Details Mission and objectives The Office of the United Nations High Commissioner for Human Rights (OHCHR) represents the world's commitment to universal ideals of human dignity. OHCHR has the mandate to promote and protect all Human Rights for all. The High Commissioner for Human Rights is the principal Human Rights official of the United Nations. The High Commissioner heads OHCHR and spearheads the United Nations' Human Rights efforts. OHCHR offers leadership, work objectively, educate, and take action to empower individuals and assist states in upholding Human Rights. The Office’s priorities expected accomplishments and strategies are set out in the OHCHR Management Plan 2018-2023. OHCHR’s thematic priorities are strengthening international human rights mechanisms; enhancing equality and countering discrimination; combating impunity and strengthening accountability and the rule of law; integrating Human Rights in development and in the economic sphere; widening the democratic space; and early warning and protection of human rights in situations of conflict, violence, and insecurity. These resonate with the priorities of the Czech Republic mainly under Good Governance, inclusive Development, and humanitarian protection among others. The Office also supports the work of the United Nations Human Rights mechanisms, including the Treaty Bodies established to monitor State Parties' compliance with the core international Human Rights treaties and the Special Procedures of the Human Rights Council. We promote the right to development, coordinate United Nations Human Rights education and public information activities, and strengthen Human Rights across the United Nations system. We work to ensure the enforcement of universally recognized Human Rights norms, including through promoting both the universal ratification and implementation of the major Human Rights treaties and respect for the rule of law. Context The United Nations High Commissioner for Human Rights (OHCHR) East and Southern Africa Regional Hub (ESARH) supports the promotion and protection of human rights across the region, including economic, social and cultural rights. As part of this work, the Hub is strengthening its engagement on the right to a clean, healthy and sustainable environment (R2HE), recognizing the growing human rights impact of climate change, pollution, biodiversity loss and environmental degradation. These issues also affect the enjoyment of rights including life, health, food, water, housing, culture and development particularly for communities and groups in vulnerable situations. Aligned with the UN Sustainability Strategy (2020–2030), OHCHR’s Organizational Effectiveness Action Plan (OEAP) on Deepening Sustainable Environmental Management (SEM) 2024–2027, this United Nations Volunteers (UNV) assignment supports OHCHR ESARH in its efforts to implement sustainable environmental management practices to reduce OHCHR’s environmental footprint across operations and programming. By taking more effective sustainability action now, OHCHR has the opportunity to influence broader, potentially more impactful UN Secretariat wide and business practices. In addition, this United Nations Volunteers (UNV) assignment supports ESARH in advancing R2HE through research, monitoring, analysis and reporting, and by supporting the integration of R2HE considerations into its programming on Economic, Social and Cultural Rights (ESCR), with particular focus on R2HE. Through action at the regional level and active coordination with the SEM Group and OHCHR HQ, this assignment will contribute to: • Advancing OHCHR’s work on R2HE, including through research, reporting, awareness raising, engagement with human rights mechanisms, and coordination with stakeholders. • Implementation of the OHCHR’s environmental sustainability policy in the Regional Office and its country presences and sustainable environmental management practices (environmentally sustainable procurement, travel and facility management including energy, waste and water management) among the staff of ESARH. • Supporting coordination and reporting efforts under the UN-wide Greening the Blue initiative, engagements with government actors and civil society to promote environmental rights and build inclusive green initiatives. More information: • OHCHR Environment and Climate Change Work • Greening the Blue Task description Under the overall supervision of the Regional Director of the Office of the High Commissioner for Human Rights (OHCHR) East and Southern Africa Regional Hub, or delegated responsibility, and the direct supervision of the Program Management Officer, the UN Volunteer will be assigned to: • Advance the implementation of OHCHR’s environmental sustainability policy through engagement with staff, capacity building, and awareness-raising activities on sustainable environmental management. • Support greenhouse gas (GHG) data preparation, collection, and reporting for OHCHR East and Southern Africa Regional Hub (ESARH) and its country presences through the Greening the Blue initiative, in compliance with the United Nations (UN) Sustainability Strategy 2020–2030. • Support office-wide advocacy related to sustainable environmental management (SEM) and human rights, including coordination of environmental assessments, audits, and the establishment, implementation, and monitoring of green initiatives to enhance environmental action. • Research and collect information pertaining to the Right to a Healthy Environment (R2HE) and its impact on human rights from a variety of data sources (e.g., communications, publications, the press) to keep abreast of issues and events, providing up-to-date information; assist in the analysis of this information. • Assist in drafting a variety of reports and correspondence relating to R2HE, environmental sustainability, and their impact on human rights. • Support regional mapping, comparative analysis, and identification of cross-border environmental human rights trends across East Africa. • Support engagement with government counterparts, the African Union Commission and its human rights organs, UN partners, development actors, and civil society working on climate, clean air, environmental, and social governance. • Assist in supporting engagements by the human rights mechanisms, including treaty bodies, special procedures, and the universal periodic review. At Impactpool we do our best to provide you the most accurate info, but closing dates may be wrong on our site. Please check on the recruiting organization's page for the exact info. Candidates are responsible for complying with deadlines and are encouraged to submit applications well ahead. Before applying, please make sure that you have read the requirements for the position and that you qualify. Applications from non-qualifying applicants will most likely be discarded by the recruiting manager.

Role and responsibilities As a humanitarian organization, NRC is committed to accountability to affected people by ensuring meaningful engagement, safe and confidential feedback channels, and timely responses to community concerns. The Community Feedback Mechanism (CFM) Coordinator i s responsible for leading the implementation, oversight, and continuous improvement of the CFM in NRC Ethiopia. The role ensures that feedback from project participants is systematically collected, recorded, analyzed, and used to improve the quality, safety, and relevance of programmes. The Norwegian Refugee Council (NRC) Geneva leads NRC’s representation with the IASC and UN agencies, and coordinates donor engagement with the UN and Swiss donors. NRC strives to assist and protect vulnerable and displaced people during crises, especially in situations of conflict. Established in 1946, NRC is an independent, humanitarian, non-profit, non-governmental organisation working in around 31 countries with approximately 14’000 staff. NRC employs a rights based approach, challenging those with responsibility to uphold the rights of displaced people set out within national and International Laws. NRC endeavors to secure the acceptance of local stakeholders for activities and is committed to the principles of humanity, neutrality, independence and impartiality. NRC seeks to engage with all relevant actors in order to promote the full respect for the rights of displaced and vulnerable people; secure and maintain access for humanitarian operations and promote the achievement of durable solutions. NRC Geneva, with the Internal Displacement Monitoring Center (IDMC), are NRC’s primary presence in Geneva. At Impactpool we do our best to provide you the most accurate info, but closing dates may be wrong on our site. Please check on the recruiting organization's page for the exact info. Candidates are responsible for complying with deadlines and are encouraged to submit applications well ahead. Before applying, please make sure that you have read the requirements for the position and that you qualify. Applications from non-qualifying applicants will most likely be discarded by the recruiting manager.

UNICEF Ethiopia is looking for a seasoned professional who will be responsible for providing technical support to the implementation, monitoring, and evaluation of all stages of disability inclusion programing and related advocacy from strategic planning and formulation to delivery of concrete and sustainable results.This includes programmes aimed at improving:a) public policies to increase disability inclusion; b) the transparency, adequacy, equity and efficiency of disability inclusive public investments; c) governance, decentralization and accountability measures to increase public participation of persons with disabilities; and d) the quality, equity and coverage of disability-inclusive social services. If you have the required profile, you are highly encouraged to apply. Taking up this assignment is motivating and rewarding. UNICEF works in over 190 countries and territories to save children’s lives, defend their rights, and help them fulfill their potential, from early childhood through adolescence. At UNICEF, we are committed, passionate, and proud of what we do for as long as we are needed. Promoting the rights of every child is not just a job – it is a calling. UNICEF is a place where careers are built: we offer our staff diverse opportunities for professional and personal development that will help them reinforce a sense of purpose while serving children and communities across the world. We welcome everyone who wants to belong and grow in a diverse and passionate culture, coupled with an attractive compensation and benefits package. Visit our website to learn more about what we do at UNICEF. For every child, the right to a Voice How can you make a difference? UNICEF Ethiopia has about 400 staff members across the country who work in the areas of health, nutrition, WASH, child protection, education, social policy, communication, and operations (admin, finance, HR, ICT, supply). We are committed to provide equal opportunities in its employment policies, practices and procedures.The country programme’s vision is for children, adolescents, youth and women, particularly the most vulnerable, to attain transformational gains in fulfilling their rights and accessing equitable, sustainable and quality social services driven by strategies aimed at reducing poverty and strengthening local economies that generate livelihoods and promote employment and entrepreneurship for youth.Through its social policy programme, UNICEF Ethiopia supports the Ministry of Women and Social Affairs, regional bureaus and woreda (district) offices in designing, implementing and monitoring an inclusive and adaptive social protection system capable of responding in humanitarian contexts and covering hard-to-reach populations, children with disabilities, women and children in IDP (internally displaced persons) settings. This includes implementing humanitarian and development cash transfer programmes and linking cash programmes to childcare services while promoting women’s empowerment, disability inclusion and financial inclusion to enhance resilience. UNICEF pursues multisectoral collaboration and expands partnerships with the private sector and civil society to enhance the livelihoods of youth and women. Further, UNICEF advocates with the Ministry of Finance and regional governments for increased public investment in child-inclusive services and support the Government in improving social sector spending. UNICEF support will include fiscal analyses, strengthening macroeconomic modelling, climate financing, gender- and disability-responsive budgeting and domestic resource mobilization. UNICEF also supports strengthening multisectoral engagement to improve financing of social services. Purpose: Under the general guidance of the direct supervisor, and supported by the matrix supervisor, the incumbent is responsible for providing technical support to the implementation, monitoring, and evaluation of all stages of disability inclusion programing and related advocacy from strategic planning and formulation to delivery of concrete and sustainable results. Key Functions, Accountabilities and Related Duties/Tasks 1. Coordination and integration of disability issues across UNICEF's programme Guided by the Sustainable Development Goals (SDGs) and aligned to the Convention on the Rights of the Child (CRC) and to the Convention on the Rights of Persons with Disabilities (CRPD), support the dissemination and implementation of the UNICEF disability inclusion policy and strategy (DIPAS) with the view to include children and adolescents with disabilities in all facets of UNICEF's country programme using an intersectional approach. Support the relevant coordinating/programme integration committees. Lead the Disability Inclusion Task Force as Secretary. Participate in inter-agency mechanisms and inter-agency capacity-building activities on disability inclusion. Provide technical backstopping to sectoral programmes of the UNICEF country programme on disability programming with an intersectional lens in all areas. Coordinate capacity-building activities on disability inclusion for staff and partners. 2. Strengthened disability inclusion and transformative impact for children and adolescents with disabilities Support the development of policies, legislation and programmes with attention to increasing transformative impact of social services on children and adolescents with disabilities. Identify, generate and present evidence to support this goal in collaboration with partners. Promote integrated disability inclusive and transformative systems, provide technical support to partners to improve the design of assistive technology provisioning systems, anti-stigmatisation programmes and community based integration/rehabilitation platforms (such as community based inclusive development) across sectors, especially nutrition, health, education, water and sanitation, child protection, social protection and HIV. 3. Strengthened advocacy and partnerships for child-sensitive disability inclusion Support correct and compelling use of data and evidence on the situation of children and adolescents with disabilities and coverage and impact of inclusive and disability-transformative child focused services — in support of the country programme overall. Develop effective partnerships with the Government, bilateral and multilateral donors, NGOs, civil society and local leaders, the private sector, and other UN agencies to support sustained and proactive commitment to the Convention of the Rights of the Child and the Convention of the Rights of Persons with Disabilities and to achieve global UN agendas such as the Sustainable Development Goals. Identify other critical partners, promote awareness and build capacity of partners, and actively facilitate effective collaboration within the UN family. 4. Rights-Based and Results-Based Programme Management Approach Assure the quality of child rights-based programmes through consistent and effective planning, design, implementation, monitoring and/or evaluation of programmes and projects. Bring coherence, synergy and added value to the programming planning and design processes using a results-based management approach to programme design. Ensure viable recommendations on project implementation, alternative approaches, and optimal utilization of resources that contribute effectively to the fulfilment of the rights of children and women, and recommendations on new programme initiatives and management issues to ensure achievement of stated objectives. If you would like to know more about this position, please review the complete Job Description here: Disability Inclusion NO-C Specific JD 3.pdf To qualify as an advocate for every child you will have… Minimum requirements Education : Master or equivalent (Advanced University Degree) in International Development,Public Administration,Social Science, Public Policy, Social Development, Community Development , international relations and any other related fields. Work Experience : At least 5 years of relevant work experience in Social Policy,International Development, Disability Inclusion. and any other related fields. Skills : Disability Identification, Inclusive Education, Rehabilitation Services, Policy Analysis, Disability Surveys, Disability Mainstreaming, Assistive Technologies, Capacity Building, OPD Engagement, Social Change, Anti-Stigmatisation, Inclusive Communication. Language Requirements : Fluency in English is required. Desirables Language: Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) or a local language Experience working with Organisations of Persons with Disabilities (OPDs) Experience with disability identification, certification, registration and referral systems Experience with disability data collection and analysis Experience with disability mainstreaming Experience with disability inclusion advocacy Experience with policy and legal Frameworks Experience with community based inclusive development, rehabilitation services and occupational therapy Relevant experience at country level, particularly in development, fragile settings and humanitarian contexts. For every Child, you demonstrate... UNICEF's Core Values of Care, Respect, Integrity, Trust and Accountability and Sustainability (CRITAS) underpin everything we do and how we do it. Get acquainted with Our Values Charter: UNICEF Values UNICEF competencies required for this post are… (1) Builds and maintains partnerships (2) Demonstrates self-awareness and ethical awareness (3) Drive to achieve results for impact (4) Innovates and embraces change (5) Manages ambiguity and complexity (6) Thinks and acts strategically (7) Works collaboratively with others Familiarize yourself with our competency framework and its different levels. This position has been assessed as an elevated risk role for Child Safeguarding purposes as it is either a role with direct contact with children, a role that works directly with identifiable children's data, a safeguarding response role, or an assessed risk role. Additional vetting and assessment for elevated risk roles in child safeguarding (potentially including additional criminal background checks) apply. UNICEF promotes and advocates for the protection of the rights of every child, everywhere, in everything it does and is mandated to support the realization of the rights of every child, including those most disadvantaged, and our global workforce must reflect the diversity of those children. The UNICEF family is committed to include everyone, irrespective of their race/ethnicity, disability, gender identity, sexual orientation, religion, nationality, socio-economic background, minority, or any other status. UNICEF encourages applications from all qualified candidates, regardless of gender, nationality, religious or ethnic backgrounds, and from people with disabilities, including neurodivergence. We offer a wide range of benefits to our staff, including paid parental leave, breastfeeding breaks and reasonable accommodation for persons with disabilities. UNICEF provides reasonable accommodation throughout the recruitment process. If you require any accommodation, please submit your request through the accessibility email button on the UNICEF Careers webpage Accessibility | UNICEF . Should you be shortlisted, please get in touch with the recruiter directly to share further details, enabling us to make the necessary arrangements in advance. UNICEF does not hire candidates who are married to children (persons under 18). UNICEF has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UNICEF, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities. UNICEF is committed to promote the protection and safeguarding of all children. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles. Background checks will include the verification of academic credential(s) and employment history. Selected candidates may be required to provide additional information to conduct a background check, and selected candidates with disabilities may be requested to submit supporting documentation in relation to their disability confidentially. UNICEF appointments are subject to medical clearance. Issuance of a visa by the host country of the duty station is required for IP positions and will be facilitated by UNICEF. Appointments are conditional on the selected candidates willingness to comply with current or future vaccination requirements, should UNICEF mandate it for personnel. Failure to comply with such requirements, where applicable and without a duly approved medical exemption from the relevant UN authority, will result in the cancellation of the selection or may lead to other administrative measures, including separation from service. Remarks: As per Article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. UNICEF is committed to fostering an inclusive, representative, and welcoming workforce. For this position, eligible and suitable female candidates and persons with disabilities from targeted underrepresented groups] are encouraged to apply. Government employees who are considered for employment with UNICEF are normally required to resign from their government positions before taking up an assignment with UNICEF. UNICEF reserves the right to withdraw an offer of appointment, without compensation, if a visa or medical clearance is not obtained, or necessary inoculation requirements are not met, within a reasonable period for any reason. UNICEF does not charge a processing fee at any stage of its recruitment, selection, and hiring processes (i.e., application stage, interview stage, validation stage, or appointment and training). UNICEF will not ask for applicants' bank account information. Humanitarian action is a cross-cutting priority within UNICEF's Strategic Plan. UNICEF is committed to stay and deliver in humanitarian contexts. Therefore, all staff, at all levels across all functional areas, can be called upon to be deployed to support humanitarian response, contributing to both strengthening resilience of communities and capacity of national authorities. Visa residence requirements: i.e. UNICEF shall not facilitate the issuance of a visa and working authorization for candidates under consideration for positions at the national officer and general service category. All UNICEF positions are advertised, and only shortlisted candidates will be contacted and advance to the next stage of the selection process. An internal candidate performing at the level of the post in the relevant functional area, or an internal/external candidate in the corresponding Talent Group, may be selected, if suitable for the post, without assessment of other candidates. Additional information about working for UNICEF can be found here . At Impactpool we do our best to provide you the most accurate info, but closing dates may be wrong on our site. Please check on the recruiting organization's page for the exact info. Candidates are responsible for complying with deadlines and are encouraged to submit applications well ahead. Before applying, please make sure that you have read the requirements for the position and that you qualify. Applications from non-qualifying applicants will most likely be discarded by the recruiting manager.

Job Description Under the overall supervision of the Head of Supply Chain Unit (Supply Chain Officer) and the direct supervision of Administrative Associate (Protocol and Legal Support) and in close coordination with Head of HR Office (Human Resource Officer) and in close coordination with the Office of Legal Affairs , the incumbent will be responsible and accountable for providing support both to the IOM Ethiopia country office (CO) and the special liaison office (SLO) on administrative matters, including but not limited to contract related matters, and protocol related issues in accordance with IOM’s regulations, rules and procedures. Responsibilities Assist in reviewing contracts of the CO and SLO (with IOM’s donors, implementing partners, service providers, contractors and other partners) and verifying compliance with applicable Framework Agreements and IOM internal legal requirements. Coordinate/liaise in all applicable instances with the Office of Legal Affairs as required. Support CO and SLO in work concerning relevant legal and contractual issues, including terminating agreements, contracts and contractual disputes. Conduct preliminary checkup for accuracy and compliance of a variety of legal documentation, instruments and publication and related correspondences and report any discrepancies to the supervisor. Liaise with the Office of Legal Affairs as needed. Liaise and follow up with government entities on legal and protocol issues, in coordination with the Office of Legal Affairs. Maintain confidential records of legal-related work and assist in developing a contract retrieval and reference system. This includes keeping a repository system for all legal related issues coordinated with the Office of Legal Affairs. Participate in due diligence processes, following coordination with RMU and programme teams as applicable, including, but not limited to, verification of business licenses, tax documentation and other documents with relevant authorities prior to contracting. Upon request from the concerned unit, assist with the issuance and the renewal of residency permit for International Staff as well as their Dependents. Provide guidance to staff members, eligible dependents and conference delegates on immigration formalities and visa-related matters. Follow operating procedures related to protocol and Ethiopian visas and support timely handling of immigration formalities. Assist with the tracking of passports/travel documents sent to the various Government Ministries, Department of Immigration and Embassies, if any. Attend to the visa status of CO and SLO visitors and maintain a separate file for request of visa on arrival for conference participants, consultants, fellows, Interns and other guests of IOM. Upon request from logistic team, assist import and export clearance from various Government Ministries and assist on new registration and transfer of vehicles Regularly brief the concerned unit with respect to changes in national protocol rules and regulations that could affect IOM programming in Ethiopia and the Region. Perform such other duties and responsibilities as may be assigned . Qualifications EDUCATION University degree in Law, Social and/or Political Science, International Relations or a related field from an accredited academic institution, with two years of relevant professional experience. Or completed High school diploma from an accredited academic institution, with four years of relevant professional experience Experience: Proven experience and knowledge in all matters of law related to the field of work, which can range from corporate companies to non-government organizations. Proven experience and knowledge in various national laws, legal codes, court procedures, precedents, government regulations, executive orders and agency rules. Proven good negotiation and communication skills. Proven experience in reviewing legal documents, papers and developed research skills and knowledge of business and/or private international law is an advantage Prior work experience with international humanitarian organizations, non-government or government institutions/organization in a multi-cultural setting is an advantage. Experience in administrative services or related areas. Experience in preparing clear and concise communications and coordination of administrative activities. Experience in working in a multilateral system, preferably UN context, with deep familiarity of the UN system, its secretariat, agencies, funds, programmes and organizations; working also closely with international agencies, NGOs and other stakeholders, and governments; and, Experience in enterprise resource planning systems, Microsoft Office (Word, Excel, Outlook, etc.), and web-based collaborative platforms like SharePoint and Microsoft Teams. Skills : Proven experience in English drafting skills Attention to detail, ability to organize paperwork in a methodical way. Discreet, details and clients-oriented, patient and willingness to learn. Good communication skills, especially in a multilingual setting; good writing skills. Knowledge of IOM/UN regulations, policies and procedures. Ability to work effectively and harmoniously within a team of colleagues from varied cultures and professional backgrounds. High sense of responsibility and motivation; and, Ability to work with minimum supervision against tight deadlines. Ability to maintain a high level of confidentiality SECTION 5 Languages REQUIRED Fluency in English (oral and written) and local/national working language. DESIRABLE Working knowledge of local area languages SECTION 6 Competencies The incumbent is expected to demonstrate the following values and competencies: VALUES - All IOM staff members must abide by and demonstrate these five values: Inclusion and respect for diversity: Respects and promotes individual and cultural differences. Encourages diversity and inclusion. Integrity and transparency: Maintains high ethical standards and acts in a manner consistent with organizational principles/rules and standards of conduct. Professionalism: Demonstrates ability to work in a composed, competent and committed manner and exercises careful judgment in meeting day-to-day challenges. Courage: Demonstrates willingness to take a stand on issues of importance. Empathy: Shows compassion for others, makes people feel safe, respected and fairly treated. CORE COMPETENCIES - Behavioral indicators – Level 1 Teamwork: Develops and promotes effective collaboration within and across units to achieve shared goals and optimize results. Delivering results: Produces and delivers quality results in a service-oriented and timely manner. Is action oriented and committed to achieving agreed outcomes. Managing and sharing knowledge: Continuously seeks to learn, share knowledge and innovate. Accountability: Takes ownership for achieving the Organization’s priorities and assumes responsibility for own actions and delegated work. Communication: Encourages and contributes to clear and open communication. Explains complex matters in an informative, inspiring and motivational way. Notes IOM covers affiliate contractors against occupational accidents and illnesses under the Compensation Plan (CP), free of charge, for the duration of the consultancy. IOM does not provide evacuation or medical insurance for reasons related to non-occupational accidents and illnesses. Affiliate contractors are responsible for their own medical insurance for non-occupational accident or illness and will be required to provide written proof of such coverage before commencing work Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation. Appointment will be subject to certification that the candidate is medically fit for appointment, accreditation, any residency or visa requirements, security clearances. IOM has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and IOM, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities. IOM does not charge a fee at any stage of its recruitment process (application, interview, processing, training or other fee). IOM does not request any information related to bank accounts. IOM only accepts duly completed applications submitted through the IOM e-Recruitment system (for internal candidates link here ). The online tool also allows candidates to track the status of their application. No late applications will be accepted. Only shortlisted candidates will be contacted. For further information and other job postings, you are welcome to visit our website: IOM Careers and Job Vacancies [1] Competencies and respective levels should be drawn from the Competency Framework of the Organization. Required Skills Job info Contract Type: Consultancy (Up to 11 months) Initial Contract Duration: 6 months Org Type: Country Office Vacancy Type: Call for Expression of Interest Recruiting Type: Consultant Grade: UG Is this S/VN based in an L3 office or in support to an L3 emergency response?: No At Impactpool we do our best to provide you the most accurate info, but closing dates may be wrong on our site. Please check on the recruiting organization's page for the exact info. Candidates are responsible for complying with deadlines and are encouraged to submit applications well ahead. Before applying, please make sure that you have read the requirements for the position and that you qualify. Applications from non-qualifying applicants will most likely be discarded by the recruiting manager.

Company Description Cooperative Bank of Oromia (S.C.) was established in 2004 and began operations in 2005, with a mission to expand financial access to underserved communities, including farmers, youth, and women. The bank has significantly advanced financial inclusion by lending over 63 billion birr to MSMEs through its uncollateralized digital lending platform, Michu, reaching more than 3.3 million individuals. It also offers innovative solutions such as FarmPass, which connects farmers to markets, credit, and tailored financial services to transform the agricultural sector. With cooperative and non-cooperative owners, the bank is guided by values of sustainability, community well-being, accountability, equal opportunity, and inclusive governance. Its vision is to lead in financial inclusion, sustainability, and community empowerment, living its purpose and motto: “Empowering Communities, Transforming Lives.” Role Description The Digital Business Officer is a full-time, on-site role based in Jimma, responsible for driving the growth and performance of the bank’s digital banking products and services. This role involves monitoring digital channels, analyzing usage trends, and identifying opportunities to enhance customer experience and financial inclusion through digital solutions. The Digital Business Officer collaborates with branch teams, IT, and business units to support implementation of new digital features, campaigns, and partnerships, ensuring alignment with regulatory and internal standards. Daily tasks include supporting customers and staff in the use of digital platforms, preparing performance reports, and contributing to continuous improvement initiatives for products such as mobile banking, Michu, and other digital offerings. The role requires proactive engagement with customers and communities to promote adoption of digital services and gather feedback for future enhancements. Qualifications Candidates should possess strong Analytical Skills to interpret digital channel performance, customer data, and market trends, and to support data-driven decision-making. Candidates should possess effective Communication and Interpersonal Communication skills to collaborate with internal stakeholders, support branch staff, and clearly explain digital solutions to customers. Candidates should possess solid Customer Service skills to provide responsive support for digital banking users and ensure a positive, inclusive experience across all channels. Candidates should possess sound Business skills to understand banking operations, digital product lifecycles, and opportunities for growth and financial inclusion. Additional beneficial qualifications include familiarity with digital banking platforms, basic knowledge of data and reporting tools, and experience in financial services or related sectors. A bachelor’s degree in Business, Information Systems, Finance, Marketing, or a related field is preferred, along with the ability to work on-site in Jimma and commit to full-time responsibilities.

Join a Growing Luxury Real Estate Developer Metropolitan Real Estate PLC is an established property development company focused on creating homes packed with functionality, convenience, and comfort for today’s modern lifestyle seeker and savvy investor. With our experience in global real estate, we offer premium luxury residential apartments in key areas of Addis Ababa to meet the needs of luxury living in Ethiopia and long-term profitable investment opportunities in real estate for both local and international buyers. MRE is seeking a strategic and creative marketing professional looking to make an impact. Experienced and driven Senior Marketing Executive who will lead innovative marketing initiatives and support ambitious sales targets in Ethiopia and among Ethiopian Diaspora communities worldwide. Key Responsibilities Develop and execute the annual marketing strategy. Prepare and implement a six-month marketing action plan with clear KPIs and budget. Drive qualified lead generation through integrated marketing campaigns, optimizing channels and strategies to achieve ambitious sales goals. Plan and manage digital marketing across Meta, Google, LinkedIn, YouTube, SEO, email marketing and CRM platforms. Lead campaigns targeting Ethiopian Diaspora communities in the USA, Canada, the UK, Europe and South Africa. Strengthen MRE's brand awareness and market positioning. Organise property launches, exhibitions, open-house events and promotional activities. Monitor campaign performance and optimise return on marketing investment (ROMI). Work closely with the Sales team to improve lead conversion and customer experience. What We Offer Opportunity to join a respected international luxury real estate company. Exciting role with significant responsibility and growth potential. Competitive salary and performance-based incentives. Professional development in a fast-growing organisation. Recruitment Process Shortlisted candidates will complete: Initial interview Marketing case study presentation Final interview Reference checks About you Qualifications & Experience Bachelor's degree in Marketing, Business Administration, Communications or a related field. Minimum 3-5 years' relevant marketing experience in real estate, FMCG, banking, telecom, automotive, hospitality or another customer-focused industry. Proven success in digital marketing, lead generation and campaign management. Strong analytical, project management and communication skills. Experience with CRM, Google Analytics and marketing automation tools is an advantage. Knowledge of AI-powered marketing tools is desirable. How to apply Interested and qualified candidates are invited to send their updated CV and Cover letter outlining your relevant experience and achievements to Hr@metropolitanaddis.net. Please indicate “Senior Marketing Executive” in the subject line of your email. Applications will be reviewed on a rolling basis. Only shortlisted candidates will be contacted. Metropolitan Real Estate PLC (MRE) is an equal opportunity employer committed to attracting talented professionals who are passionate about marketing excellence and delivering business growth.

This role is mobile and will cover the whole of the southwest region Are you ready to be a part of our rapidly developing construction division? We are looking for a talented mechanical technician to join our team to ensure our plant equipment is maintained to the highest standard whilst consistently meeting or exceeding customer expectations. What will you be doing? Equipment repair and pre hire inspections Maintenance of equipment Electrical, mechanical, pneumatic and hydraulic repairs Service and inspection of all equipment Ensuring all equipment is maintained to the highest standards of cleanliness, functionality and compliance What we offer? Real living wage employer Excellent development opportunities Exceptional benefits including: Incentive scheme Life Assurance Employee assistance programme Opportunity to buy and sell holidays What are we looking for? Knowledge and experience within the plant hire or equipment industry Team player, supporting your colleagues Self-motivated and a flexible approach to the working environment A full UK driving license is essential Why Sunbelt? Whether it's construction sites, energy projects, government initiatives, or unforgettable events, Sunbelt Rentals deliver the equipment and expertise to move every industry forward. With our ambition to an employer of choice this makes Sunbelt Rentals an ideal destination for your next career move. We are committed to the fair treatment of our staff, potential staff, and users of our services, regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical/mental disability, or offending background. Having a criminal record will not automatically bar an individual from working with us. We judge each case on its own merits, taking into account the relevance of the conviction to the role, the circumstances, and the time passed since the offence.

We’re looking for the very best talent to join us at this exciting time in our journey, as we continue to strengthen our market leader position by providing an even better customer experience. We have an exciting new role for a Regional Business Development Manager covering the South West with the primary aim of winning and developing revenue streams from large major customers in the Lifting sector. Working closely with the sales and account management team to develop and delivery a commercial strategy for our products in order to achieve high ROI goals in accordance to the Sunbelt Rentals business objectives This will be done by optimizing revenue incomes through multiple sales channels (National, Regional and Internal), identifying and marketing differentiated value propositions through alternative markets and growth sectors and instigating a training and development program to improve the order capture conversion rate and overall customer experience. Your Responsibilities Will Include Create and implement a performance management process for the Lifting Sales community to improve capability, call activity, portfolio and area growth Develop and manage a National project and portfolio pipeline to drive new business growth through relevant sales channels and business sectors Work closely alongside the National accounts team to create a plan to promote & increase the Lifting ‘Share of wallet’ within National Accounts Develop & co-ordinate training programs to increase product knowledge and working at height safety awareness across relevant Sales Channels and Hire Desks in order to create teams of ‘Trusted Advisors’. Work alongside marketing to align campaigns and collateral with new products, services and underutilized products. Identify new markets and underpenetrated sectors and create strategy to gain traction and market share Develop systems and controls for pricing to improve governance, discounting and overall ROI. Promote cross selling opportunities through all division of Sunbelt Rentals divisions. What can we offer you in return? You’ll be joining a highly successful FTSE100 company, the UK’s largest equipment rental provider. We provide an Industry leading flexible rewards package including generous holiday allowance (with the opportunity to buy and sell annual leave), life assurance, retail discount scheme, employee recognition awards and a great Company pension scheme. Other benefits will depend on your job role and may include company car and private medical insurance. If you join the team we’ll provide you with everything you need and ensure you are equipped for success. We’ll talk to you about your training and personal development needs and what you’d like to do to further your career and support your future aspirations. To succeed as a Regional Business Development Manager you will bring the following skill-set and behaviours: You will have already undertaken an Account Management role and have significant experience in the Plant and Tool Hire Industry, preferably in with experience in Lifting equipment. You will have the experience, confidence and ability to positively and professionally represent Sunbelt Rentals and develop strong and successful relationships with key external stakeholders. You will also be able to demonstrate the experience and ability to lead on tender bids ensuring profitability and good ROI. Key to success will be your ability to enable collaboration as you’ll work with the Procurement team, Tenders & Bids Team, Marketing team and all sales colleagues from across the group The Essential Requirements Considerable sales experience of working closely with large customers Sales Management experience - able to manage and develop a team of sales colleagues Commercial Acumen - to ensure competitive contracts are proposed and bid for Tender & Bid writing - able to contribute to sizable bid opportunities Excellent communication and presentation skills - both internally and externally Good understanding of hire contracts and terms Teamwork - able to work across teams and across the company to build customers proposals and form commercial contracts Why Sunbelt? Whether it's construction sites, energy projects, government initiatives, or unforgettable events, Sunbelt Rentals deliver the equipment and expertise to move every industry forward. With our ambition to an employer of choice this makes Sunbelt Rentals an ideal destination for your next career move. We are committed to the fair treatment of our staff, potential staff, and users of our services, regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical/mental disability, or offending background. Having a criminal record will not automatically bar an individual from working with us. We judge each case on its own merits, taking into account the relevance of the conviction to the role, the circumstances, and the time passed since the offence.

Job Title: District Valuator- Maker/Checker for South West District Vacancy Details Qualification Bachelor’s Degree in Civil Engineering/ Architectural Engineering or related fields Experience Minimum of five (5) years relevant experience Job Summary District Valuator (Maker/Checker) is responsible to plan, organize and conduct activities related with property valuation. He/she is responsible for the conducting/checking of collateral valuation as per the Bank’s policies, procedures and guidelines Functional/Technical Competencies Market evaluation and assessment skills. Excellent numerical skills.” Behavioral Competencies Interpersonal and cross-cultural skills, including ability to build collaborative relationships with sensitivity to diversity/inclusion. Creativity and innovation skills. Action oriented. Quality focus and attention to detail. Professionalism and integrity in line with Dashen Bank values. Good oral and written communication skills. Critical and analytical thinking and problem solving skills. Personal motivation and drive exhibited through commitment to hard work, continuous improvement and achievement of goals. Good customer relationship management skills (internal and external customers). Risk awareness and focus – demonstrates understanding of risk management practices, standards and regulatory requirements. application please follow the link: https://career55.sapsf.eu/sfcareer/jobreqcareer?jobId=2178&company=dashenbank

VisionFund International is World Vision’s microfinance provider serving vulnerable clients through loans, savings, and insurance. We enable families to grow their livelihoods in hard to reach, rural locations in 28 countries so that caregivers can create secure futures for their children. We believe in brighter futures for children; empowering families to create incomes and jobs; unlocking economic potential for communities to thrive. Join VisionFund as we seek to end intergenerational poverty through microfinance. Here’s where you come in: As the Regional People & Culture Director, West Africa (Africa 3), VisionFund International, you will provide strategic leadership to the assigned region or cluster of countries in West Africa, i.e. Senegal, Mali and Ghana, in the areas of People & Culture, and Organizational Development by maximizing the potential of VFI´s human resources and optimizing organizational performance, sustaining the culture and ensuring alignment to fulfil VFI’s strategy. You will provide leadership in developing leadership capacity, furthering executive development of senior staff at the Regional and MFI level. Reporting to the Global Director of P&C and matrix reporting to the Regional Director of the assigned region or cluster of countries, the Regional P&C Director will build strong relationship with Global Centre’s Centres of Expertise and engage with external network to collaborate and further build VFI’s brand and capacity in the MFIs assigned. This role also matrix manages MFI’s People & Culture Managers, leading and developing a highly proficient and engaged team. The aim of this role is threefold: Provide Direction, oversight, support and capacity building to the P&C function in the region to meet demanding business needs and align with Partnership’s policies. Be a trusted advisor to the Regional Director and the Board of Directors of the MFIs assigned, in decisions pertaining P&C specially for employees in key roles at the Senior Management Teams. Provide oversight and control on people related processes and RACI matrix across the MFI, the Global P&C Director; Global VFI ExL; VFI Regional Director and Regional Finance Director; MFI P&C Teams and MFI SMT. The goal is to ensure consistency and quality of the processes related to people in adherence to the partnership’s policies and P&C philosophy. Requirements include: Minimum of 8 to 10 years’ experience in a HR Leadership / Senior Human Resources Management position with significant organizational development experience, or related fields, in a complex, international organization (preferably in an International FinInclusion Network or international/multinational organizations). University degree preferably with a strong emphasis on HR portfolio CIPD /SHRM or equivalent will be considered as advantage Experience in Financial Inclusion, Microfinance or Financial Services studies would be considered an advantage. At least 1-2 years of experience working in at least two of the countries of the region assigned. Proven record of accomplishment of effective contribution as a member of the top team of a multi-national leadership group, reporting to a CEO-type role. A thorough understanding of all areas of Human Resources management and staff development, and knowledge of HR and OD practices, group processes and dynamics and apply such in the context of the countries/regions assigned. A demonstrable track record of critical and analytic thought that influences organisational direction and change and forges strong partnerships. Experience collaborating with Board of Directors. Strong business acumen and understanding of financial metrics and how that informs the HR strategy. Native French speaker with excellent English or native English speaker with excellent French. Travel Requirements: Travel up to 30% How to Apply Is this the job for you? Find the full responsibilities and requirements for this position and apply online by the closing date 31 AUGUST 2016. VisionFund is dedicated to our team members’ development and their success. We aspire for all employees to be fulfilled through their work and their contributions to an organisation working to provide long-term sustainable solutions to the world’s most vulnerable people. For more information on World Vision International and VisionFund International, please visit our website: www.visionfund.org . Our vision for every child, life in all its fullness. Our prayer for every heart, the will to make it so.

1. Job Purpose The Workshop Manager is responsible for managing the company's truck maintenance and repair operations to ensure maximum vehicle availability, reliability, safety, and operational efficiency. 2. Key Responsibilities Workshop Operations Manage daily workshop activities and prioritize maintenance and repair requirements. Develop preventive maintenance schedules for all trucks and equipment. Ensure trucks receive scheduled servicing according to manufacturer recommendations and company requirements. Coordinate emergency repairs and breakdown recovery. Ensure vehicles are released only after appropriate inspection and repair completion. Minimize vehicle downtime and maximize fleet availability. Fleet Maintenance Maintain accurate maintenance records for every truck. Monitor mileage and service intervals. Identify recurring mechanical problems and recommend corrective actions. Conduct regular inspections of vehicles. Ensure proper diagnosis of mechanical, electrical, hydraulic, and other technical problems. Coordinate major repairs and overhaul activities. Recommend vehicle replacement where maintenance costs become uneconomical. Tire Management Manage tire inspection, rotation, replacement, repair, and tracking. Monitor tire wear and identify abnormal wear patterns. Maintain accurate tire inventory and records. Monitor tire cost per kilometer. Implement measures to reduce tire damage, misuse, and premature replacement. Spare Parts and Inventory Identify required spare parts and consumables. Coordinate with procurement and stores to ensure availability of critical parts. Monitor workshop inventory levels. Ensure proper control and issuance of spare parts. Reduce unnecessary parts consumption and wastage. Verify that purchased parts meet required specifications. Team Management Supervise mechanics, technicians, and workshop personnel. Allocate daily jobs and monitor completion. Establish productivity and quality standards. Conduct performance reviews and identify training needs. Ensure workshop staff follow safety procedures and technical standards. Maintain discipline and professional standards within the workshop. Safety and Compliance Ensure workshop activities comply with QHSE policies. Maintain a safe and organized workshop environment. Ensure proper use of PPE and workshop equipment. Report accidents, incidents, and unsafe conditions. Ensure tools and equipment are properly maintained and calibrated where applicable. Reporting and Cost Control Prepare maintenance and workshop performance reports. Monitor maintenance costs per truck and per kilometer. Analyze vehicle downtime and recurring repair costs. Monitor warranty claims where applicable. Recommend cost-reduction initiatives without compromising safety or vehicle reliability. 3. Key Performance Indicators Fleet availability Preventive maintenance compliance Average vehicle downtime Maintenance cost per kilometer Breakdown frequency Repeat repair rate Tire cost per kilometer Spare parts consumption Workshop productivity Repair turnaround time Workshop safety performance 4. Qualifications and Experience Bachelor's degree or diploma in Mechanical Engineering, Automotive Engineering, Automotive Technology, or a related field. Minimum 5 years of experience in fleet/workshop management. Experience managing maintenance operations for heavy-duty trucks is strongly preferred. Experience managing a fleet of 50+ commercial vehicles is an advantage. Strong knowledge of diesel engines, heavy trucks, vehicle diagnostics, and preventive maintenance. Knowledge of tire management and fleet maintenance systems. Strong understanding of occupational health and safety requirements. 5. Core Competencies Technical expertise Leadership and team management Problem-solving and diagnostics Planning and organization Cost management Attention to detail Decision-making Safety awareness Strong communication skills Ability to work under operational pressure How to Apply: Applications for this role are handled by YES | Your Employment Solutions, the recruiter for this employer. Apply opens the YES application form .

1. Job Purpose The Transport Manager is responsible for the efficient, safe, compliant, and cost-effective management of the company's transportation operations and fleet of more than 50 trucks. The role oversees vehicle deployment, driver management, trip planning, fleet utilization, fuel consumption, maintenance coordination, regulatory compliance, and customer service. 2. Key Responsibilities Transport Operations Manage day-to-day transportation operations and ensure timely deployment of trucks. Develop and implement efficient transport schedules and routing plans. Coordinate truck allocation based on customer requirements, cargo type, destination, and vehicle availability. Monitor daily trips, deliveries, collections, turnaround times, and vehicle utilization. Coordinate transport, warehouse, workshop, commercial, QHSE, and finance activities. Ensure trucks are positioned appropriately to minimize empty trips and operational downtime. Manage local, regional, cross-border, and long-haul movements where applicable. Fleet Management Monitor fleet availability, utilization, operational condition, mileage, fuel consumption, and downtime. Coordinate with the Workshop Manager to ensure preventive and corrective maintenance is completed on schedule. Monitor vehicle replacement requirements and provide recommendations. Ensure vehicles are properly equipped, inspected, documented, and compliant before deployment. Driver Management Supervise drivers, including attendance, productivity, discipline, and performance. Ensure drivers have required licenses, permits, training, and certifications. Establish and monitor driver performance KPIs. Promote safe driving practices and compliance with company policies. Investigate driver-related incidents, accidents, customer complaints, and operational violations. Coordinate driver training and refresher programs with HR and QHSE. Cost and Fuel Management Monitor fuel consumption and identify abnormal usage or potential losses. Implement measures to reduce fuel costs and unnecessary operational expenses. Monitor maintenance, overtime, toll, parking, and other transport-related costs. Review transport costs against budgets and operational targets. Identify opportunities to improve fleet profitability and cost efficiency. Compliance and Safety Ensure compliance with transportation laws, road safety requirements, company policies, and customer requirements. Work closely with QHSE to implement transport safety standards. Ensure regular vehicle inspections and documentation. Ensure accidents, breakdowns, and safety incidents are properly reported and investigated. Implement corrective and preventive actions arising from incidents and audits. Performance Management and Reporting Establish transport KPIs and monitor performance against agreed targets. Prepare daily, weekly, and monthly transport performance reports. Analyze fleet utilization, delivery performance, fuel consumption, downtime, accident rates, and operating costs. Present operational performance and improvement recommendations to senior management. Drive continuous improvement initiatives within the transport function. 3. Key Performance Indicators Fleet utilization rate On-time delivery percentage Truck availability Vehicle downtime Fuel consumption per kilometer/trip Cost per trip/kilometer Empty mileage percentage Number and severity of accidents Driver productivity Customer complaints Vehicle maintenance compliance Transport operating cost against budget 4. Qualifications and Experience Bachelor's degree in Logistics, Transport Management, Supply Chain Management, Business Administration, or a related field. Minimum 5–7 years of experience in transport or fleet management. Proven experience managing a fleet of 50+ trucks is highly preferred. Experience managing drivers, transport planners, and operational teams. Experience in heavy-duty trucks, long-haul transportation, or logistics operations is preferred. Strong knowledge of fleet management, route planning, transport regulations, and road safety. Proficiency in MS Office and fleet/transport management systems. 5. Core Competencies Strong leadership and people-management skills Excellent planning and organizational ability Analytical and problem-solving skills Cost-conscious and commercially minded Strong decision-making ability Excellent communication and negotiation skills Ability to work under pressure Safety-focused mindset Strong customer orientation Continuous improvement mindset How to Apply: Applications for this role are handled by YES | Your Employment Solutions, the recruiter for this employer. Apply opens the YES application form .

Org. Setting and Reporting ECA's mission is to deliver ideas and actions for an empowered and transformed Africa; informed by the 2030 Agenda and Agenda 2063. The mission is guided by ECA's five strategic directions which are advancing ECA's position as a premier knowledge institution that builds on its unique position and privilege to bring global solutions to the continent's problems and take local solutions to the continent; developing macroeconomic and structural policy options to accelerate economic diversification and job creation; designing and implementing innovative financing models for infrastructure, and for human, physical and social assets for a transforming Africa; contributing solutions to regional and transboundary challenges, with a focus on peace security and social inclusion as an important development nexus; advocating Africa's position at the global level and developing regional responses as a contribution to global governance issues. This position is located in the Facilities Management Section (FMS), Administration & Conference Management Division (ACMD) at the United Nations Economic Commission for Africa (ECA). Under the direct supervision of the Chief Facilities Management Section, the Manager will assume responsibilities for the overall leadership, planning, implementation and completion of the work related to the projects and activities in the Facilities Management Section (FMS) in Operations Unit (Electrical, Mechanical, Civil, Architectural, Service Works). Responsibilities 1. Maintenance & Operations • Leads the planning and delivery of preventive and corrective maintenance to ensure efficient operation of building systems and infrastructure. • Oversees key systems such as HVAC, electrical, plumbing, fire safety, elevators, and site services, ensuring compliance with safety standards and performance benchmarks. • Manages internal teams and external service providers, enforcing quality, safety, and operational standards. • Ensures the implementation of safety protocols and occupational health standards in maintenance operations. • Conducts inspections, evaluates system performance, and develops implementation plans for maintenance needs. • Coordinates with other units on operational readiness during project handovers, space changes, and occupancy transitions. • Provides technical support across ECA compound and Sub-Regional Offices, ensuring to ensure consistent maintenance practices. • Advises on technical solutions for system failures and infrastructure inefficiencies. • Recommends technical solutions to complex operational issues, including system failures, infrastructure degradation and energy inefficiencies. • Participates in planning missions, site assessments, and technical consultations related to operations and maintenance of ECA premises and facilities. 2. Design & Project Coordination Support • Reviews design and construction documents to ensure operational feasibility and long-term maintainability. • Advises project teams on engineering aspects impacting future maintenance operations. • Coordinates technical support for construction works and contributes to the operational handover process. • Provides feedback and recommendations on engineering designs in project proposals, with a focus on operational integration and long-term maintenance considerations. • Coordinates technical and logistical support (e.g., HVAC, electrical, BMS) to ongoing construction works, in collaboration with capital project teams and external contractors. 3. Environmental Sustainability & Energy Efficiency • Leads initiatives to improve energy efficiency, utility management strategies, and sustainability improvements. • Supports institutional sustainability frameworks, including Capital Investment Plan (CIP), United Nations Disability Inclusion Strategy (UNDIS), and the Environmental Management System (EMS). 4. Budget, Planning & Reporting • Contributes to annual planning, budget formulation, and resource allocation for maintenance operations. • Tracks operational costs, monitors work orders, and prepares technical reports and updates. • Drafts reports, briefing materials, and technical updates on the status of maintenance operations, infrastructure performance, and ongoing improvement projects. • Collects and analyzes data to identify trends or patterns and provides insights through graphs, charts, tables and reports using data visualization methods to enable data-driven planning, decision-making, presentation and reporting. 5. Contract, Vendor, HR Management, and Other Duties • Oversees service contracts, vendor performance, and contractor coordination. • Manages staff performance, work planning, and development in line with UN policies. • Engages with clients and stakeholders to maintain high service quality. • Manages acquisition planning, administration, and oversight of service provider contracts. • Perform other as assigned Competencies • Professionalism: Demonstrated project management skills; and knowledge of the latest technology and material used for building and knowledge of relevant UN rules and policies. Ability to apply engineering skills and to participate in engineering projects, including preparation of cost estimates, research of data and preparing graphs. Ability to identify and analyze engineering data of significant depth and complexity. Shows pride in work and in achievements; demonstrates professional competence and mastery of subject matter; is conscientious and efficient in meeting commitments, observing deadlines and achieving results; is motivated by professional rather than personal concerns; shows persistence when faced with difficult problems or challenges; remains calm in stressful situations. Takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work. The ability to analyze and interpret data in support of decision-making and convey resulting information to management. • Planning& Organizing: Develops clear goals that are consistent with agreed strategies; identifies priority activities and assignments; adjusts priorities as required; allocates appropriate amount of time and resources for completing work; foresees risks and allows for contingencies when planning; monitors and adjusts plans and actions as necessary; uses time efficiently. • Accountability: Takes ownership of all responsibilities and honours commitments; delivers outputs for which one has responsibility within prescribed time, cost and quality standards; operates in compliance with organizational regulations and rules; supports subordinates, provides oversight and takes responsibility for delegated assignments; takes personal responsibility for his/her own shortcomings and those of the work unit, where applicable. Education Advanced university degree (Master's degree or equivalent) in engineering, architecture or another related field. A first-level university degree in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree. Successful completion of both degree and non-degree programs in data analytics, business analytics or data science programs is an advantage. Job - Specific Qualification Not available. Work Experience A minimum of seven years of progressively responsible experience in engineering or related area is required. Two (2) years or more of experience in managing maintenance and operations of large facilities is desirable. Two (2) years or more of experience in data analytics or related area is desirable. Languages English and French are the working languages of the United Nations Secretariat. For this job opening, English is required. French is desirable. The table below shows the minimum required level for each skill in these languages, according to the UN Language Framework (please consult https://languages.un.org for details). .headtable { font-family: arial, sans-serif; border-collapse: collapse; width: 100%; border: 1px solid gray; border-radius: 10px; overflow: hidden; } .headTitle { font-family: Arial, Helvetica, sans-serif; font-size: 16px; font-weight: bold; /*color: rgb(65, 98, 145);*/ color:black; } .headtable tr td, .headtable tr th { text-align: center; vertical-align: middle; padding: 6px; } .headtable th{ background-color: #F4F4F4; color: #002d62; font-weight: bold; text-align: center; vertical-align: middle; padding: 12px; border-right: 1px solid #ccc; } .headtable td { text-align: center; vertical-align: middle; background-color: white; border-top: 1px solid #ccc; border-right: 1px solid #ccc; } .headtable th:last-child, .headtable td:last-child { border-right: none; } .headtable tr:last-child td { border-bottom: none; } .rounded-table-wrapper { border-radius: 12px; border: 1px solid #ccc; overflow: hidden; } Required Languages Language Reading Writing Listening Speaking English UN Level II UN Level II UN Level II UN Level II Desirable Languages Language Reading Writing Listening Speaking French UN Level I UN Level I UN Level I UN Level I Assessment Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview. Special Notice This position is General Temporary Assistance (GTA), funded from Cost Recovery. Appointment or assignment against this position is for an initial period of one year. Extension of the appointment is subject to the availability of funds and/or extension of the mandate. Staff members are subject to the authority of the Secretary-General and to assignment by him or her. In this context, all staff are expected to move periodically to new functions in their careers in accordance with established rules and procedures. The United Nations Secretariat is committed to achieving 50/50 gender balance and geographical diversity in its staff. Female candidates are strongly encouraged to apply for this position. At the United Nations, the paramount consideration in the recruitment and employment of staff is the necessity of securing the highest standards of efficiency, competence and integrity, with due regard to geographic diversity. All employment decisions are made on the basis of qualifications and organizational needs. The United Nations is committed to creating a diverse and inclusive environment of mutual respect. The United Nations recruits and employs staff regardless of gender identity, sexual orientation, race, religious, cultural and ethnic backgrounds or disabilities. Reasonable accommodation for applicants with disabilities may be provided to support participation in the recruitment process when requested and indicated in the application. Applicants, who successfully go through a competitive recruitment process and are recommended for selection and/or inclusion in the roster of pre-approved candidates for subsequent job openings at the same level and with similar functions, may have their application information and roster status shared with other UN Organizations. Such applicants may be contacted by other UN Organizations for similar job openings, subject to the confirmation of their interest. Placement on the roster is no guarantee of a future selection. Pursuant to section 6.9 of ST/AI/2010/3/Rev. 1, interns, consultants, individual contractors, and gratis personnel may not apply for or be appointed to any vacancy in the Professional or higher categories within six months of the end of their current or most recent service. Pursuant to section 7.11 of ST/AI/2012/2/Rev.1, candidates recruited through the young professionals' programme who have not served for a minimum of two years in the position of their initial assignment are not eligible to apply to this position. Internal Applicants — When completing the Candidate Profile form, ensure ALL fields, ALL professional experience, and contact information are completed and up to date. This information is the basis for the hiring manager to assess your eligibility and suitability for the position and to contact you. For this position, applicants from the following Member States, which are unrepresented or under-represented in the UN Secretariat as of 30 June 2026, are strongly encouraged to apply: Un-represented: Andorra, Brunei Darussalam, Democratic People's Republic of Korea, Dominica, Equatorial Guinea, Grenada, Kiribati, Kuwait, Lao People's Democratic Republic, Liechtenstein, Marshall Islands, Micronesia (Federated States of), Nauru, Palau, Papua New Guinea, Qatar, Sao Tome and Principe, Timor-Leste, Tuvalu, United Arab Emirates, Vanuatu. Under-represented: Afghanistan, Angola, Antigua and Barbuda, Belize, China, Cuba, Indonesia, Israel, Japan, Libya, Liberia, Luxembourg, Monaco, Oman, Paraguay, Saint Lucia, Saint Vincent and the Grenadines, San Marino, Saudi Arabia, Singapore, Slovenia, Solomon Islands, Turkmenistan, United States of America. Online applications will be acknowledged where an email address has been provided. If you do not receive an e-mail acknowledgment within 24 hours of submission, your application may not have been received. If the problem persists, please seek technical assistance through the Inspira "Contact Us" link. United Nations Considerations According to article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Candidates will not be considered for employment with the United Nations if they have committed violations of international human rights law, violations of international humanitarian law, sexual exploitation, sexual abuse, or sexual harassment, or if there are reasonable grounds to believe that they have been involved in the commission of any of these acts. The term “sexual exploitation” means any actual or attempted abuse of a position of vulnerability, differential power, or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially or politically from the sexual exploitation of another. The term “sexual abuse” means the actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions. The term “sexual harassment” means any unwelcome conduct of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation, when such conduct interferes with work, is made a condition of employment or creates an intimidating, hostile or offensive work environment, and when the gravity of the conduct warrants the termination of the perpetrator’s working relationship. Candidates who have committed crimes other than minor traffic offences may not be considered for employment. Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible. The United Nations places no restrictions on the eligibility of men and women to participate in any capacity and under conditions of equality in its principal and subsidiary organs. The United Nations Secretariat is a non-smoking environment. Reasonable accommodation may be provided to applicants with disabilities upon request, to support their participation in the recruitment process. By accepting a letter of appointment, staff members are subject to the authority of the Secretary-General, who may assign them to any of the activities or offices of the United Nations in accordance with staff regulation 1.2 (c). Further, staff members in the Professional and higher category up to and including the D-2 level and the Field Service category are normally required to move periodically to discharge functions in different duty stations under conditions established in ST/AI/2023/3 on Mobility, as may be amended or revised. This condition of service applies to all position specific job openings and does not apply to temporary positions. Applicants are urged to carefully follow all instructions available in the online recruitment platform, inspira, and to refer to the Applicant Guide by clicking on “Manuals” in the “Help” tile of the inspira account-holder homepage. The evaluation of applicants will be conducted on the basis of the information submitted in the application according to the evaluation criteria of the job opening and the applicable internal legislations of the United Nations including the Charter of the United Nations, resolutions of the General Assembly, the Staff Regulations and Rules, administrative issuances and guidelines. Applicants must provide complete and accurate information pertaining to their personal profile and qualifications according to the instructions provided in inspira to be considered for the current job opening. No amendment, addition, deletion, revision or modification shall be made to applications that have been submitted. Candidates under serious consideration for selection will be subject to reference checks to verify the information provided in the application. All external candidates recruited in accordance with section ‎2.2 (a) of ST/AI/2025/3 for a fixed term appointment without limitation and all external candidates recruited in accordance with section 2.2. (c) of ST/AI/2025/3 for a fixed term appointment limited to the entity are subject to an initial probationary period of one year under a fixed-term appointment. Job openings advertised on the Careers Portal will be removed at 11:59 p.m. (New York time) on the deadline date. No Fee THE UNITED NATIONS DOES NOT CHARGE A FEE AT ANY STAGE OF THE RECRUITMENT PROCESS (APPLICATION, INTERVIEW MEETING, PROCESSING, OR TRAINING). THE UNITED NATIONS DOES NOT CONCERN ITSELF WITH INFORMATION ON APPLICANTS’ BANK ACCOUNTS. At Impactpool we do our best to provide you the most accurate info, but closing dates may be wrong on our site. Please check on the recruiting organization's page for the exact info. Candidates are responsible for complying with deadlines and are encouraged to submit applications well ahead. Before applying, please make sure that you have read the requirements for the position and that you qualify. Applications from non-qualifying applicants will most likely be discarded by the recruiting manager.

Details Mission and objectives UNICEF Ethiopia is implementing a 5-year country programme 2020-2025 which is fully aligned with the UNSDCF. UNICEF will work collaboratively within the UNSDCF on a joint strategy to strengthen national systems for data collection, analysis, monitoring and applying adjustments to promote equity. Evidence will be used to monitor the situation of children, tracking progress towards equity and scale, and to inform advocacy to adjust policies, strategies and budgets. Monitoring and corrective actions will be undertaken through UNICEF staff, partners and third-party monitoring, and through mechanisms for community feedback and accountability to affected populations. Context Ethiopia is situated in the Horn of Africa and is the second most populous country on the continent with a population of approximately 121 million, 46 percent of which are children under the age of 18. The population is projected to reach 145 million by 2030. Ethiopia borders six African countries: Djibouti, Eritrea, Kenya, Somalia, South Sudan, and Sudan, and covers 1,104,300 square kilometers. Approximately 85 percent of the population lives in rural areas. Ethiopia represents a melting pot of ancient cultures, with Middle Eastern and African cultures evident in the religious, ethnic, and language composition of its people. Although the country has made progress toward several Sustainable Development Goals, Ethiopia still faces major development challenges, including widespread poverty. The country faces security issues because of internal conflicts. It is also highly vulnerable to natural disasters and the effects of climate change, including severe drought and flooding, which lead to greater food insecurity, health risks, and poverty. These vulnerabilities threaten overall child well-being, since children may be exposed to violence, exploitation and abuse, child marriage, child labor, and very low birth registration rates. UNICEF Ethiopia’s 2025-2030 Country Programme has an indicative budget of US$806.5 million and encompasses interventions in Health, Nutrition, Education, Child Protection, Climate, Energy and Environment, WASH, Social Policy, and Programme Effectiveness. The UNICEF Country Office is based in Addis Ababa, and there are eight zone offices in Semera, Bahir Dar, Gambella, Awasa, Jijiga, Mekelle, Oromiya, and Afar, and three satellite offices in Shire, Gode, and Nekemte. UNICEF has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UNICEF, including sexual exploitation and abuse, sexual harassment, abuse of authority, misuse, and fraud. In this challenging context, the need for robust risk and compliance management support to the UNICEF ECO programme and operations units and the field offices in the areas of emergency response management and coordination has never been more pressing. To address this need, the Risk and Compliance Unit (RCU), under the leadership of the Deputy Representative for Operations, is recruiting a National UN Volunteer Expert to be based in Addis Ababa and will provide essential support to ECO’s Field Operations, Programme, and Operations in risk management and compliance support, fraud risk management support, oversight, and awareness creation/capacity building. Task description Under the direct supervision of the Risk and Compliance Manager, the National UNV Expert will undertake the following tasks: Summary of key functions/accountabilities: (i) Risk management support: • Provide support the office in the annual risk assessment process and support the monitoring, reliability of reports and their compliance with applicable rules and regulations. • Provide support in the monitoring of risk mitigation action plans including a mid-term review. • Provide support during the office peer reviews process, provide support to office management team in ensuring the risk management approach is embedded in any project/proposal, in office governance committees’ review of submissions and in any major decision made by the management. (ii) Compliance support: • Provide support in the review of the office systems, procedures and processes for compliance with organizational rules and regulations. • Support the office in enforcing and strengthening internal controls to ensure that systems are in place to prevent, detect and report non-compliance. Support the process for the preparation of the annual Statement of Internal Control (SIC) by the office; • Review internal work processes in Programme and Operations to ensure that accountabilities are clear and placed at the adequate levels as per global policies and/or best practices; • Support the office to ensure smooth preparedness of internal and external audit, conduct a quality assurance and follow-up on the implementation of the recommendations and provides feedback to the management. • Support in the review the conformity of statutory and non-statutory committees, assess committee members have been trained/oriented on their roles and responsibility. (iii) Fraud risk Management support • Support the management of the office in collecting evidence to respond to OIAI’s queries when initially assessing allegations of fraud and misconduct or during actual investigations; • Support the office, under the leadership of the Deputy Representative Operations, to ensure the implementation of the global anti-fraud strategy, suggest internal fraud prevention mechanisms and alert the management on any fraudulent issues as well as unethical behaviors detected. (iv) Create awareness/capacity building • Support the implementation of a continuous learning and development plan for the Risk and Compliance function. • Support management in providing staff with access to relevant training and that staff and other personnel understand key UNICEF policies including PSEA, Fraud and Ethics. (v) Any support needed from the regional office • On request, support the Regional Office in conducting reviews exercises in countries where Risk and Compliance positions are not established, or in supporting any other review in the area of expertise (Peer reviews, assessment…); • Participate to a network/community of risk and compliance specialists at both regional and global level for experience sharing, updated working documents as well as office rules and policies. At Impactpool we do our best to provide you the most accurate info, but closing dates may be wrong on our site. Please check on the recruiting organization's page for the exact info. Candidates are responsible for complying with deadlines and are encouraged to submit applications well ahead. Before applying, please make sure that you have read the requirements for the position and that you qualify. Applications from non-qualifying applicants will most likely be discarded by the recruiting manager.

About the Company Hello! Welcome to Plaza Premium Group, we're people passionate about "Making Travel Better". We are a global company with team members from all walks of life, together we are #PPGFamily, together we are building a legacy. You don't need to be from this industry, you do need to be passionate. Our promise to you: We will respect and value your background and perspectives We will work together with integrity We will share our incredible pride for job, company and industry What we ask of you: Bring passion to all that you do Listen, move fast and think innovatively Speak up, have ideas and share them Believe in customer service, and treating every person with kindness As industry leaders in innovating global airport hospitality, you will work with colleagues from all parts of the world for a truly global experience. You will help and craft services and facilities in over 200 locations in more than 60 international airports across the world. Who we are: We were established in HK in 1998 by someone who understood the value of an airport lounge and felt that the experience shouldn't just be limited to a closed-circuit group of travelers. Through the years we have worked incredibly hard to create an experience which is both accessible and quality. Almost 25 years later we now span four core business segments: airport lounges, airport terminal hotels, airport meet & greet services, and a range of airport dining concepts. In addition to our own brands, PPG provides airport hospitality solutions to leading airlines, alliances and corporates around the world. Here are a few names you might recognize: Cathay Pacific Airways, Singapore Airlines, Lufthansa etc. With the future of travel always in sight, we created Smart Traveler, a mobile-app rewards program underpinned by in-house technology. We are fast-moving and always evolving to drive our purpose of making travel better. Join our family today. Together, we'll make travel better. What you'll be doing: The Sales Manager will play a crucial role in driving revenue growth for lounges and airport services and expanding our market presence by developing and executing strategic sales initiatives. This position requires a proactive and strategic thinker with excellent communication skills and a thorough understanding of the airport services industry. JOB RESPONSIBILITIES Culinary Operations & Menu Execution Ensure all dishes are prepared following approved standard recipes, methods, and presentation guidelines. Maintain consistent food quality, taste, and appearance across all service periods. Execute menu cycles, promotions, and seasonal offerings as directed by the Country Executive Chef / Director, Culinary - EMEA Coordinate daily production planning based on forecasted sales, guest volumes, and lounge needs. Monitor portion control, display standards, and replenishment to support smooth service flow. Develop contingency plans for ingredient shortages, supply chain disruptions, and operational risks to ensure uninterrupted food service. Establish robust supplier quality control processes, including receiving inspections, supplier performance reviews, and approval of suitable product alternatives. Food Safety, Hygiene & Compliance Enforce all food safety, hygiene, and sanitation standards in alignment with ISO 22000, OHSAS 18000, HALAL, and local regulations. Ensure all kitchen areas, equipment, and storage spaces follow proper cleaning and maintenance schedules. Support audit readiness and maintain high FSMS / internal & external audit scores. Cost Control & Procurement Support Monitor food cost, wastage, yield, and usage of raw materials daily. Ensure optimal storage, stock rotation, and inventory accuracy (FIFO compliance). Support purchasing by providing feedback on quality, brand suitability, and consumption trends. Assist in identifying cost-saving opportunities without compromising quality. Monitor market price fluctuations, optimize local sourcing, and implement cost-saving initiatives to manage food cost without compromising quality. People Leadership & Team Development Supervise and guide culinary staff in daily tasks, ensuring productivity and performance standards. Conduct on-the-job training for recipes, handling of equipment, hygiene practices, and safety. Support the Country Executive Chef / Director, Culinary - EMEA in identifying training needs, upskilling staff, and maintaining team discipline. Promote teamwork, a positive kitchen culture, and high service standards. Lead continuous training and competency development programs to enhance culinary skills, food safety awareness, and operational standards across the kitchen team. Operational Coordination Work closely with F&B teams, service staff, and operations to ensure smooth guest experience. Assist in new project openings, equipment setup, menu trials, and operational readiness. Ensure accurate daily reporting through CPR or other operational systems. Maintain strong communication with the Country Executive Chef / Director, Culinary - EMEA on challenges, progress, and daily operations. Oversee buffet, à la carte, and Grab & Go operations while driving operational efficiency, inventory optimization, and consistent guest satisfaction. Health, Safety & Risk Prevention Ensure all staff follow safety procedures, accident-prevention guidelines, and proper use of equipment. Report hazards, maintenance issues, and operational risks promptly. JOB REQUIREMENTS More than 15 years’ experience in F&B operations, preferably in 5-star Hotels, Cruise, Flight Caterings; Airport Lounges, International Work experience preferred. Diploma or Degree in Culinary Arts or Hotel Management is preferred. Experience in multi-outlet or high-volume production is desirable. Strong leadership, communication, and interpersonal skills. Ability to work independently, handle pressure, and solve operational challenges with limited resources. Have the relevant vocational training council certificate with be given priority Have the health supervisor or manager of health treatment certificate is preferred Computer knowledge and operation is a must. Ability to read, write, and understand English to perform job duties effectively. Language Requirement: Proficiency in the main language of the country is desirable but not mandatory; additional languages are an advantage.

Home › Learn › Shift work disorder: managing sleep and health when you work nights Shift work disorder Shift work disorder: managing sleep and health when you work nights By Dr HB Lo, FACRRM Reviewed 17 August 2026 12 min read About 16% of Australian workers do shift work; one in three night-shift workers develops shift work disorder — persistent insomnia and excessive sleepiness from a misaligned body clock. Cornerstone strategies: dark sleep environment, bright light at the start of night shift, melatonin (0.5–3 mg) before daytime sleep, and strategic caffeine and napping. Schedule optimisation at the employer level matters most. Long-term shift work raises cardiovascular, diabetes, and cancer risk — regular GP checks for blood pressure, HbA1c, lipids, and age-appropriate screening carry extra weight for shift workers. What shift work does to the body About 16% of Australian workers do shift work — concentrated in healthcare, nursing, paramedicine, transport, mining, manufacturing, emergency services, and hospitality. Most workers adapt reasonably to short spells of irregular hours. The problem is chronic misalignment: the human body clock evolved for daylight activity and nocturnal rest, and no degree of willpower completely overrides it. The Australasian Sleep Association classifies shift work disorder (SWD) as one of the circadian rhythm sleep-wake disorders — conditions where the timing of sleep and wakefulness is fundamentally out of step with what a person’s schedule demands. SWD is the most common of these in general practice: research in the MJA found that 32% of Australian night-shift workers have SWD, and around 9% have severe disease. The encouraging part: targeted strategies work. Bright light timing, melatonin, sleep environment modifications, and schedule improvements can meaningfully reduce the burden of night work on sleep and health. The less comfortable part: long-term circadian disruption carries real health consequences — cardiovascular, metabolic, and cancer risks — that warrant deliberate monitoring by a GP. This article explains what shift work does to the body clock, what evidence supports for managing sleep, and how Australian general practice approaches the problem — including when testing, treatment, and specialist referral are appropriate. Core clinical — the AU general-practice framework What the body clock does, and why misalignment matters The master clock — the suprachiasmatic nucleus (SCN) in the hypothalamus — is synchronised primarily by light received through specialised retinal cells. It coordinates melatonin secretion from the pineal gland, core body temperature, cortisol, and peripheral clocks in the heart, pancreas, liver, and gut. When a night-shift worker finishes a shift and needs to sleep, the SCN is entering its morning phase: melatonin is falling, cortisol is rising, core temperature is climbing, and alerting signals are active. The result is difficulty initiating sleep, total sleep that is typically 1–3 hours shorter than a day worker’s, and lighter, more fragmented sleep quality. The Sleep Health Foundation notes that cumulative sleep debt — accruing over weeks and months — drives much of the cognitive impairment, mood disruption, and physical toll of shift work beyond the immediate disruption of any single shift. Workers adapt partially to fixed night-shift schedules, but most never fully entrain during a run of nights, and rotating schedules prevent any meaningful adaptation at all. When does disruption become a disorder? Shift work disorder is a clinical diagnosis requiring three features: A work schedule that overlaps the normal sleep period — typically night shifts or rotating shifts including nights. Insomnia and/or excessive sleepiness lasting ≥3 months, directly attributable to that schedule. Functional impairment — at work, while driving, in relationships, or in daily activities. Symptoms that fully resolve during annual leave point strongly to SWD rather than a separate sleep disorder. Persistent symptoms on leave suggest an additional condition — most commonly obstructive sleep apnoea or a mood disorder — running alongside the schedule problem. What to tell your GP A structured history helps your GP identify SWD and exclude overlapping conditions: Work schedule — shift types, start and finish times, rotation direction (forward clockwise vs backward), years in shift work, hours between consecutive shifts. Sleep pattern — when you sleep, total duration, sleep environment (blackout curtains, earplugs), quality. Symptoms — difficulty getting to sleep or staying asleep after shifts, daytime or off-shift sleepiness, slowed thinking or memory problems, mood changes, irritability. Substance use — caffeine timing and quantity; alcohol (commonly used as a sleep aid, counterproductively); nicotine. Safety — any near-miss accidents, driving errors, or incidents at work related to sleepiness. Past sleep conditions — prior sleep apnoea diagnosis, restless legs syndrome, insomnia, or narcolepsy. HealthDirect recommends shift workers keep a sleep diary for two weeks before a GP review — recording when they worked, when they slept, and how refreshed they felt. A sleep diary takes five minutes a day and gives your GP far more useful information than recalled averages. Other circadian rhythm sleep-wake disorders in general practice Beyond SWD, The Australasian Sleep Association Recognises Related Patterns Delayed sleep-wake phase disorder — habitual sleep onset at 2–6am with late wake; common in adolescents and young adults; often mistaken for insomnia or laziness; ~7% of adolescents are affected. Advanced sleep-wake phase disorder — very early sleep onset and early-morning waking; common in older adults; often unwelcome but not dangerous unless causing daytime impairment. Non-24-hour sleep-wake disorder — body clock runs longer than 24 hours and drifts progressively later; typically affects people who are blind or non-light-entrained. Jet lag — temporary, resolving within days; targeted melatonin and light strategies speed recovery. Light therapy and melatonin — the evidence Light: the most potent zeitgeber Light Is The Primary Signal That Resets The Human Body Clock — Substantially More Potent Than Melatonin, Meal Timing, Or Social Cues. Research Summarised In The MJA And Supported By The AASM Identifies a Two-part Strategy For Night-shift Workers Bright light during the early part of the night shift (typically 10pm–2am): exposure to 10,000 lux for 30 minutes signals daytime to the SCN and shifts the circadian phase later, making daytime sleep easier once the shift ends. A lightbox at the workstation is ideal; portable therapy lamps are broadly available and affordable. Light avoidance during the morning commute home : wearing amber-tinted or wraparound sunglasses blocks dawn light, preventing the morning signal that would otherwise activate the SCN just when you need to sleep. Combining sunglasses with blackout curtains or a sleep mask in a dark bedroom maximises the benefit. This two-part approach — bright light in, then light out — is the behavioural foundation of circadian adaptation for permanent night workers and takes no medication. Melatonin: a chronobiotic, not a sedative Melatonin is not a sleeping tablet. It is a chronobiotic — a molecule that signals biological darkness to the SCN and gently shifts the circadian phase. Used at the right time, it nudges the clock without producing hangover sedation. For shift workers, Therapeutic Guidelines (eTG) and the literature support: Dose: 0.5–3 mg. Lower doses (0.5–1 mg) are as effective as higher doses; higher doses produce no additional phase-shifting and may cause next-day grogginess. Timing: 30 minutes before the desired sleep time — so for a night-shift worker, before getting into bed after the commute home, not during the drive. Evidence: a 2024 randomised controlled trial by Khanjani et al. demonstrated superiority over placebo for both sleep quality and cognitive performance in shift workers. Earlier meta-analyses also support modest but consistent benefit. Since 2021, immediate-release melatonin has been available over-the-counter in Australia for adults 18 and over for short-term use. The PBS-subsidised prolonged-release formulation (Circadin 2 mg) requires an Authority prescription for adults 55 and over with chronic insomnia — it is not PBS-listed specifically for shift work disorder, so private cost applies to that indication. Avoid melatonin in pregnancy, while breastfeeding, and in people taking warfarin (minor interaction with bleeding risk). Per the Australian Medicines Handbook, melatonin is generally well-tolerated at low doses. Caffeine and strategic napping Caffeine — 200–400 mg (2–4 standard coffees) at the start of a night shift reliably improves alertness and cognitive performance. Timing matters: caffeine has a 5–6 hour half-life, so drinking it in the second half of the shift will still be active when you need to sleep in the morning, meaningfully impairing daytime sleep quality. Strategic napping — a 20-minute power nap before or during a shift reliably improves alertness without producing significant sleep inertia (the grogginess that follows longer naps). A pre-shift 90-minute nap — one full sleep cycle — can reduce cumulative sleep debt before demanding shifts. Avoid naps longer than 30 minutes mid-shift. These three tools — light timing, melatonin, and strategic caffeine and napping — are each low-cost, low-risk, and evidence-supported. Stacking them produces better results than any single strategy alone. The health consequences of long-term shift work Long-term circadian disruption affects health well beyond sleep. The MJA 2013 review summarises the epidemiological picture: Cardiovascular disease : night-shift workers have approximately 40% higher coronary heart disease risk compared to matched day workers, independent of lifestyle factors. The Heart Foundation recommends cardiovascular risk assessment — blood pressure, fasting lipids, HbA1c — at least annually for long-term shift workers. Type 2 diabetes and metabolic syndrome : circadian misalignment directly impairs insulin sensitivity and glucose metabolism even in healthy volunteers in controlled trials. Population studies show higher rates of type 2 diabetes and central obesity in shift workers compared to day workers at the same BMI. Gastrointestinal conditions : gastro-oesophageal reflux, irritable bowel syndrome, and peptic ulcer disease are more prevalent in shift workers — driven partly by irregular meal timing and partly by autonomic dysregulation disrupting gut motility. Mental health : depression and anxiety disorders are significantly more common in shift workers. Mechanisms include sleep deprivation, social isolation, circadian disruption of serotonin and cortisol, and reduced exposure to daylight. The relationship is bidirectional — mood disorders also worsen sleep quality. Occupational safety : shift workers have approximately 30% higher occupational injury rates than day workers. Sleepiness-related errors and accidents peak at the end of long or rapidly rotating night-shift sequences and during the 3–6am window of maximum circadian sleepiness. Cancer : the International Agency for Research on Cancer (IARC) classified night shift work involving circadian disruption as Group 2A — probably carcinogenic to humans — based primarily on breast and colorectal cancer associations in 2007, reviewed in 2019. The magnitude of risk is modest and mechanisms are not fully established, but the classification is sufficient to support regular, age-appropriate cancer screening: BreastScreen Australia two-yearly from age 50, the National Bowel Cancer Screening Program from age 45, and cervical screening per standard intervals. Monitoring for long-term shift workers The Sleep Health Foundation and the RACGP recommend at least annual GP review including: Blood pressure measurement HbA1c and fasting lipid panel BMI and waist circumference Mental health screening (PHQ-9, GAD-7) Epworth Sleepiness Scale for ongoing daytime sleepiness Participation in age-appropriate national cancer screening programs Driving fitness discussion — Austroads Assessing Fitness to Drive guidelines include sleep disorder provisions; persistent severe sleepiness that creates accident risk requires GP documentation and, where applicable, notification to the licensing authority Australian operations Schedule optimisation — the employer level Scheduling Principles That Reduce SWD Risk, Drawn From Sleep Medicine Research And Industrial Health Guidelines, Are Increasingly Incorporated Into Enterprise Agreements And Occupational Health And Safety Frameworks Forward (clockwise) rotation: day → evening → night → off is substantially easier to adapt to than backward (anti-clockwise) rotation, which fights the natural tendency of the circadian clock to drift later. Minimum 11 hours between shifts: less recovery time compounds sleep debt rapidly. No more than 3–4 consecutive night shifts: adaptation is incomplete beyond this point and cumulative sleep debt builds steeply. Predictable rosters with advance notice: unpredictable scheduling prevents any meaningful circadian adaptation strategy. Scheduled rest breaks within shifts: brief protected rest periods reduce error rates and fatigue. Medicare and PBS access Standard GP consultation items (MBS 23 / 36 / 44) apply to shift work disorder assessment and management. When comorbid depression or anxiety is present, a mental health treatment plan (MBS items 2715 / 2717) gives access to subsidised psychology for CBT-I and mood-focused work. Polysomnography (MBS items 12203 / 12204) is available when obstructive sleep apnoea or narcolepsy is clinically suspected — typically arranged through a specialist sleep physician referral. PBS Items Relevant To Shift Workers Melatonin (Circadin 2 mg prolonged-release) — PBS Authority for adults ≥55 with chronic insomnia; private cost for SWD-specific indication. Z-drugs (zolpidem, zopiclone) — PBS general benefit; SafeScript / RTPM monitoring required; TGA boxed warning for complex sleep behaviours. Modafinil / armodafinil — PBS Authority for narcolepsy and OSA-related sleepiness; not PBS-listed for SWD — private prescription at off-label cost if specialist-initiated. DORAs (suvorexant Belsomra, lemborexant Dayvigo) — PBS for chronic insomnia; emerging evidence in circadian disorders. Workers’ compensation In Australian state jurisdictions, established SWD or SWD-related illness with documented occupational causation may support a workers’ compensation claim. Thorough clinical documentation — shift history, sleep records, functional impact, investigation results — is essential if this path is pursued. Refer to the relevant state workers’ compensation authority and seek specialist opinion on causation. Aboriginal and Torres Strait Islander shift workers Indigenous Australians are over-represented in shift-work industries in some regions — defence, healthcare, mining, emergency services. ACCHO coordination is appropriate for workers in those settings. The MBS item 715 health assessment provides an opportunity to address sleep, cardiovascular, metabolic, and mental health alongside standard cultural and chronic disease screening. Closing the Gap PBS co-payment arrangements apply to eligible patients. Special populations Healthcare workers : nurses, paramedics, and junior doctors face compounded risk — long consecutive shifts, high cognitive demand during peak circadian sleepiness at 3–6am, and institutional barriers to sleep during on-call periods. The Australasian Sleep Association has produced specific resources for health workers. Fatigue risk management frameworks in hospital and ambulance services address some of this at the systems level, but individual GP review is still warranted. Older shift workers (45 and over) : circadian plasticity declines with age, making adaptation to night shifts slower and less complete. The metabolic and cardiovascular consequences accumulate at a higher rate. Consider whether a shift to daytime-only work is feasible and appropriate for workers with established comorbidities — cardiovascular disease, type 2 diabetes, or obstructive sleep apnoea — alongside night shift work. Workers with obstructive sleep apnoea : OSA and SWD frequently coexist and the combination is multiplicative — both cause excessive daytime sleepiness, and sleep apnoea fragments the already-shorter daytime sleep of night workers. CPAP adherence is harder in daytime sleep environments. A specialist sleep review is warranted when both conditions are present. Pregnant shift workers : night shift work is associated with modestly increased rates of preterm birth, low birth weight, and early pregnancy loss. HealthDirect recommends discussing shift load with your GP or obstetrician early in pregnancy. Most hypnotics are contraindicated in pregnancy — non-pharmacological strategies are the foundation throughout. Adolescents and young adults entering shift work : delayed sleep-wake phase disorder — a naturally late chronotype with sleep onset at 2–6am — is common at these ages. Imposing early-morning shift starts on workers with delayed phase can be particularly disruptive. A chronotype history can guide rostering where flexibility exists. Workers with mental health comorbidities : SWD and depression commonly coexist — each worsens the other through sleep disruption and social withdrawal. A mental health treatment plan provides subsidised psychology for both CBT-I and depression-focused cognitive work. Addressing both conditions in parallel produces better outcomes than treating each in isolation. When to escalate Refer Or Seek Specialist Sleep Physician Input When Obstructive sleep apnoea is suspected — snoring, witnessed apnoeas, significant obesity, persistent hypertension — a diagnostic sleep study is required before treatment decisions. Narcolepsy features are present — cataplexy (brief muscle weakness triggered by emotion), sleep paralysis, or hypnagogic hallucinations — a specialist assessment including multiple sleep latency testing is needed. Severe shift work disorder has not responded to ≥3 months of structured non-pharmacological strategies and appropriate short-term medication. There is a marked driving or occupational safety concern: severe sleepiness causing accident risk that is not responding to basic interventions. Psychiatric comorbidity requires specialist management — moderate-to-severe depression, significant anxiety disorders, or suicidal ideation. Emergency : acute psychiatric decompensation; suicidality with a plan; severe accident or near-miss requiring immediate fitness-for-duty assessment. What this article is and is not This is general health information drawn from Therapeutic Guidelines (eTG), the Australian Medicines Handbook, the Sleep Health Foundation, the Australasian Sleep Association, peer-reviewed evidence, and AASM guidelines. It is not personal medical advice and does not create a doctor–patient relationship. Specific decisions about medication, investigation, and referral are made with your own GP and treating clinicians. For AU consumer resources: Sleep Health Foundation — shift work, HealthDirect, Better Health Channel, Australasian Sleep Association. For mental health support: Lifeline 13 11 14, Beyond Blue 1300 22 4636. Sources cited Sallinen M, Kecklund G — Sleep loss and circadian disruption in shift work: health burden and management. MJA 2013 Khanjani N et al. — Melatonin for shift workers: randomised controlled trial. J Clin Pharm Ther 2024 Australasian Sleep Association Sleep Health Foundation Therapeutic Guidelines (eTG) — Sleep disorders Australian Medicines Handbook AASM — Shift work disorder provider fact sheet Heart Foundation Australia HealthDirect Better Health Channel TGA — Melatonin scheduling Frequently asked questions How does shift work disrupt my sleep? Your body clock — the suprachiasmatic nucleus in the brain — is set primarily by light. It drives melatonin release at night, lowers core body temperature, and prepares you for sleep. When you work nights, you need to sleep during the biological day: melatonin is suppressed, cortisol is rising, body temperature is climbing. The result is difficulty falling asleep, shorter total sleep time (typically 1–3 hours less than day workers), and lighter, more fragmented sleep. The circadian mismatch also affects insulin, blood pressure, and digestion — which explains why long-term shift work affects far more than just sleep. What is shift work disorder, and how do I know if I have it? Shift work disorder is a clinical diagnosis: insomnia or excessive sleepiness caused by a work schedule that overlaps your normal sleep period, lasting at least three months, and impairing your function at work or home. Around 32% of Australian night-shift workers meet criteria; about 9% have severe disease. Signs include consistently poor sleep after shifts, waking unrefreshed, dozing on the commute home, difficulty concentrating, and mood changes. Symptoms that fully resolve on annual leave strongly suggest the schedule is the cause. See your GP to exclude overlapping conditions — sleep apnoea, depression, and iron deficiency can all look similar. Does melatonin actually help shift workers? Yes, with appropriate expectations. Melatonin is a chronobiotic — a molecule that signals biological darkness to the brain's clock — not a sedative. Taken 30 minutes before daytime sleep at a dose of 0.5–3 mg, it nudges the circadian phase and can improve sleep duration and quality. A 2024 randomised controlled trial (Khanjani et al.) confirmed superiority over placebo for both sleep quality and cognitive performance. Lower doses (0.5–1 mg) are as effective as higher. Melatonin is available over-the-counter in Australia for adults 18 and over; the PBS-subsidised prolonged-release formulation applies to adults 55 and over with chronic insomnia. What are the long-term health risks of shift work? Research consistently shows higher rates of cardiovascular disease (roughly 40% increased coronary heart disease risk), type 2 diabetes, metabolic syndrome, gastro-oesophageal reflux, irritable bowel syndrome, depression, and occupational injury. The International Agency for Research on Cancer classified night shift work as Group 2A — probably carcinogenic — based on breast and colorectal cancer associations. These risks accumulate over years and justify regular GP monitoring: blood pressure, HbA1c, cholesterol, and timely participation in BreastScreen, the National Bowel Cancer Screening Program, and cervical screening. Are sleeping tablets safe for daytime sleep after a night shift? Short-term, occasionally — not long-term. Z-drugs (zolpidem, zopiclone) and benzodiazepines (temazepam) can help during brief schedule disruptions, but tolerance develops within weeks, rebound insomnia occurs on stopping, and they carry risks of falls, cognitive impairment, and complex sleep behaviours including sleep-driving — the basis of the TGA's boxed warning. For shift workers, long-term hypnotic use is inadvisable: the underlying problem is a misaligned body clock, and medication does not correct that. Non-pharmacological strategies — sleep environment, light, melatonin, napping — are the foundation. Discuss any ongoing use with your GP and through SafeScript monitoring. Source quality Sources grouped by evidence tier. AU primary tier first; international where AU is silent or lagging; named-author reconstruction where guidelines have not yet caught up. How tiers work. T1 AU primary 8 sources Australasian Sleep Association Sleep Health Foundation Therapeutic Guidelines (eTG) — Sleep disorders Australian Medicines Handbook Heart Foundation Australia HealthDirect Better Health Channel TGA — Melatonin scheduling T2 International primary 1 source AASM — Shift work disorder provider fact sheet T3 Named-author reconstruction 2 sources Sallinen M, Kecklund G — Sleep loss and circadian disruption in shift work. MJA 2013 Khanjani N et al. — Melatonin RCT for shift workers. J Clin Pharm Ther 2024 Where to next The Tiredness Workup — if tiredness is part of your picture: a free tool that helps you prepare for a thorough GP conversation. No card, no sign-up to start. Patient tools — free, private tools for preparing questions, decoding results, and mapping decisions with your GP. Work with me — The Workup membership: the weekly member-deep work-up, the 12-week pathway, and the monthly live call. Continue reading Related from the library Infective endocarditis Infective endocarditis: recognition, prophylaxis, and the GP role Read article → Sports and soft-tissue injuries Sports & soft-tissue injuries: the PEACE & LOVE approach in AU general practice Read article → Acute appendicitis Appendicitis and the acute abdomen — when to seek emergency care Read article →

We are JTI, Japan Tobacco International, and we are present in 130 countries. We have spent years innovating, creating new and better products for the consumers to choose from . This is our business. But not only. Our business is our people. Their talent. Their potential. We believe that when they are free to be themselves , and they are given the opportunity to grow, travel and develop, amazing things can happen . That’s why our employees, from around the world, choose to be a part of JTI. It is why 80% of employees feel happy working at JTI. And why we’ve been awarded Global Top Employer status, ten years running . So when you’re ready to choose a career you’ll love, in a company you’ll love, feel free to #JoinTheIdea. Learn more jti.com Grading Supervisor - Jewha We are seeking a dedicated and detail-oriented Grading Supervisor to join our team. In this pivotal role, you will oversee the grading operations to ensure quality, accuracy, and efficiency in all grading activities. This position plays a crucial part in maintaining the standards of our product or service, impacting overall customer satisfaction and operational excellence. Key Responsibilities Plan, organize, coordinate, and control all leaf grading and related activities at the assigned LOC, including preparation of work schedules before each grading season. Ensure the timely availability of manpower, materials, equipment, and other resources required for grading operations. Oversee cured leaf grading, conditioning, moisture control, packing, labeling, and transfer to warehouse operations while ensuring compliance with established quality standards. Monitor grading-related costs, labor utilization, daily manpower assignments, and wage payments in line with established norms. Implement measures to minimize operational losses and improve efficiency throughout the production process. Collaborate closely with the Curing and Field Agronomy teams to ensure timely offloading of cured leaf and optimal utilization of curing capacity. Ensure compliance with EHS requirements, hygiene and sanitation standards, moisture control requirements, NTRM-free processing practices, and product quality standards. Lead, coach, support, and supervise grading teams and related personnel while monitoring performance and supporting continuous improvement initiatives. Support trials and improvement projects related to grading operations and report outcomes as required. Perform other duties and projects assigned by the line manager. Required Skills And Experience BSc Degree or College Diploma in Plant Science, Agronomy, Horticulture, or Dry Land Farming. Minimum of 3 years of relevant work experience for BSc holders, or 6 years for College Diploma holders, with direct experience in tobacco leaf curing. Proven experience in a supervisory role within a grading, quality control, or related operational environment. Strong leadership and team management abilities to inspire and guide diverse teams effectively. Excellent attention to detail with a focus on accuracy and consistency. Good organisational and time management skills to prioritise tasks and manage resources efficiently. Effective communication skills, both written and verbal, to convey grading standards and feedback clearly. Familiarity with relevant industry standards and regulatory requirements pertinent to grading processes. Proficiency in data analysis tools and software commonly used in grading and reporting. Why Join Us? Our company is committed to fostering an inclusive and supportive workplace where every team member's contributions are valued. As a Grading Supervisor, you'll have the opportunity to lead a key functional area and develop professionally within a dynamic and growth-oriented organisation. We prioritise continuous improvement, employee development, and innovation to ensure we remain at the forefront of our industry. Equal Opportunity Statement We celebrate diversity and are dedicated to creating an inclusive environment for all employees. We encourage applications from individuals of all backgrounds, experiences, and perspectives.

Bring Your Creative Vision to Life as a Graphic Designer at TalentPop App Are you a visual storyteller who can bring ideas to life through both design and video? At TalentPop App, we’re looking for a Graphic Designer who can craft engaging content across social media, ads, and marketing campaigns—all from the comfort of your home. What You'll Be Doing Create compelling graphics for social media, email campaigns, website banners, and ads. Edit light video content, including Reels, TikToks, UGC, and paid ads, ensuring brand consistency and attention-catching visuals. Collaborate with the marketing and creative teams to develop campaign assets and visual strategies. Organize and manage digital assets in platforms like Dropbox and Frame.io. Turn creative briefs into polished designs and videos that align with campaign objectives. Support both paid and organic social efforts with static and motion content. Upload and maintain an organized library of design and video projects for review and evaluation. What You’ll Need To Succeed At least 1 year of hands-on experience in graphic design and/or video editing. A strong portfolio that highlights your creative range and includes both graphic and video projects. Proficiency in tools like Adobe Photoshop, Illustrator, InDesign, Figma, Canva, Premiere Pro, After Effects, or CapCut. Familiarity with social media trends, ads, and marketing platforms. Experience creating digital ads and social content for e-commerce is a plus. Detail-oriented, fast-working, and comfortable collaborating in a remote environment. Technical Requirements Stable DSL, Cable, or Fiber internet connection (minimum 25 Mbps for upload/download). Personal PC or laptop (minimum i5 processor). Why Join TalentPop App? Work-from-home flexibility—more balance, less commute. Paid time off and a supportive, collaborative culture. Opportunities to grow your creative skills and contribute to high-impact campaigns. Be part of a team that values imagination, problem-solving, and initiative. Ready to show off both your design and video skills? Join us and make your creative vision a reality!

1. Job Purpose The QHSE Supervisor is responsible for implementing and monitoring Quality, Health, Safety, and Environmental standards across the company's transport and fleet operations. The position ensures that drivers, trucks, workshops, yards, and operational activities comply with company QHSE policies, applicable legislation, customer requirements, and recognized industry standards. 2. Key Responsibilities Health and Safety Implement company health and safety policies across transport operations. Conduct regular workplace, vehicle, yard, and workshop safety inspections. Identify hazards and implement corrective and preventive actions. Monitor driver compliance with safe-driving procedures. Conduct toolbox talks and safety awareness sessions. Promote defensive driving and road safety practices. Monitor use of PPE and safety equipment. Investigate accidents, near misses, injuries, and safety incidents. Fleet and Road Safety Conduct or coordinate pre-trip and post-trip vehicle inspections. Ensure trucks are roadworthy before deployment. Monitor compliance with vehicle safety requirements. Review driver behavior and identify unsafe driving practices. Monitor speeding, harsh braking, excessive acceleration, and other risky driving behavior where tracking systems are available. Recommend corrective action for repeated safety violations. Support emergency response and incident management. Quality Management Ensure transport processes comply with established SOPs and quality standards. Monitor service quality and customer requirements. Conduct operational quality inspections. Identify recurring service failures and recommend corrective actions. Monitor customer complaints and support root-cause analysis. Promote continuous improvement across transport operations. Environmental Management Monitor environmental compliance within transport and workshop operations. Ensure proper handling and disposal of used oil, tires, batteries, filters, and other waste. Monitor fuel consumption and environmental performance. Promote initiatives that reduce emissions, fuel consumption, waste, and environmental impact. Conduct environmental inspections and maintain appropriate records. Training and Awareness Develop and deliver QHSE awareness programs for drivers and operational staff. Coordinate driver safety training and refresher programs. Maintain training and competency records. Conduct induction training for new drivers and operational employees. Promote a strong safety culture throughout the organization. Audits and Compliance Conduct regular internal QHSE inspections and audits. Support external and customer audits. Ensure corrective actions are properly documented and closed within agreed timelines. Maintain QHSE records, inspection reports, incident reports, and compliance documentation. Monitor changes in relevant laws, regulations, and industry requirements. Incident Management Lead or support investigations of accidents, near misses, environmental incidents, and quality failures. Conduct root-cause analysis. Develop corrective and preventive action plans. Track implementation and effectiveness of corrective actions. Prepare incident reports for management. 3. Key Performance Indicators Lost-time injury frequency Total recordable incident rate Number of vehicle accidents Accident frequency and severity Near-miss reporting rate Safety inspection completion Corrective action closure rate Driver safety training completion Vehicle inspection compliance Environmental incidents Customer complaints QHSE audit performance 4. Qualifications and Experience Bachelor's degree in Occupational Health and Safety, Environmental Management, Engineering, Quality Management, or a related field. Minimum 3–5 years of QHSE experience, preferably in transport, logistics, fleet, or industrial operations. Experience working with heavy-duty vehicles and transport operations is highly desirable. Professional QHSE certification is an advantage. Knowledge of ISO 9001, ISO 14001, and ISO 45001 is preferred. Strong knowledge of road safety and occupational health and safety requirements. Experience conducting audits, inspections, risk assessments, and incident investigations. 5. Core Competencies Strong safety leadership Risk assessment and hazard identification Incident investigation Audit and inspection skills Analytical and problem-solving skills Training and coaching ability Strong communication and influencing skills Attention to detail Report-writing skills Ability to work independently and in the field Strong commitment to continuous improvemen How to Apply: Applications for this role are handled by YES | Your Employment Solutions, the recruiter for this employer. Apply opens the YES application form .