Career Opportunities at GiveDirectly

Responsibilities:

Field Management

• Execute the field work plan on a rolling basis and propose necessary adjustments to ensure operational efficiency.
• Conduct weekly debrief sessions with field teams to identify risks, pain points, and opportunities for improvement.
• Coordinate daily field activities and guide team movement across targeted communities in Kitui County, planning routes around distance, terrain, and seasonal access constraints.
• Track enrollment progress weekly and promptly escalate challenges to the Field Manager.
• Provide support for piloting and implementing new projects or processes as needed.
• Participate in consultative meetings with other AFMs, the Field Manager, Program Manager, and Program Director to discuss field progress and brainstorm solutions to key challenges.

People Management

• Continuously ensure team well-being through effective scheduling, promoting a culture of empathy, and recognizing team successes.
• Provide weekly one-on-one and group check-ins to promote open communication and alignment on Field Officer responsibilities.
• Address performance issues and participate in performance evaluations when needed, including initiating performance improvement plans where applicable.
• Support team professional development through weekly mentoring, coaching, and internal professional development training sessions.
• Conduct quarterly performance reviews and support team members in setting and reviewing performance goals.
• Onboard new team members and reinforce GiveDirectly's culture and values through periodic refresher sessions.
• Use sound judgment to resolve disciplinary issues as they arise.
• Organize monthly team-building exercises to promote cohesion and value alignment.
• Implement and oversee a structured leave management plan to support work-life balance on a rolling basis.

Quality Management and Data Analytics

• Conduct weekly desktop checks on Field Officer deliverables and prepare quality reports.
• Run weekly spot checks on all stages of enrollment and provide timely feedback to both Field Officers and the Field Manager.
• Shadow Field Officers weekly using the Field Shadowing tool, and offer in-depth coaching to improve survey administration.
• Analyze data weekly to extract insights and generate detailed reports that inform team discussions and decisions.
• Facilitate targeted training sessions as needed based on quality assessment outcomes.
• Submit timely survey permission and troubleshooting tickets according to Field Tech service-level agreements and guidelines.

Data Collection, Process Improvement & Troubleshooting

• Collect at least two household surveys weekly to identify areas for improvement in the field process.
• Pilot quality management tools and provide feedback on their functionality and effectiveness.
• Participate in brainstorming sessions to refine targeting criteria, especially clauses contributing to high exclusion rates.
• Coordinate with the Field Manager when additional data is required outside of primary workflows, such as PPI and JMMI data or baseline indicators.
• Monitor progress continuously, identifying and resolving issues to ensure data collection goals are met.

Administrative Requisitions & Stock Management

• Submit weekly stock count certificates and ensure recipient phones are delivered to the office in line with enrollment targets.
• Ensure enrollment flyers are requested and updated monthly in coordination with the admin department.
• Provide support in issuing protective equipment and replacing worn-out field gear, including troubleshooting issues with field devices.

Financial Requisitions & Timesheets

• Submit accurate field timesheets and transport expenditure reconciliations weekly and monthly as required.
• Approve airtime allowance requests every month, ensuring accuracy and timeliness.

Stakeholder Engagement

• Engage key administrative leaders at the location and sublocation levels in Kitui County to secure buy-in and support for field operations.
• Prepare detailed reports and maintain a log of stakeholder engagements using the established engagement tracking system as needed.
• Maintain positive relationships with community leaders to ensure efficient resolution of escalated cases, including safeguarding and impersonation incidents.

Risk Management & Community Intelligence

• Continuously monitor and identify cultural, logistical, and operational risks and escalate them to the Field Manager as needed.
• Assess staff security risks specific to different areas in Kitui County and update relevant documentation regularly.
• Maintain and update the risk matrix with new threats or trends, including internal leaks, and escalate appropriately.

Content & Impact Reporting

• Continuously identify compelling impact stories and share them with the content team for use in communications.
• Support the Field Manager during visits from donors, journalists, and other external stakeholders when required.

Required Qualifications

• Bachelor's degree in Social Sciences, Development Studies, or a related field.
• At least 3 years of experience managing teams in the humanitarian or development sector.
• Proven track record in people management, especially in remote or resource-scarce settings.
• Strong analytical, problem-solving, and organizational skills.
• Proficient in data analysis and reporting tools (e.g., Excel, Google Sheets).
• Deep familiarity with Kitui County, including local customs and terrain.
• High integrity, empathy, and alignment with GiveDirectly's values.
• Experience with digital data tools, community engagement, financial reconciliation, or social protection programs will be an added advantage.
• Excellent verbal and written communication skills.
• Fluency in the Kamba language is a MUST.

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Responsibilities:

Field Management

• Execute the field work plan on a rolling basis and propose necessary adjustments to ensure operational efficiency.
• Conduct weekly debrief sessions with field teams to identify risks, pain points, and opportunities for improvement.
• Coordinate daily field activities and guide team movement across targeted communities in Magarini Sub-County, planning routes around distance, terrain, and seasonal access constraints.
• Track enrollment progress weekly and promptly escalate challenges to the Field Manager.
• Provide support for piloting and implementing new projects or processes as needed.
• Participate in consultative meetings with other AFMs, the Field Manager, Program Manager, and Program Director to discuss field progress and brainstorm solutions to key challenges.

People Management

• Continuously ensure team well-being through effective scheduling, promoting a culture of empathy, and recognizing team successes.
• Provide weekly one-on-one and group check-ins to promote open communication and alignment on Field Officer responsibilities.
• Address performance issues and participate in performance evaluations when needed, including initiating performance improvement plans where applicable.
• Support team professional development through weekly mentoring, coaching, and internal professional development training sessions.
• Conduct quarterly performance reviews and support team members in setting and reviewing performance goals.
• Onboard new team members and reinforce GiveDirectly's culture and values through periodic refresher sessions.
• Use sound judgment to resolve disciplinary issues as they arise.
• Organize monthly team-building exercises to promote cohesion and value alignment.
• Implement and oversee a structured leave management plan to support work-life balance on a rolling basis.

Quality Management and Data Analytics

• Conduct weekly desktop checks on Field Officer deliverables and prepare quality reports.
• Run weekly spot checks on all stages of enrollment and provide timely feedback to both Field Officers and the Field Manager.
• Shadow Field Officers weekly using the Field Shadowing tool, and offer in-depth coaching to improve survey administration.
• Analyze data weekly to extract insights and generate detailed reports that inform team discussions and decisions.
• Facilitate targeted training sessions as needed based on quality assessment outcomes.
• Submit timely survey permission and troubleshooting tickets according to Field Tech service-level agreements and guidelines.

Data Collection, Process Improvement & Troubleshooting

• Collect at least two household surveys weekly to identify areas for improvement in the field process.
• Pilot quality management tools and provide feedback on their functionality and effectiveness.
• Participate in brainstorming sessions to refine targeting criteria, especially clauses contributing to high exclusion rates.
• Coordinate with the Field Manager when additional data is required outside of primary workflows, such as PPI and JMMI data or baseline indicators.
• Monitor progress continuously, identifying and resolving issues to ensure data collection goals are met.

Administrative Requisitions & Stock Management

• Submit weekly stock count certificates and ensure recipient phones are delivered to the office in line with enrollment targets.
• Ensure enrollment flyers are requested and updated monthly in coordination with the admin department.
• Provide support in issuing protective equipment and replacing worn-out field gear, including troubleshooting issues with field devices.

Financial Requisitions & Timesheets

• Submit accurate field timesheets and transport expenditure reconciliations weekly and monthly as required.
• Approve airtime allowance requests every month, ensuring accuracy and timeliness.

Stakeholder Engagement

• Engage key administrative leaders at the location and sublocation levels in Magarini Sub-County to secure buy-in and support for field operations.
• Prepare detailed reports and maintain a log of stakeholder engagements using the established engagement tracking system as needed.
• Maintain positive relationships with community leaders to ensure efficient resolution of escalated cases, including safeguarding and impersonation incidents.

Risk Management & Community Intelligence

• Continuously monitor and identify cultural, logistical, and operational risks and escalate them to the Field Manager as needed.
• Assess staff security risks specific to different areas in Magarini Sub-County and update relevant documentation regularly.
• Maintain and update the risk matrix with new threats or trends, including internal leaks, and escalate appropriately.

Content & Impact Reporting

• Continuously identify compelling impact stories and share them with the content team for use in communications.
• Support the Field Manager during visits from donors, journalists, and other external stakeholders when required.

Required Qualifications

• Bachelor's degree in Social Sciences, Development Studies, or a related field.
• At least 3 years of experience managing teams in the humanitarian or development sector.
• Proven track record in people management, especially in remote or resource-scarce settings.
• Strong analytical, problem-solving, and organizational skills.
• Proficient in data analysis and reporting tools (e.g., Excel, Google Sheets).
• Deep familiarity with Magarini Sub-County, Kilifi County, including local customs and terrain.
• High integrity, empathy, and alignment with GiveDirectly's values.
• Experience with digital data tools, community engagement, financial reconciliation, or social protection programs will be an added advantage.
• Excellent verbal and written communication skill.
• Fluency in the Giriama language is a MUST.

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Responsibilities:

Performance Management

• Conduct weekly 1:1 check-ins with all assigned agents, reviewing performance against team KPIs and, where relevant, in-person follow-up outcomes.
• Lead weekly team huddles covering performance trends, blockers, and updates
• Own team-level KPIs (Agent Utilization, Speed of Cash, Positive Recipient Experience, and any additional KPIs defined by the Call Center Manager)
• Manage Performance Improvement Plans (PIPs) end-to-end, including documentation and follow-through

Quality Assurance

• Review a minimum of 4 recorded or side-by-side outbound calls per agent per week against the team's QA rubric
• Periodically accompany agents on in-person field visits in Kitui to assess the quality of in-person follow-up and eligibility determination
• Score calls and field visits consistently, and document QA feedback in an auditable format
• Identify recurring quality gaps and design targeted coaching or refresher training to address them
• Calibrate QA scoring periodically with the Call Center Manager or peer Team Leads to ensure consistency across teams
• Track QA score trends over time per agent and flag agents needing additional support before performance drops significantly

People Management

• Conduct at least 30 minutes of coaching per agent per week, grounded in specific call or case examples, separate from performance review and focused on skill growth
• Support onboarding and integration of any new agents joining the team
• Manage team attendance and leave planning, ensuring adequate coverage across remote and field days
• Identify and act on opportunities for morale-building (for example recognition, team check-ins, and addressing burnout risk given the mix of remote and field demands)
• Maintain healthy team dynamics through proactive conflict resolution
• Recognize and reinforce both individual and team wins, not just performance gaps
• Act as the first point of support for agent wellbeing concerns, escalating to the Call Center Manager or People team where appropriate
• Support agents' growth conversations, even where no formal progression path currently exists, by identifying stretch opportunities within the role

Agent Support & Escalations

• Provide real-time floor support for outbound call queries
• Handle escalated cases, including deciding whether a recipient needs an in-person visit (for example unreachable recipients, disputed eligibility, or adverse events)
• Track and follow through on any case handed off from phone-based follow-up to field visit in Kitui
• During field visits, directly observe and coach agents on in-person follow-up quality
• Host donors, partners, and leadership during their visits to the Kitui field sites
• Build and maintain working relationships with internal teams and external stakeholders, including field colleagues and partners, and keep them informed of team progress, risks, and escalations

Reporting, Systems & Administration

• Plan and manage weekly rosters for the team, factoring in the mostly remote structure and scheduled field visit days
• Generate real-time performance reports using Salesforce, Call Center Studio, and Tableau dashboards
• Keep trackers (QA logs, coaching logs, case escalations, attendance) accurate and current
• Proactively flag systemic issues and recommend adjustments
• Deliver monthly or quarterly refresher trainings on new protocols, products, or system updates
• Document coaching sessions and PIPs consistently and in an auditable format

Key Competencies and Attributes

• Bachelor's degree in social sciences, development studies, community development, public health, or a related field.
• At least 3 years of experience in a call center or customer support environment, including at least 1 year leading, supervising, or coaching a team of agents
• Experience in call center work, quality assurance, including scoring calls against a rubric and giving performance feedback
• Experience in nonprofit, humanitarian, or development work, or with in-person field follow-up, is an added advantage
• Knowledge of Salesforce, CommCare, Call Center Studio, SMS Leopard, Tableau, bulk messaging, and AI Assistant tools is an added advantage. 
• Excellent interpersonal, coaching, and conflict-management skills
• Sound judgment on when a case needs escalation from phone to field
• Willingness to travel regularly to field sites across Kitui County, including remote areas
• Strong organizational skills, especially managing a remote-first team
• Ability to maintain confidentiality on sensitive recipient cases
• Genuine people-first instinct, able to balance 

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About this role:

• We believe technology will play a critical role in enabling the next generation of cash delivery operations: from identifying recipients without needing to knock on doors to a modern payments infrastructure that gets dollars in recipients’ hands faster and more scalable. We are seeking a Technical Program Associate responsible for implementing and managing the technology used across our programs - including systems for recipient data collection, verification, payments, and monitoring.
• In this role, you will own all technology-related aspects of new project launches: working with our operations team to define and implement program requirements, project managing the implementation across multiple stakeholders, and analyzing, structuring, and acting on program data. You are a systems thinker who is comfortable assessing tradeoffs and deriving and communicating data-driven insights. You enjoy learning about technology in a variety of business contexts. You naturally take ownership, can navigate unfamiliar settings, and enjoy both building and managing ops. You can excel at both 10,000 feet as well as in the weeds of complex problems.

Reports to: Senior Technical Program Manager 

Travel Requirement: Must be able to travel ~1-2 times per year to one of our countries of operation for team retreats or field visits.

What you’ll do:

• Manage end-to-end technical delivery for program launches - leading scoping, requirements gathering, system configuration and implementation, QA and testing, troubleshooting, and closeout
• Collaborate with Operations, Product, Research, Engineering, and Data teams to ensure systems are aligned with program objectives and work seamlessly in field conditions
• Debug and resolve issues across multiple layers of our technology stack, including our recipient database and offline survey app
• Scope and manage cross-cutting systems improvements to improve efficiency, scale, and/or recipient experience, with mentorship
• Ensure all systems comply with GD’s standards for data protection, privacy, and financial controls
• Manage technical training and onboarding for operations staff and collaborators
• Lead retrospectives on program launches and technical incidents to contribute to continued system improvements

What you’ll bring:

• Exceptional alignment with GiveDirectly Values and active demonstration of our core competencies: emotional intelligence, problem solving, project management, follow-through, and fostering inclusivity. We welcome and strongly encourage applications from candidates who have personal or professional experience in the low-income and/or historically marginalized communities that we serve.
• Language Requirement: fluent in English. 
• 3+ years of professional experience; we welcome a wide range of relevant backgrounds (e.g. project management, product management, data analytics, international development, management consulting)
• Strong data skills: able to leverage tools to extract, clean, manipulate, and analyze data to make operational decisions.
• Strong project management experience: experience in managing timelines, stakeholders, and complex deliverables.
• Deep comfort with Microsoft Excel/Google Sheets.
• Intermediate experience using a programming or scripting language (most commonly Python at GD) to automate workflows, validate data, or implement business logic. Note: This is not an engineering or data science job.
• Significant interest in technology, systems design and building.
• High attention to detail and strong instincts for analysis and validating data creatively and rigorously.
• Structured approach to problem-solving and a drive to uncover and fix root causes rather than surface-level issues.
• Ability to collaborate inclusively with stakeholders across varied social, national, and cultural backgrounds, including communicating technical concepts to both technical and non-technical stakeholders.
• Preferred, not required: Experience working with relational databases (e.g. SQL).
• Preferred, not required: Proficiency in one or more languages spoken in the countries where GiveDirectly operates (e.g Swahili, French, Portuguese). These skills are beneficial for working directly with field teams and understanding recipient experience.

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Travel: Approximately 3-4 trips per year, including at least one to a country of operation and one to a key in-person leadership moment.

About this role

• We are currently planning for a significant increase in scale, and we are building the People function that can carry it.
• This is our first senior talent management role. Today we have pieces of talent management programs and processes in place, but not yet a function. You will build one: an intentional approach to how we onboard, develop, and retain our people. That covers performance management and its link to pay, manager and leadership development, learning, onboarding, talent planning and succession, employee listening and engagement, and culture and values.
• The first year is weighted toward four priorities: joining the redesign of our performance system early, alongside the Head of People, and owning it as it moves into execution, as we move to pay for performance, revamping onboarding ahead of our next wave of hiring, planning our values retreat for senior leaders, and getting a read on employee listening and engagement. As those take shape, the balance shifts toward the longer-term build: the vision and roadmap for the function, a foundational manager program, talent planning and succession, and the team around you.
• The reason for this weight: the performance system and onboarding are our most acute gaps today, but they should not be construed as a ceiling of the job. We are hiring a senior talent management leader who can shape the whole function over several years, not the owner of one or two programs. If your instinct on reading this is that the performance redesign is the whole job, this role probably isn’t the right fit, and the reverse is also true: if you want to set strategy but not build the first versions yourself, year one will frustrate you.

What you’ll do

Build the talent management function

• Within your first 90 days, assess what exists today across these areas, recommend the sequencing for the first year, and agree to it with the Head of People.
• Set the vision and multi-year roadmap for talent management across the areas it covers, and sequence the work against the People roadmap.
• Propose the team around it, and decide what we build in-house and what we buy or borrow.
• Connect talent management to workforce planning, compensation, and recruitment, in partnership with the Head of People, Finance, and function leaders.
• Build an approach to talent and succession planning, starting with critical roles: work with leaders to identify succession gaps, assess potential successors, and put development plans in place to prepare people for future opportunities.

Own the performance system

• Join the performance system redesign early, alongside the Head of People, and own it as it moves into execution: a system that produces reliable, calibrated outputs to inform merit increases, connected to our new salary bands.
• Make the system worth using, not a check-the-box exercise: one that helps managers hold better performance and development conversations and gives employees clarity on expectations, feedback, and growth.
• Build calibration and the data around it so ratings and merit decisions stay consistent and fair across countries, currencies, and manager quality.
• Set a clear global standard for handling low performance that doesn’t default to a misconduct process, and equip managers to use it.
• Ensure the performance system helps managers identify and support sustained high performance, connecting it to recognition, development, and career growth opportunities.
• Iterate the system through multiple cycles, using calibration, outcome data, and feedback from managers and employees to improve it.

Build how people join, learn, and are led

• Revamp onboarding ahead of our next wave of hiring: own the content and experience for new hires and their managers, working with People Ops on process and systems.
• Build a foundational manager program and the tools behind it: feedback, coaching, difficult conversations, and performance management.
• Extend into leadership development and broader learning as the function matures.

Shape culture and listen to employees

• Plan the values retreat with an external facilitator and our executive sponsor, and own what carries into daily work afterward.
• Get a read on listening and engagement today, covering what we hear, where it goes, and what should change, and use it to build our employee listening strategy.

What this role is not

• Not a recruiting role. Hiring sits with our Talent Acquisition team. You partner with them on the handoff into onboarding and on how we assess and develop talent once people are here.
• Not the owner of compensation design. Pay structures and bands are set through our compensation work. You own how performance is assessed and how ratings connect to pay decisions.
• Not an employee relations or casework role. Cases in country belong to managers and HR Managers, supported by the People team. You own the performance system and the manager capability that helps them handle concerns well.
• Not the owner of HR systems or process administration. Onboarding workflows and our HRIS sit with People Ops. You own the content and the experience.

Who we’re looking for

Required

• 7+ years in talent management, performance, or organizational design roles, including time leading a function or a major part of one.
• You have designed a performance system, not only administered one. You can show how ratings connected to pay and what you changed after the first cycle.
• You have kept a rating and pay system fair across contexts with different currencies, labor markets, and manager quality.
• You are a hands-on builder. You have built talent management programs and systems from scratch, or close to it, in a start-up or scale-up: performance, onboarding, manager development, or a whole function, where what you needed did not exist and you built it while the volume was already arriving. We are not looking for steady-state operating experience, or for leaders who have overseen this work without building it themselves.
• You think in systems. You can show how a change in one part of a talent system, such as ratings, calibration, pay, promotion, or onboarding, shows up in the others, and you reason from the underlying problem rather than copying another organization’s template.
• You design with change management in mind from the start. You plan for how managers and employees in different countries and cultures will adopt a new program or system as part of the design, not as a rollout step afterward, and can show how you knew it stuck rather than being worked around.
• You have deep experience in at least two of onboarding, manager development, and employee engagement or listening, and working experience in the third. You have built programs and content people actually used, and can show how you knew they worked.
• A track record of joining a major project already in motion, taking it over, and working through disagreement with a senior partner, and of influencing without formal authority in a matrixed organization.
• Judgment and prioritization. You decide what slips and say so plainly.

Preferred

• Experience in a mission-driven or international organization, ideally alongside high-growth commercial or tech experience.
• Experience working across multiple countries, including sub-Saharan Africa.
• Experience working with external facilitators, consultants, or vendors, and knowing what to hand off and what to hold.
• Comfort using data (survey, performance, calibration) to make decisions, and knowing when the numbers mislead.
• Exposure to compensation design or close work with a total rewards team.
• Professional French or Portuguese.

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About this role:

• As the Marketing Strategy and Operations Senior Manager, you will be the strategic right-hand implementer to the VP of Marketing. You will design and operate the marketing operating system that unlocks coordination and scale across the marketing ecosystem (content, media, social, paid, ambassadors, web, campaigns, automation). 
• In this role you will not just create plans and processes but you will also own specific key initiatives providing hands-on support building, testing, and scaling new bets. You will draw on a deep understanding of B2B and B2C marketing tactics and channels.  
• The role is scoped so you will spend 40% of your time on special marketing projects flexing to the areas that require resources and expertise. 
• Another 40% will be spent on marketing ops or building the system the team runs on (ways of working, OKR setting, weekly staff meeting, coordination with other teams, retros, etc). 
• Finally, 20% of your time will be spent on Chief of Staff-style work supporting the VP in thinking about marketing strategy, and articulating that vision and progress to the broader organization.   

Reports To: VP of Marketing

Travel Requirement: Must be able to travel ~2–5 times per year to one of our countries of operation for team retreats, meetings, field visits.

What you’ll do:

Marketing special projects and strategic initiatives 40%

• Lead complex cross-functional marketing projects from problem definition through design, launch, test, iteration, and scale while measuring qual and quant impact
• Support marketing teams who need extra capacity or expertise in high priority projects by offering hands-on flex support or ownership of defined sub-problem areas
• Partner with marketing leadership to propose, prioritize, and scope the project portfolio
• Define success metrics and test plans up front, and report results candidly, including what didn't work.
• Document what works, build playbooks, and hand off to a permanent owner or team

Marketing operations 40 %

Own annual and quarterly planning and OKR discipline, translating strategic intent into priorities, milestones, and measurable outcomes

• Analyze marketing performance, trends, and customer insights to identify growth levers
• Lead the org through operating change, including the transition to AI-enabled ways of working
• Own marketing budget and headcount planning with Finance, building integrated resource plans and tradeoff recommendation

Partner with People Team on headcount planning and scaling hiring plansManage key marketing vendor evaluations, procurement, and onboarding of new tools

Marketing Chief of Staff 20%

• Manage the leadership operating rhythm: staff meetings, business reviews, offsites, extended leadership meetings, all-hands, off-site retreats
• Act as a strategic thought partner and advisor to marketing leadership on key decisions, priorities, and emerging opportunities; provide high candor feedback to executive leadership
• Support leadership in navigating ambiguity, aligning stakeholders, team management, and driving execution

What you’ll bring:

• 5–7 years in strategy, chief of staff, management consulting, indie hacker, agency, or marketing/growth or GTM operations
• Experience with a wide range of tactics and channels (you don’t need them all): lifecycle marketing, SEO, SMS and push, paid channels, social, content, and creator, earned media, thought leadership, events, B2B and/or B2C, SaaS marketing, digital marketing, segmentation  
• A first-principles thinker who can break a complex process into parts, decide what to change, automate with AI, or keep human, and connect the dots across functions
• Proven record leading complex cross-functional initiatives in fast-paced, ambiguous environments
• Highly organized and detail-oriented, with strong program management skills
• Experience working with large marketing budgets: including forecasts, budgeting,  headcount planning, investment tradeoffs
• Experience with hiring, recruiting, and onboarding operations
• Excellent presentation skills; experience building exec-level decks
• Detail oriented, if you are reading the third to last bullet, congrats :) as a bonus here are a few tips. 1) don’t use AI in your writing for the application – really, it’s painfully obvious 95% of the time and I want to hire you not Claude 2) mention you saw this bullet in our interview :) 
• Experience managing executive operating rhythms, leadership meetings, business reviews, offsites, and planning forums
• Familiarity with common marketing tech stack tools