Vice President, Total Rewards and Ministry Enablement

World Vision is hiring a for a Vice President of Total Rewards & Ministry Enablement to serve in the People & Culture Division.

AT A GLANCE

Role: Vice President of Total Rewards & Ministry Enablement Reports to: SVP, People & Culture Location: Remote Required Experience: Bachelor’s degree in related field. Fifteen (15) or more years of progressive leadership experience across multiple human resources disciplines, including workforce planning, total rewards, talent acquisition, HR operations, and HR technology. Work Authorization: Must be authorized to work in the U.S.A for any employer. Estimated hiring range: $156,500 - $233,220

THE JOB

Provide executive leadership for workforce planning, Human Resources Business Partners, Talent Acquisition, Total Rewards, HR Operations, and HR Information Systems. Partner with executive leaders to develop workforce strategies that enable organizational priorities, strengthen workforce effectiveness, and ensure World Vision attracts, develops, rewards, and retains mission-aligned talent. Lead the development of people strategies, systems, and services that support organizational performance, employee experience, and faithful stewardship of resources while advancing World Vision's Christian mission and values. Help carry out our Christian organization’s mission, vision, and strategies. Personify the ministry of World Vision by witnessing to Christ and ministering to others through life, deed, word and sign.

RESPONSIBILITIES

• Keep Christ central in individual and corporate life. Actively participate in and contribute to the spiritual disciplines of the organization (Christian conduct, devotions, chapel, prayer, worship); incorporate WV Core Values into decisions within scope of role.
• Develop and implement enterprise workforce planning and talent strategies that enable organizational priorities and long-term ministry effectiveness.
• Lead the Human Resources Business Partner function to provide strategic workforce consultation and support to leaders across the organization.
• Establish and advance total rewards strategies including compensation, benefits, executive compensation, recognition, job architecture, career frameworks, and pay governance.
• Lead talent acquisition strategies and workforce planning efforts to attract, recruit, and retain exceptional mission-aligned talent.
• Provide executive leadership for HR Operations and HRIS functions, ensuring effective service delivery, operational excellence, data integrity, and technology optimization.
• Partner with executive leadership to identify workforce opportunities, solve complex organizational challenges, and lead change initiatives that strengthen organizational effectiveness.
• Build and develop high-performing leaders and teams characterized by collaboration, accountability, innovation, and continuous improvement.
• Perform other duties as assigned.

10. Maintain awareness of corporate goals, objectives, organizational announcements, and activities. Reference and follow organizational policies and procedures, seeking clarity as needed.

YOU BRING THESE SKILLS

• Managing Resources: Identifies appropriate people, facilities, tools and materials, time constraints, vendors, etc. for accomplishing goals. Considers potential costs and benefits of resources prior to allocating them.
• Team Building and Group Dynamics: Applies knowledge of how teams are formed, what team competencies are, how to motivate a team, and the characteristics of high-performance teams. Recognizes and uses the strengths of team members to maximize performance.
• Talent Management: Assesses individual and organizational skills and talent, selecting the best people to build leadership strength, and giving firm and visible support to the performance management and development of overall workforce capability.
• Technical Expertise: Demonstrates wide knowledge and ability in one or more areas of technical expertise. Fully credible and widely respected for technical know-how.
• Business Acumen: Applies principles of finance, accounting and business management to evaluate and quantify potential costs and benefits associated with opportunities. Objectively analyzes alternatives and recommendations appropriate for the organization.
• Cross-Functional/Org. Understanding: Demonstrates thorough knowledge of the role and interrelationships of each organizational function. Demonstrates skill in managing across functional and organizational lines.

L.I.F.E. LEADERSHIP COMPETENCIES:

The LIFE Leadership Competencies provide a shared framework for Christ-centered leadership at World Vision. They define the skills, behaviors, and character qualities that help leaders lead faithfully and effectively, shaping how we hire, develop, and evaluate leaders to cultivate thriving teams and greater Kingdom impact.

• Love: How we show up every day, every interaction. Loving others the way Jesus loves—with humility, care, and grace-filled truth. We build trust. We model life with God. And we create environments where people feel seen, valued, and supported, because we see the image of our God in each of them.
• Ignite: How we unlock and catalyze. To Ignite is to unlock purpose, passion, and potential—so people can bring their best in service of children and donors. We build healthy, thriving teams and develop character, competence, and courage.
• Fulfill: How We Deliver. To Fulfill is to focus on what matters most—and deliver with excellence and accountability. We own outcomes. We prioritize mission-critical work. And we partner with God to produce results that advance Kingdom impact.
• Envision: How we change and evolve towards ‘Better’. To Envision is to lead boldly into the future—discerning what’s ahead with faith, navigating complexity, and casting vision that leads to lasting impact.

REQUIREMENTS

• Bachelor’s degree or equivalent experience in Human Resources, Business Administration, Organizational Development, or related field.
• Fifteen (15) or more years of progressive leadership experience across multiple human resources disciplines, including workforce planning, total rewards, talent acquisition, HR operations, and HR technology.
• Demonstrated success leading large-scale organizational initiatives, developing enterprise workforce strategies, and partnering with executive leaders in a complex organization.

SALARY & BENEFITS

WVUS Pay Grade Level: 240 Estimated hiring range: $156,500 - $233,220

The posted hiring salary range reflects pay for U.S. locations and is determined using market data and internal compensation guidelines. Actual compensation may vary depending on the candidate’s geographic location, job-related experience, and applicable laws. A different range may apply in certain locations.

About World Vision We're a global Christian humanitarian organization. We partner with children, families, and their communities to empower them as they reach their full potential by tackling the causes of poverty and injustice. For 75 years, World Vision has followed Jesus' example to show unconditional love to the poor and oppressed. We serve every child regardless of faith.

WHAT HAPPENS NEXT?

Due to the high volume of applications, only short-listed candidates will be contacted for an initial phone conversation with a recruiter. We encourage you to submit a PDF resume and a cover letter. Our goal is to fill this vacancy with the right person in the shortest amount of time.

Originally posted on Himalayas