Home Vacancies Emergency Nutrition Project Manager

Emergency Nutrition Project Manager

1

Location: Afar, Ethiopia

Company: Plan International

The Organisation

Plan International is an independent development and humanitarian organisation that advances children’s rights and equality for girls.

We believe in the power and potential of every child. But this is often suppressed by poverty, violence, exclusion and discrimination. And it’s girls who are most affected.

Working together with children, young people, our supporters and partners, we strive for a just world, tackling the root causes of the challenges facing girls and all vulnerable children.

We support children’s rights from birth until they reach adulthood. And we enable children to prepare for – and respond to – crises and adversity. We drive changes in practice and policy at local, national and global levels using our reach, experience and knowledge.

We have been building powerful partnerships for children for over 85 years, and are now active in more than 75 countries.

Planning, strategy, and policy (10%)

  • Support the development of Emergency Nutrition response technical strategies and support roll-out of strategy and updates to all relevant Plan International staff.
  • Conduct periodic visits to implementation woredas to understand the reality, provide on-site advice/support and come up with recommendations for program quality improvement
  • Support and guide the project team to capture /document program lessons at different levels
  • Provide technical advice /guidance to the project team while conducting surveys, evaluations, and other assessments, including in the design, conduct, analysis, and write-up of the reports; oversee possible consultancy work in the same.
  • Support the development of annual operational plans and the regular internal program planning and review meetings in the Nutrition sector as well as related inputs to quarterly and annual PIE reports
  • Identify new potential partners for strategic engagement and negotiate strategic priorities, thru external contact with relevant counterparts across agencies
  • In collaboration with the HR department, ensure support for recruitment and selection of staff and all matters concerning human resources for the health unit.
  • Ensure that relevant cross-cutting issues are strategically mainstreamed in new projects; also ensure relevant staffs understand and are capacitated to take the issues forward.
  • Lead and/or contribute to regular health, Nutrition, and sector updates, capacity statements, and sector representative meetings/training.

Program and project design, implementation, and influence (60%)

  • Ensure that the project team is meeting both internal and donor technical standards and requirements. This includes oversight of implementation quality, reviewing, editing, and signing-off donor reports to ensure they are of an acceptable technical and presentational quality.
  • Participate in woreda-based project monitoring and review meetings.
  • Liaise with Programme Operations staff to identify technical support needs of projects and staff, and jointly agree on specific and time-bound support needs of projects and staff in relevant technical areas.
  • Provide technical training to ensure that the project staff has the necessary skills to technically implement the project.
  • Assist project staff in the use of health and cross-cutting tools and guidelines to ensure the quality of work. These include, among others, child participation, child rights programming, and mainstreaming of gender, diversity, and HIV/AIDS.
  • Prepare quarterly and annual work plans, in consultation with the line manager.
  • Undertake regular field visits to project sites to ensure technical quality and timeliness of ongoing work.
  • Support the Regional HB, PLAN PA, UN agencies, etc to organize, coordinate and implement surveys, reviews, and terminal evaluations of programs/projects; provide technical oversight as necessary.
  • Support the Regional PA office to ensure appropriate and timely staffing of emergency Nutrition programs; including developing a mechanism to quickly deploy key staff to enable timely response.
  • Develop a mechanism to ensure rapid and appropriate responses to health and Nutrition emergencies are available at the PA office level.

Partnership and resource mobilization (5%)

  • Closely monitor events and maintain an overview of emergency nutrition-related issues affecting children in humanitarian contexts (a humanitarian situation, politics, security, etc.), in program areas, to identify potential program areas and partners. This includes active participation in discussion and decision-making forums related to proposing emergency Nutrition responses.
  • Build on technical knowledge, research, and current/previous programming to lead the design of new projects and development of proposals in close coordination with the relevant field, business development, and management staff. This includes all aspects of proposal development, such as concept notes and grant amendments. Ensure that proposals are developed in line with internal and member protocols and technical standards.
  • Ensure that each proposal and annual implementation plan aligns with Plan International Ethiopia’s Theory of Change and includes elements of the partnership, innovation, scale, and voice.
  • Accompany and facilitate donor visits and provide relevant background materials.

Capability Building and People Management: (25%)

  • Develops the technical capability of colleagues, front-line staff and partners, and other technical professionals in [Nutrition in emergencies response].
  • Shares lessons and insights from experiences and evaluation of program and project effectiveness, feeding these into local, regional and global networks
  • Provide overall vision and direction to the team in coordination, planning, prioritization, coaching, and supervision.
  • Support staff to understand and comply with the organizational vision, mission, strategic direction, and other organizational policies.
  • Ensure the team are operating as high-performance teams and have clear accountability lines (direct and matrix)
  • Socialize and nurture Plan Values and Behaviours.
  • Creating an enabling working environment across different departments unites to foster excellent teamwork and high-performing staff.
  • Create a safe working place safeguarding.
  • Oversee the delivery of effective capacity-building support in key areas of program management, finance management, logistics management, and human resources management
  • Establish, communicate and monitor standards of performance and behaviors of the team through the development of Individual Accountability Plans (IAP), and key performance indicators (KPIs) that are agreed upon annually, and monitored and updated regularly
  • Support team members to gain the necessary skills through learning and development
  • Lead the team in line with the Country HR Manual and other guidelines.
  • Engage in the performance management of functional subordinates by working closely with the functional subordinate’s line manager.

Leadership and BUSINESS management COMPETENCIES

LEADERSHIP COMPETENCIES

  • Set and communicate ambitious but realistic work goals and priorities, explaining how these contribute to Plan International’s purpose.
  • Set high standards for self and others’ behavior, inside and outside work. Championing our values and commitment to rights, gender equality, and safeguarding. Supporting the health, well-being, and both physical and psychological safety of our staff, including their safety to speak out.
  • Hold self and others to account for what we have agreed, dealing with a poor performance quickly, firmly, and constructively.
  • Create a positive team spirit, helping people work well together, reflect, and continuously improve the efficiency and quality of what we do.
  • Collaborate with team members, colleagues, and partners in finding creative solutions to problems by sharing information, experience, and ideas and actively seeking their input.
  • Motivate and develop others by taking an interest, giving constructive feedback and praise, ensuring they are properly trained, and helping them develop their potential.
  • Accept change and support others in adjusting to it, helping them understand.
  • Acts decisively and adapts plans quickly to respond to emerging situations and changing environments
  • Helps others to recognize and manage stress by showing empathy, prioritizing workload, and role modeling self-care in stressful situations
  • Promotes and guarantees safety and security behaviors and procedures for self and the team.
  • Avoids any negative impact of response – Do No Harm especially crucial in humanitarian settings
  • Integrates response programs as far as possible into longer-term strategies as expressed, for example, in relevant Country Strategy
  • Prioritizes safety and security under pressure by monitoring security risks; committing resources to ensure safety and security and ensuring organizational protocols are understood and consistently followed by staff
  • Bases humanitarian response on communication and participation with the affected population
  • Takes the time and patience to understand the concerns of other people and takes care of them as individuals.
  • Supports coordination systems, working towards common priorities, and developing common strategies with other humanitarian actors.
  • Identifies and promotes the integration of individuals or groups that might be especially affected by the disaster or marginalized in the response.

BUSINESS MANAGEMENT COMPETENCIES

  1. Understanding Plan International in Context
  • Aware of the values and the global strategy and understands why Plan International’s purpose is so important in advancing children’s rights and equality for girls globally.  Understands and applies the principles of safeguarding and protection of the vulnerable populations with which Plan International works.
  • aware of the different structural and governing elements, including national organizations, global hubs, regional hubs, country offices, liaison offices, members assembly, international board, and the leadership team. Are aware of Plan International’s main sources of funding and know where to find company information.
  • Are aware of the processes, institutions, and organizations that shape the development and humanitarian context. Understands their local operating environment, demonstrating political, social, and cultural awareness.
  • Succinctly articulate the purpose, values, and global strategy to a range of audiences.
  • Explain how Plan International will deliver on its objectives through the theory of change and communicates the implications for their team.
  • Understands the purpose, lines of accountability, and decision-making capacity for each structural element of the organization. Helps their team to understand where they sit within the organizational structure.
  • Supports the team to understand the local operating environment and consider the implications for work activities. Adjusts work activities and practices to reflect the political, financial, social, and cultural context.
  1. Risk management
  • Applies the Code of Conduct principles to their work activities.
  • Are aware of the global methods of assessing risk, the local control environment, and the controls in place to mitigate risk.
  • Uses Plan International’s logo and brand appropriately.
  • Are aware of how to minimize risk in each core standard.
  • Participates in risk assessments, applies actions to their work activities, and reports risks using the correct procedure.
  • Child and Youth Safeguarding and Protection: Understands their safeguarding responsibilities by the global policy. Work actively to safeguard the rights of children and young people
  • Gender, equality, and inclusion: Understands and can identify the causes of gender discrimination, exclusion, and inequality.
  • Counter fraud: Works according to Plan International’s zero-tolerance approach to fraud and corruption. Reports any suspicions of fraud to the Counter Fraud Unit.
  • Safety and security: Applies all necessary measures to ensure they work safely and securely.
  • Regularly undertakes and interprets risk assessments, assigns ownership of risks, and manages oversight.
  • Manages risk in accordance with the local and global appetites and tolerances.
  • Regularly communicates and discusses risk at department, project, and program levels.
  • Understand how to manage risk at a team level for each of Plan International’s core standards:
  • Regularly communicates and discusses risk at department, project, and program levels.
  • Consider the political, economic, social, and cultural climate of the local operating environment and the implications for our work.
  1. Managing activities and resources
  • Contributes to strategic planning activities.
  • Aligns team plans to the annual plan, avoiding duplication of work activities and setting appropriate budgets and objectives.
  • Incorporates digital and technological solutions into workforce plans to reduce complexity, solve problems and optimize working practices.
  • Understands the procurement cycle and supply chain, including the importance of good procurement planning.
  • Manages internal and external projects in accordance with the project management and MERL principles.
  • Manages partner relationships effectively by anticipating future needs; appointing based on program and organizational needs; communicating Plan International’s core standards; undertaking assessments and reviews.
  • Manages external programs according to Plan International’s financial management procedures, including the grant agreement process, the cost recovery process, forecasting, cost allocation principles, apportioned costs, and scheduling and monitoring of expenditure.
  • Understands the planning procedures relevant to their role and contributes to annual planning where possible.
  • Contributes to their accountability plan and understands how they contribute to the team and organizational plan.
  • Plans his/her own work activities in line with the assigned budget
  • Knows the resources required for their role. Manages their own workload, avoiding under or over-committing to delivery activities.
  • Works according to a budget and uses the relevant financial systems.
  • Understands how information is used for reporting and decisions making.
  • Aware of the programs that Plan International delivers directly and through partner organizations.
  • Complies with financial procedures and controls relevant to their role.
  • Seeks opportunities to reflect on and learn from all work, program, and project activities.
  1. Managing people and information
  • Understand his/her responsibilities, level of decision making, and how their role contributes to the wider team.
  • Works in accordance with the policies and procedures relevant to their role and responsibilities.
  • Creates channels of communication with other individuals and teams.
  • Identifies with the Plan International logo and brand and understands what they represent.
  • Apply the brand guidelines to all forms of written and verbal communication.
  • Understands the importance of high-quality data and the implications of poor data.  Understands what data Plan International needs to inform decision-making. Interprets a range of sources to inform evidence-based decisions relevant to their role.
  • Identifies ways to use digital to improve the effectiveness of work activities. Understands how digital enablers can contribute to achieving Plan International’s purpose.  Utilizes the digital tools available in line with privacy and safeguarding guidelines.
  • Identifies current and future personnel needs to be aligned to the workforce plan.
  • Manages risk by reviewing capability and capacity against future requirements.
  • Designs job roles in line with organizational needs, considering the external labor market. Understands the current pay and grading system.
  • Manages performance by providing clear objectives, access to developmental tools, and opportunities for coaching and mentoring.
  • Adapt management style depending on the needs of the individual, team, and operating environment.
  • Disseminates departmental targets and objectives, making it clear about what needs to be achieved and why.
  • Critically appraises and interrogates data to identify anomalies and patterns. Analyses and interprets a range of evidence to inform decision-making and implement actions Translate the interpretation and implications of data into language that is accessible and relevant for staff.

Other Responsibilities

  • Within the scope of the role, there will be additional assignments as needed.
  • Seek and promote innovative ideas, and approach to ensure the quality of work

Safeguarding Children and Young People (Safeguarding) and Gender Equality and Inclusion (GEI)

  • Understands and puts into practice the responsibilities under Safeguarding and GEI policies and Plan International’s Code of Conduct (CoC), ensuring that concerns are reported and managed in accordance with the appropriate procedures.
  • Ensures that the team members under supervision are properly inducted on and understand their role in upholding Plan International’s safeguarding and GEI policies;
  • Ensures that Plan International’s global policies for Safeguarding Children and Young People and Gender Equality and Inclusion are fully embedded in day-to-day work.
  • Ensures that Plan Ethiopia contributes to Plan International’s global efforts to ensure safeguarding and GEI, including making sure that relevant reporting and data are submitted.

Location: Afar

Type of Role: Emergency Response Project

Reports to: ERM

Grade: D2

Closing Date: August 19,2022

Equality, diversity and inclusion is at the very heart of everything that Plan International stands for.

We want Plan International to reflect the diversity of the communities we work with, offering equal opportunities to everyone regardless of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation.

Plan International is based on a culture of inclusivity and we strive to create a workplace environment that ensures every team, in every office, in every country, is rich in diverse people, thoughts, and ideas.

We foster an organisational culture that embraces our commitment to racial justice, gender equality, girls’ rights and inclusion.

Plan International believes that in a world where children face so many threats of harm, it is our duty to ensure that we, as an organisation, do everything we can to keep children safe. This means that we have particular responsibilities to children that we come into contact with and we must not contribute in any way to harming or placing children at risk.

A range of pre-employment checks will be undertaken in conformity with Plan International’s Safeguarding Children and Young People policy. Plan International also participates in the Inter Agency Misconduct Disclosure Scheme. In line with this scheme we will request information from applicants previous employers about any findings of sexual exploitation, sexual abuse and/or sexual harassment during employment, or incidents under investigation when the applicant left employment. By submitting an application, the job applicant confirms their understanding of these recruitment procedures.

Please note that Plan International will never send unsolicited emails requesting payment from candidates. 

 

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