Background: UN Women, grounded in the vision of equality enshrined in the Charter of the United Nations, works for the elimination of discrimination against women and girls; the empowerment of women; and the achievement of equality between women and men as partners and beneficiaries of development, human rights, humanitarian action and peace and security. The Government of Ethiopia has made strong commitments to advancing gender equality and the empowerment of women and girls through its Constitution, national policy frameworks, successive development plans, public finance reforms, and international and regional commitments, including CEDAW, the Beijing Platform for Action, the Maputo Protocol, Agenda 2063 and the Sustainable Development Goals. These commitments have increasingly informed efforts to integrate gender equality considerations into national planning, budgeting, public financial management, monitoring and accountability systems. Gender-responsive budgeting is a key strategy for ensuring that public resources are planned, allocated, spent and monitored in ways that respond to the differentiated needs, priorities and constraints of women, men, girls and boys. GRB is not limited to standalone women’s programmes or separate budgets for women. Rather, it is a public finance and accountability approach that integrates gender analysis and gender equality objectives across the full budget cycle, including planning, budget formulation, approval, execution, monitoring, evaluation and audit. In January 2025, UN Women Ethiopia supported a national assessment titled “Assessment of the Gender Responsive Planning and Gender Responsive Budgeting Performance of Selected Sectors in Ethiopia and Identifying Gender Priorities at Federal and Regional Level.” The assessment examined GRB implementation across federal ministries and selected regional governments, including Amhara, Oromia, Gambella, Sidama and Dire Dawa, and covered key sectors such as health, education, agriculture and trade. The assessment found that while Ethiopia has established important legal and institutional foundations for gender equality and GRB, implementation remains uneven, with gaps in technical capacity, practical application, accountability mechanisms, gender-disaggregated data and dedicated budget allocations. The assessment further highlighted the absence of gender-disaggregated public expenditure analysis and limited mechanisms for tracking whether public resources are effectively allocated to gender equality priorities. It also found that gender priorities are often included in plans but are not consistently linked to programme budgets, budget lines, expenditure reports, or measurable gender equality results. Since the completion of the assessment, Ethiopia has continued to advance work on institutionalizing Gender-Responsive Budgeting and Budget Tagging. UN Women’s recent work on expanding gender-responsive budgeting and tagging in Ethiopia reflects a shift from general GRB awareness and readiness towards more operational systems for identifying, tagging, tracking and reporting budget allocations that contribute to gender equality and women’s empowerment. The Joint Programme “Strengthening Institutional Capacity of Gender Machineries in Ethiopia” implemented by UN Women and UNFPA Ethiopia Country Offices with financial support from the European Union and the Spanish Agency for International Development aims to strengthen gender mainstreaming systems, institutional capacity, gender statistics, coordination, and accountability mechanisms at the Federal and Regional level. The joint programme includes strong components on strengthening the capacity of institutions on GRB and includes an outcome indicator on the “Percentage of national and regional budgets allocated to gender-specific initiatives and programmes”. This creates an important opportunity to conduct a focused follow-up assessment that does not duplicate the earlier GRB assessment but instead builds on it. The proposed consultancy will therefore assess progress since the previous assessment, document the implementation of Gender-Responsive Budgeting and Budget Tagging initiatives, identify good practices and lessons “Percentage of national and regional budgets allocated to gender-specific initiatives and programmes” and also assess the 2026/27 Federal and Regional Budgets from a gender perspective. The assignment will be conducted within 20 working days and will rely primarily on desk review, targeted consultations, available budget and tagging data, and validation with key stakeholders. The January 2025 GRB assessment generated important evidence on the status of gender-responsive planning and budgeting in Ethiopia. It identified strengths, gaps, institutional bottlenecks and sectoral priorities at federal and selected regional levels. However, it was primarily an institutional and process-focused assessment. It did not fully establish a quantitative baseline on the percentage of national and regional budgets allocated to gender-specific initiatives and programmes. The joint programme has been committed to undertake an assessment of GRB initiatives at federal and target regional levels, including the identification of existing initiatives, best practices that can be replicated, gaps and challenges. Given that a broader GRB assessment already exists, the planned exercise is framed as a targeted follow-up and budget tracking exercise rather than a new comprehensive GRB assessment. The follow-up assessment is necessary for following main reasons: Assess the progress made since the previous GRB assessment, particularly in relation to the operationalization of GRB tools, Gender Budget Statements, budget tagging approaches, accountability mechanisms and capacity-building efforts. Document the implementation of Gender-Responsive Budgeting and Budget Tagging initiatives, including emerging good practices, lessons learned, institutional challenges and opportunities for scaling up. Provide an opportunity to review the 2026/27 Federal and Regional budgets from a gender perspective and assess the extent to which the GRB processes are informing at large the national budget planning processes. Generate baseline data for the project indicator on the percentage of national and targeted regional budgets (Afar, Amhara, Gambella, Somali and Tigray) allocated to gender-specific initiatives and programmes. This will strengthen results-based monitoring and provide a practical basis for future reporting on gender equality financing. The consultant will work under the overall supervision of UN Women Ethiopia National Programme Coordinator and UNFPA Programme Specialist. The assignment will be carried out in close collaboration with relevant government partners, including the Ministry of Finance, Ministry of Women and Social Affairs, Ministry of Planning and Development, selected federal sector institutions and selected regional bureaus. A technical task team may be established to provide guidance, facilitate access to documents and institutions, review deliverables, validate tools and ensure quality assurance throughout the assignment. The consultant will be responsible for organizing and managing the assignment, including preparation of tools, document review, data collection, analysis, drafting and finalization of all deliverables. UN Women will support coordination with key institutions and facilitate access to relevant stakeholders where possible. Description of Responsibilities/ Scope of Work Purpose and Objectives Purpose The purpose of the consultancy is to undertake a targeted follow-up assessment of Gender-Responsive Budgeting and Budget Tagging initiatives at federal and selected regional levels in Ethiopia. The assessment will build on the existing GRB assessment and recent GRBT work by reviewing progress, documenting implementation experience, identifying good practices and challenges, analyzing federal and regional budget from gender perspective, and establishing baseline data for measuring budget allocations to gender-specific initiatives and programmes. Specific Objectives The specific objectives of the consultancy are to: Assess progress made since the previous GRB assessment in strengthening gender-responsive planning, budgeting, budget tagging, accountability and monitoring systems; Document implementation of Gender-Responsive Budgeting and Budget Tagging initiatives at federal level; Review the extent to which gender-responsive budget tagging and Gender Budget Statements are being used to identify, classify, monitor and report budget allocations that contribute to gender equality and women’s empowerment; Map existing GRB and GRBT initiatives , including key institutions involved, type of initiative, implementation status, available budget information, results achieved, challenges and potential for replication; Establish baseline data for the indicator: ” Percentage of national and regional budgets allocated to gender-specific initiatives and programmes” At federal and selected regions Analyzing the 2026/2027 Budget: Conducting gender analysis of the 2026/2027 Budget of the Federal Democratic Republic of Ethiopia; Identify institutional, technical, financial, data and accountability gaps affecting effective implementation of GRB and budget tagging; Provide practical recommendations for institutionalizing GRB and GRBT, strengthening budget tracking, improving reporting, and scaling up promising approaches. Deliverables: Prepare an inception report outlining the consultant’s understanding of the assignment, methodology, workplan, stakeholder mapping, data requirements, budget tagging approach and draft tools; Conduct a desk review of the previous GRB assessment, GRB and GRBT documents, budget tagging materials, and Federal and Regional Budgets; Review relevant information on the recent Gender-Responsive Budgeting and Budget Tagging initiative in Ethiopia and identify how it can inform the assessment; Conduct targeted key informant interviews with selected federal and regional stakeholders, including finance, planning and gender institutions with the aim of identifying progress and challenges on budget tagging and tracking including quality issues, institutional bottlenecks and readiness at the regional level ; Analyze the 2026/2027 Budget of the Federal Democratic Republic of Ethiopia from a gender perspective and develop a brief; Estimate baseline values for the project indicator using available budget data and clearly documented assumptions; Identify good practices, lessons learned, bottlenecks and opportunities for scaling up GRB and budget tagging; Prepare a draft assessment report presenting findings, analysis, baseline values, gaps and recommendations; Present preliminary findings in a consultation or validation session; Revise and finalize the assessment report, executive summary, PowerPoint presentation, baseline dataset and budget tracking template. Deliverable Expected completion time (due day) Payment Schedule (optional) Inception Report - Methodology, workplan, stakeholder mapping, data requirements, budget classification framework and draft tools. 3 September 2026 20% Desk Review and Progress/GRBT Mapping Note - Review of previous GRB assessment, GRBT-related documents, budget documents and preliminary mapping of GRB/GRBT initiatives 7 September 2026 25% Targeted Consultations and Budget Data Review - KIIs with selected federal and regional stakeholders; review of available budget tagging, Gender Budget Statement and programme budget data 20 September 2026 25% Draft Assessment Report - Draft report including progress review, GRBT implementation analysis, innovative financing review, baseline calculation, good practices, gaps and recommendations 1 October 2026 Consultation Workshop - Presentation and validation of preliminary findings with key stakeholders 10 October 2026 30% Final Report and Final Products - Final report, executive summary, PowerPoint presentation, baseline dataset and practical budget tracking template 25 October 2026 Expected Outcomes The consultancy is expected to contribute to the following outcomes: Updated evidence on progress in GRB and GRBT implementation since the previous assessment; Improved understanding of how gender-responsive budget tagging is being applied in Ethiopia; A consolidated mapping of GRB and GRBT initiatives at federal and selected regional levels; Identification of good practices, innovations and lessons that can inform scale-up; Baseline data for measuring the percentage of national and regional budgets allocated to gender-specific initiatives and programmes; Practical recommendations for institutionalizing budget tagging, improving tracking and strengthening accountability; Gender analysis of the 2026/2027 Budget of the Government of Ethiopia. Consultant’s Workplace and Official Travel This is an office-based consultancy. Competencies: Core Values: Integrity; Professionalism; Respect for Diversity. Core Competencies: Awareness and Sensitivity Regarding Gender Issues; Accountability; Creative Problem Solving; Effective Communication; Inclusive Collaboration; Stakeholder Engagement; Leading by Example. Please visit this link for more information on UN Women’s Values and Competencies Framework: Functional Competencies: Strong analytical and report-writing skills; Excellent understanding of gender equality and women’s empowerment; Strong quantitative and qualitative research skills; Ability to analyse budget and expenditure data; Strong facilitation and stakeholder engagement skills; Ability to synthesize complex institutional and financial information; Excellent communication and presentation skills. Required Qualifications Education and Certification: Master’s degree or equivalent in Gender Studies, Economics, Public Finance, Public Policy, Development Studies, Social Sciences, Monitoring and Evaluation, or a related field is required; A first-level university degree in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree. Experience: At least 5 years of progressively responsible work experience in gender equality, women’s empowerment, public finance, public policy, planning, budgeting or institutional assessment is required; Demonstrated experience in gender-responsive budgeting, gender-responsive planning or public financial management is required; Proven experience conducting assessments, evaluations, policy reviews or research studies is required; Experience working with government institutions at federal and/or regional level is required; Experience analyzing budget documents, programme budgets, expenditure reports or public finance data is required; Experience in developing baseline data, indicators, monitoring frameworks or tracking tools is required; Experience in the usage of computers and office software packages (MS Word, Excel, etc.) and spreadsheet and database packages, experience in handling of web-based management systems is required; Experience working with UN agencies or development partners will be considered an added advantage; Familiarity with Ethiopia’s public finance, planning and budgeting systems is desirable; Knowledge of GRB tools, Gender Budget Statements, budget tagging or gender markers is an asset. Languages: Fluency in English and Amharic is required; Knowledge of other Ethiopian languages relevant to the target regions is an asset; Knowledge of any other UN official language is an asset. Statements: In July 2010, the United Nations General Assembly created UN Women, the United Nations Entity for Gender Equality and the Empowerment of Women. The creation of UN Women came about as part of the UN reform agenda, bringing together resources and mandates for greater impact. It merges and builds on the important work of four previously distinct parts of the UN system (DAW, OSAGI, INSTRAW and UNIFEM), which focused exclusively on gender equality and women's empowerment. Diversity and inclusion: At UN Women, we are committed to creating a diverse and inclusive environment of mutual respect. UN Women recruits, employs, trains, compensates, and promotes regardless of race, religion, color, sex, gender identity, sexual orientation, age, ability, national origin, or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, competence, integrity and organizational need. If you need any reasonable accommodation to support your participation in the recruitment and selection process, please include this information in your application. UN Women has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UN Women, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. All selected candidates will be expected to adhere to UN Women’s policies and procedures and the standards of conduct expected of UN Women personnel and will therefore undergo rigorous reference and background checks. (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.) Note: Applicants must ensure that all sections of the application form, including the sections on education and employment history, are completed. If all sections are not completed the application may be disqualified from the recruitment and selection process . 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.

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 will be guided by ECA’s five strategic directions which are:(a) 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 solution to the continent; (b) Developing macroeconomic and structural policy options to accelerate economic diversification and job creation; (c) Designing and implementing innovative financing models for infrastructure, and for human, physical and social assets for a transforming Africa; (d) Contributing solutions to regional and transboundary challenges, with a focus on peace security and social inclusion as an important development nexus; (e) Advocating Africa’s position at the global level and developing regional responses as a contribution to global governance issues. The Technology, Innovation, Connectivity, and Infrastructure Division (TICID) is led by a director who reports to the Deputy Executive Secretary (Programme). The division is tasked with aiding Member States and African institutions in promoting inclusive growth, sustainable development, and economic transformation in Africa through science, technology, and innovation, enhanced connectivity, and the development of logistics and infrastructure. The Division comprises two sections: Technologies, Innovation and Digital Transformation Section (TIDTS) and Connectivity and Infrastructure Section (CIS). This position is located in the Connectivity and Infrastructure Section of the Technology, Innovation, Connectivity and Infrastructure Division, United Nations Economic Commission for Africa, Addis Ababa, Ethiopia. The Chief of Section reports to the Director, Technology, Innovation, Connectivity and Infrastructure Division. Responsibilities Within delegated authority and under the direct supervision of the Director of the Technology, Innovation, Connectivity and Infrastructure Division, the Chief of Section will be responsible for the following duties: Economic or sectoral analysis • Leads or participates in the formulation, organization and management of mandated programmes of infrastructure (transport and energy) analysis and the formulation of possible infrastructure (transport and energy) strategies, policies and actions for adoption by the international community. • Leads or participates in the identification of new or emerging development issues, related to infrastructure and services, of potential concern to the international community, particularly those of a regional or global nature, and designs and develops programmes to address them. • Supervises a team of staff (transport and energy experts) undertaking this work. • Commissions infrastructure development studies and analyses that cannot be undertaken internally. • Conceives, plans and manages expert group meetings, seminars and similar consultations that contribute to the finalization of the work unit’s outputs. • Finalizes reports on development for issuance by the United Nations. • Prepares speeches for senior staff and makes presentations on economic issues for specialist or non-specialist audiences. Intergovernmental support • Provides direct substantive support on development issues to intergovernmental bodies (such as the General Assembly, the United Nations Conference on Trade and Development (UNCTAD), the Economic and Social Council, the Trade and Development Board, the regional commissions and the subsidiary bodies of each) by offering strategic advice, giving technical guidance and assisting in developing a consensus. • Manages the work unit’s contribution to the preparation and management of meetings of intergovernmental bodies. • Represents the organizational unit at international, regional and national meetings on development and technical cooperation. Technical cooperation • Develops and maintains relations with senior officials of member governments and ensures a response to requests for advice and/or assistance on economic issues and policies. • Negotiates with donor and recipient governments on technical assistance programmes and projects. • Organizes and coordinates cooperation among Member States on economic programmes or issues. • Leads or participates in technical cooperation missions. Programme support • Functions as the head of the Connectivity and Infrastructure Section of ECA. • Contributes to the formulation of the annual business plan, medium-term plan, the programme of work and the budget of the unit and participates in the formulation of the organization's overall programme of work and other similar endeavours. • Attends to various administrative matters concerning the larger organizational unit (Technology, Innovation, Connectivity and Infrastructure Development Division). • Performs other related duties as required. Other • Leads team members' efforts to collect and analyze data and provides insight to identify trends or patterns for data-driven planning, decision-making, presentation, and reporting. • Ensures that everyone can discover, access, integrate, and share the data they need. Competencies Professionalism: Ability to apply economic theories and concepts in different sectors of economic and sustainable development. Ability to conduct independent research on economic topics, determine suitability, validity and accuracy of data provided by different sources. Ability to develop economic policies and make recommendations on their implementation. 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. Able 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. Empowering Others: Delegates responsibility, clarifies expectations, and gives staff autonomy in important areas of their work; encourages others to set challenging goals; holds others accountable for achieving results related to their area of responsibility; genuinely values all staff members’ input and expertise; shows appreciation and rewards achievement and effort; involves others when making decisions that affect them. Managing Performance: Delegates the appropriate responsibility, accountability and decision-making authority; makes sure that roles, responsibilities and reporting lines are clear to each staff member; accurately judges the amount of time and resources needed to accomplish a task and matches task to skills; monitors progress against milestones and deadlines; regularly discusses performance and provides feedback and coaching to staff; encourages risk-taking and supports creativity and initiative; actively supports the development and career aspirations of staff; appraises performance fairly. Education Advanced university degree (Master's degree or equivalent) in economics, engineering, or a related field is required. A first-level university degree in combination with two years of qualifying work 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 ten years of progressively responsible experience in infrastructure (transport or energy) or economic research and analysis, policy formulation, application of infrastructure development or economic principles in development programmes or related area is required. Hands on experience in regional infrastructure and services development (transport and/or energy) is required. 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, either English or French is required. Knowledge of the other is desirable. Knowledge of another UN official language is an advantage. 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 French UN Level II UN Level II UN Level II UN Level II Assessment Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview. Special Notice This position is available temporarily until the regular filling of the post. If the selected candidate is a staff member of the United Nations Secretariat, the selection will be administered as a temporary assignment. The selection for this position is for a limited period and has no bearing on the future incumbency of the post. Subject to the funding source of the position, the eligibility for this temporary job opening may be limited to candidates based at the duty station. This temporary job opening may be limited to “internal candidates,” who have been recruited through a competitive examination administered according to staff rule 4.16 or staff selection process, including the review of a central review body established according to staff rule 4.15. Staff members of the United Nations common system organizations who will reach the mandatory age of separation or retirement within the duration of the current temporary need period are not eligible to apply. Submitting an application or selection for the current temporary job opening does not delay or increase the mandatory age of separation. Retirees above the mandatory age of separation who wish to be considered for the current temporary job opening must indicate the reason for their last separation as "retirement." Such retirees shall not be employed by the Organization, unless (a) the operational requirements of the Organization cannot be met by staff members who are qualified and available to perform the required functions; and (b) the proposed employment would not adversely affect the career development or redeployment opportunities of other staff members and represents both a cost-effective and operationally sound solution to meet the needs of the service. Pursuant to section 5.9 of ST/AI/2010/4/Rev.2 Interns, consultants, individual contractors and gratis personnel may not apply for or be appointed to any position in the Professional and higher categories or positions at the FS-6 or FS-7 levels in the Field Service category within six months of the end of their current or most recent service. This restriction does not apply to associate experts (Junior Professional Officers) appointed under the Staff Rules. Pursuant to section 7.11 of ST/AI/2012/2/Rev.1, 7.11 .... Selected candidates shall be required to serve for a minimum of two years in the position of their initial assignment before being eligible to apply to another 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. 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.

Background: UN Women, grounded in the vision of equality enshrined in the Charter of the United Nations, works for the elimination of discrimination against women and girls; the empowerment of women; and the achievement of equality between women and men as partners and beneficiaries of development, human rights, humanitarian action and peace and security. The Government of Ethiopia has made strong commitments to advancing gender equality and the empowerment of women and girls through its national policy frameworks, constitutional guarantees, and ratification of international and regional gender equality instruments, including CEDAW, the Beijing Platform for Action, the Maputo Protocol, Agenda 2063, and the Sustainable Development Goals. These commitments are further reflected in Ethiopia’s national development priorities, sector policies, and institutional arrangements for promoting gender-responsive governance. Gender mainstreaming is a key strategy for ensuring that women’s and men’s different needs, priorities, roles, constraints, and opportunities are systematically considered in all stages of development planning and implementation. It requires the integration of gender perspectives into policies, programs, budgets, institutional systems, monitoring frameworks, and accountability mechanisms. In Ethiopia, gender mainstreaming is expected to be implemented across government ministries, sector institutions, regional administrations, and large-scale development programs and projects. Major national programs and mega projects play a significant role in Ethiopia’s economic transformation and social development. These include large-scale initiatives in sectors such as infrastructure, agriculture, industrial development, energy, urban development, transport, irrigation, climate resilience, social protection, employment creation, public service delivery, and humanitarian-development-peace nexus programming. Given their scale, budget, geographic coverage, and long-term development impact, these initiatives have significant potential to advance gender equality, expand women’s economic opportunities, improve access to services, reduce unpaid care burdens, promote women’s leadership and participation, and address structural inequalities. However, the social economic outcomes of these national development programmes and mega projects cannot be adequately inclusive if gender considerations are not taken into consideration all stages from design, implementation, monitoring, and evaluation. These gaps may be manifested through lack of sufficient Gender analysis and sex disaggregated data during project design; absence or limited application of gender-responsive budgeting. In some cases, women and women’s organizations may not be meaningfully consulted during planning and implementation. These gaps can limit the contribution of national programs and mega projects to gender equality and may unintentionally reinforce pre-existing inequalities. The Joint Programme “Strengthening Institutional Capacity of Gender Machineries in Ethiopia” implemented by UN Women and UNFPA Ethiopia Country Offices with financial support from the European Union and the Spanish Agency for International Development aims to strengthen gender mainstreaming systems, institutional capacity, gender statistics, coordination, and accountability mechanisms at the Federal and Regional level. One of the result areas for the joint programme is “enhanced integration of gender perspectives within national programs and projects’’. As part of this effort, a national assessment will be conducted to examine the status of gender mainstreaming in major national programs and mega projects. The assessment will generate evidence on the extent to which gender perspectives are integrated across the project cycle, identify good practices and institutional bottlenecks, and provide practical recommendations to strengthen gender-responsive design, implementation, financing, monitoring, evaluation, and accountability in large-scale national initiatives. Major national programs and mega projects influence the allocation of public resources, the delivery of services, access to infrastructure, livelihood opportunities, employment, environmental and social safeguards, and community-level development outcomes. If designed and implemented in a gender-responsive manner, these initiatives can serve as powerful vehicles for accelerating gender equality and women’s empowerment. Conversely, if gender perspectives are not adequately integrated, they may fail to address the specific needs of women and girls, exclude women from decision-making and benefits, or increase existing vulnerabilities. A national assessment is therefore necessary to establish a clear understanding of how gender mainstreaming is currently being applied in major national programs and mega projects. The assessment will examine whether gender analysis is conducted during planning; whether women and girls participate meaningfully in consultation and decision-making processes; whether gender-responsive targets, indicators, and budgets are included; whether implementation arrangements include gender expertise and accountability mechanisms; and whether results are monitored and reported using sex-disaggregated and gender-sensitive data. The assessment will also identify best practices that can be scaled up, as well as bottlenecks that limit effective gender mainstreaming. These may include limited institutional capacity, weak gender analysis, lack of standardized tools, inadequate budget allocation, insufficient coordination between gender machinery and project-implementing institutions, weak monitoring systems, and limited accountability for gender equality commitments. The findings will be used to inform the development of practical tools, guidance notes, capacity-building packages, accountability mechanisms, and policy recommendations to help ensure that major national programs and mega projects contribute meaningfully to national gender equality and women’s empowerment objectives. The consultant will be under the overall guidance and supervision of UN Women National Programme Coordinator and UNFPA Ethiopia Programme Specialist, in close collaboration with the Ministry of Women and Social Affairs and relevant federal institutions. A technical task team may be established to provide guidance, review data collection tools, facilitate access to institutions and documents, and ensure quality assurance throughout the process. Description of Responsibilities/ Scope of Work Purpose and Objectives Purpose The purpose of the assignment is to assess the status of gender mainstreaming in major national programs and mega projects in Ethiopia, with a focus on planning, implementation, monitoring, evaluation, financing, coordination, and accountability systems. The assessment will generate evidence-based findings and actionable recommendations to strengthen the integration of gender equality and women’s empowerment objectives in large-scale national initiatives. Specific Objectives The specific objectives of the assessment are to: Identify mega projects and national development programmes which will be explored in the assessment in collaboration with UN Women, UNFPA and MoWSA Assess the extent to which gender perspectives are integrated in the planning and design of major national programs and mega projects, including the use of gender analysis, gender-sensitive needs assessments, stakeholder consultations, and gender-responsive objectives. Examine the integration of gender equality considerations in implementation arrangements , including institutional roles, staffing, gender expertise, community engagement, participation of women and girls, and coordination with gender machineries. Assess the extent to which gender-responsive budgeting and financing frameworks are applied in major national programs and mega projects, including allocation and tracking of resources for gender equality results. Review monitoring, evaluation, reporting, and learning systems to determine whether they include sex-disaggregated data, gender-sensitive indicators, gender-responsive targets, and mechanisms for tracking outcomes for women and girls. Identify best practices, innovations, and successful approaches in integrating gender perspectives into large-scale national programs and mega projects. Identify institutional, technical, financial, and coordination bottlenecks that limit effective gender mainstreaming in planning, implementation, monitoring, and accountability systems. Assess capacity gaps among relevant institutions and implementing bodies , including knowledge, skills, tools, resources, and institutional systems required for effective gender mainstreaming. Generate practical, evidence-based, and context-specific recommendations to strengthen gender mainstreaming in current and future national programs and mega projects. Propose a framework or checklist for gender-responsive national programs and mega projects , including minimum standards for planning, implementation, budgeting, monitoring, evaluation, and accountability. Deliverables Prepare an inception report including methodology, workplan, stakeholder engagement strategy, and assessment framework. Conduct a comprehensive desk review of policies, programmes, project documents, budgets, reports, evaluations, and relevant literature. Map and select major national programmes and mega projects for assessment. Develop data collection tools and gender mainstreaming assessment frameworks. Select and engage regional data collectors in all regions and city administrations Conduct and oversee key informant interviews with government institutions, programme management teams, development partners, civil society organizations, and other stakeholders. Conduct and oversee group discussions and consultations where applicable. Assess gender mainstreaming across planning, implementation, budgeting, monitoring, evaluation, reporting, and accountability dimensions. Develop a gender mainstreaming rating framework for assessed programmes and projects. Identify best practices, challenges, bottlenecks, and institutional capacity gaps. Develop recommendations and a Gender Mainstreaming Minimum Standards Framework. Present findings to stakeholders and facilitate validation processes. Finalize and submit the assessment report and accompanying products. Deliverable Expected completion time (due day) Payment Schedule (optional) Inception Report - Methodology, workplan, stakeholder mapping, assessment framework, and tools 3 September 2026 20% Desk Review and Mapping Report - Review of documents and mapping of programmes and projects 20 September 2026 30% Data Collection Report - Summary of KIIs, FGDs, consultations and preliminary findings 25 September 2026 Draft Assessment Report - Analysis of the data, Draft report including findings, gap analysis, recommendations and proposed framework 1 October 2026 20% Consultation Workshop - Presentation of the Findings at a consultation workshop with stakeholders 10 October 2026 30% Validation Workshop and Final Report - Validation workshop, final report, executive summary and presentation 25 October 2026 Expected Outcomes The consultancy is expected to deliver: A comprehensive assessment report on the status of gender mainstreaming in major national programmes and mega projects. An evidence-based analysis of strengths, gaps, and challenges. Documentation of best practices and lessons learned. A Gender Mainstreaming Minimum Standards Framework and Assessment Checklist. Actionable recommendations to strengthen gender-responsive planning, budgeting, implementation, monitoring, evaluation, and accountability. Consultant’s Workplace and Official Travel This is an office-based consultancy. Competencies : Core Values: Integrity; Professionalism; Respect for Diversity. Core Competencies: Awareness and Sensitivity Regarding Gender Issues; Accountability; Creative Problem Solving; Effective Communication; Inclusive Collaboration; Stakeholder Engagement; Leading by Example. Please visit this link for more information on UN Women’s Values and Competencies Framework: Functional Competencies: Excellent analytical and report-writing skills; Strong facilitation and stakeholder engagement skills; Demonstrated ability to conduct policy and institutional analysis; Excellent communication and presentation skills. Required Qualifications Education and Certification: Master’s degree in Gender Studies, Development Studies, Public Policy, Economics, Social Sciences, Monitoring and Evaluation, or a related field is required. A first-level university degree in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree. Experience: At least 7 years of progressively responsible work experience in gender equality and women’s empowerment related initiatives is required. Demonstrated experience in conducting assessments, evaluations, policy reviews, or research studies is required. Proven expertise in gender mainstreaming and gender-responsive planning and budgeting is required. Experience working with government institutions and development partners is required. Experience assessing large-scale development programmes, public investment programmes, infrastructure projects, or national development initiatives is required. Experience in the usage of computers and office software packages (MS Word, Excel, etc.) and spreadsheet and database packages, experience in handling of web-based management systems is required. Experience in qualitative and quantitative research methodologies is required. Previous experience working with UN agencies will be considered an added advantage. Languages: Fluency in English and Amharic is required. Knowledge of any other UN official language is an asset. Statements : In July 2010, the United Nations General Assembly created UN Women, the United Nations Entity for Gender Equality and the Empowerment of Women. The creation of UN Women came about as part of the UN reform agenda, bringing together resources and mandates for greater impact. It merges and builds on the important work of four previously distinct parts of the UN system (DAW, OSAGI, INSTRAW and UNIFEM), which focused exclusively on gender equality and women's empowerment. Diversity and inclusion: At UN Women, we are committed to creating a diverse and inclusive environment of mutual respect. UN Women recruits, employs, trains, compensates, and promotes regardless of race, religion, color, sex, gender identity, sexual orientation, age, ability, national origin, or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, competence, integrity and organizational need. If you need any reasonable accommodation to support your participation in the recruitment and selection process, please include this information in your application. UN Women has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UN Women, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. All selected candidates will be expected to adhere to UN Women’s policies and procedures and the standards of conduct expected of UN Women personnel and will therefore undergo rigorous reference and background checks. (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.) Note: Applicants must ensure that all sections of the application form, including the sections on education and employment history, are completed. If all sections are not completed the application may be disqualified from the recruitment and selection process . 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.

DEADLINE FOR APPLICATIONS 3 September 2026-23:59-GMT+03:00 East Africa Time (Addis Ababa) WFP celebrates and embraces diversity. It is committed to the principle of equal employment opportunity for all its employees and encourages qualified candidates to apply irrespective of race, colour, national origin, ethnic or social background, genetic information, gender, gender identity and/or expression, sexual orientation, religion or belief, HIV status or disability. ABOUT WFP The World Food Programme is the world’s largest humanitarian organization saving lives in emergencies and using food assistance to build a pathway to peace, stability and prosperity, for people recovering from conflict, disasters and the impact of climate change. At WFP, people are at the heart of everything we do and the vision of the future WFP workforce is one of diverse, committed, skilled, and high performing teams, selected on merit, operating in a healthy and inclusive work environment, living WFP's values (Integrity, Collaboration, Commitment, Humanity, and Inclusion) and working with partners to save and change the lives of those WFP serves. To learn more about WFP, visit our website: https://www.wfp.org and follow us on social media to keep up with our latest news: YouTube , LinkedIn , Instagram , Facebook , Twitter , TikTok . WHY JOIN WFP? WFP is a 2020 Nobel Peace Prize Laureate. WFP offers a highly inclusive, diverse, and multicultural working environment. WFP invests in the personal & professional development of its employees through a range of training, accreditation, coaching, mentorship, and other programs as well as through internal mobility opportunities. A career path in WFP provides an exciting opportunity to work across the various country, regional and global offices around the world, and with passionate colleagues who work tirelessly to ensure that effective humanitarian assistance reaches millions of people across the globe. We offer an attractive compensation package (please refer to the Terms and Conditions section of this vacancy announcement). CONTRACTUAL INFORMATION Job title: Driver Grade: G2 Type of Contract: Fixed Term, General Service Unit: Administration (Ethiopia Country Office) Duty Station (City, Country) : Semera, Ethiopia Duration: Twelve (12) Months Number of Available Positions: One (01) ORGANIZATIONAL CONTEXT This position is based in Semera, Ethiopia and reports to the Head of Field Office. JOB PURPOSE To provide efficient and safe transportation of authorized personnel and/or commodities. KEY RESPONSIBILITIES: (not all-inclusive, nor exhaustive): Provide transportation of authorized personnel including translation of basic conversations from/to the local language, and/or delivery of various items/commodities following authorized routing and UN safety and security rules and regulations to ensure safe and efficient services. Meet official personnel and visitors at the airport or other entry points and provide basic assistance with visa and customs formalities to facilitate smooth and safe entry and arrival to the authorised destinations. Responsible for accurate maintenance of the vehicle log books, and daily reporting to the supervisor on mechanical status, to ensure efficient vehicle use and fuel consumption supporting accurate accounting and cost-efficiency. Responsible that the assigned vehicle is kept clean and in a good condition including all equipment, the maintenance is done on time, vehicle is fully equipped with required travel authorisations and supplies, and any mechanical issues are reported to the supervisor to ensure safe and efficient services. Follow established rules and regulations for field deliveries and/or in cases of an accident, and report immediately to the supervisor on any apparent problems, to seek for instructions and facilitate informative decisions on the way forward. Outside driving duties, perform basic office related tasks such as filing, photocopying and maintaining stores when required including delivery/collection of various items, mailing service and payment of office telephone and other bills to ensure administrative support to clients. QUALIFICATIONS AND EXPERIENCE Education: Completion of secondary school education. Formal drivers training with a valid driver’s license/certification to operate assigned vehicle following local rules and regulations. Experience: Two or more years of work experience as a Driver, preferably in an international organization, embassy or UN system with a demonstrated safe driving record. Experience in driving a variety of makes and models of vehicles, including vans, trucks and other kinds of motorized vehicles. Experience in defensive driving is desirable. Knowledge and Skills: Knowledge of driving rules and regulations, chauffeur protocol and courtesies, local roads/waterways and conditions, and security issues. Knowledge of the vehicle loading capacity and other parameters. Knowledge of driving/boat operating rules and regulations whichever applicable. Knowledge of safety standards and safety equipment (e.g. fire extinguishers, buoyant wearable safety devices, etc.). Ability to read and interpret documents such as safety rules, operating and maintenance instructions, and procedure manuals. Basic skills to assist in case of emergency, knowledge of first aid basic methods. Knowledge and ability to use radio, email, telephone and other applications. Ability to assess vehicles for mechanical fitness and skills in minor vehicle repairs. Ability to demonstrate a client-oriented approach, high sense of responsibility, courtesy and tact Language: Fluency in both oral and written communication in English and Afargna. WFP LEADERSHIP FRAMEWORK WFP Leadership Framework guides to the common standards of behavior that guide HOW we work together to accomplish our mission. Click here to access WFP Leadership Framework REASONABLE ACCOMMODATION WFP is committed to supporting individuals with disabilities by providing reasonable accommodations throughout the recruitment process. If you require a reasonable accommodation, please contact: global.inclusion@wfp.org NO FEE DISCLAIMER The United Nations does not charge any application, processing, training, interviewing, testing or other fee in connection with the application or recruitment process. Should you receive a solicitation for the payment of a fee, please disregard it. Furthermore, please note that emblems, logos, names and addresses are easily copied and reproduced. Therefore, you are advised to apply particular care when submitting personal information on the web. REMINDERS BEFORE YOU SUBMIT YOUR APPLICATION All applications must be submitted exclusively through our online recruiting system. We do not consider CVs or applications sent by email, LinkedIn, or any other channel. We strongly recommend that your Workday profile is accurate and complete, and that all sections are filled in, including your employment history, academic qualifications, language skills, and UN grade (if applicable). Once your profile is completed, please apply, and submit your application. If you experience technical issues while submitting your application, you may contact us at global.hrerecruitment@wfp.org . Please note that this email is only for technical issues with an application - unsolicited applications or documents sent to this inbox will not receive a reply . At the application stage, the only required documents are your CV and Cover Letter. Additional documents (passport, certificates, recommendation letters, etc.) may be requested later in the process. Only shortlisted candidates will be contacted and invited to proceed to the next stage of the recruitment process. All employment decisions are made on the basis of organizational needs, job requirements, merit, and individual qualifications. WFP is committed to providing an inclusive work environment free of sexual exploitation and abuse, all forms of discrimination, any kind of harassment, sexual harassment, and abuse of authority. Therefore, all selected candidates will undergo rigorous reference and background checks. No appointment under any kind of contract will be offered to members of the UN Advisory Committee on Administrative and Budgetary Questions (ACABQ), International Civil Service Commission (ICSC), FAO Finance Committee, WFP External Auditor, WFP Audit Committee, Joint Inspection Unit (JIU) and other similar bodies within the United Nations system with oversight responsibilities over WFP, both during their service and within three years of ceasing that service. 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.

Due Date: September 21, 2026 Period: Three years, renewable once Languages Required: English (French is an added advantage) Call for Expressions of Interest: Member of the Executive Board of the African Capacity Building Foundation (ACBF). Background The African Capacity Building Foundation (ACBF) is Africa’s leading capacity development institution and a specialized agency of the African Union. Since 1991, ACBF has empowered over 100,000 professionals across the public and private sectors, civil society, and academia, while strengthening institutions in more than 40 member states. Through strategic partnerships and impactful programs, the Foundation builds human as well as institutional capacity, while generating and disseminating knowledge to advance sustainable development in Africa in line with Agenda 2063 and the Sustainable Development Goals (SDGs). ACBF’s current strategic plan focuses on four key impact areas: Climate Change and Energy for Productive Use; Agribusiness and Food Sovereignty; Trade as an Engine for Economic Development; and Economic and Social Governance. The Foundation is headquartered in Harare, with regional offices in Accra and Nairobi, and a liaison office at the African Union Commission in Addis Ababa. ACBF has a three-tier governance structure comprising a Board of Governors, an Executive Board and a Secretariat. The Board of Governors is the principal policy-making body of the Foundation. Each government and institution that contributes to the African Capacity Building Foundation is eligible to appoint one representative to serve as a governor on the Board of Governors and may appoint an alternate. The Executive Board, appointed by the Board of Governors, is charged with the oversight responsibility of the governance of the Foundation and to approve operational policies, procedures and rules under which the Foundation is managed. The Executive Secretary, appointed by the Executive Board is an ex-Officio member of the Executive Board. The Executive Secretary heads the Secretariat and administers the day-to-day management of the Foundation Job Specification The Board member will be expected to contribute towards strategic governance, fiduciary oversight and mission-based leadership. The ideal candidate will bring to the board insightful thinking on innovative approaches to finance structuring to support capacity development interventions on the continent. This includes bringing on board and/or promoting visibility of the Foundation to global stakeholders interested in sustainable development on the African continent. The highlights of this role are: Strategic Leadership & Convening Power Fiduciary & Financial Oversight Governance & Executive Oversight Supporting Resource Mobilization Board Engagement & Commitment Only candidates who are willing to commit the time necessary to effectively discharge their responsibilities should apply. Meetings: The board will meet at least three times a year. The time commitment per month expected from board members will average 12 hours. Term: Board members serve a 3-year term and may serve a maximum of two terms. Pro Bono: Board members do not receive remuneration for their service. However, they will be reimbursed for approved expenditure incurred in the discharge of their duties. Applicants are invited to express their interest by submitting a recent and concise Curriculum Vitae no later than 21 September 2026 and addressed to: The Board Secretary The African Capacity Building Foundation HARARE, Zimbabwe E-mail: QUALIFIED FEMALE CANDIDATES ARE HIGHLY ENCOURAGED TO APPLY FOR THIS POSITION. 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 DRC The Danish Refugee Council (DRC) is a humanitarian, non-governmental and non-profit organization, founded in 1956, that works in more than 35 countries around the world. DRC is one of the largest protection actors in Kenya, actively coordinating and advocating for improving the protective environment for refugees and host communities. DRC implements Protection monitoring, Child Protection and GBV prevention and response programmes in its areas of operation to address protection issues faced by displaced and non-displaced at-risk groups and individuals. The programme also aims to identify and build synergies with DRC´s Economic Recovery sector to facilitate durable solutions and Humanitarian Disarmament & Peace Building activities to enhance to respond to the needs of communities affected by acute crisis as well as those in protracted displacement situations. Overall purpose of the role : The MEAL Officer supports the delivery a Sudan crisis localization facility’s Monitoring, Evaluation, Accountability and Learning (MEAL) system, working under the direction of the Technical Adviser. The role is responsible for the day-to-day operation of the Fund’s monitoring tools, data and learning processes, and providing practical support to the Fund’s developmental evaluation, community feedback and partner learning processes. The role helps ensure that the Fund’s systems-led, axis-based and locally led approach is grounded in timely, good-quality evidence and community insight. Duties & Responsibilities: Monitoring and data management: Operate and maintain the Fund’s MEAL systems, databases and data collection tools, keeping them up to date and functioning Coordinate routine and continuous data collection across axes, supporting the shift away from periodic-only monitoring towards real-time learning Continuously quality-assure data collection, upholding data quality, protection and confidentiality standards Ensure data is disaggregated by age, gender and disability to support gender, equality and social inclusion analysis Learning, evidence and reporting support: Support the Technical Adviser in developing and refining core MEAL tools, including the Theory of Change, results framework and indicators Compile and collate monitoring data and partner reporting into inputs for regular reporting cycles Support the capture and documentation of lessons learned and help maintain the Fund knowledge management and learning resources Help organise and document participatory learning and reflection sessions Support to developmental evaluation and community feedback: Support the coordination with the external Developmental Evaluation team on their data and information needs, under the Technical Adviser’s oversight. Support community listening and feedback mechanism, ensuring community perspectives feed into Fund learning and decision-making Partner and technical support: Provide tailored and proportionate MEAL support to partners, applying a tiered approach that avoids over-burdening smaller, community-based recipients Support partner MEAL capacity strengthening in coordination with the Technical Assistance Facility (TAF), framed around strengthening partners’ existing systems rather than imposing external standards Provide practical training and coaching to stakeholders on data collection tools and processes Experience and Technical Competence Mandatory: At least 3 years of professional experience in a MEAL, monitoring or data-focused role with humanitarian and development organisations Solid practical skills in data collection, data management, cleaning and basic analysis, including experience with digital data collection tools (e.g. Kobo) Proficiency in common computer packages e.g. Word, Excel, Power point etc Demonstrated ability to organise workloads, meet deadlines and continually adapt approaches Experience working in a cross-cultural team environment Demonstrated commitment and strict adherence to confidentiality Previous experience working with local partners, community-based organisations and other types of community groups. Desirable: Previous experience working in a DRC legal entity. Previous experience working with Dynamics or a different robust ERP system such as SAP, Oracle, etc. Basic knowledge of Power Apps or experience with internal grants systems development. Previous experience in East Africa / Sudan. Education University degree in demographics, social sciences, statistics and MEAL or equivalent practical experience Language English – full fluency, oral and written required Arabic – full fluency, oral and written required Key stakeholders: Internal & External Fund Director Technical Adviser Partnerships and Grants Manager Operations Manager Strategy and Axis Coordinator Global MEAL team External partners and grantees About you: In this position, you are expected to demonstrate DRC’s five core competencies: Striving for excellence: You focus on reaching results while ensuring an efficient process. Collaborating: You involve relevant parties and encourage feedback. Taking the lead : You take ownership and initiative while aiming for innovation. Communicating: You listen and speak effectively and honestly. Demonstrating integrity : You act in line with our vision and values. Conditions Contract : One-year contract with possibility of extension, subject to funding and performance. Salary and other conditions are offered in accordance with DRC’s Terms of Employment. Availability : September 2026 Duty station : Nairobi (Kenya), Kampala (Uganda), Addis Ababa (Ethiopia), or Juba (South Sudan). Application and CV: Only motivated applications that address the stipulated duties and meet the required qualifications, sent together with a CV, will be considered. DRC only accepts applications sent via our online-application form on www.drc.ngo under Vacancies. Please remember to upload both a letter of application and your CV and do not attach any written recommendations. Please submit your application and CV in English no later than 3 1st August, 2026 Gender Equality: DRC is committed to achieving gender parity in staffing at all levels. In light of this , Female candidates and those from minority groups are strongly encouraged to apply. Equal Opportunities : DRC is an equal opportunity employer. We value diversity and we are committed to creating an inclusive environment based on mutual respect for all employees. We do not discriminate on the basis of age, sex, disability status, religion, ethnic origin, color, race, marital status or other protected characteristics. DRC’s capacity to ensure the protection of and assistance to refugees, IDP’s and other persons of concern depends on the ability of our staff to uphold and promote the highest standards of ethical and professional conduct in relation DRC’s values and Code of Conduct, including safeguarding against sexual exploitation, abuse and harassment. DRC conducts thorough and comprehensive background checks as part of the recruitment process. Visit drc.ngo to read more about what we do to secure robust safeguarding mechanisms. If you have questions or are facing problems with the online application process, please visit drc.ngo/jobsupport. 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.

Apply now Job no: 507055 Work type: Full-Time Location: Hybrid/Flexible Work Arrangement Categories: Drexel University, Institutional Advancement Job Summary The Senior Major Gifts Officer is a member of the Institutional Advancement (IA) team assigned to develop philanthropic resources for the Colleges and Schools. This position will play a central role in high-capacity major gift fundraising and contribute to the enhancement of planned gifts. They report directly to the Assistant Vice President, Development and serve a senior frontline fundraiser across the academic College & Schools. The Senior Major Gifts Officer will serve as the primary liaison to the Institutional Advancement’s Office of Gift Planning. This position does not have any supervisory responsibilities. This is a Hybrid position traveling into campus as needed, including events, internal meetings, donor meetings, etc. Essential Functions Secures major and planned gifts and develops future major donors by pursuing the identification, qualification, cultivation, solicitation, and stewardship of private support from individuals capable of making commitments of $50,000-$100,000 or more. Develops detailed strategies and goals monthly for the top 25 prospects. Manages a portfolio of approximately 125 constituents from multiple territories across the country Maintains an active schedule of face-to-face and virtual meetings with major and planned gift suspects and prospects. Works in conjunction with the Assistant Vice President to develop and execute a territory-based fundraising model. Coordinates with the Assistant Vice President and the Office of Alumni Relations to help foster activities that contribute to a culture of philanthropy in the colleges and schools. Assists in the qualification, cultivation, solicitation and stewardship of principal gifts prospects and donors ($1,000,000 or more) in association with the Assistant Vice President and the Principal Gifts team. Partners with Institutional Advancement’s Office of Gift Planning to develop specific Gift Planning opportunities and prospects. Represents the Colleges and Schools at Legacy Lunches in coordination with the Senior Associate Vice President. Works to increase the pipeline of prospects moving up in gift level and contribution amount. Develops capital support through naming opportunities. Works in conjunction with Institutional Advancement Marketing and Communications Team to develop fundraising proposals as appropriate. Promotes University priorities and image to constituents, serving as front line staff to promote campus goals and objectives. Maintains current knowledge of university-wide institutional priorities and collaborates across the colleges, schools and units to align opportunities with donor objectives, passion and interest. Follows Institutional Advancement procedures regarding prospect management and documenting contacts. Responsible for oversight and submission of all relative fundraising reports, statistics, projections and publications. Other duties as assigned. Required Qualifications Minimum of a Bachelor's Degree or the equivalent combination of education and work experience. (Please review the Equivalency Chart for additional information.) Minimum of 7 years of successful experience in development and major gift fundraising, preferably in a higher education or health system setting. Experience with direct solicitation of five- and six-figure gifts from individuals. Ability and willingness to travel/drive regionally on a frequent basis. Ability and willingness to work evenings and weekends. Excellent written, verbal and interpersonal skills. Excellent administrative skills. Valid Driver's License. Preferred Qualifications Advanced degree and course work in subjects relevant to Business. Knowledgeable of planned giving concepts and experience in soliciting planned gifts. Previous experience working with senior-level executives. Knowledge of prospect management systems. Knowledge of database fundraising software CS Advance. Location Hybrid/Flexible Work Arrangement Additional Information This position is classified as Exempt, grade N. Compensation for this grade ranges from $99,720 - $149,580 per year. Please note that the offered rate for this position will vary based on the successful candidate’s qualifications and experience, department budget, and an internal equity review. Applicants are encouraged to explore the Professional Staff salary structure and Compensation Guidelines & Policies for more details on Drexel’s compensation framework. For information about benefits, please review Drexel’s Benefits Brochure. Special Instructions to the Applicant Please make sure you upload your CV/resume and cover letter when submitting your application. A review of applicants will begin once a suitable candidate pool is identified. Advertised: Aug 19 2026 Eastern Daylight Time Applications close: Sep 2 2026 Eastern Daylight Time Back to search results Apply now Refer a friend Whatsapp Facebook LinkedIn Email App

We are looking for a motivated and results-oriented Business Development Officer to join our team. Job Title: Business Development Officer 2. Reports to: Business Development Manager 3. Purpose: Guiding the organization's activities, identifying opportunities 4. Responsibilities: Building solid relationships with customers, vendors and sales and marketing teams. Developing in-depth knowledge of company offerings to identify profitable business opportunities. Directing marketing efforts by presenting market research and suggesting strategies to expand market. Developing and managing strategic partnerships to grow business. Presenting business or marketing opportunities to company executives and management. Building and maintaining relationships with both internal and external clients Identifying and developing new business opportunities for the company. Researching new markets and emerging market trends. Recommending new partnerships. Formulating and implementing an account management plan to ensure that business relations are properly maintained. Collecting and using market information. Continually learning about the company’s services. Overseeing , preparing and participating for international tender Assist in sourcing of suppliers for international tenders Requirements - Bachelor’s degree in Medicine or Veterinary Medicine - Demonstrated experience in business development, management, sales, or marketing - Strong proficiency in Microsoft Office applications Language Skills · Excellent command of English languages (both written and verbal) Qualifications - Candidates should possess strong New Business Development skills, including opportunity identification, pipeline management, and relationship building. - Candidates should possess solid Analytical Skills and a working understanding of Finance to interpret market data, support pricing decisions, and evaluate business cases. - Proficiency in MS Office and basic CRM or sales tracking tools. - Ability to work independently, meet targets, and adapt to a dynamic market environment. Send us your Application Letter & CV @hrdeltatechnology@gmail.com

Work Location Addis Ababa Expected duration 6 months Duties and Responsibilities Description of Office Standard The Administration and Conference Management Division (ACMD) provides administrative, conference management, financial and related support services to clients in Addis Ababa. Within ACMD, the Finance and Budget Section (FBS) supports financial management, budgetary oversight and related service delivery through its functional units, including the Account Unit (AU), Trust Fund Unit (TFU), Payroll and Disbursement Unit (PDU), Treasury Unit (TU), and Budget Unit (BU). These units provide support in accounting, trust fund management, payroll and payments, treasury operations, budget planning, monitoring and reporting. Reporting line for Intern This internship is located in the Finance and Budget Section (FBS), Administration and Conference Management Division (ACMD), in Addis Ababa, Ethiopia. The Intern will support FBS services automation, including survey automation, and will report to the designated supervisor or focal point within FBS. Specific project or work area the intern will contribute to. The intern will have the opportunity to contribute to and learn from ongoing FBS service automation initiatives, including survey automation and related digital tools. Through supervised assignments, the intern will gain exposure to service improvement, data collection, process documentation and reporting activities across FBS units Specific tasks the intern will fulfil: The intern will support the team in the development and improvement of automated tools, surveys, trackers and related workflows for FBS services. Tasks will include: • Assisting with the design, testing and updating of automated surveys and forms for FBS service needs; • Supporting the collection, organization and analysis of survey responses and service data; • Helping develop or improve trackers, dashboards, templates and other tools used by FBS units; • Supporting process mapping and documentation of workflows across AU, TFU, PDU, TU and BU; • Assisting with the preparation of reports, summaries, presentations and briefing materials based on collected data; • Supporting the review of existing manual processes and identifying areas where automation may improve efficiency; • Helping maintain records and organize information related to finance, budget and service delivery activities; • Supporting coordination and follow-up with FBS units on service automation requirements; • Assisting with testing, quality checks and user feedback collection for automated tools; • Assisting and contributing to other related duties in support of FBS service automation and survey automation, as assigned. Qualifications/special skills Applicants must meet one of the following requirements: (a) Applicants to the UN Internship Programme are not required to have professional work experience. However, a field of study that is closely related to the type of internship that you are applying for is required. (b) Applicants must be a student in the final year of the first university degree (bachelor or equivalent), Master’s or Ph.D. Programme or equivalent, or have completed a Bachelor’s, Master’s or PH.D. Programme. Do you meet any of the above criteria? If yes, please indicate which one and attach proof to the application. Please note that you will have to provide an official certificate at a later stage. (c) Applicants should be pursuing or have completed studies in administration, business administration, finance, accounting, information systems, data management, public administration, or another related field relevant to administrative and finance support services. Please indicate your field of study and how it relates to this internship. (d) Applicants should demonstrate an interest in digital tools, automation or process improvement through academic coursework, university projects, personal learning or other experiences. Please describe any exposure you have had to these areas. (e) Demonstrated interest or exposure to digital tools such as Microsoft Excel, Microsoft Forms, SharePoint, Power Automate, Power BI, dashboards, trackers or similar tools is desirable. Please provide examples from coursework, projects, volunteer activities or other experiences. Special notice: - Women and persons with disabilities are encouraged to apply. As per the UN Convention on the Rights of Persons with Disabilities, do you identify as a person with a disability? If Yes, please specify if you need any reasonable accommodation to support your participation in the recruitment and selection process - Have you completed a UN Internship before? If yes, please include the UN entity as well as concrete dates? Languages English and French are the working languages of the United Nations Secretariat. Fluency in English is required for this internship. Knowledge of an additional official UN language is an advantage. Additional Information The United Nations is committed to creating a diverse and inclusive environment of mutual respect. Female candidates and persons with disabilities are strongly encouraged to apply. In line with the United Nations Convention on the Rights of Persons with Disabilities, applicants requiring reasonable accommodation at any stage of the recruitment process may contact the internship coordinator for assistance. Intern Specific text Interns are not financially remunerated by the United Nations. Costs and arrangements for travel, visas, accommodation and living expenses are the responsibility of interns or their sponsoring institutions. Interns who are not citizens or permanent residents of the country where the internship is undertaken, may be required to obtain the appropriate visa and work/employment authorization. Successful candidates should discuss their specific visa requirements before accepting the internship offer. 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.

The overall objective of this consultancy is to promote public acceptance, uptake and demand of routine immunization and newly introduced vaccines in Ethiopia at the national level. The consultant is expected to understand key drivers of immunization demand among caregivers, barriers and enablers among zero-dose and under-immunized communities, and among frontline health workers to successfully promote and sustain the desired behaviour based on evidence. Contract Duration: 9 Months Working arrangement: Office Based 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. TERMS OF REFERENCE Ethiopia continues to face persistent gaps in immunization demand and uptake, particularly among zero-dose and under-immunized populations, despite significant progress in expanding service availability. Structural barriers such as geographic inaccessibility, population mobility, and inequities in service delivery are compounded by behavioral and social factors including limited caregiver awareness on immunization schedule, low risk perception of vaccine-preventable diseases, gender-related constraints in decision-making, and varying levels of trust in health services. In addition, emerging challenges such as misinformation, rumors, and concerns related to vaccine safety and adverse events have affected public confidence, especially during new vaccine introductions and outbreak response campaigns (e.g., COVID-19, HPV). Frontline health workers also face constraints in interpersonal communication skills and community engagement capacity, affecting their ability to effectively address hesitancy and promote positive health behaviors. These challenges highlight the critical need for a coordinated, evidence-based social and behavior change (SBC) approach that strengthens community engagement, enhances social listening systems, and leverages behavioral insights to sustainably increase demand, acceptance, and equitable uptake of routine and new vaccines across Ethiopia. To provide comprehensive technical support for demand promotion across routine immunization, new vaccine introductions, and vaccine-preventable disease (VPD) outbreak response campaigns, while ensuring systematic monitoring, documentation, and reporting of evidence-based demand generation interventions, and serving as a key liaison and coordination focal point with the Federal Ministry of Health and other relevant partners. Scope of Work: The overall objective of this consultancy is to promote public acceptance, uptake and demand of routine immunization and newly introduced vaccines in Ethiopia at the national level. The consultant is expected to understand key drivers of immunization demand among caregivers, barriers and enablers among zero-dose and under-immunized communities, and among frontline health workers to successfully promote and sustain the desired behaviour based on evidence. With technical support and guidance of the SBC Specialist (immunization & PHE), Health Section of UNICEF Ethiopia, the consultant will be responsible for the coordination of national communication technical working group to accelerate demand generation approaches and strategies to promote evidence-based social and behavior change interventions including advocacy, community engagement, community empowerment, social listening, monitoring and evaluation for the routine immunization, new vaccine introduction and VPD outbreak response vaccination campaigns in Ethiopia. The consultant is expected to provide technical support to following activities: • Provide technical support to the Immunization Service Desk (ISD) of MOH and the Communication Technical Working Group (C‑TWG) to design, coordinate, and implement demand promotion strategies aligned with Gavi 6.0, focusing on zero-dose and under-immunized children, routine immunization, new vaccine introductions, and SIAs. • Coordinate and liaise with ISD/MOH, UNICEF, and partner agencies to organize and facilitate C‑TWG meetings (monthly and ad hoc), including preparation of agendas, documentation of minutes, and follow-up on agreed actions. • Support the development, operationalization, and monitoring of national immunization demand promotion strategies, integrating evidence-based approaches such as behavioral insights and human-centered design (HCD) approaches. • Ensure C‑TWG supports the planning and implementation of activities that promote vaccine acceptance and uptake under Gavi 6.0 strategic period, including for newly introduced vaccines. • Provide technical support to ISD/MOH and C‑TWG on the implementation, monitoring, and evaluation of demand promotion and risk communication interventions, including reaching zero-dose and under-immunized communities. • Facilitate the development, review, pre-testing, and endorsement of multi-channel communication materials at the federal level and support subnational teams in contextualization and translation into local languages. • Coordinate with government and media partners to strengthen social listening and public opinion monitoring systems, including tracking rumors, misinformation, AEFI-related concerns, and vaccine-related media coverage (e.g., COVID-19, HPV, polio, routine vaccines), in collaboration with EPHI, EFDA, and other stakeholders. • Support the scale-up of innovative and evidence-based demand strategies, including digital engagement, HCD interventions, and social listening approaches, ensuring alignment and synergy among partners through the C‑TWG. • Strengthen community engagement systems by working with HEWs, VHLs, community leaders, CSOs, and other local community structures to improve vaccine confidence, uptake, and equitable reach. • Provide capacity-building support for frontline health workers, social mobilizers, media professionals, and hotline operators on interpersonal communication, demand generation, and risk/crisis communication. • Facilitate and participate in monitoring, evaluation, and learning activities, including behavioral and social drivers (BeSD) studies, rapid assessments, social investigations, and field visits in collaboration with MOH/RHB and UNICEF. • Ensure that all SBC approaches are inclusive, participatory, and gender-transformative, in collaboration with relevant stakeholders. • Document and disseminate best practices and human-interest stories highlighting community experiences and voices related to immunization in close coordination with UNICEF teams. • Prepare and submit required technical reports and deliverables to UNICEF and MOH in line with agreed work plans. Note: At the beginning of the assignment, the consultant is expected to discuss and agree with UNICEF and ISD team of MOH on work plan schedules for the assignment period. If you would like to know more about this consultancy, please review the complete Terms of Reference here: Terms of Reference TMC0005130.pdf Minimum requirements: • Education: Advance university degree in social science, public health, sociology, anthropology, psychology, communication for development/Social and behavioural change communication. • Work Experience: • Minimum of seven years of relevant SBC/demand promotion experiences in immunization or health sectors at national/federal level. • In-depth understanding of Ethiopian communities and SBC/demand promotion for immunization key stakeholders at national/federal level. • Capacity in the designing, planning, monitoring, evaluation, training and skills-transfer of participatory governance in demand promotion for immunization interventions. • Language Requirements: • Excellent communication skills with fluent English and Amharic languages. • Knowledge/Expertise/Skills: • Proven ability to work effectively with government/MOH and multi-stakeholders. • Experience in generating evidence around social and behaviors around immunization practices. • Capacity in documentation of best practices and lessons learned around demand promotion for immunization interventions. • Application of Human Centered Design or Behavioral Insights for immunization. • Experience in SBC evidence generation including facilitation of Behavior and Social Drivers (BeSD) of vaccination in different context. • Experience in developing, implementing, and monitoring on demand aspect of new vaccine introduction. • Desirables: • Experience in addressing service delivery, gender and system level barriers around immunization uptake. 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 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 reasonable accommodation for persons with disabilities. 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. Qualified candidates are invited to submit the following documents via the online recruitment portal, TMS (Talent Management System): An up-to-date TMS profile and curriculum vitae (CV) Cover letter A separate financial proposal (only acceptable in the format of the linked template) Financial proposal TMC0005130.xlsx A detailed technical proposal Applicants are requested to submit one writing sample (max 10 pages) demonstrating relevant experience in the development of technical and analytical documents. The sample should meet the following criteria: be co-authored by the applicant, be relevant to the assignment such as BeSD of immunization assessment, align with the deliverables such as technical guidance, analysis or demand for immunization plan of action document. Remarks: 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. All UNICEF positions are advertised, and only shortlisted candidates will be contacted and advance to the next stage of the selection process. 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 Introduction Established in 1951, IOM is a Related Organization of the United Nations and the leading UN agency in the field of migration. Working closely with governmental, intergovernmental and non-governmental partners, IOM promotes humane and orderly migration for the benefit of all. It saves lives and protects people on the move, drives solutions to displacement, and facilitates pathways for regular migration, while providing services and advice to governments and migrants. IOM is committed to fostering a respectful, inclusive and supportive workplace where all employees can thrive professionally and feel valued. By creating such an environment, IOM aims to better harness the full potential of migration and strengthen its support to people on the move. IOM invites candidates from diverse backgrounds to apply and provides reasonable accommodation throughout the recruitment process when required. Learn more about IOM’s workplace culture at IOM workplace culture | International Organization for Migration Applications are welcome from internal and external candidates. For all IOM vacancies, applications from qualified and eligible first-tier candidates are considered before those of qualified and eligible second-tier candidates in the selection process. For the purpose of this vacancy, internal and internal-equivalent candidates as well as external women candidates are considered as first-tier candidates. Organizational Context and Scope IOM Ethiopia's Protection Unit (PXU) contributes to promoting and upholding the rights of migrants, including migrants returning from abroad, displaced persons and migrants’ home communities, by helping reduce protection risks and supporting the Government of Ethiopia to manage migration through preventive, responsive, remedial and standard-setting actions. These actions are implemented through the six Protection operational pillars: thematic guidance; direct assistance; convening and dialogue; advocacy and communication; training and capacity building; and data, research and learning. PXU’s work is guided by protection mainstreaming, accountability and inclusion, sustainability and systemic change, and partnership and coordination. Within this framework, IOM Ethiopia implements return and reintegration programming that supports vulnerable returnees, migrants and communities in areas of high return. Community-Based Reintegration (CBR) interventions aim to strengthen local absorption capacity, promote social cohesion and improve access to services and livelihood opportunities for both returnees and host communities. The Enterprise Development Fund (EDF) component further contributes to sustainable reintegration and local economic development by supporting viable enterprises, employment creation, market linkages and private sector engagement. Under the overall supervision of the Senior Programme Officer (Protection) and the direct supervision of the Programme Officer (Return and Reintegration), and in close coordination with relevant programme units, field teams, government counterparts, implementing partners and private sector stakeholders, the incumbent will support the planning, coordination, implementation and monitoring of CBR interventions and EDF-related activities. The incumbent will provide day-to-day implementation support, assist with partner coordination, compile monitoring information, prepare inputs for reporting and documentation, and help identify operational issues and practical follow-up actions in consultation with the supervisor. In particular, he/she will undertake the following responsibilities and accountabilities Responsibilities Assist in the coordination, implementation and monitoring of community-based reintegration activities in line with IOM’s Integrated Approach to Reintegration and Community-Based Planning Approach, supporting activities that address economic, social and psychosocial dimensions of reintegration. Support the organization of community assessments, market analyses, value chain assessments and stakeholder consultations to identify reintegration needs, local development priorities and opportunities for community-based initiatives. Support the development and implementation of community-based reintegration activities benefiting returnees, vulnerable migrants and host communities, including livelihoods initiatives, community infrastructure, social cohesion activities and service delivery strengthening interventions. Support the day-to-day implementation of the Enterprise Development Fund (EDF) component, including outreach to eligible enterprises, preparation of selection documentation, coordination of due diligence processes, follow-up with selected enterprises and compilation of monitoring information. Assist with engagement with private sector actors, SMEs, business associations, financial institutions, chambers of commerce and entrepreneurship support organizations to promote employment and local economic opportunities for returnees and host communities. Contribute to the preparation and update of EDF operational plans, grant documentation, monitoring tools, risk mitigation measures and accountability mechanisms to support transparent and effective implementation of EDF activities. Provide routine coordination support to field focal points, implementing partners and service providers to facilitate timely implementation of community-based reintegration and EDF activities at the local level, flagging operational challenges and proposing practical follow-up actions. Maintain regular communication with relevant IOM programme units, government counterparts and partners to support coherence, complementarity and information sharing across reintegration, livelihoods, employment creation and local development activities. Assist with collaboration with federal, regional and local government authorities, community structures and relevant technical working groups to support national ownership and sustainability of reintegration programming. Monitor the work of implementing partners and service providers supporting community-based reintegration activities, and report on adherence to agreed workplans, IOM standards, donor requirements and protection principles. Support the planning, organization and delivery of capacity-building activities for government counterparts, private sector actors, civil society organizations, community leaders and field teams on reintegration, livelihoods development, referrals, entrepreneurship promotion and community engagement approaches. Collect, verify and consolidate monitoring data, beneficiary feedback and lessons learned related to community-based reintegration and EDF results, including employment generation, income creation, market access and sustainability indicators. Undertake regular field monitoring visits to follow up on activity implementation, beneficiary satisfaction, community engagement and sustainability of reintegration outcomes, and prepare mission notes with observations and recommended follow-up actions. Prepare inputs for donor reports, briefing notes, concept notes, presentations, success stories and technical documentation related to community-based reintegration, EDF and local economic development interventions. Contribute to project development and resource mobilization efforts by providing field-based inputs, data, lessons learned and activity descriptions related to reintegration, protection, livelihoods, employment and local development approaches. Participate in relevant coordination mechanisms, technical working groups, government consultations and partner meetings related to reintegration, employment creation, migration governance and community development, as delegated by the supervisor. Perform such other duties as may be assigned. Qualifications Required Qualifications and Experience EDUCATION Bachelor’s degree in political or social sciences, International Relations, Development Studies, Migration Studies, Human Rights, Law or related fields from an accredited academic institution with two years of relevant professional experience; or, Master’s degree in the above-mentioned fields. EXPERIENCE Experience in supporting the implementation of community-based reintegration projects, including grants or enterprise development funds. Experience in working with migrants, refugees, internally displaced persons, victims of trafficking and other vulnerable groups. Experience working with implementing partners, NGOs and community-based organizations. Experience in liaising with governmental authorities, national/international institutions, United Nations agencies and non-governmental organizations. Experience working with financial institutions, chambers of commerce, private sector actors and business development service providers. Experience conducting market assessments, value chain analyses and livelihoods assessments. Experience implementing reintegration projects and/or similar projects at the global or regional level with a UN agency, or an international organization is an asset. Experience supporting the delivering of training programmes, especially on the topic of reintegration, for both an internal and external audiences. Experience in monitoring employment creation, enterprise growth, livelihoods and income-generation outcomes. Prior work experience with international humanitarian organizations, non-government or government institutions/organization in a multi-cultural setting is an advantage. Experience in the field of migration issues, including operational and field experience, project development, and management and report writing. Perform other related duties as assigned. SKILLS Strong knowledge of Integrated Approaches to Reintegration and community-based reintegration methodologies. Understanding of migration, return and reintegration programming. Knowledge of local economic development and livelihoods approaches. Knowledge of SME development, entrepreneurship support and access-to-finance mechanisms. Understanding of grants management and private-sector partnerships. Monitoring, Evaluation, Accountability and Learning (MEAL) skills. Strong report writing and analytical skills. Project cycle management skills. Budget monitoring and financial management skills. Stakeholder engagement and partnership development skills. Data analysis and database management skills. Advanced Microsoft Office applications (Word, Excel, PowerPoint). Experience working with information management and project management systems. Languages All IOM staff members in all categories are required to be fluent in one of the IOM's official languages (English, French, Spanish). For this position, fluncy in English and Amharic is required (oral and written Proficiency of language(s) required will be specifically evaluated during the selection process, which may include written and/or oral assessments. Required Competencies IOM’s competency framework can be found at this link . Competencies will be assessed during the selection process. 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 – behavioural indicators Level 2 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. Managerial Competencies – behavioural indicators Level 2, if with direct reports Leadership : Provides a clear sense of direction, leads by example and demonstrates the ability to carry out the Organization’s vision. Assists others to realize and develop their leadership and professional potential. Empowering others : Creates an enabling environment where staff can contribute their best and develop their potential. Building Trust : Promotes shared values and creates an atmosphere of trust and honesty. Strategic thinking and vision : Works strategically to realize the Organization’s goals and communicates a clear strategic direction. Humility : Leads with humility and shows openness to acknowledging own shortcomings. Notes Please refer to this link for guidance on IOM Job Category. Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation. This selection process may be used to staff similar positions in various duty stations. Recommended candidates will remain eligible to be appointed in a similar position for a period of 24 months. 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 Required Skills Job info Contract Type: Special Short Term Graded (Up to 9 months) Initial Contract Duration: 6 months Org Type: Country Office Vacancy Type: Special Vacancy Notice Recruiting Type: National Officer Grade: NO-A 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.

Apply now Job no: 507056 Work type: Full-Time Location: Hybrid/Flexible Work Arrangement Categories: Drexel University, Institutional Advancement Job Summary The Executive Director of Development will serve as a lead major gifts fundraiser for Drexel University’s colleges and schools, with a primary focus on the LeBow College of Business and Howley College of Engineering and Computing. They are responsible for cultivating a portfolio of individual donors and soliciting gifts in support of the university and college/school priority areas. The Executive Director will be the primary liaison between the Office of Institutional Advancement (IA) and the Colleges. The Executive Director of Development reports to the Assistant Vice President of Development responsible for the academic unit fundraising. The Executive Director will supervise a Director of Development (Major Gifts Officer). This is a Hybrid position traveling into campus as needed, including events, internal meetings, donor meetings, etc. Essential Functions Plan, organize and direct programs to secure major and planned gifts by pursuing the identification, qualification, cultivation, solicitation, and stewardship of private support from individuals and other constituencies. Serve as the lead major gift fundraiser for the assigned Colleges, as such, builds and manages a pool of prospects capable of making major gift commitments of $50,000-$100,000 or more. Manages a portfolio of approximately 125 constituents from multiple territories across the country; travel to assigned regions in coordination with the Vice President of Individual Giving. Work collaboratively to support funding opportunities and strategic initiatives of the Colleges, in conjunction with Deans, administrators and key faculty. Manage, mentor and supervise a Director of Development who will work a blended portfolio of alumni and prospects from the assigned colleges and schools. Develop detailed and data-driven fundraising strategies and goals on a monthly basis for the top prospects within the portfolios. Maintains an active schedule of a combination of in-person and virtual meetings with major gift suspects and prospects, including alumni, parents, and friends of colleges and schools. Assists in the qualification, cultivation, solicitation and stewardship of principal gifts prospects and donors in association with the Assistant Vice President of Development and the principal gifts team. Steward donors through ongoing communications, reporting, recognition activities, invitations to key events in coordination with the Donor Relations team. Serves as a key liaison for the colleges with the Senior Associate Vice President of Planned Giving, paying special attention to opportunities to secure new planned gifts and steward members of the Drexel University Legacy Society. Promotes University priorities and image to constituents, serving as front line staff to promote campus goals and objectives. Maintain current knowledge of university-wide institutional priorities. As appropriate, and in consultation with senior staff, cultivate and solicit prospects on behalf of other campus units. Follows Institutional Advancement procedures regarding prospect management and documenting contacts. Responsible for oversight and submission of all relative fundraising reports, statistics, projections, and publications. Other duties as assigned. Required Qualifications Minimum of a Bachelor's Degree or the equivalent combination of education and work experience. (Please review the Equivalency Chart for additional information.) Minimum of 5 years of demonstrated success in a development program; higher education experience preferred. Proven track record of cultivating, soliciting, and closing gifts of $100,000+. Ability and willingness to travel regionally on a monthly basis. Ability and willingness to work evenings and weekends. Excellent written, verbal and interpersonal skills. Excellent administrative skills. Ability and willingness to work in highly collaborative teams and individually. Previous experience working with senior-level executives. Valid Driver's License and willingness to drive extensively. Preferred Qualifications Advanced degree. Supervisory experience. Knowledge of prospect management systems. Expertise in the fields of media, art and design. Knowledge of database fundraising software CS Advance. Location Hybrid/Flexible Work Arrangement Additional Information This position is classified as Exempt, grade N. Compensation for this grade ranges from $99,720 - $149,580.00 per year. Please note that the offered rate for this position will vary based on the successful candidate’s qualifications and experience, department budget, and an internal equity review. Applicants are encouraged to explore the Professional Staff salary structure and Compensation Guidelines & Policies for more details on Drexel’s compensation framework. For information about benefits, please review Drexel’s Benefits Brochure. Special Instructions to the Applicant Please make sure you upload your CV/resume and cover letter when submitting your application. A review of applicants will begin once a suitable candidate pool is identified. Advertised: Aug 19 2026 Eastern Daylight Time Applications close: Sep 19 2026 Eastern Daylight Time Back to search results Apply now Refer a friend Whatsapp Facebook LinkedIn Email App

Additional Information Job Number 26105225 Job Category Engineering & Facilities Location Taitu Street, Addis Ababa, Ethiopia, Ethiopia,VIEW ON MAP Schedule Full Time Located Remotely? N Position Type Non-Management Position Summary Respond and attend to guest repair requests. Communicate with guests/customers to resolve maintenance issues. Perform preventive maintenance on tools and kitchen and mechanical room equipment, including cleaning and lubrication. Visually inspect tools, equipment, or machines. Carry equipment (e.g., tools, radio). Identify, locate, and operate all shut-off valves for equipment and all utility shut-offs for buildings. Maintain maintenance inventory and requisition parts and supplies as needed. Communicate each day’s activities and problems that occur to the other shifts using approved communication programs and standards. Display basic knowledge or ability to acquire knowledge in the following categories: air conditioning and refrigeration, electrical, mechanical, plumbing, pneumatic/electronic systems and controls, carpentry and finish skills, kitchen equipment, vehicles, energy conservation, and/or general building. Perform all surface preparation, painting, minor drywall and wood trim repair, light bulb and A/C filter replacement and the complete and thorough cleanup of the painting or repair area. Test, troubleshoot and perform basic repair on all types of equipment, plumbing (e.g., plunge toilets and unclog drains), electrical components including lamps, cosmetic items, extension cords, vacuum cleaners, internet devices, replace electrical switches and outlets, and other guestroom items. Program TV's and perform general housekeeping and engineering-related inventory duties. Use the Lockout/Tagout system before performing any maintenance work. Perform repairs on interior and exterior landscaping as well as external landscaping sprinklers. Display basic computer skills including inputting air handler schedules and making temperature changes. Follow all company and safety and security policies and procedures; report any maintenance problems, safety hazards, accidents, or injuries; complete safety training and certifications; and properly store flammable materials. Ensure uniform and personal appearance are clean and professional, maintain confidentiality of proprietary information, and protect company assets. Welcome and acknowledge all guests according to company standards, anticipate and address guests’ service needs, assist individuals with disabilities, and thank guests with genuine appreciation. Adhere to quality expectations and standards. Develop and maintain positive working relationships with others, support team to reach common goals, and listen and respond appropriately to the concerns of other employees. Speak with others using clear and professional language. Move, lift, carry, push, pull, and place objects weighing less than or equal to 50 pounds without assistance and heavier lifting or movement tasks with assistance. Move up and down stairs, service ramps, and/or ladders. Reach overhead and below the knees, including bending, twisting, pulling, and stooping. Enter and locate work-related information using computers. Perform other reasonable job duties as requested. Preferred Qualifications Education: High school diploma or G.E.D equivalent. Related Work Experience: Some experience in general maintenance, exterior and interior surface preparation and painting. Experience in hotel engineering or maintenance a plus. Supervisory Experience: No supervisory experience. Required Qualifications License or Certification: Driver’s License At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. Our greatest strength lies in the rich blend of culture, talent, and experiences of our associates. We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law. The Luxury Collection Hotels & Resorts, with over 120 properties in more than 35 countries, offers the promise of authentic experiences that evoke lasting, treasured memories. Our more than 100 years of experience, beginning in 1906 under the Italian CIGA brand – a collection of Europe's most celebrated and iconic properties – serves as a solid foundation as we continuously evolve to exceed the desires of the luxury traveler. From legendary palaces and remote retreats to timeless modern classics, each luxury hotel and resort is a unique and cherished expression of its locale – a portal to the destination’s cultural charms and treasures. If you are someone with an appreciation for evocative storytelling, a keen interest and passion for this destination's heritage, and a desire to deliver genuine, personalized, and anticipatory hospitality, then we invite you on our journey. In joining The Luxury Collection, you join a portfolio of brands with Marriott International. Be where you can do your best work, begin your purpose, belong to an amazing global team, and become the best version of you.

Additional Information Job Number 26105220 Job Category Loss Prevention & Security Location Taitu Street, Addis Ababa, Ethiopia, Ethiopia,VIEW ON MAP Schedule Full Time Located Remotely? N Position Type Non-Management Bienvenido a nuestra familia Le damos la bienvenida como miembro de la familia global y diversa de Marriott. Al viajar, ya sea en la ciudad o por el mundo, nos damos cuenta de la importancia de lograr que cada huésped se sienta lo más bienvenido y seguro posible. Su naturaleza protectora y atención a los detalles tendrán un rol importante para nuestro éxito. Aquí, su trabajo se valora tanto como su individualidad y recibirá apoyo en todos sus esfuerzos. El impacto que generará Su mirada alerta y su instinto protector superan lo esencial. Gracias a usted, nuestros huéspedes pueden ir y venir libremente y sin preocupaciones. Su dedicación a la seguridad le brinda al huésped la misma sensación de seguridad que siente en su propio hogar. Lo que hará Patrullar todas las áreas de la propiedad y ayudar a los huéspedes con el acceso a su habitación Supervisar las fuentes de seguridad y realizar inspecciones diarias de peligros físicos Responder ante accidentes y ayudar a los huéspedes/empleados durante situaciones de emergencia Calmar a los huéspedes que causen disturbios y acompañar a las personas para que salgan de la propiedad, si es necesario Realizar investigaciones, reunir evidencia y posibilitar entrevistas con las partes relevantes Completar los informes del turno requeridos y mantener la confidencialidad de todos los documentos de prevención de pérdidas Beneficios que merece Recibirá nuestro apoyo dentro y fuera del lugar de trabajo, ya que le ofreceremos lo siguiente: Compañeros con espíritu de trabajo en equipo Oportunidades de aprendizaje y desarrollo Una administración motivadora Programas de bienestar Descuentos para habitaciones de hotel, artículos de la tienda de regalos, alimentos y bebidas Programas de reconocimiento Lo que buscamos Capacidades de comunicación sólidas Antecedentes de éxito en situaciones estresantes Una actitud de priorizar el equipo Un don para prestar atención a los pequeños detalles Sensatez y conducta profesional Este puesto requiere el cumplimiento de los estándares y las expectativas de garantía de calidad. Es posible que se le exija estar de pie, sentado o caminar durante períodos prolongados. Mover, levantar, transportar, empujar, arrastrar y colocar sin asistencia objetos con un peso inferior o igual a 50 libras (23 kg), y ayudar a mover objetos con un peso superior a 75 libras (35 kg). Ingresar y localizar información relacionada con el trabajo usando computadoras o sistemas de punto de ventas. Realizar otras tareas de trabajo razonables solicitadas por sus supervisores. Aquí es muy bienvenido Nuestra principal prioridad es hacer que se sienta tan bienvenido como nuestros huéspedes. Deseamos que se sienta cómodo siendo usted mismo y que sepa que es importante para nosotros. Generará un impacto en su puesto y, por eso, lo valoraremos y apreciaremos. APTITUDES DESEABLES Educación:Título de estudios secundarios o certificado equivalente de un programa de Desarrollo de Educación General (General Educational Development, GED). Experiencia laboral afín:No se requiere experiencia laboral afín. Experiencia como supervisor:No se requiere experiencia como supervisor. Licencia o certificación:Ninguna En Marriott International, nos comprometemos a ofrecer igualdad de oportunidades, a hacer que todos se sientan bienvenidos y a facilitar el acceso a oportunidades laborales. Promovemos activamente un entorno en el que se valora y celebra la diversidad de orígenes de nuestros asociados. Nuestra gran fortaleza yace en la exquisita fusión de culturas, talentos y experiencias de nuestros asociados. Nos comprometemos a no discriminar por motivos de discapacidad, condición de veterano u otras características protegidas por la legislación vigente. The Luxury Collection Hotels & Resorts, con más de 120 hoteles en más de 35 países, ofrece experiencias auténticas que evocan recuerdos perdurables y preciados. Nuestros más de 100 años de experiencia, que comenzaron en 1906 bajo la marca italiana CIGA (una colección de los hoteles más famosos e icónicos de Europa), sirven como una base sólida a medida que evolucionamos para superar las expectativas de los viajeros de lujo. Desde palacios legendarios y retiros remotos hasta clásicos modernos atemporales, cada hotel y resort de lujo es una expresión única y apreciada de su ubicación: un portal a los encantos y tesoros culturales del destino. Si aprecias la narración evocadora, sientes interés y pasión por el patrimonio de este destino y el deseo de brindar una hospitalidad genuina y personalizada que se anticipe a las necesidades de los huéspedes, te invitamos a nuestro viaje. Al unirte a The Luxury Collection, te unes a una cartera de marcas con Marriott International. Estarás donde puedes llevar a cabo tu mejor trabajo, comenzarás a cumplir tu propósito, formarás parte de un increíble equipo mundial y te convertirás en tu mejor versión.

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.

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.

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.