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Kenya https://recruiting2.ultipro.com/MER1024MERCY/JobBoard/37f6929f-9b61-486b-94c1-2ca23179877f/?q=&o=postedDateDescSkip to main content Find Opportunities U.S. English Sign In Mercy Corps Kenya Filter by Company Location Filter by Job Category Filter by Schedule Reset Showing 3 of 3 opportunities Sort By Newest Data and Information Systems Advisor Aug 11, 2021 Job Category: Monitoring & Evaluation Requisition Number: DATAA001823 Schedule: Full Time Maralal, KE-37, KEN The Data and Information Systems Advisor will work directly under the Director of Monitoring and Evaluation, in the Directorate of Monitoring and Evaluation under the Department of Economic Planning and Finance, with oversight support from USAID Nawiri Monitoring and Evaluation Lead. The Data and Information Systems Advisor will be responsible for supporting efforts to improve the capacity of county M and E Unit and county sector department teams in data management systems, operationalizing the GIS initiatives and support data use for decision-making. Data and Information Systems Advisor Aug 11, 2021 Job Category: Monitoring & Evaluation Requisition Number: DATAA001824 Schedule: Full Time Lodwar, KE-43, KEN The Data and Information Systems Advisor will work directly under the Director of Monitoring and Evaluation, in the Directorate of Monitoring and Evaluation under the Department of Economic Planning and Finance, with oversight support from USAID Nawiri Monitoring and Evaluation Lead. The Data and Information Systems Advisor will be responsible for supporting efforts to improve the capacity of county M and E Unit and county sector department teams in data management systems, operationalizing the GIS initiatives and support data use for decision-making. Resilience Advisor - Nawiri Oct 19, 2020 Job Category: Programming Requisition Number: RESIL01391 Schedule: Full Time Nairobi, KE-30, KEN The Nawiri Resilience Advisor will provide strategic leadership and support that cross-cuts all areas of the program. During the first phase of Nawiri, s/he will ensure the program’s research and learning agenda is designed and routinely iterated to build a robust evidence base for informing strategic investments for driving resilience outcomes. Working across all program areas, and in close collaboration with the Learning and Research Teams, s/he will support the Nawiri team to routinely analyze emergent findings of research and learning activities through a systems lens with focus on implications for risks and opportunities. Featured Opportunities Resilience Advisor - Nawiri Programming Nairobi, KE-30, KEN Oct 19, 2020 Full Time http://mercycorps.org
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Kenya https://careers.wvi.org/job-opportunities-in-kenya4%This site uses cookies to enhance the user experience. More info about cookies. CAREERS WVI.ORG NEWSROOM PUBLICATIONS STORIES Language HOME LOGIN EXPLORE CAREERS WHY WORLD VISION OPEN POSITIONS SEARCH ALL JOBS World Vision International Job Opportunities in Kenya Lives can change for good www.wvi.org/kenya Current Opportunities SORT BY Relevancy Most Recent A-Z Regional People &Culture (HR) Manager, VisionFund Africa Kenya Human Resources Fixed term, Full-time *Please submit your CV in English. *Preferred position location: Nairobi, Kenya. Other locations to be determined by home country of successful candidate within East Africa or West Africa Region, where VisionFund is registered to operate. PURPOSE OF THE POSITION: The role of the Regional People & Culture Manager: To provide project management and data management support to the Regional P&C Business Partner, across the whole Africa region and support to French speaking countries. To be a trusted P&C Regional manager in Africa region supporting Regional P & C BP to ensure that there is high quality leadership guidance and technical support to the CEOs and the People & Culture Managers in VisionFund’s Microfinance Institutions (MFIs). This helps the MFIs to achieve their double bottom line of social impact and financial sustainability. This role will be responsible for driving quality improvement and efficiency in MFIs’ people processes, data collection & analysis of Regional reports and ensuring MFI adherence to standardized people related processes across the MFI network within the assigned MFIs. This role will work closely to partner with and be a trusted advisor and capacity-builder, for the MFI P&C Teams and the MFI Senior Management teams. This role will provide support to the Regional P&C Business Partner in assigned specialisms in different MFIs. Assigned specialisms could be developing, rolling out and reviewing region-wide people related initiatives relating to both P&C and Operations strategic directives (e.g. talent management, job evaluation, salary benchmarking, employee relations, performance management, succession planning, recruitment etc.). The role will be responsible for implementing and ensuring MFI adherence to standardized people related processes across their MFIs with focus to French speaking MFIS. KEY RESPONSIBILITIES: Manages P&C Data & Reporting for the Region: Support, influence and collect data from MFI P&C teams with an aim of providing the Regional P & C BP, MFI leaders and Regional Leaders with data and analysis for effective decision-making process on People both at MFI & Board levels helping to influence their SMT and Board of Directors. Act as a support and escalation point for P & C managers at MFI level with regard to data and reporting. Train and Support MFIs in making best use of the HR system. Drives Compliance and Quality of P&C Africa Region: Consistently Support in P&C controls, policies and processes, to ensure there is no significant ratings in P&C audit. Monitor & Evaluate agreed action plan in audit report/findings within agreed timelines and standards. Work collaboratively with the MFI P&C, MFI SMT and regional team to implement and improve standardisation of process & policy within the regional MFI network. Support MFIs’ P & C managers in improving their Sourcing & recruitment of MFI staff. For senior leadership vacancies in MFIs ensure there is good process and ensure that there is Capable high achieving workforce at MFI SLT level. Facilitate Orientation at Regional level for all new MFI senior leaders in designated MFIs: Support, influence and provide advice to MFI P&C teams with an aim of helping to influence their SMT and Board of Directors and implementing both Partnership wide initiatives and MFI initiatives within allocated region. Oversee and manage implementation making insightful adjustments and recommendations tailored to the specific MFI audience. Provide trusted advice and recommendations to the MFI & Regional Leaders to achieve Effective & Efficient People related Priorities to add value to business decisions. Conduct Performance management assessment & Audit/ Spot checks for MFIs. Ensure that partnership policies are implemented at MFIs & all revisions escalated for Approval. Act as P & C manager in designated MFIs when P&C Manager roles are vacant. Visit & Support to MFIs’ operations to address People Challenges. Hay Grading and Reward Benchmarking: Provide oversight of Hay grading Initiative & Consultant identification and ensure that Process is fully adhered to by MFIs. Employee Relations: Manage IIM system follow up and closure of Employee related matters in assigned MFIs. Investigation of Whistle-blower-related employment relations issues at MFIs, as a Trained Level 2 Investigator. Supports and guides the Trained Level 1 Investigators (who are in MFIs). Manage the safeguarding initiatives for the Africa Region Other: Any other assignment given at Regional & MFI level which includes but not limited to: Contributing to the Regional Team and the P&C Team, working collaboratively and supporting the professional and spiritual development of others. Supporting Countries where the P & C manager positions are vacant. KNOWLEDGE, SKILLS AND ABILITIES: Minimum Bachelor’s degree in HR or equivalent. Professional membership of relevant HR body. Effective written and verbal communication in English & French (Please note French will be mandatory requirement). Substantial experience [DATE REMOVED] Management/ Advisory role. Experience in and understanding of a financial institution. Relevant experience working in an regional role. Experienced in project management. Experience managing teams. MFI or bank experience. Preferred: Master Degree in HR or Business Administration. Experience managing or working in a culturally diverse environment (preferably of the assigned environment). Work Environment/Travel: Travel up to 20% of the time (mainly in Africa Region). Ability to use computer, attend meetings, travel abroad. More Details Apply MEAL Manager Africa Kenya Programme Effectiveness Fixed term, Full-time Monitoring Evaluation Accountability and Learning Manager The Role: The Monitoring Evaluation Accountability and Learning (MEAL) Manager will provide technical support to the Bureau for Humanitarian Assistance (BHA) project team. With coordinated support from the Regional MEAL Managers, the position holder will effectively lead and coordinate the MEAL activities for the USAID funded BHA project across all project locations. S/he will represent and coordinate learning from Monitoring & Evaluation (M&E) Cash working group work-stream at national level. S/he will closely work with Regional MEAL Managers, particularly the one responsible for Food and Cash programming to operationalize quality standards and learning emerging from BHA project and M&E Cash working group. Key Responsibilities: Project and monitoring & evaluation systems design. Program reporting and donor compliance. Ensure monitoring and evaluation tools are implemented to track and measure project performance. Partners capacity building and management. External engagement, collaboration and coordination. Research, knowledge management and learning. Ensure accountability mechanisms at project level are in place and functional to achieve measurable improvement in community engagement, information-sharing, coordination, complaints and response handling. Essential: A minimum of a bachelors degree in relevant technical field (Monitoring & Evaluation/ Agricultural Sciences/ Public Health/ Humanitarian Protection/ International Development/ International Relations,) At least [DATE REMOVED] of experience in the field of development issues, humanitarian emergency affairs, preferably with experience in developing countries. DM&E training with practical experience of at least [DATE REMOVED]. Specific training on donor reporting requirements also required. Knowledge of Humanitarian standards (SPHERE). Demonstrate superior project cycle management skills, including the ability to plan, track progress, match activity plans with budgets, and follow donor regulations. Demonstrates well-developed interpersonal skills, excellent communication skills, both verbal and written, as well as negotiation skills. Possess exceptional English language skills, particularly writing skills. Presentation skills and experience in delivering M&E training programs for teams. Computer skills with data analysis packages i.e. SPSS, STATA, Excel, ACCESS, Ability to apply IT and mobile platforms for M&E. Experience of working and living in developing or fragile contexts. Working Environment: Position is 60% office-based in Hargeisa, Somaliland and 40% domestic/international travel may be required. World Vision adheres to strict child and adult safeguarding principles. All selected candidates will therefore undergo rigorous reference and background checks which will include criminal background checks. They will be expected to adhere to these standards and principles. Academic certificates will be verified with the issuing institutions More Details Apply KM and Capability Manager – Transformational Development Global Knowledge Management Open-ended, Full-time *Position location to be determined by home country of successful candidate in a jurisdiction (US state or country) where WVI is registered to operate. (Home based) *Please submit your CV in English. PURPOSE OF THE POSITION: This role will provide Knowledge Management (KM) support to the Transformational Development (TD) Team. The TD Team provides global technical and thought leadership to World Vision’s work on the mission-mandated ministry of Transformational Development. The TD Team aims to promote high quality, adaptive programmes that catalyse transformational change across contexts, integrating the foundations of WVs ministry, sectors, and themes for sustained child well-being, especially the most vulnerable. Within the team specialists lead different aspects of TD, including Partnering, Sustainability, Gender and Social Inclusion, Social Accountability and Urban Ministry. The role of the KMC Manager for TD is to curate knowledge and promote learning on TD in order to provide evidence of impact and support continuous improvement. This role is vital to the realisation of phase 2 of WV’s partnership-wide strategy, Going Further. The Transformational Development (TD) Knowledge Management and Capability Manager optimizes TD capability and knowledge management among World Vision (WV) entities, enabling TD staff and related teams to learn, grow, and deliver quality TD programming that impacts the most vulnerable children, and furthers the goals of the sector strategy. This role will develop and implement a TD capability enhancement system (including guidelines, processes, competencies, learning assets and learning pathways) and support TSO, Support Office (SO), Regional Office (RO), and Field Office (FO) teams to plan and implement comprehensive TD competency and capability strengthening interventions. This role will also manage and provide expert advice to the sector Communities of Practice and other learning networks regarding collecting and sharing lessons learned, identifying and validating promising and good practices for programme quality improvement, increasing staff capacity, subject matter expert identification, and planning online learning opportunities for community members. In conjunction with the Global Knowledge Management team, s/he will establish knowledge management systems and processes to ensure cross Partnership learning and development and support world-class implementation of selected sector interventions or project models. This role is also is responsible for coordinating strategic internal and external communications to share evidence of WV’s impact in partnership with key stakeholders. This role liaises with Global Centre Communications and Marketing teams, as well as SO, RO, and FO communicators and marketers in order to share evidence of WV’s impact with external audiences to attract new donors and partners, and to build WV’s reputation as a global leader in the TD industry. The Transformational Development Knowledge Management and Capability Manager will engage externally to share and also explore/learn how other organizations build TD capabilities and knowledge management. S/he will connect with academic institutions and other organizations to partner as appropriate for the benefit of Partnership wide TD Capability and KM agenda and systems, and to identify learning opportunities. KEY RESPONSIBILITIES: Set Strategic Priorities: Create, implement, and nurture the sector Capability Strengthening and KM strategy. Lead the establishment of a comprehensive sector job family to improve recruitment in partnership with P&C and technical experts. Lead the design and implementation of a TD technical capability strengthening system to provide a clear path for TD Subject Matter Expert accreditation, retention, and development of TD staff; (in partnership with P&C, learning & development, and sector TSO colleagues). Lead the development of sector learning assets and platforms that cover the full employee life-cycle (i.e. onboarding, compliance training, on-going professional development) in partnership with sector technical experts. Manage, nurture, and grow the sector CoPs , as well as the tools/technologies required to support it. Create and implement a sector internal/external communications plan, in collaboration with Sr. Advisor External Engagement. Pro-actively identifies emerging practices, best practices, and innovations (collectively – “assets”) and shares through multiple communications platforms. Internal and External Communications: Manages internal and external TD-related communication to ensure relevant information, resources and knowledge assets reach appropriate audiences. Ensure that M&E data and research are socialized internally and that key findings are reviewed and validated for programme quality improvement. Work with the Global Communications Team, TD Sector Lead and Sector EE Advisor to develop external-facing communications that position WV as a thought leader in TD. Build Capabilities: In collaboration with key stakeholders design the TD capability development system including competency frameworks, policies, standards, guidelines and capability strengthening interventions and processes that lead to accreditation of technical staff. Develop and disseminate robust capability assessment practices and tools to identify sector learning and capability needs to prioritize solutions. Partner with RO and SO leaders to continuously assess TD capacity building needs among FOs and provide coordinated (RO/GC/SO/TSO) support to address identified needs. Lead the development of defined Learning Pathways for key technical areas (i.e. onboarding, certification, on-going professional development and capacity building) in partnership with SMEs, and maintain oversight of end-to-end design applying the 70:[DATE REMOVED] framework. Plan, create, and lead collaborative design efforts to design learning content using adult learning methodologies and ensuring alignment to sector competency frameworks in collaboration with Learning & Development and sector technical experts. Provide management support and advice to CoPs to be vehicles for sharing information and best practices, facilitating input into sector technical resources, establishing research priorities, identifying capacity building needs, building an evidence base for WV’s project models and approaches. Develop a culture of collaboration and sharing among the stakeholders; identify emerging practices, best practices, and innovations and shares same across the Partnership; establish procedures for the identification of Sector programmatic subject matter experts. Ensure Accountability: Develop and oversee a system to regularly monitor and evaluate sector capability to maintain a portfolio view of sector capability across the Partnership in partnership with peer sector Capability/KM Managers. Establish knowledge management systems and processes to ensure cross Partnership learning. Manage development of communications materials for internal and external narrative of sector effectiveness and learning. Develop the sector’s knowledge sharing processes and information management system (within wvCentral, wvi.org) to provide access to programme and project tools and best practice guidance. Promote WV Way: Manage information dissemination throughout the Sector and external audiences, including managing CoP meetings and conference participation. Develop and manage sector Information Newsletters, partnership articles and publications; provides support for the CoPs in the same activities for their programmatic areas. In conjunction with the GKM team, develop requirements and manage all Sector KM/CoP web-based information tools including team websites, taxonomies, digital library, CoP social Networking systems and email lists. Represent sector on Partnership Working and Advisory groups tasked with global tools development. (wvcentral and wvi.org, GKM Business Team). External Engagement: Strengthen and build strategic partnerships with external humanitarian learning agencies and academic institutions to explore practices of others in TD Capability development/KM and discern external TD accreditation, access or learning opportunities for TD staff. Engage our external peer partners in knowledge sharing, learning & development, and collaboration on our sector strategies. Represent WV among other NGO Knowledge Management Specialists to build collaborative relationships, keep abreast of trends, and promote WV’s better practices in its KM work. Support WV engagement in prioritized external events. Other Responsibilities: Member of TD Team Member of the Global Sector Senior Leadership team. Member of the GKM KM/CoP advisory committee. Carry out additional responsibilities and projects as assigned, including administrative and planning functions KNOWLEDGE, SKILLS AND ABILITIES: Master’s Degree in sector or other related field. Knowledge Management training. Webinar development and facilitation. Knowledge Management training / certification / and or experience. Experience in staff management / capability development and research. Experience in formation and nurturing of virtual communities of practices, networks, etc. Experience in dealing with faith related issues in development. Facilitation skills. Website and publication design. Fluency in English. Preferred: Adult learning pedagogy and methodologies. Excellent document editing, formatting and publication skills. Contemporary and progressive ICT skills. Strategic communications planning and implementation of communications tactics/tools. Experience in developing and using competency frameworks for technical staff. Work Environment/Travel: Up to 30% travel. More Details Apply Project Manager II Global Information Technology Open-ended, Full-time *Please submit your CV in English. PURPOSE OF THE POSITION: The Project Manager II role is responsible for the management of one or more medium to large-sized, moderate to high complex projects and Tier 2 project budget. Individuals within the Project Management job family are responsible for the planning, development and implementation of project efforts. They develop, establish and maintain project management standards and procedures. They are responsible for developing the project scope, defining project guidelines, obtaining business and information technology sponsor approvals and coordinating the resources necessary to successfully complete the project. Other responsibilities include the refinement of requirements, project coordination, development of plans and schedules, resource planning and estimation and project maintenance. Once a project is set in motion, individuals are expected to communicate major milestones, identify potential project risks, provide continuing direction to the project team and conduct regular status meetings to review project activities. Furthermore, they are responsible for managing the prioritization procedures for changing scope (i.e., change management) and project acceptance procedures. Near the end of the project, they obtain feedback to ensure that project efforts meet customer expectations for contracted time, cost and performance. Individuals serving in this role require proven skills in managing within a matrix organization. They have excellent communication skills, with the ability to clearly communicate vision, mission, and goals to both business and IT audiences. They have a sound understanding of technology and its application to achieve business objectives. Lastly, they are expected to provide the highest level of expertise in the application of the tools and techniques of the project management discipline. KEY RESPONSIBILITIES: Relationship Management: Develops and maintains productive working relationships with business owners, project sponsors, vendors and key clients. Project Planning: Develops, and continually updates, project plans and schedules. Develops product breakdown structures. Identifies project dependencies prior to the start of the project. Works with the Business Analysts and the client to define/refine the project scope. Facilitates the gathering of information required to estimate project cost, resources, time and deliverables. Prepares all project management baseline products. Ensures that the project outcome reflects the goals of the client. Conflicts/Problems: Negotiates conflicts and resolves issues that arise. Acts as a mediator between stakeholders and team members. Resolves any issues and solves problems throughout the project life cycle. Resource Management: Determines staffing requirements and forms project teams. Develops budget requests for resources. Works with resource managers in order to effectively align resources across projects. Provides work direction and leadership to assigned projects, including scheduling, assignment of work and review of project efforts. Evaluates project performance and makes recommendations for personnel actions. Procurement Planning: Assists with identifying which resources need to be procured outside the organization. Describes technical or other issues that need to be considered and assists in the development of Statement of Work (SOWs). Vendor Performance: Determines if external consultants or contractors will be required to complete project plan. Recruits and manages appropriate staffing resources. Provides advice and counsel to the vendor relationship decision-making and contract development processes. Evaluates service provider performance. Approves invoices for payment. Provides an issue escalation path and resolves vendor performance disputes. Risk Management: Identifies the elements of risk in a project. Analyzes and prioritizes project risks and assesses its potential impact to the client. Develops and maintains risk plans, processes and systems in order to mitigate risk. Creates action plan for risks that occur and follows through on plan. Maintains issue list, proactively escalating issues to project and departmental leadership to mitigate risk. Recommends and takes action to direct analysis and solution of problems. Budget: Estimates costs associated with a project including physical, financial and human capital costs. Develops a detailed cost baseline from cost estimations. Refines project cost estimates and confirms funding sources. Monitors and controls the actual cost of a project versus the budget. Reviews bills and evaluates factors that may potentially cause cost changes. Conducts in-depth root cause analysis of project budget discrepancies. Standards, Policies and Procedures: Utilizes established project standards, procedures. Contributes to the development of new quality metrics. Communications: Develops a communication plan to convey project scope, goals, milestones, budget, risk, status, change requests and critical issues to the client and project team. Assesses the effectiveness of the interaction and communication with the client and project team. Coaching/Mentoring: Coaches or mentors less experienced personnel. KNOWLEDGE, SKILLS AND ABILITIES: Bachelor’s degree in related field, specialized training or equivalent work experience. Typically requires [DATE REMOVED] of IT work experience, including 2 or more years managing IT Projects projects. Willingness and ability to travel domestically and internationally, as necessary. Effective in written and verbal communication in English. Preferred: PMP Certification Prince 2 Certification ITIL 4 Certification4. Project Manager of Global or Regional Technology and Digital Solution projects. Work Environment/Travel: The position requires ability and willingness to travel domestically and internationally up to 10% of the time. More Details Apply Senior Programme Development Advisor, GRRT Global Humanitarian & Emergency Affairs Fixed term, Full-time *Position location to be determined by home country of successful candidate in a jurisdiction (US state or country) where WVI is registered to operate. *Please submit your CV in English. PURPOSE OF THE POSITION: World Vision (WV) is seeking a Senior Program Development Advisor to join its humanitarian Global Rapid Response Team (GRRT). This position’s primary responsibility (50%) is to deploy (sometimes on short notice) to humanitarian emergencies to lead (or support) WV’s resource acquisition and management teams. Core to the role is a strong focus on 1) response strategy development, 2) significant donor engagement, 3) grant design and writing, 4) funding coordination and 5) resource management and reporting. In WV emergency response, this role plays a central role, often serving on the response’s Senior Leadership Team. During periods of non-deployment, the position (alongside WV’s GRRT Program Directors) will support WV humanitarian responses through: Leading virtual and in-person capacity building sessions within WV in order to strengthen the abilities of WV’s humanitarian programming staff. Mentoring or supporting other WV humanitarian programming staff. Building of humanitarian programming systems, frameworks, and processes for more efficient, successful resources development and management in WV responses. Assisting strategic initiatives that link WV’s global strategy with field practice. KEY RESPONSIBILITIES: Deploy and lead WV responses’ resource development and management function in humanitarian emergencies to achieve the following: Management Establish, resource, staff and manage the programmes unit as needed. Ensure coordination across departments and across country contexts through streamlined work processes and team meetings. Facilitate capacity building (related to donor engagement, strategic project design, compliance, and reporting) during deployments. Resource Acquisition Lead the growth and diversification of funding based on response office strategy by ensuring the GAM team plans, leads, develops and reviews concept papers and proposals for various projects for funding in order to achieve the Response Strategy. Donor Engagement Support the office in maintaining donor engagement by developing and maintaining effective relationships with donors and WV support offices to establish partnerships, and market WV and seek additional funding opportunities. Ensure the WV response has strong relationships with key donors and personal connections to local representatives. Ensure this representation is tracked and recorded. Plan, implement, analyze and share findings from assessments and program monitoring. Develop, revisit, and adhere to the donor engagement strategy for greater grant stability and growth. Strategy Provide function support and leadership in strategy formulation, implementation plan, execution and grant management to ensure alignment with the office’s Response Strategy. Grant Management Ensure WV responses are compliant with the grant policies, e.g. new staff is informed of and understand the Grant Acquisition and Management minimum standards as well those for any Sub-grantees. Monitor the WV’s Response portfolio progress ensuring goals and objectives (both at a portfolio and project level) are achieved and non-financial grant requirements are adhered to (through WV’s Grant Health Tracker). Ensure that grant management systems are in place using adequate tracking tools to support effective grant compliance and positive audit results, and that the grant team and field office staff understands this system and follows them accordingly. Other Program Support When needed, support on ensuring critical MEAL functions including assessments, monitoring, learning, evaluations and humanitarian accountability as well as information management are undertaken. When required, support MEAL colleagues in ensuring all data from assessments, baseline, monitoring, feedback mechanisms is communicated to communities as appropriate and continuous improvement processes are in place for programme adaptation. Work with Programme Directors to strengthen the roster of deployable programming staff and programming resources to support them Support PD on virtual and in-person capacity building sessions within WV in order to strengthen the abilities of WV’s humanitarian programming staff (PIE & RDMT trgs). Mentor other WV humanitarian programming staff. Assist biannually with maintenance of the PIE roster. When necessary, build or improve upon WV’s humanitarian programming systems, frameworks, and processes for more efficient, successful resources development and management in WV responses. Lead key programme strategy initiatives: Assist strategic initiatives that link WV’s global strategy with field practice. Support other initiatives as required by DM leadership. Serve as a key member of the Strategy, Effectiveness and Digital Capability team. KNOWLEDGE, SKILLS AND ABILITIES: A minimum of [DATE REMOVED] in roles that feature resource acquisition, grant development, donor engagement and leadership in the humanitarian assistance with a significant portion of this in INGOs. 8+ years’ experience in humanitarian assistance work including significant field presence. Strong experience in engaging with governmental institutions, UN clusters, and multilateral agencies. Strong experience in working with bi-lateral and multi-lateral donors, grant management and proposal development. Experience in managing resource acquisition and management teams that facilitate innovation and calculated risk taking. Experience in program management and compliance of multi-sectoral emergency response projects. Strong background in programme quality – MEAL – and information management. Intensive experience in leading a multi-cultural team of professionals. Experience working in a cross-cultural environment. Experience working in war zones / fragile contexts. (Internal to WV) Work experience as humanitarian Snr. Program Officer or Programme Manager at least for [DATE REMOVED] in a country other than the home country. Demonstrated understanding of key humanitarian principles, standards and best practices. University degree in Humanitarian Studies, International Development, Political Relations, Economics, Sociology, or other related field. Master’s degree preferred. Knowledge of proposal and budget requirements and regulations of major donors including the OFDA, ECHO, DFID, UN agencies, German government. Familiarity with humanitarian codes, minimum standards, principles and practice. Fluency in written and verbal communication in English Preferred: Understand Humanitarian Industry and have proven experience within a relief/ Disaster Management setting. Effective in written and verbal communication in French, including additional languages such as Arabic & Spanish. Ability to express ideas and concepts clearly and persuasively with senior internal and external stakeholders. Effective in written and verbal communication in English, French, additional skills in Spanish, Arabic or other languages preferred. Previous experience working in complex emergency/rehabilitation settings. Experience coordination with INGO’s and other key stakeholders-High degree of negotiation and persuasion skills. Ability to work with a reasonable level of comfort in high tension and high security risk situations. Ability to maintain performance expectations in diverse cultural contexts psychologically stressful environs and physical hardships. Ability to facilitate the creation of cross-functional project teams and the development of national strategies. Excellent time-management and prioritization. Demonstrates openness and transparency. Additional work experience preferred for this position: Experience in leading “ad-hoc” teams accommodating multiple and frequent staff transitions in emergency response without undermining effectiveness and output of Programme Team. Work Environment/Travel: The position requires ability and willingness to travel and deploy domestically and internationally up to 50% of the time, often at short-notice. More Details Apply Director, Global Compensation Global Human Resources Open-ended, Full-time *Position location to be determined by home country of successful candidate in a jurisdiction (US state or country) where WVI is registered to operate. PURPOSE OF POSITION: The Global Compensation Director is responsible for ensuring that World Vision’s compensation programs are aligned with the organization’s objectives and attract, reward and retain employees across the Partnership. The leader will drive a global compensation strategy that is balanced with other rewards of working at World Vision and provides focus on internal equity, external competitiveness, financial stewardship and legal requirements. This leader is responsible for developing, implementing, administering, and maintaining compensation programs, policies, and procedures across the World Vision International (Global Centre) employee population and International Assignees (IAs). As part of this direct management, this person will also oversee and provide the preparation of compensation data for senior leadership analyses directly and working with an outside consultant. This leader also plays a critical role in collaborating with decentralized Regional and National offices to ensure that they offer competitive and fair compensation that meets the World Vision global policies. The role provides leadership and advisory expertise to help educate and enable Field Offices in obtaining, analysing and managing market best practices and survey data to set up and manage their local compensation plans. KEY RESPONSIBILITIES: Lead team to be Trusted Advisors and Subject Matter Experts (25%): Provide hands-on leadership and expertise to develop global compensation function with direct reports and decentralized indirect P&C colleagues (business partners (BPs), talent acquisition (TA), payroll, and other Field Office (FO) employees) across the Partnership to deliver global compensation policies that attract, engage and retain great talent. Provide expertise and guidance for team and indirect P&C colleagues to solve escalated and the most difficult compensation-related challenges. Lead and collaborate with Global Centre and Regional P&C on global and local responses to regulatory authorities. Partner closely with Mobility leader to ensure competitive and affordable total compensation packages including full reviews of allowances, tax advantages, etc. Lead team to set up Community of Practice to provide content and regular cadence of keeping decentralized P&C compensation/rewards partners connected for learning, sharing ideas and best practices. Design and deliver training to develop compensation capabilities across the Partnership especially focused on compensation/rewards partners. Provide regular feedback and inspiration to team members following the Partnering for Performance program. End Results: The team will be recognized and called upon as Trusted Advisors to assist with challenging compensation issues. A network of contacts across the Partnership who can provide local data and information for global analysis and back each other up with support when necessary. Increased credibility and trust in P&C as value adding partners across the Partnership. P&C across the Partnership becomes more aware of the importance of consistent processes for job evaluation, survey participation, developing structures, etc. which leads to more efficient and compliant programs and reduced risk to the Partnership. Increased transparency of compensation methods which leads to better communication with managers and employees. Standardized methods and content to educate leadership, individual executives, managers and other areas of P&C of the competitiveness and compliance of our compensation programs. Strong collaboration and camaraderie across the Total Rewards & Mobility team as well as extended P&C partners. Mobility expert expands compensation knowledge. Provide competitive and compliant pay programs that attract, engage and retain great talent (25%): Update and maintain global compensation philosophy, policies and procedures with others across P&C, Legal, Finance, Tax, etc. Develop, benchmark and maintain Global Centre and International Assignee (IA) salary structures at competitive levels. Build Field Office structures as needed and when resources are available. Review, update and maintain methods and policies to support the use of consistent practices for documenting job descriptions and conducting job evaluations across the global Partnership. Develop methods for collecting, reviewing and maintaining proposed regulatory requirements and legislation related to compensation. Develop central methods of maintaining and monitoring internal data for team results as well as across the Partnership, e.g., adherence to policies, salary structures, pay equity analysis, external competitiveness, compliance, etc. Participation in and response to internal audits. End Results: Increased compliance and reduced risk through collaboration and updated regulatory data, policies and procedures as well as partnership with global audit function. Consistent and equitable offers with reduction of risk related to new hire compression. Improved ability to attract, engage and retain great talent with competitive pay. Improved ability to identify potential regulatory and other issues before they become a problem. Clear understanding of measures that matter across the compensation function to demonstrate contributions of the team and ability to provide competitive pay. Design Systems and processes that support delivery of best practices and competitive compensation (25%): Lead compensation workstream for implementation of Workday solution across decentralized global Partnership. Collaborate across global P&C to develop a global job architecture with consistent global levelling, internal titles and survey matching. Develop and implement consolidated global survey participation strategy, standards and tools to gain efficiencies and economies of scale in pricing, participation and consistent methods of using survey data. Lead process of replacing current global job evaluation system planned for sunset in 2022. Lead annual merit process across GC population and develop ways to support and monitor merit processes across the Partnership. End Results: More efficient P&C and manager experience related to compensation processes and approvals, including determining career level for new and existing jobs, promotion and new hire offers, merit review process, etc. Increased accuracy of compensation data and reports necessary for decision making. Greater collaboration across the Partnership through global processes and access to decentralized data. Potential cost savings in salary surveys as well as efficiencies when used consistently. Replacement of global job evaluation system with buy-in across key groups of P&C and leaders. Executive compensation managed effectively to retain great leaders (25%): Perform management reporting and analysis related to senior management pay. Conduct competitive benchmarking analysis for executive population including individual pricing as needed. Create and update database and reports of all employees in Director level and above to proactively spot issues and propose solutions. Liaise with external consultant and Support Offices to compile reports required for the board of directors and/or external entities. Partner with Mobility Leader and work with TA, BPs and local P&C to advise on senior leadership remuneration as well as offers and contract renewals when necessary. Develop leader education materials to better understand their compensation and allowances packages, especially for International Assignees, as well as the broad-based compensation practices. End Results: Leadership roles of all types (ExL, PL, RL, SDO, ND, etc.) receive fair and equitable compensation packages that are compliant with regulatory executive compensation and tax requirements. Leaders understand the different pay structures within World Vision (HISS, L-IM, Local) as well as differentials and allowances (G&S, transport, shelter) and how they are determined, creating trust in our total rewards program. Confirmed salary and remuneration that are within the expectations of our internal accountability reporting and external Intermediate Sanctions reporting for Safe Harbour. Talent Acquisition is able to attract key leaders with competitive packages and confidence that these effectively represent the relevant talent markets and are internally equitable. Additional responsibilities as assigned by manager (limited). KNOWLEDGE, SKILLS AND ABILITIES: [DATE REMOVED]’ experience serving as a compensation professional including considerable experience in a large, international organization that stretches across multiple continents. 5+ years leading compensation team. [DATE REMOVED]+ years of experience focused on executive and/or leadership compensation. A strong client focus with outstanding judgment, critical thinking, along with strong verbal and written skills. Must be detail-oriented with demonstrated project management capabilities and excellent prioritization skills. Require a well-organized and self-directed individual who is results focused and a team player. A strong knowledge of Excel, and report writing software along with depth in data analysis. Must have experience implementing a global compensation solution, preferably Workday. Must have hands-on deep experience in job evaluations and market pricing. Must have experience designing and managing executive and International Assignee remuneration packages. Must have a reputation for being a good mentor and partner across field teams sharing best practices and helping to develop analytical and compensation skills of peers and colleagues. A Bachelor’s degree in Human Resources, Business Administration, or another related field. Global Remuneration Professional (GRP) or Certified Compensation Professional (CCP). English required. Preferred Skills, Knowledge and Experience: MBA or other advanced degree related to international non-profit studies. PHR, SPHR, SHRM-CP, or SHRM-SCP or other HR certifications. Workday core and advanced compensation courses. Korn Ferry/Hay Job Evaluation methods or other global job evaluation systems. Implementation of a global job architecture. Ability to work in an office environment. Work Environment / Travel: Ability to travel up to 10% internationally. More Details Apply Senior Policy Advisor, Economic Justice Global Advocacy Open-ended, Full-time *Position location to be determined by home country of successful candidate in a jurisdiction (US state or country) where WVI is registered to operate. *Please submit your CV in English. PURPOSE OF THE POSITION: The Senior Policy Advisor, Economic Justice will provide analysis of trends and opportunities in relation to how the needs and rights of children can and should be addressed through various forms of funding from global, regional and national level sources, debt relief, taxation and private capital. This analysis will be used to develop recommendations for child focused policy action in regard to all forms of development financing in support of the Sustainable Development Goals, and, as such, World Vision’s Global Impact Framework. This analysis will support Advocacy & External Engagement (A&EE) advocacy objectives for the Global Campaign, the 2030 Agenda, as well as objectives of Support Offices (SOs) in relation to Official Development Assistance (ODA) and Regional Offices (ROs)/Field Offices (FOs) regarding domestic resource mobilization/public financing. KEY RESPONSIBILITIES: Analysis of and reports developed on Official Development Assistance (ODA), taxation/public financing, private sector investment and other forms of Financing for Development (FfD) and their impact on the financing of child focused policies. Develops policy positions and products that relate to the achievement of child related SDGs and WV child well-being objectives. Represent World Vision, and/or support representation of World Vision leaders at priority external forums, events, networks and with priority stakeholders to promote agreed policy positions. Lead and collaborate with SO, RO and FO colleagues on research and policy development on FfD. Creates a process to engage SOs on ODA focused work. In conjunction with the Local to Global team (A&EE), works with the Centre of Excellence to support country level budget focused advocacy. Builds FOs capacity in conducting country level analysis; supports “translation” of global FfD policy positions for use at national level. Collaborate with select partners and coalitions on this agenda. For example, work with the World Bank relationship manager to develop a plan to become more engaged with World Bank as a Tier 1 stakeholder. KNOWLEDGE, SKILLS AND ABILITIES: Master’s Degree in economics, international development, political science or related focus. Minimum [DATE REMOVED]’ experience in policy, research, government relations/external engagement, or other specific field relevant to this role and World Vision’s work. Strong experience and skills in research and analysis. Strong written and verbal communications skills. Strong experience in the NGO/civil society sector and/or with multilateral organizations (World Bank, IMF, etc.) English fluency. Second language strong asset (esp. Spanish, French). Preferred: Strong knowledge and professional experience working on Financing for Development issues and trends; strong understanding of policy development and influence processes with governments and international agencies from a civil society perspective. Work Environment/Travel: Travel after Covid restrictions- [DATE REMOVED]%. More Details Apply Senior Advisor, Church Partnership Global Christian Commitments Open-ended, Full-time *Position location to be determined by home country of successful candidate in a jurisdiction (US state or country) where WVI is registered to operate. *Please submit your CV in English. PURPOSE OF THE POSITION: World Vision as a Christian humanitarian organization works with the diverse expressions of the Church as our indispensable partner in our shared pursuit of social and spiritual transformation and the holistic well-being of children, especially the most vulnerable. Our global strategy calls us to ‘live out our Christian faith with boldness and humility’ and to expand and deepen our partnerships with churches and faith leaders to identify and address the spiritual causes of poverty and vulnerability. This commitment is guided by WV’s Partnerships with Churches’, ‘Witness to Jesus Christ’ and Faith & Development management policies. This position, in line with the relevant policies, will provide strategic leadership, technical guidance and tools to the WV’s Field Offices to engage and partner effectively with churches and Christian agencies in the design and implementation programmes that promote sustainable, holistic child well-being. KEY RESPONSIBILITIES: Program Guidance Provide strategic leadership in the development, refinement and implementation of global guidelines and resources to strengthen effective engagement and collaboration with churches, church leaders and Christian Faith Based Organisations (FBO’s) in WV’s programming for child well-being, in line with relevant WVI policies: In collaboration with Global Field Operations (GFO) and Global Impact (GI) teams, develop guidelines and capacity building resources for field office’s use to strengthen their engagement and mobilisation of churches, Christian networks and FBO’s as an integral part of WV’s community-based approach, empowering to improving child well-being Revise and socialise WVI’s existing frameworks and capacity building resources on church partnerships. In collaboration with the WVI Partnering team, refine existing tools and/or develop new resources to support church partnerships. Ensure WV’s guidelines on church partnerships build on existing best practice in partnering and external engagement developed by WV’s advocacy and External Engagement team. Engage with GFO and regional offices regarding gaps or promising practice, emerging from church partnership data and collaborate on solutions. Innovation Based on current practice, lead a collaborative effort with F&D Field Support, TD, GFO and Partnering teams to: Develop, pilot and scale a Christian discipleship project model to engage and equip churches and church leaders in their calling to ensure children experience fullness of life, grow in holistic discipleship while being protected, valued and included. Map currently used practices, models and/or resources used in our programs to further Child Well Being (CWB) in partnership with churches. Identify and document promising practices. Identify current gaps based on analyses for a holistic engagement and discipleship approach. Develop a child-focused, Biblical transformational development process for field offices to engage with local churches to fit and accompany WV’s Development Project Approach (DPA) process. Identify areas within the current DPA process to enhance and deepen partnerships with churches and church leaders. Review similar church engagement approaches to identify synergies and potential for integration. Follow the WV processes to design, develop, pilot, scale-up and approve these approaches that can be used by local churches in WV’s offices and programs. In collaboration with Global Field Operations and Global Impact teams, develop mechanisms to ensure full integration of these approaches into WV’s operational systems, including appropriate monitoring and evaluation mechanisms. Provide guidance to the WV Technical Academy to develop an e-course for these approaches. External Engagement and Advocacy Provide strategic leadership and support to Regional Offices (ROs) in the formation and leveraging of strategic partnerships with churches at regional and national level for improved CWB: Support NOs and ROs to engage strategically with local church partners in prioritised global advocacy events or moments on issues affecting the vulnerability of children. Ensure church partnerships contributions to advocacy gains are articulated in Global campaign and FO reporting through Advocacy Strategic Metrics and CVA engagement. Support the development of strategies and resources to support NOs and ROs to develop and equip faith leaders as advocates for child well-being. Identify local Church/Christian partnerships with potential for increased impact through global partnerships. Report on the quality of the prioritised partnerships and their contribution to advocacy towards CWB. Collaborate with Faith & Staff Formation team, to support national offices as they mobilise churches to reflect and pray on issues increasing the vulnerability of children. Learning Lead the continued learning of WV’s church and interfaith relations through KM Initiatives: In collaboration with F&D Knowledge Management and Global Communications identify, document and disseminate promising practices, lessons learnt, innovation, and change stories on Church Partnerships. Ensure periodic analysis of Church Partnership data in Horizon, Operations or Impact Portals to show trends and enhance learning. Collaborate with GFO, Global Impact and Horizon teams to enhance WV’s reporting systems (Horizon) to capture national level church partnerships, including joint advocacy. Collaboration Ensure effective integration of church partnerships into sector project models and field guidance: In collaboration with F&D’s staff and Field support team work with WV’s global sector, disaster management, fragile contexts and urban teams to ensure the engagement of churches and church leaders are well integrated into project models, field guidelines and quality assurance resources. Partner with global sector teams and GC F&D to refine resources and strengthen church’s implementation of Spiritual Nurture of Children approaches and resources. KNOWLEDGE, SKILLS AND ABILITIES: Graduate or post-graduate degree in theology, religious studies, development studies or other related fields. At least [DATE REMOVED]’ of experience of hands-on work with a range of Church structures, denominations and para-church organisations, especially in the Global South. At least [DATE REMOVED]’ experience in strategic planning and program design and management within the development/humanitarian industry, including the role of the local church in community development processes. At least [DATE REMOVED]’ experience and demonstrated understanding of other faith communities, the complexity of working as Christian NGO within Faith contexts, relationship with the faith and development arena, major players, and joint work towards the sustainable development goals. At least [DATE REMOVED] of knowledge and experience of supporting multi-stakeholder partnerships, especially faith-based partnerships. Excellent relationship building skills and ability to leverage that towards concrete collaboration and partnerships. Excellent verbal and written communication skills with proven experience in writing and producing clear, concise and effective guidance materials, including online facilitation resources, while using up-to-date adult learning approaches. Clarity in conceptual thinking and communication including critical thinking skills and ability to challenge the status quo. Exemplary personal Christian commitment, vibrant and mature Christian leadership. Minimum of [DATE REMOVED]’ experience in programming in field location, preferably in more than one context or continent. Demonstrated ability to interact effectively in culturally and religiously diverse environments. Strong organizational, time and project management skills and experience. Strong computer literacy in use of MS Word, Excel, Outlook; proficiency in hosting webinars, e-learnings and conference calls. Proven experience working with and through networks. Effective in written and verbal communication in English. Fluency in Spanish an advantage, other languages helpful also. Preferred Skills, Knowledge and Experience: Knowledge of and commitment to World Vision objectives and ministry priorities. Experience of working with, relating to and influencing within Catholic structures. Self-starter with strong time management, coordination, prioritization, multi-tasking skills. Ability to work with a high level of ambiguity. Excellent interpersonal skills and proven flexibility to work well with others with diverse personal styles. Work collaboratively with team members when assigned to work as part of a team. Work Environment/Travel: Ability and willingness to travel domestically & internationally up to 30% of the time. More Details Apply Response Director Global Exceptions Fixed term, Full-time *Country location to be determined based on response. *Please submit your CV in English. World Vision’s Emergency Response Roster is comprised of highly experienced and vetted humanitarian aid professionals available for short term, medium term, and long term emergency response assignments with World Vision. When disaster strikes, we are on the ground, quickly providing immediate support and we stay helping to rebuild lives for children, families, and communities. We are currently accepting applications to join the Emergency Response Roster and are seeking candidates for: Response Director Response Operations Director Response Programmes Strategy & Development Director All Roster position will be Non-Family/Unaccompanied postings lasting [DATE REMOVED]. As vacancies arise in our humanitarian offices, roster members will be considered for employment opportunities. General Requirements: 5+ years Leadership experience in a Humanitarian/Fragile/Emergency context Minimum [DATE REMOVED] of cross cultural humanitarian emergency experience outside of your home country. Experience directly managing staff during humanitarian emergency responses. Ability to work long hours in stressful environments with a variety of skilled professionals. Demonstrated management of budgets in emergency response settings. Willing to serve unaccompanied (non-family); most likely living in a team house setting. English proficiency, written and verbal. (French/Arabic/Spanish preferred) Grant Acquisition and Management experience Strong track record in developing good working relationships with governmental institutions and multilateral agencies. RESPONSE DIRECTOR PURPOSE: The Response Director (RD) has primary responsibility for directing the response from strategy to implementation, inclusive of performance and oversight of all aspects of the response. She/he should develop and maintain an efficient, cohesive team, while ensuring effective coordination and relationships with the other agencies, officials, beneficiaries, donors and all areas of the Partnership. KEY RESPONSIBILITIES: Develop and monitor implementation of response strategy that addresses WV strategic goals to meet humanitarian needs: Lead response strategy development with National Director (ND), Regional Leader (RL), Partnership Executive Team (PET) and other senior stakeholders. Ensure primary and secondary information on needs inform strategy formulation. Ensure context analysis informs strategy development. Consult with ND and RL to ensure National Office (NO) strategy and plans (including Child Wellbeing targets) are taken into account in response strategy formulation. Ensure strategy aligns with anticipated capacity. Monitor appropriateness of strategy in addition to implementation of strategy and transition plans. Ensure response is staffed to meet response needs: Contribute to NO capacity building in the area of emergency response in coordination with NO leadership and Human Resources (HR). Determine response organization structure with ND and HR. Conduct high-level workforce planning with HR and mobilise surge functions as required. Oversee the recruitment of the RDs direct reports. Ensure defined accountabilities under the Emergency Management System (EMS) are clear for each function including Term of Reference (TOR) objectives and qualitycriteria. Ensure HR works with EMS functions to identify workforce requirements. Ensure HR plans for capacity building with EMS functions. Ensure HR develops performance planning and review processes that include quality criteria. Ensure HR establishes a staff care function and mechanisms that support staff well-being. Consult ND to plan Response team transition/integration. Ensure adequate internal communications mechanisms are in place to ensure policies, information and decisions are shared with staff as appropriate. Establish and maintain effective working relationships with humanitarian actors, government representatives, World Vision stakeholders, the media and general public: Represent the response in Partnership Executive Team and Partnership Coordination Team (PCT) (where activated). Identify and highlight areas of conflict to Response Senior Management Team (SMT), ND, RL and Partnership Executive Committee (where activated). Create and maintain collaborative relations and where appropriate partnerships with government, other NGOs, UN agencies, civil society, churches, bi-lateral missions and donors. Participate in consortium meetings and Response related national coordination meetings. Ensure World Vision is represented at relevant technical and coordination mechanisms in-country. Develop and plan response to achieve response strategy goal and objectives: Provide oversight to funding allocation (i.e. Private Non-sponsorship or PNS, grants, etc) to ensure alignment with strategy and humanitarian needs. Ensure response programme development meets World Vision and international standards. Ensure that adequate funding to address humanitarian needs is acquired. Ensure Advocacy staff are empowered to integrate advocacy across sectors and to develop child-focused advocacy positions which are aligned with strategy and organisational priorities, in strong alignment with NO and Response Operations teams. Facilitate the signing of MOUs and contracts, with donors, Support Offices (SOs) and other relevant stakeholders. Ensure appropriate waivers are in place to facilitate timely response implementation. Implement response programme in accordance with commitments to meet international and WV standards: Ensure that accessible beneficiary feedback mechanisms are established and functioning. Ensure staff establish community accountability methods across all of the response program. Monitor and identify risks to programme quality and coordinate resources to address them. Ensure that all programmes are implemented, monitored and evaluated according to set plans and that agreements with donors, SOs and other stakeholders are adhered to. Ensure management meetings address quality risks, relevant monitoring data and community feedback. Initiate resourcing mechanisms and ensure financial and material (in-kind) resources are managed according to WV standards, donor and SO agreements. Initiate response funding mechanisms with support of ND, RL & Regional HEA Director (RHEAD): Ensure that funding is managed and accounted for in compliance with donors and Support Offices agreements and WV standards. Ensure that programme and projects audits are planned and conducted as per WV audit regulations and donor government requirements. Ensure that audit reports are responded to and recommendations implemented. Ensure that response meets World Vision minimum quality standards and supports program improvement, reflection, learning and innovation: Ensure previous response learnings from Global learning facilitator are reviewed in program design. Encourage the incorporation of best practice and innovation in program design. Ensure all functions have quality planning sessions to meet quality objectives of their TOR. Ensure achievement level of all function quality objectives is monitored monthly and reported. Ensure risks that prevent the achievement of quality objectives are reported and rapidly addressed. Ensure mechanisms are established to identify, document, and share lessons learned with Partnership. Oversee Security function, planning and implementation to ensure response staff and organisational safety and security: Ensure staffing of Security function. Provide oversight to implementation of security protocols as per CSR. Facilitate inter-agency coordination for information sharing and intelligence sharing. Ensure response internal and external reporting requirements are met: Liaise with Programmes and Info Management to ensure internal and external reporting requirements are planned for and reports are prepared. Review and submit partnership programme reports. Prepare and submit monthly management reports. Ensure internal response coordination & information sharing mechanisms are functioning. Ensure that response staff have appropriate housing, offices and information/communication systems: Ensure that staff have access to appropriate office space/equipment, information/communication systems/equipment and other facilities which enable them to carry out their responsibilities. Ensure that all response vehicles and other equipment are well managed and maintained. Where necessary, ensure that relevant staff have access to appropriate housing. KNOWLEDGE,SKILLS & ABILITIES: Required: A minimum of [DATE REMOVED] in leadership role in the humanitarian assistance and development sector, with a significant portion of this in INGOs. Demonstrated understanding of key humanitarian principles, standards and best practices. University degree in Humanitarian Studies or relevant field. Masters degree preferred. Intensive experience in leading a multi-cultural team of professionals. Experience working in a cross-cultural environment. Experience working in war zones / fragile contexts. Experience in engaging with governmental institutions and multilateral agencies. Experience in managing humanitarian operations that facilitate innovation and calculated risk taking. Experience in serving as an organizational spokesperson to media and other external audiences. Effective in written and verbal communication in English. Preferred: Ability to express ideas and concepts clearly and persuasively with senior internal and external stakeholders as well as staff. Ability to work in coordination with other humanitarian organizations. Ability to analyse and make decisions in challenging situations in the absence of specific guidance and/or full information. Ability to communicate and model to staff positive behaviours which help them remain resilient and effective in dynamic and high pressure environments. Work Environment/Travel: Work hours are often more than [DATE REMOVED] per day during difficult periods of the response. Responses are often mounted in insecure or natural disaster-prone contexts, which may disrupt normal work patterns and generate staff safety issues. Work and housing environments may at times be well below normal standards in terms of facilities, equipment and food availability. More Details Apply Response Operations Director Global Exceptions Fixed term, Full-time *Country location to be determined based on response. *Please submit your CV in English. World Vision’s Emergency Response Roster is comprised of highly experienced and vetted humanitarian aid professionals available for short term, medium term, and long term emergency response assignments with World Vision. When disaster strikes, we are on the ground, quickly providing immediate support and we stay helping to rebuild lives for children, families, and communities. We are currently accepting applications to join the Emergency Response Roster and are seeking candidates for: Response Director Response Operations Director Response Programmes Strategy & Development Director All Roster position will be Non-Family/Unaccompanied postings lasting [DATE REMOVED]. As vacancies arise in our humanitarian offices, roster members will be considered for employment opportunities. General Requirements: 5+ years Leadership experience in a Humanitarian/Fragile/Emergency context Minimum [DATE REMOVED] of cross cultural humanitarian emergency experience outside of your home country. Experience directly managing staff during humanitarian emergency responses. Ability to work long hours in stressful environments with a variety of skilled professionals. Demonstrated management of budgets in emergency response settings. Willing to serve unaccompanied (non-family); most likely living in a team house setting. English proficiency, written and verbal. (French/Arabic/Spanish preferred) Grant Acquisition and Management experience Strong track record in developing good working relationships with governmental institutions and multilateral agencies. RESPONSE OPERATIONS DIRECTOR PURPOSE: Response Operations Director leads the Operations team and oversees the implementation of the response activities. He/she transforms the response strategy into implemented reality, managing day-to-day sector activities and providing technical guidance to the Programmes team for design and programme quality. KEY RESPONSIBILITIES: Ensure program planning is informed by technical standards and operational viability: Contribute to planning of sector requirements for people, funding and supplies. Ensure all program designs are based on needs assessment findings (primary & secondary data) and analysis, targets the most vulnerable/chronically and is operationally viable. Ensure all programs refer to technical standards, consider government standards and are aligned with Strategic Guidance and Do-Assure Dont Do (DADDs) for the First Phase of Emergency Responses and Sector Packages. Ensure inclusion of advocacy issues and cross cutting themes are considered in design. Ensure programs and projects are measured according to technical standards and Child Well-being targets. Ensure Operations Plans are developed and implemented with community engagement, taking into account local capacities and utilising Do No Harm/Local Capacities for Peace (DNH/LCP). Establish, lead, resource and staff Operations unit to meet response needs: Contribute to National Office (NO) capacity building in the area of emergency response in coordination with NO leadership and Human Resources (HR). Determine Operations organisational structure and staffing plan with HR. Monitor recruitment and deployment of Operations staff and plan for capacity development. Ensure Operations staff handovers are conducted. Develop Operations budget in coordination with Finance, ensuring strong alignment and coordination with Programming team during budgeting and budget management process. Plan for Operations transition/integration. Conduct response operational planning to ensure effective coordination and timely delivery of response activities: Plan and facilitate detailed operational plan and delegate responsibilities to carry out plan. Ensure Accountability mechanisms are in place for Community and stakeholder feedback. Planning process considers community requirements (i.e. timelines) and progress is monitored by DME. Facilitate planning between sectors to meet overall program goals. Facilitate requirements planning with Support Services. Ensure collaborative planning with external stakeholders such as UN Agencies, other NGOs and Govt ministries where possible through coordination mechanisms. Oversee implementation and monitoring of operations to ensure achievement of response goals and objectives and inform operational improvement: Monitor results against sector plans and address identified issues. Monitor expenditure reports and take corrective action with Finance and Programs. Review M&E and Accountability data with Sectors and Programs to identify and address any issues for operational improvement. Review findings of learning events and evaluations with Programs to make operational improvements. All evaluations of sector interventions are planned with DME to assess effectiveness and timeliness. Oversee development and implementation of operations reporting systems to support timely and accurate reporting: Establish and implement internal reporting system in coordination with DME. Ensure Operations provide input for grant/donor and program milestone and reports to Programs. Write report on quality risks and their resolution and submit to Response Director on regular basis. Ensure that Operations meets reporting requirements for Clusters, Ministries and/or in-country stakeholders. Ensure implementation of response operations according to safety standards with support from the Security function: Organise security assessments for all field operations that inform a security plan. Implement the recommendations of the security plan for all field operations. Ensure security incident reporting protocols are complied with by operations staff. Ensure Operations staff adhere to security standards for staff movement and communications. Work with Security to ensure safe and effective Civil/Military relationships with armed actors. Ensure operations meet WV minimum quality standards and support improvement, reflection, learning and innovation in sectors: Ensure previous sectors learning from Global Learning Facilitator are reviewed. Encourage the incorporation of sector best practice and innovation. Ensure sector have a quality plan to meet quality criteria and minimum sector standards. Ensure achievement of all function quality criteria is monitored and reported regularly. Ensure risks limiting achievement of objective to quality criteria are reported & rapidly addressed. Coordinate with Support Services function for ongoing provision of funds, staff, equipment, vehicles and supplies to ensure timely implementation of operations: Ensure Ops submit clear and timely budgets and funds requests to Finance. Ensure Ops submit clear and timely staff plans to HR and immediately advises on changes. Ensure Ops follow Finance procedures to rapidly process payments to suppliers. Ensure Ops submit vehicle requirements to logistics and follow vehicles management guidelines. Ensure Ops submit communications requirements to ICT and follow ICT procedures. Address delays in Support Services to Response Manager for rapid resolution and waivers. Identify, report and refer operational blockages caused by external actors to Liaison to be addressed through external advocacy: Establish operation team protocols where sector and geographic leads identify and report where external actors are delaying/preventing implementation. Refer issues delaying implementation to Liaison to resolve through inter-agency coordination and/or government relations. Ensure protection issues are reported and addressed in coordination with Advocacy. KNOWLEDGE,SKILLS & ABILITIES: Required: A minimum of [DATE REMOVED] in leadership role in the humanitarian assistance and development sector, with a significant portion of this in INGOs. Demonstrated understanding of key humanitarian principles, standards and best practices. Experience in program management and implementation of multi-sectoral emergency response projects. Intensive experience in leading a multi-cultural team of professionals. Experience working in a cross-cultural environment. Experience working in war zones / fragile contexts. Experience in engaging with governmental institutions and multilateral agencies. Experience in managing humanitarian operations that facilitate innovation and calculated risk taking. Strong team leadership skills. Emotional intelligence (self awareness, managing emotions and those of others, remaining calm/composed, dealing with ambiguity and change). Effective in written and verbal communication in English. Academic and on-the-job training in at least one of the support services or response-sector relevant areas. Preferred: Understanding of the international humanitarian system, particularly the systems, structures and key actors. Understanding of the key accountabilities that must be maintained in a response (beneficiaries, donors, peers). Ability to lead operational planning processes. Strong communication skills (oral and written) with ability to express ideas and concepts clearly and persuasively with senior internal and external stakeholders. Ability to express ideas and concepts clearly and persuasively with senior internal and external stakeholders as well as staff. Ability to work in coordination with other humanitarian organizations. Ability to analyse and make decisions in challenging situations in the absence of specific guidance and/or full information. Ability to communicate and model to staff positive behaviors which help them remain resilient and effective in dynamic and high pressure environments. Work Environment/Travel:Work hours are often more than [DATE REMOVED] per day during difficult periods of the response. Responses are often mounted in insecure or natural disaster-prone contexts, which may disrupt normal work patterns and generate staff safety issues. Work and housing environments may at times be well below normal standards in terms of facilities, equipment and food availability. More Details Apply Response Programmes Strategy & Development Director Global Exceptions Fixed term, Full-time *Country location to be determined based on response. *Please submit your CV in English. World Vision’s Emergency Response Roster is comprised of highly experienced and vetted humanitarian aid professionals available for short term, medium term, and long term emergency response assignments with World Vision. When disaster strikes, we are on the ground, quickly providing immediate support and we stay helping to rebuild lives for children, families, and communities. We are currently accepting applications to join the Emergency Response Roster and are seeking candidates for: Response Director Response Operations Director Response Programmes Strategy & Development Director All Roster position will be Non-Family/Unaccompanied postings lasting [DATE REMOVED]. As vacancies arise in our humanitarian offices, roster members will be considered for employment opportunities. General Requirements: 5+ years Leadership experience in a Humanitarian/Fragile/Emergency context Minimum [DATE REMOVED] of cross cultural humanitarian emergency experience outside of your home country. Experience directly managing staff during humanitarian emergency responses. Ability to work long hours in stressful environments with a variety of skilled professionals. Demonstrated management of budgets in emergency response settings. Willing to serve unaccompanied (non-family); most likely living in a team house setting. English proficiency, written and verbal. (French/Arabic/Spanish preferred) Grant Acquisition and Management experience Strong track record in developing good working relationships with governmental institutions and multilateral agencies. RESPONSE PROGRAMMES DIRECTOR PURPOSE: The Response Programmes Director oversees/leads the Sector Programming Team, including Program Officer(s), Design Monitor Evaluation (DME), Humanitarian Accountability and Information Management. The Programme Director supports the Response Director (RD) and Operations Director (OD) in designing the response strategy and operations plan and works in close coordination with both. The Response Programmes Director is responsible to manage grant acquisition, assessments, monitor and humanitarian accountability and liaises with Support Offices (SOs), and international donors. Response Programmes Director is part of the Response Senior Leadership Team. Response Programmes Director will coordinate/advise with Response Director (RD)/Senior Leadership Team (SLT) go or no go for proposals. KEY RESPONSIBILITIES: Establish, lead, resource and staff the programmes unit to meet response needs: Lead team/individual development and provide direction and support as needed to enable effective performance. Contribute to National Office (NO) capacity building in the area of emergency response in coordination with NO leadership and Human Resources (HR). Determine Programmes organisational structure and staffing plan with HR. Work with HR to recruit and deploy Programmes staff and plan for capacity development. Ensure Programmes staff handovers are conducted. Develop Programmes budget in coordination with Finance. Support RD and Finance in developing Response Budget, ensuring strong alignment and coordination with Operations team during budgeting and budget management process. Plan for Programmes Unit transition/integration with NO, where applicable. Lead the programme planning process to ensure alignment with context, humanitarian needs, response strategy as well as operational feasibility and technical quality: Support development of operational intent plan to align with funding allocations ensuring operational feasibility and technical quality. Support Sectors and Operations Director to draft response plan. Work with Grants, Acquisition and Management (GAM) to coordinate grant acquisition. Write Operational Intent inclusive of targets. Prepare project RACIs (responsible, accountable, consulted, informed) for new grants. Oversee donor liaison and advocacy is undertaken to resource operations plan to address humanitarian needs: The Response Programmes Director will ensure that the GAM team undertake the following activities: Monitor and analyse donor opportunities to ensure they align with operational intent. Communicate humanitarian needs identified through assessments, monitoring data and community feedback to in-country donors and Support Offices International Programmes Groups. Represent World Vision with potential donors (ECHO, DFID, EU, OFDA, etc.) including bilateral, multilateral and corporate. Collaborate with Advocacy to influence donor funding strategies when appropriate. Liaises with SOs regarding donor priorities and opportunities for funding. Support Finance in the allocation and tracking of response funding to ensure response strategic priorities are funded and effective leveraging of available funding: The Response Programmes Director will ensure that the Programme team undertake the following activities: Support mapping of all funding sources with Finance. Support funding allocation process (Private Non Sponsorship & grant opportunities) in coordination with Finance, Response Director and Operations to reflect response strategic priorities, operational realities and ensure compliance with relevant funding regulations. Support Finance to track donor funding allocation and commitments to ensure response strategic priorities are funded. Oversee development and submission of project proposals to donors to resource operations plan: The Response Programmes Director will ensure that the GAM team undertake the following activities: Develop project proposals with Operations, Advocacy, Finance and relevant Support functions and ensure stakeholders have the opportunity to review proposals and raise issues prior to submission to donors. Ensure proposals are aligned with the operational plan, sector DADDs and standards. Ensure proposals are aligned with accountability standards and basic DME requirements. Maintain donor and SOs communications to facilitate funding acquisition. Support Finance to ensure an up-to-date funding matrix. Ensure support for Finance to establish grant management system to guarantee fulfillment of donor requirements: The Response Programmes Director will ensure that the GAM team undertake the following activities: Support Finance to conduct grant orientation or grant start-up workshops for relevant staff. Plan and manage donor reporting to ensure that all donor requirements are met. Support Finance with monitoring of grants for compliance with grant requirements. Oversee planning, implementation, analysis and sharing of findings from assessments and program monitoring. The Response Programmes Director will ensure that the DME team undertake the following activities: Plan the initial rapid assessment process and manage the data collection (including primary, secondary data, observational data and community feedback) Manage or support ongoing community based assessments as agreed with sector and sub-function leads. Incorporate baseline indicators into assessments. Analyse assessment data and provide recommendations for strategy and programme design. Map interagency assessment processes and participate in joint assessments as agreed with response management. Design programme based on response strategy, context and humanitarian needs: Review NO Strategy, context analysis and assessment findings for design recommendations. Facilitate the input of all Emergency Management System (EMS) functions into the programme design process. Ensure the overall programme design incorporates international humanitarian standards and WV guidance and standards and indicators (i.e. Sphere, DADDs, CWBOs, PAF, etc). Oversee implementation of the programme monitoring system: The Response Programmes Director will ensure that the DME team undertake the following activities: Develop and implement the programme monitoring system which integrates programme and project requirements. Prepare Indicator Tracking Table (ITT) monitoring reports and share with Operations on a monthly basis. Collaborate with Information Management and Humanitarian Accountability (HA) to provide summaries of community based data and share with Operations and management to support programme adaptation and improvement. Ensure implementation of baselines, evaluations, reviews and learning events for continuous improvement: The Response Programmes Director will ensure that the DME and HA teams undertake the following activities: Conduct real time evaluation (RTE) during the first phase of the response. Plan and implement real time learning event (RTLE) with Region and H-LEARN and monitor implementation of resulting plan of action. Plan and manage project/programme baselines, evaluations and reviews to meet donor and organizational requirements. Communicate baseline, evaluation and review findings with response staff and communities. Develop Plans of Action that address evaluation, review recommendations and monitor implementation. Ensure establishment of response information management system to meet response needs: The Response Programmes Director will ensure that the Information Management team undertake the following activities: Assess programmatic information needs of internal and external stakeholders. Design and maintain information management system with Information and Communication Technology. Contextualise protocols for internal information sharing with relevant functions. Agree on common information sharing protocols with external stakeholders and RD. Ensure compilation and analysis of relevant information to inform response design, programme management, operational improvement and promote learning. Share programme information with internal and external stakeholders on a regular basis to meet their information requirements. Oversee development and implementation of community consultation and information provision mechanisms: The Response Programmes Director will ensure that the HA team undertake the following activities: Design and implement community consultation processes to ensure understanding of World Visions role, planned interventions and provide opportunities for input and feedback into programme and project designs. Design and implement Information Provision plan to ensure that accurate and reliable information about the programme is made available and shared with communities in a timely and accessible manner. Establish and support implementation of complaint and feedback mechanisms: The Response Programmes Director will ensure that the HA team undertake the following activities: Document, implement and monitor complaint and feedback systems to ensure timely responses to communities. Consolidate and analyse community complaint information to inform Operations and response management of key issues raised by beneficiaries. Coordinate Humanitarian Accountability planning and learning with other accountability focused INGOs and LNGOs. KNOWLEDGE,SKILLS & ABILITIES: Required: A minimum of [DATE REMOVED] in leadership role in the humanitarian assistance and development sector, with a significant portion of this in INGOs. Demonstrated understanding of key humanitarian principles, standards and best practices. University degree in Humanitarian Studies or relevant field. Masters degree preferred. Experience in program management and implementation of multi-sectoral emergency response projects. Intensive experience in leading a multi-cultural team of professionals. Experience working in a cross-cultural environment. Experience working in war zones / fragile contexts. Experience in engaging with governmental institutions and multilateral agencies. Experience in managing humanitarian operations that facilitate innovation and calculated risk taking. Work experience as Program Officer at least for [DATE REMOVED] in a country other than the home country. Strong team leadership skills. Emotional Intelligence (self awareness, managing emotions and those of others, remaining calm/composed, dealing with ambiguity and change). Understand Humanitarian Industry and have proven experience within a relief setting. Effective in written and verbal communication in English. Ability to express ideas and concepts clearly and persuasively with senior internal and external stakeholders. Preferred: Previous experience working in complex emergency/rehabilitation settings. Experience coordination with INGOs and other key stakeholders-High degree of negotiation and persuasion skills. Ability to work with a reasonable level of comfort in high tension and high security risk situations. Ability to maintain performance expectations in diverse cultural contexts psychologically stressful environs and physical hardships. Ability to facilitate the creation of cross-functional project teams and the development of national strategies. Excellent time-management and prioritization. Demonstrates openness and transparency. Work Environment/Travel: Work hours are often more than [DATE REMOVED] per day during difficult periods of the response.Work hours are often more than [DATE REMOVED] per day during difficult periods of the response. Responses are often mounted in insecure or natural disaster-prone contexts, which may disrupt normal work patterns and generate staff safety issues. Work and housing environments may at times be well below normal standards in terms of facilities, equipment and food availability. More Details Apply wvi.org © 2018 World Vision International Terms of Use Privacy Security Language English Español Français Português ShareThis Copy and Paste
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Rwanda https://careers.wvi.org/job-opportunities-in-rwanda4%This site uses cookies to enhance the user experience. More info about cookies. CAREERS WVI.ORG NEWSROOM PUBLICATIONS STORIES Language HOME LOGIN EXPLORE CAREERS WHY WORLD VISION OPEN POSITIONS SEARCH ALL JOBS Job Opportunities with World Vision Rwanda World Vision Rwanda has worked with the vulnerable children of Rwanda, their families and communities, since 1994. Currently, World Vision Rwanda has a commitment to bring hope and help to children and communities in the country through a range of holistic, integrated projects that promote change and improve well-being. Every year, about 1.2 Million people especially children benefit from World Vision Rwanda’s programmes, which currently operate in 24 of 30 districts throughout Rwanda. Thank you for your interest in working with World Vision Rwanda! Website | Facebook | Twitter SORT BY Relevancy Most Recent A-Z Sub-Grant Specialist Africa Rwanda Finance Open-ended, Full-time JOB OPPORTUNITY Sub-Grant Specialist World Vision Rwanda is a child focused Christian humanitarian organization implementing development programs in 29 Districts of Rwanda. World Vision Rwanda seeks to hire a highly qualified, dedicated and experienced national for the position of Sub-Grant Specialist.The position will be based at Head Office -Kigali, reporting to the Grants Finance Manager. Purpose of the position: The Sub-Grant specialist will ensure the maintenance and administration of a robust and an effective grants management system that is compliant to World Vision Rwanda grants systems and guidelines and meet donor requirements. The Sub-Grant Specialist will provide day-to-day oversight of sub-grant management including sub grant (Partners) follow up, accountability and capacity building. The incumbent will as well be responsible for ensuring both general and technical compliance of the project implementation in accordance with the donor requirements by enforcing compliance with Coalition partner’s procurement, administration and financial accounting practices in the production of the relevant financial information. Key areas of accountability will as well include, Maintenance of an effective and efficient central grant filling system in accordance with World Vision Rwanda grant checklist. The major responsibilities include: % of time Activity End Results 20% Review the pre-award due diligence assessment of current and potential partners and analyse organizational capacity to manage sub-grant funding and project implementation for Rwanda based sub grantees and work with project staff in the assessment of local partners. Sub-grant capacity assessment effectively done and ahead of time 15% Work closely with grants finance manager and project manager to ensure all sub grant agreement templates and letters of commitment are up-to date with respect to WVI policies and donor requirements. All WVI & donor requirements on sub-recipient are met 10% Review all sub-award reports on monthly basis and certify data annually to ensure accuracy of data for accounting and audit purposes. WVR & Sub-recipient financial reports are accurate 15% Conduct regular site visits to track sub-recipient progress, measure performance, and ensure accountability in accordance with established sub-recipient monitoring plan and document appropriately, as well as budget performance monitoring. Sub-grant high performance is ensured and improved on quarterly basis 15% Facilitate internal and external auditors and provide relevant information related to sub-recipient as far as Sub-grant is concerned and ensure timely implementation of audit recommendations. Unqualified opinion / clean audit reports are obtained and audit recommendations are implemented timely. 10% Review and communicate annual sub-grant work plans and budgets for consistency with overall program goals and objectives, aligning with donor technical and spending requirements, feasibility and cost effectiveness. Sub-recipient implementation is in accordance with original approved plan by the donor 15% Work with project staff on sub grant close out, documentation, distribution of inventory, retention of intellectual property, audit, etc. to ensure proper projects closeout. All projects are closed in accordance with WVI and donor requirements. Qualifications: Education/Knowledge/Technical skills and Experience The following knowledge, skills and abilities may be acquired through a combination of formal schooling, self-education, prior experience or on-the-job training: Required Professional Experience Minimum of [DATE REMOVED]’ experience in subgrant/accounting profession within a busy organization or projects. Proven knowledge of grants management Experience in working with sub-grants Proven experience in project budget management Good oral and written communication skills Required Education, training, license, registration, and certification A minimum of Bachelor’s degree in Accounting or Finance Skills and ability to organize and conduct trainings Preferred Knowledge and Qualifications Accounting certification such as ACCA, CPA, CFA, etc. Good command of Microsoft spreadsheet preferably Microsoft Excel, Vision and [DATE REMOVED] system software Gateway to Grants certification Experience of bilateral or multilateral funded projects Sub-grants management experience Attention to details Having a driving license, class B Salary: The salary is commensurate with qualifications and experience. N.B: Women are highly encouraged to apply. How to apply: Should you wish to apply for this position, please go to http://careers.wvi.org/job-opportunities-in-rwanda If this is your first time applying online via the World Vision International careers website, you will need to register an account along with your application details. This site will provide you with additional functionality, such as saved searches and email alerts. Registration requires minimal information to create your account. Further details will be collected during the application process. All applicants must apply using our online application system, CVs received via email or standard post will NOT be considered. In case you face any challenges in applying, please let us know on wvrwanda-recruitment@wvi.org(no applications will be accepted through this email). The closing date for submission of applications is 12th August 2021;no late applications will be accepted. As a child focused organization, World Vision is committed to the protection of children and does not employ staff whose background is not suitable for working with children. All employment is conditional upon successful completion of all applicable background checks, including criminal record checks. Note that only shortlisted candidates will be contacted. More Details Apply National Director - Rwanda Africa Rwanda Field Operations Fixed term, Full-time *Please submit your CV in English. PURPOSE OF THE POSITION: The purpose of this position is to lead, direct, develop, and manage the implementation of all aspects of World Vision's ministry while realizing the organizational Vision, Mission, and Core values. Specifically: To provide overall strategic and operational leadership for World Vision Rwanda. Strategically lead, develop and direct the implementation of all aspects of World Vision Ministry in Rwanda as an effective member of the Partnership in line with Twin Citizenship principles to ensure high Ministry quality and high impact on the field; Be accountable for all of the above. Ensure that WV’s ministry is directly contributing to the sustained well-being of children and the fulfillment of their rights within families and communities. Represent WV to all donors, project partners, other WV Partnership offices and divisions, local Government, Church representatives and non-governmental organizations serving according to given Power of Attorney. KEY RESPONSIBILITIES: Ensure that WV Rwanda has high quality Christian Commitment strategy and operations plan and they are appropriate for country context. Model a high standard of personal Christian leadership, Ministry and integrity though lifestyle and work relationships, and provide spiritual guidance to staff on the Vision, Mission and WV Core Values. Participate and lead regular devotional meetings. Ensure high quality and high impact on the field by leading in a way that WV Rwanda programs are achieving expected annual targets on sustainable basis in line with strategic priorities. Ensure adequate resources are acquired and managed to meet and enable quality program implementation. Ensure the highest standards of quality and accountability through compliance with World Vision policies and standards and international standards for emergency response, disaster mitigation, rehabilitation and development. Ensure adequate oversight over project proposals, reports, integrated audits, and ministry evaluations to assure that impact and accountability patterns are met. Ensure accountability for the implementation of effective ministry to all key stakeholders. Ensure adequate oversight towards relevant, timely and accurate flow of management and operational reports according to program objectives and standards. Ensure that there is documented Country strategy, Ministry strategies and operating plans, and the latter have been derived from overall strategy and have clear and measurable short-term and long-term targets; Ensure that Ministry strategies are aligned with Partnership Strategic priorities and Our Promise. Ensure that there are clear strategies for all main functions, and they are based on the office strategy and operational plan and include main priority areas identified in respective Regional and Partnership Strategy. Facilitate and be accountable for strategies execution and monitoring. Support Senior Leadership Team to make consistent and progressive steps towards organizational and programmatic consistency and sustainability; effectively communicate work plans and priorities derived from the organizational strategies by partnering with Senior Leadership Team to ensure synchronized accountabilities, objectives and associated budgets. Enhance organizational excellence by establishing operational benchmarks, timeframes, targets for accountability, KPIs and resources needed to achieve strategic goals, proactively driving improvements if necessary. Enhance sustainable programming supported by stable, long term financing to develop sustainable funding base and to pursue new and innovative funding sources to meet WV Rwanda’s strategic priorities. Play a leading role in developing and managing effective partnerships and networks with both existing and new key partners. Promote WV’s Vision, Mission, Core Values and key Partnership Standards and Practices among staff and partners and ensure they are the core foundation of the office strategies and work. Promote a leadership and management style that enables the integration of operations across Rwanda. Ensure that capable staff is available to implement office strategy and operational plans. Supervise Senior Leadership Team, all policies, organizational planning and development, ensure clarity around roles, motivate Senior Leadership Team and facilitate effective team dynamics. Review and approve Senior Leadership Team succession plans; ensure that proper capacity is in place and succession plan is updated and executed. Lead and Manage in a way that facilitates the high-performance culture, open trustworthy relationships and integrity; Promote culture of learning and development, employee engagement and good stewardship of human capital in the office. Ensure implementation and compliance to Partnership Performance Management Standards and Principles, while seek to implement Performance Management guidelines on reasonable level; Champion Senior Leadership Team in proper implementation of Performance Evaluations on annual level. Support initiatives for staff care and well-being. Respect, value and promote gender, age, religious and ethnic diversity. Ensure high standards in the management of the human, financial, capital and technical resources of the organization. It also includes inspiring and maintaining high standards of work and clear accountability to stakeholders. Visit projects frequently to encourage, build relationships, and support WV programs. Represent WV Rwanda, engage and build strategic alliances with the Government Rwanda, Vision Fund boards, major donor agencies, WV Partnership, non-governmental agencies, churches and media. Develop and implement appropriate advocacy strategies to raise awareness of- and advocate for change in- key issues within the specific context. Lead and facilitate strategies for the promotion of justice that look for the change of unfair structures that oppress those in need; Ensure that WV is positioned as a leading INGO in promoting the well-being and rights of children within the country context to deserve public and stakeholders’ confidence and trust. Strengthen awareness of World Vision’s program both within and outside of the WV Partnership. Ensure that WV Brand is respected within all operational areas and none of office operations or staff conduct harm it. Provide leadership, strategic direction and support to the team for developing and implementing excellent donor experience and acquisition of Ministry funds; Identify new opportunities and forge alliances that lead to optimization of all resources. Ensure efficient and effective organizational practices, that would result in successful financial and operational audit scores. Oversee action planning and execution to resolve audit findings in an agreed and timely manner; oversee appropriate reporting of audit results and actions. Oversee strong financial compliance through timeliness and completeness of financial reports. Oversee strong operational compliance through timeliness and completeness of program/project reports. Provide direction and focus for integrating private and public funds to maximize results and respond to community needs in most effective and efficient way. Manage overall financial integrity of the program to WV Support Offices, Donors, the Government and other stakeholders. Provide overall strategic leadership and initiative for identifying and securing financial resources to support the program. Develop and maintain capacity to respond to natural and man-made emergencies. Oversee regular review of security and safety plans and protocols (security manual, evacuation plan, Disaster Preparedness Plan, and risk assessments at national and AP levels) and ensure understanding and compliance by all staff and visitors. Oversee relief efforts, as and when they arise and work in partnership with response teams. Build in-country relief response capacity to ensure adequate disaster management and response. Liaise with other international organizations to collect information about the security environment and, where appropriate, discuss joint responses to security threats Ensure that the country office comply with local legal requirements and standards. Ensure and oversee proper mechanisms for Child Protection and other WVI Standards and Principles implementation. Ensure that the entity functions in a complementary, cohesive manner where the principles of interdependence and twin citizenship guide the contribution made to the Partnership and the use of WV Partnership resources. Ensure WV Rwanda actively participates in scheduled Peer Reviews. Take ownership for appropriate action planning and execution of Peer Review recommendations with the Advisory Council. Ensure business continuity through an integrated risk management approach, including security, financial, operational and reputation risks by developing contingency plans and scenarios; and take ownership of the action plans Explore opportunities and facilitate National Resource Development plan; Develop and implement an effective National Resource Development strategy and implementation plan that enables to generate funds locally to meet local sustainability strategy. Implement long term and short term programs that create new opportunities for acquisition, retention and transformation of diverse set of donors. Influence donors using creative approaches to motivate them to get involved in support of WV Rwanda fundraising initiatives. KNOWLEDGE, SKILLS AND ABILITIES: Master’s degree or qualification in a relevant subject with a focus on leadership, team management, Social Science or other relevant skills 10+ years proven senior leadership experience; preferably in both for-profit and non-profit sectors Experience in managing effective and efficient operations of the organization demonstrating sound financial management (e.g. organizations with over 300 staff and a total budget of $ 29millions) Proven track record of leading multi-cultural teams in complex, culturally and politically-sensitive contexts and/or multi-sectoral emergency response projects. Is politically astute and shows strong diplomatic skills (especially in dealing with government, donors, staff and internal politics) Builds and manages relationships to effectively build trust and influence a wide range of internal and external stakeholders (eg colleagues, donors, board members, global partners). Adapts behavior and style to effectively interact with others and creates an environment that supports inclusiveness and diversity Works effectively under pressure and with ambiguity and complex change. Negotiates with purpose and integrity and effectively handles multiple demands from many stakeholders Provides a clear and compelling strategic direction for the organization Develops diverse, high-performing teams through effective recruitment, coaching and team-building Role models biblical ethics and principles in action Responsible steward of resources and assets. Language proficiency in English. License, registration, or certification required to perform this position: HEAT (hostile environment awareness training) and SRMT (security risk management training) or a UN equivalent, as appropriate for fragile contexts. Preferred Skills, Knowledge and Experience: MBA or an equivalent Master’s degree is preferred Experience with large bilateral and multilateral grant acquisition and compliance as well multi-sectorial humanitarian operations. Experience and/or a clear understanding of dealing with National Boards/Advisory Councils Knowledge of UN humanitarian architecture and donor community Understanding of the local cultural and geopolitical fragile context of the National Office. Knowledge of local language(s). Work Environment/Travel: The position requires ability and willingness to travel domestically and internationally up to 30% of the time. Frequent travel to the field and other countries. Office-based with family. On Call: Available at any time. More Details Apply KM and Capability Manager – Transformational Development Global Knowledge Management Open-ended, Full-time *Position location to be determined by home country of successful candidate in a jurisdiction (US state or country) where WVI is registered to operate. (Home based) *Please submit your CV in English. PURPOSE OF THE POSITION: This role will provide Knowledge Management (KM) support to the Transformational Development (TD) Team. The TD Team provides global technical and thought leadership to World Vision’s work on the mission-mandated ministry of Transformational Development. The TD Team aims to promote high quality, adaptive programmes that catalyse transformational change across contexts, integrating the foundations of WVs ministry, sectors, and themes for sustained child well-being, especially the most vulnerable. Within the team specialists lead different aspects of TD, including Partnering, Sustainability, Gender and Social Inclusion, Social Accountability and Urban Ministry. The role of the KMC Manager for TD is to curate knowledge and promote learning on TD in order to provide evidence of impact and support continuous improvement. This role is vital to the realisation of phase 2 of WV’s partnership-wide strategy, Going Further. The Transformational Development (TD) Knowledge Management and Capability Manager optimizes TD capability and knowledge management among World Vision (WV) entities, enabling TD staff and related teams to learn, grow, and deliver quality TD programming that impacts the most vulnerable children, and furthers the goals of the sector strategy. This role will develop and implement a TD capability enhancement system (including guidelines, processes, competencies, learning assets and learning pathways) and support TSO, Support Office (SO), Regional Office (RO), and Field Office (FO) teams to plan and implement comprehensive TD competency and capability strengthening interventions. This role will also manage and provide expert advice to the sector Communities of Practice and other learning networks regarding collecting and sharing lessons learned, identifying and validating promising and good practices for programme quality improvement, increasing staff capacity, subject matter expert identification, and planning online learning opportunities for community members. In conjunction with the Global Knowledge Management team, s/he will establish knowledge management systems and processes to ensure cross Partnership learning and development and support world-class implementation of selected sector interventions or project models. This role is also is responsible for coordinating strategic internal and external communications to share evidence of WV’s impact in partnership with key stakeholders. This role liaises with Global Centre Communications and Marketing teams, as well as SO, RO, and FO communicators and marketers in order to share evidence of WV’s impact with external audiences to attract new donors and partners, and to build WV’s reputation as a global leader in the TD industry. The Transformational Development Knowledge Management and Capability Manager will engage externally to share and also explore/learn how other organizations build TD capabilities and knowledge management. S/he will connect with academic institutions and other organizations to partner as appropriate for the benefit of Partnership wide TD Capability and KM agenda and systems, and to identify learning opportunities. KEY RESPONSIBILITIES: Set Strategic Priorities: Create, implement, and nurture the sector Capability Strengthening and KM strategy. Lead the establishment of a comprehensive sector job family to improve recruitment in partnership with P&C and technical experts. Lead the design and implementation of a TD technical capability strengthening system to provide a clear path for TD Subject Matter Expert accreditation, retention, and development of TD staff; (in partnership with P&C, learning & development, and sector TSO colleagues). Lead the development of sector learning assets and platforms that cover the full employee life-cycle (i.e. onboarding, compliance training, on-going professional development) in partnership with sector technical experts. Manage, nurture, and grow the sector CoPs , as well as the tools/technologies required to support it. Create and implement a sector internal/external communications plan, in collaboration with Sr. Advisor External Engagement. Pro-actively identifies emerging practices, best practices, and innovations (collectively – “assets”) and shares through multiple communications platforms. Internal and External Communications: Manages internal and external TD-related communication to ensure relevant information, resources and knowledge assets reach appropriate audiences. Ensure that M&E data and research are socialized internally and that key findings are reviewed and validated for programme quality improvement. Work with the Global Communications Team, TD Sector Lead and Sector EE Advisor to develop external-facing communications that position WV as a thought leader in TD. Build Capabilities: In collaboration with key stakeholders design the TD capability development system including competency frameworks, policies, standards, guidelines and capability strengthening interventions and processes that lead to accreditation of technical staff. Develop and disseminate robust capability assessment practices and tools to identify sector learning and capability needs to prioritize solutions. Partner with RO and SO leaders to continuously assess TD capacity building needs among FOs and provide coordinated (RO/GC/SO/TSO) support to address identified needs. Lead the development of defined Learning Pathways for key technical areas (i.e. onboarding, certification, on-going professional development and capacity building) in partnership with SMEs, and maintain oversight of end-to-end design applying the 70:[DATE REMOVED] framework. Plan, create, and lead collaborative design efforts to design learning content using adult learning methodologies and ensuring alignment to sector competency frameworks in collaboration with Learning & Development and sector technical experts. Provide management support and advice to CoPs to be vehicles for sharing information and best practices, facilitating input into sector technical resources, establishing research priorities, identifying capacity building needs, building an evidence base for WV’s project models and approaches. Develop a culture of collaboration and sharing among the stakeholders; identify emerging practices, best practices, and innovations and shares same across the Partnership; establish procedures for the identification of Sector programmatic subject matter experts. Ensure Accountability: Develop and oversee a system to regularly monitor and evaluate sector capability to maintain a portfolio view of sector capability across the Partnership in partnership with peer sector Capability/KM Managers. Establish knowledge management systems and processes to ensure cross Partnership learning. Manage development of communications materials for internal and external narrative of sector effectiveness and learning. Develop the sector’s knowledge sharing processes and information management system (within wvCentral, wvi.org) to provide access to programme and project tools and best practice guidance. Promote WV Way: Manage information dissemination throughout the Sector and external audiences, including managing CoP meetings and conference participation. Develop and manage sector Information Newsletters, partnership articles and publications; provides support for the CoPs in the same activities for their programmatic areas. In conjunction with the GKM team, develop requirements and manage all Sector KM/CoP web-based information tools including team websites, taxonomies, digital library, CoP social Networking systems and email lists. Represent sector on Partnership Working and Advisory groups tasked with global tools development. (wvcentral and wvi.org, GKM Business Team). External Engagement: Strengthen and build strategic partnerships with external humanitarian learning agencies and academic institutions to explore practices of others in TD Capability development/KM and discern external TD accreditation, access or learning opportunities for TD staff. Engage our external peer partners in knowledge sharing, learning & development, and collaboration on our sector strategies. Represent WV among other NGO Knowledge Management Specialists to build collaborative relationships, keep abreast of trends, and promote WV’s better practices in its KM work. Support WV engagement in prioritized external events. Other Responsibilities: Member of TD Team Member of the Global Sector Senior Leadership team. Member of the GKM KM/CoP advisory committee. Carry out additional responsibilities and projects as assigned, including administrative and planning functions KNOWLEDGE, SKILLS AND ABILITIES: Master’s Degree in sector or other related field. Knowledge Management training. Webinar development and facilitation. Knowledge Management training / certification / and or experience. Experience in staff management / capability development and research. Experience in formation and nurturing of virtual communities of practices, networks, etc. Experience in dealing with faith related issues in development. Facilitation skills. Website and publication design. Fluency in English. Preferred: Adult learning pedagogy and methodologies. Excellent document editing, formatting and publication skills. Contemporary and progressive ICT skills. Strategic communications planning and implementation of communications tactics/tools. Experience in developing and using competency frameworks for technical staff. Work Environment/Travel: Up to 30% travel. More Details Apply Project Manager II Global Information Technology Open-ended, Full-time *Please submit your CV in English. PURPOSE OF THE POSITION: The Project Manager II role is responsible for the management of one or more medium to large-sized, moderate to high complex projects and Tier 2 project budget. Individuals within the Project Management job family are responsible for the planning, development and implementation of project efforts. They develop, establish and maintain project management standards and procedures. They are responsible for developing the project scope, defining project guidelines, obtaining business and information technology sponsor approvals and coordinating the resources necessary to successfully complete the project. Other responsibilities include the refinement of requirements, project coordination, development of plans and schedules, resource planning and estimation and project maintenance. Once a project is set in motion, individuals are expected to communicate major milestones, identify potential project risks, provide continuing direction to the project team and conduct regular status meetings to review project activities. Furthermore, they are responsible for managing the prioritization procedures for changing scope (i.e., change management) and project acceptance procedures. Near the end of the project, they obtain feedback to ensure that project efforts meet customer expectations for contracted time, cost and performance. Individuals serving in this role require proven skills in managing within a matrix organization. They have excellent communication skills, with the ability to clearly communicate vision, mission, and goals to both business and IT audiences. They have a sound understanding of technology and its application to achieve business objectives. Lastly, they are expected to provide the highest level of expertise in the application of the tools and techniques of the project management discipline. KEY RESPONSIBILITIES: Relationship Management: Develops and maintains productive working relationships with business owners, project sponsors, vendors and key clients. Project Planning: Develops, and continually updates, project plans and schedules. Develops product breakdown structures. Identifies project dependencies prior to the start of the project. Works with the Business Analysts and the client to define/refine the project scope. Facilitates the gathering of information required to estimate project cost, resources, time and deliverables. Prepares all project management baseline products. Ensures that the project outcome reflects the goals of the client. Conflicts/Problems: Negotiates conflicts and resolves issues that arise. Acts as a mediator between stakeholders and team members. Resolves any issues and solves problems throughout the project life cycle. Resource Management: Determines staffing requirements and forms project teams. Develops budget requests for resources. Works with resource managers in order to effectively align resources across projects. Provides work direction and leadership to assigned projects, including scheduling, assignment of work and review of project efforts. Evaluates project performance and makes recommendations for personnel actions. Procurement Planning: Assists with identifying which resources need to be procured outside the organization. Describes technical or other issues that need to be considered and assists in the development of Statement of Work (SOWs). Vendor Performance: Determines if external consultants or contractors will be required to complete project plan. Recruits and manages appropriate staffing resources. Provides advice and counsel to the vendor relationship decision-making and contract development processes. Evaluates service provider performance. Approves invoices for payment. Provides an issue escalation path and resolves vendor performance disputes. Risk Management: Identifies the elements of risk in a project. Analyzes and prioritizes project risks and assesses its potential impact to the client. Develops and maintains risk plans, processes and systems in order to mitigate risk. Creates action plan for risks that occur and follows through on plan. Maintains issue list, proactively escalating issues to project and departmental leadership to mitigate risk. Recommends and takes action to direct analysis and solution of problems. Budget: Estimates costs associated with a project including physical, financial and human capital costs. Develops a detailed cost baseline from cost estimations. Refines project cost estimates and confirms funding sources. Monitors and controls the actual cost of a project versus the budget. Reviews bills and evaluates factors that may potentially cause cost changes. Conducts in-depth root cause analysis of project budget discrepancies. Standards, Policies and Procedures: Utilizes established project standards, procedures. Contributes to the development of new quality metrics. Communications: Develops a communication plan to convey project scope, goals, milestones, budget, risk, status, change requests and critical issues to the client and project team. Assesses the effectiveness of the interaction and communication with the client and project team. Coaching/Mentoring: Coaches or mentors less experienced personnel. KNOWLEDGE, SKILLS AND ABILITIES: Bachelor’s degree in related field, specialized training or equivalent work experience. Typically requires [DATE REMOVED] of IT work experience, including 2 or more years managing IT Projects projects. Willingness and ability to travel domestically and internationally, as necessary. Effective in written and verbal communication in English. Preferred: PMP Certification Prince 2 Certification ITIL 4 Certification4. Project Manager of Global or Regional Technology and Digital Solution projects. Work Environment/Travel: The position requires ability and willingness to travel domestically and internationally up to 10% of the time. More Details Apply Senior Programme Development Advisor, GRRT Global Humanitarian & Emergency Affairs Fixed term, Full-time *Position location to be determined by home country of successful candidate in a jurisdiction (US state or country) where WVI is registered to operate. *Please submit your CV in English. PURPOSE OF THE POSITION: World Vision (WV) is seeking a Senior Program Development Advisor to join its humanitarian Global Rapid Response Team (GRRT). This position’s primary responsibility (50%) is to deploy (sometimes on short notice) to humanitarian emergencies to lead (or support) WV’s resource acquisition and management teams. Core to the role is a strong focus on 1) response strategy development, 2) significant donor engagement, 3) grant design and writing, 4) funding coordination and 5) resource management and reporting. In WV emergency response, this role plays a central role, often serving on the response’s Senior Leadership Team. During periods of non-deployment, the position (alongside WV’s GRRT Program Directors) will support WV humanitarian responses through: Leading virtual and in-person capacity building sessions within WV in order to strengthen the abilities of WV’s humanitarian programming staff. Mentoring or supporting other WV humanitarian programming staff. Building of humanitarian programming systems, frameworks, and processes for more efficient, successful resources development and management in WV responses. Assisting strategic initiatives that link WV’s global strategy with field practice. KEY RESPONSIBILITIES: Deploy and lead WV responses’ resource development and management function in humanitarian emergencies to achieve the following: Management Establish, resource, staff and manage the programmes unit as needed. Ensure coordination across departments and across country contexts through streamlined work processes and team meetings. Facilitate capacity building (related to donor engagement, strategic project design, compliance, and reporting) during deployments. Resource Acquisition Lead the growth and diversification of funding based on response office strategy by ensuring the GAM team plans, leads, develops and reviews concept papers and proposals for various projects for funding in order to achieve the Response Strategy. Donor Engagement Support the office in maintaining donor engagement by developing and maintaining effective relationships with donors and WV support offices to establish partnerships, and market WV and seek additional funding opportunities. Ensure the WV response has strong relationships with key donors and personal connections to local representatives. Ensure this representation is tracked and recorded. Plan, implement, analyze and share findings from assessments and program monitoring. Develop, revisit, and adhere to the donor engagement strategy for greater grant stability and growth. Strategy Provide function support and leadership in strategy formulation, implementation plan, execution and grant management to ensure alignment with the office’s Response Strategy. Grant Management Ensure WV responses are compliant with the grant policies, e.g. new staff is informed of and understand the Grant Acquisition and Management minimum standards as well those for any Sub-grantees. Monitor the WV’s Response portfolio progress ensuring goals and objectives (both at a portfolio and project level) are achieved and non-financial grant requirements are adhered to (through WV’s Grant Health Tracker). Ensure that grant management systems are in place using adequate tracking tools to support effective grant compliance and positive audit results, and that the grant team and field office staff understands this system and follows them accordingly. Other Program Support When needed, support on ensuring critical MEAL functions including assessments, monitoring, learning, evaluations and humanitarian accountability as well as information management are undertaken. When required, support MEAL colleagues in ensuring all data from assessments, baseline, monitoring, feedback mechanisms is communicated to communities as appropriate and continuous improvement processes are in place for programme adaptation. Work with Programme Directors to strengthen the roster of deployable programming staff and programming resources to support them Support PD on virtual and in-person capacity building sessions within WV in order to strengthen the abilities of WV’s humanitarian programming staff (PIE & RDMT trgs). Mentor other WV humanitarian programming staff. Assist biannually with maintenance of the PIE roster. When necessary, build or improve upon WV’s humanitarian programming systems, frameworks, and processes for more efficient, successful resources development and management in WV responses. Lead key programme strategy initiatives: Assist strategic initiatives that link WV’s global strategy with field practice. Support other initiatives as required by DM leadership. Serve as a key member of the Strategy, Effectiveness and Digital Capability team. KNOWLEDGE, SKILLS AND ABILITIES: A minimum of [DATE REMOVED] in roles that feature resource acquisition, grant development, donor engagement and leadership in the humanitarian assistance with a significant portion of this in INGOs. 8+ years’ experience in humanitarian assistance work including significant field presence. Strong experience in engaging with governmental institutions, UN clusters, and multilateral agencies. Strong experience in working with bi-lateral and multi-lateral donors, grant management and proposal development. Experience in managing resource acquisition and management teams that facilitate innovation and calculated risk taking. Experience in program management and compliance of multi-sectoral emergency response projects. Strong background in programme quality – MEAL – and information management. Intensive experience in leading a multi-cultural team of professionals. Experience working in a cross-cultural environment. Experience working in war zones / fragile contexts. (Internal to WV) Work experience as humanitarian Snr. Program Officer or Programme Manager at least for [DATE REMOVED] in a country other than the home country. Demonstrated understanding of key humanitarian principles, standards and best practices. University degree in Humanitarian Studies, International Development, Political Relations, Economics, Sociology, or other related field. Master’s degree preferred. Knowledge of proposal and budget requirements and regulations of major donors including the OFDA, ECHO, DFID, UN agencies, German government. Familiarity with humanitarian codes, minimum standards, principles and practice. Fluency in written and verbal communication in English Preferred: Understand Humanitarian Industry and have proven experience within a relief/ Disaster Management setting. Effective in written and verbal communication in French, including additional languages such as Arabic & Spanish. Ability to express ideas and concepts clearly and persuasively with senior internal and external stakeholders. Effective in written and verbal communication in English, French, additional skills in Spanish, Arabic or other languages preferred. Previous experience working in complex emergency/rehabilitation settings. Experience coordination with INGO’s and other key stakeholders-High degree of negotiation and persuasion skills. Ability to work with a reasonable level of comfort in high tension and high security risk situations. Ability to maintain performance expectations in diverse cultural contexts psychologically stressful environs and physical hardships. Ability to facilitate the creation of cross-functional project teams and the development of national strategies. Excellent time-management and prioritization. Demonstrates openness and transparency. Additional work experience preferred for this position: Experience in leading “ad-hoc” teams accommodating multiple and frequent staff transitions in emergency response without undermining effectiveness and output of Programme Team. Work Environment/Travel: The position requires ability and willingness to travel and deploy domestically and internationally up to 50% of the time, often at short-notice. More Details Apply Director, Global Compensation Global Human Resources Open-ended, Full-time *Position location to be determined by home country of successful candidate in a jurisdiction (US state or country) where WVI is registered to operate. PURPOSE OF POSITION: The Global Compensation Director is responsible for ensuring that World Vision’s compensation programs are aligned with the organization’s objectives and attract, reward and retain employees across the Partnership. The leader will drive a global compensation strategy that is balanced with other rewards of working at World Vision and provides focus on internal equity, external competitiveness, financial stewardship and legal requirements. This leader is responsible for developing, implementing, administering, and maintaining compensation programs, policies, and procedures across the World Vision International (Global Centre) employee population and International Assignees (IAs). As part of this direct management, this person will also oversee and provide the preparation of compensation data for senior leadership analyses directly and working with an outside consultant. This leader also plays a critical role in collaborating with decentralized Regional and National offices to ensure that they offer competitive and fair compensation that meets the World Vision global policies. The role provides leadership and advisory expertise to help educate and enable Field Offices in obtaining, analysing and managing market best practices and survey data to set up and manage their local compensation plans. KEY RESPONSIBILITIES: Lead team to be Trusted Advisors and Subject Matter Experts (25%): Provide hands-on leadership and expertise to develop global compensation function with direct reports and decentralized indirect P&C colleagues (business partners (BPs), talent acquisition (TA), payroll, and other Field Office (FO) employees) across the Partnership to deliver global compensation policies that attract, engage and retain great talent. Provide expertise and guidance for team and indirect P&C colleagues to solve escalated and the most difficult compensation-related challenges. Lead and collaborate with Global Centre and Regional P&C on global and local responses to regulatory authorities. Partner closely with Mobility leader to ensure competitive and affordable total compensation packages including full reviews of allowances, tax advantages, etc. Lead team to set up Community of Practice to provide content and regular cadence of keeping decentralized P&C compensation/rewards partners connected for learning, sharing ideas and best practices. Design and deliver training to develop compensation capabilities across the Partnership especially focused on compensation/rewards partners. Provide regular feedback and inspiration to team members following the Partnering for Performance program. End Results: The team will be recognized and called upon as Trusted Advisors to assist with challenging compensation issues. A network of contacts across the Partnership who can provide local data and information for global analysis and back each other up with support when necessary. Increased credibility and trust in P&C as value adding partners across the Partnership. P&C across the Partnership becomes more aware of the importance of consistent processes for job evaluation, survey participation, developing structures, etc. which leads to more efficient and compliant programs and reduced risk to the Partnership. Increased transparency of compensation methods which leads to better communication with managers and employees. Standardized methods and content to educate leadership, individual executives, managers and other areas of P&C of the competitiveness and compliance of our compensation programs. Strong collaboration and camaraderie across the Total Rewards & Mobility team as well as extended P&C partners. Mobility expert expands compensation knowledge. Provide competitive and compliant pay programs that attract, engage and retain great talent (25%): Update and maintain global compensation philosophy, policies and procedures with others across P&C, Legal, Finance, Tax, etc. Develop, benchmark and maintain Global Centre and International Assignee (IA) salary structures at competitive levels. Build Field Office structures as needed and when resources are available. Review, update and maintain methods and policies to support the use of consistent practices for documenting job descriptions and conducting job evaluations across the global Partnership. Develop methods for collecting, reviewing and maintaining proposed regulatory requirements and legislation related to compensation. Develop central methods of maintaining and monitoring internal data for team results as well as across the Partnership, e.g., adherence to policies, salary structures, pay equity analysis, external competitiveness, compliance, etc. Participation in and response to internal audits. End Results: Increased compliance and reduced risk through collaboration and updated regulatory data, policies and procedures as well as partnership with global audit function. Consistent and equitable offers with reduction of risk related to new hire compression. Improved ability to attract, engage and retain great talent with competitive pay. Improved ability to identify potential regulatory and other issues before they become a problem. Clear understanding of measures that matter across the compensation function to demonstrate contributions of the team and ability to provide competitive pay. Design Systems and processes that support delivery of best practices and competitive compensation (25%): Lead compensation workstream for implementation of Workday solution across decentralized global Partnership. Collaborate across global P&C to develop a global job architecture with consistent global levelling, internal titles and survey matching. Develop and implement consolidated global survey participation strategy, standards and tools to gain efficiencies and economies of scale in pricing, participation and consistent methods of using survey data. Lead process of replacing current global job evaluation system planned for sunset in 2022. Lead annual merit process across GC population and develop ways to support and monitor merit processes across the Partnership. End Results: More efficient P&C and manager experience related to compensation processes and approvals, including determining career level for new and existing jobs, promotion and new hire offers, merit review process, etc. Increased accuracy of compensation data and reports necessary for decision making. Greater collaboration across the Partnership through global processes and access to decentralized data. Potential cost savings in salary surveys as well as efficiencies when used consistently. Replacement of global job evaluation system with buy-in across key groups of P&C and leaders. Executive compensation managed effectively to retain great leaders (25%): Perform management reporting and analysis related to senior management pay. Conduct competitive benchmarking analysis for executive population including individual pricing as needed. Create and update database and reports of all employees in Director level and above to proactively spot issues and propose solutions. Liaise with external consultant and Support Offices to compile reports required for the board of directors and/or external entities. Partner with Mobility Leader and work with TA, BPs and local P&C to advise on senior leadership remuneration as well as offers and contract renewals when necessary. Develop leader education materials to better understand their compensation and allowances packages, especially for International Assignees, as well as the broad-based compensation practices. End Results: Leadership roles of all types (ExL, PL, RL, SDO, ND, etc.) receive fair and equitable compensation packages that are compliant with regulatory executive compensation and tax requirements. Leaders understand the different pay structures within World Vision (HISS, L-IM, Local) as well as differentials and allowances (G&S, transport, shelter) and how they are determined, creating trust in our total rewards program. Confirmed salary and remuneration that are within the expectations of our internal accountability reporting and external Intermediate Sanctions reporting for Safe Harbour. Talent Acquisition is able to attract key leaders with competitive packages and confidence that these effectively represent the relevant talent markets and are internally equitable. Additional responsibilities as assigned by manager (limited). KNOWLEDGE, SKILLS AND ABILITIES: [DATE REMOVED]’ experience serving as a compensation professional including considerable experience in a large, international organization that stretches across multiple continents. 5+ years leading compensation team. [DATE REMOVED]+ years of experience focused on executive and/or leadership compensation. A strong client focus with outstanding judgment, critical thinking, along with strong verbal and written skills. Must be detail-oriented with demonstrated project management capabilities and excellent prioritization skills. Require a well-organized and self-directed individual who is results focused and a team player. A strong knowledge of Excel, and report writing software along with depth in data analysis. Must have experience implementing a global compensation solution, preferably Workday. Must have hands-on deep experience in job evaluations and market pricing. Must have experience designing and managing executive and International Assignee remuneration packages. Must have a reputation for being a good mentor and partner across field teams sharing best practices and helping to develop analytical and compensation skills of peers and colleagues. A Bachelor’s degree in Human Resources, Business Administration, or another related field. Global Remuneration Professional (GRP) or Certified Compensation Professional (CCP). English required. Preferred Skills, Knowledge and Experience: MBA or other advanced degree related to international non-profit studies. PHR, SPHR, SHRM-CP, or SHRM-SCP or other HR certifications. Workday core and advanced compensation courses. Korn Ferry/Hay Job Evaluation methods or other global job evaluation systems. Implementation of a global job architecture. Ability to work in an office environment. Work Environment / Travel: Ability to travel up to 10% internationally. More Details Apply Senior Policy Advisor, Economic Justice Global Advocacy Open-ended, Full-time *Position location to be determined by home country of successful candidate in a jurisdiction (US state or country) where WVI is registered to operate. *Please submit your CV in English. PURPOSE OF THE POSITION: The Senior Policy Advisor, Economic Justice will provide analysis of trends and opportunities in relation to how the needs and rights of children can and should be addressed through various forms of funding from global, regional and national level sources, debt relief, taxation and private capital. This analysis will be used to develop recommendations for child focused policy action in regard to all forms of development financing in support of the Sustainable Development Goals, and, as such, World Vision’s Global Impact Framework. This analysis will support Advocacy & External Engagement (A&EE) advocacy objectives for the Global Campaign, the 2030 Agenda, as well as objectives of Support Offices (SOs) in relation to Official Development Assistance (ODA) and Regional Offices (ROs)/Field Offices (FOs) regarding domestic resource mobilization/public financing. KEY RESPONSIBILITIES: Analysis of and reports developed on Official Development Assistance (ODA), taxation/public financing, private sector investment and other forms of Financing for Development (FfD) and their impact on the financing of child focused policies. Develops policy positions and products that relate to the achievement of child related SDGs and WV child well-being objectives. Represent World Vision, and/or support representation of World Vision leaders at priority external forums, events, networks and with priority stakeholders to promote agreed policy positions. Lead and collaborate with SO, RO and FO colleagues on research and policy development on FfD. Creates a process to engage SOs on ODA focused work. In conjunction with the Local to Global team (A&EE), works with the Centre of Excellence to support country level budget focused advocacy. Builds FOs capacity in conducting country level analysis; supports “translation” of global FfD policy positions for use at national level. Collaborate with select partners and coalitions on this agenda. For example, work with the World Bank relationship manager to develop a plan to become more engaged with World Bank as a Tier 1 stakeholder. KNOWLEDGE, SKILLS AND ABILITIES: Master’s Degree in economics, international development, political science or related focus. Minimum [DATE REMOVED]’ experience in policy, research, government relations/external engagement, or other specific field relevant to this role and World Vision’s work. Strong experience and skills in research and analysis. Strong written and verbal communications skills. Strong experience in the NGO/civil society sector and/or with multilateral organizations (World Bank, IMF, etc.) English fluency. Second language strong asset (esp. Spanish, French). Preferred: Strong knowledge and professional experience working on Financing for Development issues and trends; strong understanding of policy development and influence processes with governments and international agencies from a civil society perspective. Work Environment/Travel: Travel after Covid restrictions- [DATE REMOVED]%. More Details Apply Senior Advisor, Church Partnership Global Christian Commitments Open-ended, Full-time *Position location to be determined by home country of successful candidate in a jurisdiction (US state or country) where WVI is registered to operate. *Please submit your CV in English. PURPOSE OF THE POSITION: World Vision as a Christian humanitarian organization works with the diverse expressions of the Church as our indispensable partner in our shared pursuit of social and spiritual transformation and the holistic well-being of children, especially the most vulnerable. Our global strategy calls us to ‘live out our Christian faith with boldness and humility’ and to expand and deepen our partnerships with churches and faith leaders to identify and address the spiritual causes of poverty and vulnerability. This commitment is guided by WV’s Partnerships with Churches’, ‘Witness to Jesus Christ’ and Faith & Development management policies. This position, in line with the relevant policies, will provide strategic leadership, technical guidance and tools to the WV’s Field Offices to engage and partner effectively with churches and Christian agencies in the design and implementation programmes that promote sustainable, holistic child well-being. KEY RESPONSIBILITIES: Program Guidance Provide strategic leadership in the development, refinement and implementation of global guidelines and resources to strengthen effective engagement and collaboration with churches, church leaders and Christian Faith Based Organisations (FBO’s) in WV’s programming for child well-being, in line with relevant WVI policies: In collaboration with Global Field Operations (GFO) and Global Impact (GI) teams, develop guidelines and capacity building resources for field office’s use to strengthen their engagement and mobilisation of churches, Christian networks and FBO’s as an integral part of WV’s community-based approach, empowering to improving child well-being Revise and socialise WVI’s existing frameworks and capacity building resources on church partnerships. In collaboration with the WVI Partnering team, refine existing tools and/or develop new resources to support church partnerships. Ensure WV’s guidelines on church partnerships build on existing best practice in partnering and external engagement developed by WV’s advocacy and External Engagement team. Engage with GFO and regional offices regarding gaps or promising practice, emerging from church partnership data and collaborate on solutions. Innovation Based on current practice, lead a collaborative effort with F&D Field Support, TD, GFO and Partnering teams to: Develop, pilot and scale a Christian discipleship project model to engage and equip churches and church leaders in their calling to ensure children experience fullness of life, grow in holistic discipleship while being protected, valued and included. Map currently used practices, models and/or resources used in our programs to further Child Well Being (CWB) in partnership with churches. Identify and document promising practices. Identify current gaps based on analyses for a holistic engagement and discipleship approach. Develop a child-focused, Biblical transformational development process for field offices to engage with local churches to fit and accompany WV’s Development Project Approach (DPA) process. Identify areas within the current DPA process to enhance and deepen partnerships with churches and church leaders. Review similar church engagement approaches to identify synergies and potential for integration. Follow the WV processes to design, develop, pilot, scale-up and approve these approaches that can be used by local churches in WV’s offices and programs. In collaboration with Global Field Operations and Global Impact teams, develop mechanisms to ensure full integration of these approaches into WV’s operational systems, including appropriate monitoring and evaluation mechanisms. Provide guidance to the WV Technical Academy to develop an e-course for these approaches. External Engagement and Advocacy Provide strategic leadership and support to Regional Offices (ROs) in the formation and leveraging of strategic partnerships with churches at regional and national level for improved CWB: Support NOs and ROs to engage strategically with local church partners in prioritised global advocacy events or moments on issues affecting the vulnerability of children. Ensure church partnerships contributions to advocacy gains are articulated in Global campaign and FO reporting through Advocacy Strategic Metrics and CVA engagement. Support the development of strategies and resources to support NOs and ROs to develop and equip faith leaders as advocates for child well-being. Identify local Church/Christian partnerships with potential for increased impact through global partnerships. Report on the quality of the prioritised partnerships and their contribution to advocacy towards CWB. Collaborate with Faith & Staff Formation team, to support national offices as they mobilise churches to reflect and pray on issues increasing the vulnerability of children. Learning Lead the continued learning of WV’s church and interfaith relations through KM Initiatives: In collaboration with F&D Knowledge Management and Global Communications identify, document and disseminate promising practices, lessons learnt, innovation, and change stories on Church Partnerships. Ensure periodic analysis of Church Partnership data in Horizon, Operations or Impact Portals to show trends and enhance learning. Collaborate with GFO, Global Impact and Horizon teams to enhance WV’s reporting systems (Horizon) to capture national level church partnerships, including joint advocacy. Collaboration Ensure effective integration of church partnerships into sector project models and field guidance: In collaboration with F&D’s staff and Field support team work with WV’s global sector, disaster management, fragile contexts and urban teams to ensure the engagement of churches and church leaders are well integrated into project models, field guidelines and quality assurance resources. Partner with global sector teams and GC F&D to refine resources and strengthen church’s implementation of Spiritual Nurture of Children approaches and resources. KNOWLEDGE, SKILLS AND ABILITIES: Graduate or post-graduate degree in theology, religious studies, development studies or other related fields. At least [DATE REMOVED]’ of experience of hands-on work with a range of Church structures, denominations and para-church organisations, especially in the Global South. At least [DATE REMOVED]’ experience in strategic planning and program design and management within the development/humanitarian industry, including the role of the local church in community development processes. At least [DATE REMOVED]’ experience and demonstrated understanding of other faith communities, the complexity of working as Christian NGO within Faith contexts, relationship with the faith and development arena, major players, and joint work towards the sustainable development goals. At least [DATE REMOVED] of knowledge and experience of supporting multi-stakeholder partnerships, especially faith-based partnerships. Excellent relationship building skills and ability to leverage that towards concrete collaboration and partnerships. Excellent verbal and written communication skills with proven experience in writing and producing clear, concise and effective guidance materials, including online facilitation resources, while using up-to-date adult learning approaches. Clarity in conceptual thinking and communication including critical thinking skills and ability to challenge the status quo. Exemplary personal Christian commitment, vibrant and mature Christian leadership. Minimum of [DATE REMOVED]’ experience in programming in field location, preferably in more than one context or continent. Demonstrated ability to interact effectively in culturally and religiously diverse environments. Strong organizational, time and project management skills and experience. Strong computer literacy in use of MS Word, Excel, Outlook; proficiency in hosting webinars, e-learnings and conference calls. Proven experience working with and through networks. Effective in written and verbal communication in English. Fluency in Spanish an advantage, other languages helpful also. Preferred Skills, Knowledge and Experience: Knowledge of and commitment to World Vision objectives and ministry priorities. Experience of working with, relating to and influencing within Catholic structures. Self-starter with strong time management, coordination, prioritization, multi-tasking skills. Ability to work with a high level of ambiguity. Excellent interpersonal skills and proven flexibility to work well with others with diverse personal styles. Work collaboratively with team members when assigned to work as part of a team. Work Environment/Travel: Ability and willingness to travel domestically & internationally up to 30% of the time. More Details Apply Response Director Global Exceptions Fixed term, Full-time *Country location to be determined based on response. *Please submit your CV in English. World Vision’s Emergency Response Roster is comprised of highly experienced and vetted humanitarian aid professionals available for short term, medium term, and long term emergency response assignments with World Vision. When disaster strikes, we are on the ground, quickly providing immediate support and we stay helping to rebuild lives for children, families, and communities. We are currently accepting applications to join the Emergency Response Roster and are seeking candidates for: Response Director Response Operations Director Response Programmes Strategy & Development Director All Roster position will be Non-Family/Unaccompanied postings lasting [DATE REMOVED]. As vacancies arise in our humanitarian offices, roster members will be considered for employment opportunities. General Requirements: 5+ years Leadership experience in a Humanitarian/Fragile/Emergency context Minimum [DATE REMOVED] of cross cultural humanitarian emergency experience outside of your home country. Experience directly managing staff during humanitarian emergency responses. Ability to work long hours in stressful environments with a variety of skilled professionals. Demonstrated management of budgets in emergency response settings. Willing to serve unaccompanied (non-family); most likely living in a team house setting. English proficiency, written and verbal. (French/Arabic/Spanish preferred) Grant Acquisition and Management experience Strong track record in developing good working relationships with governmental institutions and multilateral agencies. RESPONSE DIRECTOR PURPOSE: The Response Director (RD) has primary responsibility for directing the response from strategy to implementation, inclusive of performance and oversight of all aspects of the response. She/he should develop and maintain an efficient, cohesive team, while ensuring effective coordination and relationships with the other agencies, officials, beneficiaries, donors and all areas of the Partnership. KEY RESPONSIBILITIES: Develop and monitor implementation of response strategy that addresses WV strategic goals to meet humanitarian needs: Lead response strategy development with National Director (ND), Regional Leader (RL), Partnership Executive Team (PET) and other senior stakeholders. Ensure primary and secondary information on needs inform strategy formulation. Ensure context analysis informs strategy development. Consult with ND and RL to ensure National Office (NO) strategy and plans (including Child Wellbeing targets) are taken into account in response strategy formulation. Ensure strategy aligns with anticipated capacity. Monitor appropriateness of strategy in addition to implementation of strategy and transition plans. Ensure response is staffed to meet response needs: Contribute to NO capacity building in the area of emergency response in coordination with NO leadership and Human Resources (HR). Determine response organization structure with ND and HR. Conduct high-level workforce planning with HR and mobilise surge functions as required. Oversee the recruitment of the RDs direct reports. Ensure defined accountabilities under the Emergency Management System (EMS) are clear for each function including Term of Reference (TOR) objectives and qualitycriteria. Ensure HR works with EMS functions to identify workforce requirements. Ensure HR plans for capacity building with EMS functions. Ensure HR develops performance planning and review processes that include quality criteria. Ensure HR establishes a staff care function and mechanisms that support staff well-being. Consult ND to plan Response team transition/integration. Ensure adequate internal communications mechanisms are in place to ensure policies, information and decisions are shared with staff as appropriate. Establish and maintain effective working relationships with humanitarian actors, government representatives, World Vision stakeholders, the media and general public: Represent the response in Partnership Executive Team and Partnership Coordination Team (PCT) (where activated). Identify and highlight areas of conflict to Response Senior Management Team (SMT), ND, RL and Partnership Executive Committee (where activated). Create and maintain collaborative relations and where appropriate partnerships with government, other NGOs, UN agencies, civil society, churches, bi-lateral missions and donors. Participate in consortium meetings and Response related national coordination meetings. Ensure World Vision is represented at relevant technical and coordination mechanisms in-country. Develop and plan response to achieve response strategy goal and objectives: Provide oversight to funding allocation (i.e. Private Non-sponsorship or PNS, grants, etc) to ensure alignment with strategy and humanitarian needs. Ensure response programme development meets World Vision and international standards. Ensure that adequate funding to address humanitarian needs is acquired. Ensure Advocacy staff are empowered to integrate advocacy across sectors and to develop child-focused advocacy positions which are aligned with strategy and organisational priorities, in strong alignment with NO and Response Operations teams. Facilitate the signing of MOUs and contracts, with donors, Support Offices (SOs) and other relevant stakeholders. Ensure appropriate waivers are in place to facilitate timely response implementation. Implement response programme in accordance with commitments to meet international and WV standards: Ensure that accessible beneficiary feedback mechanisms are established and functioning. Ensure staff establish community accountability methods across all of the response program. Monitor and identify risks to programme quality and coordinate resources to address them. Ensure that all programmes are implemented, monitored and evaluated according to set plans and that agreements with donors, SOs and other stakeholders are adhered to. Ensure management meetings address quality risks, relevant monitoring data and community feedback. Initiate resourcing mechanisms and ensure financial and material (in-kind) resources are managed according to WV standards, donor and SO agreements. Initiate response funding mechanisms with support of ND, RL & Regional HEA Director (RHEAD): Ensure that funding is managed and accounted for in compliance with donors and Support Offices agreements and WV standards. Ensure that programme and projects audits are planned and conducted as per WV audit regulations and donor government requirements. Ensure that audit reports are responded to and recommendations implemented. Ensure that response meets World Vision minimum quality standards and supports program improvement, reflection, learning and innovation: Ensure previous response learnings from Global learning facilitator are reviewed in program design. Encourage the incorporation of best practice and innovation in program design. Ensure all functions have quality planning sessions to meet quality objectives of their TOR. Ensure achievement level of all function quality objectives is monitored monthly and reported. Ensure risks that prevent the achievement of quality objectives are reported and rapidly addressed. Ensure mechanisms are established to identify, document, and share lessons learned with Partnership. Oversee Security function, planning and implementation to ensure response staff and organisational safety and security: Ensure staffing of Security function. Provide oversight to implementation of security protocols as per CSR. Facilitate inter-agency coordination for information sharing and intelligence sharing. Ensure response internal and external reporting requirements are met: Liaise with Programmes and Info Management to ensure internal and external reporting requirements are planned for and reports are prepared. Review and submit partnership programme reports. Prepare and submit monthly management reports. Ensure internal response coordination & information sharing mechanisms are functioning. Ensure that response staff have appropriate housing, offices and information/communication systems: Ensure that staff have access to appropriate office space/equipment, information/communication systems/equipment and other facilities which enable them to carry out their responsibilities. Ensure that all response vehicles and other equipment are well managed and maintained. Where necessary, ensure that relevant staff have access to appropriate housing. KNOWLEDGE,SKILLS & ABILITIES: Required: A minimum of [DATE REMOVED] in leadership role in the humanitarian assistance and development sector, with a significant portion of this in INGOs. Demonstrated understanding of key humanitarian principles, standards and best practices. University degree in Humanitarian Studies or relevant field. Masters degree preferred. Intensive experience in leading a multi-cultural team of professionals. Experience working in a cross-cultural environment. Experience working in war zones / fragile contexts. Experience in engaging with governmental institutions and multilateral agencies. Experience in managing humanitarian operations that facilitate innovation and calculated risk taking. Experience in serving as an organizational spokesperson to media and other external audiences. Effective in written and verbal communication in English. Preferred: Ability to express ideas and concepts clearly and persuasively with senior internal and external stakeholders as well as staff. Ability to work in coordination with other humanitarian organizations. Ability to analyse and make decisions in challenging situations in the absence of specific guidance and/or full information. Ability to communicate and model to staff positive behaviours which help them remain resilient and effective in dynamic and high pressure environments. Work Environment/Travel: Work hours are often more than [DATE REMOVED] per day during difficult periods of the response. Responses are often mounted in insecure or natural disaster-prone contexts, which may disrupt normal work patterns and generate staff safety issues. Work and housing environments may at times be well below normal standards in terms of facilities, equipment and food availability. More Details Apply Response Operations Director Global Exceptions Fixed term, Full-time *Country location to be determined based on response. *Please submit your CV in English. World Vision’s Emergency Response Roster is comprised of highly experienced and vetted humanitarian aid professionals available for short term, medium term, and long term emergency response assignments with World Vision. When disaster strikes, we are on the ground, quickly providing immediate support and we stay helping to rebuild lives for children, families, and communities. We are currently accepting applications to join the Emergency Response Roster and are seeking candidates for: Response Director Response Operations Director Response Programmes Strategy & Development Director All Roster position will be Non-Family/Unaccompanied postings lasting [DATE REMOVED]. As vacancies arise in our humanitarian offices, roster members will be considered for employment opportunities. General Requirements: 5+ years Leadership experience in a Humanitarian/Fragile/Emergency context Minimum [DATE REMOVED] of cross cultural humanitarian emergency experience outside of your home country. Experience directly managing staff during humanitarian emergency responses. Ability to work long hours in stressful environments with a variety of skilled professionals. Demonstrated management of budgets in emergency response settings. Willing to serve unaccompanied (non-family); most likely living in a team house setting. English proficiency, written and verbal. (French/Arabic/Spanish preferred) Grant Acquisition and Management experience Strong track record in developing good working relationships with governmental institutions and multilateral agencies. RESPONSE OPERATIONS DIRECTOR PURPOSE: Response Operations Director leads the Operations team and oversees the implementation of the response activities. He/she transforms the response strategy into implemented reality, managing day-to-day sector activities and providing technical guidance to the Programmes team for design and programme quality. KEY RESPONSIBILITIES: Ensure program planning is informed by technical standards and operational viability: Contribute to planning of sector requirements for people, funding and supplies. Ensure all program designs are based on needs assessment findings (primary & secondary data) and analysis, targets the most vulnerable/chronically and is operationally viable. Ensure all programs refer to technical standards, consider government standards and are aligned with Strategic Guidance and Do-Assure Dont Do (DADDs) for the First Phase of Emergency Responses and Sector Packages. Ensure inclusion of advocacy issues and cross cutting themes are considered in design. Ensure programs and projects are measured according to technical standards and Child Well-being targets. Ensure Operations Plans are developed and implemented with community engagement, taking into account local capacities and utilising Do No Harm/Local Capacities for Peace (DNH/LCP). Establish, lead, resource and staff Operations unit to meet response needs: Contribute to National Office (NO) capacity building in the area of emergency response in coordination with NO leadership and Human Resources (HR). Determine Operations organisational structure and staffing plan with HR. Monitor recruitment and deployment of Operations staff and plan for capacity development. Ensure Operations staff handovers are conducted. Develop Operations budget in coordination with Finance, ensuring strong alignment and coordination with Programming team during budgeting and budget management process. Plan for Operations transition/integration. Conduct response operational planning to ensure effective coordination and timely delivery of response activities: Plan and facilitate detailed operational plan and delegate responsibilities to carry out plan. Ensure Accountability mechanisms are in place for Community and stakeholder feedback. Planning process considers community requirements (i.e. timelines) and progress is monitored by DME. Facilitate planning between sectors to meet overall program goals. Facilitate requirements planning with Support Services. Ensure collaborative planning with external stakeholders such as UN Agencies, other NGOs and Govt ministries where possible through coordination mechanisms. Oversee implementation and monitoring of operations to ensure achievement of response goals and objectives and inform operational improvement: Monitor results against sector plans and address identified issues. Monitor expenditure reports and take corrective action with Finance and Programs. Review M&E and Accountability data with Sectors and Programs to identify and address any issues for operational improvement. Review findings of learning events and evaluations with Programs to make operational improvements. All evaluations of sector interventions are planned with DME to assess effectiveness and timeliness. Oversee development and implementation of operations reporting systems to support timely and accurate reporting: Establish and implement internal reporting system in coordination with DME. Ensure Operations provide input for grant/donor and program milestone and reports to Programs. Write report on quality risks and their resolution and submit to Response Director on regular basis. Ensure that Operations meets reporting requirements for Clusters, Ministries and/or in-country stakeholders. Ensure implementation of response operations according to safety standards with support from the Security function: Organise security assessments for all field operations that inform a security plan. Implement the recommendations of the security plan for all field operations. Ensure security incident reporting protocols are complied with by operations staff. Ensure Operations staff adhere to security standards for staff movement and communications. Work with Security to ensure safe and effective Civil/Military relationships with armed actors. Ensure operations meet WV minimum quality standards and support improvement, reflection, learning and innovation in sectors: Ensure previous sectors learning from Global Learning Facilitator are reviewed. Encourage the incorporation of sector best practice and innovation. Ensure sector have a quality plan to meet quality criteria and minimum sector standards. Ensure achievement of all function quality criteria is monitored and reported regularly. Ensure risks limiting achievement of objective to quality criteria are reported & rapidly addressed. Coordinate with Support Services function for ongoing provision of funds, staff, equipment, vehicles and supplies to ensure timely implementation of operations: Ensure Ops submit clear and timely budgets and funds requests to Finance. Ensure Ops submit clear and timely staff plans to HR and immediately advises on changes. Ensure Ops follow Finance procedures to rapidly process payments to suppliers. Ensure Ops submit vehicle requirements to logistics and follow vehicles management guidelines. Ensure Ops submit communications requirements to ICT and follow ICT procedures. Address delays in Support Services to Response Manager for rapid resolution and waivers. Identify, report and refer operational blockages caused by external actors to Liaison to be addressed through external advocacy: Establish operation team protocols where sector and geographic leads identify and report where external actors are delaying/preventing implementation. Refer issues delaying implementation to Liaison to resolve through inter-agency coordination and/or government relations. Ensure protection issues are reported and addressed in coordination with Advocacy. KNOWLEDGE,SKILLS & ABILITIES: Required: A minimum of [DATE REMOVED] in leadership role in the humanitarian assistance and development sector, with a significant portion of this in INGOs. Demonstrated understanding of key humanitarian principles, standards and best practices. Experience in program management and implementation of multi-sectoral emergency response projects. Intensive experience in leading a multi-cultural team of professionals. Experience working in a cross-cultural environment. Experience working in war zones / fragile contexts. Experience in engaging with governmental institutions and multilateral agencies. Experience in managing humanitarian operations that facilitate innovation and calculated risk taking. Strong team leadership skills. Emotional intelligence (self awareness, managing emotions and those of others, remaining calm/composed, dealing with ambiguity and change). Effective in written and verbal communication in English. Academic and on-the-job training in at least one of the support services or response-sector relevant areas. Preferred: Understanding of the international humanitarian system, particularly the systems, structures and key actors. Understanding of the key accountabilities that must be maintained in a response (beneficiaries, donors, peers). Ability to lead operational planning processes. Strong communication skills (oral and written) with ability to express ideas and concepts clearly and persuasively with senior internal and external stakeholders. Ability to express ideas and concepts clearly and persuasively with senior internal and external stakeholders as well as staff. Ability to work in coordination with other humanitarian organizations. Ability to analyse and make decisions in challenging situations in the absence of specific guidance and/or full information. Ability to communicate and model to staff positive behaviors which help them remain resilient and effective in dynamic and high pressure environments. Work Environment/Travel:Work hours are often more than [DATE REMOVED] per day during difficult periods of the response. Responses are often mounted in insecure or natural disaster-prone contexts, which may disrupt normal work patterns and generate staff safety issues. Work and housing environments may at times be well below normal standards in terms of facilities, equipment and food availability. More Details Apply Response Programmes Strategy & Development Director Global Exceptions Fixed term, Full-time *Country location to be determined based on response. *Please submit your CV in English. World Vision’s Emergency Response Roster is comprised of highly experienced and vetted humanitarian aid professionals available for short term, medium term, and long term emergency response assignments with World Vision. When disaster strikes, we are on the ground, quickly providing immediate support and we stay helping to rebuild lives for children, families, and communities. We are currently accepting applications to join the Emergency Response Roster and are seeking candidates for: Response Director Response Operations Director Response Programmes Strategy & Development Director All Roster position will be Non-Family/Unaccompanied postings lasting [DATE REMOVED]. As vacancies arise in our humanitarian offices, roster members will be considered for employment opportunities. General Requirements: 5+ years Leadership experience in a Humanitarian/Fragile/Emergency context Minimum [DATE REMOVED] of cross cultural humanitarian emergency experience outside of your home country. Experience directly managing staff during humanitarian emergency responses. Ability to work long hours in stressful environments with a variety of skilled professionals. Demonstrated management of budgets in emergency response settings. Willing to serve unaccompanied (non-family); most likely living in a team house setting. English proficiency, written and verbal. (French/Arabic/Spanish preferred) Grant Acquisition and Management experience Strong track record in developing good working relationships with governmental institutions and multilateral agencies. RESPONSE PROGRAMMES DIRECTOR PURPOSE: The Response Programmes Director oversees/leads the Sector Programming Team, including Program Officer(s), Design Monitor Evaluation (DME), Humanitarian Accountability and Information Management. The Programme Director supports the Response Director (RD) and Operations Director (OD) in designing the response strategy and operations plan and works in close coordination with both. The Response Programmes Director is responsible to manage grant acquisition, assessments, monitor and humanitarian accountability and liaises with Support Offices (SOs), and international donors. Response Programmes Director is part of the Response Senior Leadership Team. Response Programmes Director will coordinate/advise with Response Director (RD)/Senior Leadership Team (SLT) go or no go for proposals. KEY RESPONSIBILITIES: Establish, lead, resource and staff the programmes unit to meet response needs: Lead team/individual development and provide direction and support as needed to enable effective performance. Contribute to National Office (NO) capacity building in the area of emergency response in coordination with NO leadership and Human Resources (HR). Determine Programmes organisational structure and staffing plan with HR. Work with HR to recruit and deploy Programmes staff and plan for capacity development. Ensure Programmes staff handovers are conducted. Develop Programmes budget in coordination with Finance. Support RD and Finance in developing Response Budget, ensuring strong alignment and coordination with Operations team during budgeting and budget management process. Plan for Programmes Unit transition/integration with NO, where applicable. Lead the programme planning process to ensure alignment with context, humanitarian needs, response strategy as well as operational feasibility and technical quality: Support development of operational intent plan to align with funding allocations ensuring operational feasibility and technical quality. Support Sectors and Operations Director to draft response plan. Work with Grants, Acquisition and Management (GAM) to coordinate grant acquisition. Write Operational Intent inclusive of targets. Prepare project RACIs (responsible, accountable, consulted, informed) for new grants. Oversee donor liaison and advocacy is undertaken to resource operations plan to address humanitarian needs: The Response Programmes Director will ensure that the GAM team undertake the following activities: Monitor and analyse donor opportunities to ensure they align with operational intent. Communicate humanitarian needs identified through assessments, monitoring data and community feedback to in-country donors and Support Offices International Programmes Groups. Represent World Vision with potential donors (ECHO, DFID, EU, OFDA, etc.) including bilateral, multilateral and corporate. Collaborate with Advocacy to influence donor funding strategies when appropriate. Liaises with SOs regarding donor priorities and opportunities for funding. Support Finance in the allocation and tracking of response funding to ensure response strategic priorities are funded and effective leveraging of available funding: The Response Programmes Director will ensure that the Programme team undertake the following activities: Support mapping of all funding sources with Finance. Support funding allocation process (Private Non Sponsorship & grant opportunities) in coordination with Finance, Response Director and Operations to reflect response strategic priorities, operational realities and ensure compliance with relevant funding regulations. Support Finance to track donor funding allocation and commitments to ensure response strategic priorities are funded. Oversee development and submission of project proposals to donors to resource operations plan: The Response Programmes Director will ensure that the GAM team undertake the following activities: Develop project proposals with Operations, Advocacy, Finance and relevant Support functions and ensure stakeholders have the opportunity to review proposals and raise issues prior to submission to donors. Ensure proposals are aligned with the operational plan, sector DADDs and standards. Ensure proposals are aligned with accountability standards and basic DME requirements. Maintain donor and SOs communications to facilitate funding acquisition. Support Finance to ensure an up-to-date funding matrix. Ensure support for Finance to establish grant management system to guarantee fulfillment of donor requirements: The Response Programmes Director will ensure that the GAM team undertake the following activities: Support Finance to conduct grant orientation or grant start-up workshops for relevant staff. Plan and manage donor reporting to ensure that all donor requirements are met. Support Finance with monitoring of grants for compliance with grant requirements. Oversee planning, implementation, analysis and sharing of findings from assessments and program monitoring. The Response Programmes Director will ensure that the DME team undertake the following activities: Plan the initial rapid assessment process and manage the data collection (including primary, secondary data, observational data and community feedback) Manage or support ongoing community based assessments as agreed with sector and sub-function leads. Incorporate baseline indicators into assessments. Analyse assessment data and provide recommendations for strategy and programme design. Map interagency assessment processes and participate in joint assessments as agreed with response management. Design programme based on response strategy, context and humanitarian needs: Review NO Strategy, context analysis and assessment findings for design recommendations. Facilitate the input of all Emergency Management System (EMS) functions into the programme design process. Ensure the overall programme design incorporates international humanitarian standards and WV guidance and standards and indicators (i.e. Sphere, DADDs, CWBOs, PAF, etc). Oversee implementation of the programme monitoring system: The Response Programmes Director will ensure that the DME team undertake the following activities: Develop and implement the programme monitoring system which integrates programme and project requirements. Prepare Indicator Tracking Table (ITT) monitoring reports and share with Operations on a monthly basis. Collaborate with Information Management and Humanitarian Accountability (HA) to provide summaries of community based data and share with Operations and management to support programme adaptation and improvement. Ensure implementation of baselines, evaluations, reviews and learning events for continuous improvement: The Response Programmes Director will ensure that the DME and HA teams undertake the following activities: Conduct real time evaluation (RTE) during the first phase of the response. Plan and implement real time learning event (RTLE) with Region and H-LEARN and monitor implementation of resulting plan of action. Plan and manage project/programme baselines, evaluations and reviews to meet donor and organizational requirements. Communicate baseline, evaluation and review findings with response staff and communities. Develop Plans of Action that address evaluation, review recommendations and monitor implementation. Ensure establishment of response information management system to meet response needs: The Response Programmes Director will ensure that the Information Management team undertake the following activities: Assess programmatic information needs of internal and external stakeholders. Design and maintain information management system with Information and Communication Technology. Contextualise protocols for internal information sharing with relevant functions. Agree on common information sharing protocols with external stakeholders and RD. Ensure compilation and analysis of relevant information to inform response design, programme management, operational improvement and promote learning. Share programme information with internal and external stakeholders on a regular basis to meet their information requirements. Oversee development and implementation of community consultation and information provision mechanisms: The Response Programmes Director will ensure that the HA team undertake the following activities: Design and implement community consultation processes to ensure understanding of World Visions role, planned interventions and provide opportunities for input and feedback into programme and project designs. Design and implement Information Provision plan to ensure that accurate and reliable information about the programme is made available and shared with communities in a timely and accessible manner. Establish and support implementation of complaint and feedback mechanisms: The Response Programmes Director will ensure that the HA team undertake the following activities: Document, implement and monitor complaint and feedback systems to ensure timely responses to communities. Consolidate and analyse community complaint information to inform Operations and response management of key issues raised by beneficiaries. Coordinate Humanitarian Accountability planning and learning with other accountability focused INGOs and LNGOs. KNOWLEDGE,SKILLS & ABILITIES: Required: A minimum of [DATE REMOVED] in leadership role in the humanitarian assistance and development sector, with a significant portion of this in INGOs. Demonstrated understanding of key humanitarian principles, standards and best practices. University degree in Humanitarian Studies or relevant field. Masters degree preferred. Experience in program management and implementation of multi-sectoral emergency response projects. Intensive experience in leading a multi-cultural team of professionals. Experience working in a cross-cultural environment. Experience working in war zones / fragile contexts. Experience in engaging with governmental institutions and multilateral agencies. Experience in managing humanitarian operations that facilitate innovation and calculated risk taking. Work experience as Program Officer at least for [DATE REMOVED] in a country other than the home country. Strong team leadership skills. Emotional Intelligence (self awareness, managing emotions and those of others, remaining calm/composed, dealing with ambiguity and change). Understand Humanitarian Industry and have proven experience within a relief setting. Effective in written and verbal communication in English. Ability to express ideas and concepts clearly and persuasively with senior internal and external stakeholders. Preferred: Previous experience working in complex emergency/rehabilitation settings. Experience coordination with INGOs and other key stakeholders-High degree of negotiation and persuasion skills. Ability to work with a reasonable level of comfort in high tension and high security risk situations. Ability to maintain performance expectations in diverse cultural contexts psychologically stressful environs and physical hardships. Ability to facilitate the creation of cross-functional project teams and the development of national strategies. Excellent time-management and prioritization. Demonstrates openness and transparency. Work Environment/Travel: Work hours are often more than [DATE REMOVED] per day during difficult periods of the response.Work hours are often more than [DATE REMOVED] per day during difficult periods of the response. Responses are often mounted in insecure or natural disaster-prone contexts, which may disrupt normal work patterns and generate staff safety issues. Work and housing environments may at times be well below normal standards in terms of facilities, equipment and food availability. More Details Apply wvi.org © 2018 World Vision International Terms of Use Privacy Security Language English Español Français Português ShareThis Copy and Paste
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Tanzania https://careers.wvi.org/job-opportunities-in-tanzania4%This site uses cookies to enhance the user experience. More info about cookies. CAREERS WVI.ORG NEWSROOM PUBLICATIONS STORIES Language HOME LOGIN EXPLORE CAREERS WHY WORLD VISION OPEN POSITIONS SEARCH ALL JOBS World Vision International Job Opportunities in Tanzania World Vision Tanzania (WVT) is a Christian, relief, development and advocacy Non-Governmental Organization (NGO) which started in 1981. WVT works with all people regardless of tribe, religion and ethnicity to help improve and sustain the well-being of children within families and communities, especially the most vulnerable. By 2020 WVT will be contributing to the measurable improvement in the sustained well-being of 22 million boys and girls – especially the most vulnerable. Current Opportunities SORT BY Relevancy Most Recent A-Z Chief Executive Officer (CEO), VisionFund Tanzania Africa Tanzania VisionFund Fixed term, Full-time *Please submit your CV in English. PURPOSE OF THE POSITION: As the CEO of VisionFund Tanzania, you will: Lead the MFI, building an organization that honors Christian values by positively impacting the lives of many families and children through the delivery of appropriate financial services and training with a particular focus on the rural areas of Tanzania. Create a self-sustaining business with strong foundations (people, process, systems) that is capable of growing while managing risks. Manage an effective and efficient operation, delivering to challenging financial and social performance targets. Work closely with WV to develop integrated livelihoods programs, and thereby obtain funding from the partnership and donors to grow the operation. Finally, to deal with all regulatory issues and lead the organization through the process of conversion into regulated deposit-taking institution in the near future. KEY RESPONSIBILITIES: Mission & Purpose & Business Acumen: (20%) Ensure that the vision, and mission, purpose, goals, objectives, outputs and policies set by the Board and approved by VFI are fully implemented, complied with and met To ensures that the vision, and mission, purpose, goals, objectives, outputs and policies set by the VFI and The Board are fully implemented, complied with and met. Ensure proper balancing of MFI double bottom line sustainability and profitability while achieving social goals. Manage all VFT resource in prudent way; ensure proper safeguarding and stewardship of resources across of VFT. Ensures the culture of the whole organization and behaviors of its management and staff reflects its mission and vision. Building and maintaining organizational culture of full accountability and responsibility, and striving for excellence and making positive life changing impact in communities where VFT work. To develops, monitors and implements: Strategic Plan, Three-year Business Plan. And Annual plan. Coordinate development of realistic budget and financial projections, acquires and maintains the necessary financial and non-financial resources necessary to meet VF MFI’s objectives set in the financial projections. Achievement of targets and strategic goals- Leads the institution in achieving the targets as defined and agreed in the business plans, as well as in accomplishing VFT strategic goals. Ensure that the plans are cascaded to implementation groups and staff and ensure that key performance indicators set in plan and budget are achieved. Ensure that VFI line management structure and the board of VFT will receive information about state of business on time in adequate format. Transparently and in timely manner, inform VFI and the board about any affairs with different stakeholders. Reports to the board using standard reporting templates on a regular basis in timely manner. In coordination with the various departments, establishes and maintains an effective internal control and risk management system. Implement all regulatory requirements, policies, tools, procedures and best practice of prudent risk management in order to protect interest of VFT’s savers and depositors. Ensure full compliance with all regulatory requirements set by banking sector regulatory body, tax or other government regulators. Formulates and implements guidelines, procedures, internal regulations that are consistent with the policies set forth by the VFI and the board. Facilitates growth of Senior Management Team into a team that is capable of fostering VFT ahead in accordance to the Strategic Direction and Business plan. Fundraising: (10%) Fund Sourcing Negotiates effectively with creditors, grant bodies and other financial institutions. Ensure compliance with conditions and reporting requirements. Diligently manage and close grants and related projects. Finance Management: (10%) Financial Management Ensures that annual financial projections, reports and budget are prepared for the board on time. Recommends yearly budget for Board approval and prudently manages VFT’s resources within those budget guidelines. Ensures that effective and efficient financial management system is installed and maintained. VFT is profitable. Risk Management: (20%) Ensures portfolio quality in line with VFI requirements and targets set by the board for portfolio quality. Ensures savings products are effectively priced and delivered ((subject to MFI). Ensures that effective internal control and risk management system is established and maintained. Ensures effective liquidity management, to ensure sufficient funds for financing credit activity and sufficient reserves in accordance with industry requirements for deposit taking institutions. Take all necessary actions to insure that institution will have adequate external or VF global center rating (minimum requirement for GC is cautionary). Integration: (10%) Effective integration with WV& VFI and effective promotion of the organization Relations Ensure at national office and branch level integration strategies are fully understood, communicated and practiced. Actively promote joint livelihoods projects with World Vision. Ensures that both VFI and VFT and its mission, programs, products and services are consistently presented in strong, positive image. Develops networks and strategic alliances to positively influence the economic policies. People, Leadership & Culture: (15%) Institutional strengthening and capacity building Provide effective Christ centered leadership & Culture. Ensure recruitment of competent senior and middle management. Ensures effective staff development, succession planning and performance management systems are in place at all levels. & Compensation & benefits. Approves and confirms staff appointment, promotion, demotion, termination and transfer. Embedding of People & Culture policies & procedures. Ensure recruitment of competent senior and middle management. Ensures effective staff development, succession planning and performance management systems are in place at all levels. Key Responsibility to create an environment where talent thrive, staff are engaged & Motivated and a culture is embedded. Take immediate action to deal with non-performance of staff. Policy Compliance: (15%) Policy formulation and compliance to local regulations and VFI policies Formulates and implements guidelines, procedures, internal regulations that are consistent with the policies set forth by the Board of Directors, VFI and the industry regulators. Ensures that the institution complies with the requirements of the Central Bank other regulators and all VFI policies. KNOWLEDGE, SKILLS AND ABILITIES: Minimum a Master degree in Business Administration, Finance, Accounting, Management or some other related field. Must have at least [DATE REMOVED] of working experience in senior management in a combination of the following: micro-enterprise lending organization, banking institution, a progressive corporate environment, international business, agricultural economics/development, or economic and business development institution. Must have a clear understanding of micro finance industry and technology. Must have worked experience in regulatory environment and better with institution that intermediate savings. Determined personality with initiative, perseverance and the ability to motivate and manage a team. Capability and willingness to lead the organization forward. Ready to comply and live up to and in accordance with the organization Ideals and Core Values. Be a good trainer, facilitator, mentor, and coach. Very good communication and marketing skills. Very good knowledge in economic and financial topics. Strong analytical and problem solving skills. Passion for poor and drive to make positive impact in communities. Work Environment/Travel: Office environment: Typical office based and frequent travel to fields (40% traveling and 60% office based). Travel: 90% Domestic 10% international travel is desired. On call: Yes in the after normal working hours. Must get a work Permit if not a local staff from within the Country. More Details Apply KM and Capability Manager – Transformational Development Global Knowledge Management Open-ended, Full-time *Position location to be determined by home country of successful candidate in a jurisdiction (US state or country) where WVI is registered to operate. (Home based) *Please submit your CV in English. PURPOSE OF THE POSITION: This role will provide Knowledge Management (KM) support to the Transformational Development (TD) Team. The TD Team provides global technical and thought leadership to World Vision’s work on the mission-mandated ministry of Transformational Development. The TD Team aims to promote high quality, adaptive programmes that catalyse transformational change across contexts, integrating the foundations of WVs ministry, sectors, and themes for sustained child well-being, especially the most vulnerable. Within the team specialists lead different aspects of TD, including Partnering, Sustainability, Gender and Social Inclusion, Social Accountability and Urban Ministry. The role of the KMC Manager for TD is to curate knowledge and promote learning on TD in order to provide evidence of impact and support continuous improvement. This role is vital to the realisation of phase 2 of WV’s partnership-wide strategy, Going Further. The Transformational Development (TD) Knowledge Management and Capability Manager optimizes TD capability and knowledge management among World Vision (WV) entities, enabling TD staff and related teams to learn, grow, and deliver quality TD programming that impacts the most vulnerable children, and furthers the goals of the sector strategy. This role will develop and implement a TD capability enhancement system (including guidelines, processes, competencies, learning assets and learning pathways) and support TSO, Support Office (SO), Regional Office (RO), and Field Office (FO) teams to plan and implement comprehensive TD competency and capability strengthening interventions. This role will also manage and provide expert advice to the sector Communities of Practice and other learning networks regarding collecting and sharing lessons learned, identifying and validating promising and good practices for programme quality improvement, increasing staff capacity, subject matter expert identification, and planning online learning opportunities for community members. In conjunction with the Global Knowledge Management team, s/he will establish knowledge management systems and processes to ensure cross Partnership learning and development and support world-class implementation of selected sector interventions or project models. This role is also is responsible for coordinating strategic internal and external communications to share evidence of WV’s impact in partnership with key stakeholders. This role liaises with Global Centre Communications and Marketing teams, as well as SO, RO, and FO communicators and marketers in order to share evidence of WV’s impact with external audiences to attract new donors and partners, and to build WV’s reputation as a global leader in the TD industry. The Transformational Development Knowledge Management and Capability Manager will engage externally to share and also explore/learn how other organizations build TD capabilities and knowledge management. S/he will connect with academic institutions and other organizations to partner as appropriate for the benefit of Partnership wide TD Capability and KM agenda and systems, and to identify learning opportunities. KEY RESPONSIBILITIES: Set Strategic Priorities: Create, implement, and nurture the sector Capability Strengthening and KM strategy. Lead the establishment of a comprehensive sector job family to improve recruitment in partnership with P&C and technical experts. Lead the design and implementation of a TD technical capability strengthening system to provide a clear path for TD Subject Matter Expert accreditation, retention, and development of TD staff; (in partnership with P&C, learning & development, and sector TSO colleagues). Lead the development of sector learning assets and platforms that cover the full employee life-cycle (i.e. onboarding, compliance training, on-going professional development) in partnership with sector technical experts. Manage, nurture, and grow the sector CoPs , as well as the tools/technologies required to support it. Create and implement a sector internal/external communications plan, in collaboration with Sr. Advisor External Engagement. Pro-actively identifies emerging practices, best practices, and innovations (collectively – “assets”) and shares through multiple communications platforms. Internal and External Communications: Manages internal and external TD-related communication to ensure relevant information, resources and knowledge assets reach appropriate audiences. Ensure that M&E data and research are socialized internally and that key findings are reviewed and validated for programme quality improvement. Work with the Global Communications Team, TD Sector Lead and Sector EE Advisor to develop external-facing communications that position WV as a thought leader in TD. Build Capabilities: In collaboration with key stakeholders design the TD capability development system including competency frameworks, policies, standards, guidelines and capability strengthening interventions and processes that lead to accreditation of technical staff. Develop and disseminate robust capability assessment practices and tools to identify sector learning and capability needs to prioritize solutions. Partner with RO and SO leaders to continuously assess TD capacity building needs among FOs and provide coordinated (RO/GC/SO/TSO) support to address identified needs. Lead the development of defined Learning Pathways for key technical areas (i.e. onboarding, certification, on-going professional development and capacity building) in partnership with SMEs, and maintain oversight of end-to-end design applying the 70:[DATE REMOVED] framework. Plan, create, and lead collaborative design efforts to design learning content using adult learning methodologies and ensuring alignment to sector competency frameworks in collaboration with Learning & Development and sector technical experts. Provide management support and advice to CoPs to be vehicles for sharing information and best practices, facilitating input into sector technical resources, establishing research priorities, identifying capacity building needs, building an evidence base for WV’s project models and approaches. Develop a culture of collaboration and sharing among the stakeholders; identify emerging practices, best practices, and innovations and shares same across the Partnership; establish procedures for the identification of Sector programmatic subject matter experts. Ensure Accountability: Develop and oversee a system to regularly monitor and evaluate sector capability to maintain a portfolio view of sector capability across the Partnership in partnership with peer sector Capability/KM Managers. Establish knowledge management systems and processes to ensure cross Partnership learning. Manage development of communications materials for internal and external narrative of sector effectiveness and learning. Develop the sector’s knowledge sharing processes and information management system (within wvCentral, wvi.org) to provide access to programme and project tools and best practice guidance. Promote WV Way: Manage information dissemination throughout the Sector and external audiences, including managing CoP meetings and conference participation. Develop and manage sector Information Newsletters, partnership articles and publications; provides support for the CoPs in the same activities for their programmatic areas. In conjunction with the GKM team, develop requirements and manage all Sector KM/CoP web-based information tools including team websites, taxonomies, digital library, CoP social Networking systems and email lists. Represent sector on Partnership Working and Advisory groups tasked with global tools development. (wvcentral and wvi.org, GKM Business Team). External Engagement: Strengthen and build strategic partnerships with external humanitarian learning agencies and academic institutions to explore practices of others in TD Capability development/KM and discern external TD accreditation, access or learning opportunities for TD staff. Engage our external peer partners in knowledge sharing, learning & development, and collaboration on our sector strategies. Represent WV among other NGO Knowledge Management Specialists to build collaborative relationships, keep abreast of trends, and promote WV’s better practices in its KM work. Support WV engagement in prioritized external events. Other Responsibilities: Member of TD Team Member of the Global Sector Senior Leadership team. Member of the GKM KM/CoP advisory committee. Carry out additional responsibilities and projects as assigned, including administrative and planning functions KNOWLEDGE, SKILLS AND ABILITIES: Master’s Degree in sector or other related field. Knowledge Management training. Webinar development and facilitation. Knowledge Management training / certification / and or experience. Experience in staff management / capability development and research. Experience in formation and nurturing of virtual communities of practices, networks, etc. Experience in dealing with faith related issues in development. Facilitation skills. Website and publication design. Fluency in English. Preferred: Adult learning pedagogy and methodologies. Excellent document editing, formatting and publication skills. Contemporary and progressive ICT skills. Strategic communications planning and implementation of communications tactics/tools. Experience in developing and using competency frameworks for technical staff. Work Environment/Travel: Up to 30% travel. More Details Apply Project Manager II Global Information Technology Open-ended, Full-time *Please submit your CV in English. PURPOSE OF THE POSITION: The Project Manager II role is responsible for the management of one or more medium to large-sized, moderate to high complex projects and Tier 2 project budget. Individuals within the Project Management job family are responsible for the planning, development and implementation of project efforts. They develop, establish and maintain project management standards and procedures. They are responsible for developing the project scope, defining project guidelines, obtaining business and information technology sponsor approvals and coordinating the resources necessary to successfully complete the project. Other responsibilities include the refinement of requirements, project coordination, development of plans and schedules, resource planning and estimation and project maintenance. Once a project is set in motion, individuals are expected to communicate major milestones, identify potential project risks, provide continuing direction to the project team and conduct regular status meetings to review project activities. Furthermore, they are responsible for managing the prioritization procedures for changing scope (i.e., change management) and project acceptance procedures. Near the end of the project, they obtain feedback to ensure that project efforts meet customer expectations for contracted time, cost and performance. Individuals serving in this role require proven skills in managing within a matrix organization. They have excellent communication skills, with the ability to clearly communicate vision, mission, and goals to both business and IT audiences. They have a sound understanding of technology and its application to achieve business objectives. Lastly, they are expected to provide the highest level of expertise in the application of the tools and techniques of the project management discipline. KEY RESPONSIBILITIES: Relationship Management: Develops and maintains productive working relationships with business owners, project sponsors, vendors and key clients. Project Planning: Develops, and continually updates, project plans and schedules. Develops product breakdown structures. Identifies project dependencies prior to the start of the project. Works with the Business Analysts and the client to define/refine the project scope. Facilitates the gathering of information required to estimate project cost, resources, time and deliverables. Prepares all project management baseline products. Ensures that the project outcome reflects the goals of the client. Conflicts/Problems: Negotiates conflicts and resolves issues that arise. Acts as a mediator between stakeholders and team members. Resolves any issues and solves problems throughout the project life cycle. Resource Management: Determines staffing requirements and forms project teams. Develops budget requests for resources. Works with resource managers in order to effectively align resources across projects. Provides work direction and leadership to assigned projects, including scheduling, assignment of work and review of project efforts. Evaluates project performance and makes recommendations for personnel actions. Procurement Planning: Assists with identifying which resources need to be procured outside the organization. Describes technical or other issues that need to be considered and assists in the development of Statement of Work (SOWs). Vendor Performance: Determines if external consultants or contractors will be required to complete project plan. Recruits and manages appropriate staffing resources. Provides advice and counsel to the vendor relationship decision-making and contract development processes. Evaluates service provider performance. Approves invoices for payment. Provides an issue escalation path and resolves vendor performance disputes. Risk Management: Identifies the elements of risk in a project. Analyzes and prioritizes project risks and assesses its potential impact to the client. Develops and maintains risk plans, processes and systems in order to mitigate risk. Creates action plan for risks that occur and follows through on plan. Maintains issue list, proactively escalating issues to project and departmental leadership to mitigate risk. Recommends and takes action to direct analysis and solution of problems. Budget: Estimates costs associated with a project including physical, financial and human capital costs. Develops a detailed cost baseline from cost estimations. Refines project cost estimates and confirms funding sources. Monitors and controls the actual cost of a project versus the budget. Reviews bills and evaluates factors that may potentially cause cost changes. Conducts in-depth root cause analysis of project budget discrepancies. Standards, Policies and Procedures: Utilizes established project standards, procedures. Contributes to the development of new quality metrics. Communications: Develops a communication plan to convey project scope, goals, milestones, budget, risk, status, change requests and critical issues to the client and project team. Assesses the effectiveness of the interaction and communication with the client and project team. Coaching/Mentoring: Coaches or mentors less experienced personnel. KNOWLEDGE, SKILLS AND ABILITIES: Bachelor’s degree in related field, specialized training or equivalent work experience. Typically requires [DATE REMOVED] of IT work experience, including 2 or more years managing IT Projects projects. Willingness and ability to travel domestically and internationally, as necessary. Effective in written and verbal communication in English. Preferred: PMP Certification Prince 2 Certification ITIL 4 Certification4. Project Manager of Global or Regional Technology and Digital Solution projects. Work Environment/Travel: The position requires ability and willingness to travel domestically and internationally up to 10% of the time. More Details Apply Senior Programme Development Advisor, GRRT Global Humanitarian & Emergency Affairs Fixed term, Full-time *Position location to be determined by home country of successful candidate in a jurisdiction (US state or country) where WVI is registered to operate. *Please submit your CV in English. PURPOSE OF THE POSITION: World Vision (WV) is seeking a Senior Program Development Advisor to join its humanitarian Global Rapid Response Team (GRRT). This position’s primary responsibility (50%) is to deploy (sometimes on short notice) to humanitarian emergencies to lead (or support) WV’s resource acquisition and management teams. Core to the role is a strong focus on 1) response strategy development, 2) significant donor engagement, 3) grant design and writing, 4) funding coordination and 5) resource management and reporting. In WV emergency response, this role plays a central role, often serving on the response’s Senior Leadership Team. During periods of non-deployment, the position (alongside WV’s GRRT Program Directors) will support WV humanitarian responses through: Leading virtual and in-person capacity building sessions within WV in order to strengthen the abilities of WV’s humanitarian programming staff. Mentoring or supporting other WV humanitarian programming staff. Building of humanitarian programming systems, frameworks, and processes for more efficient, successful resources development and management in WV responses. Assisting strategic initiatives that link WV’s global strategy with field practice. KEY RESPONSIBILITIES: Deploy and lead WV responses’ resource development and management function in humanitarian emergencies to achieve the following: Management Establish, resource, staff and manage the programmes unit as needed. Ensure coordination across departments and across country contexts through streamlined work processes and team meetings. Facilitate capacity building (related to donor engagement, strategic project design, compliance, and reporting) during deployments. Resource Acquisition Lead the growth and diversification of funding based on response office strategy by ensuring the GAM team plans, leads, develops and reviews concept papers and proposals for various projects for funding in order to achieve the Response Strategy. Donor Engagement Support the office in maintaining donor engagement by developing and maintaining effective relationships with donors and WV support offices to establish partnerships, and market WV and seek additional funding opportunities. Ensure the WV response has strong relationships with key donors and personal connections to local representatives. Ensure this representation is tracked and recorded. Plan, implement, analyze and share findings from assessments and program monitoring. Develop, revisit, and adhere to the donor engagement strategy for greater grant stability and growth. Strategy Provide function support and leadership in strategy formulation, implementation plan, execution and grant management to ensure alignment with the office’s Response Strategy. Grant Management Ensure WV responses are compliant with the grant policies, e.g. new staff is informed of and understand the Grant Acquisition and Management minimum standards as well those for any Sub-grantees. Monitor the WV’s Response portfolio progress ensuring goals and objectives (both at a portfolio and project level) are achieved and non-financial grant requirements are adhered to (through WV’s Grant Health Tracker). Ensure that grant management systems are in place using adequate tracking tools to support effective grant compliance and positive audit results, and that the grant team and field office staff understands this system and follows them accordingly. Other Program Support When needed, support on ensuring critical MEAL functions including assessments, monitoring, learning, evaluations and humanitarian accountability as well as information management are undertaken. When required, support MEAL colleagues in ensuring all data from assessments, baseline, monitoring, feedback mechanisms is communicated to communities as appropriate and continuous improvement processes are in place for programme adaptation. Work with Programme Directors to strengthen the roster of deployable programming staff and programming resources to support them Support PD on virtual and in-person capacity building sessions within WV in order to strengthen the abilities of WV’s humanitarian programming staff (PIE & RDMT trgs). Mentor other WV humanitarian programming staff. Assist biannually with maintenance of the PIE roster. When necessary, build or improve upon WV’s humanitarian programming systems, frameworks, and processes for more efficient, successful resources development and management in WV responses. Lead key programme strategy initiatives: Assist strategic initiatives that link WV’s global strategy with field practice. Support other initiatives as required by DM leadership. Serve as a key member of the Strategy, Effectiveness and Digital Capability team. KNOWLEDGE, SKILLS AND ABILITIES: A minimum of [DATE REMOVED] in roles that feature resource acquisition, grant development, donor engagement and leadership in the humanitarian assistance with a significant portion of this in INGOs. 8+ years’ experience in humanitarian assistance work including significant field presence. Strong experience in engaging with governmental institutions, UN clusters, and multilateral agencies. Strong experience in working with bi-lateral and multi-lateral donors, grant management and proposal development. Experience in managing resource acquisition and management teams that facilitate innovation and calculated risk taking. Experience in program management and compliance of multi-sectoral emergency response projects. Strong background in programme quality – MEAL – and information management. Intensive experience in leading a multi-cultural team of professionals. Experience working in a cross-cultural environment. Experience working in war zones / fragile contexts. (Internal to WV) Work experience as humanitarian Snr. Program Officer or Programme Manager at least for [DATE REMOVED] in a country other than the home country. Demonstrated understanding of key humanitarian principles, standards and best practices. University degree in Humanitarian Studies, International Development, Political Relations, Economics, Sociology, or other related field. Master’s degree preferred. Knowledge of proposal and budget requirements and regulations of major donors including the OFDA, ECHO, DFID, UN agencies, German government. Familiarity with humanitarian codes, minimum standards, principles and practice. Fluency in written and verbal communication in English Preferred: Understand Humanitarian Industry and have proven experience within a relief/ Disaster Management setting. Effective in written and verbal communication in French, including additional languages such as Arabic & Spanish. Ability to express ideas and concepts clearly and persuasively with senior internal and external stakeholders. Effective in written and verbal communication in English, French, additional skills in Spanish, Arabic or other languages preferred. Previous experience working in complex emergency/rehabilitation settings. Experience coordination with INGO’s and other key stakeholders-High degree of negotiation and persuasion skills. Ability to work with a reasonable level of comfort in high tension and high security risk situations. Ability to maintain performance expectations in diverse cultural contexts psychologically stressful environs and physical hardships. Ability to facilitate the creation of cross-functional project teams and the development of national strategies. Excellent time-management and prioritization. Demonstrates openness and transparency. Additional work experience preferred for this position: Experience in leading “ad-hoc” teams accommodating multiple and frequent staff transitions in emergency response without undermining effectiveness and output of Programme Team. Work Environment/Travel: The position requires ability and willingness to travel and deploy domestically and internationally up to 50% of the time, often at short-notice. More Details Apply Director, Global Compensation Global Human Resources Open-ended, Full-time *Position location to be determined by home country of successful candidate in a jurisdiction (US state or country) where WVI is registered to operate. PURPOSE OF POSITION: The Global Compensation Director is responsible for ensuring that World Vision’s compensation programs are aligned with the organization’s objectives and attract, reward and retain employees across the Partnership. The leader will drive a global compensation strategy that is balanced with other rewards of working at World Vision and provides focus on internal equity, external competitiveness, financial stewardship and legal requirements. This leader is responsible for developing, implementing, administering, and maintaining compensation programs, policies, and procedures across the World Vision International (Global Centre) employee population and International Assignees (IAs). As part of this direct management, this person will also oversee and provide the preparation of compensation data for senior leadership analyses directly and working with an outside consultant. This leader also plays a critical role in collaborating with decentralized Regional and National offices to ensure that they offer competitive and fair compensation that meets the World Vision global policies. The role provides leadership and advisory expertise to help educate and enable Field Offices in obtaining, analysing and managing market best practices and survey data to set up and manage their local compensation plans. KEY RESPONSIBILITIES: Lead team to be Trusted Advisors and Subject Matter Experts (25%): Provide hands-on leadership and expertise to develop global compensation function with direct reports and decentralized indirect P&C colleagues (business partners (BPs), talent acquisition (TA), payroll, and other Field Office (FO) employees) across the Partnership to deliver global compensation policies that attract, engage and retain great talent. Provide expertise and guidance for team and indirect P&C colleagues to solve escalated and the most difficult compensation-related challenges. Lead and collaborate with Global Centre and Regional P&C on global and local responses to regulatory authorities. Partner closely with Mobility leader to ensure competitive and affordable total compensation packages including full reviews of allowances, tax advantages, etc. Lead team to set up Community of Practice to provide content and regular cadence of keeping decentralized P&C compensation/rewards partners connected for learning, sharing ideas and best practices. Design and deliver training to develop compensation capabilities across the Partnership especially focused on compensation/rewards partners. Provide regular feedback and inspiration to team members following the Partnering for Performance program. End Results: The team will be recognized and called upon as Trusted Advisors to assist with challenging compensation issues. A network of contacts across the Partnership who can provide local data and information for global analysis and back each other up with support when necessary. Increased credibility and trust in P&C as value adding partners across the Partnership. P&C across the Partnership becomes more aware of the importance of consistent processes for job evaluation, survey participation, developing structures, etc. which leads to more efficient and compliant programs and reduced risk to the Partnership. Increased transparency of compensation methods which leads to better communication with managers and employees. Standardized methods and content to educate leadership, individual executives, managers and other areas of P&C of the competitiveness and compliance of our compensation programs. Strong collaboration and camaraderie across the Total Rewards & Mobility team as well as extended P&C partners. Mobility expert expands compensation knowledge. Provide competitive and compliant pay programs that attract, engage and retain great talent (25%): Update and maintain global compensation philosophy, policies and procedures with others across P&C, Legal, Finance, Tax, etc. Develop, benchmark and maintain Global Centre and International Assignee (IA) salary structures at competitive levels. Build Field Office structures as needed and when resources are available. Review, update and maintain methods and policies to support the use of consistent practices for documenting job descriptions and conducting job evaluations across the global Partnership. Develop methods for collecting, reviewing and maintaining proposed regulatory requirements and legislation related to compensation. Develop central methods of maintaining and monitoring internal data for team results as well as across the Partnership, e.g., adherence to policies, salary structures, pay equity analysis, external competitiveness, compliance, etc. Participation in and response to internal audits. End Results: Increased compliance and reduced risk through collaboration and updated regulatory data, policies and procedures as well as partnership with global audit function. Consistent and equitable offers with reduction of risk related to new hire compression. Improved ability to attract, engage and retain great talent with competitive pay. Improved ability to identify potential regulatory and other issues before they become a problem. Clear understanding of measures that matter across the compensation function to demonstrate contributions of the team and ability to provide competitive pay. Design Systems and processes that support delivery of best practices and competitive compensation (25%): Lead compensation workstream for implementation of Workday solution across decentralized global Partnership. Collaborate across global P&C to develop a global job architecture with consistent global levelling, internal titles and survey matching. Develop and implement consolidated global survey participation strategy, standards and tools to gain efficiencies and economies of scale in pricing, participation and consistent methods of using survey data. Lead process of replacing current global job evaluation system planned for sunset in 2022. Lead annual merit process across GC population and develop ways to support and monitor merit processes across the Partnership. End Results: More efficient P&C and manager experience related to compensation processes and approvals, including determining career level for new and existing jobs, promotion and new hire offers, merit review process, etc. Increased accuracy of compensation data and reports necessary for decision making. Greater collaboration across the Partnership through global processes and access to decentralized data. Potential cost savings in salary surveys as well as efficiencies when used consistently. Replacement of global job evaluation system with buy-in across key groups of P&C and leaders. Executive compensation managed effectively to retain great leaders (25%): Perform management reporting and analysis related to senior management pay. Conduct competitive benchmarking analysis for executive population including individual pricing as needed. Create and update database and reports of all employees in Director level and above to proactively spot issues and propose solutions. Liaise with external consultant and Support Offices to compile reports required for the board of directors and/or external entities. Partner with Mobility Leader and work with TA, BPs and local P&C to advise on senior leadership remuneration as well as offers and contract renewals when necessary. Develop leader education materials to better understand their compensation and allowances packages, especially for International Assignees, as well as the broad-based compensation practices. End Results: Leadership roles of all types (ExL, PL, RL, SDO, ND, etc.) receive fair and equitable compensation packages that are compliant with regulatory executive compensation and tax requirements. Leaders understand the different pay structures within World Vision (HISS, L-IM, Local) as well as differentials and allowances (G&S, transport, shelter) and how they are determined, creating trust in our total rewards program. Confirmed salary and remuneration that are within the expectations of our internal accountability reporting and external Intermediate Sanctions reporting for Safe Harbour. Talent Acquisition is able to attract key leaders with competitive packages and confidence that these effectively represent the relevant talent markets and are internally equitable. Additional responsibilities as assigned by manager (limited). KNOWLEDGE, SKILLS AND ABILITIES: [DATE REMOVED]’ experience serving as a compensation professional including considerable experience in a large, international organization that stretches across multiple continents. 5+ years leading compensation team. [DATE REMOVED]+ years of experience focused on executive and/or leadership compensation. A strong client focus with outstanding judgment, critical thinking, along with strong verbal and written skills. Must be detail-oriented with demonstrated project management capabilities and excellent prioritization skills. Require a well-organized and self-directed individual who is results focused and a team player. A strong knowledge of Excel, and report writing software along with depth in data analysis. Must have experience implementing a global compensation solution, preferably Workday. Must have hands-on deep experience in job evaluations and market pricing. Must have experience designing and managing executive and International Assignee remuneration packages. Must have a reputation for being a good mentor and partner across field teams sharing best practices and helping to develop analytical and compensation skills of peers and colleagues. A Bachelor’s degree in Human Resources, Business Administration, or another related field. Global Remuneration Professional (GRP) or Certified Compensation Professional (CCP). English required. Preferred Skills, Knowledge and Experience: MBA or other advanced degree related to international non-profit studies. PHR, SPHR, SHRM-CP, or SHRM-SCP or other HR certifications. Workday core and advanced compensation courses. Korn Ferry/Hay Job Evaluation methods or other global job evaluation systems. Implementation of a global job architecture. Ability to work in an office environment. Work Environment / Travel: Ability to travel up to 10% internationally. More Details Apply Senior Policy Advisor, Economic Justice Global Advocacy Open-ended, Full-time *Position location to be determined by home country of successful candidate in a jurisdiction (US state or country) where WVI is registered to operate. *Please submit your CV in English. PURPOSE OF THE POSITION: The Senior Policy Advisor, Economic Justice will provide analysis of trends and opportunities in relation to how the needs and rights of children can and should be addressed through various forms of funding from global, regional and national level sources, debt relief, taxation and private capital. This analysis will be used to develop recommendations for child focused policy action in regard to all forms of development financing in support of the Sustainable Development Goals, and, as such, World Vision’s Global Impact Framework. This analysis will support Advocacy & External Engagement (A&EE) advocacy objectives for the Global Campaign, the 2030 Agenda, as well as objectives of Support Offices (SOs) in relation to Official Development Assistance (ODA) and Regional Offices (ROs)/Field Offices (FOs) regarding domestic resource mobilization/public financing. KEY RESPONSIBILITIES: Analysis of and reports developed on Official Development Assistance (ODA), taxation/public financing, private sector investment and other forms of Financing for Development (FfD) and their impact on the financing of child focused policies. Develops policy positions and products that relate to the achievement of child related SDGs and WV child well-being objectives. Represent World Vision, and/or support representation of World Vision leaders at priority external forums, events, networks and with priority stakeholders to promote agreed policy positions. Lead and collaborate with SO, RO and FO colleagues on research and policy development on FfD. Creates a process to engage SOs on ODA focused work. In conjunction with the Local to Global team (A&EE), works with the Centre of Excellence to support country level budget focused advocacy. Builds FOs capacity in conducting country level analysis; supports “translation” of global FfD policy positions for use at national level. Collaborate with select partners and coalitions on this agenda. For example, work with the World Bank relationship manager to develop a plan to become more engaged with World Bank as a Tier 1 stakeholder. KNOWLEDGE, SKILLS AND ABILITIES: Master’s Degree in economics, international development, political science or related focus. Minimum [DATE REMOVED]’ experience in policy, research, government relations/external engagement, or other specific field relevant to this role and World Vision’s work. Strong experience and skills in research and analysis. Strong written and verbal communications skills. Strong experience in the NGO/civil society sector and/or with multilateral organizations (World Bank, IMF, etc.) English fluency. Second language strong asset (esp. Spanish, French). Preferred: Strong knowledge and professional experience working on Financing for Development issues and trends; strong understanding of policy development and influence processes with governments and international agencies from a civil society perspective. Work Environment/Travel: Travel after Covid restrictions- [DATE REMOVED]%. More Details Apply Senior Advisor, Church Partnership Global Christian Commitments Open-ended, Full-time *Position location to be determined by home country of successful candidate in a jurisdiction (US state or country) where WVI is registered to operate. *Please submit your CV in English. PURPOSE OF THE POSITION: World Vision as a Christian humanitarian organization works with the diverse expressions of the Church as our indispensable partner in our shared pursuit of social and spiritual transformation and the holistic well-being of children, especially the most vulnerable. Our global strategy calls us to ‘live out our Christian faith with boldness and humility’ and to expand and deepen our partnerships with churches and faith leaders to identify and address the spiritual causes of poverty and vulnerability. This commitment is guided by WV’s Partnerships with Churches’, ‘Witness to Jesus Christ’ and Faith & Development management policies. This position, in line with the relevant policies, will provide strategic leadership, technical guidance and tools to the WV’s Field Offices to engage and partner effectively with churches and Christian agencies in the design and implementation programmes that promote sustainable, holistic child well-being. KEY RESPONSIBILITIES: Program Guidance Provide strategic leadership in the development, refinement and implementation of global guidelines and resources to strengthen effective engagement and collaboration with churches, church leaders and Christian Faith Based Organisations (FBO’s) in WV’s programming for child well-being, in line with relevant WVI policies: In collaboration with Global Field Operations (GFO) and Global Impact (GI) teams, develop guidelines and capacity building resources for field office’s use to strengthen their engagement and mobilisation of churches, Christian networks and FBO’s as an integral part of WV’s community-based approach, empowering to improving child well-being Revise and socialise WVI’s existing frameworks and capacity building resources on church partnerships. In collaboration with the WVI Partnering team, refine existing tools and/or develop new resources to support church partnerships. Ensure WV’s guidelines on church partnerships build on existing best practice in partnering and external engagement developed by WV’s advocacy and External Engagement team. Engage with