Website: Website http://www.wvi.org/kenya

Governance and Social Accountability Advisor Senior People & Culture (HR) Business Partner

PURPOSE OF THE POSITION:
The purpose of this position is to provide technical advisory to WV’s governance and social accountability programs, primarily World Vision’s Citizen Voice and Action (CVA) approach, an enabling core model implemented in 50 countries to date and documented to significantly contribute to Child Well-Being outcomes in Education, Health and Child protection, with further implementation in WASH and Livelihoods. The Adviser will work with the Sectors, Regional teams and the Field Offices, innovating and adapting CVA to ensure its fit for purpose. The position will coordinate Design, Monitoring and Evaluation (DME) across Transformational Development and will lead CVA Design and Implementation and Quality Assurance (DIQA). Further, the Adviser will contribute to new and ongoing evidence building on WVs social accountability and its sustainability, ensuring links between evidence and grant opportunities, development of key relationships with research partners and maintaining WV as a global thought leadership on Social Accountability. Finally, the Advisor will manage the 100 member CVA Community of Practice.
KEY RESPONSIBILITIES:
Lead on Citizen Voice and Action innovation, adaptation and sustainability

Collaborate with the relevant stakeholders to develop, pilot and socialise the adaptation of CVA for different contexts and sectors.
Provide and refine technical guidance based on emerging evidence and best practice, including on integration with sector Project Models.
Develop and promote approaches to sustaining CVA process and outcomes in grant and sponsorship programmes.
Identify opportunities for collaboration, partnerships and though leadership towards the institutionalisation of CVA.

Coordinate TD DME & Lead Quality Assurance for Citizen Voice and Action

Guide on indicator construction and programme logic (eg pathways of change and log frames) for TD teams.
Advise other DME related functions to understand and integrate sustainability drivers in their work.
Ensure up to date and complete CVA guidance and resources for Design, Monitoring and Evaluation including Design and Implementation Quality Assurance (DIQAs), Logic and Theory of Change diagrams, indicators.
Monitor adherence to quality standards (e.g DIQA) and recommend actions needed to improve the CVA model, its implementation, capabilities, or other areas to maximize impact.
Provide targeted support for CVA DME to other sector teams, Support, Regional and Field Offices.

Research, Thought Leadership and Knowledge Management

Document best practice and examples of sectorial integration and share internally and externally.
Work with the CVA database analyst to promote database externally and internally for both M&E purposes, advocacy and resource acquisition.
In collaboration with the Evidence Building Team, establish new social accountability research partnerships and support the implementation of existing ones.
Identify strategic research funding opportunities and support key World Vision stakeholders (e.g SOs, FOs) to submit these to the evidence building steering committee.
Work with Evidence Building, TSO, SOs, ROs and FOs to ensure high quality CVA research designs.
Provide interpretation of internal and external research findings for improved practice – including update and socialization of applicable technical guidance and popular knowledge products.
Manage the CVA Community of Practice (including on WV central and wvi.org) – ensure technical guidance, best practice, research, global trends and innovation are appropriately and timely shared.
Provides input to the Social Accountability Leadership Team (SALT).
In coordination/collaboration with the TSO, maybe required to support the development of case studies and CVA evaluations.
Keep abreast of latest developments and innovations in the broader sector that is relevant to WV and share them internally.
Network with global peers, researchers and other relevant organisations to learn best practice and ensure WVs social accountability programming remains cutting edge.
Contribute to WVs external thought and practice leadership on areas of social accountability innovation and adaptation – including with global donors and organizations through involvement in relevant conferences, research, communications and, where requested, representation.

Provide Technical Advisory for strategic grants for Social accountability

Provide up to date social accountability landscape information to relevant teams in GC/RO/SO/NO – including GAM, Sectors and Advocacy.
Develop and ensure up to date CVA Capacity statements and donor briefs to support grant acquisition and external engagement.
In coordination with the TSO, ensure technical support to pre-proposal scoping, pre-positioning and proposal development for strategic and high value social accountability grants, including fit for purpose adaptations for new areas for CVA, ensuring technical quality incorporates strong evidence from practice and research.
Keeps track of global data on CVA grants, through Horizon and where additionally available from SO, Regions and FOs and represents this internally to improve the efficiency and coordination of grant pipeline as well as for leadership updates.
Represent Social Accountability to the GAM advisory group.
Provides additional guidance to grant implementation where lessons are of strategic importance e.g. for program effectiveness, scale up, new adaptation or updating technical guidance.
In coordination with the TSO, support the implementation of CVA grants to FOs that are struggling with start-up and quality implementation.

KNOWLEDGE, SKILLS AND ABILITIES:

Demonstrated experience in Design, Monitoring and Evaluation (DME).
Demonstrated ability to developing technical guidance or capacity building resources.
Track record in effectively convening, coordinating, and communicating with a diverse range of stakeholders.
Demonstrated organizational, interpersonal, and analytic skills.
Experience in thought leadership and strong writing skills.
Master’s degree in a field related to international development, governance or social accountability.
Minimum 8 years’ experience in social accountability, governance, advocacy or international development, including significant field level experience.
Minimum 5 years’ experience in grant acquisition and management.
Strong command of written and spoken English.
Some working knowledge of either French or Spanish is an advantage.

Preferred Skills, Knowledge and Experience:

Demonstrated networking skills with established networks among donor community.
Easily establishes rapport with diverse range of actors.
Experience in donor engagement and external representation.
Demonstrated experience in the pre-positioning, development, design, and evaluation of large multi-sectoral grants.

Work Environment/Travel:

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

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October 28, 2024
Planning, Monitoring and Information Systems Coordinator Program Officer – Livelihood and Resilience

Reporting to: Design Monitoring Evaluation Accountability & Learning Manager
Grade Level: 16
Purpose of Position
Coordinate Planning, Monitoring and Information processes for evidence based Programming, accountability and learning while maintaining a comprehensive M&E system for World Vision Kenya.
Ensure that WVK Programmes/ Projects initiatives and operations are in full alignment and compliance with WVI and other international DME standards and guidelines.
Major Responsibilities
Quality Assurance in the Programming Cycle (25 %)

Ensure adherence to Programme quality Standards in TP designs and adaptation,
Manage an M&E systems (Horizon that will generate timely information and feedback to all stakeholders.
Lead Review of all Statutory reports (CWBR, National Office Annual Report, TPs and APs Semiannual, Annual and ensure that they are timely submitted and adhere to all applicable guidelines (LEAP)
Lead National Level Data Quality Assessment visits to Area Programmes with Regional M&E Coordinators and conduct field visits for data validation,
Review and ensure timely data entry into database and retrieval for analysis and compilation for quarterly and annual reporting and dissemination to stakeholders.
Lead NO level monitoring and support visits to Regionals and Area Programmes
Routinely verify progress results collated from local programming areas in the Horizon platform.
Review quality and ensure timely completion of CESP and Technical Programmes Designs.
Review quality and ensure timely submission of Annual Plans including Budgets, DIPs, ITTs and Area Programme Narratives

End Results Expected

TP designs and AP plans meets LEAP (DME Programming standards),
Functional M&E System
100% quality check on all statutory reports
Evidence of data quality checks and field visit reports in place
100% data update in Horizon and M and E Online
At least two monitoring visits conducted in a financial year.
100% data quality check in horizon platform
High quality Programme designs (Meeting the programming) in place
Timely and quality Annual plans submitted

Provide Technical Support in Planning, Monitoring and Data base management (30%)

Lead the implementation, management of all partnership Programme related Management and Information systems e.g. Horizon
Provide technical assistance to staff, in the implementation of the Programme management information systems in all program and projects within WVK
In liaison with the DMEAL Manager – Strategy & Programme Effectiveness, lead the set-up of data management system based on the NO’s established M&E system, appropriate to the Programme.
Support the Technical Programs specialists with data analysis for development of the NO Annual Child Well Being Target Report
Support the development of monitoring tools and incorporate and incorporate methodologies of visualizing change
Guide area programme teams to identify and resolve issues and challenges in monitoring systems, using a coaching approach
Rigorously analysis, aggregate and synthesize monitoring and evaluation data to draw inferences at regional and national level.
Disaggregate data using a range of relevant variables aligned to NO targets
Support in collating monitoring data from across local programming areas to show progress towards the NO strategy and KPIs.
Support mainstreaming of Accountability standards (PAF) in WVK programs and projects at all levels.
Support the participatory review of Technical programmes logical flow and consistency within the hierarchy of objectives and assumptions.
Support the standardisation and Contextualisation of indicators drawing on Area programmes community conversations as appropriate
Support the Identification and contextualization methodologies for appropriate targets’ setting and measuring indicators using participatory methods where possible
Work proactively with technical programme staff and stakeholder to develop detailed monitoring plan for the technical programme, ensuring clarity of roles and responsibilities
Support sustainability and Transition Planning with the inclusion of collaboratively developed sustainability and transition agreements with partners

End Results Expected

Full Utilization of Horizon, M&E Online by all Programmes including grants
100% utilization of Horizon and M&E Online
Data Management protocols in place
Timely data analysis for all Programmes supported
Monitoring tools for all TPs and grants in Place
Coaching and mentorship in Monitoring systems provided
Evidence of Variety of data analysis in reports (Annual monitoring reports, Baselines and Evaluations
Evidence of data disaggregation in all reports
Well updated KPIs in NO strategy balanced scorecard
Evidence of PAF in all Programmes and standalone grant projects
Quality log frames in place
Detailed standard indicators sheet in place
Realistic targets and measurements methodologies for outcome and output level indicators in place
Comprehensive monitoring plans in place
Area programs and standalone grand projects with relevant sustainability and transition strategies.

Capacity Building, 20%

Lead capacity building for compliance and alignment to LEAP framework guidelines, principles and standards for WVK Programmes & Projects, especially with regards to the monitoring, reporting and accountability components.
Lead capacity building for Horizon to ensure that staffs have adequate capacity to use the system
Support local programming teams to set up and manage complaints and feedback mechanism.
Support local programming teams identify bottlenecks in monitoring and implement strategies for addressing them

End Results Expected

Staff with capacity to roll out and utilize Leap guidelines and standards
Staff with adequate capacity in utilization of Horizon and M&E Online
Functioning Complaints and feedback mechanisms in place
Strategies of strengthening monitoring in place.

Strategic Engagement, 10%

Represent the organization in relevant M&E technical working groups– (Directorate of M&E – Ministry of planning).
Support and successfully engage WVK with key internal and external stakeholders, including other WVK entities, UN agencies, national and international research entities, government, church and other civil society representatives on issues related to planning, monitoring, and Data base management

Expected end results

Evidence of membership/participation in M&E technical working groups
Evidence of WVK publications presented to internal and external stakeholders

Resource Acquisition, 10%

Provide support in development of sector related proposals to ensure that they meet or exceed the minimum M&E and donor standards.

Expected end results

Proposals meeting LEAP, donor and other international MEAL standards

Other (5%)

Perform any other duty as may be assigned by supervisor or designee from time to time.
Participate and contribute in committees and task forces
Participate and lead devotions

Knowledge, Skills and Abilities

Bachelor’s degree in Project Planning & Management, Social sciences, Statistics, Development Studies and other relevant field from a recognized University.
In-depth knowledge and understanding of WV working systems, policies and standards will be an added advantage.
Minimum 7 years’ experience with regards to designing, planning, implementation, supervising and reporting on projects;
Extensive conceptual understanding of and demonstrated practical command for implementing program design, management and evaluation principals:
Must have knowledge and practical experience in Research, organizational learning and documentation and have good writing and editing skills.
Must have experience in building staff capacities and that of local institutions towards evidence based transformation change
Must be results orientated leader who is able to handle a heavy workload as well as network with key policy and development actors in Kenya.
Certification in DME Appropriate systems and software; SPSS, STATA, SAS, Epi Info, Ena for SMART, R, Windows Excel, among other Qualitative and quantitative analysis technics
Certifications in monitoring, Evaluations, data analysis, Project Management and or in documentation/knowledge management, Programme Management for Development Professional (PMD Pro),

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October 28, 2024
Global Brand & Campaigns Specialist Director, Investigations Management Accountant – Southern to confirm

PURPOSE OF THE POSITION:
This role will make a significant impact by managing the implementation of global brand and campaign initiatives that will strengthen our brand and connects audiences with inspiring stories of children and their communities who are lifted up out of poverty in some of the world’s toughest places.
Your proven success in coordinating brand and campaign initiatives, your skill in design, and your outstanding collaborative approach will mean you can truly be a change-maker in the world each and every day!
In this role, you will be accountable for designing and developing branded assets that will be rolled-out globally through impactful toolkits and playbooks which you will develop. You will highlight leading global brand and campaign practices and build and maintain a vibrant internal online brand community and ensure that excellent communications are maintained (via newsletter, SharePoint communities and eLearning sites) to ensure that global standards, learnings and best practices are well communicated and accessible to a global fundraising community. You will work with a team accountable for developing and implementing global marketing campaign strategies and brand strategies that drive brand
health, acquire new donors, generate revenue and achieve significant increases in engagement.
Working closely with World Vision leaders around the globe, this position will lead collaborative efforts that result in go-to-market global campaigns that are scalable, high impact and able to be localized for relevance. Campaign strategy and execution will be insights-driven, based on extensive multi-market research to inform all aspects of the campaign. Working closely with World Vision’s global marketing leaders, product leaders, brand leaders and external agencies, the role will be accountable for understanding and integrating donor and market insights that will meet distinct audience needs and drive significant appeal.
World Vision has over 70 years of experience working with communities, donors, partners, and governments to create opportunities for better futures for vulnerable children … even in the toughest places. Our over 34,000 staff members working in nearly 100 countries are united in helping the most vulnerable children overcome poverty and experience fullness of life. We help children of all backgrounds, even in the most dangerous places, inspired by our Christian faith.
Through our work, every 60 seconds … a family gets water … a hungry child is fed … a family receives the tools to overcome poverty.
KEY RESPONSIBILITIES:

Develop effective and impactful toolkits and playbooks which highlight leading global practices (such as successful campaigns or other marketing activities) that allow for regional localisation and implementation combined with processes for measuring and tracking impact. In order to achieve this, you will work with global leaders in understanding best practices and be able to identify and help build elements which can be utilised globally.
Design and develop branded assets (such as templates and in-market executions of branded assets) as well as designing / developing branded presentations and communications for global use. These assets will inspire people across the world to engage in helping the most vulnerable children overcome poverty and experience fullness of life.
Maintain and develop internal online brand communities (via newsletter, SharePoint communities and eLearning sites) to ensure that global standards, learnings and best practices are well communicated and accessible to a global fundraising community. You will be accountable for the uploading and maintenance of brand and campaign assets developed by the team.

KNOWLEDGE, SKILLS AND ABILITIES:

Bachelor’s Degree or equivalent career experience in Marketing or Media or related discipline.
At least five years experience in a marketing role, developing and implementing successful marketing campaigns.
At least five years’ experience in a brand specialist (or similar) role.
At least five years’ design experience.
Proven success managing or building a healthy sustainable brand(s).
Strong knowledge digital and social media best practices and late breaking innovations.
Strong critical-thinking skills in understanding metrics and research insights to inform strategic planning and implementation.
Highly effective written and verbal communication skills that drive action.
Proficient use Sharepoint (or other similar platforms).
Effective in written and verbal communication.

Preferred Skills, Knowledge and Experience:

Experience in effectively communicating via written and verbal methods in a global organization.

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October 28, 2024
Senior Director, People and Organizational Capability Senior Director, People and Organizational Capability

PURPOSE OF THE POSITION:
Reporting to the Global Chief People Officer, this role, together with the current People & Organizational Capability team is accountable for:

Developing and implement an integrated strategy for People & Organisation Capability for the organisation to deliver on Our Promise.
Knowledge of the development and evolution of the organization’s Culture.
Driving a robust organisational wide leadership framework.
Developing strategy for building capability across the Partnership at all levels.
Developing WV’s Learning ecosystem strategy focusing on organisational core requirements including compliance training and core competencies.
Developing clear strategically aligned succession plans with deep and diverse talent to drive career progression of top talent.
Evolving Performance Management to drive the mind-sets and behaviour of the staff as aligned in Our Promise and measuring staff engagement via Our Voice.

KEY RESPONSIBILITIES:

Organizational Culture:

Knowledge of the development and evolution of the organization’s Culture – the series of employee beliefs, attitudes and modes of behaviour that collectively define the company’s character and which determine its ability to achieve optimal operational efficiencies and sustainable growth.
Drive organizational analysis to review quantitative or conceptual problems and situations, and draw valid conclusions from data presented for the purpose of business needs. This includes the ability to identify significant trends, relationships, and themes relevant to the organization.
Knowledge of the principles and practices of organizational design and the ability to create, implement, and evaluate organization redesign interventions and efforts.
The ability to successfully prepare long-range plans for diverse, multi-functional areas, contribute to partnership-wide, entity and operational strategies in a measurable and valuable way.

Leadership & Executive Development:

Review existing global leadership development practices – qualitative assessment, ROI etc in order to align organizational approaches into a common global framework.
Gain and maintain WV executive endorsement (conceptual, time, resources – including financial) to the WV way of Leadership Development. This will involve introduction of targeted new initiatives, aligning current and curtailment of some current activities. Core elements may be defined and delivered globally with regional and local activities aligned to the core framework and strategy. Key focus areas for global delivery are likely to be orientation to Leadership within World Vision, development for identified Talent and developing good people and organisational management practice at leadership and key management levels.
Consult, influence and deliver innovative solutions where resource restrictions occur across all office types.
Monitor and report at Executive level on progress of implementation and enhancement of WV leadership culture.
Engage and partner with external organisations in order to collaborate across the industry and share appropriate resources as needed.

Learning & Development (L&D):
Develop organisational wide learning strategy to meet organisational objectives.
Develop a learner centric approach to World Visions learning ecosystem.
Engage appropriately with the organization’s L&D leaders and practitioners.
Ensure best practices are executed with sound adult learning principles, instructional design and fit for purpose execution using transformative learning methods.
Lead strategies and initiatives to increase learning and developments standards, quality and impact across the partnership.
Assist in the building or consolidation of a network and resources for L&D professionals.
Appropriately engage with external parties in the industry to leverage L&D building opportunities.
Influence senior leadership’s understanding and commitment to effective and integrated L&D activities.
Integrate Learning and Development strategies with Performance Management, Talent Management and Leadership Development.

Global Talent Strategy and Partnership Alignment:

Develop the philosophy, strategy and standards for how talent management helps the Partnership respond to talent-related opportunities and demands.
Establish and promote a global talent management strategy alongside a regular rhythm of intentional talent reviews to be owned and championed by key executives across the Partnership.
Author and own the long-term Executive talent management strategy.
Gain commitment to a framework of actions and initiatives which will arise from Talent Management processes, e.g. partnering on development and coaching recommendations, organizational support and review, career transition etc.
Ensure that the Talent Management processes include dealing with low performers who have reached or passed potential with a lower aligned to leadership competency profiles.
Work directly with WV Executive Leadership Team to undertake group wide Talent Review processes, moving to supporting as these processes are better embedded.
Establish a clear set of career paths available within the Partnership and process by which these are tied into results of talent reviews and development conversations.

Succession Planning:

Instigate best practice and WV specific requirements in succession planning which encompasses most critical roles of the organization.
Integration with Talent Management initiatives.
Integration with global diversity and inclusion initiatives and targets.
Integration with top talent for longer term development planning.
Implementation will require actual and virtual cross regional leadership, high level project management and consultation with the CPO.
Forecasting future leadership needs and coordinating that with the global workforce planning team.

Performance Management & Employee Engagement:

Develop an integrated Performance Management strategy that integrates with organisational strategy, learning and development, talent management and leadership development.
Champion Performance Management strategy that drives and encourages the mindsets and behaviour of the staff as aligned in Our Promise.
Build global procedures and rhythm for annual performance and development touchpoints to ensure employees have robust performance goals and outcomes, individual development plans and career conversations with management.
Plan and design automation strategy for Performance Management activities and tracking.
Oversee processes and reporting needs pertaining to annual staff survey.
Engage with Executive Leadership to champion the use of annual staff survey to drive improvement in leadership effectiveness across the organisation.
Build networks and partnerships both internally and externally to establish performance management practices that are future focused to address upcoming talent needs.

KNOWLEDGE, SKILLS AND ABILITIES:

At least 10 years’ experience leading heads of Leadership Development, Learning & Development, and Talent Management.
Experience within the global field with strategies to address the various viewpoints of diversity, equity & inclusion that come amongst differing cultures.
Extensive experience providing HR capability to senior executives, President/CEOs, and boards.
Track record of designing and successfully implementing leadership development, L&D, talent management and/or performance management and engagement surveys.
Strong leadership skills and team management capabilities. Proven people leader, coach and mentor, coupled with experience in indirect and virtual leadership.
University degree in HR, Business or related field. A relevant Masters degree would be considered desirable, coupled with extensive senior and executive level HR management.
CIPD, HRCI, or SHRM certification or similar.
English required. Ability to communicate in French and Spanish a plus.

Preferred:

Proven people leader in indirect and remote working modes.

Work Environment/Travel:

Willingness to travel up to 30% of the time.
Ability to work according to local time zones wherever WV functions.

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October 28, 2024
Director, Network and Security Operations Financial Accountant – East Africa Regional Office

PURPOSE OF THE POSITION:
The Director, Network and Security Operations role is an influential role that determines how to implement the defined technology strategy and is a member of the AWG (architecture working group) for the partnership. This position is responsible for managing the Network and Security Operations group to deliver solutions on a global scale and ensure support for operational activities. The teams will define and maintain technical standards/roadmaps and work closely with field staff to deploy and/or support. This position champions architectural principles, artifacts, and technical roadmaps to create an environment that is responsive to change and supports the delivery of the business strategy.
Individuals in the IT Director II roles are responsible for managing, maintaining and developing global IT processes and standards relevant to their area. They manage multiple IT processes within one functional area and provide IT services to multiple regions globally.
Individuals within the IT leadership job family have responsibility for activities that contribute to planning, creating and implementing an IT vision and strategy aligned with the company’s strategic business plan. They oversee the development of corporate standards, technology architecture, technology evaluation and transfer. They manage small to large teams of people responsible for developing and delivering IT solutions for the business and customers. Each role within this job family provides technical and business leadership to their organizations as well as to the business.
IT Leaders are also responsible for analyzing trends in technology, assessing the impact of emerging technologies on the business, providing solutions to address technology and business issues, and managing financial resources while ensuring the development of high-quality technology solutions. These solutions must be developed at the best possible cost and be aligned with customer and business needs while establishing relationships with employees and key internal and external stakeholders. They are also responsible for participating and leading the development of an IT governance framework that defines the working relationships and sharing of IT components among various IT groups within the organization.
To be successful, individuals must possess a combination of business, technical and leadership skills and competencies. This requires an understanding of client’s business needs, processes and functions. They also need a solid knowledge of IT infrastructure, architecture, applications development and support, networks, and computer operations. In addition, individuals working in this job family must have excellent communication skills and the ability to influence others.
Individuals in the Architect job family interface across all business areas, acting as visionaries to proactively assist in defining the direction for future projects. They conceive strategies, solutions, build consensus, and sell/execute solutions. They are involved in all aspects of the project life cycle, from the initial kickoff through the requirements analysis, design and implementation. Additional responsibilities may include the establishment of the overall architectural viewpoints and the establishment and oversight of organization standards and policies. Architects identify major system interfaces, build e-business capabilities, and identify existing architecture weaknesses and opportunities for systems.
KEY RESPONSIBILITIES:
Business and IT Strategy:

Implements the tactical components of the IT strategy at an Enterprise level.
Works with business partners to understand business needs.
Manages the development and implementation of IT initiatives to support business strategy.

Change Management:

Embraces and executes change through frequent, communication to staff and clients about the change and the impact of the change (individual and business).
Consistently advocates for the change.
Coaches staff through the change.
Identifies and removes obstacles to change.

Governance:

Provides input into demand management process and executes on plan.

Architecture:

Provides input to technology planning within a functional area.
Implements solutions consistent within current context of overall architecture.

Process Improvements:

Implements defined process improvements.

Finance:

Participates in the development of IT budgets.
Tracks and takes appropriate steps to stay within budget.
Provides high-quality services at optimal cost to customers.
Measures service performance and implements improvements.

IT Technology Development:

Develops and implements technologies to improve the performance of a business efficiency and effectiveness.

Service Level Agreements (SLAs):

Participates and provides input to the SLA development process.
Ensures internal SLAs are met.

Vendor Management:

Provides advice and counsel to the vendor relationship decision-making and contract development processes.
Reviews service provider performance.
Identifies and confirms performance problems and notifies contract managers.

Resource Management:

Meets regularly with team to gather work statuses.
Discusses work progress and obstacles.
Provides advice, guidance, encouragement and constructive feedback.
Ensures work, information, ideas, and technology flow freely across teams.
Establishes measurable individual and team objectives that are aligned with business and organizational goals.
Documents and presents performance assessments.
Recognizes and rewards associates commensurate with performance.
Implements organizational practices for staffing, EEO, diversity, performance management, development, reward and recognition, and retention.

Workforce Planning:

Identifies the roles, skills and knowledge required to achieve goals.
Ensures staff has the resources and skills needed to support all work initiatives within the assigned function or Center of Competency (COC).
Participates in IT workforce deployment activities.

KNOWLEDGE, SKILLS AND ABILITIES:

Bachelor’s or Master’s Degree in Computer Science, Information Systems, or other related field. Or equivalent work experience.
Requires experience in managing high performance teams and building relationships with people at a variety of levels.
Strong leadership skills.
Expert technical knowledge in at least one of the domains within the portfolio and working knowledge in the other(s).
Typically have 10 or more years of experience in multiple IT areas.
Experience with digital transformation initiatives (IAM, data analytics, etc).
Experience in the architecture realm: principles, design patterns, solution design.
Effective in excellent written and verbal communication in English.

Preferred Skills, Knowledge and Experience:

Experience in technology strategy planning and roadmap creation.
Experience in leading big change and influencing others.
Requires exposure to multiple, diverse technologies and processing environments.

Work Environment/Travel:

The position requires ability and willingness to travel domestically and internationally.

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October 28, 2024
Fleet Supervisor Fleet & Administrative Assistant(3) Global Director, Digital CX Experience

Fleet Supervisor
Reporting to : Support Services Manager
Grade Level : 13
Purpose of Position
Provide overall supervisory of the World Vision Kenya fleet ensuring promotion of efficiency and effective business process that increase fleet values and benefit through timely and effective fleet planning, selection, right sizing, operation and retirement in a manner that promotes continuous improvement and innovation in line with WV’s standards and guidelines and ensures alignment with applicable Government policies and strategies. In order to perform this role effectively, the position holder must be able to effectively communicate and demonstrate World Vision’s Christian ethos, values and strategies as outlined in Our Promise.
Major Responsibilities
Fleet Management 50%

Ensure effective utilization of WVK Fleet through proper planning and itinerary management
Undertake technical evaluation of fleet needs as per policy and procedures.
Continuously review fleet policy and procedures and ensure its enforcement
Provide day to day supervisory to fleet needs and operation.
Work with regional drivers and ensure all vehicles expenses are loaded to fleet management system.
Develop and measure fleet KPI continuously to a certain efficiency
Create and maintain fleet inventory in the FMS with all relevant documents for easy access and retrieval.
Customize fleet procurement as informed by terrain around WVK program area.
Continuously promote technology to enhance fleet efficiency
Coordinate selection, Procurement, installation and management of fleet tracking devices for effective operations.
Automate and standardize fleet fuelling with good controls that are informative.
Ensure that all vehicle have specific fueling cards with tags with specified parameters and fuel utilization monitored for efficiency and to avoid any incidences of fraud or wastage
Facilitate procurement of Insurance for all vehicle and motor bikes
Advice management on vehicle replacement and disposal
Ensure timely payment of Fleet Service Providers
Support Regional liaison officers and all drivers on the technical vehicle needs ensuring efficiency and effectiveness
Ensure compliance of all policies and standards by all drivers
Ensure proper records and reporting for all vehicles and journeys made

Fleet Maintenance 25%

Ensure that the organization engages reputable service providers to conduct fleet maintenance
Liaise with all service providers to ensure that they provide effective and efficient services
Carry out technical evaluation of service, maintenance and repairs quotations from suppliers
Monitor and evaluate insurance repairs and reduce lead time

Team Management and Supervisory 20%

Provide supervisory services to all drivers at the National office and remotely in the field through their line managers ensuring that qualified drivers are recruited, understand their role and deliver as required
Establish robust facilitation schedule and assign tasks to drivers to ensure staff and visitors are facilitated to perform their duties accordingly
Conduct technical capacity assessment of drivers based on the common trend of incidence and parts replacement
Identify capacity gaps and conduct training to ensure all drivers are performing at optimal levels of competence
Undertake product training on new vehicle systems
Conduct fleet safety training to mitigate accident
Equip drivers with relevant tools and equipment’s to support service delivery
Expose drivers to international events.
Respond to all technical drivers demands on fleet as they experience with the aim of increasing their vehicle knowledge
Ensure all driver have all documentation required and approved logs for all vehicle movements

Others 5%

Participate in committee & Task forces requiring security input or guidance.
Any other duty that may be assigned by the supervisor or designee

Knowledge, Skills and Abilities

Diploma in automotive engineering or transport & logistics a related field from a recognized institution coupled with 8 years’ experience or a degree in automotive engineering, Operations, or related field with 7 years’ experience
A degree in transport, logistic or operations management or related field is an added advantage
Minimum of 7 years’ experience in fleet management three of which must be in supervisory levelValid driving license with class A, B, C and E
Training in defensive driving from a recognized institution
Training in First Aid
Computer skills, including proficiency in MS Office suite
Ability to conduct minor motor vehicle diagnosis and trouble shoot
Knowledge of transport regulatory acts/Law
Business oriented mind set
Track record demonstrating high integrity, reliable and dependable
Excellent communication skills
Networking and influencing skills
Ability to work with minimal supervision.

License, registration, or certification required to perform this position:

Valid Driving license
Basic knowledge of vehicle maintenance
Automobile Association of Kenya competence certification.
Occupational Trade Test II for drivers
Current Certificate of Police clearance

Technical Skills & Abilities:

Fluency in English.
Experience in troubleshooting, diagnosis and repair of modern vehicles
Experience in supervision skills, including training, mentoring and supporting staff
Excellent written and verbal communication skills, including report-writing and formal communication skills.
Excellent computer skills, including proficiency in MS Office
Strong negotiation skills.
Cross-cultural sensitivity, flexible worldview, and ability to work with a wide range of people from different backgrounds.
Emotional and spiritual maturity and ability to lead a team of professionals.
Good understanding of World Vision and Sphere relief standards.
Ability to exhibit exemplary lifestyle as interpreted in specific local cultural context.

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October 28, 2024
Senior Adviser, External Engagement

PURPOSE OF THE POSITION:
Our Promise Phase 2 recognizes high quality, focused, strategic external engagement is critical to achieving World Vision’s objectives. This role leads, operationalises and develops a global External Engagement Framework which enables targeted, aligned and leveraged external engagement with Tier 1 and 2 Stakeholders on priority agendas. The Senior Adviser coordinates and facilitates the contribution of more than 20 global and regional teams, building consensus for and input to co-created strategic planning, operationalisation, reporting and intelligence sharing processes. The Senior Advisor is also Relationship Manager for a leading external stakeholder (such as bilateral, multilateral or global financial institutions). As such, the Senior Advisor leads internal collaboration and planning processes to develop a comprehensive Stakeholder Engagement Plan supporting income, influence and impact objectives; and is also responsible for leading and coordinating external engagement with priority individuals, teams and functions within the institution.
KEY RESPONSIBILITIES:

Lead operationalisation of World Vision’s global External Engagement Framework, enabling targeted, aligned and leveraged external engagement with Tier 1 and 2 Stakeholders on priority agendas. Tier 1 & 2 Stakeholders are strategic WVI partners considered critical to the achievement of Our Promise. Tier 1’s are: UNICEF, World Food Program, European Union, Joining Forces/Child Rights Now, the World Bank, the Global Fund for AIDS, TB & Malaria, Tier 2s include FAO, UNHCR, UN OCHA and 21 other faith- and issue-based, sector, regional, bilateral and multilateral partners.
Chair the External Engagement Advisory Group, coordinating inputs and contributions from 20 multi-disciplinary, multi-locational teams at
global and regional levels.
Review, update and operationalise an External Engagement Results Framework enabling shared reporting on external engagement impact and contribution to Our Promise, and for sharing valued intelligence from engagement across the Partnership in support of income, influence and impact objectives.
Oversee engagement, support and enabling of senior leaders to contribute to high quality strategic external engagement.
As global Relationship Manager for engagement with a global Tier 1 stakeholder (tbc), coordinate, develop and operationalise a strategic Stakeholder Engagement Plan delivering against income, influence and impact objectives and enabling intelligence sharing and reporting on engagement results.
Manage the Adviser, External Engagement.

KNOWLEDGE, SKILLS AND ABILITIES:

At least 10 years relevant job experience, including management, in complex, global development/humanitarian organisations.
High level understanding of key operational approaches and methodologies across a broad range of advocacy and external engagement disciplines (stakeholder engagement, public policy, local level advocacy, communications, campaigning, social mobilisation, child participation, reource acquisition, faith engagement, sectoral/technical engagement).
Strong experience in matrix management, coordination and direction of large numbers of dispersed, multi-disciplinary internal stakeholders
and teams, including senior leaders.
Strong understanding of key global development agendas, including the 2030 Agenda for the SDGs and the Global Climate Action Agenda, and entry points for civil society engagement and leverage.
Strong familiarity with relevant UN and coalition processes across global capitals (NY, Geneva and Brussels).
Strong understanding of knowledge management and advocacy and external engagement design, monitoring and evaluation, including the development of multi-disciplinary results frameworks.
Excellent writing skills and the ability to translate complex material and data into coherent narratives that resonate with both internal and external stakeholders.
Masters degree in Public Policy, Interntional Relations, International Development, International Law, Political Science or a related field.
Experience in enabling collaboration and consensus building across multi-disciplinary and multi-cultural teams, including virtual teams.
Excellent negotiation, facilitation and collaboration skills with a demonstrated ability to think strategically, synthesize complex information and develop innovative influencing and engagement approaches.
Strong relational and communication skills with a demonstrated ability to communicate successfully with internal and external stakeholders in all segments of the development and humanitarian field, including high level decision-makers.
Ability to lead independently on fast-paced issues, tight deadlines and the ability to juggle competing demands.
Ability to travel internationally.
Professional fluency in English.

Work Environment/Travel:

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

Apply via :

careers.wvi.org

October 28, 2024
Faith and Development Project Manager – Empowered World View Grants Acquisition and Management Program Officer

PURPOSE OF POSITION
The purpose of this position is to effectively manage and coordinate the EWV Scale up Project Phase 2 and ensure that the project outcomes are realized within the stipulated time. The Project Manager is the contact person with all National offices that are implementing EWV and a lead trainer and mentor of the approach and will assume responsibility for ensuring that the project activities are integrated and mainstreamed globally. Primarily the position will ensure capacity is strengthened across the targeted offices within and outside the region as per the project design. In addition, the person will ensure evidence building is achieved throughout the project cycle, by ensuring that best practices and key lessons are being documented, communicated and shared across the Partnership to inform better programming. The role is critical in ensuring that EWV program quality standards are in place and are fully being integrated in National Office (NO) strategies and Technical programs to realize Our Promise.
MAJOR RESPONSIBILITIES
40% – Ensure that EWV is integrated into Field Office (FO) strategies, technical programs and grants, including in fragile contexts

Ensure sufficient field office capacity for EWV (ToTs) in collaboration with the Technical Specialists
Coach and mentor EWV ToTs to cascade the program.
Engage Operations & Program quality teams to ensure FO leadership support
Coordinate regional team of EWV trainers across all regions
Ensure EWV is integrated with other technical projects at field level
Collaborate with NO GAM teams to ensure EWV is written in the grant proposals

15% – Project Management and Serves as the main point of contact with WVUS in ensuring donor promise is achieved and communicated well.

Coordinate development of annual plans and budget for the Scale Up Project
Collaborate with implementing NO’s to prepare donor facing reports
Work with the finance team to ensure efficient and effective utilization of the resources
Supervise staff under him/her.

25% – Strengthen EWV Design, Monitoring & Evaluation for greater impact

Collaborate with Global Centre (GC), Regional Office (RO) and NO Program quality teams to ensure EWV indicators are standardized and applied across all FO EWV projects
Work with GC to complete the EWV Project Model documentation as a CPM
Work with GC to develop the ‘Design Implementation Quality Assurance’ documentation
Support NO’s to ensure that EWV activities and progress are captured in horizon
Support and coordinate EWV related research
Coordinate EWV publications
Coordinate the annual EWV Global learning forum

15% – Support and coordinate scale up of EWV in new National offices and with partners:

Ensure quality implementation of EWV in new offices,
Coordinate training of Trainer of Transformers (ToTs)
Build strong relationships with partners and especially the faith actors to uptake EWV
Support testing and scale up of EWV children and adolescents version
Work with implementing offices to strengthen integration of EWV into the Development Programme Approach
Manage the pace of EWV scale up to ensure new offices have the capacity and leadership to implement EWV with quality

5% – Other responsibilities:

Participate in other organizational meetings as required.
Participate in National offices strategy reviews

KNOWLEDGE/QUALIFICATIONS FOR THE ROLE
Required Professional Experience

At least 5 years of experience in development field
Spiritual maturity; clear articulation of personal faith in Christ about how their faith informs their life and work. Able to stand above denominational diversities.
Knowledge and experience with WV operations
Knowledge and experience with WV faith and development principles
At least five years of programme management experience
Facilitation skills in training or facilitating staff and community level empowerment approaches.
Experience in design, monitoring and evaluation (DM&E)
Ability to work in a cross-cultural environment
Must be computer literate
A good team player
Good communication and good inter-personal skills
Needs excellent English language skills, both oral and written
Understanding of basic accounting

Required Education

Degree in related field desired (A Master’s degree will be an added advantage)

Work Environment

Office-based with frequent travel to the field
30% International travel is required

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Use the link(s) below to apply on company website.

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October 28, 2024
Regional People & Culture (HR) Manager

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.
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 assigned 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 Our People 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 Whistleblower-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:

Substantial experience in a HR 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.
Minimum Bachelor’s degree in HR or equivalent.
Professional membership of relevant HR body.
Effective written and verbal communication in English & French.

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.

Apply via :

careers.wvi.org

October 28, 2024
Project Officer

Reporting to : Cluster Manager
Work Location : Bandaptai & Kalawa
Purpose of Position

To successfully implement Sanitation and Hygiene interventions hence contribute to child wellbeing outcomes. S/he will ensure integration with sponsorship management interventions.
To successfully do so, the S & H Officer must be able to effectively communicate World Vision’s Christian ethos and demonstrate a quality of spiritual life that serves as an example to others.

Major Responsibilities
Effective Project Design, Planning and implementation(30 %)

Facilitate timely and quality implementation of Sanitation and Hygiene project.
Ensure that business processes, standards and guidelines related to, Sanitation and Hygiene initiatives are effectively applied in project implementation.
Facilitate field visit for all respective line ministries to inspect progress of works and validate all the inspection reports (this includes quantified work done)
Facilitate communities to identify viable Sanitation projects and ensure their participation in the implementation of the same
Ensure cross cutting themes are integrated into the S&H project
Conduct CLTS interventions and facilitation of declarations of ODF Villages
Coordinate where applicable health interventions for ensuring integrated WASH implementation.

Quality Assurance – Monitoring, Reporting and Documentation (25%)

Supervise and Monitor Sanitation and Hygiene interventions in strict adherence to WV Kenya, Kenya government regulations, WHO and the SPHERE standards.
Development of Project Designs and Annual Operation Plans. (4D matrices, DIPs, Annual Budgets).
Facilitate S&H project surveys (Assessments & Baselines) and evaluations.
Develop quality monthly, quarterly, semi- annual, annual and end of projects reports in accordance with donors and WV Kenya requirements.
Document and disseminate best practices on Sanitation and Hygiene projects in the ADP.
Ensure budgetary utilization is within acceptable limits/range.
Ensures participatory monthly data collection are conducted (involving communities and partners) using the standardized tools
Contextualization and utilization of reporting guidelines

Enhanced Empowerment and Capacity building, 10%

Capacity Building of CBOs S&H intervention and Schools on formation of S&H clubs
Capacity building communities in programming and implementation of S&H projects.
Support preparation and conducting training of community groups and members on Community led total sanitation (CLTS)
Conduct hygiene and sanitation promotion training sessions.
Incorporate in all trainings and project interventions economic empowerment and sustainability interventions
Mobilise and empower the Church, other faith groups and Community based organization to integrate empowered World development in WASH interventions

Advocacy, Engagement Networking and Partnerships 10%

Gather and provide quality feedback and data to be used to develop technical papers and recommendations on key issues for external engagement with decision makers
Establish and sustain working relationships with Government Departments and Agencies relevant to the programme’s focus area at the Ward, Sub County and County levels
Participate in the Annual County Government’s Planning and Budgeting process and influence resource allocation to the priority needs of the most vulnerable groups within the Programme Area
Ensure that Program participants and partners are kept informed of all the Government laws and policies in respect to the Technical Program being implemented and any changes to government laws, policies and budgets
Work with partners and coalitions to engage in advocacy activities with the government structures at the County level, to address the needs of local communities and inform national level advocacy initiatives
Work with community groups to utilize advocacy approaches such as Citizen Voice and Action (CVA) and Child Protection Advocacy (CPA) to enable service users and local partners to engage directly with local government service providers to improve the quality of government services for children and to generate information and evidence for use in national level advocacy work.
Ensure effective mobilisation of community groups, youth and children, empowering them to hold their governments to account
Support community groups, youth and children to engage constructively with duty bearers and service providers to improve access to, and quality of, essential services.

Resource Acquisition (10%)

Develop timely and accurate funding proposals in line with donor requirements and WVK standards in collaboration with ADP Manager, other sector specialists
Mobilize the community for community contribution for project interventions

Sponsorship Management (10%)

Ensuring Integrated Sponsorship monitoring
Participate in Child Sponsorship Management
Provide project data for STEP system & Child monitoring and ensure use of STEP data for project programming.

Others (5%)

Any other duties as assigned by the Supervisor

Knowledge, Skills and Abilities

Degree in Public/Environmental/Community Health or a related field.
Minimum two years proven experience in working/programming in either relief or development including managing a large scale Community based water project with evidence of successful implementation of similar projects
Good understanding of SPHERE and other international standards.
Knowledge of MS Office, Outlook and statistical program (e.g. SPSS).
Ability to conduct community S&H needs assessment, program planning, implementation, monitoring and evaluation of S&H activities

Apply via :

careers.wvi.org

October 28, 2024