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World Vision International Jobs (NOW HIRING)

ZEISS

Project Manager

Birmingham, AL · Hybrid

... world to see in new ways. We're looking for a Commercial Project Manager to join us in UK or Lisbon, Portugal. Your Role Carl Zeiss Vision International are recruiting a project manager to work ...

AEG

World Language Teacher

Bradenton, FL · On-site

International education experience * Experience working with student athletes * NCAA, Compliance ... Comprehensive Medical, Dental and Vision * Flexible Spending Account and Health Savings Account ...

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World Vision International information

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$77K

$155.3K

$337.5K

How much do world vision international jobs pay per year?

As of Jun 16, 2026, the average yearly pay for world vision international in the United States is $155,270.00, according to ZipRecruiter salary data. Most workers in this role earn between $106,500.00 and $174,500.00 per year, depending on experience, location, and employer.

What are some common challenges faced by employees working at World Vision International, and how can they be addressed?

Employees at World Vision International often work in dynamic, multicultural environments that may involve responding to humanitarian crises or working in challenging field conditions. Common challenges include adapting to rapidly changing project needs, managing workloads under tight deadlines, and navigating cross-cultural communication. These challenges can be addressed by leveraging strong teamwork, utilizing organizational support resources, and maintaining open communication with supervisors and colleagues. Additionally, World Vision International provides training and resources to help staff develop resilience and effective coping strategies.

What countries does World Vision work in?

World Vision International operates in nearly 100 countries across Africa, Asia, the Americas, Eastern Europe, and the Pacific. The organization focuses on child development, disaster relief, and community empowerment in these regions, employing staff and volunteers worldwide.

Is World Vision International legit?

World Vision International is a reputable global humanitarian organization that offers various job opportunities in development, relief, and advocacy. It is widely recognized for its transparency and adherence to industry standards, making it a legitimate employer for those interested in nonprofit work. Job seekers should verify specific roles through official channels and review organizational credentials before applying.

What are the key skills and qualifications needed to thrive at World Vision International, and why are they important?

To thrive at World Vision International, you typically need a background in international development or related fields, experience in project management, and a relevant degree. Familiarity with donor funding systems, monitoring and evaluation tools, and humanitarian standards like Sphere are often essential. Strong intercultural communication, adaptability, and collaborative skills distinguish top performers in this environment. These competencies enable effective program delivery, stakeholder engagement, and meaningful impact in complex, multicultural settings.

What is World Vision International and what does it do?

World Vision International is a global Christian humanitarian organization dedicated to working with children, families, and communities to overcome poverty and injustice. The organization operates in nearly 100 countries, providing emergency assistance, long-term community development, and advocacy for the rights of children. World Vision focuses on areas such as health, education, water and sanitation, food security, and child protection. Their programs are designed to be sustainable and community-driven, helping people to build better futures for themselves. The organization is known for its child sponsorship program and disaster response efforts.

What is the difference between World Vision International vs UNICEF Field Officer?

AspectWorld Vision InternationalUNICEF Field Officer
Required CredentialsBachelor's degree in development, social sciences, or related field; relevant experienceBachelor's degree in social sciences, public health, or related; relevant experience
Work EnvironmentNon-profit, humanitarian aid, field-based in developing regionsInternational organization, field-based in vulnerable communities
Employer & IndustryGlobal Christian humanitarian organization, development sectorUnited Nations agency, child rights and humanitarian aid

Both roles focus on humanitarian aid and development work in vulnerable communities, requiring similar educational backgrounds and field experience. While World Vision International emphasizes faith-based development, UNICEF Field Officers focus on children's rights and health. Both positions operate in similar environments and serve global humanitarian goals, but differ in organizational focus and specific program areas.

Is World Vision affected by USAID cuts?

As a humanitarian organization, World Vision International relies on funding from various sources, including government aid like USAID. Cuts in USAID funding can impact the organization's programs and operations, potentially leading to reduced project scope or delays, but the organization often seeks alternative funding to maintain its work. Job roles within World Vision may be affected indirectly through changes in project funding and priorities.

Is World Vision a good place to work?

World Vision International offers a work environment focused on humanitarian aid and development, with opportunities for fieldwork, project management, and cross-cultural collaboration. Employees often cite meaningful work and organizational values, though job satisfaction can vary by role and location.
More about World Vision International jobs
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World Vision International jobs near you
Infographic showing various World Vision International job openings in the United States as of June 2026, with employment types broken down into 67% Full Time, and 33% Part Time. Highlights an 100% In-person job distribution, with an average salary of $155,270 per year, or $74.6 per hour.

Emergency Response Roster - People & Culture Manager

World Vision

Sterling, VA • On-site

Full-time

Posted 12 days ago

Job description

With over 70 years of experience, our focus is on 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.
Come join our 34,000+ staff working in nearly 100 countries and share the joy of transforming vulnerable children's life stories!
Employee Contract Type:
International Assignment (WVI - Paid via GCLA) Fixed Term (Fixed Term)
Job Description:
Country location to be determined based on response.
Please submit your Cover Letter and CV in English.
Children's lives can change in an instant in the wake of war, disasters and humanitarian emergencies. We see how vulnerable they are and how much they need our protection.
Joining our Emergency Response Roster means you can be a part of our response, providing immediate support when disaster strikes.
Here's where you come in:
As a People & Culture(P&C) Manager in response, you will provide strategic leadership in the area of people management & organizational development to optimize humanitarian emergency response start-up, early phase and medium-term performance, fulfill World Vision's mission, vision, Core values and contribute to the measurable improvement of the well-being of vulnerable children and communities in major disaster- and conflict-affected fragile contexts.
The P&C Manager is primarily responsible for ensuring, developing, and promoting P&C strategy, staff well-being, performance and accountability culture, diverse and talented workforce with the right set of mindset and behaviors, internal and external networking for greater impact and a professional P&C function in the organization
The P&C Manager is an active member of the Senior Leadership Team.
P& C Manager is responsible for the timely provision of people that allows response plans to be turned into real activities. This function coordinates the allocation and provision of people to the response team. The timely provision of services and resources allows the response to be designed and carried out in an efficient and effective way.
People and Culture works closely with all Functions to make sure they have the staff needed to fulfil each Function's objectives.
Key Responsibilities
Developing a Strategic/ Professional P& C team and Establish and implement response P&C policies, procedures and systems (including recruitment) to ensure Response objectives can be met
  • Conduct P&C assessment including P&C risks and NO P&C capacity.
  • Ensure that the People & Culture function has the required capacity, capability, systems, processes, policies and guidelines to drive the Response Strategy
  • Provide overall leadership and technical support to the P&C team, coaching and mentoring the team through regular meetings, sharing and monitoring individual plans to support professional growth and development.
  • Design efficient P&C systems and processes with a particular focus on process excellence and ensure that Workday is fully operational with accurate and complete information for decision-making.
  • Appoint P&C leader responsible for leadership, management and coordination of unit
  • Determine P&C organisational structure and staffing plan.
  • Develop, document and consistently apply required policies (i.e. secondment polices, hardship policies, R&R, per diem policy, etc) specific to the context to meet response objectives.
  • Ensure that appropriate waivers & exceptions to policy, processes, salary scales are provided to ensure that competent staff are deployed to deliver response objectives.
  • Support RO/NO salary scales and grade level alignment (using HAY evaluation) to the extent that this does not slow down the rapid recruitment and retention of competent staff to meet response objectives Where no NO exists, work with RO/GC to benchmark with other agencies to develop a salary scale.
  • Ensure employment policies comply with local employment law.
  • Establish and implement P&C administration systems that ensure response is able to meet objectives and comply with audit requirements (with appropriate waivers/exceptions).
  • Establish and implement procedures to ensure finance is provided with accurate payroll information each month.
  • Provide advice to response management on people issues with reference to the response context, adherence to local legislation, P&C practices and procedures.
  • Ensure P&C staff handovers are conducted
  • Develop P&C budget in coordination with Finance
  • Plan for P&C transition/ integration

Support in Ensuring Emergency Response Strategy development and execution
  • Assess workforce gaps vis-a-vis current and identify future response workforce requirements in close collaboration with Response Leadership and as supported by Surge Management/ HDCC
  • Develop and implement the People and Culture (P&C) strategy and business plan in support of and in alignment with the Response Plan.
  • Consult internal stakeholders in developing P&C strategy - RO P&C, NO P&C.
  • Provide strategic guidance and input to the senior leadership team in the alignment and execution of the Emergency Response Strategy and business plans.
  • Consult with other NGOs to ensure good understanding of the environment, standardise practices and share resources
  • Collaborate with NO and Regional P&C to define division of labour of P&C responsibilities.
  • Consult with all function leads to develop org charts, identify current and future staffing needs and develop work force plans.
  • Ensure communication of P&C response activities to NO, RO & GC P&C and stakeholders.

Developing Capable and Available Workforce
  • Spearhead the acquisition and prepositioning of a diverse and talented workforce using workforce planning for upcoming funding.
  • Closely collaborate with Humanitarian Surge Counterparts and HDCC for effective fill and backfill of adequate deployable workforce to response
  • Ensure that the Response recruitment policy, system and processes are well established for acquiring right talents with required competencies, mindsets and behaviors.
  • Facilitate function leads to prepare/adapt JDs or TORs in an appropriate language, which include all responsibilities to meet performance and safeguarding objectives.
  • Use screening questionnaires and selection criteria in recruitment processes and document the process and justification for decisions.
  • Promote gender diversity through appropriate identification of talent at all levels.
  • Prepare roster of staff and share with key internal stakeholders on a regular basis.
  • Advise and support the Response Director and the Senior Leadership Team (SLT) in engagement on critical issues relating to attraction, development, deployment, retention and separation of staff.

Coordinate development and facilitate implementation of capacity-building plans
  • Coordinate identification of training needs with function leads
  • Facilitate function leads and managers to plan for staff training and capacity building activities and incorporate these into a response capacity building plan
  • Design and spear-head the capacity development of staff to prepare staff to work the required mindset and behaviours in the most vulnerable areas
  • Contribute to reviews, update design, rollout and effective strengthening of the global People & Culture (P&C) in Emergencies Roster through review of content, co-facilitation of courses and mentoring, Ensure referrals of response P&C to the course

Ensuring Staff engagement and well-being
  • Serve and contribute as a member of the Crisis Management Team to ensure the safety and security of staff.
  • Maximise staff well-being to enable staff to embrace the opportunities and challenges in meeting Our Promise. Contextualise, promote and support systems, services and programs for staff well-being.
  • Design and implement staff care function with support from the GC Staff Care team, which takes account of context specific occupational stress management issues and staff needs
  • Facilitate managers to include R&R, compensation time and vacation into staff work plans
  • Establish and communicate critical incident management processes ensuring that P&C staff are trained and participate in the crisis management team where appropriate
  • Implement and/or support appropriate team building activities as context allows
  • Establish and promote open and transparent communication channels and mechanisms for staff feedback to facilitate staff engagement

Promoting Accountability and Performance Culture.
  • Maximize accountability for Organizational culture, agility, and effectiveness which drives high performance and realization of Our Promise.
  • Lead structure realignment processes to match response requirements.
  • Promote a culture of diversity and promote interfaith principles and values and oneness among Christian and staff of other faith.
  • Coordinate with managers to ensure that seconded or deployed staff complete an end of deployment appraisal.
  • Plan, implement, support and monitor a performance management system which ensures that staff have performance plans inclusive of KPIs for learning
  • Provide guidance and support to employees and managers in addressing unsatisfactory performance
  • Regular monitoring and strengthening of internal controls related to staff safety, hiring and separation processes, payroll management, employee relations.
  • Provide leadership in educating staff on Safeguarding/Integrity & Protection Hotline and investigations protocol and ensure cases are managed confidentially and promptly.

Develop and implement well defined staff, volunteer and intern on-boarding and exiting procedures
  • Provide international staff with country information and security brief prior to travel.
  • Develop and implement an organisation orientation briefing for all staff inclusive of: a context briefing, safeguarding behavioural protocols and ways to report violations and the review and signing of key WV policies (i.e. Code of Conduct, Child and Adult Safeguarding, Conflict of Interest, etc), and the Core Humanitarian Standard.
  • Liaise with Security to ensure that all staff receive a security context and protocols briefing.
  • Liaise with Safeguarding to ensure that all staff receive a safeguarding orientation.
  • Coordinate with managers to ensure new staff receive a JD or TOR, are briefed on their role and provided with required resources (i.e. computer, Outlook, Workday access, etc).
  • Ensure/remind handover

Promoting external and internal coordination.
  • Establish proactive linkages and strategic networks with key International NGOs and other stakeholders at the national and international level for broader impact and also to keep abreast of the ongoing changes in the external environment that affects the fragile context operations.
  • Develop, manage and sustain relationships with Regional and Global Centre P&C functional leads to proactively engage on fragile context peculiarities and its implication on P&C function.
  • Consistently develop and maintain effective working relationships with Regional P&C, SLT and different departments including.

Meet WV minimum quality standards & support improvement, reflection, learning & innovation.
  • Ensure previous response P&C learnings are reviewed.
  • Encourage the incorporation of best practice and innovation in response P&C.
  • Ensure risks limiting achievement of objectives are reported & rapidly addressed.
  • Ensure mechanisms are established to identify, document, and share function lessons learned

Participate in partner screening and capacity building (If applicable)
  • Participate in due diligence screening of partners, including advising Partnering on the strength of their human resource systems, policies and internal controls
  • Assess the human resource capacity of potential and selected partners
  • Identify medium and high human resource risks and define risk mitigation measures
  • Provide human resource trainings and capacity building support to partners as defined in capacity building plans, in coordination with Partnering and Operations

KNOWLEDGE, SKILL AND EXPERIENCE
Required Education, training, license, registration, and/or Certification
  • Master's degree in Human Resources Management or equivalent, Business Management or Social Sciences. Master's Degree in the relevant field is an added advantage.
  • Professional qualifications in Human Resource Management or Organisational Development (OD) or Leadership Development.

Required Professional Experience
  • Minimum of 5 years of experience in a Senior Human Resources Management position in an international organisation.
  • Minimum 2 years working in humanitarian response contexts including fragile contexts.
  • Experience in risk management in high-risk and sensitive environments.
  • Experience in emergency response scenario planning process.

Required Language(s)
  • Effective written and verbal communication in English. At least one other UN language such as French, Arabic, Spanish, and Portuguese are preferred.

Required travel and/or work environment accommodations
  • Ability to travel to/within domestically and Internationally as required
  • Work hours are sometimes in excess of 12 hours 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, food availability and hygiene

Preferred Experience, Knowledge and/or other Qualifications
  • Visionary thinking and understanding of humanitarian operations in fragile contexts.
  • Proven record of managing people in a divers...

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