Project Manager Location: Vienna, Austria
Duration: 1 year with possibility of extension
SOS Children’s Villages, founded in 1949, is the world’s largest non‑governmental organization focused on supporting children and young people without parental care, or at risk of losing it.
Child neglect, abuse and abandonment is everywhere. Families are at risk of separation.
Purpose of the Job The Project Manager acts as a central Executive PMO and implementation coordination function supporting the Executive Board across FSC and IDS.
The role is responsible for coordinating, tracking, and driving execution of Executive Board priorities, organisational transformation initiatives, and cross‑functional strategic projects. The position ensures that organisational priorities are translated into structured implementation plans with clear governance, visibility, accountability, timelines, escalation mechanisms, and communication approaches.
Working across pillars and functions, the role supports the Executive Board in managing organisational delivery, implementation sequencing, stakeholder alignment, and operational coordination across complex initiatives and programmes.
The role also plays a key part in strengthening organisational communication and alignment around Executive Board priorities, transformation initiatives, and implementation progress, ensuring consistent messaging, visibility, and engagement across stakeholders.
The position contributes to strengthening execution discipline, implementation governance, organisational coordination, and change communication during the ongoing operating model and organisational transformation process.
Key Focus Areas
Executive PMO coordination and governance
Programme and portfolio management across strategic initiatives
Organisational transformation and operating model implementation
Executive Board implementation follow‑up and coordination
Cross‑functional project management and stakeholder alignment
Risk, dependency, escalation, and issue management
Executive reporting and implementation visibility mechanisms
Internal coordination and strategic implementation communications
Organisational planning, prioritisation, and execution oversight
Tasks and Responsibilities Executive PMO and Portfolio Coordination
Coordinate the Executive Board portfolio of strategic initiatives, organisational priorities, and transformation programmes. Establish and maintain implementation governance, tracking structures, timelines, milestones, and reporting mechanisms. Support prioritisation, sequencing, and implementation planning across Executive Board priorities. Ensure alignment and coordination across organisational initiatives and workstreams.
Strategic Programme and Project Management
Lead coordination of cross‑functional projects and organisation‑wide implementation initiatives. Monitor implementation progress, delivery status, dependencies, risks, and bottlenecks across initiatives. Drive structured follow‑up on actions, deliverables, and Executive Board decisions. Coordinate issue resolution and escalation processes for delayed or blocked initiatives. Support implementation accountability and delivery discipline across teams and functions.
Transformation Coordination and Change Enablement
Coordinate implementation activities related to the organisational operating model and transformation agenda. Support organisational transition planning and implementation across FSC and IDS. Facilitate alignment between organisational structure, implementation priorities, and operational delivery. Support change coordination, stakeholder engagement, and implementation readiness activities across teams.
Executive Reporting, Communication, and Governance Support
Prepare executive dashboards, implementation updates, status reports, briefing materials, and governance documentation. Support communication and visibility of Executive Board priorities, transformation initiatives, and implementation progress across the organisation. Coordinate implementation‑related communications and stakeholder updates across functions and leadership groups. Consolidate organisational updates, implementation risks, and delivery progress for Executive Board review. Maintain visibility on implementation performance, bottlenecks, risks, and organisational dependencies.
Organisational Coordination and Execution Improvement
Strengthen project management, implementation coordination, and execution practices across the organisation. Support development of practical implementation frameworks, governance approaches, reporting structures, and coordination mechanisms. Foster collaboration, alignment, and information flow between teams, pillars, and functions. Contribute to building a more integrated, execution‑oriented, and delivery‑focused organisational culture.
Safeguarding Responsibilities
Commit to the Code of Conduct and reflect on the safeguarding implications of your work on an ongoing basis.
Actively participate in team discussions to identify risks and share and apply preventative and mitigation measures and strategies.
Integrate safeguarding principles into your daily decisions and tasks.
Report any safeguarding concerns promptly in line with procedures.
Promote values‑based culture, accountability and zero tolerance of harm.
As a manager, you are responsible for integrating the Code of Conduct and safeguarding into your department, team and operations, building capacity, ensuring resources and accountability for values‑based culture, monitoring risks, and collaborating with specialists to address challenges.
Requirements Degree and Experience
Requires master degree level preferably in: Business Administration, Project Management, Organisational Development, International Relations, Communications, or a related field.
Position requires 5‑8 years of experience.
Experience in project/programme management, PMO, organi sal transformation, restructuring/change, executive coordination, or programme leadership roles.
Proven experience supporting senior leadership and managing cross‑functional strategic initiatives in complex international organisations.
Proven experience in implementation tracking, governance, stakeholder coordination, executive reporting, and preparation of decision‑ready materials.
Experience in international NGOs, multilateral or matrix organisations, federations, or similar complex international environments is an advantage.
Competencies Essential
Advanced project and programme management skills
Strong stakeholder management and communication skills
Strong analytical, organisational, and problem‑solving abilities
Experience in governance, risk management, and implementation monitoring
Ability to coordinate across functions without formal authority
Strong reporting and presentation skills
Strategic and analytical mindset
High emotional intelligence and stakeholder management
Resilient and adaptable
Ability to manage multiple priorities under pressure
High integrity and discretion, particularly when handling sensitive information and executive‑level priorities
Openness to travel up to 20% of working time
Willingness to work from Austria as working location
A valid Austrian working permit or eligibility to work within the EU
Desired
Conflict resolution
Critical thinking
Strategic thinking
Ability to scale from detail to big picture
Language Skills
Essential: Business English
Desired: French, Spanish, Arabic, German or other federation languages
Other Competencies and Soft Skills Essential
Authentic commitment to and role‑modeling of the vision, mission and values of the SOS Children’s Villages federation in its work for children
Outstanding interpersonal skills, ability to collaborate, engage and build trust amongst stakeholders, in a complex networked global system, able to influence without direct authority
Living Our Values Competencies
Role model a values‑based leadership to motivate and empower staff with focus on SOS core values of Kindness, Continuous Learning, Inclusiveness, Initiative, Collaboration, Results Orientation
Leadership competencies: Strategic thinking, Empowerment, Role modelling
Coach and mentor direct reports by role modelling and empowerment
Ability to manage teams distributed across diverse locations, foster cultural environment development and the ability to build team capacity
Ways of Working
Global collaboration and communication – Working effectively across countries, cultures, and time zones maintaining clear communication, transparency, and shared understanding within distributed teams.
Cross‑functional collaboration – Working closely with colleagues across different functions and areas of expertise to combine knowledge, solve problems collectively, and deliver meaningful outcomes aligned with the organisation’s mission.
Effective collaboration within matrix structures – Working constructively within solid and dotted reporting lines by maintaining open communication, aligning priorities with both line and functional managers, and ensuring clarity on roles, responsibilities, and expectations to support coordinated delivery across teams.
Flexibility and adaptability – Remaining responsive to evolving contexts and adjusting priorities, approaches, and ways of collaboration as projects, services, or organisational demand evolve.
Ownership and accountability – Taking responsibility for advancing tasks and initiatives, proactively addressing obstacles, and ensuring that commitments, decisions, and actions are carried through to completion, taking initiative within your scope of responsibility rather than waiting for direction.
Continuous feedback and transparency – Contributing to a culture where feedback and data are shared openly and constructively, enabling teams and stakeholders involved to reflect, learn, and continuously improve their work and impact.
We Offer
A diverse range of interesting tasks in a leading INGO multicultural working environment
As a responsible employer we provide a range of training schemes and encourage educational enhancement
A salary that will be commensurate with experience and qualifications
Flexible working hours after onboarding period
Home office possibility
Possibility to work from abroad max 25% of your working time after onboarding period
A minimum annual gross salary of EUR 4164 gross/month in Austria on a full time basis. Actual salary will depend on qualifications and professional experience
What We Stand For SOS Children’s Villages is committed to creating and maintaining a caring and protective environment, which promotes its core values, and prevents and addresses child abuse and exploitation. We strongly condemn all forms of child abuse and exploitation, be it within or outside of our organization, and always respond to any case of proven, alleged or attempted abuse within our sphere of influence according to its nature. Efforts ensure that mechanisms are in place to raise awareness, aid prevention, encourage reporting, and ease response. They range from human resource development actions such as training and counselling to measures such as suspension, dismissal, and legal action.
SOS Children’s Villages is committed to creating and maintaining a safe working environment for our staff, the children and young people and the communities that we work for. The organization prohibits harassment, exploitation, and abuses by or of any employee, supervisor, manager, child, young people, community, contractor, applicant, or other individual with whom SOS Children’s Villages employees come into contact by virtue of their work. All employees are expected to carry out their duties in accordance with our prevention and protection against Sexual Harassment, Exploitation and Abuse policy.
In addition, SOS Children’s Villages applies a zero‑tolerance concerning any fraud situation. The organization does not charge a fee at any stage of the recruitment process.
Successful candidates will have to submit a criminal record certificate, current within the last three years. In accordance with the organisation’s child protection policy, these positions will be subject to criminal record checks.
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Duration: 1 year with possibility of extension
SOS Children’s Villages, founded in 1949, is the world’s largest non‑governmental organization focused on supporting children and young people without parental care, or at risk of losing it.
Child neglect, abuse and abandonment is everywhere. Families are at risk of separation.
Purpose of the Job The Project Manager acts as a central Executive PMO and implementation coordination function supporting the Executive Board across FSC and IDS.
The role is responsible for coordinating, tracking, and driving execution of Executive Board priorities, organisational transformation initiatives, and cross‑functional strategic projects. The position ensures that organisational priorities are translated into structured implementation plans with clear governance, visibility, accountability, timelines, escalation mechanisms, and communication approaches.
Working across pillars and functions, the role supports the Executive Board in managing organisational delivery, implementation sequencing, stakeholder alignment, and operational coordination across complex initiatives and programmes.
The role also plays a key part in strengthening organisational communication and alignment around Executive Board priorities, transformation initiatives, and implementation progress, ensuring consistent messaging, visibility, and engagement across stakeholders.
The position contributes to strengthening execution discipline, implementation governance, organisational coordination, and change communication during the ongoing operating model and organisational transformation process.
Key Focus Areas
Executive PMO coordination and governance
Programme and portfolio management across strategic initiatives
Organisational transformation and operating model implementation
Executive Board implementation follow‑up and coordination
Cross‑functional project management and stakeholder alignment
Risk, dependency, escalation, and issue management
Executive reporting and implementation visibility mechanisms
Internal coordination and strategic implementation communications
Organisational planning, prioritisation, and execution oversight
Tasks and Responsibilities Executive PMO and Portfolio Coordination
Coordinate the Executive Board portfolio of strategic initiatives, organisational priorities, and transformation programmes. Establish and maintain implementation governance, tracking structures, timelines, milestones, and reporting mechanisms. Support prioritisation, sequencing, and implementation planning across Executive Board priorities. Ensure alignment and coordination across organisational initiatives and workstreams.
Strategic Programme and Project Management
Lead coordination of cross‑functional projects and organisation‑wide implementation initiatives. Monitor implementation progress, delivery status, dependencies, risks, and bottlenecks across initiatives. Drive structured follow‑up on actions, deliverables, and Executive Board decisions. Coordinate issue resolution and escalation processes for delayed or blocked initiatives. Support implementation accountability and delivery discipline across teams and functions.
Transformation Coordination and Change Enablement
Coordinate implementation activities related to the organisational operating model and transformation agenda. Support organisational transition planning and implementation across FSC and IDS. Facilitate alignment between organisational structure, implementation priorities, and operational delivery. Support change coordination, stakeholder engagement, and implementation readiness activities across teams.
Executive Reporting, Communication, and Governance Support
Prepare executive dashboards, implementation updates, status reports, briefing materials, and governance documentation. Support communication and visibility of Executive Board priorities, transformation initiatives, and implementation progress across the organisation. Coordinate implementation‑related communications and stakeholder updates across functions and leadership groups. Consolidate organisational updates, implementation risks, and delivery progress for Executive Board review. Maintain visibility on implementation performance, bottlenecks, risks, and organisational dependencies.
Organisational Coordination and Execution Improvement
Strengthen project management, implementation coordination, and execution practices across the organisation. Support development of practical implementation frameworks, governance approaches, reporting structures, and coordination mechanisms. Foster collaboration, alignment, and information flow between teams, pillars, and functions. Contribute to building a more integrated, execution‑oriented, and delivery‑focused organisational culture.
Safeguarding Responsibilities
Commit to the Code of Conduct and reflect on the safeguarding implications of your work on an ongoing basis.
Actively participate in team discussions to identify risks and share and apply preventative and mitigation measures and strategies.
Integrate safeguarding principles into your daily decisions and tasks.
Report any safeguarding concerns promptly in line with procedures.
Promote values‑based culture, accountability and zero tolerance of harm.
As a manager, you are responsible for integrating the Code of Conduct and safeguarding into your department, team and operations, building capacity, ensuring resources and accountability for values‑based culture, monitoring risks, and collaborating with specialists to address challenges.
Requirements Degree and Experience
Requires master degree level preferably in: Business Administration, Project Management, Organisational Development, International Relations, Communications, or a related field.
Position requires 5‑8 years of experience.
Experience in project/programme management, PMO, organi sal transformation, restructuring/change, executive coordination, or programme leadership roles.
Proven experience supporting senior leadership and managing cross‑functional strategic initiatives in complex international organisations.
Proven experience in implementation tracking, governance, stakeholder coordination, executive reporting, and preparation of decision‑ready materials.
Experience in international NGOs, multilateral or matrix organisations, federations, or similar complex international environments is an advantage.
Competencies Essential
Advanced project and programme management skills
Strong stakeholder management and communication skills
Strong analytical, organisational, and problem‑solving abilities
Experience in governance, risk management, and implementation monitoring
Ability to coordinate across functions without formal authority
Strong reporting and presentation skills
Strategic and analytical mindset
High emotional intelligence and stakeholder management
Resilient and adaptable
Ability to manage multiple priorities under pressure
High integrity and discretion, particularly when handling sensitive information and executive‑level priorities
Openness to travel up to 20% of working time
Willingness to work from Austria as working location
A valid Austrian working permit or eligibility to work within the EU
Desired
Conflict resolution
Critical thinking
Strategic thinking
Ability to scale from detail to big picture
Language Skills
Essential: Business English
Desired: French, Spanish, Arabic, German or other federation languages
Other Competencies and Soft Skills Essential
Authentic commitment to and role‑modeling of the vision, mission and values of the SOS Children’s Villages federation in its work for children
Outstanding interpersonal skills, ability to collaborate, engage and build trust amongst stakeholders, in a complex networked global system, able to influence without direct authority
Living Our Values Competencies
Role model a values‑based leadership to motivate and empower staff with focus on SOS core values of Kindness, Continuous Learning, Inclusiveness, Initiative, Collaboration, Results Orientation
Leadership competencies: Strategic thinking, Empowerment, Role modelling
Coach and mentor direct reports by role modelling and empowerment
Ability to manage teams distributed across diverse locations, foster cultural environment development and the ability to build team capacity
Ways of Working
Global collaboration and communication – Working effectively across countries, cultures, and time zones maintaining clear communication, transparency, and shared understanding within distributed teams.
Cross‑functional collaboration – Working closely with colleagues across different functions and areas of expertise to combine knowledge, solve problems collectively, and deliver meaningful outcomes aligned with the organisation’s mission.
Effective collaboration within matrix structures – Working constructively within solid and dotted reporting lines by maintaining open communication, aligning priorities with both line and functional managers, and ensuring clarity on roles, responsibilities, and expectations to support coordinated delivery across teams.
Flexibility and adaptability – Remaining responsive to evolving contexts and adjusting priorities, approaches, and ways of collaboration as projects, services, or organisational demand evolve.
Ownership and accountability – Taking responsibility for advancing tasks and initiatives, proactively addressing obstacles, and ensuring that commitments, decisions, and actions are carried through to completion, taking initiative within your scope of responsibility rather than waiting for direction.
Continuous feedback and transparency – Contributing to a culture where feedback and data are shared openly and constructively, enabling teams and stakeholders involved to reflect, learn, and continuously improve their work and impact.
We Offer
A diverse range of interesting tasks in a leading INGO multicultural working environment
As a responsible employer we provide a range of training schemes and encourage educational enhancement
A salary that will be commensurate with experience and qualifications
Flexible working hours after onboarding period
Home office possibility
Possibility to work from abroad max 25% of your working time after onboarding period
A minimum annual gross salary of EUR 4164 gross/month in Austria on a full time basis. Actual salary will depend on qualifications and professional experience
What We Stand For SOS Children’s Villages is committed to creating and maintaining a caring and protective environment, which promotes its core values, and prevents and addresses child abuse and exploitation. We strongly condemn all forms of child abuse and exploitation, be it within or outside of our organization, and always respond to any case of proven, alleged or attempted abuse within our sphere of influence according to its nature. Efforts ensure that mechanisms are in place to raise awareness, aid prevention, encourage reporting, and ease response. They range from human resource development actions such as training and counselling to measures such as suspension, dismissal, and legal action.
SOS Children’s Villages is committed to creating and maintaining a safe working environment for our staff, the children and young people and the communities that we work for. The organization prohibits harassment, exploitation, and abuses by or of any employee, supervisor, manager, child, young people, community, contractor, applicant, or other individual with whom SOS Children’s Villages employees come into contact by virtue of their work. All employees are expected to carry out their duties in accordance with our prevention and protection against Sexual Harassment, Exploitation and Abuse policy.
In addition, SOS Children’s Villages applies a zero‑tolerance concerning any fraud situation. The organization does not charge a fee at any stage of the recruitment process.
Successful candidates will have to submit a criminal record certificate, current within the last three years. In accordance with the organisation’s child protection policy, these positions will be subject to criminal record checks.
#J-18808-Ljbffr
