Building Innovative Solutions

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WVV People & Culture Director

This position is also opened for foreign candidates but under local contract status (a local hire)

WORK CONTEXT / BACKGROUND:

World Vision is a Christian relief and development organisation 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. In FY19 WVV has a total budget around US$18million with funding from 13 support countries in Europe, Asia, the Americas and Australia. WVV employs about 430 staff, of which more than 99% are Vietnamese nationals.

Currently WVV is implementing 39 which operate in 5 zones: North1 (Hoa Binh, Dien Bien); North2 (Yen Bai and Tuyen Quang); North3 (Hai Phong, Hung Yen, Thanh Hoa), Central & Highland (Quang Tri, Danang and Quang Nam); and South (Quang Ngai, DakNong, Binh Thuan and HCMC). WVV’s APs focus within one administrative district of a province which usually populated by ethnic minority people with very high rates of poverty. Majority of WVV’s AP’s are located in remote mountainous areas where most vulnerable children exist.

A uniqueness of WVV’s AP approach and structure is that its staff members are based at district level, which enables them to work closely with government partners and communities on a daily basis. Besides APs, WVV is also implementing Private non sponsorship and Grant projects to meet the specific needs of vulnerable children in both AP and non AP areas.

PURPOSE OF POSITION:

  • To provide overall leadership to all PnC 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 (P&C) standards are complied.

ROLE DIMENSION / DESCRIPTION

Strategic and Leadership Support

- Strategic, viable inputs and technical advice to ND and SLT during organizational planning and assessment, leadership development initiatives are provided in the alignment and execution of the Field Office Strategy and business plans with Our Promise2030.

- Appropriate actions are taken to ensure that 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 National Director ensure the ongoing evolution of HR policies, procedures and systems appropriate to the working needs of the organization, consistent to Partnership P&C standards, and the local legal context. Minimizing risk pertaining to P&C area.

- 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 Promise2030.

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

- Having a lean and effective PnC team which is able to support Area Programs 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 to support 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.

Developing 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 and follow up actions to improve OV results are developed and implemented in consultation with SLT and relevant managers.

- In consultation with the National Director, 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 in 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 core 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.

- 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 organizational initiated spiritual formation activities when appropriate.

- Creates opportunities for PnC staff for spiritual reflection and to increase their 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 values and ethos.

Knowledge, Skills, Abilities:

(The following knowledge, skills, and abilities may be acquired through a combination of formal schooling, self-education, prior experience, or on-the-job training.)

Education

- Bachelors degree in Human Resource Management & Organizational Development or Business Administration. Master degree is preferred.

- Proven record with HRD functions having initiated and implemented purpose-driven and organization-focused change.

Knowledge & Skills

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

- Proven leadership and management skills in restricted context.

- Have knowledge and understanding of laws related to Compensation, Labor Relations /Standards, and Issuances.

- Have broad and deep working knowledge on HR administrative services in the areas of 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 required to achieve organizational goals and objectives.

- Ability to travel across the country and abroad.

Experience

- 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.

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 -World Vision International – Vietnam Address: 9th floor, the Mercury building, 444 Hoang Hoa Tham, Hanoi, Tel: 024. 39439920 (ext.118)

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.

Gerente de Proyecto / Tegucigalpa

Oportunidad de Contribuir

a la tierna protección de la niñez en Honduras

Título del puesto:

Gerente de Proyecto

Fecha límite de aplicación:

15 de Septiembre

Localidad del puesto:

Tegucigalpa

Fecha de inicio vacante:

23 de Septiembre

Cantidad requerida:

1 Plaza

Esquema de trabajo:

Plaza permanente

Propósito del Puesto

Administrar el proyecto para el cumplimiento de objetivos de acuerdo a la metodología basada en herramientas tecnológicas a través juegos electrónicos dirigidos a jóvenes. Fungir como responsable del proyecto ante Templeton Charity Foundation y World Vision en Estados Unidos.

Requisitos Técnicos:

  • Licenciatura en ciencias sociales, desarrollo social, administración de empresas, economía o un campo relacionado, con orientación a la investigación y tecnología.

  • Indispensable maestría o estudios formales en Metodologías de Investigación, Gestión de Proyectos, Psicología, Pedagogía, Ciencias Sociales o afines. o ciencias relacionadas.

  • 3-5 años de experiencia en gestión de proyectos (programático, financiero, relacionamiento con donantes y socios internacionales y nacionales)

  • Experiencia con la Gestión basada en resultados o herramientas de gestión similares basadas en resultados.

  • Indispensable bilingüe inglés y español.

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¿Por quétrabajar con nosotros?

Somos una organización cristiana de ayuda humanitaria, desarrollo y promoción de la justicia que sirve a todas las personas, sin distinción de raza, religión, grupo étnico o género.

Al trabajar con nosotros te conviertes en un protagonista que influye en favor de los niños, niñas, familias y comunidades más vulnerables alrededor del mundo. En Honduras tocamos la vida de más de 75 mil niñas y niños en Honduras, en 12 Departamentos, 28 Programas de Área y 694 comunidades.

Nuestra Causa

Una niñez tiernamente protegida, promotora de una sociedad más justa y segura.

Nuestra Visión

Para cada niño y niña, vida en toda su plenitud.

Nuestra oración para cada corazón, la voluntad de hacer esto posible.

Nuestra Misión

World Vision es una confraternidad internacional de cristianos cuya misión es seguir a Jesucristo, nuestro Señor y Salvador trabajando con los pobres y oprimidos para promover la transformación humana, buscar la justicia y testificar de las buenas nuevas del Reino de Dios

Somos Cristianos

Seguimos a Jesús– en su identificación con los pobres, los que no tienen poder, los afligidos, los oprimidos, los marginados; en su especial preocupación por las niñas y los niños; en su respeto por la dignidad otorgada por Dios a las mujeres de igual manera que a los hombres; en su reto por las actitudes y los sistemas injustos; en su llamado para compartir los recursos con los unos y los otros; en su amor por todas las personas sin discriminación o condiciones; en su oferta de una nueva vida por medio de la fe en Él. A partir de Él nosotros derivamos nuestro entendimiento integral del evangelio del Reino de Dios, el cual forma las bases de nuestra respuesta a la necesidad humana.

Agradecemos tu interés para poner tu talento

a favor de la tierna protección de la niñez!!

Forma parte de nuestra familia ¡Únete a nuestras comunidades!

Web: http://www.wvi.org/es/honduras

Facebook: https://www.facebook.com/worldvisionhonduras/

Linkedin: https://www.linkedin.com/organization/16195222/admin/

Twitter: https://twitter.com/vmhonduras

Youtube: https://www.youtube.com/watch?v=2X-m_XjhZLo

Regional P&C Director

Human Resources Regional Director LACRO

PURPOSE OF POSITION:

Provide strategic leadership and advice to WV Regional and National Offices in the area of people & organizational development by maximizing the potential of WV’s human resources and increasing organizational performance to fulfill WV’s mission & vision while remaining true to its core values.

MAJOR RESPONSIBILITIES

Leadership

Support the Regional Leadership in implementing a strategically aligned regional culture and engaged regional workforce to realize Our Promise.

Design and lead the implementation of proper change management process for the transformation required in LAC region in the next 3-5 years.

Advice and support regional leadership and matrix manage Field Offices People and Culture in their leadership and engagement on matters related to all aspects of Human Resource Management (e.g. salary administration, Employee Relations,etc),Organizational Development and Talent Managment.

Lead and manage the RO P&C team.

Advise and support the National Directors on all aspects relating to Human Resource Management. Organizational Development and Talent Management to create an enabling environment and increase people’s productivity and commitment to deliver the global strategy.

Collaborate with Regional Office functions in setting up and management of region wide performance accountability systems and HR balance scorecard in consultation with all relevant stakeholders.

Provide P&C leadership and coordination in Cat II & III relief responses.

Practice servant leadership and be a role model for the staff team, peers and others.

Strategy

Lead in the implementation of the RO and NO P&C Plans, ensuring that these are in line with Partnership Our Promise Strategy, global P&C LEADER strategy, and National Strategies.

Contribute to development of global P & C strategies, priorities and plans ensuring that regional priorities are integrated and prioritized.

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

Technical & Operational Support

Work closely with National Offices providing technical guidance and input in the areas of Human Resources and Organizational Development.

Contribute to the development of global policies, guidelines and standards relating to P & C and provide leadership in contextualizing and mainstreaming these within the region.

Adapt creative and innovative P & C strategies and practices in recruitment, reward, talent and performance management, staff care and human resource development.

Lead the P&C Regional team in developing long term and short-term annual plan.

Lead and manage Regional P & C Team ensuring effective and efficient services to all the customers.

Facilitate implementation of P&C initiatives implemented in Latin American and Caribbean Region such as Leadership Development, Talent Management, and Succession Planning etc.

Ensure that P&C systems, policies and procedures meet the minimum P& C standards for effective management of human resources.

Learning and Development

Lead the assessment, development and implementation of an integrated regional Learning & Development plan based on regional P&C priorities and strategy.

Leverage, enhance and implement the Regional Leadership Program.

Ensure that most talented staff are developed and retained in the organization and key positions are filled in effective time – through effective Talent Management and Succession Planning.

Provide oversight of recruitment of National Directors, key RO team members and NO P&C leadership.

Knowledge Management

Lead the process of continuous learning in P&C practices, systems and tools that will enhance the efficiency and effectiveness of the organization.

Encourage mutual learning between National Offices within the region and between other regions.

Contribute to establishment and use of regional data bases and e-resources including regional good practices relating to human resources and organizational development as part of wider knowledge management strategy.

Facilitate formation and coordination of regional HR forum or network that contributes to strategy action and promotes learning.

Facilitate the documentation of best practices and contribute to the community of practice and center of excellence.

Quality Assurance/Risk Management

Deep comprehension of Partnership Employee Relations practice and policies.

Implement and ensure compliance of WVI employee policies at the NO.

Conduct, organize and oversee Investigations originated through Ethics Point or IIM.

Ensure reporting and informs on Ethics and/or IIM.

Coach and advice on local and general employment laws.

Manage all aspects of high-risk cases including litigations.

Provide guidance to senior managers on labor issues and changes in statutory requirements and labor relationship protocols

Apply appropriate escalation and reporting rules in high risk cases

Support Management at all levels in ensuring healthy work/home balance, staff wellbeing, security and appropriate arrangement for stress management

Promote a work environment that demonstrates fairness, openness, equity and diversity.

Internal & External Liason and Coordination

Act as a strategic link and focal point for regional P&C connecting Regional Office, National Offices, Support Offices and Global Center for mutual support.

Participate and actively contribute to partnership forums, working Groups and networks related to P&C as deemed necessary by regional leadership.

Work with other members of the LAC team to ensure sound P&C practices within the wider ministry of World Vision in the region.

Develop external strategic HR networks and linkages with other International Organizations, NGOs, HR consulting groups to expand P&C network in LAC

General

Work closely with the members of the LAC Leadership Team and P&C team to promote mutual learning, support and accountability.

Perform any other tasks assigned by the RL and SDO.

KNOWLEDGE, SKILLS AND ABILITIES

Education

Graduate qualification and/or Professional qualification in Administration, HRD, Psychology, Development Studies, Leadership, Business Administration or Organizational Development (or Behavior) or MBA

Experience

Proven record of accomplishment of effective contribution as a member of the top team of a multi-national leadership group, reporting to a CEO-type role.

A thorough understanding of all areas of Human Resources management and staff development, and knowledge of HR and OD practices, group processes and dynamics and apply such in the LAC context.

Requires minimum 10 years’ experience in Human Resources Development with significant organizational development experience, or related fields, in a complex, international organization (preferably in an INGO context).

A proven record of developing people in a cross-cultural setting and initiating and implementing organizational change

Committed Christian who attends, participates and leads in devotions

Knowledge and skills

Excellent oral and written English and Spanish communication skills (Portuguese and French is a desired)

Strong analytical, organizational, facilitation and leadership skills

Demonstrated collaboration & team building skills

WVV People & Culture Officer

WORK CONTEXT / BACKGROUND:

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$ 18,600,000 (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 430 staff, of which more than 99% are Vietnamese nationals.

In FY19, World Vision Vietnam is implementing 38 Area Programmes (APs) which operate in 5 zones: North1 (Hoa Binh and Dien Bien), North 2 (Yen Bai – Tuyen Quang), North 3 (Thanh Hoa, Hung Yen, Hai Phong), Centre (Quang Tri, Quang Nam – Danang) and South (Quang Ngai, Binh Thuan, Ho Chi Minh, DakNong). WVV’s APs usually focus 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.

PURPOSE OF POSITION:

To undertake all P&C functions for the assigned zone 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 deploying innovative ways and resources to attract committed and competent candidates, develop bench strength and retain committed talents.

KEY RESPONSIBILITIES:

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 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.

2. 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 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

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

3. 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.

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

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

Coordinate spiritual nurture activities for the assigned zone as appropriate to the context of Vietnam.

5. 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

6. 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.

Knowledge, Skills, Abilities:

(The following knowledge, skills, and abilities may be acquired through a combination of formal schooling, self-education, prior experience, or on-the-job training.)

Education

- 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, especially Insurance

- 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.

Experience

- A minimum of 3 year 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- World Vision International Vietnam- Address: 9th floor, Mercury building, 444 Hoang Hoa Tham street, Hanoi, Tel: 024. 39439920

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.

World Vision is a Christian humanitarian organization which works to improve the quality of life of people, especially children, who are marginalized and living in poverty regardless of religion, race and gender.

Planning & Support Officer

World Vision is a Christian relief, development and advocacy organisation working with children, families and communities to overcome poverty and injustice. World Vision is dedicated to working with the worlds most vulnerable people regardless of their religion, caste, gender or ethnicity. World Vision has been in Sri Lanka since 1977 and currently works through 35 development and relief programmes in 20 Districts across the country.

At World Vision we are passionate about children and committed to bringing fullness of life to the most vulnerable and disadvantaged. Every day for forty years, that is what our team at World Vision has been doing.

We are currently looking for dynamic & creative individuals to join us in our journey of caring.

VACANCY – Planning & Support Officer

Location: Colombo

Job Profile

Plan, coordinate and support all EEI department functions and ensure coordination among all units: This position will monitor the functional integration of units under EEI; through planning and maintaining a common event calendar, databases and reporting mechanism. Provide accurate and compile reports from the sub functions of the Department to Director EEI.

Responsibilities

  • Facilitate with EEI units for greater integration and work excellence

  • Facilitate and Support for the developing Concept notes/Proposals and execution of the GAM/Cooperate Partnership projects

  • Facilitate to maintain external network partnerships represented by the EEI staff

  • Interpret data, analyse results using statistical techniques and contribute for ongoing reports

  • Ensure proper management and utilization of departmental resources

  • Team Support and Development - Engage in own personal learning & development, spiritual maturity and contribute to the development of colleague

Requirements & Preferred Skills

  • Bachelor Degree in social Sciences/ Development Management/ International Development or any other relevant field or Diploma in social Sciences/ Development Management/ International Development or other relevant field

  • Knowledge & experience on development of qualitative data collection methods and analysis skills

  • Data handling skills (classification, categorizing, tabulation etc.) and demonstrates diligence in data analysis and management

  • Understand poverty issues, development theories and holistic development

  • Proven experience as a team player

  • Demonstrated collaboration skills

  • Knowledge & experience on social research and process

  • Competent in the use of Microsoft Office computer programs including Word, Excel and PowerPoint

  • Excellent written and oral communication and presentation skills, including training development and delivery

  • Good time management and organizational skills

  • Effective in written and oral communication; able to speak and write fluently in English

World Vision Lanka offers a competitive remuneration package based on individual competence and skills. If you meet the required criteria and wish to apply for this or any of the available vacancies, select the position you wish to apply for & submit your on-line application with your CV and details of three non-related referees on or before the given closing date.

Closing Date: 23rd September 2019

Only short listed candidates will be notified.

World Vision is a Christian relief, development and advocacy organisation working with children, families and communities to overcome poverty and injustice.

National Director, Mali & Mauritania

PURPOSE OF POSITION:

The National Director (ND) will strategically lead, develop and direct the implementation of all aspects of World Vision's ministry in these national offices. In performing this role, the ND will be an effective leader locally, an effective member of the partnership and will model the organization’s principles of Twin Citizenship to ensure high ministry quality and overall organizational effectiveness. The ND as a leader will contribute to partnership life and unity, by acting as both a local and global representative of the organization. The ND will lead the team to achieve the country's strategy in alignment with Our Promise 2030 for effective operations and participate in and implement directional shifts of the organization, such as the ensuring that Mali- Mauritania program has capacity to execute global strategy particularly the strategic agenda for fragile contexts and development and management of grants and PNS. The ND will ensure the country's operations and operating model maintain the Partnership's focus on Child Well Being Outcomes and Aspirations as they apply in that specific country context, maximizing the impact in the field while maintaining efficiency as wise steward of entrusted resources.

The ND will collaborate effectively with other partnership offices and divisions to achieve local and organizational goals. Externally, the ND will foster collaboration with major donors, project partners, local government, Church representatives, faith-based organizations and non-governmental organizations, serving according to given Power of Attorney. In doing so, the leader will maximize stewardship, effectiveness and efficiency of costs and operating models.

The ND will model a high standard of personal Christian leadership, ministry and integrity through lifestyle and work relationships to be a fine exemplar of the organizations Christian faith. The ND will lead by example and provide spiritual guidance to staff on the Vision Mission and WV Core Values.

MAJOR RESPONSIBILITIES:

  • Deliver on Child Well-being Aspirations / Outcomes and Targets.

  • Collaborate and build coalitions to catalyze movements for children’s well-being, locally and globally.

  • Align and influence national strategic mandates and priorities with global priorities for child wellbeing.

  • Champion increased and enriched connections between children, communities and supporters, for an increasingly vibrant, authentic and engaging experience among them.

  • Lead champions for innovative approaches to organizational services, processes and systems.

  • Be a credible advocate for children and champion efforts for child rights, mobilizing change at every level by lifting the voices of local children, youth and their communities.

  • Ensure that the National Office (NO) functions in a contextualized, complementary, sensitive and cohesive manner. The core values, principles of interdependence and twin citizenship enhance the relevance of WV ministry and its distinct contribution to national development as well as guide the contribution it makes to the Partnership.

  • Grow and Leverage Yield to Ministry.

  • Ensures systems are in place so that projects are managed on time and on budget in achieving the desired impact on Child Well Being (CWB).

  • Set up a structure and budget that supports the Ministry and is aligned with the strategy, while keeping adequate efficiency ratio to be competitive in the humanitarian industry.

  • In dialogue with Global Centre (GC) and Region provide support / leadership for development and execution of shared support services in specific areas of ministry and functions, based out of the country and serving the entire partnership or region.

Increase and Diversify Funding Portfolio:

  • Build and maintain sustainability through diversified revenue growth in alignment with agreed targets across the program, both in Mali and Mauritania.

  • Provide leadership for Development of strategy for grants acquisition and management performance within NO, ensure that grants are strategically aligned to NO priorities and consider the competitive landscape.

  • Ensure the office in Mali meets all the necessary conditions to make the transition from advisory council to advisory board in a near future.

Achieve Operational and Stewardship Excellence:

  • Lead the development and execution of the country strategy through programme approaches and operating plans with clear, measurable short-term and long-term targets.

  • Ensure country strategy is aligned with Regional and WV global strategic priorities.

  • Ensure organizational sustainability by ongoing predictive success planning (funding, Ministry, organizational development, leadership pipeline).

  • Ensure that key Ministry and support functions are strategically aligned and appropriately included in the NO strategy.

  • Ensure effective stewardship and accountability of WV resources, finances and people, consistent with performance standards established by the NO Board of Directors.

  • Promote and model high level of transparency, integrity and zero tolerance to fraud.

  • Have overall responsibility for assessment of risks and the development of risk management planning to mitigate risks to NO operations, staff, assets and programmes.

  • Ensure organizational compliance to the "country" Government standards and laws for WV operations in the country.

Recruit, Motivate, Equip, Lead and Retain Capable Staff:

  • Model a high standard of personal Christian leadership, ministry and integrity through lifestyle and work relationships, and provide spiritual guidance to staff on the WV Vision, Mission and Core Values.

  • Demonstrate Christ-centered servant leadership amongst WV staff and diverse partners.

  • Demonstrate strong conviction and ability to work in ecumenical and inter-faith contexts.

  • Inspire staff to support Christian identity, commitments and witness (including incarnational living).

  • Build and promote culture that is sustainable for growth and high performance.

  • Build sustainability through the growth and development of NO people and leadership capability.

  • Lead in a way that facilitates a high performance culture, open trustworthy relationships and integrity; promotes a culture of learning and development, employee engagement, servant leadership and good stewardship of human capital in the office.

  • Build organizational culture, which leverages respect, value and promotes gender, age and ethnic diversity;

  • Contribute to the global pool of workforce of WV Partnership by sourcing, recruiting or building committed, competent talents from within the Mali-MRT Program.

  • Provide level of organizational leadership that we enable a good transition into and implementation of the new management structure for Mali-Mauritania.

Twin Citizenship and Partnering – External and Partnership:

  • Act as a Twin Citizen ensuring that National Office participates in global processes and decisions and allocates resources and talent where most needed, Partnership wide.

  • Contribute to the Partnership, understand its systems and priorities, act as a global leader and a Twin Citizen.

  • Source best practices and strategic services available Partnership wide, be aware of, and apply relevant innovative approaches.

  • Promote social entrepreneurship by pursuing innovative solutions to social problems, acting boldly and proactively sourcing required resources and not constrained by resources currently in hand.

Build proactive external relationship with local government leaders, donors, church leaders, private corporations for the following purposes:

  • Social entrepreneurship.

  • Advocacy agenda - promote policy change for improved child well-being.

  • Donor relations for acquisition of resources and policy influence.

  • Enable and support programs in the country by government agencies at all levels.

  • Media relations; Ensure that WV and Child Well-Being agenda are promoted appropriately.

Represent /the office/ engage and build strategic alliances with the Government of /the country/, board, major donor agencies, WV Partnership, non-governmental agencies, churches and media.

Strategically position WV as a credible and trustworthy national and global partner.

Governance Transition:

  • Ensure the office mate all the necessary conditions to make the transition from advisory council to advisory board in years to come.

KNOWLEDGE, SKILLS & ABILITIES:

  • Master’s degree in development studies, management or social sciences or equivalent with 10 years’ experience in country level program management.

  • At least 5 years’ experience overseeing a large Government grant, its acquisition and donor engagement.

  • Experience in one of major Ministries (Relief, Development, Advocacy), close familiarity with other two.

  • Knowledge of LEAP cycle and Transformational Development Indicators is preferred.

  • Experience in fund raising in general and generating local revenue in particular, Advocacy and public relations and leading or working with advisory boards.

  • Track records of strong people management (leadership) skills.

  • Ability to manage a remote team.

  • Ability to present persuasively to Board, Senior Management Team, staff, donors, NGO’s, government officials, community leaders and other stakeholders.

  • Demonstrating experience of living and working in fragile context (economic, social, weather, security, etc.

  • Experience with Humanitarian industry and World vision will be preferred.

  • Experience in combining slow and fast onset programs. Ability to juggle emergency response with long-term transformational development.

  • Work experience in the Sahel in West Africa is a must.

  • Understanding of the socio-cultural religious context is a must as well as hostile environment security awareness.

  • French language is a must.

  • Arabic would be a plus.

  • Effective in written and verbal communication in English and French.

Preferred Skills, Knowledge and Experience:

  • Achieving quality results and service, practicing accountability and integrity, and communicating information effectively.

  • Thinking clearly, deeply and broadly, understanding the humanitarian industry, understanding World Vision’s mission and operations, and practicing innovation and change.

  • Building collaborative relationships, practicing gender and cultural diversity, and influencing individuals and groups.

  • Supporting World Vision’s Christian identify and commitments, learning for growth and development, and maintaining work/life balance and effectiveness.

Work Environment/Travel:

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

  • Office based however some level of travel is expected within the Mali-MRT Program and to other places. Some travel may be in remote location with minimal facilities.

Stagiaire TIC

Un (1) Stagiaire en Technologie de l’Information et de la Communication.

Localisation: Niamey

Profil et Aptitudes personnelles:

  • Avoir au minimum Bac + 3 en Informatique, Réseaux, Bases des données Téléinformatique ou Télécommunication,

  • Les Certifications Cisco, Microsoft, PMP, ITIL seraient un atout pour le postulant,

  • Capacité à parvenir des résultats et à des services de qualité,

  • grande capacité de gérer la confidentialité,

  • faire preuve d’intégrité et de sens de responsabilité,

  • être proactif,

  • grande capacité de communication,

  • grande capacité de production périodique et régulière de rapports,

  •  maîtrise de l’outil informatique,

  • excellentes aptitudes dans la gestion des relations interpersonnelles, la gestion organisationnelle et la gestion du temps.

Stagiaires Comptable (3)

Trois (3) stagiaires en Comptabilité

Localisation: Niamey et Maradi

Profil et Aptitudes personnelles:

  • Minimum Bac + 3 en comptabilité, gestion, finance ou diplôme équivalent.

  • Capacité à parvenir des résultats et à des services de qualité,

  • grande capacité de gérer la confidentialité,

  • faire preuve d’intégrité et de sens de responsabilité,

  • être proactif,

  • grande capacité de communication,

  • grande capacité de production périodique et régulière de rapports,

  •  maîtrise de l’outil informatique,

  • excellentes aptitudes dans la gestion des relations interpersonnelles, la gestion organisationnelle et la gestion du temps.

Fleet Officer

BUT DU POSTE:

Gérer le fonctionnement quotidien du parc de véhicules WV CAR, des conducteurs et des opérateurs. Assurer l'utilisation la plus efficace et la plus économique des véhicules, motocyclettes, équipements mobiles et véhicules utilitaires lourds WV CAR, y compris la maintenance des informations relatives à l'utilisation et à la maintenance de ces actifs.

Le titulaire s'efforcera d'établir des processus et des procédures d'exploitation standard pour améliorer l'efficacité, minimiser les risques, réduire les coûts de transport globaux tout en veillant à ce que l'exploitation de la flotte soit conforme aux normes et exigences de WVI.

RESPONSABILITES MAJEURES:

Responsibilités Majeures

Weight (%)

  • Planifier les déplacements des véhicules en fonction des besoins et des interventions en tenant compte des dispositions sécuritaires.

  • Suivre le manuel de procédure pour tout ce qui concerne les « Procédures d’utilisation des véhicules » et leurs mouvements.

  • S’assurer que les chauffeurs suivent les règles contenues dans le document « Procédures d’utilisation des véhicules » prévues dans le manuel de procédure

  • S’assurer que le logbook est bien rempli pour chaque chauffeur

  • S’assurer que le rapport de passation du véhicule est effectué à chaque fois qu’il y’a une mutation entre deux chauffeurs ;

20%

  • Superviser la tenue à jour de tous les documents clés relevant de la gestion de la flotte véhicule et Générateur ;

  • S’assurer du bon approvisionnement des véhicules en carburant de manière régulière et en assurer la traçabilité ;

  • S’assurer que tous les véhicules sont à moitié pleins en permanence. S’assurer du contre plein des générateurs de manière adéquate pour toute éventuelle urgence ;

  • S’assurer que les checks hebdomadaires des véhicules sont faits par les chauffeurs et transmis aux responsables transports de manière régulière en rapportant tout point ayant besoin de l’attention de la hiérarchie ;

  • Suivre de très près les entretiens (vidanges, changement des pièces…) des véhicules + générateurs sont assurés de manière adéquate ;

  • S’assurer que le planning des déplacements en fonction des besoins exprimés par les programmes et les services de soutien sont  et partagés chaque vendredi et bien suivi ;

25%

  • Assurer le suivre administratif des véhicules et générateurs (assurance, vignette, carte grise, permis de conduire des chauffeurs, entretien, etc.)

  • Veiller à ce que chaque véhicule dispose de l’ensemble des documents qui lui permette de circuler en respectant les lois du pays (carte grise, plaque d’immatriculation, assurance, visite technique, vignette, …), renouveler ces documents ou autorisations si nécessaire.

  • Suivre mensuellement les consommations de carburant des véhicules et des générateurs à travers le système de cartes de recharge mais aussi les carnets d´approvisionnement tenu par les chauffeurs.

  • Partager des rapports mensuels de consommations carburant en bonne et due forme et dans les délais requis ;

35%

  • Faire un inventaire régulier des matériels de chaque véhicule ;

  • Tenir informer son superviseur de toute information de grande portée nécessitant son attention particulière ;

  • Produire le rapport pour chaque incident de véhicule ;

  • Effectuer toutes autres tâches en rapport avec sa fonction.

20%

TOTAL

100%

CONNAISSANCES, COMPETENCES ET APTITUDES

Peuvent être acquis par une combinaison d’éducation formelle ou d’auto-éducation, d’expérience antérieure ou de formation en cours demploi :

  • Avoir un diplôme universitaire en logistique, en gestion de chaîne d’approvisionnement, en maintenance/mécanique automobile

  • Avoir au moins 3 années d’expérience professionnelle requise dans la logistique, le transport et la gestion de la sécurité

  • Avoir de solide connaissance du système de gestion de flotte et une forte expérience dans la gestion de parcs automobile.

  • Avoir la maîtriser des procédures administratives de gestion des véhicules.

  • Avoir une bonne capacité d’organisation, de planification, de gestion et attitude proactive

  • Avoir des solides compétences en analyse et en résolution de problèmes ;

  • Avoir des solides compétences d’interaction personnelle ;

  • Avoir la Capacité à travailler en équipe et à expliquer les procédures de l’organisation

  • Avoir la maîtrise de MS Office (Word, Excel) et connaissance du système de suivi des transports.

  • Permis de conduire A B C

Grant Accountant-Humanitarian Emergency Affairs (HEA)

Position: Grant Accountant -Humanitarian Emergency Affairs (HEA)

Reporting to: Humanitarian Emergency Affairs Manager with matrix to the Grants Finance Manager

Location: National Office, Lusaka

Purpose of Position

To develop and maintain an effective financial and administrative management system for the UNICEF project and in compliance with World Vision Policies & Procedures, regulations and the Generally Accepted Accounting Principles. Provide effective oversight of the Program Management Unit’s accounting, administration, Information Technology and human resources supporting the successful implementation of the UNICEF Project.

Major Responsibilities

Grant Budgeting and Funding

  • Budget development in LEAP format, ensuring all project activities are adequately budgeted for and contribute to meet the project objectives.

  • Revise the Grant budget whenever there is an amendment to ensure that cash/activity forecast are approved by donor for implementation

  • Provide information to all field or program officers pertaining to the availability of funds

  • Ensure budget availability before an activity is initiated

  • Facilitate and ensure all projects are funded on a timely basis

  • Communicate on Grant finance management

Grant Monitoring and Compliance

  • Budgetary control-monitoring that expenditure is according to the agreed and approved budget

  • Ensuring that expenditure is in compliance with donor regulations, WV policies and procedures, Generally Accepted Accounting Principles (GAAP) and with the agreed and approved budget

  • Conducting Financial reviews ,field visits and capacity to sub grantees

  • Review and suggestion strengthening of internal controls where necessary

Disbursement and Payment reviews

  • Review of payment request voucher to ensure sufficient and appropriate documentation, that it is properly coded and costs are according to cost principles( i.e. allowable, allocable and reasonableness)

  • Perform detailed voucher verification to ensure compliance to WV policies and procedures

  • Ensure that payments are approved by authorized personnel all the time

Grant Financial Reporting

  • Ensuring correctness and availability of financial information for input into the National Office reporting system on a timely basis.

  • Extract ,review and analyze Sun Systems data to ensure correctness and completeness in readiness for report preparation

  • Provide a summary project expenses to Program team to monitor the expenditure against the budget

  • Provide variance analysis to management and program on the financial expenditures

  • Preparation and submission of Financial Reports according to the donor prescribed formats on a timely basis.

Reconciliations

  • Manage the balance sheet accounts of the grants which include among other things cash, bank balances , staff advances, payables and receivables

  • Reconcile PBAS by harmonizing details for receipts from donor and support offices

  • Prepare Bank reconciliations

Audits and Risk Management

  • Facilitating both external and internal audit

  • Ensuring that audit recommendations are implemented within the prescribed time.

  • Ensure analytic review documents are prepared for audit purposes

  • Resolve and implement audit recommendations and apply lessons learnt

  • Identify potential and inherent risks and device ways to mitigate their occurrence

Capacity Building

  • Train program staff on grant financial management

  • Advise partners on WV policies and donor regulations

Communication

  • Liaise with stakeholders on grant project related matters

  • Providing grant expenditures and other information needed for strategic management especially in relation to grants as a strategic source of funding for World Vision.

  • Attend to queries and give any advice needed by stakeholders as pertaining grants ( This means taking he role of resident financial advisor on grant management)

Others

  • Ensure that assets are used for the intended purpose

  • Safeguard project assets

  • Maintain assets register

  • Show spiritual maturity, integrity and energetic personal sense calling, through attendance of daily devotions and application of professional know how.

Qualifications/Education/Knowledge/Technical Skills and Experience

  • A bachelor’s degree in Accounting, Finance or any finance related degree.

  • Professional Qualification Full ACCA/CIMA/CPA/CFA or any other recognized qualification.

  • Two years of experience in grant accounting with a preference for UN Agencies, EU, USAID and other government grant experience.

  • Traceable experience or understanding of the humanitarian context/environment is added advantage

  • Knowledge of SunSystems, Vision Excel, and Microsoft word and excel and other computer related financial/accounting system and budgeting is necessary.

  • Ability to work effectively with minimal supervision

  • Must be a good problem solver, analytical, creative, and innovative.

  • Strong communication skills in English, both written and spoken.

  • Demonstrated capacity to function well in a team and contribute effectively to team efforts

Working Environment / Conditions:

  • Work environment: office based and field work

Other Competencies/Attributes:

  • Cross-cultural sensitivity, flexible worldview, emotional maturity and physical stamina.

  • Ability to maintain performance expectation in diverse cultural contexts and psychologically stressful environments

  • Must be a honest and accountable person with resources

  • Must be a committed Christian, able to stand above denominational diversities.

  • Attend and participate/lead in daily devotions and weekly Chapel services.

  • Perform other duties as that may be assignment.

  • Self-confident, reliable and good leadership qualities

  • Self-starter and innovative

  • Great attention to details and quality

  • Quick leaner and adaptable to different work environment.

  • Commitment to a strong work ethics

  • Strong client/customer service focus

NOTE:

“World Vision Zambia is committed to the protection of children and adult beneficiaries from all forms of abuse and sexual exploitation. All employment is conditional upon the successful completion of all applicable background checks, including criminal record checks".