Finance and HR Coordinator - Ethiopia - M/F

--ALIMA Ethiopie--


        At the end of March 2022, ALIMA visited Ethiopia for the first time to develop official contacts and gather enough information to set up an ALIMA mission in the country.

        At the end of May 2022, ALIMA conducted an exploratory mission in the Afder zone in order to better understand the context, and to assess the health and nutrition needs, to identify the need for a humanitarian intervention. Three woredas were targeted: Hargele, Barey and Elkare. The selection was based on; the latest national hotspot classification (all three are priority one), several health indicators shared by the Regional Health Bureau (RHB), recent data from the regional nutrition cluster showing rising acute malnutrition levels, the Famine Early Warning Systems Network forecasts on food security (all three would be IPC level 4 - Emergency phase), displacement data (IOM), and last but not least the low presence of other actors and partners.

        As a reminder, after four consecutive failed rainy seasons over the past two years, communities in parts of southeastern Ethiopia, including the Somali region, have been severely affected by a prolonged drought. In general, in Ethiopia and the rest of the Horn of Africa, climate change is leading to an increase in the frequency, magnitude, and impact of extreme weather events, including droughts. Prior to 1999, little or no rainfall occurred once every five to six years. However, in subsequent years, insufficient precipitation was reported every two to three years. This resulted in significant economic losses, mainly due to the effect on agricultural productivity. In the Somali Region, the population is highly dependent on natural resource-based livelihoods and is very vulnerable to drought. The combination of poor harvests, inflation, and rising prices on international markets has led to an increase in the price of stable foodstuffs, reducing the purchasing power of households and further fueling the crisis. In addition, the effects of the war in Ukraine on energy prices and global food systems threaten to worsen food security in Ethiopia.

        With drought destroying crops and decimating livestock, the livelihoods of millions of agro-pastoralists and pastoralists are at risk in the Somali region. More than one million livestock have already died and 3.3 million people in the region, or 59 percent of the population, are in need of food assistance (WFP). Due to poor animal health and low demand, livestock prices have dropped significantly. With livestock playing a crucial role for the population, particularly as a source of livelihoods and nutrition, the drought is exacerbating the food security crisis and worsening malnutrition, with escalating levels of acute malnutrition reported. In the first quarter of 2022, the number of new cases of severe acute malnutrition (SAM) increased by 37% compared to the same period last year (Nutrition Cluster). Prior to this drought, the Somali Region was documented to have the highest percentage of children under five years old suffering from wasting in Ethiopia (21% according to EDHS 2019), and very high infant and neonatal mortality rates. Given that half of all child deaths have malnutrition as an underlying factor (Maternal and Child Nutrition, Lancer 2013), there is growing concern about child mortality. The shortage of water for domestic use and sanitation activities has also exposed the population to water-related diseases. At the same time, more than 183,000 people in the region have migrated in search of water, pasture, or aid, not including the internally displaced persons (IDPs) who are also affected. This has increased the risk of communicable disease transmission, while in the region only 18.2% of children had received all basic vaccines and 48.8% of children had not received any vaccines (EMDHS 2019). The risk is particularly high among children whose immunity has been weakened by malnutrition. The increase in the number of people displaced by the drought also raises the question of their access to basic services, including health care.

        The main data collected during this assessment conducted by ALIMA are as follows :

        A significantly higher number of severely malnourished children in the Elkare woreda. The SMART survey and recent screenings in the woredas revealed critical levels of global acute malnutrition (GAM). As a result, there is a high demand for prevention and treatment of acute malnutrition, and nutrition services in health facilities and at the community level are not sufficient to meet the need.

        Many people have been displaced due to the drought, mainly from other kebeles in the area, in addition to other IDPs who have remained for long periods in collective sites. IDPs are very vulnerable as they have lost their livelihoods and receive very limited support, mainly from the government (limited food and NFI distribution, WASH, poor shelter...). The increase in the number of new IDPs, particularly in Elkare, makes it difficult to provide health and nutrition services through fixed health facilities. There is also a lack of a mental health program. The WASH situation in the collective sites is critical.

        Sexual and reproductive health (SRH) is a concern, with limited services at the health post (HP) level, which lacks capacity to perform deliveries and refer cases. Deliveries are mainly performed at the community level by unqualified personnel. Maternal mortality is very high in the Elkare woreda.

        Hospitalization capacity is low in Elkare and Barey, in terms of number of beds, qualified staff, equipment, WASH.

        Elkare: The high number of referrals to Hargele Hospital underscores the low case management capacity. The number of SAM cases with complications managed at the woreda level is very low: most are referred to Hargele hospital, which is 2.5 hours away and expensive.

        In Barey: there is only one functioning hospital serving 28 HP and a population of 116,000. It is difficult to refer cases to the zone hospital (Hargele), especially from Barey. Referrals from the HPs to the Health Center (HC) are poor due to the limited number of ambulances for each woreda, the time spent for referrals at the Hargele hospital, and the lack of transportation.

        This results in late referrals and/or people consulting traditional healers.

        Most of the community resides around the HPs, which are not sufficiently supported by the health system and not well used by the population. Limited access to and utilization of PHC services is due to lack of road access, lack of transportation, long distances for patients to reach health facilities (HFs) in a timely manner, the lifestyle of the population, scattered HPs, financial barriers, shortages of pharmaceuticals and nutrition, and lack of trained health personnel. Mobile clinics are needed to reach displaced populations and communities living in hard-to-reach areas.

        Drought exacerbates the risk of epidemics, which is high especially in Barey, and there is no preparedness and response plan available at the woreda level.


        The main activities to come will consist of :

        In the short term :

        August 2022 : obtain registration / immigration process / bank account and HR…

        September 2022 : open and implement a take-off project for the mission.

        In response to the drought and nutrition crisis -> Somali region (needs + access)

        Assessment done in May-June. Nutritional screening in August if agreement can be obtained from PPN and the Ministry of Health.

        Reduce mortality and morbidity associated with AM and pediatric diseases and maternal

        In the mid-to-long term

        Start an anchor project in the Northern Region (Ahmara / Afar or Tigray)  including conducting new assessments.

        For FINRHCO, the priorities will be:

        National staff recruitment

        Development/update of internal regulations

        Implementation of HR tools and policies

        Implementation of financial tools and procedures

        Mission Location: Ethiopia, Addis Ababa with frequent travels to the project areas.


        Level 3: As part of his/her duties, the incumbent will visit programs and come into contact with children and/or vulnerable adults. Therefore, a criminal record check or a certificate of good character will be required. In situations where a criminal record or character reference is not available, a statement of good character will be required.  


        He/she reports to the Head of Mission (line manager).

        He/she refers technically to the Finance Desk for financial issues and to the HR Desk for HR issues.

        He/she manages administrators, supervisors and assistant administrators in coordination and in the field, accounting managers, archivists.

        He/she works in close collaboration with the coordinators (medical, logistics and projects).


        The FINRHCO supports the capital and project coordinators in all matters related to the financial, HR and administrative management of all projects that make up the country mission. He/she guarantees the proper management of funds and their transparency by ensuring the accounting and financial management of the mission in accordance with the ALIMA management framework and local legislation. 

        Budget management

             Contribute to the definition of the mission's strategy by developing the mission's budgets and budget amendments

            Consolidate and carry out budgets, in collaboration with the Coordinators (monthly general and specific)

           To elaborate the budgetary follow-ups intended for the headquarters and the members of the country and project coordination, in order to draw their attention to the possible under- and over-consumption of the budget

            Produce financial reports for donors so that they can be validated by the head office within the deadlines set out in the funding agreements.

           Be the focal point for our donor audits at the mission level in conjunction with Alima's internal audit department. Prepare the documentation, control its content and alert if necessary. 
        2.      Accounting
               Ensure the existence of and compliance with financial and accounting resource management rules in the country
           Supervise and oversee the accounting system to ensure transparency, completeness of financial information, compliance with procedures and legibility of expenditures.
        3.      Cash management
             To ensure that the necessary and sufficient level of cash is always available for the smooth running of operations with maximum control of security and operational risks

                       Ensuring compliance with species management procedures on its mission

                       Ensure the archiving of the mission's accounting documents
        4.      General management of resources

                       Put in place the necessary elements to monitor the use of material resources

                       Participate in the development of the mission's procurement framework (procurement plan)
        5.      Institutional funding

                 Ensure compliance with commitments made to institutional donors (regular meetings, monthly financial monitoring, reports, recommendations, etc.)

                   Respect of the procedures of the lessors

            Ensure the proper management of the mission's human resources in accordance with ALIMA's administrative management framework and local legislation. To this end, act as ALIMA's representative to the administrative authorities (Labor Inspectorate, Lawyer, Social Security, Taxes, etc.)

                Define, adapt, plan and oversee the implementation of the mission's human resources policies, ensuring that they are in line with the context, local legislation and operational issues.

               Contribute to the definition and implementation of the mission objectives, particularly with regard to the aspects related to team sizing, the required HR profile and capacity, and the strengthening of staff skills in order to effectively achieve the mission objectives.

                Be the focal point and advisor for HR issues to the mission's managers

        1. Administrative management of the mission, legal watch

              Ensure the updating of legal documents for the proper functioning of ALIMA

            In collaboration with the other members of the coordination team, notably HOM, ensure the annual registration of lease agreements and the terms of contracts for coordination houses and projects

            Ensure the legal monitoring of the mission by creating and maintaining a network of relevant information, in particular on labor and tax legislation

              Ensure compliance with laws and regulations within the mission in its areas of responsibility (labor law, social and tax legislation, etc.)

            Contribute to the definition, validation, update/revision and ensure the application of HR management documents, procedures and policies on the mission (internal regulations, work contracts, recruitment policies...)

          ●  Follow-up of bonus or incentive personnel

        1. Administrative Management of Human Resources

          1. Recruiting

         Ensure the rigorous application of the recruitment policy on all bases and applied to all positions (from the definition of the need to the archiving of recruitment files)

          Train the Project Administration Managers (PAMs) in ALIMA procedures, best practices and recruitment techniques

          Participate in the recruitment process for base managers (HR validation)

          Participate in the recruitment process of the ETAMs of the bases on request of the PC and/or the RAP

          Provide RAPs and team leaders with recruitment tests when required or advised and requested

         Provide RAPs with a general induction of ALIMA and the mission, support the updating of the project section and ensure that each staff member benefits from this induction

         Provide induction for all HQ or coordinated managers and for all positions at level 12 and above

         Ensure that each new employee recruited to the base is briefed on the internal regulations, the code of conduct, the anti-fraud policy and the policy for the prevention of harassment and sexual and gender-based violence

        Ensure that the induction process is understood by stakeholders and implemented on the mission (coordination and baseline).

        b.     Work contract and follow-up

               Ensure that personnel files are complete and maintained in electronic format

            Implement efficient contract monitoring tools and ensure that RAPs use them (monitoring of contract dates, leaves, etc.)

        c.      Payment of salaries, taxes and social contributions

               Oversee the use of the payroll software and train RAPs on their responsibilities

               Validate payrolls each month for each base

        d.     Life and team composition

               Support the organization of monthly staff meetings

               Participate in staff representative / coordination meetings

               Participate in the resolution of work conflicts in collaboration with project coordinators, RAPs and team leaders

        1. Operational management of Human Resources

          Support project coordinators and department managers in defining the composition of their teams

          Update and share mission organization charts with the bases, coordination and headquarters on a monthly basis

        ●Participates in the elaboration of the mission's budgets for the HR part (organization chart, salaries, bonuses...), international transport, rent.

        1. Quality management of personnel

        a.      Job Profile - Performance Objective Plan - Review

            Provide RAPs and team leaders with standard job profiles

          Ensure that updated job profiles are available for each employee and that each employee has read and signed them, support the RAPs and team leaders in case of blockage

           Train team leaders in the use of POP documents and reports

           Verify that team leaders set goals at the beginning of the period and complete staff reviews at the end of the period

           Analyze personnel reviews from a career path perspective

        b.     Training and capacity building

           Contribute to the identification of training needs for the mission's staff

           Compile all training needs annually and develop an annual training plan for the mission

          Be proactive in identifying sources of funding for training, and in identifying collaborations with other NGOs and training organizations in the country

           To be responsible for the organization of training taking place in the coordination or in the city of the coordination

           Propose and anticipate the secondment of personnel to other ALIMA missions

           Accompany the capacity building of all employees in support of team leaders

          Collect data related to the training provided in the field and propose an analysis of these data

          Apply post-training monitoring and evaluation methods to measure impact

          Ensure the link with the Head of Training at headquarters

        1. Specific management of international staff

          1. Administration

         In liaison with the administrative department in Dakar, ensure the administrative follow-up of the international staff: arrival and departure dates, paid leave, passports, visas and airline tickets

         In collaboration with the Admin/HR Manager, ensures the renewal of expatriate visas, security visas and/or any other legal documents required by the police and the Ministry (Agreement, Convention with the Ministry of Trustees, Request for Entry Authorization...)

         Monitor contract dates and bring to the attention of line managers at least 3 months in advance

        Ensure the constitution of the files of the internationals and provides the necessary documents for those who do not have them (ALIMA card, mission order, residence permit...)

          1. Recruitment and follow-up

           Support the mission leader and the project coordinators in the planning of the breaks and provide a monitoring tool

           In collaboration with the administrators, alert for interim and final reviews

           Ensure the transmission of the end-of-assignment reports to the HR referent of the

         Support the Head of Mission in the management of human resources of expatriate personnel (conflict management, anticipation of recruitment, drafting of job profiles, etc.)

        1. Team management and animation
           Set up a finance and HR department to coordinate in a spirit and operation that guarantees synergies between services. Promotes the exchange of best practices within and between departments.
           Define job profiles and performance objective plans for team members with a view to developing skills. Participates in the reviews of his/her team in a career path approach and participates in the reviews of the project administrative managers (RAP)
            Make training and job changes possible by strengthening their skills and developing their autonomy

            ●  Propose and anticipate secondments to other ALIMA missions

           ●  Identify the skills that team members need to acquire in order to master their positions and organize training to reinforce them OR Ensure that the organization's needs match the know-how and motivations of its employees

          ●  Embody and transmit values, ensure compliance with the code of conduct and institutional policies, the state of mind and expected individual and collective behaviors

           ●   Organize and facilitate team meetings 
        12.  Implementation of preventive measures against abuse of power, gender-based and sexual violence, fraud and money laundering
               Participate in training and awareness sessions
               Provide ongoing training to all staff on the anti-fraud policy
               Apply standards for abuse prevention
               Ensure that team members attend training and awareness sessions and follow abuse prevention rules
               Contribute to creating and maintaining a nurturing and protective environment

        This job description is not exhaustive and may be modified as the mission evolves.

        Experiences and Skills

        • Experiences

              Bac + 5 in Management, Finance, Accounting, business school or equivalent

             Previous experience in the humanitarian field, in the position of Finance and Human Resources Coordinator and/or Human Resources or finance Coordinator

             Experience in emergency and degraded security contexts strongly preferred

             Knowledge of humanitarian donors

             Computer skills, including advanced level of Excel and GSuite

          Qualities of the candidate

                 Professional rigor


                 Calm, excellent stress management and composure

                 Very good communication and listening skills

                 Experience in team management and supervision

                 Ability to adapt

                 Excellent comprehension skills

                 Training and coaching skills

                 Analytical and critical thinking skills

                 Organizational skills, rigor and autonomy

                 Writing skills

                 Excellent computer skills (Word, Excel...)

                 Knowledge of HOMERE software

                 Ability to prioritize and work under pressure

                 Ability to adapt and diplomacy

                 Ability to work in a team in multicultural contexts

                 Training and coaching skills 


                 Fluency in English (oral and written) essential

                 Fluency in French is an asset


        • Contract term: 6 months renewable

          Desired start date:  ASAP

          Salary: Depending on experience + Perdiem

          ALIMA pays for:

                 Travel costs between the expatriate’s country of origin and the mission location

                 Accommodation costs

                 Medical cover from the first day of the contract to a month after the date of departure from the mission country for the employee and their dependents

                 Evacuation of the employee

        How to apply

        • To apply, please send your CV and cover letter to our page.

          Applications are processed in the order in which they are received. ALIMA reserves the right to close the offer before the initial deadline if an application is accepted. Only complete applications (CV in PDF format + letter of motivation) will be considered.

          Female candidates are strongly encouraged to apply.