People & Culture (HR) Director, WV Central African Repubic

*Please submit your CV in English.


To provide strategic leadership to WV Central African Republic Emergency Response in the area of people management & organizational development in order to optimize organizational performance, fulfill World Vision mission, vision, core values and contribute to the measurable improvement of the well-being of vulnerable children and communities in Central African Republic.

The P&C Director is primarily responsible for ensuring, developing and promoting P&C strategy, leadership development and sustainability, staff and organizational well-being, performance and accountability culture, diverse and talented workforce with the right set of mindset and behaviors, internal and external networking for greater impact and a professional and sustainable P&C function in the organization.

The P&C Director is an active member of the Senior Leadership Team.

Communicate World Vision's Christian ethos and demonstrate a quality of spiritual life that is an example to others.


Ensuring Strategy Development and Execution:

  • Provide strategic guidance and input to the senior leadership team in the alignment and execution of the Emergency Response Strategy and business plans with Our Promise.

  • Develop and implement the People and Culture (P&C) strategy and 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 Response Director 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.

Promoting Leadership Quality and Sustainability:

  • Build the capacity, depth and breadth of Central Africa Republic Office and Projects leadership to meet the evolving leadership needs, to realise Our Promise and to enable transformational mindsets and behaviours.

  • Identify and nurture globally, regionally and in-country mobile talent to support leadership and career development, succession planning and retention of high potential managers and leaders 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 behaviors in most vulnerable areas.

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

Ensuring Staff Engagement and Well-Being:

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

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

  • Strengthen the quality of Staff Care and Peer Support interventions especially in fragile, response and conflict areas.

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

  • Design and execute compensation and benefits strategy, systems and processes in alignment to Our Promise that enable the organization to attract and retain required staff for fragile contexts.

Promoting Accountability and Performance Culture:

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

  • Lead structure realignment processes to match program requirements, including pre-positioning for emergency responses.

  • 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 CAR Office P&C policies for International assignees and national staff and ensure its alignment with CAR labor laws.

  • Regular monitoring and strengthening of internal controls related to staff safety, hiring and separation processes, payroll management, employee relations.

  • Ensure people management risks are identified and the organization regularly reviews and implements adequate risk mitigation measures. Strengthen the risk mitigation measures for Central Africa Republic Emergency Response.

  • Provide leadership in educating staff on employee relations and investigations protocol and ensure cases are managed confidentially and promptly.

  • Oversee grievance management, corrective and disciplinary actions in line with organizational policies.

Developing Capable and available Workforce:

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

  • Ensure that the Central African Republic’ recruitment policy, system and processes are well established for acquiring right talents with required competencies, mindsets and behaviors required to realize Our Promise.

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

  • Promote gender diversity through appropriate identification of talent at all levels.

Developing a strategic and professional People & Culture Team:

  • Ensure that the People & Culture function has the required capacity, capability, systems, processes, policies and guidelines to drive transformation of mindsets and behaviours and realisation of Country Strategy

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

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

  • Design efficient P&C systems and processes with a particular focus on process excellence and ensure that HRIS is fully operational with accurate and complete information for decision making.

Promoting External and Internal Coordination:

  • Establish proactive linkages and strategic networks with key International NGOs and other stakeholders at the national and international level for broader impact and also to keep abreast of the ongoing changes in the external environment 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 effective working relationships with Regional P&C, SLT and different departments including field based program managers.


  • Education: Master’s degree in Human Resources Management, Business Management or Social Sciences. Master’s Degree in the relevant field is an added advantage.

  • Technical Training qualifications required: Professional qualifications in Human Resource Management or Organisational Development (OD) or Leadership Development.

  • Experience: Minimum of 5 years of experience in a Senior Human Resources Management position in an international organisation.

  • Experience working in conflict and fragile contextsThe candidate should have a personal calling, passion for service.

  • Experience working with different country labour laws.

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

Preferred Skills, Knowledge and Experience:

  • Visionary thinking and understanding of humanitarian operations in fragile contexts.

  • Proven record of managing people in a diverse cross-cultural and interfaith settings and initiating and implementing organisational change in restricted and fragile contexts.

  • Spiritual maturity, interfaith knowledge and a biblical worldview – Ability to articulate and model our Christian identity and mission in an inclusive way.

  • Familiarity with INGO international staffing policies and sound knowledge of Regional/ Country labour laws.

  • Demonstration of well-developed interpersonal skills, excellent communication skills, both verbal and written.

  • Highly flexible and agile in style with the ability to produce creative and pragmatic solutions to complex Human Resources problems.

  • Proven conceptual & analytical skills and systems thinking.

  • Agile decision making - knowledge for P&C/global policies at hand to facilitate decisions.

  • Personal resilience in the face of complex and evolving contexts.

  • Proven facilitation skills.

  • Team player.

  • Champions and manages innovation.

  • Ensure a gender perspective in the scope of work.

  • External engagement, internal engagement and networking skills.

  • Very good OD and change management skills especially the ability to design and execute OD interventions in a fragile & grants funding context.

  • Experience in emergency response scenario planning process.

  • Peer mentoring and coaching from a seasoned leader who has worked in these contexts long enough.

  • HEAT (hostile environment awareness training) and SRMT (security risk management training) or a UN equivalent.

  • Enterprise Risk Management Training.

  • Staff Care and Critical Incident Stress Management (CISM) training.

  • Certification in trauma counselling or certain basic training in this area.

Work Environment/Travel:

  • The position requires ability and willingness to travel domestically and internationally up to 20% of the time.

  • Extreme Hardship post, Unaccompanied, Employee Only Post.

  • Leaving in an Apartment with limited amenities.

WVV Senior People and Culture Officer


World Vision is a Christian relief and development organization working to create lasting change in the lives of children, families and communities living in poverty. World Vision serves all people regardless of religion, race, ethnicity or gender. As a child-focused organization, WV’s work focuses on children, ensuring they are protected and their basic needs are met. WVV has been funded from 12 support countries in Europe, Asia, the Americas and Australia. Funding of WVV consists of sponsorship program funding (70%) and PNS/grants (30%). WVV employs about 430 staff, of which 99% are Vietnamese nationals.

Currently, World Vision Vietnam is operating in 5 zones: North 1 (Hoa Binh and Dien Bien), North 2 (Yen Bai – Tuyen Quang), North 3 (Thanh Hoa, Hai Phong), Centre (Quang Tri, Quang Nam – Danang) and South (Quang Ngai, Binh Thuan, Ho Chi Minh, DakNong). WVV’s AP usually focuses within one administrative district of a province which populated by ethnic minority people with high rates of poverty. A uniqueness of WVV’s Development Program Approach (DPA) is that AP team members are based at district level where the AP is located, which enables them to work closely with government partners and communities on a daily basis. Beside the APs, WVV is also implementing different Special and Grant Projects to meet the specific needs of vulnerable children in both AP and non-AP areas.


  • To undertake all P&C functions including Recruitment, Employment/ Employee Relations, Performance Management, Learning and Development, Staff Care and Employee Engagement and P&C Information Management with minimum supervision and support from P&C Director

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

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


  1. Recruitment

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

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

  1. Employment and Employee Relations

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

  • Facilitate separation process in compliance with WV’s Policies, procedures and labor law.

  • Facilitate staffing changes (promotion, new appointment, relocation, additional responsibility, secondment, etc.) in consultation with relevant line manager and technical staff.

  • Update all staff changes in the assigned zone/s to relevant partners including Social Insurance Department, Personal Health and Accident Insurance Provider and Labor Management Agency in an accurate and timely manner.

  • Administer Personal Income Tax, insurance claims and other benefits (absences, health check-up, etc.) for staff in the assigned zone/s in compliance with relevant laws, regulations and HR policies.

  • Handle staff grievances and disciplinary action processes in consultation with the P&C Director and line managers following Vietnam Labor Law, HR policy of WVV and WV principles on Employee Relations.

  1. Partnering for Performance (Performance Management)

  • Provide ongoing support and coaching to line managers and individual staff in the implementation of the Partnering for Performance (WV’s performance management approach and process). This is to ensure that the staff’s performance and development goals are SMART, contributing to team objectives and WVV’s Strategic Implementation Plans.

  • Support the development of individual development plans in collaboration with line managers and employees.

  • Equip line managers with relevant skills to inspire high performance, support career development and address poor performance in a timely and professional manners.

  • Recognize staff for their additional efforts/contribution and outstanding performance in a timely and appropriate manner.

  1. Staff Care and Employee Engagement

  • In collaboration with line managers, create and maintain a conducive working environment where staff enjoy wellbeing as well as are highly motivated to make valuable contribution to the organization.

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

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

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

  1. PnC Information Management

  • Ensure all employee information and recruitment processes are recorded on Our People in a timely and accurate manner.

  • Generate queries, analyses and use data on Our People to inform PnC related recommendations/ decisions.

  • Record all employee information properly in hard and soft copies, including personal documents, contracts and appendices, policies sign-off, performance and training records, etc are filed properly.

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

  • Provide statistics of the assigned zone as required.

  1. Learning & Development / Succession Planning

  • Assess and identify competency gaps against competency framework for key roles.

  • Provide coaching/ support and tools to line managers to conduct talent review, identify second liners for key roles, develop/ update their talent profiles, conduct career conversations and facilitate their career development

  • Support the PnC Director in developing and delivering learning and development activities that help close employees competency and skill gaps as identified in IDP and talent profiles.

  • Use all available resources (in house trainers, WVI regional office’s programs, WVI online learning, consultancy, etc.) using blended learning approach including Webinar, simulation, coaching, mentoring, etc. to support the development of leaders and potential successors.

  • Track learning application and evaluate the effectiveness and impact of learning and development activities/ activities to justify the ROI.

Knowledge, Skills, Abilities:

  1. Education

  • A bachelor degree in a relevant field.

  • Degree in Human Resource Management is preferred.

  1. Knowledge & Skills

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

  • Thorough understanding of Vietnamese labour law and practices

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

  • Ability and skills to support the development of staff and leaders to meet and exceed the competencies required to achieve organizational goals and objectives.

  • Good interpersonal skills.

  • Good written and spoken communications skills in English and Vietnamese.

  • Well-organized work style including sound process management skills.

  • Demonstrated judgment and discernment skills, maturity and the ability to maintain strict confidentiality of staff and organizational records.

  • Ability to coach, mentor and manage staff’s performance

  • Willing to support the philosophy, purpose and values of WV in its work with the poor in Vietnam.

  1. Experience

  • A minimum of 5-year relevant working experience.

Our contact details are:

People and Culture Department

World Vision International - Vietnam

Email: [email protected]

Tel: 024. 39439920 (Ext:123)

We give equal opportunity to every candidate, regardless of religion, race and gender.

A competitive salary, benefits and career development opportunity will be offered and commensurate with the experience, qualifications and responsibilities

People & Culture Manager


Human Resource Manager / People & Culture Manager


World Vision International is an international Christian Humanitarian Organization working with the poor and oppressed to promote human transformation and seek justice. We are global community with a purpose – to bring about positive change in the lives of the world’s most vulnerable children.

In Cambodia, approximately 2.8 million children benefit from World Vision’s work each year. For over 40 years, we have been committed to child well-being in Cambodia. We have 40 Area Programs in 10 provinces across Cambodia. We work with communities with programs designed to assist them achieve their vision for their community.

Are you ready to be a change maker?

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

Position: People & Culture Manager (Human Resource)

Location: National Office, Phnom Penh

Salary & Benefit: 1702 USD – 2100 USD


Reporting to the Director P&C, this position is crucial in meeting the World Vision International – Cambodia (WVI-C) strategy and mission. The critical success factors include good leadership, effective HR administration, Compensation and reward management, talent acquisition (recruitment and selection), Partnering for Performance process, development and implementation of P&C related policies and continuous process improvements and productivity enhancement initiatives to support WVI-C organizational over all business strategy. Accomplishment of performance standard is assessed from providing leadership to subordinates and meeting the targets or expected outcomes of the indicators set. The job scope covers both operational and strategic P&C management covering the entire organization.

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


  • Functional expert: Manage the team of P&C Business Partners, Specialist compensation & Benefits and Recruitment Specialist (team of 6 - 8 employees)

  • Support P&C Director in the strategic alignment and implementation of proactive people solutions across WVI-Cambodia, including accomplishment of P&C Priorities, Business plans and other day-to-day operations needs.

  • Provide front line P&C Operational support to all staff and managers through excellent P&C services provided in a timely fashion

  • Monitor and maintain the overall quality of compensation, benefits tools and solutions.

  • Conduct structured periodic Job Analysis for all positions. Provide support and guidance in the formulation of job descriptions

  • P&C Policies, Labour regulatory compliance and Industrial Relations: Provide guidance, counsel and hands-on support on labour matters, issues of employee relations, performance management, and conflict resolution, etc.

  • Lead and participate in investigations, providing solutions in a quick and efficient manner. Provide technical support and guidance in all disciplinary and grievance matters across offices.

  • Guide and provide advice to P&C Director in maintaining a positive and healthy Organizational culture in all different surfaces including improved relational and behavioural aptitude to promote an encouraging and safe work environment.

  • Employee Champion: Provide timely thought partnership and strategic P&C support to Managers and Senior Leaders.

  • Provide support and advice to Filed Operations leadership team on effective human resource policies, practices and initiatives and respond to inquiries regarding policies, procedures and programs.

  • Assist, educate and coach line managers to become skilled at effectively handling and resolving employee issues.

  • Monitor employee engagement (and turnover) using tools such as surveys and patterns identified in staff feedback, suggestions for leadership development and other organizational effectiveness initiatives.

  • Contribute actively as member of P&C Management Team


  • Education: Degree or equivalent Professional qualification in Human resources, Business Administration, Social Science or relevant field.

  • Knowledge and Skills:

    • Broad P&C knowledge combined with critical thinking skills to relate P&C areas with broader WV and humanitarian context

    • Thorough knowledge on local Labour Law and employee relations matters, experience in handling ER investigations.

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

    • Knowledge and experience of work in humanitarian and development industry

    • Ability to work under pressure, being self-motivated and detail-oriented

    • Ability to demonstrate sound judgment and initiative with little guidance.

    • Excellent communications skills with strong ability to articulate and implement HR philosophies/principles/ policies effectively.

    • A thorough working knowledge of office systems. Computer aptitude and experience with word processing, database management, and spreadsheet software;

    • Emotional maturity and ability to deal with matters with strict confidentiality;

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

  • CORE COMPETENCIES – Click here for a quick overview of our Core Competencies.

    • At least 5+ years’ experience in Human Resources field in a complex, larger organization preferably in an international organisation in the NGO/international development context.

    • 3+ years’ experience supervisory/management experience

  • The position requires ability and willingness to travel domestically and internationally up to 20 % of the time.

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


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

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

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

People and culture manager-Eastern Zone

People and culture Manager-Eastern Zone


No Offre: WV/DRC/NO/HRL/0609/FY21

Founded in 1950, World Vision is one of the world's largest international Christian humanitarian and development organizations. It helps more than 100 million people each year to fight poverty, hunger and injustice in nearly 100 countries. World Vision has been delivering relief, advocacy and development programs to conflict, disaster-affected and poverty-stricken populations in DRC since 1984, with most vulnerable children being at the centre of all we do. Currently, WV operates in 13 out of 26 provinces, with programming in protection, health, nutrition, water and sanitation, food assistance, food security, livelihoods, peacebuilding and emergency relief.

World Vision is recruiting a (01) DRC People and culture manager based in Goma, DRC.

Job purpose

To provide technical support in Human Resources functions, organizational development and maintain healthy employee/employer relations within WV DRC Region of assignment.

Major responsibilities

  • Facilitate and coordinate recruitment and selection process according to WV rules and procedures within the region. Coordinate effective orientation and induction to newly recruited and old recruited staff (Police checks, Medical examination, organization culture etc)

  • Provide technical support in preparation of Regional strategy, annual operational plan and budget;

  • Check regularly staff files to ensure that the following are well recorded: leave records, personnel record cards, personal files, monthly statistical reports, staff complement, staff turnover, absenteeism, sick leave etc...

  • Ensure each staff has an approved job description in his file. Ensure staff performance agreement and performance appraisal are carried out in a timely manner;

  • Ensure follow up of staff salary benefits and benefits payment within the region. Arrange Exit Interviews for staff that resign and advise line management on the exit interview the outcome.

Knowledge/qualifications for the role

- Required Professional Experience

  • 7 years in Human Resources,

  • Demonstrated ability in supervision,

  • Experience in People management,

  • Knowledge of Labour laws,

  • Good planning and organizational skills,

  • Tact and diplomacy in dealing with staff-related to work environment needs,

  • Ability to maintain effective working relationships with all levels of staff and public.

  • Ability in English and French (spoken and written).

- Required Education,training, license, registration, and certification

  • Bachelor Degree in Human Resources, Public Administration, law or related field.

- Preferred Knowledge and Qualifications

  • MA Human Resources, Public Administration, Law, MBA, or related to the field.

People & Culture (HR) Director, WV Vietnam

*Please submit your CV in English.


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

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

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


Strategic and Leadership Support:

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

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

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

  • Leadership development needs addressed.

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

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

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

Developing a strategic and professional People & Culture Team:

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

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

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

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

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

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

Developing a capable and committed workforce:

  • Workforce plan is in place and updated.

  • Evidence of effective staff acquisition and retention.

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

  • National staff capacity fully developed.

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

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

Employee Engagement and Staff Well Being:

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

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

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

  • Periodical salary surveys are undertaken.

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

  • Ensure performance based pay for all national staff.

Promoting Accountability and Performance Culture:

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

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

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

  • Staff fully aware of Ethics point.

  • IIM cases are uploaded and managed properly.

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

Promoting Leadership Quality and Sustainability:

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

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

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

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

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

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

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

Spiritual Leadership:

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

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

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

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

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

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


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

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

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

  • Proven leadership and management skills in restricted context.

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

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

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

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

  • Ability to travel across the country and abroad.

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

  • Effective in written and verbal communication in English.

  • Subject to permission to work in Vietnam.

Preferred Skills, Knowledge and Experience:

  • Masters degree in HRM is preferred.

  • Experience working in the development sector.

Work Environment/Travel:

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

  • Multitasking.

  • Extremely high pressure.

  • Diverse working environment and culture.

  • Restricted context.

People & Culture (HR) Change and Readiness Officer

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

*Please submit your CV in English.


Working with the Manager for P&C Readiness, change and Communications, this role will provide readiness, change management, and communications support for People & Culture (P&C) initiatives and projects, ensuring that the needs of P&C internal clients and centres of expertise (COEs) are met and that client/COE communications are aligned with the overall P&C Priorities, Global Communications standards, and World Vision’s strategy. This role will provide change and communications planning and implementation, analysis, writing, editing, video production/editing, and branding advice as needed. Provide intranet (SharePoint) administration for People & Culture as guided by team. Support content planning and story gathering/development for various P&C communications channels.



  • Develop and integrate communications plans with key messages, target audiences and tactics identified to support the P&C operations, priorities and projects carried out by P&C internal clients, COEs and other stakeholders.

  • Engage with P&C internal clients, which may include both standing teams and project groups, to identify, develop and maintain a clear understanding of the clients’ purpose, objectives and critical success factors, as well as communication needs, platforms, and methods to support these teams and projects. Identify and resolve challenges as needed to improve communications with P&C audiences.

  • Actively collaborate in the implementation of the communications plans, which includes producing communications pieces (written, printed, banners, teasers, website design and maintenance, research, etc.)

  • Hands-on communications project support, including, but not limited to, managing, hosting and supporting of possible webinars, training sessions, fireside chats, video recording, etc.

Change Management:

  • Integrate change management methodology and activities into communications and/or project plans that support the implementations and initiatives of People & Culture in coordination with internal clients, COEs and other stakeholders.

  • Influence and maintain rapport with internal clients through continuous collaboration, responding to requests, arranging proactive meetings and resolving concerns related to change management.

  • Identify potential people-side risks and anticipated points of resistance, and make recommendations to mitigate change-related risks/concerns, identify change agents and execute proposed plans, etc.

  • Conduct change readiness assessments, evaluate results and present findings. Share the results with key stakeholders and offer counsel to develop and apply action plans.

Content Planning, Development and Analysis:

  • Prepare, tailor and edit internal communications content for various audiences that reinforce P&C Priorities, P&C initiatives and operations, and World Vision’s strategy and brand, including written, print and digital material such as announcements, articles for Global and P&C communications channels, training documents, guides, presentations, intranet pages/sites, infographics, etc.

  • Source and/or create content for the P&C newsletter, Global Communications channels, periodical reports, P&C announcements, videos, podcasts, photos, and any other piece of communication needed. This includes story gathering through interviews and research, etc.

  • Source communications services as needed, internally or externally, including graphic design, video, interactive media, etc.

  • Conduct ongoing analysis of current P&C communications mechanisms/channels. Provide recommendations on how improvements and innovations can be made. Develop new/refreshed mechanisms as needed for targeted P&C audiences.

  • Ensure compliance with WV Brand standards.

Client Engagement/Liaison:

  • Build relationships and a regular line of communication with P&C internal clients, COEs, Global Marketing and Communications, and other stakeholders.

  • Participate in team meetings and other briefing and planning meetings as appropriate.

Intranet / P&C Rhythm of the Business Support:

  • Engage with clients regarding needs for intranet content, such as team or project worksites, pages or sites for intranet content, posting of announcements, documents and other content to support P&C project needs - both in wvcentral and in related websites, internal or external to WV.

  • Gather requirements, design and develop intranet sites, subsites and pages with WV’s intranet (wvcentral) in SharePoint.

  • Regularly review P&C wvcentral content and make changes/improvements based on the needs of internal clients, other stakeholders and staff.

  • Maintain the P&C Rhythm of the Business Calendar and ensuring updates are shared with P&C Practitioners.


  • At least three years working in a related field in communications, public relations, journalism, marketing, preferably in a global and multi-cultural environment.

  • Strong understanding of change management and communications tools and best practices.

  • Demonstrated relationship building and networking skills.

  • Ability to synthesise information into cohesive content.

  • Offer input on issues and challenge the status quo/conventional wisdom.

  • Rich media experience – intranets, video production/editing, podcasts.

  • A bachelor’s degree in communications, journalism, public relations, or a related client-services field, or equivalent work experience.

  • World Vision Change Management Certification or equivalent.

  • Fluency in English.

Preferred Skills, Knowledge and Experience:

  • Technical proficiency in video production/editing, photo editing.

  • Technical proficiency in SharePoint (2013) administration and web content development.

  • Excellent writing and oral communication skills.

Work Environment/Travel:

  • The position requires ability and willingness to travel domestically and internationally up to 5-10% of the time.

Global Talent Acquisition Manager

*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.


As Global Talent Acquisition Manager, you will make significant impact on Our Promise to the world’s most vulnerable children by attracting World Vision’s greatest driver for success – our staff. You will lead a small team of Talent Acquisition professionals in finding great internal and external talent for mid to senior leadership roles.

Using your Talent Acquisition leadership skills, you will source and recruit for talent globally, with a specific focus in Africa, the Middle East and Eastern Europe Region (MEER), as well as VisionFund International (VFI), the micro-finance arm of the World Vision Partnership. You will recruit globally for departments that support Global Field Operations within World Vision International (WVI), including Water, Sanitation and Hygiene (WASH), Livelihoods, Global Health and Technical Services Organisation (TSO). You will also use your Leadership or Executive Recruiting experience to recruit global senior leaders (i.e. Regional Leader/ VP level) within WVI and VFI.

You will use your in-depth skills in organisational branding, sourcing strategies, candidate screening and selection to ensure a positive recruitment and candidate onboarding experience. Additionally, you will coach and inspire your team for exceptional delivery of results, customer service and their professional growth.


Strategic Leadership and Planning:

  • Lead the implementation of the Africa, MEER, and VF talent acquisition strategy within the TA team in support of Our Promise.

  • Ensure alignment of team objectives and deliverables with the People & Culture (P&C) and TA team objectives.

  • Lead the International Recruiter and support team; participating in strategic and tactical planning sessions for organisational effectiveness and that of individual business units to meet organisational, team and individual work goals.

  • Lead, plan, and co-implement initiatives towards the realisation of the organisational vision, mission, strategy, and annual TA and Recruitment operating plan, including the employee engagement (Our Voice) outcomes within the team.

  • Lead the implementation of the department projects and team goals.

  • In collaboration with Africa, MEER, VF, and Partnership Leaders, develop and deliver strategies and tools to help meet their key talent business objectives: National Director and other key leadership Talent pipelines.

Talent Management & Leadership:

  • Lead, mentor, and coach the Africa, MEER, and VF Talent Acquisition team, providing support for individual and team growth and development.

  • Develop and maintain multiple channels and networks in WVI partnership to build a deep, diverse understanding of the local contexts in which WVI works in order to ensure compliance with local recruitment practices and legal requirements.

  • Be intentional in identifying and developing required technical on-the-job skills in the Talent Acquisition team.

  • Establish Individual Development Plans that are evident for enhancing staff career growth, engagement, and retention.

  • Support the TA Team, through leading team change initiatives aimed at fulfilment of ongoing cohesion and effectiveness of the Global Talent Recruitment and Global P&C functions.

  • Provide guidance to P&C Colleagues supporting Talent Acquisition processes around Partnership Recruitment policies and processes.

  • Ensure ALL new applicable hires done by the team have gone through Misconduct Disclosure Scheme (MDS) protocol.

International, Global, and Regional Recruitment/Management and Leadership Roles:

  • Serve as Leadership or Executive Recruiter for senior Africa, MEER, VF, and supporting Global Centre department roles and conduct thorough Position Briefs (assignment intake meetings) with hiring managers for recruitment of all managed positions.

  • Perform pre-screening calls as well as develop written Pre-screening Questionnaires for the purpose of evaluating applicants’ abilities and overall organisational culture and job alignment.

  • Conduct recruitment responsibilities in a professional, service-oriented, responsive, innovative, ethical and cost-effective manner in accordance with WVI goals and Christian principles.

  • Utilise recruitment tools appropriately and efficiently to ensure consistent, timely, and accurate data entry and management.

  • Interview candidates, combining various methods (e.g., structured interviews, technical assessments, observation, and behavioural assessments) to ensure the best candidate is appointed into a role.

  • Negotiate offer of employment with selected candidates within limits specified by the Partnership Recruitment Policy and the Hiring Office, guiding Line Managers and Leadership as appropriate, right up to the point of issuing a written Contract of Employment for successful candidates.

  • Promote the organisation’s reputation as a great place to work for Christian humanitarian professionals and senior for-profit experts with transferable skills. Also serve as WVI and VF’s Brand Ambassador through the Recruitment process, acting as a first gatekeeper and advocate.

  • Coordinate with the P&C Ops Support team and local hiring office to ensure appropriate orientation and on boarding programmes are in place for all new recruits.

Stakeholder Management, Customer Service and Workforce Planning:

  • Coordinate with Partnership. Regional and National office leaders to assess, plan and forecast for hiring needs.

  • Help in supporting leaders in creating Diversity Sourcing and Recruitment Strategy as appropriate for specialised work contexts, especially fragile contexts.

  • Develop, build and maintain relationships with global P&C Directors and support the consistent implementation of international recruitment policies, with particular emphasis on IA Compensation, Benefits, and Total Rewards approaches.

  • Attend client meetings (both in-person and virtually, as requested) and brief senior staff on sourcing and recruiting efforts.

  • Keep TA leadership updated on possible staffing needs and upcoming projects.

  • Lead the development and implementation of a Diversity Sourcing and Recruitment Strategy for all regions and supporting GC departments.

  • Maintain strong talent pipelines based on client needs, with particular focus on ND and other hard to fill roles.


  • 7+ years’ experience in recruitment of leadership, managerial and professional technical positions in different countries and cultures, preferably in both the INGO and for-profit sector.

  • Previous Executive Recruitment experience, preferably in Africa and the Middle East/Eastern Europe.

  • Proven experience as a talent acquisition leader with a professional work team, utilising common systems approaches to work required.

  • Proven knowledge of common P&C (HR) policies and the use of problem-solving skills in a cross-cultural environment.

  • At least 5 years’ experience in full-cycle recruiting, sourcing, and employment branding, much of it within a global or multinational context.

  • Demonstrated ability of extensive use of creative Internet recruiting, sourcing tools and networking skills to connect with talent in different professions.

  • Ability to prioritise effectively and manage multiple projects in a fast-paced and ever-changing multinational organisation.

  • The ability to operate effectively within a geographically dispersed organisation and lead a virtual team.

  • Extensive customer service experience serving or supporting an international or global workforce required.

  • A deep understanding and passion for recruitment, aware of the latest trends and global talent market.

  • Proficiency in Microsoft Office and MS Teams.

  • Bachelor’s degree or equivalent is required as a minimum.

  • A Master’s degree in human resources or equivalent work experience is preferred.

  • Extensive experience utilising Topgrading selection methodology (preferred) and/or behavioural interviewing (e.g., BBI, Targeted Selection).

  • Solutions-oriented with strong problem-solving and follow-up skills.

  • A self-starter who is driven to find the best candidates for positions and who can work in an environment with minimal supervision.

  • A strong team player and collaborator who is able to effectively network amongst all work levels, both within and outside the organisation.

  • Strong interpersonal, negotiation communication skills (both written and oral).

  • A proven track record of providing exceptional cross-cultural customer service.

  • Experience in planning and forecasting workforce staffing needs, including pipelining.

  • Demonstrated computer literacy, including experience tracking recruitment metrics and developing strategies to improve outcomes.

  • Expertise in advanced internet searching, candidate research, and cold-calling.

  • Confident in advising and partnering with business partners, hiring managers, and other stakeholders.

  • An experienced Chrisitan leader who works to improve their spiritual maturity and that of others.

Preferred Skills, Knowledge and Experience:

  • Strong relationships with INGO leaders in Africa and MEER.

  • Excellent relationship-building skills.

  • Certification/training in Internet Recruiting and Sourcing.

  • Current /previous WV experience highly preferred.

  • Second language such as Arabic, French or Portuguese is highly desirable.

Work Environment/Travel:

  • The position requires the ability and willingness to travel domestically and internationally up to 15% of the time.

  • The position required flexibility to accommodate clients (candidates and leaders) in different time zones for scheduling meetings and supporting various recruitment outcomes.