Senior Manager- Organization Development and HR relations

Term of Employment:         One year with possibility of extension

Duty Station(s):                    Addis Ababa Ethiopia

Required Number:                one

Application Deadline:         August 21, 2026

Job Description

BACKGROUND:

The Ethiopian Agricultural Transformation Institute (ATI), formerly known as the Agricultural Transformation Agency (ATA), is a strategy and delivery-oriented government institute created to help accelerate the growth and transformation of Ethiopia’s agriculture sector, which is a key contributor to the country’s GDP, exports, Systems and capacities of the workforces. The ATI’s focuses on improving the livelihoods of smallholder farmers, pastoralists, internally displaced people (IDPs), recovering people affected by conflict and other across the country for improved income, inclusiveness, resilience, and sustainability.

The ATI works to transform the agriculture and rural development in Ethiopia by conducting analytical studies in the policy and programmatic areas, piloting innovative agricultural technologies and systems , creating jobs to youth and women along the value chain providing technical implementation support, linking actors along the value-chains and attracting foreign direct investment who can work with cluster farmers, implementing problem based, inclusive and sustainable innovative projects and programs and building capacities of diverse players along the transformation continuum.

The Institute joins forces with various stakeholders, like MoA and other affiliate Institutions of the Ministry, policymakers, researchers, farmers, and development partners, to support the implementation of agricultural development programs and initiatives. In addition, the ATI collaborates with national and international partners to facilitate knowledge exchange, learning opportunities and resources mobilization. . The Institute plays a crucial role primarily in supporting agricultural policy and strategies development to drive transformation of agriculture and rural development; facilitate knowledge exchange, generating and disseminating information to support evidence-based policy formulation and decision-making and pilot innovative projects to be scaled nationwide.

Our Culture

ATI brings together highly competent specialists to address some of the toughest challenges in agriculture and rural development and make transformation a practical reality. We work with clear insight and foresight analysis, measurable goals, making use of the unique strengths of our staff. We have an exceptional team of highly competent employees with a proven track record of success in managing complex activities and achieving transformational results.  Our culture is one where talented, dedicated, and adaptable individuals are committed to doing their best and exhibit great teamwork to achieve excellent results.

At ATI, we provide an exceptional platform for people who want to achieve their highest potential and make a meaningful contribution to agricultural and rural transformation leading to structural changes of the sector.  We expand our thinking, strengthen our capabilities, and redefine our roles to cover new settings to the extent possible fitting to national, continental and global dynamics. We offer rewarding work in a young, fast-paced growing organization with passionate, committed, motivated colleagues and excellent career development and training.  We recognize our most valuable assets are our staff and are committed to providing our employees with the tools, training, and mentorships necessary to achieve their career goals.

The ATI is committed to fostering a safe, respectful, inclusive, and equitable environment for its employees, farmers, partners, and all stakeholders. We maintain zero tolerance for any form of abuse, exploitation, harassment, discrimination, bullying, retaliation, or other harmful conduct. The Institute is dedicated to promoting equal opportunity, diversity, and inclusion by ensuring fair and respectful treatment regardless of gender, age, disability, ethnicity, religion, or other protected characteristics. We expect all employees, consultants, and partners to uphold ATI’s Safeguarding Policy, Code of Conduct, and related ethical standards in all interactions with colleagues, farmers, communities, and stakeholders. Successful candidates will be required to demonstrate commitment to these principles and to contribute to a workplace and service environment that protects the dignity, rights, safety, and well-being of all individuals.

There are many reasons to join us, but if you are seeking a dynamic and meaningful career whin a community of talented professionals with diverse expertise-collaborating to create real impact-ATI is the right place for you.

POSITION SUMMARY:

Under direct supervision of Director – Human Resources, the Senior HR Manager is responsible for the creation and delivery of tailored training programs for the ATA staff designed with leadership, management, business and personal growth and best practices in mind. It is also responsible for the implementation of the performance management system and organizational effectiveness and development intervention across ATI so that the organization achieves its strategic objectives. In addition, the Job holder is responsible to enhance Organization Development Initiatives so that strategic as well as organization wide Challenges are identified, strategy to enhance them developed and appropriate body is assigned and implemented to ensure conducive and attractive work environment and motivated staffs across ATI.

Outcome 1:   Effective development and delivery of learning and development intervention programs (30%)

• Conduct individual and organizational learning and development needs gap assessment using personal development goals, and other survey methods.
• Design and Develop Learning and development Interventions that can fill the gaps identified and support the implementation of the organizational mission and objectives.
• Coordinate different learning and development interventions to be implemented according to the gap assessment and training design.
• Manage all professional development programs and oversee all activities from planning content through delivery of materials and objectives.
• Leverage learning industry trends to help employees learn and grow and foster innovative and positive learning approaches and experiences.
• Establish and promote a culture of learning, coaching and professional development across the Institute using peer learning sessions,
• Identify and maintain relationships with external vendors/consultants in order to ensure effective delivery of interventions; achieve the desired impact and return on investment.
• Advice managers and employees on their personal learning & development; and develop/review career development path and provide guidance.
• Ensure team is operating in the most effective way possible and have the appropriate level of skills and capabilities to be successful.
• Organize and enhance panel discussions, so that professional learning is happening in ATI, by organizing schedule, identifying panellists, coordinate logistics, and facilitate the sessions.
• Organize and conduct regular cross function learning platform across ATI, develop annual schedule, identify facilitators, conduct the session, and develop report and organize documentations.
• Coordinate and manage Education Grant to ATI staffs, organize grant calls, summarize the data for staffs, compile and summarize documents for SMT decision, and upon decisions administer the day-to-day grant provision,
• Identifies and incorporates best practices and lessons learned into program plans.
• Designs and develops HR training programs for management and employees and Develops learning activities, audio-visual materials, instructor guides and lesson plans.
• Reviews evaluations of training courses, objectives and accomplishments and makes the assessment of effectiveness of training in terms of employment accomplishment and performance
• Conduct review of ATI Learning and Development policy, recommend possible interventions.

Outcome 2: Ensure New Joiners are equipped with the required onboarding and buddy so that they will adequately integrated into the ATI Culture and working system (20%)

• Organize, coordinate and develop the overall Onboarding of new joiners into ATI system, review the process and propose updating upon approval.
• Ensure First day Onboarding to new joiners is effective appropriately.
• Ensure the Biweekly onboarding to new joiners is affected according to the system.
• Ensure the buddy program across ATI so that all new joiners integrate into ATI culture and working environment easily.
• Coordinate, develop and manage quarterly onboarding session to new joiners, develop schedule, identify and nominate facilitators and organize the session, and produce report

Outcome 3: Effective Management of Performance Management System in ATI (25%)

• Design, develop, enhance and manage the Performance Management System in ATI and support its implementation through building the capacity of both supervisors and employees.
• Advise, follow up and assist all ATI staffs to develop annual performance goals based on the strategic plan and vertical plans.
• Organize briefing session, develop timeline and Compile and document annual goal setting of all Verticals, and communicate with each vertical and ensure all eligible staffs complete it on time,
• Ensure that new joiners develop their probation and annual performance goals based on the PMS and in alignment with the strategic and periodic plan of ATI,
• Develop timeline, conduct briefing sessions and follow up Support and coordinate the implementation of the periodic and progress checks quarterly, mid yearly and third quarterly,
• Compile data of completion rate and communicate each vertical to ensure that all required employees complete the Progress check in on time.
• Develop timeline, conduct briefing session and ensure eligible employees complete it within the deadline,
  Follow up and develop completion rate by vertical and communicate with each vertical about it.
• Summarize, compile and organize vertical and organizational wide calibration process so that the performance review results are coordinated, consolidated and conducted in alignment with all organization wide system and across verticals.
• Coordinate, support and guide the design, development and conduct of performance-based performance improvement plan (PIP) for those whose results are below acceptable standards.
• Coordinate, support and guide the performance-based reward for those whose performance results are outstanding, assist in the design and development of letter and notification
• Compile and coordinate the organization wide performance review results, develop normal curve distribution and conduct overall annual analysis and propose recommendations.

Outcome 4: Ensure Organizational Development of ATI (25%)

• Develop and compile Annual Training Needs from the Personal Development Plan and prepare ATI wide training needs and submit for action.
• Coordinate, ensure and enhance the succession management system across ATI, compile data, identify job positions for succession, identify potential successors, assist in the capacity building process, and ensure the implementation process,
• Coordinate the necessary data and information for the implementation of the succession plan, periodically organize report about the implementation,
• Coordinate, ensure and enhance the succession management system across ATI, compile data, identify job positions for succession, identify potential successors, assist in the capacity building process, and ensure the implementation process,
• Coordinate the necessary data and information for the implementation of the succession plan, periodically organize report about the implementation.
• Participate in the FGD organized to discuss and identify initiatives to address the issues identified in the Org Navigation Survey
• Coordinate the development of the initiatives and the owners and conduct briefing sessions
• Develop online tracker to check the progress of the implementation of the initiatives and monthly update the report and submit to the SMT
• Coordinate and support the team health check, organize IT based survey, collect information, summarize data, migrate it through the Power Bi system and distribute to each team for action
• Work closely with IT team to develop periodic Team Health Check Survey, and upload all the survey questions online and distribute to all ATI employees to complete.
• Follow up and develop completion rate and communicate each vertical
• Work closely with IT team to organize the survey result and upon approval, migrate the result into the Power Bi.
• Compile and coordinate quarterly, biannually and annual turnover rate through compilation of data and conducting exit interviews and compile the report periodically with analysis and recommendation and submit the report.
• Develop reward and award procedure, enhance the identification and selection of best performers and support the reward to outstanding staffs so that they are motivated to improve their performance
• Work other assignments as per request.

Outcome: 5 Ensure that HR services are delivered in compliance with all procedures & processes and timely manner (10%)

• Ensure that employee requests for supporting letters are delivered effectively
• Ensure that all employees have ATI ID cards, and use their ID while they are at the workplace.
• Ensure that work certificate is issued to all resigned who completed their clearance

WORKING CONDITIONS REQUIREMENTS

• The Job Holder spends several hours in office, in regional offices and in training facilities.
• The job holder work in office with computers, conducting discussions with trainers, staffs and other stakeholders.
• There are frequent travel to regional offices, training and consulting organizations, in order to organize trainings and consulting services related to the duties of the job holders.

DECISION MAKING AND APPROVALS

Strategic:

• Ensure alignment of all learning and development interventions with the strategic objectives of ATI
  Technical/ Tactical:
• Proposal of training and development interventions through project implementation
  Operational Decisions:
• Decisions on training programs, schedules, and participants

INTERNAL AND EXTERNAL CONTACTS

• Internally the Jon Holder communicates with HR Director, Senior Officer, Senior Directors, Directors, and all ATI staffs.
• Externally the job holder communicates with training and consulting organizations, hotels, and training institutes, partners

Required qualifications, competencies, skills, training, and experience:

• Minimum of a Bachelor’s or Master’s degree in Human Resources Management, Management, Business Management, and relevant studies
• Minimum 8 for master and BSc 10 years of relevant experience in Human Resource management.
• Extensive expertise and experience in organizational and individual learning and development needs and designing, implementing and reviewing learning and development interventions impact assessments (ROI), future leadership need and develop future leaders (Succession Planning), organizational change, competency frameworks, performance management, Job evaluation and grading; Define career path and tracking and other related activities.

The experience should

• 4 years’ experience is in staff performance management, training, and development, and/or other related activities, and  2 years in  leadership or managerial position
• Excellent communication skills
• Proficiency in English and Amharic

Behavioral competencies:

Strategic & Critical Thinking

• The ability to think intentionally and rationally through a process that focuses on the analysis of critical factors & variables that will influence the long-term success of ATI,
• The ability to perform assessment, planning, and execution functions in determining the most effective means of achievement.
• The ability to create overall linkage of activities to overall organization vision, capability, strategies, and tendencies.

Effective Time Management

• The ability to plan, schedule, and utilize time effectively to accomplish tasks,
• The ability to prioritize, delegate and conduct tasks
• The ability to follow up activities so that they are implemented within their schedule
• The ability to be result oriented, with a high drive to meet objectives and standards
• The ability to set challenging goals and achieve

Initiative

• The ability to readily seize opportunities
• The ability to pursue goals beyond what is required or expected,
• The ability to mobilize others in the achievement of their goals and objectives

Technical competencies:

Facilitation

• The ability to provide opportunities & resources to a group of people that enable them to make & progress & succeed.
• The ability to organize training, events, develop schedule, assign appropriate trainer for each event, manage events according to the schedule.
• The ability to actively listening, awareness of others & their behaviour, deliver concepts, practices and lessons to audiences.
• Involving participants in the trainings and events to express themselves, to participate in the training actively.

Leadership

• Enhances the mindset of participates to be visionary, motivated and become effective
• The ability of creating alignment between all activities with ATI vision, mission and core values
• The ability to provide constructive feedback.
• The ability to receive and act upon provided feedback.   The ability to provide constructive feedback.
• The ability to receive and act upon provided feedback.

The ability to lead by example,
Conflict Management

• The ability to handle difficult people and situations with diplomacy and tact,
• The ability to spot potential conflicts, bring disagreements into open, and help deescalate.
• Encourage debate and open discussion Orchastrate win-win solutions

Program and Project Management

• The ability to identify possible course of actions.
• The ability to prioritize, scheduling & execution of tasks in a way that ensure effectiveness.
• The ability to breakdown goals into smaller & more manageable steps
• The ability to plan projects, design, develop schedules, monitor and follow up and conduct all interventions using the project management standards and principles.
• The ability to deliver assignment as per the agreed upon manner.
• The ability to conduct assignments within the deadline, and agreed upon quality standard

Coaching and Mentoring

The ability to coach and mentor.
The ability to support all others to implement coaching and mentoring principles in the learning interventions
The ability to develop rapport in the coaching and mentoring arrangements
The ability to collect lessons and information and apply into real life situations
Information Communication technology, digital ability

• The ability to use IT for the effective implementation of the assignments
• The ability to Use digital technologies in the day to day activities
• The ability to enhance technology awareness and update regularly
• The ability to associate to enhance effectiveness through the use of advanced technologies

Performance Management

• The ability to develop & implement a dynamic performance management system in ATI so that all staffs develop performance goals and KPIs,
• The ability to develop performance goals, KPIs, and performance measures and help staffs to develop them,
• The ability to monitor progress and evaluate performance of employees.
• The ability to institute appropriate performance-based decision (PIP and reward) as per the PMS.
• The ability to ensure the implementation of the PMS in ATI
• The ability to monitor and track performance progress to take timely action and ensure success,
• The ability to provide appropriate support on timely manner,
• The ability to review and evaluate performance achievements on time and take appropriate action

Decision Making

• The ability to practice standard decision-making process.
• The ability to identify possible course of alternatives and analyse them before making the decision.
• The ability to effectively select the best alternative from the possible alternatives.
• The ability to decide course of actions on time
• The ability to act upon on the chosen alternative

Writing, reporting and documentation

• The ability to compile, analyse and prepare critical information into an organized performance reports according to the needs
• The ability to organise and develop reports as per the requirement.
• The ability to organize and documenting information for reference and decision making
  Other requirements (Languages, Licensing or Certifications)

Competent in utilizing essential

The job holder favoured having a professional certificate in HRM and training facilitation, performance management.

HOW TO APPLY

APPLICATION INSTRUCTIONS

We invite all candidates meeting the required qualifications to submit (i) a cover letter and (ii) a CV (maximum 5 pages) to: https://apply.ati.gov.et It is mandatory to mention the position title under the subject line of your cover letter.

Please DO NOT submit scans of certificates with your application.

NB. Only short-listed candidates will be contacted.