Job Description

– Debt recording and payment skills ;
– Knowledge on Basic accounting principles;
– Understanding of development finance instruments and their recording and payment procedures ;
– Understanding of market based debt instruments and their recording and payment procedures ;
– Understanding of Government legal framework and its application in the area of debt management ;
– Knowledge in drafting of debt reports on debt stocks, debt disbursements and debt payments ;
– Negotiation skills ;
– Ability to communicate messages in a consistently effective, timely and engaging manner through different communication formats ;

Minimum Qualifications

• Bachelor’s Degree in Economics

  0 Year of relevant experience

• Bachelor’s Degree in Management

  0 Year of relevant experience

• Public Finance

  0 Year of relevant experience

• Bachelor’s Degree in Business Administration with specialization in Finance

  0 Year of relevant experience

• Bachelor’s degree in business administration with specialization in accounting

  0 Year of relevant experience

Competency and Key Technical Skills

• Integrity

• Strong critical thinking skills and excellent problem solving skills.

• Inclusiveness

• Accountability

• Communication

• Teamwork

• Client/citizen focus

• Professionalism

• Commitment to continuous learning

• Decision making skills

Click here to apply

Click on the job position f your Choice for details & Apply

• 3 Job positions of IT OFFICER FULL STACK DEVELOPER 4.VII at OAG: Deadline: Friday, 28th April 2023 at 5:00 P.m.

• ACCOUNTANT 4.VI at OAG: Deadline:Friday, 28th April 2023 at 5:00 P.m.

a)    Job responsibilities
The scope of work of Accountant will include but not limited to the followings:

•    Perform invoice verification, supporting and kept it in secured condition;
•    Preparation of payment vouchers , payment orders/checks;
•    Recording accounting entries in the accounting system;
•    Liaise with the banks for payment purpose;
•    Performing bank reconciliation statements for various bank accounts held by the Office;
•    Carrying out period end procedures;
•    Liaise with Taxes Administration (RRA) for tax declaration purpose;
•    Preparing monthly and annual financial statements;
•    Cash flow forecasting and management;
•    Implementing all the audit recommendations related to the financial statements;
•    Perform all other duties and tasks  as assigned by supervisors.

b)    Job Requirements:

•    Bachelor’s degree in Finance or  Accounting; (Upper Second-Class Degree or above);
•    Having at least intermediate level of professional accounting qualification (CPA or ACCA) certificate;
•     Having three (3) years proven working experience as  accountant in public sector
•    High level of integrity;
•    Being innovative and results-oriented ;
•    Being a good team player;
•    Excellent oral and written communication skills;
•    Excellent interpersonal, particularly staff/management relations;
•    Management skills and ability to meet deadlines;
•    Ability to pay attention to details;
•    Ability to deliver accurate results in an environment with multiple and challenging tasks;
•    Being 35 years old or less;
•    Being Rwandese nationality.

Interested candidates are required to submit their application letters in English language to the Office of the Auditor General of State Finances along with an updated CV, copy of relevant academic degree, copy of relevant professional accounting certificate (for accountants), proof of work experience with service certificate, a copy of national identity card, not later than Friday, 28th April 2023 at 5:00 P.m.
Female candidates are highly encouraged to apply,

NOTES:
1.    All applications must be addressed to Auditor General.
2.    All documents should be in PDF format.
3.    Proof that they have completed at least three (3) years of service in the same public    institution (If the candidate is currently a public servant).

Attachment with PDF version:Advert_signed_April_2023

Click here for details & Apply

a)Job  responsibilities
 The scope of work for full stack developer will include not limited to the followings:

•    Work independently or with external developers to produce clean codes based on system requirements specifications;

•    Gather and evaluate user feedback during system prototypes sessions;
•    Create Application Programming Interfaces (APIs);
•    Define interfacing requirements with external systems;
•    Maintain existing and new systems (troubleshoot, debugs, and upgrade);
•    Conduct unit and Integration tests as well as system tests;
•    Assess system performance, recommend and execute improvements;
•    Create technical documentations for reference (system design, flowcharts, user manual, etc.);
•    Create security and data protection settings;
•    Report on regular basis all work done;
•    Work closely with user departments to understand their business needs according to the strategic direction of the Office and provide solutions;
•    Assess performance of external developers and recommend way forward;
•    Participate in entire process of digitization of audit processes and support services;
•    Train system users on the new system functionalities;
•    Perform all other duties and tasks as assigned by supervisors.

b) Job requirements

·         Rwandese nationality;
·         Bachelor’s degree (A0) in computer science, information and Technology, software engineering, Electronics and Telecommunication, or related field with experience in system development, databases and system integration;

·         Two (2) years proven experience as Full Stack software developer;
·         Two (2) years proven experience in agile approach software development and systems integration implementation process;
·         Management skills and ability to meet deadlines;
·         Ability to play an active role in various IT projects;
·         Excellent oral and written  communication skills;
·         Time management
·         Results oriented;
·         Ability to pay attention to details.

·         Being 35 years old or less

Interested candidates are required to submit their application letters in English language to the Office of the Auditor General of State Finances along with an updated CV, copy of relevant academic degree, copy of relevant professional accounting certificate (for accountants), proof of work experience with service certificate, a copy of national identity card, not later than Friday, 28th April 2023 at 5:00 P.m.
Female candidates are highly encouraged to apply,

NOTES:
1.    All applications must be addressed to Auditor General.
2.    All documents should be in PDF format.
3.    Proof that they have completed at least three (3) years of service in the same public    institution (If the candidate is currently a public servant).

Attachment PDF Version:Advert_signed_April_2023

Click here for details & Apply

USAID/Rwanda Hinga Wunguke Activity

Survey Enumerators and Researchers 

About Cultivating New Frontiers in Agriculture (CNFA)

CNFA is a not-for-profit organization based in Washington, D.C., dedicated to stimulating economic growth in the agricultural sector by nurturing entrepreneurship, private enterprise, and market linkages. CNFA specializes in fostering private sector investments in training, new technologies and marketing as a means to increase the overall competitiveness of agricultural value chains and rural development, to increase people’s incomes, to develop skills in the rural workforce, and to facilitate exports.

 Program Description of the USAID/Rwanda Hinga Wunguke Activity

The purpose of the Hinga Wunguke Activity is to support increased agriculture productivity and income, access to finance and markets, and access and consumption of nutritious food products in Rwanda, while increasing the resilience of the agriculture and food systems to the changing climate. To achieve this goal, the Activity will sustainably increase agricultural productivity, increase access to finance for farmers and agribusinesses, improve producers’ market outcomes, and strengthen the enabling environment to foster market-driven outcomes in agriculture.

About the Short-Term Assignment

Concerning the collection of data and information for the baseline and other subsequent studies that will be conducted on an ad hoc and intermittent basis, Hinga Wunguke wishes to hire experienced survey enumerators. These enumerators will be hired on a short-term basis (20-30 days estimated per engagement) to perform various types of interviews (for example – key informant, focus group) and fill in forms in order to collect the data provided by interviewees identified by Hinga Wunguke. Data will be collected during visits to households located in 13 districts (Ngoma, Kayonza, Gatsibo, Bugesera, Nyamagabe, Nyamasheke, Karongi, Rutsiro, Ngororero, Nyabihu, Rubavu, Burera, and Gakenke) or to market actors supported by the Hinga Wunguke Activity countrywide.

 Duties and responsibilities:

Short-term survey enumerators typically will do the following:

• Engage prospective interview subjects to gauge their interest in participating in a survey and schedule interviews via telephone calls.
• Explain the objectives of surveys and their procedures to interviewees, including appropriately gaining informed consent where interviewees agree to participate
• Explain/translate interview questions to ensure interview subjects comprehend questions to ensure data quality
• Where applicable, review the interview guide and provide recommendations to improve it, if any
• Conduct interviews with respondents to collect information and data
• Filling out survey forms and prepare meeting and/or detailed interview notes while maintaining fidelity to what was said by the interviewee;
• Double-check information on survey forms to ensure accuracy
• Identify and report any issues that may arise while attempting to obtain valid data
• Ensure that the supervisor is kept informed of completed assignments and progress, and share any concerns in a timely manner
• Analyze the authenticity of the information provided by ensuring direct contact with targeted interviewees
• Maintain confidentiality throughout the whole process, and particularly when collecting sensitive information such as nutrition status, etc.
• Participate in on-the-job training and pre-testing of data collection tools before the commencement of the survey and / or interviews
• Respond to queries raised by the MEL team on the submitted data, recontacting respondents as required
• Attend any relevant meetings convened by Hinga Wunguke Provincial or Kigali staff.

 Qualifications:

• Rwandan Citizen with a university degree in agriculture, agricultural economics, international development, business, economics or related field preferred;
• Experience in data collection for monitoring, evaluation, and impact assessment purposes.
• Experience in conducting interviews and running Focus Group Discussions, with examples provided where possible
• Strong organizational skills and ability to work under pressure
• Experience using smartphones or tablets to collect and record data
• Familiarity in the collection of data using electronic data collection platforms
• Experience in doing similar works for USAID/Feed the Future-funded Projects.
• Willing to be able to travel within provincial and district areas.
• Fluent Kinyarwanda language skills with strong English or French capability

Reporting and Logistics

The Enumerator and Researcher will report operationally to the Hinga Wunguke MEL Director.  He/she will be hosted at Hinga Wunguke and engaged as a short-term consultant on an on-demand basis (i.e. temporary engagement and not long-term employment) when needed for Baseline Surveys, Annual Surveys, Market System Surveys, etc.).

How to Apply

All interested and qualified candidates can send their application (motivation letter, updated CV, certificates, and 3 references) through Job in Rwanda by “ filling out the application form carefully“ not later than 30 April 2023. 

Click here to apply

WFP celebrates and embraces diversity. It is committed to the principle of equal employment opportunity for all its employees and encourages qualified candidates to apply irrespective of race, colour, national origin, ethnic or social background, genetic information, gender, gender identity and/or expression, sexual orientation, religion or belief, HIV status or disability.

 ABOUT WFP

The United Nations World Food Programme is the world’s largest humanitarian agency fighting hunger worldwide.  The mission of WFP is to help the world achieve Zero Hunger in our lifetimes.  Every day, WFP works worldwide to ensure that no child goes to bed hungry and that the poorest and most vulnerable, particularly women and children, can access the nutritious food they need.

POSITION DETAILS

Position Title:   Programme Policy Officer (Cash Based Transfer)
No of openings :  1
Contract Type :  Service Contract (SC)
Position grade:  SC-8
Unit/Division:    Programme Unit
Duration:          12 months, with possibility of extension  
Duty Station :   Kigali
Closing Date:   30 April 2023  

 ORGANIZATIONAL CONTEXT

WFP Rwanda works in partnership with the Government and other stakeholders through the direct implementation of integrated programmes targeting the most vulnerable people and will progressively shift towards building national capacity to formulate, manage and implement programmes for achieving zero hunger. In implementing its activities, WFP will bridge the humanitarian–development nexus and leverage its extensive experience and the contributions it has made in Rwanda over many decades in order to achieve five strategic outcomes:

• Refugees and returnees in Rwanda have access to adequate and nutritious food at all times.
• Vulnerable populations in food-insecure communities and areas have improved access to adequate and nutritious food all year.
• Children under 5, adolescents and pregnant and nursing women and girls in Rwanda have improved access to nutritious foods and services that enable them to meet their nutrition needs all year.
• Smallholder farmers, especially women, have increased marketable surplus and access to agricultural markets through efficient supply chains by 2030.
• The Government of Rwanda and the humanitarian community is provided with adequate, timely, cost-efficient, and agile supply chain services and expertise necessary to effectively respond to emergency crisis.

This position is based in WFP Rwanda, Kigali Country Office and the job holder will work under the direct supervision of the Head of Programme.

JOB PURPOSE

The purpose of this function is to coordinate WFP Rwanda’s cash-based transfer (CBT) and complaints and feedback mechanisms (CFM) activities across the different strategic outcomes in the Rwanda Country Strategic Plan (2019-2024). The Programme Policy Officer will be responsible for the following key responsibilities.

 KEY ACCOUNTABILITIES (not all-inclusive)

The Programme Policy Officer will be responsible for the following key responsibilities:

1. Coordinate the country office’s operational planning and development of cash-based transfer (CBT) and complaints and feedback mechanisms (CFM) activities, plans and standard operating procedures and support the implementation of these plans in collaboration with functional units and field offices.
2. Lead the design of CBT and CFM activities and operational models, ensuring compliance with WFP corporate standards and procedures.
3. Support the day-to-day management of CBT and CFM operations by WFP and partners, ensuring a coordinated approach that complies with WFP standards and procedures and providing prompt feedback on operational issues to management.
4. Follow up on CBT and CFM data gathering and monitoring systems, ensuring that rigorous quality standards are maintained.
5. Help coordinate analyses on CBT and CFM policy and operational issues to support senior colleagues in the development of policies, programmes and activities.
6. Contribute to the preparation of accurate and timely reporting on CBT and CFM activities that enable informed decision-making and consistency of information presented to stakeholders.
7. Lead regular internal and external coordination of CBT operations, at country office and field levels (CBT Working Group, coordination with functional units, field offices and partners).
8. Support coordination with government and partners engaged in CBT programming in Rwanda, and actively represent WFP in CBT coordination forums.
9. Support training and sensitization of colleagues and partners on CBT and CFM programming and procedures and provide technical backstopping to staff and partners.
10. Coordinate CBT end-to-end processes and ensure CBT assurance and risk management controls are in place and implemented to comply with WFP global CBT policy.
11. Perform other duties as required.

 QUALIFICATIONS & EXPERIENCE REQUIRED

• Education:    Advanced University degree in International Affairs, Economics, Nutrition/Health, Agriculture, Environmental Science, Social Sciences or another field relevant to international development assistance, or First University Degree with additional years of related work experience and/or training/courses.
• Experience:    At least 5 years of experience in implementation and design of development or humanitarian programmes operations, and coordination, particularly CBT activities.
• Knowledge & Skills:    Experience in designing and implementing CBT technical programmes.
• Experience in beneficiary feedback systems.
• Experience in operational coordination and partnership management.
• Experience in implementation and design of development or humanitarian programmes operations, particularly CBT activities.
• Experience in providing input into policy discussions and decisions.
• Experience in working across functions and units to achieve desired outputs/outcomes.
• Languages:    International Professional: Fluency (level C) in English language. Intermediate knowledge (level B) of a second official UN language: French.

TERMS AND CONDITIONS

This position is open for Rwandan Nationals only.

DEADLINE FOR APPLICATIONS

30 April 2023

WFP has a zero-tolerance approach to conduct such as fraud, sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. All selected candidates will be expected to adhere to WFP’s standards of conduct and will therefore undergo rigorous background verification internally or through third parties. Selected candidates will also be required to provide additional information as part of the verification exercise. Misrepresentation of information provided during the recruitment process may lead to disqualification or termination of employment

WFP will not request payment at any stage of the recruitment process including at the offer stage. Any requests for payment should be refused and reported to local law enforcement authorities for appropriate action.

Click here to apply

Job Description

-Collect and consolidate data on specific public (policy) issues pertaining to socio-economic development and record data about death and birth across the Cell;
-Identify socio-economic development needs at the Cell level and accordingly advise on response measures;
-Elaborate, under the supervision of the Executive Secretary of the Cell, programs of community works;
-Supervise the execution of community development and citizen participation activities across the Cell and produce consolidated reports thereof;
-Prepare documents to be signed by the Executive Secretary of the Cell and assist him/her in the production of the Cell’s activities performance reports.
-Facilitate gathering data related to the employment status within the cell

Minimum Qualifications

Job Description

-Implement the District’s strategy and programs for the promotion of co-operatives, SME and Employment at the Sector level;
-Promote the creation and development of new trading centres or markets;
-Identify, map and promote tourism and business opportunities available within the Sector;
-Conduct campaigns meant to promote savings, and undertake advocacy action to promote networking and build synergies with micro credit and saving organizations to facilitate local population to access finances;
-Facilitate gathering data related to the employment status within the sector;
-Oversee the implementation of business development advisory services at Sector Level;
-Gather, consolidate and update aggregated and disaggregated data related to the employment status within the District.

Minimum Qualifications

Job Description

-Deputize the Executive Secretary of the Sector in his or her absence;
-Supervise the planning, budget execution processes and manage the personnel of the Sector;
-Prepare periodic cash flow plans, fund requests and coordinate payments for goods and services delivered by operators to the Sector;
-Verify the accuracy of books of accounts, filing and ensure their compliance with public financial management practices;
-Advise technically the Executive Secretary of the Sector on all matters pertaining to resource utilization.
-Keep registers of annual inventories of assets of the institution and calculate annual depreciation of fixed assets.

Minimum Qualifications

Job Description

-Coordinate the planning, implementation, monitoring, evaluation and reporting of all activities executed by the Sector as set forth by the law;
-Implement all decisions taken by the Sector Council and directives made by District authorities or higher authorities of the country;
-Supervise activities related to civil registration and officiate marriages;
-Monitor the implementation of master plan at the Sector level and deliver building rehabilitation authorizations in grouped agglomerations and settlements;
-Monitor and evaluate the administration of Cells and serve as a member of the District Technical Coordination Committee.

Minimum Qualifications

A fully accredited/chartered University by The Government of Rwanda

Website:  www.uok.ac.rw / Email:  universityofkigali@uok.ac.rw

P.O BOX 2611, Kigali-Rwanda

Tel: + 250 788303386/+250789009221/ +250788303385 

JOB ADVERT 

Executive Assistant to the Vice Chancellor 

University of Kigali wishes to recruit an Executive Assistant to the Vice Chancellor who will be responsible for Overseeing the Vice chancellor’s office administration and management with emphasis on information management, coordination and quality control.

 Key Responsibilities:

1. Effectively handle all communication matters in the Vice chancellor’s Office, Vice chancellors Email, drafting and correcting letters to stakeholders.
2. Managing the Vice chancellor’s diary and organizing meetings and appointments for Vice chancellor.
3. Follow up with the section heads of important tasks and deadlines
4. Drafting letters, compiling and preparing reports, presentations and correspondence, directives, and comments on behalf of the Vice chancellors for their signature and making follow-up when required.
5. Take minutes in all board meetings and monitor follow-up activities.
6. Liaison with all departments to facilitate any requests in Vice chancellor’s Office.
7. Screen outgoing mails from the Vice chancellor’s Office.
8. Screen in-coming calls to the Vice chancellor’s Office.
9. Keep record of all important documents in the Vice chancellor’s Office.
10. Assist in coordinating high- profiled events in the University.
11. Create a network and linkages that aids the Vice chancellor in achieving set goals.
12. Booking and arranging the Vice chancellor’s travel, transport and accommodation.
13. Perform any other administrative duties that pertain to the Vice
14. Any other duties assigned by the Vice chancellor

 Candidate needed:

1. Bachelor’s degree in administration (preferably public administration, Business Administration, or any other relevant qualification from a recognized University. Master degree will be an added advantage
2. MUST have Minimum of at least three (3) to five (5) years’ experience as an Administrative Assistant in a learning institution or, admin assistant to CEO of any other complex organization.

• Proficiency in Microsoft Office programs and applications particularly word, Excel, PowerPoint, etc.

1. Proficiency in utilizing electronic databases, electronic administrative systems, filing systems with a good understanding of data protection and safe record keeping.
2. High level of integrity and confidentiality.
3. Ability to work independently; under pressure; multi task, and handle competing priorities.

• Good communication skills particularly, fluent in English.
• Excellent interpersonal skills.

1. High levels of organizational skills, particularly with regard to diary management, organization of meetings and handling communications.
2. High levels of professional presentation, conduct and credibility.
3. Ready to work outside normal working hours from time to time.

 In applying for this post, please attach:

• A cover letter summarizing relevant experience in the position;
• A comprehensive CV;
• Certified copies of Academic Certificates;
• Names, e-mail addresses and telephone details of three referees whom we have permission to contact;

All applications should be addressed to the Vice Chancellor and submitted to recruitment@uok.ac.rw no later than 28^th April, 2023. Hard copies will not be considered.

No application will be considered after the closing date.

Only qualified candidates will be contacted

A fully accredited/chartered University by The Government of Rwanda

Website:  www.uok.ac.rw / Email:  universityofkigali@uok.ac.rw

P.O BOX 2611, Kigali-Rwanda

Tel: + 250 788303386/+250789009221/ +250788303385 

JOB ADVERT 

Human Resource Officer 

University of Kigali wishes to recruit a Human Resource Officer who will be responsible for managing every aspect of the employment process, including, orientation, and training of new staff members, and managing payroll.

 Key Responsibilities:

1. Preparing job descriptions, advertising vacant positions, and support in the employment process.
2. Orientating new employees and training existing employees.
3. Assist in performance management processes
4. Support the management of disciplinary and grievance issues
5. Ensuring that all employees are organized and satisfied in their work environment.
6. Overseeing the health and safety of all employees.
7. Draft employment contracts, Appointment, and transfer letters
8. Implementing systematic staff development procedures.
9. Providing counseling on policies and procedures.
10. Assist in the implementation of payroll and benefits administration.
11. Communicating with staff about issues affecting their performance.
12. Ensuring accurate and proper record-keeping of employee information in electronic and digital format.
13. Maintain employee records (attendance, staff data, etc.) according to policy and legal requirements
14. Review employment and working conditions to ensure legal compliance

Candidate needed:

• A Master’s degree in Human Resource Management or Business management and extensive knowledge of and experience within an HR environment spanning between 2-3 years or a Bachelor’s degree with experience within an HR environment spanning between 3-5 years
• A demonstrated track record in developing and implementing strategic business and HR objectives within a complex business environment;
• Superior interpersonal coaching, communication, negotiation, and consultative skills at all levels;
• Ability to engage with and win the respect of leaders to successfully influence them on key change initiatives;

 In applying for this post, please attach:

• A cover letter summarizing relevant experience in the position;
• A comprehensive CV;
• Certified copies of Academic Certificates;
• Names, e-mail addresses, and telephone details of three referees whom we have permission to contact;

All applications should be addressed to the Vice Chancellor and submitted to recruitment@uok.ac.rw no later than 25^th April 2022.

No application will be considered after the closing date.

Only qualified candidates will be contacted

Feed the Future/Rwanda Hinga Wunguke Activity

Driver

About Cultivating New Frontiers in Agriculture (CNFA)

CNFA is a not-for-profit organization based in Washington, D.C., dedicated to stimulating economic growth in the agricultural sector by nurturing entrepreneurship, private enterprise, and market linkages. CNFA specializes in fostering private sector investments in training, new technologies and marketing as a means to increase the overall competitiveness of agricultural value chains and rural development, to increase people’s incomes, to develop skills in the rural workforce, and to facilitate exports.

 Program Description 

The purpose of the  Feed the Future Rwanda Hinga Wunguke Activity is to support increased agriculture productivity and income, access to finance and markets, and access and consumption of nutritious food products in Rwanda, while increasing the resilience of the agriculture and food systems to the changing climate. To achieve this goal, the Activity will sustainably increase agricultural productivity, increase access to finance for farmers and agribusinesses, improve producers’ market outcomes, and strengthen the enabling environment to foster market-driven outcomes in agriculture.

Job Description:

Provide quality defensive driving, and other support related to fleet management.

Locations: CNFA is recruiting to fill the position in Kigali, Musanze, Karongi, Nyamagabe and Kayonza.

 Roles and responsibilities:

• Drive office staff and visitors on official missions as assigned
• Drive safely to ensure the safety of passengers and other road users
• Maintain the assigned vehicle in a safe, secure and good state of repair at all times
• Undertake routine checks on the vehicles including cooling, oil, electrical and brake systems and the tyre pressure and report promptly to the Logistics Officer any malfunctioning
• Follow up vehicle in the garage as per instructions from your supervisor;
• Keep accurate records of official travel through the vehicle logs and prepare monthly reports showing travel, vehicle usage and status
• In case his/her vehicle is involved in accident, ensure that the necessary steps conforming to rules and regulations are taken.
• Responsible for the day-to-day maintenance and cleanliness of the vehicle in his/her charge.
• Keep informing the line managers for any irregular happenings to vehicle and suggest the necessary steps to be taken.
• Keep inspecting the vehicle’ documents of licensing, insurance and inform the line managers as needed
• Providing routine office administration support including mails and parcels, VAT returns, Income tax for staff, filing
• Carry out any other duties as assigned

 Essential qualifications and experience

• Must have a valid Rwandan driving license, Category B
• Secondary School (desirable),
• Driving experience of a minimum of 5 years. 3-5 past working experience with USAID funded projects will be preferable.
• Must be able to communicate in English, French and Kinyarwanda (both written and spoken)
• Must be able to do basic mechanical check and repair of vehicles

Application and Job location

All interested and qualified candidates can send their application (motivation letter, updated CV, Driving License, certificates and references) documents to: ModAg@cnfarwanda.org no later than 30 April 2023 at 5 PM GMT.  Please quote the job title in the subject line of the email submission and label your CV with your name and applied-for position.  Please also indicate the location you are applying for.

Only candidates selected for interview will be notified.

JOB ANNOUNCEMENT

NATIONAL PEACE EXPERT / LOCAL PEACE ADVISOR

Location:                                          PIASS/CRASPD Huye, Southern Province of Rwanda

Application Deadline:                     May 10, 2023

Call for Interviews:                         May 15, 2023

Starting Date:                                  June 1, 2023                             

Duration of Initial Contract:         1 year (renewable)

Background                                                        

Protestant Institute of Arts and Social Sciences (PIASS) is a Christian institution of higher learning privately owned by five Rwandan Protestant Churches, opened in 2010 in Huye, Southern Province of Rwanda. The Center for Research and Action towards Sustainable Peace and Development (CRASPD) was established in 2015 by the Faculty of Development Studies (FDS) of PIASS to share the Faculty’s expertise with the community through outreach programs involving students, faculty, and staff together. CRASPD is offering advisory and training services for civil society and local government actors to improve local communities’ wellbeing and support their peaceful coexistence.

The announced position for a National Peace Expert (NPE) / Local Peace Advisor (LoPA) is supported by the GIZ – Civil Peace Service (CPS) program.

Globally, the Civil Peace Service (CPS) has proven a successful instrument for civil society based peacebuilding within the framework of German development cooperation. The core task of the CPS is sending international peace advisers to support local partner organizations, where they work in close collaboration with national peace experts. Practical experience with CPS projects has now been gained across four continents over a period of 20 years. The Regional Civil Peace Service Burundi – Eastern DRC – Rwanda aims at strengthening local peace potentials for social cohesion, the resilience of youth against manipulation and calls for violence. CPS also works to increase organizational capacities and cooperation between the partner organizations.  The regional GIZ CPS program currently supports several local partner organizations in Rwanda, Burundi and in Eastern DRC in the areas of peace education, nonviolent conflict transformation, psychosocial support for citizens affected by sexualized and gender based violence, the empowerment of youth and vulnerable people, Dealing with the Past, conflict-sensitive journalism, and Critical Thinking.

Duties and Responsibilities

Under the guidance and supervision of the Coordinator of CRASPD, the National Peace Expert (NPE)/ Local Peace Advisor (LoPA) will:

• Facilitate collaboration and communication between PIASS and giz CPS including reporting towards PIASS and giz CPS,

• Actively participate in communication and cooperation processes of the giz CPS regional team and in professional group meetings and other giz CPS events
• Participate in CRASPD team meetings and regular team communication as well as PIASS events
• Conduct research projects and systematize planning, monitoring and evaluation processes in both the university and its projects in local communities, in line with administrative policies and procedures of PIASS, and giz CPS
• Contribute to drafting proposals and budgets for funding, and to financial as well as narrative reporting for projects and programs conducted by CRASPD PIASS
• Support the reflection group “Umoja” of GIZ Civil Peace Service, in collaboration with its member partner organizations in Rwanda, DR Congo and Burundi.
• Facilitate / co-facilitate CRASPD workshops, trainings and consultancy processes and the administrative tasks related to them
• Participate in teaching, mentoring and capacity development for students, especially of the Faculty of Development Studies and its Peace & Conflict Studies program, as well as for the PIASS students’ associations

Competencies

The candidate is expected to have the following competencies:

• Proven ability to work independently and in challenging environments

• Proven organizational, coordination and inter-cultural communication skills, and
• Ability to work in a team and share knowledge and experience

Required Educational Background, Skills, and Experiences:

Education:

• University degree, at least MA or MSci, in Social Sciences, preferably in Development or Peace and Conflict Studies

Experience:

• Minimum 3 years of work and/or volunteering experience in acknowledged organizations, preferably in the area of Peacebuilding and Violence Prevention

• Knowledge of regional/ national conflict contexts and of conflict transformation strategies is an asset
• Experience in facilitating workshops of the Alternative to Violence Project (AVP) and/or another approach to nonviolent conflict transformation is an asset
• Experience in using computers, office software packages (MS Word, Excel, etc.) and online platforms (MS teams, zoom)

• Experience in networking with government institutions and non-governmental organizations within the context of the countries of the African Great Lakes Region

Language:

• Fluency in English, French and Kinyarwanda required

An application must be submitted electronically craspd@piass.ac.rw by  May 10, 2023. Please submit all application documents in one PDF document which comprises 1) motivation letter in English, 2) CV in English and 3) copies of university degrees. Reference letters and work certificates will be requested after shortlisting. We regret that we will exclusively contact candidates who have been shortlisted. 

Done at Huye on April 13, 2023

Prof .Dr.  Penine UWIMBABAZI

Vice Chancellor, PIASS

About Access to Finance Rwanda:

Access to Finance Rwanda (AFR) is a Rwandan not for profit company established in 2010 to promote financial inclusion and financial sector development. AFR is currently funded by Sweden, Jersey Overseas Aid, and the MasterCard Foundation.

AFR is part of the broader Financial Sector Deepening (FSD) network in Africa that seeks to create a transformative impact on ending poverty by supporting efforts to improve financial inclusion and financial sector development through helping policy makers, regulators, financial service providers and markets drive a more inclusive and sustainable economic growth.

AFR supports the removal of systemic barriers that hinder access to and use of financial services by low-income people, particularly the rural poor, women, youth and MSMEs, and supports the development and provision of financial services including savings, credit, insurance, investment, payments, and remittances.

AFR is guided by the Market System Development (MSD) approach recognising that efforts to increase financial inclusion and financial sector development must be market-led, profitable and sustainable. For more details visit our website: (www.afr.rw).  

Access to Finance Rwanda seeks a RNDPS Interoperability Lead for its upcoming project ““Supporting the implementation of the Rwanda National Digital Payment System (RNDPS)”.

1. About The project RNDPS 

The National Payment System Framework and Strategy, whose key objectives are to promote economic growth, a cashless economy, financial inclusion, an enabling environment for innovation and a robust payment system identified the need for a fully interoperable payment system. Such a system would support innovative implementation of affordable and user-friendly services that allow for seamless flow of funds between different customer accounts.

The Rwandan financial sector has made important progress towards interoperability with the development of the Rwanda National Digital Payment System (RNDPS). Implementation of the RNDPS has been guided by the Business Plan for the Rwanda National Digital Payment System (“RNDPS Blueprint”), which was developed with AFR support and agreed to by Rwanda’s financial sector in 2018. After finalizing the blueprint, the industry nominated RSwitch not only as the scheme operator, but also as the scheme manager.

The RNDPS is now at a critical stage of implementation with the launch of the first use case – P2P (Person to Person) transfers closed, and structuring as a public private partnership / public utility. The proposed Phase II of RNDPS implementation focuses on bolstering the scheme in its early stages to ensure the successful scale-up of the P2P use case and roll-out of new use cases including, P2G (Person to Government), P2B (Person to Business), B2P (Business to Person), B2B (Business to Business) and CICO (Cash In Cash Out).

Interoperability is a key supporting function for an efficient and inclusive digital financial system. As an open-loop system, the RNDPS will be accessible to any licensed and approved financial services provider. Despite all the progress that has been made, interoperability in Rwanda is yet to be fully implemented.

 The Role and Scope of Responsibilities 

The RNDPS Interoperability Lead will be responsible for interoperability technical advisory, project coordination, day-to-day responsibilities for the RNDPS project implementation as well as the Strategic Management. The R-NDPS Interoperability Lead will ensure liaison and harmonisation between RNDPS scheme and technical requirements. Through the implementation of RNDPS scheme, he will also support the following use cases:

1. Person to Person (sending money and request to pay)
2. Person to Government (collections)
3. Person to Business (merchant payments)
4. Bulk disbursements (B2P)
5. Business to Business payments (B2B)
6. Cash-in and Cash-out at off-us agents

Reporting line: The position reports to both RSwitch CEO and AFR DFS & Market Infrastructure Pillar Head.

 Location: Kigali, Rwanda

Duration of the contract: Two years renewable based on performance.

Expected starting date: June 2023 

The RNDPS Interoperability Lead will be responsible for the following key tasks:

1. Lead the RNDPS Project Implementation team operating at RSwitch.
2. Liase with The Technical Assistance (TA) Firm, Rswitch and other Financial Services Providers (FSPs) resources to update the current implementation plan for the project. This plan should consider the objectives of key stakeholders e.g., National Bank of Rwanda (NBR), FSPs, Rswitch and AFR.
3. Work with the TA firm and RSwitch to schedule and coordinate working group meetings with industry representatives, to ensure that meetings are held as needed to advance the project agenda.
4. Provide input and validation to the deliverables provided by The TA Firm, as the first quality check before it is shared with other technical working group members, such as scheme rules, pricing proposals, etc… based on their previous experience, to ensure that best practices are maintained.
5. Coordinate with FSP representatives in the different working groups to ensure they deliver the tasks according to the plan.
6. Provide technical advisory where required during the tenor of RNDPS project implementation.
7. Perform stakeholder engagement by meeting with FSP CEOs, industry associations, relevant regulatory bodies, e.g. BNR, to push the project agenda, use cases onboarding process, etc.
8. Carry out project risk assessment, cost and schedule control to ensure the project is delivered within expected timelines and budget.
9. Report on a regular basis as might be required directly to the Head Digital Financial Services in AFR and to RSwitch. All reports/documents should be produced in English.

 Educational Qualifications

• At least a bachelor’s degree in accounting, finance, economics, Business Administration, Project Management, Computer Engineering and/or related fields.
• Holding an advanced degree (e.g., Masters’, MBA, etc.) and/or a Professional Certificate in Project Management will be an advantage.

Experience and technical skills

Essential

• A minimum of 7 years’ working experience in payment systems.
• Demonstrate a deep understanding of and experience working on digital payment systems.
• Have knowledge and previous exposure to technology platforms for similar digital payment systems.
• Previous experience in facilitating interoperability scheme rules discussions between multiple industry stakeholders. Experience and knowledge of similar regional projects.
• Previous experience in managing payment scheme implementation projects.
• A good understanding of payments regulations
• Experience in emerging technologies.
• Proven record of implementing strategic initiatives, policies, and operational decisions.

• Understanding of the monitoring and results measurement concepts and processes

• Experience working with different stakeholders including regulators, government ministries, public and private sector.
• Executive presence; Strong written and oral communication, including large-group presentations.
• Proven Project management skills with examples of managing country level projects. 

Desirable

• Familiarity with major players in financial sector development and payment sector space in Rwanda.
• Familiarity with interoperability project in Rwanda, especially being part or leading the team in charge of interoperability at one of the financial service providers.

• Prior experience working with Market Systems Development (MSD) approaches.

Attitude/ competences

• Strategic thinking and thought leadership.
• Strong drive for results and strong sense of engagement and responsibility.
• Teamwork, interpersonal & relationship-building skills, and ability to lead by influence and example.
• Proven ability to partner, communicate and manage/navigate through multiple disciplines and organizational groups.
• Experience “managing up”, building executive level communications and delivering presentations.
• Ability to work within a complex and often ambiguous environment and ability to influence senior management and other relevant parties.
• Team oriented, collaborative, flexible, and can adapt to a changing environment.
• High degree of professionalism and integrity.

How to Apply

Interested candidates should send their both combined cover letter and well-detailed CV no later than 02^nd May 2023 , 5 PM via the apply button below.

The application should contain a Resume with an e-mail address, daytime telephone contact, qualifications, achievements, experience, and names & addresses of three professional referees together with a cover letter (maximum 2 pages) summarizing why you consider yourself particularly well suited for the position. Do not attach any other documents at this point. All applications will be selected on merit and only shortlisted candidates will be invited for interviews. For any questions regarding the application process please contact at 0788 300 213.

Note:

• Qualified women candidates are highly encouraged to apply.

Click here to visit the website source and apply

ROLE PURPOSE

Plan International is a rights-based development and humanitarian organisation working for better lives for all children. We are independent of government and have no political or religious affiliation. Our purpose is to strive for a just world that advances children’s rights and equality for girls. We have been building powerful partnerships for children for more than 80 years and are now active in more than 70 countries

Plan International Rwanda Strategy Statement 

Our global strategy focuses explicitly on girls, as they are often the most marginalised and often left behind. We have committed to reaching 100 million girls over five (5) years to ensure they can learn, lead, decide and thrive. This is our contribution to achieving sustainable development goals and, in particular, the goals of gender equality.

Our organisation is working on a comprehensive safeguarding and PSEA standards strengthening programme. It requires a bold, forward-thinking and innovative Safeguarding and PSEA Manager to lead this effort on secondment. The individual in this position will collaborate closely with the Country Director and Country Leadership Team (CLT) to develop, strategise, and execute initiatives to reinforce standards, thereby maintaining our dedication to upholding human rights and valuing the intrinsic dignity of people in their diverse forms. Moreover, the individual occupying this role will guarantee that PIR’s primary focus remains to ensure the safety and protection of the children and program participants we engage with.

The individual in this role must be adept at spearheading transformative culture change in safeguarding and PSEA while maintaining an unwavering dedication to PII’s safeguarding implementation framework. The role holder is responsible for fostering an environment that enables PIR to maximise efforts in ensuring the safety and protection of children and programme participants during their interactions with the organisation and its representatives.

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MANAGEMENT SCOPE, REPORTING LINES, KEY RELATIONSHIPS

• The Safeguarding and PSEA Manager (Secondment) will be a Country Leadership Team (CLT) member and is expected to contribute to Plan International Rwanda’s strategic direction in the country.

Direct Reports – None.

Key Relationships

Internal

• Country Leadership/Management Team members.
• Global, Regional and Sub-Regional safeguarding and PSEA networks as relevant.
• Global and Regional functional leads in safeguarding and PSEA.

External

• Other INGO safeguarding and PSEA forums in-country;
  
  
  

ACCOUNTABILITIES

• Undertake a comprehensive assessment and enhancement of safeguarding reporting and response procedures through;

1. Identify appropriate and legal provisions covered in national legislation and other notifications to gain an in-depth understanding of the safeguarding landscape and its implications, ensuring that responses to allegations comply with legal and social welfare norms.
2. Identifying and assessing the current safeguarding reporting and response procedures within PIR and partners. Identify and document safeguarding risks relevant to the country and the locations where PIR operates.
3. Developing recommendations to strengthen safeguarding reporting and response mechanisms in PIR, partners and stakeholders, mitigating potential shortcomings in addressing safeguarding concerns and incidents.
4. Providing guidance and support for implementing recommended improvements to safeguarding reporting and response procedures in PIR, partners and stakeholders, fostering a robust and practical approach to safeguarding.

• Design action plans to address safeguarding incidences and reports by;

1. Identifying internal staff capacity and external agencies specialising in safeguarding incident investigations. Where training is required for internal staff, identify the needs and organise relevant training.
2. Develop networking with like-minded agencies to facilitate safeguarding knowledge and experience sharing.
3. Identify and classify criminal safeguarding incidents that require mandatory reporting, investigation and prosecution. Map all the process steps and ensure this information is known to relevant PIR staff, partners and stakeholders.

• Map all agencies/organisations that provide victim response, support and rehabilitation. Conduct mapping from the community to the national level in medical, mental health and psychosocial support, legal aid, safety and security, disability, children’s and shelter services.
• Undertake a comprehensive mapping of child welfare and protection legislation, policies and frameworks;

1. Identify all national child welfare and safeguarding-related legislation and analyse the alignment and potential conflicts with PII’s safeguarding policies and procedures. Document and provide recommendations (as required) where conflicts or misalignments exist.
2. Map all government bodies/agencies with statutory authority to protect the children (including appropriate referral authorities and decision-making bodies) and identify how PIR can interface with them for safeguarding prevention and response.
3. Map and assess the effectiveness of national mechanisms related to child protection (including community-based complaints mechanisms).
4. Document all findings and prepare position statements for possible advocacy with government and other sector stakeholders.

• Lead the management and coordination of safeguarding and PSEA issues in PIR;

1. Make appropriate recommendations to management on enhancing prevention and response strategies. This could include collecting and analysing information on actual/potential risk factors for vulnerability to safeguarding and SEA violations and elaborating measures to address them.
2. Work with HR to include safeguarding and PSEA content in staff inductions, including all contractors, consultants, temporary staff and casual labourers.
3. Assist the CD in fulfilling their responsibilities under the relevant safeguarding policies and procedures.
4. Track all safeguarding and PSEA-related activities for PIR and ensure that reporting is done and shared with relevant persons in the organisation.

• Culture, Ethics and Behaviour: implement good practices and internal controls that create, encourage and maintain the desired safeguarding culture, ethics and behaviour.

• People, Skills and Competencies: design and develop, in consultation with HR, processes and systems that provide for effective identification of staff requirements, competency definitions, effective talent acquisition and skills development for all roles in safeguarding and PSEA.

Children and Young People Safeguarding and Gender Equality & Inclusion

• Ensures that Plan International’s global policies for Safeguarding Children and Young People and Gender Equality and Inclusion are fully embedded under the policy’s principles and requirements, including relevant Implementation Standards and Guidelines applicable to their area of responsibility.
• Includes, but is not limited to, ensuring staff and associates are aware of and understand their responsibilities under these policies and Plan International’s Code of Conduct (CoC), their relevance to their area of work, and that concerns are reported and managed following the appropriate procedures.
  
  
  

Risk Management

• Ensure systems and processes are in place to identify and manage risks, including developing, updating and reviewing the country risk register in line with the Global Risk Management Policy and the Global Risk Management Toolkit, and ensuring that risks are adequately identified, assessed, mitigated and reported on.

LEADERSHIP COMPETENCIES

• Maximises our progress by aligning work priorities and resource deployment in own area with Plan International’s wider goals and longer-term direction.
• Leads through influence rather than position and role models our values, accelerating gender equality inside and outside Plan International and addressing resistance. Self-aware and keen to learn, seeking feedback and creates a safe environment for others to challenge self or raise concerns.
• Achieves desired outcomes and finds innovative solutions by using the expertise and creativity of others and adopting a coaching approach with the people they manage or advise.
• Willing and able to take complex decisions, weigh the available information and assess opportunities and risks.
• Delegates tasks and decisions, trusting and stretching others but ensuring they have the necessary resources and support.
• Creates space for reflection and uses external evidence and internal evaluation to identify what and how we need to improve and support others through change.
• Builds positive relationships outside their work area, willing to compromise their preferences to achieve our broader purpose and longer-term impact.
  
  
  

BUSINESS MANAGEMENT COMPETENCIES AND SKILLS

Purpose, Values and Global Strategy 

• Are 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 protecting of the vulnerable populations with which Plan International works.
• Can succinctly articulate the purpose, values, and global strategy to various audiences. Can explain how Plan International will deliver on its objectives through the theory of change and communicates the implications for their team.

Structure and Governance

• Aware of the different structural and governing elements, including national organisations, global hub, regional hubs, country offices, liaison offices, members assembly, international board, and the leadership team. Aware of Plan International’s main sources of funding and knows where to find company information.
• Understands the purpose, lines of accountability and decision-making capacity for each structural element of the organisation. Helps their team to understand where they sit within the organisational structure.

Context and Culture

• Aware of the processes, institutions and organisations that shape the development and humanitarian context. Understands their local operating environment, demonstrating political, social and cultural awareness.
• Supports their team to understand the local operating environment and to consider the implications for work activities. Adjusts work activities and practices to reflect the political, financial, social and cultural context.

Managing Risk

• Regularly undertakes and interprets risk assessments, assigns ownership of risks, and manages oversight.
• Manages risk in accordance to the local and global appetites and tolerances.
• Regularly communicates and discusses risk at department, project, and programme level.
• Escalates critical risks using the correct reporting process.
• Consider the local operating environment’s political, economic, social and cultural climate and the implications for our work.
• Are aware of the local business environment, including financial, employment, and business laws. Seeks input from internal and external professionals with specialist knowledge where necessary.
• In country offices, understands the obligations under host country agreements
  
  
  

• Understand how to manage risk at a team level for each of Plan International’s core standards:

Planning and Budgeting

• 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 optimise working practices.
  
  
  

Managing Resources and Delivery 

• Schedules and manages resources aligned to donor and organisational requirements and individual capacity.
• Allocates resource to every work activity, regularly reviewing and adjusting if necessary. Provides team members with the resources and support they require.
• Identifies opportunities and support team members to innovate and improve working practice continually.
• Monitors delivery and performance against plans. Works with their team to adjust plans and budgets to reflect delivery activities accurately.
• Submits timely and accurate reporting data, using metrics to monitor team performance.
• Reports against programmes and budgets in line with the Funding and Sponsorship Agreement Document (FAD) and (SPAD).

Procurement and Logistics

• Understands the procurement cycle and supply chain, including the importance of good procurement planning.
• Involves the procurement team at the correct stage of the procurement cycle, considering the implications of delays.
• Ensures work and financial activities comply with donor and organisational requirements, considering: waivers, permissions, document management and auditing.

Programme and Project Management 

• Manages internal and external projects following project management and MERL principles.
• Considers and controls for the implications of adjusting resource allocations.
• Manages partner relationships effectively by anticipating future needs; participates in partner appraisal based on programme and organisational needs; communicating Plan International’s core standards; undertaking assessments and reviews.
• Manages external programmes 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.
• Managing People
• Identifies current and future personnel needs aligned with the workforce plan. Manages risk by reviewing capability and capacity against future requirements.
• Considering the external labour market, designs job roles in line with organisational needs. Understands the current pay and grading system.
• Manages performance by providing clear objectives, access to developmental tools and opportunities for coaching and mentoring.
• Recognises when individuals and teams are performing well and not at their best.
• Disseminates departmental targets and objectives, clarifying what needs to be achieved and why.
• Holds regular 1:1 coaching and career discussions focused on the needs of the individual, future performance improvement and creating, inspiring and nurturing a culture of learning and development
• Adapts their management style depending on the needs of the individual, team and operating environment.
• Keeps abreast of internal and external changes or developments and supports their team to adapt accordingly.
  
  
  

Communication

• Enforces appropriate use of brand throughout all written and verbal communications.
• Cascades knowledge throughout the organisation by sharing key messages, having team meetings and working collaboratively with other teams or departments.
• Encourages two-way channels of communication, facilitating conversations using digital and non-digital methods.

Evidence-Based Management

• 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.

Digital Working

• Identifies digital enablers to improve team performance and working practices.
• Encourages digital behaviours through role modelling, personal development processes and capability building.
• Uses digital and technological tools to support risk management, activities and resources, and people and information.

TECHNICAL EXPERTISE, SKILLS AND KNOWLEDGE

Business Management Skills 

• Critical thinking, attention to detail, analysis of evidence, problem-solving
• Strategic thinking and decision-making.
• Planning, organising and project management (time management, forecasting, prioritising, delegating and instructing).
• Procurement/logistics.
• Negotiation and influence.
• Relationship and partnership management.
• Financial and resource management (budgeting, forecasting, reporting).
• People management, including assessment, feedback and coaching.
• Evidence-based management (gathering, analysing and using data in decision-making).
• Communication.
• Digital skills.
• Change management.

Knowledge

• Demonstrable knowledge as a result of education, training or practical experience on the critical debates in development, particularly around child rights;
• Practical knowledge of operations support for development;
• Demonstrable knowledge of financial, administrative and business management;
• Strong knowledge of Microsoft Office Suite (Word, Excel, PowerPoint), e-mail and the Internet;
• Fluency in Kinyarwanda and strong working knowledge of English, spoken and written;
• Knowledge of Rwanda, the geopolitical factors affecting child poverty in the country, as well as the political, social and economic opportunities for development are an advantage
  
  
  

Leadership Skills and Behaviours Demonstrated from Experience

• Striving for high performance:
• Achieves clarity and accountability among the whole team of their individual and collective objectives;
• Organises work clearly and effectively within the team;
• Deals with poor performers by either improving their contribution or managing their exit, if appropriate;
• A positive disposition that inspires teams and outsiders.

Strategic Thinking and Innovation 

• Creates a solid strategic direction for PIR to place PIR as a critical value creator and source of best practice within the global organisation.
• Understand and apply sound principles of project cycle management, including monitoring, evaluation and learning.
• They are a significant contributor to the direction in the management team they are a member of.
• Flexible in responding to new demands presented in emergencies.

Decision-Making and Risk Management 

• Can address complex problems in a balanced way;
• Good judgment in decision-making, making the best use of available information;
• Willing to make difficult or unpopular decisions and stand by them.

Influence and Communication 

• Uses the potential of varied cultures to reach solutions;
• Excellent listener who understands and shows sensitivity to the views of others;
• Forms good relationships quickly with a wide range of people, including those in positions of power and who have different views/ interests;
• Represents PIR effectively with senior people in external stakeholder organisations;
• Understands external and internal politics and can navigate these;
• Communicates with clarity and passion in both one-on-one situations and with large groups;
• Effective negotiator in complex situations;
• Assertive without being aggressive.
  
  
  

DESIRABLE 

Self-Awareness and Resilience

• Aware of own strengths, weaknesses and pro-active in using feedback and self- development;
• Aware of impact on others and uses influence to create a positive climate at work;
• Aware of own emotional reactions and able to manage them;
• Manages own workload effectively and manages stress without harm to self or others;
• Positive about change and able to cope well with ambiguity and support others in doing so.

Building Effective Teams and Partnerships 

• Creates a highly motivated team with a unified purpose;
• Modifies own view to get the best outcome for organisation;
• Contributes effectively to other functions/ units and the management team as a whole;
• Able to build partnerships and improve relationships;
• Resolves conflict effectively in own team or across boundaries.

Developing People 

• Continuously uses both 1-1 and team situations to develop others;
• Organises work to give others development opportunities;
• Adapts style to suit the needs of a wide variety of people;
• Deals effectively with mistakes and re-motivates those involved.

PLAN INTERNATIONAL’S VALUES IN PRACTICE

We are open and accountable

We create a climate of trust inside and outside the organisation by being open, honest and transparent. We hold ourselves and others accountable for our decisions and our impact on others while doing what we say we will do.

We strive for lasting impact

We strive to achieve a significant and lasting impact on the lives of children and young people and to secure equality for girls. We challenge ourselves to be bold, courageous, responsive, focused and innovative.

We work well together

We succeed by working effectively with others, inside and outside the organisation, including our sponsors and donors. We actively support our colleagues, helping them to achieve their goals. We come together to create and implement solutions in our teams, across Plan International, with children, girls, young people, communities and our partners.

We are inclusive and empowering

We respect all people, appreciate differences and challenge inequality in our programmes and our workplace. We support children, girls and young people to increase their confidence and to change their own lives. We empower our staff to give their best and develop their potential.

PHYSICAL ENVIRONMENT

[In this section, state “typical office environment”, or conditions such as “must work outside in an extremely hot and humid climate”. Also note if any protective equipment is required.]

Typical Office Environment 

LEVEL OF CONTACT WITH CHILDREN

Mid contact: Occasional interaction with children

Location: COUNTRY OFFICE

Type of Role: Safeguarding Children and Young People (SCYP) and Prevention of Sexual Exploitation and Abuse (PSEA)

Reports to: Country Director

Grade: E

Closing Date: 23 April 2023

Click here for details & Apply

ROLE PURPOSE

Plan International is a rights-based development and humanitarian organisation working for better lives for all children. We are independent of government and have no political or religious affiliation. Our purpose is to strive for a just world that advances children’s rights and equality for girls. We have been building powerful partnerships for children for more than 80 years and are now active in more than 70 countries

Plan International Rwanda Strategy Statement 

Our global strategy focuses on girls, as they are often the most marginalised and left behind. We have committed ourselves to the ambitious target of reaching 100 million girls over five (5) years to ensure they can learn, lead, decide and thrive. This is our contribution to achieving the sustainable development goals and, in particular, the goals of gender equality.

Plan International Rwanda (PIR) is transforming itself to meet this bold and ambitious target. We, therefore, require a proactive, forward-thinking and innovative Business Development Manager (BDM) to provide strategic direction in identifying funding opportunities in line with Plan International Rwanda’s programme priorities, writing successful grant proposals in coordination with programmes colleagues in addition to strengthening our linkages with local donor missions and national offices.

In close collaboration with the CD and the Head of Programmes (HoP), the BDM has a vital responsibility to undertake internal and external representation of Plan International Rwanda funding requirements with critical stakeholders, including RH, GH, and the NOs. The BDM will be a member of the Country Leadership Team (CLT) and provides high-level strategic leadership to the CO, working collaboratively with other CLT members.

The BDM is needed to support the achievement of the CO fundraising targets and expand the funding portfolio while assisting the senior management in developing a robust professional image among

Plan International LOCATION-TITLE-STATUS-CONFIDENTIALITY-LANGUAGE-DATE 

donors so that additional grant funding is acquired to grow and support PIR’s program in Rwanda. This will be achieved by actively seeking and maximising opportunities for additional funding from various sources.

The BDM must be profoundly comfortable leading transformative change and demonstrating a firm commitment to gender equality. You will lead by example to ensure gender equality is evident in everything we do, from staffing, programming and influencing, ways of working and operational excellence. You will work with your team to bring about the right culture in sustaining quality funding by ensuring that PIR has the proper funding mix to achieve our ambition.

MANAGEMENT SCOPE, REPORTING LINES, KEY RELATIONSHIPS

• The BDM is a member of the Country Leadership Team (CLT) and is expected to contribute to Plan International Rwanda’s strategic direction in the country.
• Upon the Country Director’s delegation, the BDM may approve financial obligations, disbursements, and transfers to third parties up to a specified amount.

Direct Reports – Grants Compliance and Partnerships Coordinator. May occasionally supervise consultants and interns.

Key Relationships

Internal

• Country Leadership/Management Team members.
• Global, Regional and Sub-Regional BD networks as relevant.
• Global and Regional functional leads in fundraising.
• Plan Inc. National Organisations and Liaison Offices.
• National Office BD units.

External

• Civil Society/Partner organisations.
• UN Agencies, local donor offices and foreign missions.
  
  
  

ACCOUNTABILITIES

• Fundraising Strategic Planning: Contribute to the strategic development and management of the CO by evaluating the organisational strategic direction and determining agreed-on fundraising objectives. The BDM is the primary custodian of the CO Fundraising Strategy and must ensure it is applied consistently across all programming and influencing strategies.
• Fundraising Quality Management: Contribute to effectively implementing the relevant fundraising policies and guidelines.
• Fundraising Strategic Leadership: Set fundraising direction through prioritisation, decision- making, and monitoring performance and progress towards agreed focus areas and objectives according to the CS.
• Fundraising Agility: Continuously scan the internal, external and donor environment and the emergence of innovations and new ways of working to ensure that PIR’s fundraising approaches are agile enough to respond effectively and deliver impact for girls.
• Fundraising Risk Optimization: ensure that funding-related risks are identified and maintained at an acceptable level.

• Fundraising Performance Management: design and implement effective process capability and maturity assessment frameworks to identify fundraising strengths, weaknesses, and risks and identify continual improvement opportunities.
• Reporting: Design and implement a reporting process that provides quality information related to effectiveness, efficiency, integrity and compliance, and the mapping between programme priorities and donor opportunities. The reports include regular updates on a comprehensive mapping of all donor opportunities (by sector and geography) in Rwanda. The CD and CLT will use such information to support decision making and provide a basis to assess the fundraising performance.
• Liaison with Stakeholders: liaise and communicate with government bodies, donors, NOs, other Plan COs, local and international agencies and other key stakeholders.
• Fundraising Knowledge Management: contribute to institutional learning by thoroughly documenting and sharing fitting practices on fundraising and grants management. Develop a knowledge bank of donor requirements and systems by donor.
• Manage pre-solicitation proposal preparations and bid planning in partnership with programmes, including outreach to potential partners, competitor research and analysis, drafting capacity statements, conducting desk research, and developing overall bid strategy and win themes.
• Work with the communications team to create additional marketing material aimed at different audiences (NOs, institutional donors, corporates, foundations and trusts) to support grant proposals.
• Lead development of live proposals, including oversight of technical and cost proposals, and ensure proper submission of quality, responsive bids. Ensure proposal processes align with BDU standard operating procedures.
• Facilitate key proposal development meetings, including go/no-go meetings, kick-off meetings, design sessions, draft reviews, and after-action review sessions.
• Draft proposal sections, including management, personnel, organizational capacity, and executive summaries. Also oversee the development of technical and cost proposal annexes, such as PPRs, workplans, MERL plans, and others. Ensure that all categories of costs are taken into account at the conceptualization and submission stage of grant preparation.
• In coordination with the CD and Head of Programmes, ensure the development, management, and maintenance of strategic partnerships with local donor missions, including bilateral and multi- laterals. Develop and maintain PIR’s professional and robust image among relevant donors.
• Lead on researching where potential opportunities for grant funding can be found.
• Identify and coach competent staff for grant acquisition and implementation, including coaching and mentoring to support their abilities in different fields.
• Coordinate with the Head of Programmes and HROD manager to strengthen the capacity of staff and partners in building donor relations, generating resources (technical, funding, material) and managing/reporting on grant-funded programs and projects.
• Work with finance and programmes to ensure the effective utilization of grants monitoring systems in terms of projections and forecasting, monitoring expenditure, negotiations with grantors for budget modifications, and completion of project reports.
• Contribute in the recruitment processes of staff for specific proposals as required in collaboration with technical teams and HROD counterparts.
• Work with technical leads and HROD to identify positions, develop job descriptions, and facilitate advertising and sourcing for candidates.

• Provide support in sourcing, shortlisting, and interview process for candidates, including developing interview questions, pre-screening candidates, scheduling, and facilitating proposal team decision-making for each position.
• Draft proposal sections, including key personnel, management, organizational charts, and staffing matrices. Oversee development of key personnel and management annexes.
  
  
  

Child Protection and Gender Equality & Inclusion

• Ensures that Plan International’s global policies for Safeguarding Children and Young People and Gender Equality and Inclusion are fully embedded under the policy’s principles and requirements, including relevant Implementation Standards and Guidelines as applicable to their area of responsibility.
• Includes, but is not limited to, ensuring staff and associates are aware of and understand their responsibilities under these policies, and Plan International’s Code of Conduct (CoC), their relevance to their area of work, and that concerns are reported and managed following the appropriate procedures.

Risk Management

• Ensure systems and processes are in place to identify and manage risks, including developing, updating and reviewing the country risk register in line with the Global Risk Management Policy and the Global Risk Management Toolkit, and ensuring that risks are adequately identified, assessed, mitigated and reported on.

LEADERSHIP COMPETENCIES

• Maximizes our progress by aligning work priorities and resource deployment in own area with Plan International’s broader goals and longer-term direction.
• Leads through influence rather than position and role model our values, accelerating gender equality inside and outside Plan International and addressing resistance. Self-aware and keen to learn, seeking feedback and creating a safe environment for others to challenge self or raise concerns.
• Achieves desired outcomes and finds innovative solutions by using the expertise and creativity of others and adopting a coaching approach with the people they manage or advise.
• Willing and able to make complex decisions, weighing up the available information and assess opportunities and risks.
• Delegates tasks and decisions, trusting and stretching others but ensuring they have the resources and support they need.
• Creates space for reflection and uses external evidence and internal evaluation to identify what and how we need to improve and support others through change.
• Builds positive relationships outside their work area, being willing to compromise own preferences to achieve our broader purpose and longer-term impact.
  
  
  

BUSINESS MANAGEMENT COMPETENCIES AND SKILLS

Purpose, Values and Global Strategy

• Are aware of the values and global strategy and understand why Plan International’s purpose is essential in advancing children’s rights and equality for girls globally. Understands and applies the principles of safeguarding and protecting the vulnerable populations that Plan International works with.
• Can succinctly articulate the purpose, values, and global strategy to a range of audiences. Can explain how Plan International will deliver on its objectives through the theory of change and communicate their team’s implications.

Structure and Governance 

• Aware of the different structural and governing elements, including national organisations, global hub, regional hubs, country offices, liaison offices, members assembly, international board, and the leadership team. Aware of Plan International’s primary funding sources and knows where to find company information.
• Understands the purpose, lines of accountability and decision-making capacity for each structural element of the organisation. Helps their team to know where they sit within the organisational structure.

Context and Culture

• Aware of the processes, institutions and organisations that shape the development and humanitarian context. Understands their local operating environment, demonstrating political, social and cultural awareness.
• Supports their 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.
  
  
  

Managing Risk 

• Regularly undertakes and interprets risk assessments, assigns ownership of risks, and manages oversight.
• Manages risk following the local and global appetites and tolerances.
• Regularly communicates and discusses risk at department, project, and programme levels.
• Escalates critical risks using the correct reporting process.
• Consider the political, economic, social and cultural climate of the local operating environment and the implications for our work.
• Are aware of the local business environment, including financial, employment, and business laws. Seeks input from internal and external professionals with specialist knowledge where necessary.
• Understands the obligations under host country agreements.

• Understand how to manage risk at a team level for each of Plan International’s core standards:

Planning and Budgeting

• 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 optimise working practices.

Managing Resources and Delivery

• Schedules and manages resources aligned to donor and organisational requirements and individual capacity.
• Allocates resources to every work activity, regularly reviewing and adjusting if necessary. Provides team members with the resources and support they require.
• Identifies opportunities and supports team members to innovate and improve working practices continually.
• Monitors delivery and performance against plans. Works with their team to adjust plans and budgets to reflect delivery activities accurately.
• Submits timely and accurate reporting data, using metrics to monitor team performance.

Procurement and Logistics

• Understands the procurement cycle and supply chain, including the importance of good procurement planning.
• Involves the procurement team at the correct stage of the procurement cycle, considering the implications of delays.
• Ensures work and financial activities comply with donor and organisational requirements, considering: waivers, permissions, document management and auditing.

Programme and Project Management 

• Manages projects following the project management and MERL principles.
• Considers and controls implications of adjusting resource allocations.
• Manages partner relationships effectively by anticipating future needs, participates in partner appraisal based on programme and organisational needs, communicates Plan International’s core standards, and undertaking assessments and reviews.
• Manages programmes 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 expenditures
  
  
  

Managing People 

• Identifies current and future personnel needs aligning to the workforce plan. Manages risk by reviewing capability and capacity against future requirements.
• Designs job roles in line with organisational needs, considering the external labour market. Understands the current pay and grading system.
• Manages performance by providing clear objectives, access to developmental tools and opportunities for coaching and mentoring.
• Recognise when individuals and teams are performing well and when they are not at their best.
• Disseminates departmental targets and objectives, clarifying what needs to be achieved and why.
• Holds regular 1:1 coaching and career discussions focused on the needs of the individual, future performance improvement and creating, inspiring and nurturing a culture of learning and development
• Adapts their management style depending on the needs of the individual, team and operating environment.
• Keeps abreast of internal and external changes or developments and supports their team to adapt accordingly

Communication

• Enforces appropriate use of brand throughout all written and verbal communications.
• Cascades knowledge throughout the organisation by sharing key messages, having team meetings and working collaboratively with other teams or departments.
• Encourages two-way channels of communication, facilitating conversations using digital and non-digital methods.

Evidence-Based Management

• 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 understandable and relevant for staff.

Digital Working 

• Identifies digital enablers to improve team performance and working practices.
• Encourages digital behaviours through role modelling, personal development processes and capability building.
• Uses digital and technological tools to support risk management, activities and resources, and people and information.
  
  
  

TECHNICAL COMPETENCIES AND SKILLS

A: UNDERSTANDS ISSUES, PRINCIPLES AND STRATEGIES 

Understands Fundamental Issues and Root Causes

• Theoretical and practical understanding of our Primary Impact Groups’ developmental stages and changing needs from birth to adulthood.
• Theoretical and practical understanding of the issues that adversely affect the rights of our Primary Impact Groups and their social, political or economic root causes and consequences.
• Understand the nature, approaches and roles and responsibilities of actors, institutions and critical movements relevant to our work and the interests of our Primary Impact Groups.

Understands Key Programme and Influence Principles

• Understands the rationale for and practical implications of fundamental programming and influencing principles, including being rights-based, stimulating gender transformative change, using participatory approaches, working in partnership and being evidence-based.
• Theoretical and practical understanding of how to strengthen and mobilise civil society

Understands a Range of Strategies and Approaches

• Understands different approaches to developing programme/project logic and measuring results and outcomes; and their benefits and implications.
• Studies and understands broad trends in programming and influence, including their application to behaviour and social norm change.
• Detailed understanding of the design and implementation of a range of compelling programming and influencing strategies, approaches and practices for improving outcomes for our Primary Impact Groups, applied by Plan International and other organisations across countries at different levels in the system.

B. BUILDS CAPABILITY 

Coaches Colleagues and Partners

• Coaches colleagues and partners as part of daily work by explaining fundamental concepts, standards and resources; and working alongside others to apply effective evidence-based practice.

Develops Organisational Capability 

• Shares knowledge and learning from both theory and practice by facilitating and contributing to internal and external networks and communities of practice.
• Takes responsibility for increasing the capability of colleagues and partners, working with colleagues in HR (including OD and L&D) to assess needs, focus technical development

efforts and deploy a range of learning methods and resources, including practical tools and guidelines.

C. ADAPTS WORK TO CONTEXT 

Adapts Work to Geographical Scope and Relevant Context

• Focuses work appropriately to its geographical scope, whether local (community), country, region (or more than one country), or global.
• Rapidly assesses and responds to the economic, social, political and physical context, how this affects our Primary Impact Groups and Plan International’s potential role, possible approaches and opportunities for impact.
• Understand the processes, institutions and organisations that shape the development and humanitarian context and standards in the relevant geography.
• Identifies and works effectively with relevant colleagues in Plan International and varied actors in external institutions. Those working on global policies and positions include understanding how policies will be applied at the country level.
  
  
  

Adapts To Changes in The Fragility Of Settings 

• Adapts methods and approaches according to the relative stability or fragility of the work setting.
• Adapts methods and approaches to coherently address varying levels of vulnerability of our Primary Impact Group before, during and after a crisis.

TECHNICAL EXPERTISE, SKILLS AND KNOWLEDGE

Business Management Skills

• Critical thinking, attention to detail, analysis of evidence, problem-solving
• Strategic thinking and decision making.
• Planning, organising and project management (time management, forecasting, prioritising, delegating and instructing).
• Procurement/logistics.
• Negotiation and influence.
• Relationship and partnership management.
• Financial and resource management (budgeting, forecasting, reporting).
• People management, including assessment, feedback and coaching.
• Evidence-based management (gathering, analysing and using data in decision-making).
• Communication.
• Digital skills.
• Change management.

Knowledge

• Demonstrable knowledge as a result of education, training or practical experience on the critical debates in development, particularly around child rights;
• Practical knowledge of operations support for development;

• Demonstrable knowledge of financial, administrative and business management;
• Strong knowledge of Microsoft Office Suite (Word, Excel, PowerPoint), e-mail and the internet;
• Fluency in Kinyarwanda and strong working knowledge of English, spoken and written;
• Knowledge of Rwanda, the geopolitical factors affecting child poverty in the country, as well as the political, social and economic opportunities for development are an advantage

Leadership Skills and Behaviours Demonstrated from Experience 

• Striving for high performance:
• Achieves clarity and accountability among the whole team of their individual and collective objectives;
• Organises work clearly and effectively within the team;
• Deals with poor performers by either improving their contribution or managing their exit, if appropriate;
• A positive disposition that inspires teams and outsiders.

Strategic Thinking and Innovation 

• Creates a solid strategic direction for PIR to place PIR as a critical value creator and source of best practices within the global organisation.
• Understand and apply sound principles of project cycle management, including monitoring, evaluation and learning.
• A significant contributor to the management team’s direction of which they are a member.
• Flexible in responding to new demands presented in emergencies.

Decision Making and Risk Management 

• Can address complex problems in a balanced way;
• Good judgment in decision-making, making the best use of available information;
• Willing to make difficult or unpopular decisions and stand by them.
  
  
  

Influence and Communication 

• Uses the potential of varied cultures to reach solutions;
• Excellent listener who understands and shows sensitivity to the views of others;
• Forms good relationships quickly with a wide range of people, including those in positions of power and who have different views/ interests;
• Represents PIR effectively with senior people in external stakeholder organisations;
• Understands external and internal politics and can navigate these;
• Communicates with clarity and passion in both one-on-one situations and with large groups;
• Effective negotiator in complex situations;
• Assertive without being aggressive.

DESIRABLE

Self-Awareness and Resilience

• Aware of own strengths and weaknesses and proactive in using feedback and self- development;
• Aware of impact on others and uses influence to create a positive climate at work;
• Aware of own emotional reactions and able to manage them;
• Manages own workload effectively and manages stress without harm to self or others;
• Positive about change and able to cope well with ambiguity and support others.

Building Effective Teams and Partnerships 

• Creates a highly motivated team with a unified purpose;
• Modifies own view to get the best outcome for the organisation;
• Contributes effectively to other functions/ units and the management team as a whole;
• Able to build partnerships and improve relationships;
• Resolves conflict effectively in own team or across boundaries.

Developing People 

• Continuously uses both 1-1 and team situations to develop others;
• Organises work to give others development opportunities;
• Adapts style to suit the needs of a wide variety of people;
• Deals effectively with mistakes and re-motivates those involved.

PLAN INTERNATIONAL’S VALUES IN PRACTICE

We are open and accountable

We create a climate of trust inside and outside the organisation by being open, honest and transparent. We hold ourselves and others accountable for our decisions and our impact on others while doing what we say we will do.

We strive for lasting impact

We strive to achieve a significant and lasting impact on the lives of children and young people and to secure equality for girls. We challenge ourselves to be bold, courageous, responsive, focused and innovative.

We work well together

We succeed by working effectively with others, inside and outside the organisation, including our sponsors and donors. We actively support our colleagues, helping them to achieve their goals. We come together to create and implement solutions in our teams, across Plan International, with children, girls, young people, communities and our partners.

We are inclusive and empowering

We respect all people, appreciate differences and challenge inequality in our programmes and workplace. We support children, girls and young people to increase their confidence and change their own lives. We empower our staff to give their best and develop their potential.

PHYSICAL ENVIRONMENT

[In this section, state “typical office environment”, or conditions such as “must work outside in an extremely hot and humid climate”. Also note if any protective equipment is required.]

Typical Office Environment

LEVEL OF CONTACT WITH CHILDREN

Mid contact: Occasional interaction with children

Location: Country office

Reports to: country Director

Grade: E

Closing Date: 23^rd April 2023

Click here for details & Apply

Click here for details & Apply