Required Profile:

Education, experience, knowledge and talents

Level of education/experience

• Master's degree or equivalent development science, economics, agronomy, engineering
• Minimum 5 years of work in leading or providing technical support to economic empowerment initiatives like microfinance, business start-up, business incubators.
• Significant working experience within development and/or humanitarian sector.
• Proven track record in project design and grants acquisition.

Knowledge/Expertise

• Solid technical expertise in the field of youth (self-)employment, livelihood, vocational training, cash transfer programming, VSLA, business development and value chain analysis.
• Passionate about gender inequalities and girls empowerment.
• Good knowledge of climate change resilience, adaptation and mitigation.
• Significant experience in project planning, design, implementation, monitoring and evaluation. 
• Well-developed conceptual, critical and analytical thinking with the ability to convey complex information in a simple and interesting way.
• Experience in designing and delivering trainings on climate change, resilience and environmental sustainability with a variety of audiences. 
• Excellent negotiation and representation skills and the ability to work comfortably with an ethnically diverse staff in a very sensitive environment.
• Ability to effectively advocate for, lobby and present issues at internal and external fora. 
• Demonstrated ability to produce clear, concise reports, concept notes and other documentation. 
• Excellent coordination, planning and organizational skills with the ability to manage complex tasks within agreed deadlines.
• Language skills: Bilingual EN + FR and/or NL. Proficient in SP is an asset.

Personal profile and skills

Core competencies

• To know the rights of the child, the rights of girls and the theme of "gender equality".
• Achieving objectives
• Work in a team, also transversal
• Get involved in the organisation
• Demonstrate a digital mindset
• Behave according to the basic values of Plan International Belgium

Competencies related to the function

• Innovate
• Organise
• Motivate employees
• Establish relationships

For legal reasons, candidates must be registered in Belgium and be authorised to work in Belgium.

 

Plan International Belgium Recruits a Youth Economic Empowerment Specialist (F/m/x)

Fixed term contract of 1 year, with possibility to extend

Plan International Belgium

For more than 35 years, Plan International Belgium is working towards a world that is fair and safe for all children. All children are entitled to education and opportunities. This begins with equal opportunities for girls and boys. Girls are still too often disadvantaged and discriminated against, sometimes even threatened and abused.

Plan International Belgium is part of an ambitious international federation with projects in almost 80 countries (including Belgium). With our projects, we generate impact, via policy advocacy, awareness-raising and projects with and for children and young people.

Plan International Belgium is a strongly growing organisation. During the last 5 years, our income has increased from 14 million to 20 million and we have grown from 40 to about 60 highly motivated colleagues.

To translate Plan International Belgium's bold ambitions even more strongly into a better future for children and young people, we are looking for an experienced Youth Economic Empowerment Specialist with strong interest in gender equality, girl’s rights, green solutions and climate change adaptation, to strengthen our International Programmes Department.

Objective of the function:

The Youth Economic Empowerment Specialist (YEE Specialist) is responsible for the design of projects that provide green, sustainable, decent and quality economic opportunities for youth, with a strong focus on young women’s economic empowerment.

The YEE Specialist designs and provides technical guidance to projects and programmes, with the objective to support the set-up and implementation of a portfolio of youth empowerment programmes.

The YEE Specialist contributes also actively to Plan International (Belgium)’s positioning as key stakeholder regarding gender-transformative youth economic empowerment programming, young women’s employment, green solutions, climate-change adaptation.

The Yee Specialist is in charge of grant management related to the programmes and projects he/she is involved in.

Main Result Areas Of the function:

Programme development:

• Identify and analyze business development opportunities focusing on youth employment, with a strong focus on young women’s opportunities, green solutions, sustainable jobs, decent work.
• Design gender-transformative projects that promote youth economic empowerment, young women’s employment, while fostering gender equality and promoting sustainable solutions.

In this scope, the YEE Specialist works as part of a team for programme design, supports our Plan international Country Offices in mobilizing resources, planning and engaging with donors in the fields of youth employment.

Technical Support & Capacity Development:

• Provide technical expertise and guidance for project planning, monitoring and evaluation on youth economic empowerment and livelihood in gender transformative programming, with a strong attention to green solutions, sustainable jobs, decent work.
• Develop capacity-building plans, training packages and toolkits, and provide training, coaching and mentorship on gender equality linked to youth economic empowerment to programme staff and partners. 
• Provide technical support to research and impact studies that contribute to evidence-based and evidence generating programming.
• Document and facilitate consistent learning and sharing of good practices among staff and partners.

Coordination and Influencing:

• Contribute to Plan International’s global work on youth economic empowerment (SOYEE network), gender-transformative youth economic empowerment programming, green solutions, climate-change adaptation. Pre-position Plan International Belgium as a key stakeholder regarding youth economic empowerment, young women’s employment.
• Initiate, build and maintain meaningful relationships with key donors, relevant global networks (UN, international and national NGOs), key stakeholders in the field of youth employment & empowerment, climate-change oriented solutions (e.g. academic partners, specialized NGOs, private sector actors), Plan International Global Hub, other national organizations and country offices where Plan International is present

• Lead the design, writing and socialization of Plan Belgium’s learning outputs in the field of gender-transformative youth economic empowerment.
• Provide content to allow a detailed communication towards different stakeholders and present the project and the way of working towards an audience of sponsors.

Grant management:

• In charge of grant management through participation in project planning, regular communication with country teams, financial monitoring, country visits, and reviewing reports and evaluations of specified projects.  

What do we offer you?

• A fascinating working environment within both a Belgian and an international context at a prominent international NGO
• The chance to make a difference for children and young people in our partner countries and in Belgium
• Space for personal professional development, together with competent, passionate and socially committed colleagues
• A fixed term contract of 1 year, with possibility to extend
• A competitive remuneration within the Belgian NGO sector with extra-legal benefits (group insurance, hospitalisation insurance, meal vouchers, free public transport between home and work)

Plan International Belgium is located in the heart of Brussels, right next to the Brussels-Central railway station. We partly work by telework. This position is based in Belgium.

Interested?

Then we would like to hear from you! Please send your CV and cover letter to job@planinternational.be with reference "YEE Specialist", before 30 August 2021.

As part of our Child Protection & Safeguarding policy, we ask each employee to provide a criminal record extract (Belgian ‘model 2’)

• University degree in social and human sciences
• 1-year MSF field experience is a great asset
• At least 2 years professional experience in HR management in an international organisation is an asset
• Strong listening and interpersonal skills
• Coaching attitude and skills. If not present yet, willing to invest in acquiring them.
• Team management experience is an asset.
• Good analytical and synthesis skills
• Able to work as part of a team and cross functionally
• Thorough knowledge of French and good communication skills in English.

Médecins Sans Frontières (MSF) is an international humanitarian aid organization that provides assistance in more than 60 countries to populations in distress, to victims of natural or manmade disasters and to victims of armed conflicts, without discrimination and irrespective of origin, religion, creed or political affiliation.

CONTEXT

The Development Advisor (DA) plays a pivotal role in the employee’s sense of belonging to MSF and MSF’s need to build a healthy HR pyramid that fulfils the organization’s needs of today and tomorrow.

Therefore, the DA is the employee’s partner to support and plan his/her growth as a professional and an individual. This means that the DA will help him/her:

• To clarify long term ambitions and professional goals.
• To identify strengths, improvement areas and identify current development opportunities.
• To identify the right means of development, formalized in an individual development plan that is in line with MSF’s L&D vision (incl. learning model 70-20-10). To implement his/her development plan by taking concrete action where needed.
• To gain insight into and align with MSF’s organizational needs of today and tomorrow.
• To start a mission/job fully informed.
• To be compliant to MSF’s internal regulations.

The Development Advisor is also pivotal in MSF’s need to have the right person with the right competence in the right place at the right time, by:

• Aligning individual development (plans) to the needs of the organisation of today and tomorrow.
• Suggesting missions/jobs to candidates and candidates for missions/jobs to pool managers that will lead to a likely success for OCB and the employee.
• Gathering and sharing information on employee’s potential and performance that will allow to identify the appropriate individual development strategy.
• Making or facilitating efficient and fair decisions on means of development. For this Development Advisors will have a common approach (criteria and tools) to differentiate development investment. 
• Registering and continuously updating all information on the employee that:
  • Helps to analyze the current population (“offer”)
  • Facilitates the matching process and finding other development opportunities.
  • Respects the employee’s privacy.

RESPONSIBILITIES

Facilitating individual and organizational development

The DA is the reference point for all international staff to discuss their professional development within MSF and their professional growth in general.

In general, and throughout the employee’s career the DA will:

• Encourage the employee to reflect on ambitions on a longer term (also after MSF), motivation and commitment, strengths and improvement areas and to translate this in short- and long-term career and development actions that create a win-win for the employee and the organisation. The individual development plan serves as a guide for the employee and a formalization that is shared with CDM and PM. (see DA toolbox - content to be developed).
• Hold development conversations (see DA toolbox - content to be developed) with the employee to discuss, understand and enrich the development plan. The added value of the DA will be in the:
  • Coaching of the employee, i.e. provoking in depth reflection but also giving feedback on how the organisation perceives the employee’s performance and potential.
  • Guidance in the means of development that MSF can offer. Apart from the support by the DA, the means of development are based on the MSF Development Strategy and more particular the 70-20-10 learning model that are summarized in the DA toolbox (content to be developed).
  • Establishment of concrete individual plans that creates a win-win between the employee’s and the organisation’s ambitions.
• Maintain regular contact with field workers before, during and after missions. Although concerns on missions are addressed via line management and other channels, the DA is a person of trust to discuss issues during the course of engagement with MSF.

The DA will contribute to the building of the HR pyramid of MSF (pool and/or leadership pyramid) by:

• Giving input to the organisation on the employee’s future potential (e.g. ambition, commitment to MSF) in order to give MSF insight in its current population and to identify the areas where action is needed in order to fulfill future needs.
• Helping the employee to draw up a development plan that integrates the employee’s profile (incl. performance and potential) and takes into account development tools the employee into his/her plans. As formulated in the DA toolbox content to be developed).
• Having regular contact with the pool manager who will give update on current and future needs of the pool.
• The DA is involved once a year by the pool manager in the analysis of the pool and the development of an action plan to make sure MSF’s future needs will be fulfilled.

In order to make this work, the DA ensures that employee career data (e.g. availability dates, individual development plan, evaluations, debriefing notes, etc) are registered and up to date in order to allow HR colleagues to use these data efficiently.

Also, in case a training, coaching, etc is agreed with the candidate and line management, the CA makes sure that the proper enrollment procedures is initiated.

MATCHING

• The DA ensures maximum number of placements (as set in pre-defined targets, whilst retaining professionalism and quality, for experienced as well as first mission candidates.
  • For DA’s in Brussels matching targets concern mainly for OCB.
  • For DA’s in Partner Sections matching targets concern mainly OCB but also other OC’s.
• The DA ensures the update of the availability of the candidates in his/her pool in the relevant IT systems in order to give candidates all possible chances to be traced by pool managers.
• Throughout the employee’s career, the DA facilitates the process of finding a new mission or job in line with his/her development plan and the organisational needs in the short and long run. Jobs or missions can be in Missions, HQ or OC and can be found in HR.Net and the “Tour du Monde”.
• The DA checks if a candidate may match job/mission requirements before discussing potential matches with a candidate or a pool manager. The DA proposes a candidate to the relevant pool manager in the OC.
• This pre-matching is relevant in order to avoid unnecessary inefficiencies for all stakeholders. DA defends the candidatures with the support of the Recruitment Report/Profile Sheet/Individual Development Plan while ensuring the availability of the people presented.
• The DA is the primary contact for the candidate during the matching process.
  • The DA discusses a potential mission/job with the candidate and makes sure the candidate has all available information on the mission/job in order to allow the candidate to decide whether or not to apply for/accept the mission.
  • In case of emergency or absence of the DA (when else? -  to be specified in the matching process) the pool manager can contact the candidate directly to propose a new mission.
  • The DA also makes sure that the candidate gets proper feedback in case the candidate is refused.

FACILITATING MISSIONS

Once the pool manager has made a proposal of a mission to the candidate and the candidate has accepted the mission/job, the DA makes sure the employee starts the mission/job in an efficient way, compliant to legal and MSF’s regulations and procedures. Also, the DA is accountable for MSF’s duty of care at departure, during and after the mission/job.

AT DEPARTURE

• The DA shares all possible information on the mission/job that the employee needs to start with the right expectations.
• The DA makes sure that the employee departs in full compliance with the MSF’s policies (e.g. health, duty of care, to check) and legal requirements (e.g. linked to the country of origin and/or the destination country)
• Prepares briefings and de-briefings in liaison with HR Administration Officer.
• Briefing notes are made available to the organisation (e.g. pool managers) through the relevant HR IT systems
• Has prepared the concrete actions to undertake during the mission, fitting with the longer-term personal/professional development plan

DURING MISSION

• At least once during the mission the DA has a personal contact (mail, skype, phone, etc) to follow-up evolution.

AT RETURN

• Debriefs expatriates returning from a mission, highlighting the skills acquired and those needing improvement, offering advice for future progress.
• Receives and processes end-of-mission evaluations
• Ensure the PM is informed of the main points of the debriefing and they are registered in the appropriate database

HUMANITARIAN SURGERY in AUSTERE ENVIRONMENT

• Attend meeting linked to this training.
• Liaise with UCL and MSF Medical Academy.
• Facilitate the training and the booking of MSF meeting rooms (including EBC).
• Identifying candidates for future training.

GAS HR MARKETTING

• Upon request from PM and according to operational needs, liaise with recruitment and Communication to update the website our to launch GAS recruitment campaigns internationally (including all PS from all OCs).

CONDITIONS

• Expected starting date:01/09/21
• Contract type: CDD 10 months (60% to 80%)
• Location: based in Brussels
• Salary according to MSF-OCB HQ grid – Hospital Insurance (DKV) – Pension Plan – 100% reimbursement for public transportation costs
• Adhere to the MSF principles and to our managerial values: Respect, Transparency, Integrity, Accountability, Trust and Empowerment
• Adhere to the MSF Behavioral Commitments

Deadline for applications: 17/08/2021

How to apply?

Please, send your CV and cover letter to recruit-hq-hr@brussels.msf.org and mention “DA” in the subject of your email.

Only shortlisted candidates will be contacted.

MSF values diversity and is committed to create an inclusive working environment. We welcome applications from all qualified candidates regardless of disability, gender identity, marital or civil partnership status, race, color or ethnic and national origins, religion or belief, or sexual orientation.

The protection of your personal data is important to MSF. By submitting your application, you consent to MSF using your personal data. For more information, consult our privacy notice to job applicants.

traducteur.ice diplômé.e

Vous êtes traducteur.ice diplômé.e et avez un peu de temps pour faire des traductions occasionnelles,à domicile,vers votre langue maternelle ?

Nous cherchons des traducteur.ice.s de et vers le néerlandais, l'espagnol, le portugais, l'anglais (toute autre langue est bienvenue).

Intéressé.e ? Envoyez votre CV et lettre de motivation à anne.lepori.caillon@brussels.msf.org

• Diplôme d’enseignement supérieur.
• Minimum 2 ans d'expérience pertinente dans le secteur de la coopération au développement.
• Bonne connaissance en gestion de Projet et suivi et évaluation.
• Très bonne connaissance du français et du néerlandais.
• Bonne connaissance de Microsoft Office, niveau avancé d’Excel est un plus.
• Sens de responsabilité.
• Capacités rédactionnelles.
• Excellentes compétences de communication écrite et orale.
• Sociabilité et esprit d’équipe

VIA Don Bosco est une ONG active dans le domaine de l’éducation. Nous soutenons en Afrique et en Amérique Latine des centres de formation et des initiatives d’emploi qui donnent aux jeunes défavorisés des compétences professionnelles et sociales en les accompagnants sur le marché de travail. Notre travail au niveau de l’éducation au développement consiste à établir des ponts entre la Belgique et notre réseau de partenaires au Sud. Nous participons ainsi à l’éducation de jeunes afin qu’ils deviennent des citoyens du monde.

VIA Don Bosco est à la recherche d’un(e) responsable de programme coopération internationale mi-temps (octobre 2021 – mars 2022) pour renforcer son équipe.

Fonction

Comme responsable de programme, vous faites partie de l’équipe Coopération Internationale de VIA Don Bosco. Les responsabilités principales du service Coopération Internationale sont : 1) planifier, suivre et justifier des programmes/projets subsidiés ; 2) soutenir nos partenaires en Afrique, Amérique Latine et Haïti, dans le processus de renforcement de leurs capacités ; 3) contribuer activement à la communication et collecte de fonds à partir de notre expérience et contacts avec le Sud.

Comme responsable de programmes vous vous investissez de manière qualitative dans votre travail de gestion. Vous participez à la réalisation et au bon fonctionnement du programme en accompagnant les partenaires locaux dans le bon déroulement de leurs programmes et particulièrement la rédaction du rapport final du programme 17-21.

Vos tâches principales :

Gestion de programme :

• Accompagner les partenaires locaux dans l’exécution du programme et les défis de celle-ci.
• Gestion administrative et suivi du contenu : budgets, activités, indicateurs et résultats.
• Analyse critique et faire des rapports de l’évolution des résultats du programme.
• Planifier et accompagner le lancement des nouveaux programmes (incl. la mise en forme des budgets).
• Assurer le partage des connaissances et la meilleure collaboration  avec les collègues du département de  coopération internationale.

 

Renforcement des capacités des partenaires :

• Développer en équipe une stratégie de renforcement des capacités pour les organisations partenaires.
• Faciliter des ateliers, rencontres et formations  (probablement à distance).

 

Eventuellement visites de terrain (à vérifier selon la situation sanitaire) :

• Pour l’accompagnement, le suivi et l’adaptation des programmes en cours.
• Pour le renforcement des capacités des organisations partenaires.
• Pour la formulation des nouveaux programmes.

 

Rédaction des dossiers techniques de qualité pour les donateurs.

Apporter des histoires, témoignages, images pour le service de communication.

 

Vos autres tâches :

• Travail de rédaction.
• Participer à l’éducation à la citoyenneté mondiale en Belgique.
• Études et recherche.
• Entretien de contacts avec d’autres associations, réseaux et plateformes.

Nous offrons :

• Un travail passionnant et varié dans une organisation internationale dynamique.
• Des possibilités de mettre en œuvre de nouvelles idées.
• Un contrat à mi-temps à durée déterminée (octobre 2021 – mars 2022).
• Un salaire en fonction des barèmes pratiqués par VIA Don Bosco pour cette fonction.
• 13e mois, intervention dans les frais de déplacement.

Intéressé(e) ?

Envoyez-nous votre CV et lettre de motivation avant le 18 août 2021 par courrier à hrm@viadonbosco.org Les entretiens auront lieu le 24 août 2021. Nous faisons de notre mieux pour répondre à chaque candidature, mais malheureusement il nous manque parfois de temps pour le faire. Si vous n'avez pas eu de nouvelles de VIA Don Bosco le 27 août 2021, vous pouvez supposer que le poste vacant a été pourvu.