Job Openings at Amref Kenya

POSITION SUMMARY

• The Technical Advisor provides country-level technical leadership for the design, rollout, optimization, and governance of the programme’s e-learning projects supporting the Community Health Workers (CHWs) country programme.
• The role ensures that digital learning delivery is structured, scalable, and aligned to workforce development priorities. The position integrates platform implementation, learning quality assurance, data analytics, and stakeholder coordination to ensure that training translates into recognised certification and sustainable workforce integration pathways—including government engagement, partner-led models, and entrepreneurial opportunities where applicable.
• Operating at the intersection of technology, pedagogy, and programme delivery, the Technical Advisor ensures that platform deployment, content integration, user support systems, and performance analytics are well-coordinated and responsive to evolving country realities. The role also oversees Project Officers and provides structured supervision, quality assurance, and performance guidance to ensure effective platform implementation and continuous improvement.
• This role requires strong systems thinking, digital platform expertise, stakeholder coordination capability, and an entrepreneurial mindset to balance innovation with operational stability and governance standards.

KEY RESPONSIBILITIES

Programme Delivery and Management

• Work with the Ministry of Health in the development, validation and approval of CHW curriculum
• Lead country-level planning, coordination, and execution of the e-learning platform rollout aligned to CHW workforce development targets.
• Integrate digital learning delivery into overall programme workplans, ensuring alignment with training schedules, deployment targets, and government priorities.
• Monitor learner progression, course completion rates, and certification status to ensure training translates into recognised qualifications.
• Provide oversight for trained CHWs transition into tangible and compensable employment and pathways and entrepreneurial opportunities.
• Track and escalate bottlenecks affecting certification, onboarding, or compensation activation processes.

E-Learning Ecosystem and Operational Delivery Management

• Serve as the technical focal point for e-learning within the country programme, engaging government counterparts, training institutions, and regulatory bodies where required.
• Ensure platform outputs align with national standards, accreditation requirements, and workforce frameworks.
• Support coordination mechanisms that link course completion data with government HR or payroll systems where applicable.
• Contribute to structured dialogue with government partners to ensure sustainable integration of digital learning within public systems.

Platform and Technical Oversight

• Oversee integration of approved learning content into the digital platform, ensuring functionality, usability, and accessibility for CHWs.
• Oversee management and optimization of the e-learning platform to ensure reliability, accessibility, and user adoption.
• Ensure learning pathways are structured, logically sequenced, and aligned to competency development frameworks.
• Maintain quality assurance standards for uploaded content, assessments, multimedia elements, and learner tracking mechanisms.
• Support continuous refinement of user experience based on analytics, feedback, and programme needs.
• Manage vendor or service provider deliverables where applicable, ensuring adherence to contractual obligations and service level standards.

Project Management and Risk Governance

• Develop and manage structured implementation plans for platform deployment, upgrades, and scaling activities.
• Coordinate cross-functional inputs and manage timelines, risks, and deliverables.
• Maintain risk logs and mitigation strategies related to adoption, performance, or system continuity
• Provide regular implementation updates to the Programme Manager with clear recommendations and corrective actions.

People and Performance

• Provide direct supervision and performance management to Technical Officers – E-Learning.
• Strengthen technical capacity within the e-learning team through structured coaching and performance feedback.
• Foster a culture of accountability, responsiveness, and solution-oriented problem-solving within the digital learning function.

Data, Performance and Continuous Improvement

• Analyse platform data, learner engagement metrics, completion trends, and performance indicators to inform programme decisions.
• Support update of the National CHW registry for training needs and completion of e-learning courses
• Work with MEL to ensure digital data feeds into broader reporting frameworks.
• Identify opportunities to improve learner experience, adoption rates, and operational efficiency.
• Pilot enhancements responsibly while maintaining platform stability and governance standards.

KEY PERFORMANCE INDICATORS (SUCCESS MEASURES) – Building the right platform and creating lasting impact

Digital Learning Rollout and Adoption

• E-learning platform is deployed according to approved country implementation plan, with clear milestones achieved within agreed timelines.
• CHWs are onboarded onto the platform in line with programme targets and rollout schedules.
• Platform adoption rates meet or exceed agreed thresholds for active users and course engagement.
• Technical disruptions are resolved within agreed service standards, minimizing impact on learning continuity.

Course Completion and Certification Outcomes

• CHW course completion rates align with or exceed programme targets.
• Assessment performance data is monitored and used to address learning gaps proactively.
• Certification processes are completed accurately and on schedule, with minimal administrative bottlenecks.
• Digital learning data reliably supports verification of training completion and competency achievement.

Workforce Integration and Livelihood Pathways

• Clear tracking mechanisms exist linking training completion and certification to formal workforce integration pathways (government, partner-led, or entrepreneurial models).
• Percentage of certified CHWs transitioning into recognised engagement pathways meets agreed programme benchmarks.
• Timelines for onboarding into formal engagement or livelihood pathways are monitored, and systemic bottlenecks are identified and escalated early.
• Platform data supports transparent reporting on workforce integration outcomes, including employment, contract-based engagement, or entrepreneurial activation where applicable.
• Coordination mechanisms with government and ecosystem actors support sustainable integration of trained CHWs into the health workforce system.

Project Management

• Implementation plans are clearly defined, monitored, and updated regularly.
• Key milestones are delivered within agreed timeframes.
• Cross-functional dependencies are managed effectively, reducing delays caused by coordination gaps.
• Escalations to Programme Manager are timely, solution-oriented, and supported by clear documentation.

Stakeholder Engagement

• Key stakeholder groups including national, county, regional and community government functions, implementing partners, donors and users demonstrate confidence in the integrity and reliability of the e-learning system.
• Platform outputs align with national workforce standards and accreditation requirements.
• Donor visibility requirements related to digital learning are met on time and to agreed quality standards.

People and Performance

• Technical Officers meet agreed performance standards and deliverables.
• Clear supervision structures and performance reviews are conducted regularly.
• Technical capability within the team improves over time, reducing reactive troubleshooting and improving proactive system management.

Data and Performance Insights

• Digital learning analytics are regularly reviewed and translated into actionable insights for programme leadership.
• Platform data aligns with MEL reporting frameworks and donor requirements.
• Learning data is used to inform adjustments in content delivery, learner support, or rollout strategy.

Qualifications

EDUCATION AND PROFESSIONAL QUALIFICATIONS

• Bachelor’s degree in Education, Human Resource Management, Public Health, International Development, or related fields
• Programme or Project Management certification (PMP, PgMP, PRINCE2 Practitioner or equivalent)
• Change Management certification e.g. PROSCI, CCMP is an added advantage

EXPERIENCE

• Seven (7) to Nine (9) years of relevant experience, with at least three (3) years of supervisory experience in social enterprise, international development, or mission-driven organisations, managing Technical teams;
• Demonstrable experience in Learning Management Systems (LMS), digital learning systems, education technology, digital health platforms, or workforce development programmes;
• Experience integrating digital systems within public-sector, donor-funded, or regulated environments.
• Demonstrated ability translate strategy into executable models that deliver sustainable livelihood, workforce or systems-change outcomes;
• Experience working with government institutions, accreditation bodies, or workforce regulatory frameworks is highly desirable;
• Strong financial and commercial judgment in donor-funded or blended-finance contexts;
• Exposure to CHW training, health workforce strengthening, or livelihood programming is an advantage;
• Exposure to gender-responsive or inclusive employment models; and
• Must be a Kenya citizen, legal resident or possess work authorization documents.

CORE COMPETENCIES

• Strategic and Systems Thinking: Translates programme strategy into structured implementation plans, ensuring platform rollout, certification processes, and workforce integration mechanisms are coherent and scalable. Thinks holistically, recognizing patterns and interdependencies across technology, workforce systems, policy environments, and programme delivery.
• Entrepreneurial and Adaptive Mindset: Applies an entrepreneurial mindset to digital learning delivery by identifying opportunities to improve platform functionality, learner engagement, and scalability within governance boundaries. Balances innovation with operational discipline, ensuring experimentation does not compromise system reliability or workforce outcomes. Responds decisively to emerging implementation challenges, regulatory shifts, or ecosystem changes with practical, solution-oriented adjustments.
• Driving Results: Sets clear performance expectations for the e-learning function, including platform adoption, course completion, and workforce integration benchmarks. Uses data and analytics to monitor performance trends and take corrective action proactively. Takes initiative without waiting for direction while keeping leadership appropriately informed.
• Stakeholder Engagement and Influencing: Builds constructive working relationships with key stakeholder groups in the programme and E-Learning ecosystems. Navigates competing expectations diplomatically while safeguarding programme integrity and long-term sustainability.
• Coaching and Empowerment: Creates psychological safety within the team for problem-solving and learning. Provides structured supervision, coaching, and performance feedback to Technical Officers – E-Learning. Builds technical confidence and problem-solving capability within the team, reducing reactive troubleshooting over time. Delegates responsibly with clear expectations, monitoring progress without micromanagement.
• Building an Inclusive Environment: Ensures digital learning systems are accessible, user-centric, and responsive to gender and community realities. Promotes respectful collaboration across diverse stakeholder groups. Communicates complex technical concepts in clear, accessible language. Builds trust by being transparent, consistent, and evidence-based in interactions.
• Innovative Leadership: Encourages practical experimentation and continuous improvement within the e-learning function. Encourages independent thinking while maintaining shared standards. Strengthens a culture of forward-looking digital problem-solving without compromising reliability. Demonstrates flexibility without compromising standards or integrity.
• Proactive Learner: Seeks feedback from stakeholders and team members to refine implementation approaches. Continuously updates knowledge in digital learning technologies, workforce systems integration, and project management methodologies. Demonstrates openness to learning from both successes and implementation setbacks.

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POSITION SUMMARY

• The Technical Officer – E-Learning provides hands-on technical and operational support for the rollout, implementation, and day-to-day delivery of the country e-learning programme for Community Health Workers (CHWs) country programme’s health pillars. There are four vacancies for this role, with one position based in each of the following locations: Mombasa, Nairobi, Kisumu, and Meru.
• Reporting to the Technical Advisor – E-learning and Workforce, this role facilitates the assessment, training and convening of ecosystem players to strengthen Community Health Workers (CHW). This role will also strengthen the Ministry of Health, training institutions, and other relevant public and private sector players’ capacity to strengthen the pipeline for youth and women’s livelihood in the health sector.
• This  role supports platform administration, curriculum integration, learner onboarding, and field-level digital training activities, working closely with programme teams and other CHW trainers to ensure that digital learning tools are effectively deployed, accessible, and responsive to CHW’s learning needs. The role contributes to ensuring that course delivery, learner progression, and certification processes function smoothly at grassroots level, supporting broader workforce integration objectives.
• This position requires strong technical competence, relationship-building capability, practical problem solving, and the ability to remain highly organized in dynamic environments. The Technical Officer, E-learning role also requires an entrepreneurial mindset and the ability to see problems as an opportunity to improve learner experience, curriculum development process and delivery.

KEY RESPONSIBILITIES

Project Management and Programme Implementation

• Lead structured implementation of approved e-learning and CHW training activities across assigned counties in alignment with national programme workplans.
• Develop and maintain detailed county-level implementation plans, trackers, and milestone schedules.
• Coordinate roll-out of digital and blended training programmes for CHWs, ensuring alignment with programme timelines and county priorities.
• Manage multiple concurrent workstreams within assigned counties, prioritising competing demands while maintaining delivery standards
• Maintain risk logs capturing operational, technical, and stipend-related risks, and escalate systemic issues to the Technical Advisor

Training Roll-out and Capacity Building

• Support country and regional assessments to identify priority gaps in CHW training, employment, and entrepreneurship pathways within the health ecosystem to inform programme planning and resource allocation.
• Deploy and digitise approved curriculum, ensuring usability and alignment with community health and PHC priorities.
• Facilitate training-of-trainers (ToT) and digital orientation sessions at county and sub-county levels.
• Support learning institutions to deploy CHW training resources for CHWs at the county level.
• Support targeted capacity building efforts to strengthen recruitment and retention of women and youth as CHWs.
• Provide hands-on technical and operational support during training rollout activities.

Curriculum Digitization and Platform Administration

• Working with MoH, administer LMS user accounts, enrolments, and access controls across assigned counties.
• Support digitisation, adaptation, and continuous improvement of training curriculum
• Work with content developers and programme teams to test modules, assessments, and multimedia functionality prior to learner deployment.
• Troubleshoot learner and trainer technical issues and escalate vendor-level challenges appropriately.
• Support the updating and maintaining course materials in line with approved revisions.

CHW Stipend Tracking and Payment Coordination

• Support counties in updating the of CHWs registries to enable eligible CHWs receive stipend payments based on verified training participation and activity status.
• Coordinate with County Health Management Teams and County Finance focal points to track the county’s stipend disbursement processes and timelines.
• Monitor performance-based stipend payment status at county level and reconcile payment records against eligible CHW registry.
• Identify delays, discrepancies, or documentation gaps affecting stipend processing and follow up proactively at county level.
• Escalate systemic payment bottlenecks or risks to the Technical Advisor for further engagement at higher governance levels.
• Maintain structured documentation of stipend tracking processes to support transparency, audit readiness, and CHW confidence

Coordination and Partner/Stakeholder Engagement

• Build and maintain effective working relationships with CHWs, Sub-County and County Health Management Teams, and County Finance teams.
• Liaise with local government stakeholders supporting CHW stipend and workforce integration processes.
• Collaborate closely with MEL and programme teams to ensure alignment of training, employment tracking, and reporting requirements.
• Facilitate structured stakeholder convenings and coordination forums at county level.

People and Performance

• Facilitate digital orientation sessions for CHWs and training-of-trainers where needed.
• Track learner participation, completion, and assessment performance.
• Gather user feedback to inform platform and content improvements, and flag delays or anomalies affecting learner progression or completion.
• Support coordination of certification documentation and validation processes.
• Foster a culture of accountability, responsiveness, and solution-oriented thinking within the project or workstream.

Learner Monitoring, Employment Tracking and Reporting

• Track learner enrolment, course uptake, completion, and certification across assigned counties.
• Monitor CHW employment and career progression outcomes, including stipend activation and retention trends.
• Collaborating with Counties support electronic Community Health Information System (eCHIS) deployment, DQA and support supervision to enable performance-based stipends.
• Maintain accurate digital learning data aligned to MEL and donor reporting frameworks.
• Provide structured progress reports and dashboards to the Technical Advisor and country leadership

Continuous Improvement and Innovation

• Identify recurring operational or adoption challenges at county level and propose practical, field-informed improvements.
• Participate in testing and refinement of digital learning tools and curriculum enhancements.
• Contribute insights to strengthen youth-focused programming and workforce integration pathways.

KEY PERFORMANCE INDICATORS (SUCCESS MEASURES) – Building the right platform and creating lasting impact

Project Delivery and Implementation Discipline

• County-level training activities are delivered in line with approved workplans and timelines.
• Implementation trackers, milestone schedules, and risk logs are current and reliable.
• Multiple workstreams are coordinated without avoidable delays or loss of quality.
• Operational, technical, and stipend-related risks are identified early and escalated appropriately.

Training Roll-out and Capacity Strengthening

• CHW training programmes are rolled out successfully across assigned counties.
• Training-of-trainers and digital orientation sessions are delivered as planned.
• Curriculum is digitised and deployed in alignment with PHC priorities.
• Recruitment and participation of women and youth in CHW training show measurable progress.

Platform Functionality and Curriculum Quality

• LMS user accounts and enrolments are managed accurately and on time.
• Digital content is uploaded, tested, and deployed with minimal errors.
• Technical issues affecting learners or trainers are resolved within agreed timelines.
• Course materials remain current and aligned with approved revisions

Stipend Tracking and County Payment Support

• Eligible CHW lists are accurate and aligned with verified training participation records.
• County stipend payment status is tracked consistently and reconciled regularly.
• Payment delays or discrepancies are identified early and followed up at county level.
• Escalations of systemic payment issues are timely and supported by clear documentation.

Stakeholder/Partner Engagement

• County Health Management Teams and Finance teams demonstrate effective coordination with the programme.
• County-level stakeholder meetings and training forums are well organised and documented.
• Collaboration with MEL and programme teams supports smooth implementation and reporting.

Learner Performance and Certification

• Learner enrolment, course uptake, and completion rates meet agreed county-level targets.
• Certification documentation is accurate and processed in a timely manner.
• Learner progression challenges are identified and addressed promptly.

Employment Tracking and Reporting Quality

• CHW employment and stipend activation data are accurately tracked at county level.
• Digital learning data aligns with MEL standards and donor reporting timelines.
• Structured progress reports and dashboards are submitted on schedule and meet quality standards.

Continuous Improvement and Ownership

• Practical improvements are proposed and implemented to strengthen rollout, learner support, or coordination processes.
• Recurring operational challenges show measurable reduction over time.
• Demonstrates initiative and accountability in driving results across assigned counties.

Qualifications

EDUCATION

• Bachelor’s degree in Community Health, Health Sciences, Public Health, International Development, or related fields

EXPERIENCE

• Four (4) to six (6) years of experience in social enterprise, international development, or mission-driven organisations.
• Demonstrable experience in Learning Management Systems (LMS), digital learning systems, education technology, digital health platforms, or workforce development programmes;
• Practical experience facilitating training, implementing curricula, and capacity building of health workforces;
• Experience working with government institutions, accreditation bodies, or workforce regulatory frameworks is highly desirable;
• Exposure to CHW training, health workforce strengthening, or livelihood programming;
• Understanding of CHW training or workforce development programmes;
• Exposure to gender-responsive or inclusive employment models; and
• Must be a Kenya citizen, legal resident or possess work authorization documents.

CORE COMPETENCIES

• Planning and Organizing: Establishes an action plan for self and others to complete work efficiently and on time, by setting priorities, establishing timelines and leveraging resources. Focuses on workable solutions rather than escalating prematurely or deflecting responsibility.
• Entrepreneurial and Adaptive Mindset: Demonstrates initiative in improving workflows, usability, and learner support processes within established governance frameworks. Remains flexible and solution-oriented when implementation challenges arise.
• Personal Accountability: Takes ownership of commitments and follows through reliably. Demonstrates self-discipline in managing time, documentation, and quality standards without requiring close supervision. Initiates action to correct quality problems or notifies others of quality issues as appropriate.
• Collaboration: Builds trust through respectful communication, active listening, and clarity. Navigates differing perspectives with composure and professionalism. Communicates directions and updates clearly to both technical and non-technical stakeholders.
• Service Orientation: Demonstrates empathy and patience when supporting others. Demonstrates respect and professionalism when navigating differing priorities. Follows up to ensure intended actions are accomplished and results are achieved. Checks for user/stakeholder satisfaction and seeks suggestions for improvement.
• Integrity and Ethical Conduct: Consistently acts in alignment with safeguarding, confidentiality, and data protection principles. Demonstrates reliability and transparency in handling information, finances, and people interactions. Exercises sound judgement when reconciling discrepancies or escalating risks.
• Stress Tolerance: Maintains stable performance under pressure or opposition (e.g. experiencing time pressure, conflict, or job ambiguity). Demonstrates persistence and emotional steadiness in high-pressure environments, and handles stress in a manner that is acceptable to other in the organization and programme.
• Proactive Learner: Seeks feedback from stakeholders and team members to refine implementation approaches. Continuously updates knowledge in digital learning technologies, workforce systems integration, and project management methodologies. Demonstrates openness to learning from both successes and implementation setbacks.