Organization

iMMAP Inc. is an international nongovernmental organisation that provides information management services to humanitarian and development organizations. Through information management, we help our partners target assistance to the world’s most vulnerable populations. Our core philosophy is that better data leads to better decisions and that better decisions lead to better outcomes. iMMAP Inc.’s critical support to information value chains helps to solve operational and strategic challenges of our partners in both emergency and development contexts by enabling evidence-based decision-making for better outcomes*.*

Background

iMMAP Inc.’s present project is designed to strengthen the information management capacities of the Somalia Explosive Management Authority (SEMA) in the coming years. Earlier in late 2023, iMMAP Inc. introduced the Humanitarian Information Support Team (HIST) in Somalia. This demand-driven and centralised Information Management request system simplifies the support provided to local and international humanitarian actors involved in the Somalia Response. The initiative centred on the establishment of an Information Management Unit that supports and collaborates with humanitarian actors, including UN Agencies, NGOs and INGOs working across various clusters and sectors, including UNOCHA, Food Security and Livelihood, Nutrition and WASH clusters, to enhance data collection, validation, analysis, and reporting. This initiative included the capacity building of the partners, development of interactive dashboards, spatial analysis, and mapping to support processes like the Humanitarian Needs Overview (HNO) and Humanitarian Response Needs Plan (HRNP). In the first half of 2024, the project has facilitated the increased involvement of stakeholders, including the Operational Cell (OC), Area Based Coordination structures (ABCs), Somalia Disaster Management Agency (SoDMA), and Somalia NGO Consortium (SNC). This expansion has enhanced efforts to meet the urgent needs of Somalia’s vulnerable populations amidst the ongoing crisis.

Objective

The MERL (Monitoring, Evaluation, Research, and Learning) Associate will play a pivotal role in advancing institutional research, capacity development, knowledge management, and monitoring & evaluation across public sector institutions and humanitarian-development programs in Somalia. This position involves conducting systems research to assess institutional performance, designing and implementing capacity-building frameworks, and supporting strategic learning processes across partner organisations. The Associate will also contribute to needs assessments, proposal development, and impact analyses, particularly examining the intersection of conflict, climate change, and vulnerability in Somali communities. The role requires a strong analytical mindset, familiarity with development and humanitarian contexts, and the ability to work collaboratively with government, civil society, and international actors.

Important Notice

Kindly note that this position is subject to Fund Availability. iMMAP Inc. reserves the right to cancel or postpone the recruitment process at any stage if funds are not secured.

Description of Duties

• Conduct system-level research on public institutions, focusing on governance, capacity gaps, and service delivery.
• Design, implement, and evaluate capacity-building frameworks for institutional strengthening.
• Develop and support integrated Knowledge Management (KM) systems tailored to public sector and programmatic needs.
• Develop Monitoring & Evaluation (M&E) frameworks and tools aligned with project objectives, donor requirements, and national strategies.
• Support the design and implementation of needs assessments for humanitarian programming and public service gaps.
• Analyse the impact of climate change and conflict on vulnerable populations and existing development or humanitarian programs.
• Produce technical reports, research briefs, and learning products to inform adaptive programming.
• Collaborate with stakeholders, including government counterparts, INGOs, donors, and UN agencies.
• Provide inputs for proposal development, including theories of change, logical frameworks, and evidence-based justifications.
• Contribute to internal learning and adaptive management processes within the mission.

Requirements

Qualifications & Skills:

• Master’s degree in Economics, Development Studies, M&E, Public Policy, and or Social Sciences.
• Minimum 5 years of experience in research, monitoring and evaluation, and knowledge management within development or humanitarian sectors.
• Proven experience in conducting institutional assessments, needs analyses, or capacity gap studies in fragile or post-conflict contexts.
• Strong understanding of M&E principles, logframes, theories of change, and qualitative/quantitative research methodologies.
• Demonstrated ability to analyse complex data sets and translate findings into practical recommendations and strategies.
• Familiarity with climate change, conflict dynamics, and their effects on livelihoods and governance.
• Excellent written and verbal communication skills, including the ability to develop high-quality reports and presentations.
• Experience in proposal development, particularly with donor-funded or institutional strengthening projects.
• Proficiency with assessment and data analysis tools (e.g., Excel, SPSS, Stata), Power BI, SurveyToGo, Kobo, R, and digital KM platforms such as SharePoint, etc.
• Fluency in English is mandatory.

REQUEST FOR CONSULTANTS

The Adventist Development and Relief Agency (ADRA) are a global humanitarian organization with a mission to work with people in poverty and distress to create just and positive changes. ADRA Somalia belongs to the worldwide network, comprised of more than 130 supporting and implementing country offices. ADRA Somalia is seeking for a consultant to conduct a training on enabling capacity for extension and advisory services for climate smart agriculture and resilience.

Background

Achieving food security, while also adapting to climate change and reducing greenhouse gas (GHG) emissions, is a matter of urgency on a global scale. Climate change, food security and food systems are crucial and closely interlinked concepts, which have gained considerable attention given the global efforts to achieve sustainable development goals (SDGs) by 2030. Climate change affects every aspect of food security, particularly in the developing world, as the former interact with other social, economic, demographic and institutional changes, by producing non-linear outcomes. Agriculture undoubtedly represents the most crucial source of livelihood in many poor countries and contributes immensely to their economy, by providing the main source of employment, by providing food and raw materials that serve as an input for the industrial sector, and by contributing to international trade and exports.

The climate in the Horn of Africa is projected to become even drier, warmer, more erratic, and more extreme than in recent decades and thus less favorable to crops, livestock, fisheries, and forestry-based livelihood systems. While most climate models predict higher rainfall, the expectation of a drier climate is supported by the stronger historical evidence. Somalia has a predominantly agrarian economy, with agriculture accounting for about 60% of the country’s GDP. However, the pre-existing vulnerabilities of decades of conflict, climate change, drought, flooding, and insecurity have had a significant impact on the agricultural sector in Somalia. A warmer future, with increased variability and frequency of extreme rainfall events is predicted. The consequences of such changes are dire for Somalia’s agriculture. Higher air temperatures will increase transpiration from soil, tree canopies, and water bodies. More variable and extreme rainfall on already barren soils will result in more run-off and erosion, less groundwater recharge, and less water availability in the surface layers for plant growth. Other likely impacts include reduction of vegetation for grazing and more variable water availability, with grave impacts on livestock herding and related livelihoods. Rising sea temperatures and acidification will also reduce fish stocks and change their distribution.

In this context, climate-smart agriculture (CSA) has been proposed as a useful approach to simultaneously increase food productivity, sustainability, resilience and food security. An important aspect to be considered is the context-dependence of CSA practices, and their great variability at national, regional and local level. In other words, one size does not fit all. Flexibility appears to be the key to making CSA practices successful: farmers in different regions and territories might prioritize different CSA technologies and interventions, and factors that may act as enablers in one context can also function as barriers in another context. To achieve this, the assignment is guided by the Three Pillars of Climate-Smart Agriculture, which will be the focus of the capacity building initiative. They include (i) increasing production: entails training farmers on strategies to boost agricultural output while adapting to changing environmental conditions; (ii) resilience: entails training farmers on how to implement farming practices that are able to withstand the unpredictable effects of climate change; and (iii) avoidance: entails training farmers on how to identify methods that can help them avoid losses caused by climate change, such as extreme weather events.

It is therefore important for an in-depth exploration and explanation of climate change science to key stakeholders, focusing on understanding of the climate models, downscaling, projections, and uncertainties related to climate change. This foundational knowledge base lays the groundwork for effectively introducing actors to the key concepts and practices of Climate-Smart Agriculture (CSA).

Rationale:

Climate-Smart Agriculture is knowledge intensive and entails moving toward more agro-ecology based approach rather than conventional intensification. Implementing and scaling up of CSA at a watershed or landscape level is even a greater knowledge intensive endeavour. Unlike conventional agricultural practices, CSA requires capacity to identify and implement synergetic activities with minimum trade-off that ensure high productivity, enhance resilience, and reduce GHG emissions. Therefore, all implementers of CSA at different scales need to be trained and equipped with the necessary knowledge and skills. Awareness and training among farmers increase success of CSA. Dissemination of information and skills through ‘famer-to-farmer’ pathways are effective in delivering desired results and enhancing climate smart agriculture technology adoption. Exposure visit is essential in accelerating adoption and sustaining of newer innovations for both agricultural extension officers and farmers.

Proper implementation of CSA requires extension and advisory services to build the capacity of farmers on understanding and identifying climate related risks, identifying the relationship between climate risks and other environmental problems, understanding the synergies and trade-offs of different agricultural practices and technologies, estimating required inputs for CSA practices and evaluating the productivity and environmental benefits of CSA. The trainings therefore need to be provided through targeted trainings sessions, meetings, demonstrations, social gatherings and other relevant methods for community participation in planning and implementation of CSA and adoption of CSA technologies. CSA is generally a practice of analyzing the synergies and trade-offs of a set of agricultural practices within a farm, a watershed and/or a landscape level and then implement, monitor and adjust as required. It is therefore imperative that we deliberately focus on building the capacity of experts and development agents to scale up CSA. Equipping extension agents with skills and techniques to implement CSA at the required scale (plot or landscape). Hence, there is a need to develop a standardized CSA training material to train Agricultural Extension Agents and Development Agents.

Overall Objective:

The primary goal of the training is to institutionalize expertise in the line Ministries and within ADRA to bridge the gap between scientific insights and practical applications, fostering climate-responsive planning to safeguard food security in the evolving climate landscape of Somalia.

This Training of Trainers (ToT) aims to advance the knowledge and skills of staff and extension officers to enhance climate-resilient agricultural systems in the target locations of Somalia. This is to be achieved through empowerment and knowledge transfer to communities to help develop more resilient and adaptive agricultural systems, contributing to sustainable agricultural development.

The key objectives of the training are:

1. Empowerment: Equip agriculture extension officers with knowledge and skills to interpret and apply climate change information for climate resilience and adaptive agricultural practices.
2. Knowledge Transfer: Facilitate translation of scientific insights into practical applications to foster climate-responsive planning and food security in the changing climate of Somali.

Target

The direct target for this capacity building initiative includes Agricultural Extension Agents and Development Agents (staff and other relevant parties). The participants will be selected based on specific criteria, including their willingness to participate in the program and their commitment to improving their agricultural practices.

Scope

The scope of the assignment entails:

The spectrum of the dimensions involved in CSA practices is very broad, and they are all interrelated and interconnected. This assignment will focus on the following categories:

1. Water-smart: in situ moisture conservation and efficient water (irrigation) application system
2. Weather-smart: agro-advisory services and robust weather forecasting
3. Crop-smart: improvement and adaptation of varieties with higher input use efficiencies
4. Nutrient-smart: manuring and site-specific integrated nutrients management
5. Cabon and energy-smart: resource conservation technologies and farm chemical reduction
6. Knowledge and technology-smart: gender equality and awareness campaigns to increase capacity-building.

Key activities shall include:

1. Developing a standardized training material for CSA implementers
2. Identify training- of-trainers (TOTs) from project localities
3. Train the TOTs in theoretical and hands-on sessions
4. Help and monitor the TOTs to train CSA implementers at grass root level
5. Provide refresher TOTs with additional skills based on their field experience
6. Monitor and support the TOTs and their CSA implementation capacity at the field level.
7. Pilot and Scale-Up: Potentially include a pilot phase followed by a broader rollout to test and refine interventions.

Methodology

The actors need to be supported to gain critical insights into selecting and implementing locally tailored CSA technologies and practices, with a strong emphasis on strategies to scale up these interventions in their localities to effectively combat adverse impacts of climate change. Exploration of climate hazards, exposure, vulnerabilities, and risk indicators, empowering actors to critically analyze and address the impacts of climate change on agriculture is equally crucial. Another critical component of the capacity building would be to focus on effective communication strategies, with targeted sessions designed to sharpen the skills of actors in engaging and mobilizing farming communities. More emphasis shall be on integrated interactive sessions, hands-on exercises, case study analyses, and dynamic group discussions to maximize the impact and effectiveness of the trainings. Participants should be exposed to tackle hypothetical scenarios to analyze potential climate hazards, exposure, vulnerabilities, and risks, fostering a collaborative and deeply practical learning environment.

Implementation Strategy

Prior to implementation of planned activities extension workers, development agents and Lead farmers will be trained in the technical standards and application of the selected CSA practices and technologies. Training of farmers will be supported by practical field exposure to pilot CSA watersheds and landscapes where relevant technologies, controlled grazing and other sustainable land management approaches are tested. Development agents and technical experts will provide timely support including access to inputs and required information during the implementation of planned CSA measures. Lead farmers will play important roles in providing technical advice to their respective farmer groups and communicate with extension workers based on skill gaps during implementation. Regular exchange between the CSA farmer groups will be facilitated at community levels through the extension workers.

Deliverables

1. Needs assessment reports.
2. Inception report including work plan and climate-smart training approach and manual(s).
3. Training manual (modules and materials)
4. Demonstration plots and community learning events
5. Final project report detailing CSA adoption, achievements, challenges and lessons learned.

Timeline and Budget

1. Provide a detailed project timeline with key milestones and activities.
2. Outline the budget required for personnel, activities, and materials.

Monitoring and Evaluation

• Establish a robust monitoring system to track key performance indicators related to productivity, adoption rates, food security, and climate resilience.

CTG Overview CTG was established in 2006, almost 20 years ago, in Afghanistan. We currently operate in 35 countries and have approximately 11,500 staff members committed to good! But do you know who we are? And what do we do? We provide tailored Human Resources and Staffing Solutions that support critical global initiatives across Humanitarian and Development sectors, and are now strategically foraying into new industries, including Construction, Energy, and IT, with a focus on high-risk regions. Here’s a list of services we offer: Staffing solutions and HR management services Monitoring and evaluation Fleet management and logistics Facilities management Sustainability and Communications Advisory Election monitoring and observation IT professional services Medical assistance Visit www.ctg.org to find out more. Overview of Position Somalia Urban Resilience Project II (SURP II) is a municipal governance & infrastructure development project financed by the World Bank (WB) & its partners, aimed at improving access to urban infrastructure & strengthening municipal governance in Somalia. The government of Somalia, through the Benadir Regional Administration (BRA) in Mogadishu representing multiple cities has selected by our client to provide the consulting services for the urban transport infrastructure works to be executed by the Project Implementation Unit (PIU) of the respective municipalities under the project. The works involve construction of urban roads to bitumen standards, construction of bridges / drainage works & installation of streetlights, by the contractors engaged by the respective PIU. Our client assists the PIUs in the contracts management, supervision of works implementation by the contractors as well as in other technical areas related to the project activities. The scope of our clients engagement is to provide technical assistance to the PIUs in the works implementation & contracts managements in the areas of design review, technical supervision, performance monitoring, quality control etc., as well as contributing to PIUs capacity building. Role Objectives The Road Construction Inspector Assistant will assist in the site supervision & reporting activities, under the guidance of the Resident Engineer. The specific roles & responsibilities will include but not limited to: Assist the Engineer in day to day supervision of the construction works in checking the contractor(s) works & maintaining daily site diaries on progress & works quality. Assist the Environmental & Social Safeguard Specialist in the monitoring of the social & environmental impact management activities of the works by the contractor(s) & keeping of the records. Assist the Engineer in taking measurements of contractor(s) completed works in order to verify the contractor(s) submitted invoices for the works completed. Assist in the site surveys, material sampling & other duties related to the works implementation progress monitoring & quality control as directed by the Engineer. Project Reporting This roles works under the guidance of the Resident Engineer. Key Competencies A diploma in civil engineering will be an asset. A minimum of 5 years of experience in civil construction works is required for candidates with no formal engineering training, a diploma may be substituted for the years of experience. Excellent command of Somali & English languages (oral and written) are required. Team Management This role has no team management responsibility.. Further Information Qualified female candidates are encouraged to apply. How to apply https://app.tayohr.io/jobs/detail/vac-31416-road-construction-inspector-30135

Short term consultancy assignment
· Commencing November 2025, concluding September 2026
· Remote/Various

Save the Children and 54 reasons: A place where your purpose matters.
It takes all types of personalities and talents to drive our organisation– yours included. We value a healthy work-life balance and ensure our people feel connected to each other and our impact. Learn from inspiring people and grow from a connection to our strong local and global networks. From our programs to our support services – this is the place to realise your purpose.

About the project:
The Climate Smart Education System Initiative (CSESI) was launched in early 2023 by the Global Partnership for Education (GPE) in partnership with Save the Childre n, UNESCO Education for Sustainable Development Section and UNESCO-IIEP and is implemented in around 35 countries. The initiative seeks to enhance countries’ capacities to mainstream climate change adaptation and environmental sustainability into education sector plans, budgets and strategies as well as to enhance education ministry capacity for cross sectoral coordination on climate and environment-related policy and programming. This involves developing scalable models for this integration and fostering collaboration across all levels to create an environment conducive to building resilience among children and within the education sector.

There is significant need and opportunity to support the education sector in accessing climate finance given the limited investment in adaptation for this sector. Somaliland’s access to climate finance is limited because its sovereignty is not recognized by Somalia or any foreign government. This activity seeks to build climate f inance capacity within Somaliland and identify potential funding sources for the region. The relevant government departments currently need to build their technical and institutional capacity to effectively integrate climate resilience considerations into the education sector planning, particularly in areas such as climate-resilient infrastructure, green building practices, energy conservation, and carbon footprint reduction. Climate change components need to be prioritized in domestic budget allocations and effectively leveraged through international funding opportunities, which presents particular challenges in the context of Somaliland. The relevant government stakeholders as well as civil society actors need to have stronger familiarity and awareness of the global climate funds and potential pathways to access those funds. A joint concept note on education and climate change could include a focus on the differential impacts of climate change on girls, boys and children with disa bilities. This concept note would act as a shared advocacy and influencing tool to support the education sector to come together and access climate finance.

A place to make a difference:
Save the Children is seeking a consultant to support Somaliland in pursuing climate financing to build the resilience of its education system. To support this effort, the consultant will have two main tasks:

1 Training and capacity building for the education sector in Somaliland on climate finance: To address the recommendations from the scoping mission in Somaliland to support the education sector to have stronger familiarity with climate change, the global climate funds, and pathways to access those funds, a training and capacity building package for the education sector in Somaliland on climate finance will be developed and delivered. The focus would be on relevant government stakeholders, civil society groups, Education Sector Co alition, and the Somaliland Education Cluster (EC). The training will include topics of gender and aim to ensure gender balance in the training participants.

2 Support the education sector in Somaliland to be ready to access climate finance: This activity will support the education sector in Somaliland to identify climate finance opportunities and develop a roadmap to access such opportunities. In addition, a design workshop will facilitate preparation of a concept note that clearly highlights education sector priorities already outlined in the guiding documents in Somaliland on climate change and education. Finally, the consultancy will develop an advocacy plan produce materials to support advocacy for Somaliland to access climate finance mechanisms.

Does this sound like the place for you?
We’d love to hear from you. To apply please send an application that includes:
· A letter expressing interest, outlining the experience and expertise of the individual consultant or consulting agency relevant for the work
· A copy of CV(s) or details of expertise in your rese arch institution, or consultancy firm/agency, if applicable
· Sample of previous research work/s, relevant to this consultancy
· Contact details of at least two references
· An operational plan detailing how the work will be done and how the objectives above will be met (maximum 5 pages)
· A financial proposal or costing for items/activities required for the fulfilment of the expected deliverables of the consultancy work

For detailed information, the full Terms of Reference are available here.

Applications must be received no later than COB Friday 17th October 2025.

Save the Children Australia is a child-safe organisation. All consultants are required to undergo an International / Nationa l Police Check, a Working with Children Check where necessary, and sign our Child Safeguarding Policy and Code of Conduct.

CTG overview

CTG was established in 2006, almost 20 years ago, in Afghanistan. We currently operate in 35 countries and have approximately 11,500 staff members committed to good!

But do you know who we are? And what do we do?

We provide tailored Human Resources and Staffing Solutions that support critical global initiatives across Humanitarian and Development sectors, and are now strategically foraying into new industries, including Construction, Energy, and IT, with a focus on high-risk regions.

Here’s a list of services we offer:
•Staffing solutions and HR management services
•Monitoring and evaluation
•Fleet management and logistics
•Facilities management
•Sustainability and Communications Advisory
•Election monitoring and observation
•IT professional services
•Medical assistance

Visit www.ctg.org to find out more.

Overview of position

We support the successful implementation of its partners’ peacebuilding, humanitarian and development projects around the world. Our mission is to serve people in need by expanding the ability of the United Nations, governments and other partners to manage projects, infrastructure and procurement in a sustainable and efficient manner.

Working in some of the world’s most challenging environments, our vision is to advance sustainable implementation practices, always satisfying or surpassing our partners’ expectations. With over 7,000 personnel spread across 80 countries, we offer our partners the logistical, technical and management knowledge they need, wherever they need it. A flexible structure and global reach means that we can quickly respond to our partners’ needs, while offering the benefits of economies of scale.

Has been operating in Somalia since 1995. The Somalia Country Office we manage and coordinate a diverse portfolio across a variety of sectors, including health, rule of law, crisis recovery, and security and justice. Located in Mogadishu, we work with multiple partners including the Governments of Somalia, bilateral and multilateral donors, United Nations agencies, funds, and programmes. Specifically, we are supporting the implementation of multiple Projects as a partner of the Government of Somalia. In these Projects the Government has committed to compliance with the World Bank’s Environmental and Social Framework (ESF).

Role objectives

The Environmental and Social Risk Management Specialist will be responsible for the compliance of -implemented Project activities with the Somali legislatory framework and the World Bank’s ESF, as laid out in the Project-level Environmental and Social instruments (e.g. the Environmental and Social Management Frameworks, the Stakeholder Engagement Plans, the Resettlement Policy Frameworks, the Security Risk Management Frameworks and others). The specific roles and responsibilities of the Specialist are;

• Support the preparation of sub-project specific Environmental and Social instruments (Environmental and Social Impact Assessment (ESIA), Environmental and Social Management Plans (ESMP), Resettlement Action Plans (RAP) etc…), based on the requirements in the Project-level Environmental and Social instruments.
• Collaborate closely with the respective PIU’s Environmental and Social Risk Management Safeguard Specialist.
• Submit Environmental and Social instruments to the Government Project Implementation Unit (PIU) and to the World Bank and ensure clearance of the instruments.
• Implement Environmental and Social risk management capacity building activities for project entities, contractors, workers, and others as required.
• Monitor and supervise all partners and contractors in the implementation of Environmental and Social risk mitigation measures
• Manage social and environmental data collection to monitor against performance indicators in the Environmental and Social instruments
• Report non-compliance with the instruments to the Project Manager and jointly develop corrective action plans.
• Monitor the implementation of corrective action plans by partners or contractors.
• Collect regular partner and contractor reports on Environmental, Social, Health and Safety measures, and prepare inputs for our clients’ general progress reports to the Government.
• Engage in community-level awareness raising activities in view of disseminating information on the Grievance Redress Mechanism (GRM), Sexual Exploitation and Abuse and Sexual Harassment, community health and safety issues and others
• Conduct stakeholder engagement at sub-project sites and inform sub-project Environmental and Social instruments, pay special attention to consultations of vulnerable groups.
• Advise the Resident Engineer on Environmental and Social risk mitigation measures and build capacity or raise awareness of the workforce on Environmental, Social, Health and Safety issues as they related to them
• Raise awareness of the workforce on the Project GRM and available workers’ GRM.
• If required, administer the GRM at the sub-project sites Liaise closely with local governmental Environmental and Social Specialists, and participate in PIU staff capacity building through knowledge sharing and on-the-job training on environmental and social risk management related areas
• Perform other related duties as directed by the Project Manager.

Project reporting

• The Environmental and Social Risk Management Specialist will report to the Project Manager.

Key competencies

• A Bachelor Degree in Environmental Science or Management, Natural Resource Management, Environmental Engineering, Social Science (e.g. Sociology, Anthropology, Development Studies) or related area is required; a master’s degree would be an asset and may substitute for 2 of the required years of experience
• Minimum of 7 years of experience in environmental and social risk management
• Minimum of 4 years of experience with the World Bank’s Environmental and Social Framework (ESF)
• Experience with involuntary resettlement under the World Bank’s Environmental and Social Standard (ESS) 5 is desired.
• Stakeholder engagement experience is required
• Good communication skills, fluency in English and report writing skills are required
• Familiarity and experience with the application of WB safeguards framework in development projects is an advantage
• Full working knowledge of English is essential.
• Develops and implements sustainable business strategies, thinks long term and externally in order to positively shape the organization. Anticipates and perceives the impact and implications of future decisions and activities on other parts of the organization. (Applicable only for levels ICS-10 and above)
• Treats all individuals with respect; responds sensitively to differences and encourages others to do the same. Upholds organizational and ethical norms. Maintains high standards of trustworthiness. Role model for diversity and inclusion.
• Acts as a positive role model contributing to the team spirit. Collaborates and supports the development of others. For people managers only: Acts as a positive leadership role model, motivates, directs and inspires others to succeed, utilising appropriate leadership styles.
• Demonstrates understanding of the impact of own role on all partners and always puts the end beneficiary first. Builds and maintains strong external relationships and is a competent partner for others (if relevant to the role).
• Efficiently establishes an appropriate course of action for self and/or others to accomplish a goal. Actions lead to total task accomplishment through concern for quality in all areas. Sees opportunities and takes the initiative to act on them. Understands that responsible use of resources maximizes our impact on our beneficiaries.
• Open to change and flexible in a fast paced environment. Effectively adapts own approach to suit changing circumstances or requirements. Reflects on experiences and modifies own behaviour. Performance is consistent, even under pressure. Always pursues continuous improvements.
• Evaluates data and courses of action to reach logical, pragmatic decisions. Takes an unbiased, rational approach with calculated risks. Applies innovation and creativity to problem-solving.
• Expresses ideas or facts in a clear, concise and open manner. Communication indicates a consideration for the feelings and needs of others. Actively listens and proactively shares knowledge. Handles conflict effectively, by overcoming differences of opinion and finding common ground.

Team management

• This role doesn’t have team management.

Further information

• Female candidates are encouraged to apply.

What we do

The International Committee of the Red Cross (ICRC) works worldwide to provide protection and humanitarian assistance to people affected by conflict and armed violence. We take action in response to emergencies and, at the same time, promote respect for international humanitarian law. We are an independent and neutral organization, and our mandate stems essentially from the Geneva Conventions of 1949. We work closely with National Red Cross and Red Crescent Societies and with their International Federation in order to ensure a concerted, rational and rapid humanitarian response to the needs of the victims of armed conflict or any other situation of internal violence. We direct and coordinate the international activities conducted in these situations.

Purpose

Reporting to the ICT Coordinator, the ICT Specialist is responsible for managing and organising all ICT systems and services in the area of responsibility. The job holder provides support to the management and ICT coordinator in the design and installation of ICT infrastructure.

ICT specialist in Dhusamareb is in charge of ICT activities in all the Sub Delegation`s sites, including Dhusamareb, Beledweyne, Jowhar, and Galkayo.

This is a national/resident position based in Dhusamareb, Somalia.

Accountabilities & functional responsibilities

• As a part of global support services handles staff queries and escalates as per the ICT policy
• Ensures existing ICT infrastructure is functional and performs regular quality control checks
• Drafts and keeps technical documentation up to date for all ICT installations
• Ensures that global and country-level policies and procedures are implemented and followed
• Briefs, advises, and trains end-users on the ICRC’s ICT systems and equipment
• Installs, maintains, and repairs all IT hardware, IT infrastructure (LAN, SDWAN, wireless), and telecom (VHF, SAT phones, and UC) in line with ICRC standards
• Keeps track of equipment allocations, dispatches equipment, and follows up on shipments to and from other ICRC sites
• Collaborates with the ICT team, suppliers, and service providers to ensure that requested goods or services are delivered according to the established standards
• Enforces the use of the ICRC service portal for ICT requests and incident reporting
• Allots requested ICT equipment in an efficient manner, considering users’ needs and ICRC policies
• Participates in regular physical inventory checks and updates the ICT inventory upon new attribution or intervention on a device, strictly adhering to the internal procedures for inventory management

Certifications / Education required

• Bachelor’s degree in Information Technology, Electronics or Computer Science or equivalent qualification in a related field of study
• Professional certification in domains of Network, Operating systems and Software Development

Professional experience required

• At least 4 years’ troubleshooting experience in ICT service catalogue, workplace services, telecommunications, IT and help desk
• Experience in ICT services management is an asset
• Knowledgeable and skilled in Wireless and VSat technologies
• Experience in Project management and report writing

Desired profile and skills

• Ability to work under minimal supervision in a very busy environment
• Excellent command of both written and spoken English and Somali
• Willing and ready to be based in Dhusamareb and to travel frequently to Beledweyne, Jowhar, and Galkayo offices
• Good knowledge of the social, economic, and political affairs of the assigned region

Reports to (role)

ICT Coordinator

What we offer

• Challenging job opportunity within a dynamic work environment in an international humanitarian organization
• Training and development opportunities
• Competitive salary with benefits, based on the ICRC Compensation and Benefits framework

Our values

At the ICRC, we value impact, collaboration, respect, and compassion. We seek candidates who demonstrate behaviors based on these shared values. For more information on the ICRC values, please visit this page.

Additional information

This is a resident/national position based in Dhusamareb, Somalia with frequent travel to Beledweyne, Jowhar, and Galkayo offices

Application deadline : 22nd October 2025

BACKGROUND ON IMPACT AND REACH

IMPACT Initiatives is a humanitarian NGO, based in Geneva, Switzerland. The organisation manages several initiatives, including the REACH Initiative. The IMPACT team comprises specialists in data collection, management and analysis, GIS and remote sensing. IMPACT was launched at the initiative of ACTED, an international NGO with headquarters based in Paris and presence in thirty countries. The two organizations have a strong complementarity formalized in a global partnership, which allows IMPACT to benefit from ACTED’s operational support in its fields of intervention.

We are currently looking for a Research Manager to lead our Intersectoral unit in Somalia.

Department: REACH

Position: Research Manager Contract duration: 6 months

Starting Date: 26th October 2025

Location: Mogadishu

COUNTRY PROFILE

Somalia remains within a complex and protracted crisis due to active conflict, the presence of non-state armed actors, the persistent presence of communicable diseases and climate-driven onset shocks – including droughts and flooding. Conflict and natural disasters continue to drive displacement and constrain the availability of resources, while the presence of armed groups severely impedes the level of access and support provided by humanitarian actors. The combination of restricted access to resources, drought, and flooding further exacerbates the possibility for outbreaks of communicable diseases like measles, cholera, and acute watery diarrhea (AWD),

Against this backdrop, IMPACT Initiatives has developed a wide range of research cycles to provide an evidence-base for the humanitarian community. This includes support to the Somali Cash Consortium, the Joint Market Monitoring Initiative, Detailed Site Assessments (DSAs), the Durable Solutions Readiness Assessment (DSRA); and leadership of the Multi-Sectoral Needs Assessment (MSNA), Humanitarian Situation Monitoring (HSM), Rapid Needs Assessments (RNA), as well as analytical products such as the Acute needs analysis (ANA) and Real time monitoring (RTM).

POSITION PROFILE

The Research Manager will be responsible for overseeing the development and strategy of the Intersectoral Unit under the supervision of the IMPACT Deputy country representative. The candidate should be comfortable representing IMPACT with donors and be able to coordinate and liaise with a range of senior external partners. This position requires a profile that can be both analytical and managerial, as the Research Manager’s job can range from coordinating with external partners (whether data actor, humanitarian cluster, or donor) to analytical oversight of research products to logistics.

RESPONSIBILITIES

The Research Manager’s responsibilities will include:

STAFF MANAGEMENT

• Direct management of senior national and international team members, including recruitment and staff career management.
• Development and implementation of capacity training plans for team members;
• Day-to-day management of team members, including the development of work plans and performance indicators.

PROJECT/RESEARCH CYCLE MANAGEMENT

• Ensure all assessments and analysis are planned and implemented in a structured and coherent manner, in line with relevant project and strategic objectives, and with global REACH guidelines;
• Oversee all research cycles in his/her unit, including reviewing ToRs, methodology notes, tools, products and dissemination strategies.
• Ensure the writing and production of timely, accurate and analytically rigorous reports, assessments, and factsheets;
• Ensure relevant stakeholders and partners are engaged in assessment design and planning;
• Monitor output achievement, project expenditure and ensure timely completion of the project.
• Actively advocate for the improving of analysis within REACH products, and using common methodologies, tools and analysis frameworks across units where relevant

GRANTS MANAGEMENT

• Under the guidance of the Country representative and the Project and Partnerships support department, manage grants in the unit, including initial discussions with donors, conceptualisation of new projects, drafting proposals, regular reporting, and M&E;
• Under the guidance of the Country Representative, oversee the financial management of all grants covering the unit’s projects, including oversight of budget and expenditure;
• Ensure that contractual obligations are met in terms of programs deliverables.

EXTERNAL ENGAGEMENT

• In coordination with the Country Representative and Deputy country representative, represent REACH with donors, partners, and the wider development community in Somalia.

STRATEGY DEVELOPMENT AND IMPLEMENTATION

• Under the guidance of the Country Representative and Deputy country representative, develop the unit strategy, engagement and involvement with various technical and coordination forums;
• Work with key clusters and partner organizations and working groups to understand the various relevant information gaps within Somalia and identify how REACH can fill these gaps;
• Contribute to the development and implementation of the REACH Somalia country strategy;
• Develop and implement dissemination strategies to strengthen the impact of the programmes under his/her supervision;
• Engagement with HQ on matters related to the research cycles under his/her supervision and provide support to relevant IMPACT Global Community of Practices (CoPs).

The Research Manager will maintain the strictest confidentiality on all data collected and related processes. They will actively take measures to prevent the unauthorized sharing of any information and data belonging to IMPACT and its partners or collected during his/her assignment with IMPACT.

REQUIREMENTS

• Years of work experience At least 4 years of relevant working experience in a humanitarian setting, such as program management, evaluation and assessments;
• Research skills Excellent quantitative and qualitative research design, data collection, and data analysis experience required;
• Familiarity with aid system Good understanding of the aid system and the research community. Prior experience with humanitarian coordination forums preferred;
• Management experience Demonstrated team management skills, including remote management;
• Thematic experience Background in public health highly desirable
• Experience in geographical region Past experience in the HoA is desirable;
• Communication/reporting skills Excellent communication and drafting skills for effective reporting and reviewing;
• Cross-cultural work environment Ability to operate in a cross-cultural environment requiring flexibility and work independently;
• Academic qualifications Excellent academic qualifications, including a master’s degree in a relevant discipline;
• Software skills Proven knowledge of the Microsoft Office Suite, to include Word, Excel, and PowerPoint. Familiarity with R, SPSS and/or STATA or other statistical analysis software an asset
• Security environment Ability to operate in a complex and challenging security environment.
• Language skills Fluency in English required, competency in Somali is an asset.

COMPENSATION & BENEFITS

• For this position, salary between 3’600 CHF and 3’720 CHF monthly (before income tax), etc as well as a monthly living allowance of 300 USD NB – IMPACT salaries are strictly determined by our salary grid depending on the grade of the position and the level of education of staff. A location-dependent security and/or isolation adjustment is then applied as a recognition that some staff are required to work in difficult places where living and working conditions are much more difficult than elsewhere.
• Accommodation and food provided in the guesthouse.
• Enrolment in Swiss private pension fund (Swisslife – approx. 9.975% of staff gross salary), health insurance, life insurance and repatriation assistance.
• Flight tickets every 6 months & visa fees covered (in-country travel costs and professional expenses are fully covered).
• R&R after 2-3 months (flight ticket up to 500$ + 200$ of living allowance)
• Contribution to the transportation of luggage: between 20 and 100 kgs, depending on the length of the contract (+ luggage and personal property insurance)
• Annual leave of 36 days per year. Public holidays of the country of assignment. Family/compassionate leave when applicable.
• Predeparture induction – 3 days at IMPACT Initiatives’s HQ in Geneva + one week pre-departure training in ACTED HQ in Paris, including a 4-days in situ security training;
• IMPACT prioritizes the psychological safety of its staff and the health insurance provided covers, among others, up to 1000 € per year of psychosocial counselling fees.

REQUEST FOR PROPOSAL CLOUD BASED PAYROLL SOLUTION

Background

SOS Children’s Villages International (SOS CVI**)**, founded in 1949, is a global, non-governmental federation operating in 137 countries, including Somalia and Somaliland. As the umbrella organization, our mission is to work with communities and partners to ensure the rights of all children are fulfilled, particularly those who have lost or are at risk of losing parental care. This vital work is sustained by the generous support of sponsors, donors, and partners globally

Context and objective

This Terms of Reference (ToR) outlines the requirements for the procurement, implementation, and integration of a modern payroll system for SOS Children’s Villages Somalia and Somaliland. Currently organization utilizes Microsoft Dynamics 365 Finance and Human Resources to manage its financial and HR operations. However, existing payroll processes remain largely manual and fragmented, resulting in inefficiencies, limited auditability, and challenges in ensuring statutory compliance across multiple country programs. The lack of seamless integration with the core HRIS platform further exacerbates data consistency issues and limits operational visibility.

To address these gaps, SOS CV Somalia and Somaliland seeks to procure and implement a robust, secure, cloud-based Payroll System that seamlessly integrates with Microsoft Dynamics 365 Finance and HR. The solution should deliver a dependable, auditable, and user-friendly experience that supports timely salary processing, automated payslip generation, and comprehensive payroll reporting in compliance with internal policies and applicable laws. It should also support future scalability through a Software-as-a-Service (SaaS) model, initially implemented at the Mogadishu and Hargeisa offices, with the potential for replication across other locations. The system must adhere to global and local data protection regulations (e.g., GDPR, national labor laws) and ensure encrypted, secure handling of payroll data while enabling real-time data interoperability with the D365 ecosystem.

Scope of work:

The sought-after payroll solution for SOS CV Somalia and Somaliland should deliver a secure, automated, and integrated payroll platform that improves operational efficiency, eliminates manual errors, and ensures compliance with both internal policies and external statutory requirements. The system should build a single source of truth for payroll data and seamlessly integrate with Microsoft Dynamics 365 Finance and HR.

• The payroll system should offer the following critical capabilities:
• Build a unified source of payroll data that enables accurate and real-time reporting
• Fully automate the payroll lifecycle: input, processing, post-processing

1. Input

• Integration with Microsoft D365 HRIS to eliminate manual data entry.
• Automated assignment of salaries, allowances, and benefits based on employee roles and policies.

2. Processing

• Automated calculations for all pay types including bonuses, deductions, loans, pro-rata, and final pay.
• Integration with leave management for automated payroll impact of leave types.
• Online payroll validation to ensure only approved payroll is processed.

3. Post-Processing

• Generate bank payment files in required formats, eliminating manual edits.
• Automatic generation of salary journals for upload into proprietary systems.
• Support for all pay types including 13th month, temporary allowances, and back pays.
• Flexible pay categories with budget code tagging, cost centers, and allocation tracking.
• Monthly, quarterly, and annual summaries of payroll earnings, benefits, and tax.
• Full audit trails and reconciliation reports (e.g., salary variances month-to-month).
• Dynamic payroll reports: registers, tax returns, department costing, custom user reports.

4. System Functionalities

• Support for growing staff volumes including permanent, casual, and temporary workers.
• Automatic pro-rating for hires/leavers mid-month.
• ESS portal with payslip access, loan requests, and salary advance applications.
• Flexible processing of extra payments and deductions with appropriate access controls.
• Ability to simulate, re-run, and back-calculate payroll.
• Ability to handle payroll in multiple currencies, with current use case in USD.
• Bulk updates for exchange rates, tax brackets, salary scales, pension formulas.
• Automatic email distribution of payslips.
• Role-based access controls for transaction approvals and processing rights.
• Automated backups and month/year-end closure controls with rollover capabilities.

5. Data Management

• Allow import/export of data via Excel, Word, and PDF.
• Archive and print historic payroll data for any period.
• Allow document uploads (HR templates, contracts) linked to staff records.
• Enable migration of legacy payroll data from Excel-based sources.

What we do

The International Committee of the Red Cross (ICRC) works worldwide to provide protection and humanitarian assistance to people affected by conflict and armed violence. We take action in response to emergencies and, at the same time, promote respect for international humanitarian law. We are an independent and neutral organization, and our mandate stems essentially from the Geneva Conventions of 1949. We work closely with National Red Cross and Red Crescent Societies and with their International Federation in order to ensure a concerted, rational and rapid humanitarian response to the needs of the victims of armed conflict or any other situation of internal violence. We direct and coordinate the international activities conducted in these situations.

Purpose

The Protection Field Officer contributes to the implementation and monitoring of ICRC’s Protection activities in Hiran region.

Accountabilities and Functional responsibilities

• Supports in monitoring, documentation, and mapping of Protection of the Civilian Population (PCP) cases and conflict-related or violent incidents with humanitarian consequences
• Contributes to the identification and analysis of protection issues, International Humanitarian Law (IHL) and International Human Rights Law (IHRL) violations for further monitoring and follow up
• Conducts detailed field assessments on the needs of the affected populations and the viability of an ICRC intervention whenever feasible
• Supports the Protection team in organizing visits to places of detention (PoDs)
• Liaises with the different interlocutors and stakeholders including affected persons (community leaders, IDPs and migrants), and local authorities, non-governmental organizations, and agencies on varying issues of interest
• Develops and maintains an extended network of contacts among local authorities, local weapons bearers, traditional leaders, humanitarian organizations and members of civil society
• In coordination with the Protection Delegate, liaises with other ICRC Departments depending on the identified needs and support their assessments for the assistance to the identified individuals or their family members or other activities of the ICRC for the benefit of civilian victims of hostilities.
• Contribute to the implementation of PFL activities in close coordination with the Protection delegate, the PFL team and the Somali Red Crescent Society Protecting Family Links officer in the area of responsibility.
• Shares oral and written analysis of the Protection activities on a timely and regular basis
• Contributes to various reports, multidisciplinary assessments, and operational reports

Certifications / Education required

• University Degree in Social Sciences, development studies or qualification in a related field of study

Professional Experience required

• At least 4 years of experience in a similar field of activity
• Knowledge of International Humanitarian Law (IHL) or International Human Rights Law (IHRL) is an asset
• Ability to network, represent the institution externally and dialogue with major stakeholders

Desired profile and skills

• Fluency in both oral and written communication in English and Somali
• Excellent administrative and organizational skills
• Upholds a high sense of responsibility and confidentiality
• Computer proficiency especially in MS Office suite

What we offer

• challenging job opportunity within a dynamic work environment in an international humanitarian organization
• Training and development opportunities
• A competitive salary with benefits, based on the ICRC Compensation and Benefits framework

Our Values

• At the ICRC, we value impact, collaboration, respect, and compassion. We seek candidates who demonstrate behaviors based on these shared values. For more information on the ICRC values, please visit this page.

Additional information

This is a resident/National position based in Beletweyne, Somalia with frequent travel to all field offices.

Application deadline: 14th October 2025

Oxfam is a global movement of people working together to end the injustice of poverty. This means that we tackle the inequality that keeps people poor. Together we save, protect and rebuild lives. When disaster strikes, we help people build better lives for themselves and for others. We take on issues like land rights, climate change and discrimination against women. And we won’t stop until every person on the planet can enjoy life free from poverty.

We are an international confederation of 21 organisations (affiliates) plus the Oxfam International Secretariat, all working together with partners and local communities in the areas of humanitarian, development and campaigning, in more than 90 countries. All our work is led by our core values: Empowerment, Accountability, Inclusiveness, Courage, Solidarity and Equality.

Becoming part of Oxfam? Oxfam Novib Somalia is looking for a Program Director

Duty station: Mogadishu, Somalia , with at least 50% travel to operational areas and offices in Hargeisa, Burao and Garowe

Type of appointment: Fixed-term Contract

Contract duration: 12 months, with possibility of renewal

Work schedule: Full-time (40 hours per week)

Reports to: Country Director

Type of posting: Single Posting

Salary & Scale: € 4683 to € 7204 / Oxfam Novib’s scale 711 (Int Grading B2)

Start date: As soon as possible

Deadline for applications: 3 October 2025

SOMALIA CONTEXT

Oxfam has been working in Southcentral regions of Somalia, Puntland, and Somaliland since the 1970s. Oxfam played a foundational role in supporting civil society development and has been called by many current and past partners “the mother of Somali civil society”. Support for women’s rights, women’s advocates, and gender equality has been a steady component of the program and many leading advocates for women’s rights, gender equality, and women’s issues were once partners or trainees of Oxfam. There are numerous examples of unique programming across youth and education, gender and emergency relief, resilience, WASH, and livelihoods. Over the years, the Oxfam has produced an impressive range of policy briefings, reports and working papers that have drawn attention to issues, sparked discussions and influenced policies.

OBJECTIVE OF THE POSITION

The Program Director provides overall strategic direction, leadership, and management of the humanitarian response, resilience, and development programs. The position leads the design and development of humanitarian and development programs ensuring alignment to country humanitarian and development needs and trends while maintaining the coordination, linkages and synergies within and between the long term and humanitarian programmes as well as contributing to linking these programmes with influencing, ICT4D and programme quality.

As a most senior post below the Country Director (CD), the Program Director (PD) is a member of the Senior Management Team in country. The Program Director shares in the overall responsibility for the direction and coordination of the Country Program. In the absence of CD, under the delegated authority, the Program Director chairs the SMT and guarantees business continuity.

The Program Director reports to the Country Director and will manage programme staff and work closely with business support, business development and funding, program quality and policy and advocacy units. The Program Director ensures close collaboration and coordination with external stakeholders including partners, consortium members, government authorities, donors, and other NGOs and UN.

KEY RESPONSIBILITIES

•  As a part of the leadership and senior management team in the country, develop strong matrix links with other country programme teams, relevant Oxfam in Africa (OiA) staff, Global Humanitarian Team (GHT), Executing Affiliate and Partner Affiliate staff and relevant International Department staff to develop and deliver the Oxfam country strategy.
•  Leads the overall program cycle management and delegated responsibility for field delivery of high-quality programming in line with Oxfam standards and the objectives of the country strategy.
•  Oversee the program proposal process and participate on the strategic level with the Funding Coordinator to ensure that all programs progress in accordance with grant agreements, are completed within time and on budget.
•  Leads on conceptualizing and designing cost effective, innovative and high-quality programs to serve difficult to reach beneficiaries with the Technical Leads, Fundraising Manager, Program Quality Coordinator and BSM
•  Oversight of geographical humanitarian and development programmes. Ensures overall leadership of anticipatory action, disaster preparedness, mitigation and management including humanitarian response activities for Category 1 / 2 / 3 emergencies.
•  Overall budget holder for all programming; ensure project expenditure is in line with work plans and commitments to donors and affiliates; and conduct monthly budget vs expenditure review for each project.
•  Overall leadership of program strategy plans and implementation to ensure responsiveness to communities in line with Oxfam’s principles, values and strategic plan and following Oxfam compliance procedures. This includes working with the government and national NGO-partners to strengthen national capacity.
•  Ensuring effective advisory support from the country, regional and EA and PA technical teams to the field teams.
•  Ensure synergies between and harmonisation of humanitarian, development, and advocacy programme strategies according to the “one programme approach” and enabling a smooth transition from emergency humanitarian interventions towards resilience and longer-term development programming where possible.
•  One of the most crucial roles of the Deputy Country Director – Program is ensuring a strong link and mainstreaming of activities between the assigned departments, maximising their performances and effective use of resources through coordination and strategic guidance.
•  Ensure that programme operations are of high quality, comply with established policies and procedures and contribute directly to Oxfam strategies and operational plans. This includes, but is not limited to gender mainstreaming, protection mainstreaming, programme accountability frameworks and humanitarian preparedness and response.
•  Work with the Country Director and programme teams to secure internal and external funding to deliver programme activities through support to development of appropriate strategies and funding proposals.
•  In close collaboration with HR Team, Programme Managers and Technical Coordinators, identify staffing needs, support recruitment of staff and manage the performance and development of all direct reports, ensuring performance objectives are produced and worked to, including identification and effective delivery of training and development needs.
•  Representing Oxfam to government officials, donors, UN agencies, and NGO community as appropriate.
•  Deputise for the Country Director in his/her absence or whenever necessary.
•  Produce regular programme and context updates that can be shared with other Oxfam stakeholders.
•  To ensure all Oxfam staff and programmes are familiar with and abide by the Oxfam’s Code of Conduct, Oxfam International standards and procedures and other regulatory codes (e.g. Sphere Minimum Standards).
•  Frequent travel to work with the field teams and liaise with Government, UN agencies and other NGOs as appropriate.

WHO ARE WE LOOKING FOR?

If you have the following competences and/or skills, which are essential to this position:

•  Strategic Thinking and Judgement
•  Relationship Building
•  Agility, Complexity, and Ambiguity
•  Influencing

In addition you have:

•  Masters / post-graduate from a recognized university/ college in International Development, Sustainable Livelihoods, Humanitarian, Programme Management or any other areas that can bring an added value to the job.
•  At least 5 years of demonstrable experience working in a similar position and experience working for an INGO.
•  Good understanding of humanitarian and development issues in general with significant knowledge and experience in project and programme management in one of the fields of: (a) humanitarian programming (b) sustainable livelihoods and resilience, b) gender and development.
•  Excellent personal management and communication skills, in written and verbal English, with high impact influencing and persuasive skills and ability to use different approaches to achieve followership.
•  Proven track record of leading and motivating multi-disciplinary, geographically remote teams and operations across several locations, often in fragile and complex contexts.
•  Evidence of high level financial and asset management skills to steer the operational budget across a number of locations.
•  Strong analytical and conceptual thinking skills; able to understand complex issues and translate them into simple, workable actions and plans.
•  Comprehensive evidence in knowledge and experience of development programmes, humanitarian response and advocacy and campaigning.
•  Knowledge of capacity building, learning and development activities and how to create learning and sharing environment with a strong knowledge management basis.
•  Commitment to and knowledge of creating a partner-led operational environment, with an ability to create an internal Oxfam approach that is focussed on developing and supporting partner organisations to achieve direct impact and results relating to Oxfam’s objectives.
•  Politically astute, with high impact influencing and persuasive skills and personal gravitas to gain respect and build and maintain strong, credible relationships, with internal and external stakeholders at all levels.
•  Committed to a right based approach including an active commitment to putting women’s rights at the heart of all we do as well as the rights of other marginalized people in all aspects of an organization’s work.
•  Commitment to Oxfam’s overall aims and policies and experience of promoting women’s rights and those of marginalised people in all aspects of Oxfam’s work in Somalia/Somaliland.

WORKING AT OXFAM NOVIB

•  All our work is guided by our core values: Empowerment, Accountability, Inclusiveness, Courage, Solidarity and Equality.
•  At Oxfam Novib, we work according to the Feminist Principles – Oxfam Policy & Practice .
•  Oxfam Novib is based on the power of difference. That is why we aim to attract a diverse mix of talented people who share our standards, values and principles, and who are committed to prevent and eliminate any type of misconduct.
•  We have an active policy against sexual harassment, exploitation and abuse, any form of abuse of power or lack of integrity and financial misconduct. This subject will be covered in our application and selection process.

APPLY NOW!

•  Do you believe that this is the job you are looking for? Then we would love to receive your application! Be aware that only applications received before the closing date 3 October and submitted via our application portal will be taken into consideration.

ADDITIONAL INFORMATION

•  If you have questions regarding the position, please contact InternationalHRBusinessSup@oxfamnovib.nl
•  Only applicants shortlisted for a post will be contacted.
•  This job opening is posted internally and externally, simultaneously. Internal candidates are given preference if they are sufficiently qualified or can be obtained in short term. We believe it’s important in our organization that our employees are offered maximum opportunities for growth in new themes and competencies. Priority for internal candidates supports this.
•  At the time of a contract offer, it is necessary for Oxfam Novib to request valid references. Our candidates will be subject to appropriate screening checks, including criminal records and terrorism, financial checks or integrity screenings/references.
•  Oxfam Novib reserves the right, to its sole discretion, not to make agreements regarding this job opening, make an agreement in a lower level, or make an agreement with an amended job description.

Acquisition on the occasion of this vacancy is not appreciated .