With 75 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 33,000+ staff working in nearly 100 countries and share the joy of transforming vulnerable children’s life stories!

Key Responsibilities:

MAJOR RESPONSIBILITIES

COMPENSATION MANAGEMENT (40%)      

• Lead and manage the organization’s total rewards policy adherence and compliance that is within acceptable standards, equity, and fairness to attract and retain talented of staff suitable for accomplishing the organization’s Vision and Mission.
• Conduct comprehensive job grading assessments for new and existing positions and provide expert advice on the Hay Group grading methodology to ensure roles are accurately evaluated and aligned with the organization’s structure and strategic objectives.
• Manage and provide technical expertise on the organization’s people strategic objective in human resources processes in Total Rewards:
• Timely Execution of Annual Merit Cycle. Complete the annual staff merit increase analysis and submission for the fiscal year (FY), meeting all deadlines set by the Global/Regional People & Culture team.
• Ensure 100% of required salary surveys are accurately analyzed, submitted, and their corresponding salary structure adjustments are implemented on time for WVT.
• Maintain a minimum of 80% alignment with the targeted market position across WVT’s total rewards package to ensure competitive staff compensation.
• Effectively manage all third-party software vendor relationships, ensuring system maintenance adheres to all organizational and security standards.
• Timely submission of insightful analytics and reports to support management’s data-driven decision-making on compensation and benefits strategy.

END RESULTS

• Increased Attraction, Competitiveness, Financial & Stewardship
• Higher Retention by lowering voluntary turnover, indicating that the total rewards package is valued and keeps talent engaged.
• Costs are controlled, predictable, and managed within a pre-approved budget, maximizing the resources dedicated to field programs.
• Compensation alignment through pay that is consistently maintained at the desired market position (e.g., market median/50th percentile) as per the organizational total reward philosophy.
• Positions are fairly graded, aligned with Hay methodology, and support equitable pay and organizational clarity

STAFF BENEFITS MANAGEMENT AND ADMINISTRATION (FOR EXISTING AND SEPARATING STAFF) (20%)

Medical Cover for employee and legal eligible dependents

• Manage and administer the staff medical insurance program, ensuring comprehensive coverage, seamless operations, and compliance with all relevant regulations in alignment with organizational policy
• This includes liaising with providers, supporting employee inquiries, and optimizing benefits for the organization.
• Develop, implement, and regularly review a comprehensive staff wellbeing strategy, policies, and covers that align with organizational values and best practices.
• Collaboratively negotiate and manage contracts with medical insurance providers, ensuring competitive benefits, cost-effectiveness, and quality of service.
• Regularly review and update medical cover policies and benefit structures to meet evolving staff needs, market trends, and statutory requirements.
• Regular review of staff leave and ensure alignment with the WVT People and Culture Manual

Employees’ Life Assurance covers

• Design and administer a comprehensive staff life assurance scheme that provides financial protection for employees and their designated beneficiaries in the event of unforeseen circumstances, in alignment with organizational policy and all relevant Tanzanian laws
• Negotiate and manage contracts with reputable life assurance providers, ensuring competitive coverage, favorable terms, and reliable service for employees.

• Periodic review and update life assurance policies and benefit structures to ensure they remain relevant, competitive, and compliant with statutory requirements and best practices

END RESULTS

• Enhanced Performance with a more focused and engaged, that leading to quality output.
• Enhances Employee Engagement who are actively involved and enthusiastic about their work and the organization.

WVT STAFF CARE ADVISORY AND INTERVENTION (20%)

•  Lead the planning and execution of impactful staff days and recognition programs aimed at enhancing employee motivation, fostering a positive workplace culture, and strengthening overall morale
• Strategically develop and design a holistic employee wellbeing program and accompanying calendar for the National Office, aimed at fostering a supportive and thriving work environment
• Develop, implement, and analyze employee engagement and satisfaction surveys to gauge the level of well-being and morale within the organization, providing insights for continuous improvement
• Drive the development and implementation of employee assistance programs and workplace environment enhancements.
• Strategically utilize employee satisfaction surveys to foster greater organizational engagement
• Act as a champion for staff well-being, advocating for policies and practices that promote a supportive and healthy organizational culture

END RESULTS

• Achieve an 80% increase in the overall Employee Well-being satisfaction within the fiscal year.
• Increased EAP utilization through confidential Employee Assistance Program (EAP) utilization rate, indicating employees are seeking support.
• Increased participation in wellness programs (e.g., mental health workshops, stress reduction sessions) offered periodically.

TALENT ACQUISITION COLLABORATION (10%)

• Develop and monitor workforce planning and recruitment plans for World Vision Tanzania, ensuring timely implementation in adherence to World Vision standards, scorecard metrics, and budgetary allocations.
• Ensure recruitment processes are managed professionally and in full compliance with organizational policy and national labor laws
• Collaborate with line managers to develop strategic manpower plans, overseeing the execution of timely and high-quality recruitment and selection.

END RESULTS

• Build a diverse workforce, linked to better innovation and business outcomes.

PROVIDE PSYCHOSOCIAL SUPPORT AND COUNSELING FOR STAFF (10%)

• Develop a strategy for supporting the social well-being of staff
• Support staff peer support/psycho-social well-being of staff as appropriate
• Support counseling of staff based on the WV Christian ethos

END RESULTS

• Regular support rendered to staff by WV Christian ethos

KNOWLEDGE/ QUALIFICATIONS FOR THE ROLE

Required Professional Experience

• Minimum of 5 years of experience in managing compensation and benefits in the INGO sector
• Computer skills and High proficiency with MS Office Suite, especially strong skills in MS Excel and MS Access etc.
• Working knowledge of and experience in utilizing and creating databases and spreadsheets.
• Have knowledge of payroll software and HRIS systems.
• Strong analytical, planning, organizational, and problem-solving skills
• Ability to maintain effective working relationships with all levels of staff
• Sound knowledge of human resources principles and practices and the Tanzania Labor Laws.
• Have a high degree of integrity and ethics to ensure employee information is secure and well-protected.
• Excellent communication skills and work well both independently or as members of a team.
• Have the ability to develop and maintain effective working relationships with all employees.
• Independently motivated, able to meet deadlines, and proven ability to follow through on initiatives
• Experience in working with regulatory bodies i.e, NSSF, WCF, HESLB
• Exemplary Christian character, interpersonal relationship skills, and willingness to learn
• Proven experience in job evaluation and grading, preferably using the Hay Group methodology.
• Ability to demonstrate confidentiality.

Required Education, training, license registration, and certification

Bachelor’s Degree in Bachelor of Commerce in Human Resources, Bachelor of Business Administration in Human Resources, Human Resources Management, Business Administration, Social sciences/ humanities, and or related fields

Preferred Knowledge and Qualifications

MA Human Resources, Public Administration, MBA, or related field

KEY WORKING RELATIONSHIPS

Contact (within WV or outside WV)

Line managers and technical specialists

Reason for contact

Designing and implementing a strategic total rewards philosophy

Frequency of contact

Daily/Weekly

Contact (within WV or outside WV)

WV staff

Reason for contact

Provide technical support

Frequency of contact

Daily/Weekly

Contact (within WV or outside WV)

Vendors

Reason for contact

Supervise work

Frequency of contact

Monthly

DECISION MAKING

• Responsible in implementing WVT/WVI Total reward philosophy
• Implement Change Management
• Advisory to staff care tailor made programs
• Maintain work relationships with service providers