International Recruiter – Vision Fund International (VFI)


VisionFund International is looking for an International Recruiter, motivated by their commitment to improving the lives of the world’s most vulnerable children, to find great talent to help us in the relentless pursuit of our vision for every child: life in all its fullness and our prayer for every heart, the will to make it so.

We need this role to build a pipeline of diverse talent that will bring the right skills and experience, as well as commitment to our mission and leadership potential, to enable us to have a positive impact on over 4m children’s lives each year through our economic empowerment work which spans 4 regions (Africa, Asia, Latin America and Eastern Europe).

As an experienced International Recruiter, you will have knowledge of how to extensively source for talent globally in the countries where we operate, the know-how to reach them, and the experience to land and bring them onboard. You will also have experience in recruiting high volume middle level management and technical positions, as well as senior leadership positions. You will have the ability to build our employer brand online and through networking, and you will bring experience of all aspects of the sourcing, selection and offer process and a commitment to ensuring a positive candidate experience.

VisionFund International is a wholly owned subsidiary of World Vision International which is a Christian humanitarian, development and advocacy organization devoted to improving the lives of children, families and their communities around the world.

VisionFund’s 7,000+ staff members working in 29 MFIs and our ‘Global Centre’, are united through our ethos, mission and shared desire for all individuals, especially children, to overcome poverty, inequality and injustice through providing previously economically excluded adults – mainly women in rural areas - with access to financial services and training.


Stakeholder Management, Customer Service & VFI Recruitment Strategy Implementation:

  • Responsible for recruitment of all VFI GC roles that are below SET level.

  • Proactively plan, monitor and report on the progress and recommend adjustments to the recruitment strategy in line with external trends in the marketplace and changes in the overall VFI strategy.

  • Actively target the right networks (in person or online) to build the employer brand and promote VFI’s reputation as a great place to work, working in collaboration with VFI’s marketing dept and WVI’s employment brand staff.

  • Provide guidelines and/or training to hiring managers and P&C colleagues (in the GC and regional leadership) on effective recruitment and selection, including diversity, behavioural interviewing and where appropriate, additional selection methods other than interviews (e.g. assessment centres).

  • Contribute to building the capabilities of P&C staff in the MFIs on recruitment & selection, in collaboration with the Regional People & Culture (P&C) BPs.

  • When MFI leadership roles are being recruited, help with talent mapping by providing ideas of sources and potential candidates based on knowledge of internal and external talent, and use network to help local board/leader to select a suitable search firm or WVI executive recruiter.

  • Proactively provide insight from recruitment experiences to other P&C colleagues (e.g. to feed into decisions on Reward/Engagement/location/development).

  • Conduct thorough Position Brief (intake meeting) with hiring manager for each position posted.

  • Coordinate with VFI GC leaders/hiring managers to forecast hiring needs and create a diversity sourcing and recruitment strategy as needed.

  • Raise hiring managers’ awareness of and commitment to diversity and safeguarding.

  • Develop, build and maintain relationships with hiring managers and P&C staff in VFI’s global centre, in order to fill all GC vacancies in a timely manner.

Manage the end to end process of Candidate Sourcing & Screening, Interview, Assessment and Offer:

  • Develop and maintain multiple channels and networks to build deep, diverse, and reliable sourcing pools for VFI GC roles. Proactively identify and develop effective sourcing strategies (e.g. networking contacts, system queries/searches, microfinance networks, specific professional networks, religious institutions, College/Universities presentations).

  • Source potential candidates on LinkedIn, DevEx and other social media platforms. Work with assigned Sourcing Specialists in WVI on hard to fill roles as needed.

  • Craft and send personalized recruiting emails with current job openings to passive candidates. Create advertisements and job postings using VFI’s brand guidelines and templates.

  • Maintain knowledge of and sensitivity to the constantly changing environment of the marketplace relative to the sourcing and recruitment of qualified professionals in microfinance and in the wider development sector.

  • Work in close partnership with hiring managers to achieve service level agreements and recruitment objectives for assigned positions by verifying appropriate position requirements, budget and target source.

  • Conduct effective screening, interviewing, and assessments for the best candidates for a position match using behavioural interviewing techniques and other assessments as appropriate. Maintain an up to date knowledge of selection methods and train others on them.

  • Develop, build and maintain candidate relationships through ongoing communications regarding questions, updates and status during the interview process.

  • Make interview arrangements with candidates with the support of the International Staffing Administrator or VFI P&C Officer.

  • Coordinate (with support from the International Staffing Administrator or VFI P&C Officer) the timely checking of candidates’ references and criminal record.

  • Negotiate offer with selected candidate within limits specified by hiring office.

Coordination of Recruitment Administration:

  • Coordinate with the VFI P&C Officer the issuing of a contract for candidate selected and the initiation of PAF (payroll) paperwork based on candidate acceptance.

  • Act as a mentor to the VFI P&C Officer who coordinates the provision of appropriate orientation to new hires. Develop the P&C Officer’s ability to take ownership of all new-starter related processes. Support P&C Officer in making best use of materials about VFI to keep candidates engaged and prepared ahead of their start date.

  • Manage/coordinate new hire relocation with support from International Staffing Administrator in WVI.

  • Support staff and Regional or National P&C in process of relocating new hire to new assignment/location (salary & benefits administration changes, logistics, Visa/travel arrangements).

  • Utilize OurPeople recruitment tool appropriately and efficiently to ensure consistent, timely and accurate data entry and management.

  • Maintain current knowledge of applicable laws, regulations and trends in recruitment, WVI and VFI organizational policies, benefits and compensation, relocation and repatriation

  • Conduct recruitment responsibilities in a professional, service-oriented, responsive, innovative, ethical and cost effective manner in accordance with VFI’s goals and Christian identity.

In Addition:

  • Will attend regular team meetings and training conferences.

  • May be required to travel for official matters as required and other duties as assigned up to 5%.



  • A minimum of five (5) years’ of experience in sourcing, recruiting and working in a high volume organizations.

  • Bachelor’s degree or equivalent of seven (7) years’ of on the job training in recruitment.

  • Experience in recruitment of professional and technical positions and mid-level to leadership level positions.

  • Demonstrated ability to use creative sourcing and networking skills to connect with talent in different professions.

  • Successful skills and ability to prioritize effectively and manage multiple projects in a fast paced and ever-changing multinational organization.

  • Full-cycle recruiting experience.

  • The ability to operate within a geographically dispersed organization.

  • Experience in international/global workforce and possess cross-cultural sensitivity, knowledge of and ability to work with people of diverse backgrounds.

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

  • Proficiency with Microsoft Office and Lotus Notes.

  • Fluency in written and spoken English.


  • Certification in Internet Recruiting, Social Talent or equivalent certification.

  • Targeted Selection certification or behavioural interviewing training .

  • Working knowledge of Humanitarian INGOs and knowledge of/experience in the contexts where VisionFund operates.

  • Experience in forecasting of workforce/staffing needs.

  • Experience in recruiting for roles that require the candidate to relocate.

  • Experience in recruiting for microfinance roles.

  • Demonstrated computer literacy to include experience in tracking recruitment outcomes/metrics.

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

  • Confidence in all settings when advising/partnering with business partners, hiring managers and other stakeholders.

  • Must be in full agreement and support of WV’s Core Values, along with spiritual maturity to evaluate candidate’s motivational fit for the organization.

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

  • A self-starter who is driven to find the best candidates for the positions and can work in an environment with minimal supervision; team player, collaborator, and able to effectively network amongst all levels within and outside of the organization.

  • Must have strong interpersonal, negotiation and oral/written communication skills - ability to provide exceptional customer service.

  • Additional languages such as Spanish or French are highly desirable.

Work Environment:

  • The position requires ability and willingness to travel domestically and internationally up to 5% of the time. Travel is minimal, is whenever required.

Talent Acquisition Administration Assistant


To provide administrative and coordination support to the Talent Acquisition Specialists and to liase with applicants, hiring offices and the WVI Partnership. This position will ensure that smooth and efficient processing occurs for both internal and external candidate experiences.


Talent Acquisition Administration:

  • Perform diversified administrative and coordination duties that involve complex information.

  • Answer general inquiries relating to vacancies.

  • Assist assigned Talent Acquisition Specialists (minimum of 3) with maintaining, monitoring and updating applicant tracking system and other databases as required.

  • Schedule and contribute to Talent Acquisition team meetings, project meetings, and conference calls.

  • Participate in projects as necessary and requested.

  • Miscellaneous tasks, projects and assignments as needed.

  • Coordinate background screening (e.g. police, child protection, etc.) for short-listed candidates as required.

  • Manage logistics and coordinate panel/field interviews for short-listed candidates with hiring managers (e.g. manage interview schedules, travel and related procedures).

  • Complete Pastoral Reference Checks (email preferred).

Tracking/ Reporting:

  • Track, manage and communicate applicant flow (applicants screened, PSQ.s requested)

  • Maintenance of candidate pipeline data.

  • Monthly SET report updates.

  • Orientation and Onboarding:

  • Manage the receipt and processing of New Hire paperwork and making follow ups as needed (e.g. medicals, visas, travel, storage, paperwork, orientation to HR policies).

  • Partner with Talent Acquisition Specialists to ensure Partnership-level new-hire orientation is provided to new hire prior to in-country arrival.

  • Sends all complete paperwork to records.

  • Initiate all background checks for all US based employees.

  • Collect & file I-9’s for all US based employees.

  • Collect and file background checks for all US and non-US based employees.

  • WVI New Hire Paperwork and PAF approval:

  • Collection of all WVI New Hire paperwork from Talent Acquisition Administrators; track receipt of New Hire Paperwork and submission to records completed files; follow-up on missing/incomplete files with Admins and/or new hire.

  • PAF approval for all new hires only and return PAF for correction if not submitted properly.


  • Back-up support as needed.

  • Other duties as assigned.



  • Requires Bachelor’s degree or equivalent of 5 years of on the job training in office administration.

  • Understanding of applicant tracking systems.

  • Basic knowledge of social media e.g. Linkedin, Twitter and Facebook.

  • Prior Human Resources or Recruitment administrative experience is preferred.

  • Experience in Electronic Mail, Lotus Notes, PowerPoint presentations and Microsoft Excel is required.

  • Strong oral and written communication skills with ability to handle extremely confidential and sensitive information.

  • Ability to complete a variety tasks in an organised and adaptable manner.

  • Ability to handle multiply projects or priorities.

  • Mature Christian who models Christian behaviors in dealing with others.

  • Highly flexible and motivated by in a supportive role.

  • Ability to represent the Talent Acquisition team when they are out of the office. i.e. Professional handling of inquiries.


  • Excellent organizing, planning, implementing and coordinating skills.

  • Proven ability to multi-task.

  • High attention to detail.

  • Strong analytical, problem solving time management, negotiation and administraive skills.

  • Previous experience with World Vision.

  • Previous experience in booking international travel and obtaining required entry visas strongly preferred.

Director - People & Culture (Human Resource) Admin & Security


Provides quality and efficient leadership, advice and oversight in all aspects of People & Culture across the National Office with the aim of optimizing the performance, sustaining the culture and ensuring alignment with World Vision International’s Global People & Culture strategy, the East Africa Regional P&C strategy and the National Office strategy.


Strategic Leadership and Planning:

  • Provide guidance and manage the overall provision of Human Resource policies, strategy, services, and programs for the entire organization.

  • Lead the P&C team and participate in strategic and tactical planning sessions for organization effectiveness and individual business units to meet organizational goals.

  • Lead, plan and co-implement initiatives towards the realization of the organizational vision, mission and strategic and annual operating plan.

  • Develop 3 year P&C business plan aligned with Regional strategy and World Vision Kenya (WVK) strategy.

  • Guide/support organizational structure design and redesign efforts to ensure the realization of intended business results and impact.

  • Provide expertise on business strategies, human resources processes (including but not limited to Recruitment, Employment, Benefits/Medical, Compensation, Orientation, Staff and Leadership Development), and organizational policies and

  • practices.

  • Provide Organizational Development (OD) budget guidelines for the various units to incorporate in their annual operational planning.

  • Contextualize & Implement new partnership wide P&C policies.

  • Align WVK priorities with the East Africa Region’s strategy and ensure they are integrated with partnership standards.

  • Provide input into People and Culture related research, provides WVK perspective on analysis and reporting.

  • Complete National Office P&C Dashboard, targets and other relevant human capital metrics.

  • Ensure personnel record management and WV organizational regulations are in line with the local labor laws and WVK policies.

  • Assure P&C enterprise risks management by testing P&C Internal controls. (MWRAP)

  • Source and implement desired technologies in alignment with global and Regional requirements.

Compensation, Benefits, and Total Rewards and Employee Engagement:

  • Responsible for full implementation of Total Rewards Philosophy in line with HWMS.

  • Manage the establishment and approval of compensation & benefits benchmarking markets for the National Office.

  • Provide oversight for the establishment of salary ranges for each grade in the WVK.

  • Provide strategic planning for movement of staff to appropriate positioning within salary ranges.

  • Contextualizes and monitors implementation of partnership compensation programs and strategies in WVK.

  • Direct organization-wide initiatives that lead to the health, performance and overall satisfaction of staff.

  • Ensure employee safety, welfare, wellness and health.

Staffing, Workforce Planning and Diversity:

  • Lead in selection, hiring and termination of human resource staff in WVK.

  • Ensure local contextualization (legal/industrial) that results in National Office roles are filled with appropriate candidates, whilst maintaining Global standards, processes, policies.

  • Ensure compliance with International Staffing Solutions/partnership staffing policy and protocols.

  • Provide staff support to recruitment process and participates in selection as appropriate.

  • Conduct annual Workforce Plan for WVK.

  • Ensure WVK compliance to Partnership Orientation

  • Contextualize Partnership Retention Strategy and ensures execution.

  • Contextualizes Partnership Diversity Strategy and ensures execution.

Talent Management & Leadership Development:

  • Design, implements and facilitates the talent management process in WVK.

  • Lead & provide support to replicate integrated talent management programme.

  • Lead the development of People & Culture Staff Professional Skills Development Programmes.

  • Advise the National Director to review and validate mission critical leadership positions and their successors.

  • Be intentional in identifying and developing leadership skills in Leaders and Managers.

  • Cascade Succession Planning across WVK for key Positions (discuss readiness).

  • Develop a P&C Succession Plan.

  • Manage implementation of Personal Development needs assessment and Development Plans for all P&C critical positions.

  • In consultation with EAR P&C, implement coaching and mentoring programmes.

  • Coordinate learning & development initiative to ensure fit with WVK priorities.

  • Within the Leadership Team, lead change initiatives towards the fulfillment of ongoing cohesion and effectiveness of operations and functions.

Performance Management and P&C Compliance:

  • Facilitate initiatives towards integration and delivery of organization performance, health and team cohesion organization-wide (both within Kenya and linking the Kenya office to the wider World Vision International Partnership initiatives).

  • Ensure effective and efficient performance management and Individual Development plans.

  • Review, analyse & submit annual end of appraisal statistics.

  • Provide guidance, advice and support to P&C staff in WVK.

  • Guide management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values.

  • Provide support to the SMT at all levels to develop appropriate performance management culture.

  • Comply with Kenya labour laws, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.

  • Provide and monitor P&C operating budget and monthly expenses against the budget.

  • Establish and utilize a network of resources internally and externally to meet the organization’s learning and development needs.

  • Direct the HR processes to ensure efficient and effective service delivery to key stakeholders, namely staff.

  • Be responsible for employee safety, staff -welfare, wellness and health.

Organizational Development and Culture:

  • Design, develop, implement and assess Organizational Development strategies and systems in support of the overarching strategic plan.

  • Manage the overall performance and resources of Organizational Development to ensure the effective and responsive delivery of services to senior leaders, managers and all other employees.

  • Oversee organizational design guidelines to WVK.

  • Provides national resources to execute partnership and local change management approach.

  • Ensure Change Management capacity in WVK as appropriate.

  • Contextualizes and administers staff well-being programs throughout WVK.

  • Conduct the Partnership satisfaction and engagement initiatives within WVK and leads efforts to respond to issues surfaced.

  • Ensure Employee Relations(ER) policies and programs within WVK and contextualizes as appropriate; Participates in ER investigations as required.

  • Sets ER policies as required.

  • Administer the program related to international assignees within the region.

  • Contribute to the development of strategic directions and priorities for human resources and organisation development.

  • Administer programs that address retention issues in WVK.

  • Manage Critical Incident Stress Management (CISM) capacity across WVK in alignment with WVK Staff Care strategy.

  • Collaborate with WVK Security to prioritise staff safety in WVK, and the building of the appropriate culture that is security conscious.


  • Provide strategic leadership to Administration function while mitigating operational risks and increasing overall security by establishing systems and mechanisms to ensure ministry effectiveness.


  • To provide strategic security leadership to WVK Management so as to ensure efficient and effective security for staff, assets and program continuity/operations.

Other duties.


  • The position holder must have a Master’s degree in Human Resource Management, Organizational Development, Business Administration or related field.

  • Minimum ten years’ experience in strategic human capital management of which six must be in a senior management position in a reputable organization and minimum three years international experience in relief or development programmes.

  • Active membership and Certification from a recognized human resources professional body.

  • Must be conversant with local and international labour laws.

  • Position requires cross-cultural experience, understanding and sensitivity.

  • Proven broad – based experience in leadership, strategic management and results based management in human resources matters.

  • Excellent verbal and written communication skills.

  • Good interpersonal relation skills.

  • Position requires cross-cultural experience, understanding and sensitivity.

  • Complete compatibility with WV's Mission, ethos, policies and core values.

WVV People and Culture Manager


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 a total income of around US$ 19,000,000 (FY18) with funding from 14 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 440 staff, of which 99% are Vietnamese nationals.

In 2018, World Vision Vietnam is implementing 37 Area Programmes (APs) which operate in 5 zones: North 1 (Hoa Binh, Dien Bien), North 2 (Yen Bai, Tuyen Quang), North 3 (Hung Yên, Thanh Hoa, Hai Phong), Central (Quang Tri, Quang Nam, Danang) and South (Quang Ngai, Binh Thuan, Ho Chi Minh, DakNong). WVV’s APs focus within one administrative district of a province which usually populated by ethnic minority people with very high rates of poverty. A uniqueness of WVV’s AP approach and structure is that 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 in the National Office (Hanoi office) 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 add values to the PnC Strategic Functions including Organizational Development and Culture, Leadership Development and Succession Planning, HR Policies to ensure compliance with Partnership P&C standards and effectively support the implementation of LEADER Strategy and WVV’s national strategy.

  • To supervise one to two PnC Officers as assigned by PnC Director and support the PnC functions in the zones that are handled by these PnC Officers.




  1. Recruitment


  • Facilitate the multi-year and annual workforce planning to understand current and future staffing needs in alignment with strategic directions and operating plans, then define appropriate recruitment, retention and downsizing strategies.

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

  • The average time to fill a vacancy meet the target of PnC team (less than 60 days).

  • No position is vacant for more than 90 days.

  • New hires stay with WVV for at least 24 months and perform at “Fully Competent” level.

  1. Employment/ Employee Relations


  • Coordinate onboarding/ orientation process for new hires to equip them with understanding of WVV’s ethos, core values, approaches, policies, procedures, strategies and operations to perform their job.

  • 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.

  • 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 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 in compliance with relevant laws, regulations and HR policies

  • HR professionalism and high standards are perceived and felt by the staff and line managers.

  1. Performance Management


  • Provide ongoing support to line managers and individual staff to implement the Partnering for Performance (WV’s performance management approach and process) for all staff.

This includes providing ongoing coaching and support to line managers and individual staff to ensure that 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.

  • Coach the supervised staff (PnC Officers) to set and implement clear and challenging performance and development objectives in alignment with PnC department objectives.

  • A performance culture is further strengthened, where high performance is recognized and poor performance is addressed in a timely and decisive manner.

  • Staff are provided with learning and development opportunities to fill their competency gaps and develop their career with WVV.

  • Performance and potential of direct reports are maximized

  1. Staff Care/ 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.

  • Support in strengthening WV’s Christian identity and values and improving employee engagement.

  • Administer the engagement survey (Our Voice Survey) to get feedback from staff on the organizational and staff wellbeing and coordinate follow-up actions to improve the result for the assigned zone.

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

  • A well and engaged workforce which is committed to WV’s mission and values, willing to give extra efforts and embrace changes.

  1. PnC Information Management


  • Record all employee information and recruitment processes 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.

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

  • Provide statistics of the assigned zone as required

  • Employee data on Our People are accurate and up-to-date to support other systems such as Horizon 3.0, GEMS, LDR approval, etc.

  • PnC statistics and analysis are available to inform decisions.

  • Records are in place to prove that all PnC processes/ procedures are transparent and in compliance with relevant policies and laws.

  1. Leadership Development and Succession Planning


  • Assess and identify competency gaps against competency frameworks 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.

  • Bench strengths are in place. All line managers are well equipped and able to inpire high performance by his her leadership style and manage and lead the changes effectively

  • Potential successors are identified and developed for key roles.

  1. PnC Policies and legal matters


  • Regularly track the legal changes including Labor Code and related laws (Insurance, PIT etc.) to propose appropriate revision for the HR policy for National Staff/ Micro Finance Branches and expatriate staff.

  • Focal person to get legal advice from the lawyers and support the team in handling employee relations cases in compliance with the law.

  • Support PnC Director in deploying innovative ways and resources to attract committed and competent candidates, develop bench strength and retain committed talents.

  • Updated and effective polices

  • ER cases are effectively handled



  • - A bachelor degree in a relevant field.

- Degree in Human Resource Management

Knowledge & Skills

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

  • Thorough understanding of Vietnamese labour law and practices

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

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

  • 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.


  • A minimum of 5 year’s relevant working experience.

World Vision Vietnam is a Christian non-government organization. Applicants having working experience in a similar kind of organization will be an advantage.

Our contact details are:

People and Culture Department – Ms. Nguyen Thi Thanh Hang

World Vision International - Vietnam

Address: No. 988 Ngo Quyen street, Son Tra District, Danang.

Tel: 0236. 3828 459 (Ext:21)

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 (HR) Director, WV Bangladesh


Provide leadership and strategic management for all aspects of People & Culture (HR) and organizational development functions. It provides strategic input and support to the National and Response Director, CoPs and Senior Leadership Teams in order to achieve the Global strategy and World Vision Internationals (WVI’s) mission.

Lead and facilitate the development of a highly effective and strategic P&C function to ensure the organization has the right structure, culture and talent needed to deliver on its objectives. play a key role in assessing internal and external environment in the workplace demands to ensure a proper change management and organizational culture approach, that considers national socio-political context, disasters, and lead actions on attracting and retaining qualified work force, new organizational initiatives towards efficiency and effectiveness and increasing need for higher levels of accountabilities to support new funding streams and diverse programs.

The P&C Director position will lead strategic thinking and implementation of World Vision Bangladesh’s P&C plans consistent with the Country strategy and Partnership’s LEADER P&C strategy. This position will support the Senior Management Team and the Governance leadership of the organization to execute organizational strategies, goals and priorities with World Vision’s vision, mission and values with excellence.


Leadership and Strategy:

  • Advice and support National Office (NO) People and Culture in their leadership and engagement on matters related to Human Resource Management and Organizational Development.

  • Strategic business partnering with the Leadership at all levels in creating a culture of transformational leadership.

  • Advise and support the Leadership on all aspects relating to Human Resource Management, Leadership & Development and Organizational Development to create an enabling environment and increase people’s productivity.

  • Collaborate with NO Senior Management Team (SMT) in setting up and management of performance accountability systems and HR balance scorecard in consultation with all relevant stakeholders.

  • Practice servant hood and provide spiritual leadership to the team & beyond being a role model.

  • Provide leadership in recruitment of senior leadership positions by working closely with the region and board as and when needed.

  • Responsible to develop WV Bangladesh P&C priorities and plans ensuring that regional & national priorities are integrated and prioritized.

  • Lead the development and implementation of P&C secondary strategy and business plan in support of and in alignment with Country, Regional (including sub strategies) and LEADER strategy and priorities.

  • Provide leadership to development and implementation of organization wide communication and change management plan during transition.

  • Develop strategic work force plan for the organization to deliver the country strategy.

Quality Assurance/Risk Management:

  • Leads NO People & Culture review and assist NO in creating risk mitigation implementation plan related to P&C based on GC Internal Audit recommendations related to P&C.

  • Leads, monitor and evaluate the progress of human resources management practices ensuring compliance with WVI partnership standards, policies and procedures. Advises and supports in addressing gaps/issues in P&C practices as necessary

  • and appropriate.

  • Contribute and support the organizational culture climate audits and engage NO leaders in mitigating risks in people management.

  • Support the development, implementation and compliance of LEADER Scorecard in alignment with Country goals and priorities.

Organization Culture and Change:

  • Leadership development programs are in place that produce cultural alignment, build leadership skills and develop behaviors consistent with WVB values and expectations of leaders.

  • Culture Management plans are in place across divisions and are focused on strategic behaviors and capabilities.

  • Organization Development initiatives reflect excellent changes management principles to gain traction and make lasting organization wide change.

Employee Engagement:

  • Facilitate the development of contextualized orientation materials and programs for new hires that create an enhanced understanding of WV mission, culture, policies, procedures and protocol.

  • Open and productive relationships exist between management and employees. Processes are provided to effectively assist in equitably addressing workplace issues.

  • Compensation and benefits are targeted at the level necessary to attract, retain and motivate quality people within the relevant comparator market by implementing Partnership Total Rewards philosophy.

  • Review and facilitate staff care programs that relate to stress and support managers in their plans to ensure minimum stress within WV Bangladesh.

Team Development:

  • Individual learning plans are established.

  • Established clear performance indicators.

  • Regular P&C individual performance feedback.

  • Ensure positive feedback from clients (staff).

  • Meet P&C department work goals.

Integration of P&C to other Department:

  • Good working relationships with senior managers and ND, P&C regional office, WVI P&C.

  • Established relationship with key P&C vendors outside WV Bangladesh.

  • P&C audits/culture climate survey conducted.

Professional & Personal Development:

  • Demonstrating an understanding of and commitment to World Vision’s Core Values in the approach to work and relationships.

  • Collaboration with different key working relationships.

  • Work and Life balance.

  • Personal and professional development goals consistent with World Vision’s strategic goal.


  • Graduate degree qualification and/or professional qualification in Organizational Development, Psychology, Development Studies, Leadership or HRD.

  • Post graduate / MBA.

  • At least 5 -7 years’ experience in Organizational Development and HR development or related fields, in a complex, international organization preferably in INGO context.

  • Significant senior level leadership experience in an international environment, preferably in Bangladesh / South Asia.

  • Developed people in a cross-cultural setting and initiated and implemented organizational change at leadership level.

  • Proven leadership ability and executive presence and ability to build strong relationships with senior leaders.

  • Proven experience in Change Management and OD processes.

  • Experience in Operations with Grant Funding.

  • A thorough understanding of all areas of HR management and staff development, and knowledge of HR, group processes and dynamics and able to apply it in Asian context.

  • Demonstrated ability to assess, analyze and diagnose organizational realities and to use appropriate OD and performance improvement.

  • Demonstrated collaboration skills.

Preferred Skills, Knowledge and Experience:

  • Understand the vision, mission of World Vision.

  • Understand the Humanitarian industry.

  • Results orientation and ability to demonstrate bottom line impact.

  • Extensive experience in leading HR processes in a Grant funded Office.

Work Environment/Travel:

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

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