Addis Ababa, Addis Ababa
Fortune Engineering PLC

, Addis Ababa
Embassy of the Republic of Poland
The Embassy of the Republic of Poland invites applicants for a post of a local Expert.Duties and responsibilities in the following areas:Development Daily contacts with authorities referring to the development cooperation activities of the EmbassyCooperation with Ethiopian nongovernmental organizationsAnalyses of applications for funds and reports summarizing the projects financed by the Embassy Economics Matching Ethiopian and Polish companies in terms of their potential cooperationAnalysis regarding government incentives, tenders, activities of foreign companies and governments, participation in trade fairsContacting the Ethiopian authorities and facilitating the entry of the Polish companies to the local market in terms of administrative requirements and procedures (permits, customs, as well as legal, duty tax and financial issues) Legal advice and consultation Legal advice on labour law, including drafting and negotiation of employment contractsPreparation of legal letters and notice Promotion, press and media Analyses of local newspapersPreparation of the synthetic written materials in EnglishEngagement in preparations of cultural events organized by the EmbassySecretariat and AdministrationSubstituting secretary during her absence;Provide local supplies according to given instructions;Clear incoming and outgoing shipments of the Embassy's goods/parcels from customs and post office;Book plane tickets and hotel reservations for the Embassy's staff and guests (in cooperation with the Embassy's secretary);Facilitate all necessary diplomatic protocol procedures for Embassy's staff and guests (i.e. visa. Diplomatic ID, local driving license, etc.);Deal with public administration authorities and companies concerning Embassy's daily functions, oversee timely payments of permanent bills and intervene in case of any service shortage;Control the maintenance of the Embassy's equipment and administrative services, i.e. fax & telephone lines, internet, generator, copy machine, etc. oversee local firms' employees while servicing or repairing Embassy's equipment's;Coordinate and oversee the necessary Embassy's vehicle inspections, registration, maintenance and repairs in order to keep vehicle fleet in a good working condition;Control local personnel (security guards and gardeners) in terms of quality of work performed and daily attendance; prepare work schedule for day and night security guards shift and follow up;Provide assistance in organizing official Embassy's reception;Provide driving services for the Embassy's employees and guests on their official trips in the emergency situations as a backup for the Embassy's driver;Perform other administrative duties on the superiors' request.Duration of Contract: permanent

Addis Ababa, with frequent travel to the field.,
Médecins Sans Frontières-Holland
Main Purpose In Collaboration with the HR Coordinator, define, adapt, plan and supervise the implementation of human resources policies in the Mission, ensuring they are in line with the context, the operational challenges and the strategic HR.Is responsible of ensuring that MSF is a Responsible employer in the mission, supports proper management of HR across the board and assumes full responsibility of all Administrative and legal issues in the Mission. Responsible for improving management of human resources and contribute to the professional growth of MSF employees in the mission. Replaces the HR Coordinator in his/her absence Accountabilities The HR Coordinator can delegate ad hoc any responsibility to the Deputy HR Coordinator. Among others, the Deputy HR Coordinator should: Participate in the Human Resource planning, implementation and monitoring in the mission to properly achieve the mission’s objectives and respond to needs that may arise, particularly:Participate in the definition of job profiles, and the mission set-up in terms of HR needsParticipating in the project opening and closing and its timeframe from HR perspective.Provide support to field teams in order to guarantee good performance and management.Provide support to field coordinators, field Administration Managers and other supervisors in all HR related issues, provide technical support ensuring they understand and apply HR management policies and tools. Provide support in the legal, administrative HR management of the mission, for both national and international staff , on issues related to Labour law, contracts, salaries, social security, labor relations, health insurance systems,  etcCheck together with HRCo the living standards of international, regional, delocalized staff and help monitoring international staff’s movements (visas, tickets, etc)Participate in the selection and recruitment processes, as well as in the induction programmes welcome briefings/sessions in order to recruit and prepare the most suitable candidates for the missionParticipate in the identification of staff development, training needs / potential to promote the professional growth of people within the organization. Report to the HRCo on the implementation of HR policies in the field as well as of any incidents / problems that may arise and make proposals to improve HR management in the field.Support HRCo in the overall administration of the Mission. Represent MSF in meetings with Authorities and other NGOs for issues related to HR and Administration, at the request of the HRCo.Support HRCo in all reporting tools under his/her responsibilityTalent Acquisition Support HRMCO drawing strategy in identifying the HR need, sources talents and innovative ways of Recruiting and retention strategies aligning the MSF HR need with the external competitive market. Performance Management Ensure performance management processes are designed and executed to align and maximize our people’s performance with the goals of the organization, department and individual objective setting. Support projects and personnel administration manager in promoting performance management system in the mission, compiling the 0result, improvement plan, learning and development needs out of the performance process.Support in designing a system apart from the Homer tracking system to follow and track performance management and do analysis and interpretation of the result of the performance tracking learning and development   Along with the learning and development manager make sure training and development linked to the need assessment made. Policy and procedure: Make sure policy and procedures are in place, well interpreted, and referred when necessary when it comes to the HR guideline, internal regulation of MSF as well as the different local laws. HR leadership Role   Support the fin /Admin manager to be in the level of managing staffs and delegating tasks with responsibly and proper follow-up to his team and help him/her to play more of the leadership role than focusing only in a day to day activates.Support the Fin/HR in setting a goal to be more proactive and be a strategic partner to the management and have an advisory role in HR aspects in the project. Expat movement management: Together with HR Manager (expat managment) Dep HRMCO will be responsible for expat movement management in the mission.This position also expected to be a back up to replace and support the HR Manager (expat managment) role specially related to expat movement management.Responsible to follow-up end of mission of expats in the mission plan replacement 4-5 months ahead ,coordinate with project coordinator and department heads to updated JDs and follow-up Job posting with the respective pool managers in HQ.Make sure and verify expat related reports done by HR the manager and send to HR and HRMCO as per the schedule.Manager expat movement tracking in collaboration with the HR manager and share updated report to all coordinators every week.Responsible for HR briefing of new expats coming to the mission. Field support and capacity building:This role meant to be more of project support and follow-up and expected to travel more that 50 %. Expected to follow-up the performance of the field HR staffs along with HRMCO and project coordinator and draw possible capacity building stratgey to support and improve project HR staffs. Work together with also the HR manager flying to identify project challenges and change reports for better support and follow-up to the project.Project Support: shall to flexible to visit project location to support HR department in project in very short notice. This Position requires 50% of the time for project visit.

west Guji and west Hararge, Oromia
Plan International Ethiopia
Rapid/detailed assessment of Infant and Young Child feeding practices in mothers/care givers at existing health facilities (HC & HP). Conduct Simple Rapid Assessment (SRA) of all mothers with children under 24 months that attend the OTP/TSFP program through the existing health facilities at Kebele level.Conduct detailed assessment of child feeding practices in women that require additional support or reveal difficulties.Complete and maintain individual breastfeeding beneficiary report cards.Perform close monitoring of all beneficiaries, including follow up checks with community mobilisers (HDAs) and summaries of total number of mothers attended to.Maintain clear communication with all other CMAM program staff regarding the status of beneficiaries, including OTP nurse, measures. Provide tailored one to one counseling sessions, based on initial assessments, offering practical advice and education to mothers on the key issues of Infant and Young child feeding practices.Ensure all mothers/care givers are aware of the importance of exclusive breastfeeding for the initial 6 months.Discourage and educate mothers on the dangers of feeding bottles through creating strong awareness in the communityProvide mothers with practical advice on correct attachment and positioning when breastfeeding, timely introduction of complementary foods and respond to any concerns or local taboos associated with IYCF.Ensure a comfortable, calm environment for counseling sessions and maintain good relationships with the beneficiaries.Establishing of IYCF integration within all CMAM components.