Job Opportunities in Tanzania | word vision

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Job Opportunities in Tanzania | word vision

Job Opportunities in Tanzania | word vision

Job Opportunities in Tanzania | word vision >>>>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

Global Director, Humanitarian Operations Job Opportunity

*Position to be located within a jurisidiction (country or U.S.State) where WVI is registered to operate.


The Global Director of Humanitarian Operations plays a critical leadership role to ensure that the World Vision international Partnership is equipped to prepare for and respond to humanitarian emergencies and to oversee & support WV’s portfolio of major humanitarian responses, which in FY18 enabled WV to reached 14 million people with humanitarian assistance in response to 140 disasters in over 40 countries, and totaled $692 million, over a third of WV’s total ministry spend.

The role set’s WV’s disaster management standard, leads WV’s global surge capacity and capability development, matrix manages Regional Humanitarian Directors & national Emergency Response Directors and oversees $2 million of pre-positioned emergency supplies and our $7 million emergency preparedness & response fund.


Humanitarian crises are affecting more people and for longer. Driven by conflict, climate change and disaster over 130 million people worldwide need humanitarian assistance and protection just to survive.

The number of active emergencies with an international response has doubled in a decade. Conflict related crises are increasingly protracted, with average emergency responses lasting 7 years and 60% of people receiving humanitarian assistance doing so for 5 years or more.

For children facing emergencies these large scale, protracted humanitarian crises means that much of their childhoods are too often scarred by violence, long term displacement and disrupted education with their psychosocial needs increasingly recognized.

 After years of decline global hunger is growing again. From 2015-17 the number of people experiencing crisis-level food insecurity or worse increased from 80 to 124 million.

Humanitarian principles are under attack and the international humanitarian system is changing. Aid work should be protected under international law, yet hospitals are bombed, aid workers targeted and civilians starved by armed groups. 

Despite growing humanitarian funding (from US$4 billion in 2005 to $15 billion in 2018) a huge funding gap remains, of around 40% in most emergencies. New ways of working are bringing greater effectiveness & efficiency through cash based assistance, digital innovation and more local, durable and preventive solutions.

Responding to the needs of vulnerable children in humanitarian emergencies has been central to World Vision’s identity and ministry since our founding. WV’s core values, mission statement, Board policy on ‘Disaster Management and Conflict Response’ and Our Promise’s strategic imperative to ‘deepen our commitment to the most vulnerable children’ all reinforce our commitment to principled humanitarian action framed by our Christian identity and child focus.

In FY18 World Vision reached 14 million people (incl. 10 million children) with humanitarian assistance in response to 140 disasters in over 40 countries. Disaster Management ministry totaled $692 million, over a third of WV’s total ministry spend.


  • Monitor and support new and evolving humanitarian emergencies and WV responses. Participate in emergency declarations, advising on strategy & identifying where global capacity is needed to supplement local, national and/or regional capacity.
  • Lead and manage WV’s global Humanitarian Operations (HOps) Team and matrix management to Regional Humanitarian Directors & national/local Emergency Response Directors.
  • Setting and upholding World Vision’s standards for disaster management.
  • Build and monitor WV’s Disaster Management capabilities at national, regional and global level.
  • Develop, maintain and deploy WV’s global rapid response and pre-positioning capacity: leading WV’s Global Rapid Response Team & overseeing WV’s pre-positioned emergency supplies and emergency preparedness & response fund.
  • Position World Vision as a leading humanitarian agency, overseeing WV’s relations and engagement with UN OCHA and engaging regularly with sector peers.
  • As a member of WV’s global Disaster Management executive team, contribute to the strategic direction and effective functioning of the Disaster Management team.



  • Bachelors-level degree in International Studies.
  • Leadership and senior management experience in a complex global organisation.
  • Minimum of 10 years operational and management experience in the humanitarian sector, including at field level in major emergency responses.
  • Extensive knowledge of the international humanitarian sector (including standards, systems and actors) and strong track record of relationships and external engagement in the sector.
  • Verbal and written fluency in the English language.

  • Master’s Degree in International Studies with focus on humanitarian action.
  • Leadership and management development studies.
  • Humanitarian studies and/or humanitarian leadership development.
  • Effective communications – written and spoken with media, public presentations etc.
  • Technical skills and experience in relevant area (e.g., programmes, logistics, security. management, humanitarian protection, accountability, technical sectors [e.g., WASH]).
  • Some proficiency in other languages (e.g., French, Spanish, Arabic, Portuguese).
  • Experience working in a range of international and cultural settings and at global capital level.
  • Management of a dispersed geographic team.
  • Financial and budget management.
  • Risk management in humanitarian settings.

Work Environment:
The position requires ability and willingness to travel internationally up to 40% of the time. This will include insecure areas and locations where basic services are damaged or limited as well as high level external representation in global humanitarian capitals such as Geneva and New York. 

Some travel may be at short notice if needed in response to humanitarian emergencies and on rare occasions may need to be prolonged for up to several weeks. 

A day-to-day working base could be from a WV office and/or home office environment, preferably from a well-connected international travel hub location. During home/office working times, extensive virtual/online interaction across several international time zones would be common so flexibility in daily working hours and routine is both possible and necessary.


Director, Talent Management Job Opportunity

*World Vision Internal Applicants Preferred.


The Director, Talent Management, is responsible for leading and delivering an integrated global talent management strategy supporting Our Promise ‘people’ requirements focusing on both the organisational needs, and the individual perspectives. 

Key responsibilities of this role include: understanding external trends, current internal workforce capabilities and delivering talent management models and ‘people’ pipelines for the implementation waves of, and enabling, strategic connections between Our Promise initiatives (i.e. 1-3 years, 5-10 years and Fragile, Transitioning Economies, Responses and Development Offices), workforce planning, and organisational design. This will ensure that executive/senior leadership positions are defined and this group of globally diverse individuals are identified, assessed, developed, monitored and managed.

This role will also ensure staff are living out our core competencies and modelling our mindsets and behaviours for placement into leadership roles driving maximum talent effectiveness and efficiencies, as well as building the organization and its sustainability. 

Another important aspect of this role, is actively influencing managers to own their talent activities, including, but not limited to, talent related risk and driving the integrated talent management cycle.


  • Leads the global integrated talent management strategy including succession planning process across the partnership.
  • Responsible for delivering on ‘best in class’ integrated talent management strategy, working plans and practices across the Partnership. Works closely with Executive/Senior Leaders and P&C leaders to ensure implementation, monitoring, evaluation and reporting on the strategy through the following:
  • Fulfills WVI Board requirements for integrated Partnership Talent Management Strategy including Succession Planning for the key leadership positions’ – delivery and presentation to International President/CEO and WVI Board and prepares executive and Board reporting and materials as needed.
  • Creates the ‘talent story’ through interpreting external trends (looking at the future), understanding current workforce analysis and interpreting/sharing this data to build out future pipelines for leadership positions that other departments need to deliver on (i.e. sourcing and recruiting, leadership development and capacity building).
  • In collaboration with Leadership Development, influence’s talent approaches, products and standards utilized across the Partnership. This includes but not limited to: effective creating, influencing, engaging, monitoring with and reporting on career development activities. Meeting with key leaders to find out their organizations talent aspirations (e.g. interests, mobility, strengths and gaps).
  • Effectively engages and influences senior leaders to facilitate staff movement/development and talent identification conversation for leadership roles.
  • Creates new pools of leadership talent from a Partnership approach by identifying and determining ‘next level or generation’ leaders specifically aligned to and support of Our Promise – including new pools for Fragile, Transitioning Economies and Marketing/Fundraising for offices.
  • Ensures that tools, practices, and the work across the Integrated Talent Management portfolio is aligned, coordinated and happening – leveraging connections across Leadership Recruitment, Leadership Development, Performance Management and Organization Development.
  • Supports the talent review processes across the organisation, providing guidance to line leaders to submit timely and accurate Succession Plans for annual WVI Board reporting.
  • Creates a job matrix/’career path’ for key leadership positions in order to clearly identify feeder positions. This includes job competencies, mindsets and behaviors supporting Our Promise and based on validated talent data.
  • In collaboration with Leadership Development portfolio, establish high potential profile talent identification, assessment and development.
  • Inputs and uses the Our People Succession Planning tool to allow for optimal talent analytics, planning and review.
  • Identifies new talent approaches and continual improvement in quality of information on ‘talent/people’ for the Partnership.

Leadership Career Coaching:

Implements robust, timely and on-going conversations with line leaders in supporting and ‘owning’ their various leaders talent activities and development. Sharing of information about how and where their talent is showing up in other places (i.e. through recruitment, participation in internal meetings, talent pools, SLDP, GLO) and supporting them to have meaningful career conversations with their staff – ensure understanding that they have responsibility for their people.

Support P&C and line leaders to engage and understand coaching as a development tool.

Talent and Succession Forum:

  • Leads the Talent and Succession forum. This forum will ensure deeper, broader and more integrated approach to leadership talent identification and sharing, (i.e. talent spotting, mapping and talent exchanges – after each GLO, SLDP exchange of insights and data on talent), understanding partnership trends, proactively recommending talent for open positions and career planning/discussions across the partnership. 
  • Initially launched for the SMT level roles, and then identifying and moving into ‘next generation’ leaders for long term organization sustainability (time frame to be agreed upon).
  • Monitors leadership talent (GL 18+) to build out talent awareness, profiles/plans and recommendations for next development steps (part of talent career management).
  • Drives talent exchanges and data sharing with P&C BPs in the GC, Support and Regional offices to open up talent conversations and break down silos – encouraging a ‘one partnership’ approach to leadership talent management.
  • Participates in various P&C cross functional projects as needed.
  • Willingness to lead and attend devotional activities and Day of Prayer.


  • Bachelor’s Degree and a minimum of 10+ years’ experience providing People & Culture (HR) experience, consulting or coaching to executive and senior leaders with significant experience in roles with a global organization.
  • Critical need for influencing skills working with executive and senior leaders – exhibits proven experience and success in this area (C-suite).
  • Understanding of World Vision’s ministry, National and Support offices focusing on key people/business integration and intersection points.
  • Successful ability to work through, and in ambiguous and continuously changing environments.
  • Highly results oriented in strategy delivery through influence.
  • Broad HR experience to be able to make linkages between talent and succession planning and broader people and culture agenda, as well as the organizational strategy.
  • Highly developed commercial and/or business analysis skills – ability to create ‘meaningful stories’ from various data points for decision making purposes and delivery of these outcomes.

Prior people management experience.

  • Must understand the NGO context and the skills and experiences beyond the P&C remit for talent to achieve their potential within WV.
  • Strong project management capabilities. Proven collaborator, coupled with experience in indirect leadership of teams and virtual teams to achieve strategic agenda.
  • Demonstrated ability to communicate and influence effectively across cultures and all levels of the organization Demonstrated expertise in building and maintaining strong, productive and mutually beneficial professional networks.
  • Deep understanding of organizational infrastructure, P&C strategic direction, People and OD practice challenges, trends and best practice within this industry and professional services type organizations.
  • Clear understanding of integrated talent management, succession planning and coaching skills with evidence of effective application across international contexts and cultures.
  • Exceptionally strong interpersonal, influencing and communication skills, especially with credibility at senior executive levels (C-suite), and capacity to adapt effectively across WV’s different operating units.
  • Excellent written and verbal communication skills in English, both oral and written, and ability to convey information effectively, write persuasively in a variety of styles for a variety of audiences, and communicate cross-culturally and within inter-faith settings.
  • Able to develop and maintain professional relationships (internally and externally) at all leadership levels.
  • Deep understanding and expertise in adult learning and development and organizational application of learning.
  • Strong understanding of organizational politics and the demonstrated ability to navigate successfully within the same
  • Highly developed and successful consultancy and influence skills.
  • Excellent written and verbal communication in English (additional languages desirable) including Board paper writing and presenting to senior leaders.
  • Master’s Degree highly desirable.
  • Clear and positive Christian faith commitment and capacity to provide leadership and guidance in this area, and to ensure WV’s Christian identity is woven into the work delivered.
  • Humility to be led by others, strength and confidence to provide strong leadership when required; wisdom to recognize when each is needed and the ability to help others do the same
  • Proven track record of designing & delivering HR solutions for a global audience.
  • Consulting skills, client relationship skills, customer service orientation and ministry mindset.
  • Gravitas and influencing skills.
  • Willingness, capability and flexibility to travel internationally to address key client needs.
  • Ability to work effectively as part of a globally dispersed virtual team.
  • Other operating languages will be a bonus e.g. French or Spanish.

Work Environment:

The position requires ability and willingness to travel domestically and internationally up to 30% of the time with period of peak travel to align to organizational needs.

Capacity to work virtually requiring flexibility in working hours over the range of WV time zones.

Apply for this position


*We have consolidated World Vision's Emergency Response Roster. If you have previously applied your information has been retained and is in our database; do not reapply.

*Answer all questions on the application to be considered for the Emergency Response Roster; country location to be determined based on response.

*If you do not meet minimum eligibility requirements, we invite you to support and help through prayer and donations.

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.

Eligible, selected, and fully vetted applicants will be approved on the Emergency Response Roster and may be considered for future humanitarian opportunities with World Vision. If you have the required experience and would like to partner with us helping protect lives, restore dignity, and renew hope, we’d love to hear from you.

Minimum Eligibility Requirements for all Emergency Response Roster Positions:

  • 5+ years of cross cultural humanitarian emergency affairs experience outside of your home country.
  • Minimum 2 years’ experience serving successfully in fragile or unstable environments.
  • Experience directly managing staff during humanitarian emergency responses.
  • Demonstrated management of budgets in emergency response settings.
  • Grant Acquisition Management experience in your personalized expertise.
  • Strong track record in developing good working relationships with governmental institutions and multilateral agencies.
  • Willing to serve unaccompanied; most likely in a team house setting.
  • English proficiency; written and verbal.

Below are the World Vision Emergency Response Roster positions that are currently open and accepting applications. If a position matching your background and interests is not listed, we encourage you to check back often as a more appropriate roster position may be listed and accepting applications at that time.

When submitting your application to World Vision’s Emergency Response Roster, please indicate in your cover letter / application which roster position you would like to be considered for.

Director positions currently accepting applications (must have 5-7+ years’ in response leadership role):

  • Response Director
  • Operations Director
  • Programmes Director

Manager/Specialist positions currently accepting applications (must have 5+ years’ related experience):

  • Communication and Engagement Manager
  • Human Resources Manager
  • Support Services Manager
  • Finance Manager
  • Information Management Manager
  • Monitoring, Evaluation Accountability & Learning (MEAL) Manager
  • Grant Acquisition and Management Manager
  • Cash Programming Manager
  • Water, Sanitation and Hygiene (WASH) Manager
  • Health Manager
  • Mental Health and Psychosocial Support Manager
  • Nutrition Manager
  • Education Manager
  • Livelihoods Manager
  • Protection Manager
  • Child Protection Manager

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