Strategy Realisation and Change Lead

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!

Key Responsibilities:

• Application Language: All CVs should be submitted in English.
• Location: Applications are welcome from any country/state where World Vision International is registered to operate.

Job Purpose

Reporting to the Strategy Realisation, Evidence & Innovation (SREI) Partnership Leader, this role will develop, manage, and drive change strategies that enable the full realization of the Our Promise Partnership strategy, especially the most critical strategic priorities where effective change management is essential for transformational success.

The role is responsible for leading the change management efforts across some of the most transformational initiatives within the partnership, ensuring that change-related risks, opportunities, and stakeholder impacts are proactively identified and addressed.

This position requires strategic coordination, strong communication, and change leadership skills to facilitate efficient execution, stakeholder alignment, and the successful adoption of change across the partnership.

SCOPE / DISTRUBUTION OF RESPONSABILITES

30% - Change Communications for Commitment to Realisation/ Transformation

Effective communication is critical to the success of “Our Promise” transformational initiatives. This role is responsible for:

• Developing a clear change narrative that articulates the strategic intent and future state, ensuring alignment across the partnership.
• Partnering with Communications to design and implement a cross-initiative communications strategy, ensuring coherence and clarity in messaging across critical strategic initiatives.
• Ensuring message consistency and accuracy at regional, and national levels, and Support Offices helping offices interpret and integrate the strategic direction effectively.
• Managing communication timing and channels, ensuring that critical messages regarding the realization agenda are delivered in the right format, at the right time.
• Establishing two-way communication channels that enable staff across levels to engage with the change, ask questions, and provide feedback.
• Identifying and addressing confusion or misalignment through targeted communication efforts.

30% - Change Management for the Adoption of New Ways of Working

Organizational change succeeds when people understand, embrace, and adopt new ways of working. This role is responsible for:

• Supporting prioritised Strategic Initiatives in assessing the people impact of changes and ensuring the organization is ready for implementation.
• Leading stakeholder mapping efforts to ensure effective engagement and buy-in across different levels of the organization.
• Integrating people and organizational change outcomes into initiative project plans, ensuring that change activities are embedded from the outset.
• Ensuring effective partnerships between Strategic Initiative teams and functional leaders impacted by change.
• Proactively identifying, assessing, and mitigating resistance to change, working closely with initiative leaders and regional/national champions.
• Designing and leading participatory change processes, fostering ownership and engagement at all levels.

30% - Organisational Capabilities for Execution of Strategic Initiatives

The success of critical transformational strategic initiatives is highly dependent on the development of key organizational capabilities. This role is responsible for:

• Supporting the identification and prioritization of essential organizational capabilities required to implement critical strategic initiatives successfully.
• Working with Capability Points of Contact to define scope, develop Terms of Reference, and ensure alignment with initiative priorities.
• Tracking and reporting on the capability-building agenda, identifying successes and risks that may impact the realization of strategic objectives.
• Ensuring that capability-building efforts focus on the highest-value actions, aligning with the needs of Strategic Initiatives.
• Guiding teams on assessing progress and effectiveness of targeted capabilities, ensuring that capability-building efforts lead to meaningful organizational change.

10% - Mindsets and Behaviours for Strategy Realisation

Transformation requires more than structural and operational changes—it requires a shift in mindsets and behaviors. This role is responsible for:  

• Ensuring the integrity, accuracy, and reinforcement of the four core WV’s mindsets and behaviors.
• Establishing tracking, reporting, and accountability mechanisms to ensure that mindsets and behaviors are not just theoretical concepts but actively shaping organizational culture.
• Advising teams and individuals on embedding these mindsets into their day-to-day work, leadership development, and decision-making processes.
• Partnering with Faith & Development teams to integrate spiritual reflection and transformation practices, supporting deep organizational and individual change.

REQUIRED PROFESSIONAL EXPERIENCE, SKILLS, EDUCATION AND QUALIFICATIONS:

• An understanding of the individual and organisational responses to change, and how to use this information to anticipate and plan for these responses.
• The ability to deal effectively with resistance to change without becoming emotionally entangled
• Relevant field experience.
• The ability to identify, relate to, and respect the diverse frames of reference of leaders, staff, customers, and other agents.
• The ability to continually assess the level of commitment from both change sponsors and staff, and be prepared to take the necessary action to bolster faltering support.
• The ability to leverage culture, politics, and influence to achieve results.
• The capacity to subordinate (when necessary) their personal agenda, desires, and tendencies to the needs of the change project in order to achieve its success.
• Must be both a leader and hands-on contributor who is passionate about translating strategic imperatives into tangible and relevant outcomes.
• Bachelor and Master Degree (or equivalent experience) in one or more of the following; Organisation Development; Business Planning & Strategy; Human Resources or Human Resource Development.

PREFERRED KNOWLEDGE, SKILLS AND QUALIFICATIONS:

• 10 – 15 years of professional practice in organisational transformation and change management
• Sound understanding, experience of and qualification (preferred) in project management, change management and organisation development.
• Professional certification and membership in one or more of the following practices to demonstrate continuous professional development: Organisation Development; Human Resources; Project Management; Communications.

Language Requirements:

• High command/fluency in English both written and oral communication skills. Other languages will be an added advantage.

Travel and/or Work Environment Requirement:

• Work will be principally homeworking/remote.
• Can be based in any country in which WVI has operations.
• Ability and willingness to travel domestically and internationally up to 25% of the time [annually]. 

Compensation

For positions filled in the United States, the typical salary range for this role is $102,700.00 to 136,930.00. Ranges are based on various factors including the labor market, job type, job level, internal equity and budget. Exact salary offers will be determined by factors such as the candidate's skills, qualifications, experience and geographic location.

Employee Contract Type:

Local, Fixed-Term (2 years, subject to renewal), Full time

We appreciate your interest in putting your talents for the most vulnerable!

Applicant Types Accepted: