Job Vacancies at African Development Bank

THE POSITION:

The Director, Agricultural Finance and Rural Development Department, reports to the Vice President, Agriculture, Human and Social Capital and works closely with sister Director of Agriculture and Agribusiness.

 The job of the Director includes:

• Supporting Regional Directorates/Business Development Units with investments around innovative business models, specifically in disaster risk financing, risk sharing facilities, NSO transactions, public private partnership, private sector-led management and operation to implement the special agro-industrial processing zones (SAPZs);
• Carrying out policy dialogue for a business enabling environment for private sector-led agricultural transformation, value addition and access to markets, which includes the legal, regulatory and institutional framework;
• Working with the Innovative Financing and Small Medium Enterprises (SME) team, to design and establish appropriate innovative solutions for derisking finance for SMEs, with a focus on solutions that target climate adaptation, women and youth;
• Working with the agribusiness NSO team to identify transactions from a commercial, developmental and gender perspective, providing expertise during transaction design for lending and equity investments, also having a secondary responsibility to the water, health and education NSO teams to participate in quality assurance;
• Working with the SAPZ team, to provide design and implementation support of the SAPZs to ensure effective contribution to the goals of the Feed Africa Strategy, impact poverty, enhance competitiveness and transform agriculture, in close collaboration with Technologies for African Agriculture Transformation (TAAT);
• Mobilizing resources for Africa Disaster Risk Financing Program (ADRiFi), Agri-SME Catalytic Financing Mechanism (ACFM), SAPZs, agribusinesses from other Development Partners, Development Financial institutions and Non-Traditional sources including climate financing, sovereign wealth funds and pension funds;
• Developing a knowledge base, communication and sharing lessons for the Department;
• Relationship building and management with both internal clients (Regional and Country teams) and external clients (corporates, investors, commercial banks, private project participants, project sponsors, etc.) and co-financing partners including DFIs, multinationals, African financial institutions.

KEY FUNCTIONS:

The Director, Agricultural Finance & Rural Development Department, is responsible for the following:

Technical oversight and strategic vision:

Design and Establishment of Risk Sharing Facilities

• Identify derisking instruments to catalyse private sector investment in agri-SMEs focusing on gender inclusion, climate resilience, and jobs for youth and establish risk sharing facilities in countries based on the key value chains as identified in the DAKAR Food and Agriculture Delivery Compacts;
• Support resource mobilisation and the expansion of the Agri-SME Catalytic Financing Mechanism and Africa Disaster Risk Financing Program and other derisking mechanisms;
• Support RMCs and agribusiness to enhance resilience and response to climate shocks and understand insurance and risk financing instruments increasingly protect African economies and agricultural value chains from climate disasters

Expand Volume and Lead Innovation in Agribusiness NSO Investments

• Supervise and expand an active business pipeline of agriculture / agribusiness NSO transactions that are commercially viable, technically robust, and have additionality;
• Review and actively participate in quality assurance for health, education and water NSO transactions;
• Identify and manage potential client relationships to develop a strong pipeline of relevant private sector transactions. This includes participation in planning, preparation, fact-finding  and project identification missions;
• Oversee and lead the execution of agribusiness investments and structuring of transactions using debt, guarantee and equity components in line with Bank guidelines and policies to meet the needs of the clients;
• Provide expertise in the agribusiness sector and support policy dialogue around the development, structuring and implementation of agribusiness transactions; 
• Position private sector agribusinesses within the DAKAR2 food and agriculture delivery compact value chain and country priorities and promote linkages with the production and SAPZs;
• Work with the Africa Investment Forum  (AIF) team on mobilising financing and submitting transformational Agribusiness projects.

Promote Public and Private Partnerships (PPP) and private sector-led Special Agro-Industrial Processing Zones (SAPZs)

• Developing the strategy for SAPZ 2.0, which would be a combination of retaining elements of public infrastructure but focussing on private sector led business model, with variants of PPPs;
• Guiding team in development of functional and technical specifications, project designs and feasibility studies for commercially viable and socially inclusive SAPZs;
• Capacity building of regional and country staff and implementing partners to apply and adapt private sector led infrastructure models for Bank designs, tailored to the local conditions, environment and country priorities;
• Ensuring close collaboration with the TAAT team to accelerate production in the SAPZ and providing a holistic solution from production to processing to access to markets;
• Providing deep sector expertise for design, implementation, and supervision of projects by gathering experts for projects and work with a network of consultants, transaction advisors, service providers, implementing partners and private sector developers.

Knowledge Sharing on the importance of private sector in the agriculture transformation (Disaster Risk Financing, Derisking Facilities, Agri-SMEs, NSO transactions Special Agro-Industrial Processing Zones)

• Monitoring implementation around a set of impact indicators around development impact and job creation for women and youth and share best practices, and share lessons learnt;
• Developing guidelines, toolkits and other knowledge products based on best practice emanating from empirical evidence during project implementation;
• Actively communicating around the work of the Department (Disaster Risk Financing, Derisking Facilities, Agri-SMEs, NSO transactions Special Agro-Industrial Processing Zones).

Partnerships with Public and Private Stakeholders

• Maintaining key private sector engagement or partnerships with African agribusiness champions, i.e. large private sector and commodity associations;
• Developing and carrying out an alliance strategy with financial institutions at the country level to support small medium size enterprises;
• Maintain and expand a diversified network of co-financing partners including DFIs, multinationals, international commercial banks, African financial institutions, and private sector clients to promote the objectives of the Department;
• Carry out stakeholder engagement and increased private sector participation in SAPZs and convene global leaders to generate support for and commitment for the SAPZs.

Teamwork:

• Managing a team of professional level and support staff in providing efficient and high quality services that support the business. Set realistic performance goals and motivate team members to meet them, both for individual staff and for the team as whole;
• Managing team’s staffing and resources competently and responsibly to achieve the Department’s objectives;
• Assessing the training needs of staff in the Department, monitor and evaluate their performance;
• Being a collaborative member of the AHVP Management Team, contribute and share expertise and input and foster a collegial environment;
• Building strong relationship management and understand the business needs to assist in developing practical and effective solutions.

Leadership:

• Managing the efficient use of the financial and human resources of the Department, including the career development of staff.  On the technical front the work requires analytical and strategic skills, as well as personal knowledge and practical experience in the main areas of Bank intervention;
• Ensuring that the Department produces a high-quality output with available resources, by making the best use of its human, financial and technological assets, and by monitoring and enforcing efficiency targets;
• Supervising complex project identification, preparation and appraisal for Bank Group financing and verify quality of the projects.

Staff engagement:

• Leading People: Serve as a role model, leading by example, builds alignment and commitment. Is courageous in challenging others to move the Bank forward;
• Promoting collaboration and facilitate teamwork across teams and across organizational units;
• Maintaining a high standard of professional integrity, treat individuals fairly and respectively and be sensitive to differences across culture, nationalities and gender.

Corporate communication:

• Ensuring effective communication between the Management and staff of the Bank, the authorities of member countries, officials from other organizations;
• Monitoring best practice in the industry and, as appropriate, liaise with counterparts in other organizations.

Performs other duties assigned by the Vice President, Agriculture, Human and Social Capital.

COMPETENCIES (skills, experience and knowledge):

• Hold at least a Master’s degree in Agriculture, Agriculture Economics, Finance, or closely related disciplines;
• Have a minimum of ten (10) years of relevant professional experience in private sector financing with seven (7) years working with a private sector company or an international multilateral institution at a managerial level;
• Sound experience with International Development Financing Institutions in developing countries including a satisfactory knowledge of their operational policies and procedures;
• Proven leadership in matters relating to rural development such as policy dialogue, technical review of reports and consultation with other financiers, among others;
• Knowledge of Africa and the rural development needs, opportunities, development challenges and possible solutions;
• Comprehensively understands projects structures, including project planning, risk management strategy, issue management strategy, communication management strategy, and other critical success factors, strategies, policies, procedures and practices of other similar institutions;
• Acute knowledge and understanding of the elements essential for the effective delivery and measurement of development impacts through projects and programs in Africa;
• Ability to identify and create meaningful linkages across sectors to drive development impact at a country and regional level;
• Highly developed negotiation skills proven to yield positive outcomes with senior counterparts, both internal and external;
• Ability to innovate, influence, and implement new country and regional integration strategy approaches essential to the operational effectiveness of the assigned Division and achievement of the clients’ development aspirations;
• Highly developed strategic thinking skills allied to an ability to translate strategic concepts and direction into the implementation of workable and sustainable projects and programs;
• Ability to provide enabling environment for staff members performance; to communicate clearly and concisely, in giving instructions; delegate authority and to assign work to staff members;
• Communicate and write effectively in French or English, with a good working knowledge of the other language;
• Competence in the use of standard Microsoft Office applications (Word, Excel, Access, and PowerPoint) knowledge of SAP is desirable.

Closing Date: 01-Apr-2023

THIS POSITION IS CLASSIFIED AS INTERNATIONAL RECRUITMENT AND ATTRACTS INTERNATIONAL TERMS AND CONDITIONS OF EMPLOYMENT.

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THE POSITION:

The mandate of the Business Process Re-engineering Division (SNBT.2) is to coordinate the implementation of the Transformation Agenda initiatives approved by Senior Management. The division is also responsible for providing leadership and technical expertise in managing the review of the Bank’s business processes, and the implementation of related information technology systems and change management plans.

The Division Manager will lead a small team of core staff (and occasionally Consultants, where required) to fulfil the key deliverables described above.

KEY FUNCTIONS:

As part of the SNBT Management team, and under the leadership of the Director, the Division Manager for SNBT.2, together with their staff will be responsible for supporting the fulfilment of the SNBT mission, with accountability for the following:

Business Process Reengineering Design

• Develop and maintain a catalog of key Bank business processes.
• Document the “As-Is” processes in the catalog with detailed flow maps determining who (staff, managers, institutional structures) does what, when, how, and why.
• Provide technical guidance and coordination to concerned Bank organization units on business process re-designing to improve delivery efficiency, enhance responsiveness to clients and competitiveness with peer service providers, increase development effectiveness.
• Compile and track the performance metrics of the Bank’s major business processes, notably, the time required to execute processes.

Business Process Reengineering Implementation

• Conduct the implementation of “To-Be” processes and identify impacts on organizational structures, systems, information technology systems, and impacted people.
• Lead the update of related organizational structures, policies, and procedures in collaboration with SNBT.1 and the concerned business departments.
• Manage the implementation of related information technology systems in collaboration with TCIS.1 and the concerned business departments. 

Change Management Implementation

• Lead the development of the change management strategy and related plans for the adoption of the reengineered processes in collaboration with SNBT.1, the change management practitioners, and the concerned business departments.
• Conduct and support the execution of the change management plans for all reengineered processes in collaboration with SNBT.1, the change management practitioners, and the concerned business departments.

COMPETENCIES (skills, experience and knowledge):

• A minimum of a Master's degree in Finance, Business Administration, Economics, Statistics, Operations research or related fields.
• At least ten (10) years of relevant and progressive professional experience in Finance, development work, or any related fields. Prior business transformation experience in the AfDB, similar MDBs or private sector will constitute a key success factor for delivery in this role. 
• Superior leadership qualities, technical excellence and first-rate interpersonal and follow-up skills.
• Strong analytical and strategic capabilities.
• Sound understanding of the business and operational needs with proven capacity to innovate and promote change initiatives in policies and processes in large organizations.
• Strong project management skills which demonstrate the ability to see the bigger picture without losing sight of the detail.
• Ability to exercise sound judgement and creativity in identifying options and risks in order to make the right decisions around issues that have the potential to have a significantly adverse effect on the organization both in financial and employee relations terms.
• Good/sound judgment and strong integrity.
• Ability to lead cross-complex and corporate assignments.
• Demonstrated ability to produce high quality work on a variety of issues with very short deadlines, to take prudent risks and make effective and timely decisions.
• Ability to communicate and write effectively in English and/or French with a good working knowledge of the other language.
• Competence in the use of Bank standard software applications (Word, Excel, PowerPoint), Knowledge of SAP is highly desirable.

Closing Date: 01-Apr-2023

THIS POSITION IS CLASSIFIED INTERNATIONAL STATUS AND ATTRACTS INTERNATIONAL TERMS AND CONDITIONS OF EMPLOYMENT

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THE POSITION:

The Vice-President, People and Talent Management reports to, and supports the President in ensuring the delivery of efficient, people-centered, client-oriented people management functions and services for overall institutional effectiveness.

The incumbent will lead the establishment of this new Complex and spearhead the effort to promote people management policies that enhance talent, drive a performance-driven culture, and ensure the competitiveness of the Bank as an employer of choice. Under the direction of the President and within the context of the People Strategy of the Bank, s/he will drive a new corporate culture that rewards creativity and innovation, attracts development talent and retains a world-class workforce across the Bank.

The Vice President will lead a professional HR team to maintain and drive change throughout the Bank, while leading the delivery of the Bank’s People Strategy (PS25), of which the current iteration remains valid through 2025.  As a key member of the senior leadership team, the Vice President, People and Talent Management will lead the deployment of People Management processes, policies and programs across the Bank, ensuring that people and talent management processes and practice are aligned with the Bank’s strategic business objectives.

The Vice President, People and Talent Management, through several dedicated teams, will support the organization by sourcing and developing talented professionals, growing performance capability, providing best practices in talent management and contributing to higher levels of employee engagement. These will ensure the building of organizational capabilities for delivering the Bank’s strategic business agenda and retaining the competitiveness of the Bank as the leading MDB on the continent.

In so doing, this Vice Presidency will directly oversee the unit responsible for administering benefit plans (Staff Retirement Plan and the Medical Plan) as well as three dynamic HR Departments. The first of these will be focusing on interfacing directly with staff clients through integrated Client Services to internal and external stakeholders (through HR Operations, Recruitment and Talent Acquisition, HR Business Partnering, and Staff Engagement initiatives).

The second team hosts the HR Centers of Expertise focusing on Talent, Performance and Staff Development, and will be responsible for developing insights, programs and policies in the areas of Performance Management, Staff Recognition, Careers, Learning and Staff Development.

The third team will host Staff Welfare Services and the various elements of Employment Policy (Reward & Compensation, Employment Policy and Program Management), as well as the Medical Services & Staff Welfare Unit.

KEY FUNCTIONS:

Under the overall supervision of the President (PRST), the Vice President, People and Talent Management will be responsible for contributing to the Bank’s goals, success and development impact by:

1. Supporting the President in the implementation of bold institutional reforms and change management programs, based on the DBDM and the Ten Year Strategy (TYS), to make the Bank a high-performing organization.
2. Providing leadership and direction to management in the implementation of institutional and people & talent management reforms that establish appropriate linkages with the operational strategy of the Bank.
3. Advising senior management on the vision and strategic framework for the management of its human resources, and the supporting policies and practices, to make the most effective use of Bank staff; driving change management programs and effective culture changes that are required to ensure the success and sustainability of the organisation.
4. Ensuring that institutional resources and commitment are mobilized towards the full implementation of the People Strategy (2021 – 2025), the full complement of people and talent management -related ADF and GCI-7 commitments, the relevant people and talent management Action Plan and related operational anchors such as the Gender and Fragility strategies. Support the optimal deployment of Bank resources to develop regional business delivery units that will grow and solidify the regional footprint of the Bank in line with its business and income trajectory.
5. Providing leadership in the development of Bank Group’s people and talent management policies, rules, regulations, norms and standards; ensuring their successful dissemination across the Bank and alignment to international practice and legal requirements.
6. Formulating and recommending people and talent management  policies and programs in line with the Bank’s strategies and priorities, in the different aspects of Human Resources Management, including institutional capacity building; career development; staff mobility; performance management, compensation and benefits management, and employee health and well-being. Establish and implement a rigorous performance-based culture within the Bank, with transparent and merit-based systems for career progression (including appointments, promotions and strategic reassignments).
7. Collaborating with other stakeholders in the Bank (Ethics, Staff Council, Ombudsman, etc.) to build and foster the right Culture, employee brand and employee value proposition across the Bank’s workforce, regardless of location, and particularly within the context of a virtual/hybrid workforce in the future. Provide leadership to drive an institutional culture that fosters staff creativity, innovation, participation, shared values, and inclusiveness, with special attention to gender balance.
8. Promoting a focused and team-based culture to ensure consistent service and delivery across the Complex, in dealing with internal and external stakeholders and partners. Manage and supervise HR Directors and Managers, supporting them to achieve strategic and operational goals within a cohesive team environment.
9. Planning and supervising targeted programs around human resources planning, recruitment, performance management, career development, compensation and benefits, with measures to ensure a robust risk management approach to people and talent management, including the resolution of adverse audit findings.
10. Ensuring that appropriate systems for performance management and talent development, communications, quality measures, monitoring and review are in place to support organizational change, culture and values.
11. Planning, organizing, and coordinating the Complex’s work plan and related (budget) resource planning and utilization; assign projects and programmatic responsibilities; review and evaluate work methods and procedures; engage staff to identify, prevent and/or resolve problems. Drive cost efficiencies and value for money in the use of all corporate resources, and ensure transparency, fairness and equity in the application and administration of all human resource policies, rules and regulations.

Principal accountabilities of the function

1. Lead the execution of the Complex work program and budget, for each of the component Departments and Units within the Complex. Evaluate the performance of direct and indirect reports in terms of successful delivery of the work program and budget.
2. Lead the development of policies, guidelines and processes for the full delivery of the Ten-Year Strategy and the People Strategy. Drive work and delivery of a realigned Complex for implementation of the new operating model. Oversee the application of the “One Bank” approach in the provision of people and talent management support and impact across the institution.
3. Collaborate with CAHR and other relevant Board Committees to ensure the timely delivery and submission of key strategies and policies to Board organs and the Board for approval and implementation.
4. Provide leadership and oversight for implementation of the People Strategy (PS25). Ensure effective implementation of the strategy with emphasis on gender mainstreaming and other diversity goals.
5. Lead and provide oversight for key organizational committees. Report before the committees on behalf of Senior Management.
6. Work with other Vice Presidents and Complexes to ensure effective buy-in for all initiatives piloted by PTVP. Liaise effectively with peer VPs for successful rollout and sustainability of such initiatives. Articulate PTVP-driven corporate strategies and policies through effective written and oral communication.
7. Lead the change management function in the Bank. Support the President and Senior Management by providing holistic advice as and when required.

COMPETENCIES (skills, experience and knowledge required for success)

1. A minimum of a master’s degree in Business Administration, Public Administration, Strategic Management, Human Resources Management, Law, or related discipline;
2. A minimum of fifteen (15) years’ relevant experience in leading Human Resource development and institutional reforms in any large multilateral and bilateral development finance institution, or public or private organization, the last ten (10) years of which should have been at a senior management level;
3. Excellent knowledge of multilateral and bilateral development finance institutions’ policies, guidelines and procedures, especially with respect to human resources and administration. Demonstrated ability to manage complex institutional arrangements in a high performing organization;
4. Experience working in large, multicultural organizations in the public or private sector with a diverse workforce, with demonstrated sensitivity to diverse concerns of staff, management and Boards of Directors;
5. Proven intellectual leadership in managing and maintaining an efficient, ethical and transparent working environment in an international financial/banking organization;
6. Established reputation and track record of exceptional delivery, innovation and change management competence in at least three of the focus areas of the role; an established reputation for successfully delivering on change management within a large international organization;
7. Ability to listen and communicate effectively with oversight bodies such as multi-national Boards of Executive Directors and Governors and other senior government officials;
8. Ability to think strategically and design long-term plans and programs to develop staff in line with the strategic priorities of the people function in the Bank;
9. Ability to inspire, generate and sustain staff commitment and professional excellence; ability to manage a highly diverse work force, ensure gender balance, and develop a work environment that fosters team work and flexible hiring policies that attract and retain top talent;
10. Ability to communicate clearly and concisely (written and oral) in English and/or French, with a solid working knowledge of the other;
11. Capacity to effectively use social media platforms (blogs, mini-blogs, vlogs, etc.) to engage with staff and other internal/external stakeholders.

Closing Date: 04-Apr-2023

THIS POSITION IS CLASSIFIED AS INTERNATIONAL RECRUITMENT AND ATTRACTS INTERNATIONAL TERMS AND CONDITIONS OF EMPLOYMENT.

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THE POSITION:

The Short Term Staff - Security Operations Assistant will support PSEC’s activities overall, and in particular the efficient functioning of RSOC.

KEY FUNCTIONS:

Under the overall supervision of the Head of Unit, and the direct supervision of the Chief Security Operations Center Officer, the Security Operations Assistant will be responsible for the following:

1. Handle security operations with due care, handle sensitive records with discretion, respect the privacy of individuals, maintain the confidentiality of records, ensure that documents containing confidential information are protected with authorized tools, and comply with the Bank’s policies, processes, and procedures.
2. Handle calls and emails to provide safety-related advice or assistance, particularly when employees are traveling or in an emergency.
3. Receive/collect security-related information from various sources (telephone, media, Internet, security intelligence, etc.), assess whether it may or has an impact on the Bank’s assets and/or employees, and recommend mitigation actions.
4. Compile data and reports for operational analysis, produce documents/reports, organize and archive documents/reports in authorized repositories, and provide regularly updated security information to supervisors.
5. Assist authorized colleagues in conducting investigations to protect the Bank’s employees and assets.
6. Coordinate with relevant parties for documentation and rapid response to security incidents, monitor the resolution status of the incidents and appropriately escalate blocking issues to supervisors, until the incidents are resolved and closed.
7. Summarize and report to supervisors the daily operational status of CCTV, access control, intrusion detection, fire safety and emergency notification systems; follow up on documentation and resolution of potential, suspected or actual anomalies.
8. Provide collected information or risk analysis and perform specific tasks to support crisis response.
9. Perform other administrative or security duties, as assigned by supervisors.

COMPETENCIES (skills, experience and knowledge):

1. At least a Bachelor’s degree in Business Administration, Law, Information Technology, Communication, Literature and Languages. Additional certificates or training in security and statistics and research field would be an added advantage.
2. At least four (4) years of relevant experience in the fields of security, information analysis or call centers. Relevant experience in a Security Operations Center or Security Command Center would be an added advantage.
3. Proof of citizenship or evidence of permanent residency or work authorization in the proposed country of employment.
4. Strong ability to work in a stressful environment, and available to work long hours and swing shifts (including night and weekend).
5. Good level of organizational, customer service and teamwork skills.
6. High level of discretion, integrity, and confidentiality.
7. Strong inter-relationship and diplomatic skills.
8. Good written and oral skills in French or English with a good working knowledge of the other language.
9. Practical knowledge of the Microsoft Office suite (PowerPoint, Word, Excel, Access) and SharePoint.

Closing Date: 04-Apr-2023

THIS POSITION DOES NOT ATTRACT INTERNATIONAL TERMS AND CONDITIONS. THE POST HOLDER WILL BE CONSIDERED A SHORT-TERM STAFF (local staff).

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THE POSITION:

The Research Assistant (Short Term Staff) will support and assist the ECMR across a range of activities linked with producing a number of knowledge products, including flagship reports, documents, research papers, economic briefs and presentations. However, the job holder will focus more on the African Development Review, a professional journal devoted to the study and analysis of development policy in Africa. Published four times a year, the Review emphasizes policy relevance of research findings, rather than purely theoretical and quantitative issues.

KEY FUNCTIONS:

Under the Supervision of the Director of the Macroeconomic Policy, Forecasting and Research Department, the STS Research Assistant will perform the following:

1. Manage and monitor the online submission platform (ScholarOne Manuscript Central) for the African Development Review
2. Check and ensure “complete checklist” for all submitted manuscripts: check-in submitted manuscripts and to monitor the full review process
3. Create Reviewers’ Accounts
4. Maintain reviewers’ database
5. Assign or pass on submitted manuscripts with “complete checklist” to the Editor
6. Select and invite reviewers at all stages of the review process.
7. Manage all files associated with a manuscript including timely response to authors’ questions/requests or as may be directed by management.
8. Generate and create reports on manuscript and user activity
9. Generate data bases from internal and external sources as may be required
10. Formatting documents related to the African Development Review and communicating with the Publishers as may be directed by management.
11. Provide analytical support to the Research Department through critical literature search and review, data preparation, cleaning and analysis
12. Reviewing, revising, formatting and finalizing the publication of Bank’s Working Papers and other major Bank’s knowledge products
13. Reviewing, revising, formatting and finalizing the publication of Africa Economic Briefs and How They Did It
14. Ensuring the working paper and briefs are in line with the Working paper guidelines and the Bank’s corporate identity
15. Liaise with PCER for posting the brief online
16. Any other task that may be assigned by the Task manager / Manager /Director. 

COMPETENCIES (skills, experience and knowledge):

1. Hold a minimum of a Bachelor’s degree in Economics or a related field; 
2. Have a minimum of five (5) years of relevant experience in a similar multilateral institution or any other institution engaged in research activities;
3. Good written and oral skills in English or French with a good working knowledge of the other language
4. Competences in the use of Bank standard software (Word, Excel, Powerpoint and Access). Knowledge of SAP is an added advantage
5. Competences in the use of standard econometric / statistical software used in the Bank (Eviews, SPSS, Stata)
6. Acquaintance with major databases (Word Bank, OECD, IMF, SSRN, AfDB) Highly desirable
7. Familiarity and competence in the use and management of an online manuscript submission system.

Closing Date: 21-Apr-2023

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KEY FUNCTIONS:

Under the supervision of the Head of the Security Unit the incumbent will be responsible for the following:

1. Manage the Security Unit’s sensitive equipment in the following domains: access control, video surveillance, signals.
2. Ensure accountability of all SECU inventories in Bank facilities in Abidjan.
3. Ensure routine follow-up and first level maintenance of servers, recorders and databases.
4. Set-up and coordinate regular checks of the equipment assigned to individual staff, including Security Officers and the network of wardens across all Departments in the Bank.
5. Monitor and report levels of inventories for consumables and wear of assets. Report faulty equipment’s and liaise with contracted technicians to deliver repairs as per the relevant contracts.
6. Monitor and control usage of highly-sensitive assets. Ensure that designated users meet the Unit’s standards for administrative requirements, licensing and authority to use, compliance with legislation, and training/accreditation.
7. Conduct daily inventory of highly-sensitive assets and ensure accountability of the assets and their consumables.
8. Under the direct supervision of the Security Officer in charge of preparing annual budgets for the Unit, propose an annual service and materiel procurement plan.
9. Anticipate needs for enhancement of existing installations and propose project plans towards implementation.
10. Anticipate needs for future deployment of new installations in existing Bank facilities, newly acquired facilities or in support of one-short short-term missions (Bank Annual Meetings, special events held in Abidjan or in any location required).
11. Act as project coordinator and primary resource-person for all equipment deployment/installation projects/initiative.
12. Perform any other duties reasonably requested by the Head of the Security unit of the Bank.

COMPETENCIES (skills, experience and knowledge):

1. Hold a minimum of a Bachelor’s Degree in Security Systems or a related field; 
2. Have a minimum of 5 years of relevant experience in security systems;
3. Proof of citizenship or evidence of permanent residency or work authorization in the proposed country of employment.
4. Good written and oral skills in French or English with a good working knowledge of the other language
5. Competence in the use of Bank standard software (Word, Excel, Powerpoint and Access). Knowledge of SAP is an added advantage
6. Matriculated with a clean drivers’ license.
7. Robust technical experience in the design, installation and day-to-day management of security assets (video surveillance, access controls, signals) in similar organizations or enterprises.
8. Experience and skills in minor IT repairs, and routine maintenance for electronic security devices and servers.
9. Knowledge of existing licensing, legal and administrative procedures required for deploying highly-sensitive security equipment.
10. Demonstrated track record in small-scale project management and delivery (private company General Manager, government Senior Official and/or Minister).
11. Impeccable professional manners and strong discipline. Previous experience the Police or in the Military would be regarded as an advantage.
12. Good knowledge of the local languages and very good command of written and spoken French. Ability to communicate efficiently in English is not mandatory but would be regarded as an advantage.

Closing Date: 08-Apr-2023