• A Resource Mobilisation Strategy
• A Robust Resource Mobilisation Plan Developed
• No of Research & Prospecting done
• No of donors/ funding sources engaged.
• High quality proposals developed
• Contractual compliance and tracking
• Document control and Reporting- organisation of Resource Mobilisation Documents.

Executive Director, Managers and All staff

External:

Funding Partners (Donors), For-Profit-organisations, I/NGOs, Consultants.

• Integrity and ethics: High integrity and ethical behaviour in all dealings and ensure that own behaviour is consistent with FEMNET’s values and standards.
• Demonstrated commitment to gender equality and women’s and girls’ rights
• Professionalism: Demonstrates high standards and expertise in resource mobilisation and all areas of work; managing stress effectively whilst prioritising multiple tasks and competing deadlines.
• Result oriented: versatile, personable and flexible with ability to work in collaboratively with colleagues across regions, in a multi-cultural environment and across different time-zones
• Solution-oriented – being able to break down problems into manageable tasks which can be dealt with systematically. Ability to seek solutions for partner’s problems, act on feedback to improve on processes – the go-to person
• Team player/ Interpersonal relations: Establish and maintain positive working relationships/ collaboration with different team-members across departments, and externally to achieve the goals
• Values diversity and inclusion, creates a supportive work environment which enable team members to realise their potential
• Effective Leadership – negotiator and problem- solver in complex situations, including with partners and donors; able to persist and persuade on unpopular matters, being proactive
• Communication – this is necessary where rules and guidelines need to be explained to parties in an effective and motivating manner that elicits cooperation.

• Lead the development a robust Resource Mobilisation Strategy or comprehensive review of existing Resource Mobilisation Strategy and Partnership Strategies as a tools that enhances the Network’s financial sustainability to support realisation of strategic results in pursuit of the mission.
• Develop and implement a Resource Mobilisation Plan to operationalise the Resource Mobilisation Strategy.
• Develop and present monthly monitoring reports with key components as: Updating diversification map (projections), specific proposals & concept notes, supported needed from other team members etc, tracking of Resource mobilisation result against the budget.
• Develop concepts and content for resource mobilisation events, organise, manage and animate such events where relevant.
• Contributing to strategic budgeting.

2.    Research and Prospecting

• Research and monitoring of trends in funding landscape – map and identify potential partners mainly amongst traditional donors, philanthropic foundations, private sector corporations and foundations etc.
• Distinguishing short term from long term investments including individual giving – high net worth, broad based/crowd sourcing, online etc, new funding sectors, geographies…
• Oversee the monitoring, identification, screening, and summarizing of prospective funding opportunities in Africa (e.g., calls for proposals, tenders, requests for tenders, consultancies) and donor opportunities.
• Carry out in depth reviews of unsuccessful proposals to identify reasons and any lessons learned. Document, share and develop plans to address identified weaknesses.
• Specifically, Ensure updated donor intelligence as well as proactive outreach for insights. Develop outreach strategy for prospects and new donors
• Lead on deciding on next steps with prospects based on relevant generally accepted factors.

3.    Donor / Funding Partner Engagement

• Contribute and support relevant offices for ultimate responsibility and accountability
• Lead in designing front office and back-office roles, as may be applicable
• Lead in designing contacting prospective funding partners through the best communication channels, to co- create and identify strategic alignment and possibility of overheads – through strategic budgeting etc
• Lead the next processes when engagement is positive.

4.    Proposal Development

• Lead in identifying ultimate responsivity, accountability and sign off, recognising need for design and development of high-quality grant proposals and related pitch documents for applications for external funding in collaboration with programmes and Finance & Operations teams.
• Lead the clarification of donor conditionalities
• I liaison with management, lead creation of project team with division of tasks, milestones, potential risks areas, and timelines.
• Where consortium or joint proposal arrangement is in place and /or advisable, lead integration of partnership negotiations and MOU
• Coordinate and lead gathering of required supplementary documents.
• Contribute to development of organisation-wide budget an projections – strategic and balanced budgets.

5.  Contractual Compliance and Tracking

• Coordinate with internal stakeholders or support identification of ultimate responsibility and accountability for specific contracts, in line with requirements and obligations.
• Oversea, review and manage contracts
• Lead team meetings on contractual requirements and specific roles and responsibilities.

6. Monitoring, Evaluation and Reporting

• Lead identification of ultimate responsibilities for financial and narrative reporting
• In accordance with specific / unique funding partner requirements, lead building of reporting templates for narrative and financial reports.
• Play key role in evaluation findings, informing further action on resource mobilisation with the same partner or future approaches.
• Work closely with the management, other teams to monitor and evaluate the effectiveness of partnerships and resource mobilization activities.
• Track key performance indicators related to partnership development and fundraising efforts, providing regular reports and analysis to inform decision-making.
• Assess and evaluating partnerships for retention and impact.

7. Documentation

• Lead management of up-to-date donor related information and documents – proposals sent, approved, budgets, contracts, progress reports etc.
• Managing the master list of supplementary documents to minimise turnaround time when these are needed for other proposals etc.
• Lead the process of establishing adequate database of donor records, applications etc in easily retrievable format.
• Handle all necessary documentation in line with the generally accepted Data Protection Policy

Education and Experience

• A bachelor’s degree in international development, Business Administration, Communications, or a related field. Master’s degree preferred.
• At least 6 years of experience in partnership development, resource mobilization, fundraising, or related fields, preferably in the non-profit sector, Human/Women rights’ organization.
• Proven track record of successfully securing funding from diverse sources, including government agencies, foundations, and private donors.
• Extensive experience with donor regulations and compliance requirements, including experience with grant writing and reporting.
• Experience in building, maintaining, and managing relationships with strategic partners, preferably multilaterals, governmental institutions, and non-profit
• Demonstrable experience of leading, supporting, and monitoring large, multi-country, bilateral, multilateral, private sector, and philanthropic projects and partnerships.

Desired Skills

• Strong understanding of donor landscapes, fundraising trends, and the ability to build and maintain effective
• Demonstrated commitment to FEMNET’s mission and values, with a passion for driving positive social
• Willing to travel frequently within Africa and
• Excellent communication, networking and negotiation skills, with the ability to build strong relationships with internal and external
• Ability to work effectively in English. Competence in French will be added
• Strong interpersonal and collaboration skills, with the ability to work effectively with diverse teams and stakeholders in a fast-paced

Behavioural Attributes

• This role offers a unique opportunity for seasoned African Feminists who espouse:
• • Independent and proactive professional able to contribute to the overall goal of the
  • Values diversity and inclusion, embraces a supportive work environment which enable team members to realise their
  • Flexibility and agility to respond to changing

partner selection, contracting, implementation, reporting to project close-out.

• Partner capacity assessment / due diligence reports
• No. of sub-grantee agreements prepared and awarded
• Complete and timely quarterly or other periodic project aligned narrative and financial report from downstream partners.
• Project implementation milestones by sub-grantees according to objectives and budgets
• Sub-granting manual updated
• Reports on capacity building for partner organisations.

M&E officer, project leads, finance officers

External:

Members, sub- grantees/partners, donors

• Integrity and ethics: High integrity and ethical behaviour in all dealings and ensure that own  behaviour is consistent with FEMNET’s values and standards.
• Demonstrated commitment to gender equality and women’s and girls’ rights
• Professionalism: Demonstrates high standards and expertise in all areas of work
• Result oriented: Consistently meet set goals, focused and goal oriented. Proactive and responsive to staff and stakeholder needs
• Solution-oriented – being able to break down problems into manageable tasks which can be dealt with systematically. Ability to seek solutions for partner’s problems, act on feedback to improve on processes – the go-to person
• Team player/ Interpersonal relations: Establish and maintain positive working relationships/ collaboration with different team-members across departments, and externally to achieve the goals
• Values diversity and inclusion, creates a supportive work environment which enable team members to realise their potential
• Organized – able to prioritize tasks and to deliver in a timely manner even under pressure.
• Leadership – able to persist and persuade on unpopular matters, being proactive
• Communication – this is necessary where rules and guidelines need to be explained to parties in an effective and motivating manner that elicits cooperation.

• Tracks progress with implementation of projects by sub-grantees based on the approved workplans.
• Monitors funds utilization against the budgets and provides feedback to the management, project leads and the sub-grantees on the same; advises on necessary revisions to ensure full compliance with donor requirements e.g. budget flexibility.
• Updates project risk registers.
• Supports the project team on donor reporting.
• Coordinate project start-up and close-out activities including review of final reports and reconciliations, recovery of unspent advances, transfer of assets

9. Audit, review and compilation of project financial reports

• Co-ordinates the submission of quarterly and other periodic narrative and financial reports from sub-grantees as per the contractual timelines.
• Reviews financial reports to determine eligibility of expenditures, liaises with respective finance team on compilation of financial expenditures for donor reporting and processing of disbursement requests, as necessary.
• Coordinate the audit of subgrantee organisations and/or coalition partners where applicable.
• Review the implementation of due diligence recommendations by the partners.

10. Review of sub-grant applications and coordinate pre-award due diligence of possible Sub-grantee organizations,

• Contribute and support research and identification of potential sub-grantees that align with the Network’s mission, and specific project goals.
• Supports reviews that ensure proposal budgets/budget amendments are in line with donor regulations.
• Carries out capacity assessment of potential sub-grantees to assess their institutional capacities to undertake proposed projects and their abilities to manage project funding.
• As an outcome from capacity assessments, reports on the risk rating of the partners with recommendations on areas of capacity strengthening.

11. Development of Sub-grants Manual for specific projects and for and, where necessary, Recommend Revision to the Sub-grant Manual

• Elaboration of the processes, roles and responsibilities related to engaging sub-grantees throughout the project cycle.
• Develops and disseminates standard guidelines and templates for use by both staff and the sub-grantees.
• Recommends new processes and templates to enhance efficiency and integration into FEMNET’s financial management system where need be, based on the needs of the specific projects.

12. Tracking sub-grantee capacity building plan- operational aspects as per due diligence reports

This is done before signing sub-granting agreements to ensure partners comply as a risk management measure.

13. M&E and learning

Coordinate and field and compliance monitoring visits as well as organising periodic partner review meetings in collaboration with the management, project leads, M&E team and other relevant officers.

14. Prepare Sub-grant agreements

• Reviews of proposals, budgets and drafts the sub-granting agreements which consider general conditions stipulated by the back-office donors and minimum requirements by FEMNET, as in the sub granting manual.
• Interprets and operationalises of donor agreements and guidelines.

15. Coordinates training of potential sub-grantee organizations and internal staff where applicable on compliance issues

• Support and provides training to sub-grantees on various aspects of financial management, reporting and any other emerging issues.

16. Budget and Accounting

• Support the budgeting processes during proposals to incorporate the relevant elements that relates to sub- granting.
• Drafting cash budgets and requests for sub-granting.

17. Maintains all documentation regarding sub-grantees including sub-grant agreements, proposal documents, reports and correspondence.

Education and Experience

• A degree in commerce, accounting, economics, project management, business administration, gender, public administration or other relevant fields, from a recognised university.
• Professional accountancy qualification g. CPA, ACCA.
• At least seven years’ experience in working with various development partners such as EU, USAID, UN, Sida and relevant I/NGOs
• Experience managing regional donor-funded projects through the value
• Previous experience working with similar organization working on gender or feminist advocacy
• Experience in capacity building of organizations

Knowledge and Skills

• Project Management
• Proficiency in accounting including knowledge of audit and quality
• Advance Information Management Skills (particularly SAP-ERP, proficiency in MS Office, etc)
• Analytical skills, ability to interpret data into recommendations
• Good communication skills. – Ability to prepare and present oral and written reports
• Knowledge of English, French and other official languages is an advantage

• Average time taken to recruit and select staff, consultants, mentees and selected service providers.
• Percentage of employees that complete their individual periodic performance management tools.
• Updated HR records through the value chain – Personnel files, interview documents etc
• Implement staff motivation initiatives and programmes in fostering feminist principles and an organisation with a soul.
• Handle the HR Help desk – attending to relevant HR related queries on time.
• Safeguarding trainings held and level of application of safeguarding strategies in programmes and operations.
• Timely resolution of internal conflicts, and cases of violation of the code of conduct.

All FEMNET staff: Executive Director, Administration coordinator, Policy & Programme, and Finance & and operations staff

External: Consultants, service providers, relevant government and government agencies,

Leaning/ institutions and other relevant bodies

• Integrity and ethics: High integrity and ethical behaviour in all dealings and safeguarding, confidentiality and ensuring that own behaviour is consistent with FEMNET’s values and standards.
• Professionalism: Demonstrates high standards and expertise in all areas of work.
• Adept at dealing with sensitive/ confidential issues.
• Demonstrates commitment to gender equality and women’s and girls’ rights.
• Result oriented: Consistently meet set goals, focused and goal oriented. Proactive and responsive to staff and stakeholder needs.
• Values diversity and inclusion, supports a supportive work environment which enables individual team members to be effective and realise their potential in multicultural and multifunctional team.
• Team oriented/ Interpersonal relations: Support positive working relationships with staff and SMT; handle different cultures, team dynamics, effective teamwork within and between organisational units to achieve the goals.
• Effective communicator-speaks, listen, and write in a clear manner and good negotiations.
• Agile, moving quickly and easily to new situations, problem solving, ability to influence, proactive and self- driven.
• Self-driven and innovative in coming up with strategies for fostering an organisation with a soul that is rooted in feminist principles, a learning culture that is empathetic and seeks emerging trends to ensure there is inclusion

Strategic and Operations of Human Resources

• Support the development, review and implementation of Human Resource plans, policies and procedures and systems aligned to the operations, Supporting compliance and dissemination of the policies.
• Culture and values: Promoting practices that deepens understanding of organisational culture and the importance of values and principles as the overarching framework that determines how FEMNET work.
• Support the efforts for nurturing, empowering and motivating work environment consistent with FEMNET values and
• In liaison with line managers, support the identification of human resource Human Resources to provide organisational solutions for attainment of organisational strategy and
• Lead in the dissemination and communication of; HR Policies and Procedures, Safeguarding and Anti-sexual Harassment, Code of Conduct and other HR related Policies; monitor and report on their
• Change Management:   Support   change   management   processes   for      Ensure effective communication to all through the implementation of the changes.

Human Resources Planning, Recruitment and Contract Management

• Implement recruitment plans in liaison with Heads of
• Coordinate identification of relevant recruitment agencies to source candidates; administer selection
• Advise on fair and reasonable staff
• Lead staff induction and orientation process- to equip newly recruited with organisational and job information, as well as policies and procedures; and facilitate
• Advise and contribute to budgeting for the Human Resources needs of the organisation and provide monthly updates and
• Contract Management – Procurement and contracting, disseminating contracts to, fixed term contract staff, consultants and services providers.

Performance Management and Accountability

• Lead and ensure execution of performance management process and support implementation including follow up appraisal actions, using such processes to improve staff learning across all
• Support capacity building of personnel in effective application of performance management
• Coordinate probationary appraisals and PIPs

Talent Development, Learning and Training

• Facilitate development and implementation and review of skills/ capacity development and learning
• Monitor and maintain up to date records on staff training and costs

Compensation and Benefits

• Support and coordinate periodic external compensation and benefits benchmarking and internal job evaluations to ensure market competitiveness and internal equity.
• Coordinate development, review, and management of the medical scheme in accordance with policy including negotiation of premiums, benefits, and contracting of service
• Contribute to management of the Provident Fund Scheme including timely communication to the fund administrators on membership updates, disseminations and explanations of members statements and payment of
• Manage the insurance policies (Group Life, Personal accident/WIBA, Employer liability) including negotiation of benefits and premiums, renewals, and
• Seek out wellness programs that can be incorporated into staff wellbeing including management of the welfare fund and related

Staff Engagement and Communication

• Advise and support capacity building of line managers on people management and staff
• Provide confidential staff counselling and referral where
• Promote practices that deepen understanding of organisational culture and values; nurture a motivating work environment consistent with FEMNET values, and staff wellbeing.
• Liaise with various offices for staff Event Planning and Co-ordination including staff retreats, staff wellbeing programmes

Human Resources Administrative Support and Reporting

• Liaise with various functions to provide necessary Human Resources support and solutions that lead to efficient execution of Human Resources internal processes.
• Execute in a seamless and timely manner all Human Resources related requests and employment requirements.
• Record Management – Maintain an effective human resources database and ensure that adequate personnel records are kept and updated in a timely manner.
• Manage vacation and sick leaves and communicating the same to staff and line managers.
• Advise Finance department on changes and staff relating to payroll, separations, re-assignment, promotions, demotions, or any changes affecting salaries and implementation of statutory regulations on Human Resources.
• Advise the management on related HR compliance issues.

Safeguarding

• Support the implementation of the FEMNET’s Safeguarding Policy and associated protocols.
• Deliver FEMNET’S mandatory training workshops to volunteers, employees, consultants, partners and vendors. Deliver on-going refresher training and induction as appropriate.
• Follow up with staff, volunteers, and other stakeholders to ensure compliance with safeguarding and child protection protocols.
• Undertake or coordinate safeguarding investigations sometimes in challenging environments and to rigorous timescales/ standards, in coordination with the Safeguarding Committee.
• Follow up on reported concerns as per the required standards.
• Respond to and provide timely support to Programme staff during safeguarding incidents.
• Take a lead role in raising awareness about the organization’s safeguarding/PSEAH measures including the Code of Conduct.
• Receiving and processing safeguarding concerns and complaints, maintaining effective record-keeping, and facilitating the investigation and case management procedures.
• Work with managers to support staff / supervisees in setting safeguarding objectives on annual performance appraisals.
• Network with safeguarding/PSEAH of similar organizations through participation in relevant forums (meetings and working groups).

Education and Experience

• At least a degree in Human Resource Management, Business Administration, or related field from a recognised university.
• Postgraduate qualification in Human Resources Management will be an added advantage.
• Professional Human Resources qualification and certifications e.g. CHRM, SHRM, etc.
• At least 5 years’ experience as HR Generalist in a non-for-profit organisation
• Policy Development, interpretation and implementation of HR and Administrative Policies and Procedures.
• Managing staff learning, training and development.
• Benefits management and administration.
• People management, and counselling skills.
• Demonstrable experience in Handling disciplinary processes.
• Labour/ legal knowledge /experience and understanding especially Kenyan labour laws; and able to engage in countries where FEMNET may have a staff
• Knowledge and experience of change management is an added advantage
• Strong understanding of and commitment to preventing sexual harassment, exploitation & abuse, and of Child Safeguarding issues.

Knowledge and skills – Technical

• Strong Human Resources and people management skills as well as counselling skills
• Exceptional knowledge and understanding of labour laws and employee relations practices
• Analytical, critical thinking, logical and systematic in approaching issues, considering alternatives, and making decisions
• Excellent communication (orals and written), negotiation, interpersonal skills and relationship building kills.
• Hands on with personal drive and ability to respond to issues efficiently
• IT skills and HR Information Systems (HRIS)
• Public speaking and presentation skills
• General HR skills across the HR value chain