFID, GAC, DFAT, UN agencies preferred).

  • Experience in major and multi sector, multi-state project management.

  • Conversant in cluster management system and building a better response approach.

  • Must have a clear understanding of the working of the major WV partners (USAID, EU/ECHO, DFID, GAC, DFAT, UN etc), their requirements and standards.

  • Ability to engage high level donors to influence funding priorities, strategy and policy.

  • Ability to engage with governmental, NGO and other senior leaders on issues of justice, child rights and development and maintain effective partnerships.

  • Strong negotiation skills.

  • Must be able relate and represent WV to these major program partners, in a highly professional manner.

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

  • Computer knowledge including Word, Excel, Lotus Notes and Power Point.

  • Excellent written and verbal communication skills in English, including report-writing and proposal writing skills.

  • Good understanding of World Vision and Sphere relief standards.

  • Knowledge of and adherence to the Red Cross and NGO Code of Conduct.

  • Effective in written and verbal communication in English.

Preferred Skills, Knowledge and Experience:

  • Previous experience with successful multi-sector, multi-state project management and oversight.

  • Must possess experience in strategic and operational leadership in fragile context.

  • Must possess thorough understanding of and appreciation for M&E/QA, DM, and Programme Development.

  • Must have a clear understanding of the working of the major WV partners (UNICEF, WFP, USAID, EU, CIDA, DFID etc), their requirements and standards.

  • Must be able relate and represent WV to these major program partners, in a highly professional manner.

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

  • Computer knowledge including Microsoft Package, Lotus.

  • At least 5 years field experience in a relief or development environment. Experience working in South Sudan a plus.

Work Environment/Travel:

  • Office-Based position with frequent visits to the fields.

  • Travel: 30% domestic/international travels is required.

  • On call: Available for communication with partners and colleagues from diverse time zones.

Director, Sponsorship Field Engagement and Support

*Preferred Location: United States. Position location to be determined by home country of successful candidate within a jurisdiction (country or US State) where WVI is registered to operate.

PURPOSE OF POSITION:

Reporting to the Senior Director Sponsorship Field Operations & Services, the Director of Sponsorship Field Engagement & Support is a member of the Global Child Sponsorship Senior Leadership Team (CSLT) accountable for leadership and direction of partnership sponsorship strategic and operational priorities related to the following areas of responsibility:

Our Promise and partnership sponsorship strategy: Leads the Regions and Field Offices towards field facing strategic and operational deliverables for multi-faceted large-scale partnership projects contributing to Our Promise Strategic Initiative 4.1 to revitalize and deliver quality Child Sponsorship and sustain its funding. Identified partnership projects for FY20: Sponsorship Leapfrog, Global Printing and Mailing Solution .

Global Registered Child Portfolio: Responsible for leadership to establish an efficient & effective Global Registered Child Portfolio Management system, that includes a globally coordinated approach & related processes that address key challenges, such as partnership RC projections including growth, closure & transition plans, inventory shortfall, holds and RC record drop such as over age (+18 year old) RC records. This is critical for assuring field input into effective marketing, fundraising by 17 Support Offices and focus on child participation and wellbeing by 54 Field Offices in over 1350 Area Programmes.

Sponsorship Field Office Capability and Staff Capacity:

  • Provides leadership that enables continuous improvement of field child sponsorship management, technical capacity and capability through accountability. This includes contribution to broader partnership capability and capacity building as defined in the sponsorship capacity and capability frameworks. Key process is the implementation of the Sponsor Engagement Field Capacity Building Initiative targeting 54 FOs and priority Area Programmes across all 7 Regions.

Sponsorship Field Operations Support:

  • Working with the Senior Director Sponsorship Field Operations and Services, the position is responsible to lead specific strategic and key operational and coordination processes including engaging with appropriate Support Office groups to contribute to strategic thinking and actions that further partnership sponsorship strategic and operational priorities.

Team Leadership & Budget Management:

  • Leads, coaches and mentors senior global staff responsible for partnership RC Portfolio Management; Global Printing and Mailing Solutions field management and Regional Sponsorship Coordinators responsible for Sponsors Engagement Field Capacity Building.

KEY RESPONSIBILITIES:

Our Promise and Partnership Sponsorship Strategy:

  • Leads change management with the Regions and Field Offices towards field facing strategic and operational deliverables for multi-faceted large-scale partnership projects contributing to Our Promise Strategic Initiative 4.1 to revitalize and deliver quality Child Sponsorship and sustain its funding.

Sponsorship Leapfrog for Marketing: This includes the following key responsibilities that contribute to the stabilization and growth revenue, sponsor retention, and transformation of children, their families, communities and sponsors:

  • Field facing change management towards full understanding and focused action by the Regions & NOs towards achieving 29 proposed Digital Project change releases.

  • Enable field sponsorship uptake and action relevant to improving the quality of child data, programme data & field efficiencies projects.

  • Assure field capacity to produce and deliver quality and timely digital content needed for sponsor engagement.

  • Introduce relevant sponsorship new and/or revised business processes and enable on-going actions across all 4 Leapfrog projects especially Digital Correspondence.

  • Lead field facing aspects of sponsor engagement innovations involving multiple FOs, SOs & Aps.

  • Responsible for implementing strategies to deepen the engagement of field staff with registered children and their families leading to improvement in the quality of sponsor engagement.

  • Global Mailing and Printing Solution: involving establishing and planning for annual printing and mailing needs of the 54 Sponsorship FOs related to Annual Progress Reporting (APR), Christmas Cards, related Child Expression Worksheets (CEWs) and Child Update Photos (CUPs). This work leads to significant time and budget savings for the partnership.

  • Establishing and planning for annual printing and mailing needs of the 54 Sponsorship FOs related to Annual Progress Reporting (APR), Christmas Cards, related Child Expression Worksheets (CEWs) and Child Update Photos (CUPs).

  • Ensure effective and efficient budgetary and production planning with key stakeholders including the Field (Regions & FOs); SOs; Director Child Sponsorship Engagement, Director Operations & Business Support & vendor(s) to enable production of quality products.

  • Lead planning of mailing distribution with the Regions, NOs & the vendor to ensure on time delivery of bulk printed material to FO and sub-FO locations as agreed.

  • Address operational issues related to production, mailing and feature development with quality and on time, working with Field (Regions & NOs); Senior Director, Director Child Sponsorship Engagement, and Director Operations & Business Support.

  • Work with the Director Operations & Business Support if there are any issues that need to be addressed in liaison with vendors and follow up on vendors meeting the agreed key performance indicators.

  • Operational actions & leadership with the field (Regions & FOs), SOs and Child Sponsorship leaders on what other content can be bulk produced and mailed to enhance effectiveness and efficiency including time and cost savings.

  • Ensure that the key performance indicators are met in centralized scanning, printing and mailing solutions and time and cost savings are passed on to the field programmes.

Global Registered Child Portfolio:

Responsible for leadership for establishing an efficient & effective Global Registered Child Portfolio Management system, that includes a globally coordinated approach & related processes that address key challenges such as; partnership RC projections including growth, closure & transition plans; inventory shortfall; RC Holds and RC Record Drop including managing over age(+18 year old RC). This is critical for assuring field input into effective marketing, fundraising by 17 SOs and focus on participation and wellbeing by 54 FOs and over 1350 Area Programmes. Key responsibilities include:

  • Engagement with RO & FO leads as well as partner SO International Programme Group, SO Sponsorship Operations, SO Marketing to establish and maintain a multi-year RC Global Portfolio Management Plan.

  • Leverage the Global RC Portfolio Plan to proactively manage RC trends during Area Programme growth, closure & transition activities across the 54 Sponsorship FOs, 17 SOs & over 1350 Area Programmes with over 3.2 million Registered Children.

  • Lead work across FOs and partners SOs to limit the organizational risks arising from chronic inventory shortfall/under supply & partnership RC Record Holds that negatively impact SO marketing and fundraising plans and activities.

  • RC Record Drop including managing over age (+18-year-old RC) files in ways celebrate child wellbeing and enables sponsor retention.

  • Implementing common reports and providing leadership for their use in informing leadership decisions as well as on-going global, SO and FO actions.

  • Escalate if the FOs are not meeting the agreed targets /standards for line management action and if the Support Offices operate outside of the agreed coordinated mechanisms and protocols.

  • Leadership for implementing a standardized RC Portfolio planning process that informs multi-year global, SO & FO annual planning and budgeting actions.

  • Responsible for managing assigned aspects of implementation of the PRAC lead Global Funding and RC pooling model.

  • Provide leadership to the development and implementation of a system based solution to ensure a single source of information on RC portfolio.

Sponsorship Field Office Capability and Staff Capacity:

  • This position provides leadership that enables continuous improvement of field child sponsorship management, technical capacity and capability through accountability. This includes contribution to broader partnership capability and capacity building as defined in the sponsorship capacity and capability frameworks. Key contribution is to the implementation of the Sponsor Engagement Field Capacity Building Initiative targeting 54 FOs and priority Area Programmes across all 7 Regions.

  • Responsible for leading the Sponsor Engagement Capacity Building Initiative across FOs and priority APs. This includes matrix management of responsible Regional Coordinators.

  • Close collaboration with the Senior Director Sponsorship Field Operations & Services as well as the Senior Advisor Sponsorship Field Capacity Building in implementing the Child Sponsorship Field Capability Building and Support Framework.

  • Implementation leadership of assigned aspects of the following capacity building training including:

  • Sponsorship Management Orientation.

  • Volunteer Basic Training.

  • Sponsorship Basic Training for Development Programming.

  • Sponsor Engagement Capacity Building

  • Other ad hoc training aimed at delivery of identified strategic and operational priorities.

  • Provide input and feedback into Child Sponsorship Field Capability Building and Support Framework and resources based on their usefulness in the field.

Sponsorship Field Operations Support:

Working with the Senior Director Sponsorship Field. Operations and Services the position is responsible to lead specific strategic and key operational processes including:

  • Assure day to day efficient and effective Sponsorship Field Operations that contribute to attainment of organisational and sponsorship strategic and operational priorities.

  • Engaging Support Office International Programmes Group stakeholders to contribute to strategic thinking and actions that further partnership sponsorship strategic and operational priorities.

  • In collaboration with the Senior Director & Director Business Support and Ministry enable field understanding and implementation of actions aimed at assuring the strategic focus on the Most Vulnerable Child (MVC).

Team Leadership & Budget Management:

Leads, coaches and mentors senior global staff responsible for the following:

  • Leadership for Special Projects: Provide leadership for time-bound special projects that are critical for the success of child sponsorship in World Vision Partnership. For example; definition of job family structure for all child sponsorship positions in the ROs and FOs.

  • Global RC Portfolio Management; Global Printing and Mailing Solutions field management and Regional Sponsorship Coordinators responsible for Sponsors Engagement Field Capacity Building.

  • Responsible for change management implementation with the Senior Director Sponsorship Field Operations & Services; P&C Partner & field line management related to review of Regional, FO and Area Programme Sponsorship Job families, descriptions, grading, performance & succession planning.

KNOWLEDGE, SKILLS & ABILITIES:

Required:

  • Bachelor’s degree in international development, business administration, social work or related field.

  • Minimum 10 years in a strategic leadership roles including leading a combination of Sponsorship and programme operations functions in World Vision or other international organisations (5 years leadership experience in field office and 5 years experience in Support Office).

  • Demonstrated expertise in strategy development facilitation and process management in global organisations with complex organisational relationships. Ability to perform strategic business planning and lead and direct its operationalization.

  • Sees the “big picture” in complex situations by linking information or applying theoretical frameworks, by taking a systems view, or by considering an abstract, broader, or longer-term perspective.

  • Critical thinking and capability of generating consistently accurate and useful information to inform strategic planning and decisions.

  • Ability to effectively communicate with many different functions, cultures and levels in the organisation (orally and in writing) Fluency in English.

  • A broad understanding of non-profit operations and commitment to World Vision´s objectives, ethos, core ministries, Mission Statement and Core Values is mandatory.

  • Broad knowledge of sponsorship with demonstrated expertise in strategy and sponsorship in programming preferably within World Vision.

  • Extensive international experience in working across cultures and within complex organizational structures.

  • Strength in building effective work relationships with both local and dispersed colleagues, and to manage and lead horizontally across the organisation.

Preferred:

  • Strong analytical, organizational, problem solving, collaborative, facilitation and time management skills Ability to effectively communicate with all levels in the organisation (verbally and in writing). Fluency in English.

  • Understanding and experience of strategy and operations across a range of entities in the WV partnership, such as national and/or support office, regional and/or global levels.

  • Flexible and willing to travel per World Vision policy.

  • 10 years of leadership experience.

  • 10 years practical sponsorship knowledge and hands on experience gained in at national, regional and/or global levels.

  • 10 years of experience in a leadership role involved significant networking, collaborative and negotiation related work.