Vacancies at The Science for Africa Foundation

JOB PURPOSE

The Procurement Manager is responsible for providing strategic and operational leadership of the procurement and inventory management function at the Science for Africa Foundation. The role oversees procurement planning, sourcing, supplier and contract management, inventory management, cost optimisation, and supply chain risk management to ensure the timely and efficient delivery of goods and services.

The role provides strategic oversight of procurement and inventory management, ensuring value for money, compliance with the SFA Foundation's policies and Code of Ethics, and adherence to the principles of fairness, transparency, efficiency, and accountability. The role also drives continuous improvement, stakeholder engagement, and capacity building to strengthen procurement performance and governance. The role is accountable for measurable savings, responsive procurement services and delivery of agreed procurement improvements aligned with the COO’s objectives.

SFA Foundation is committed to fostering a culture grounded in Respect, Accountability, Diversity, Equity & Inclusion (DEI), and Excellence. We seek individuals who embody these values in their work and interactions.

PRINCIPAL DUTIES AND RESPONSIBILITIES

Strategic Procurement and Operational Support

• Lead the development and implementation of a procurement strategy that aligns with the Foundation’s strategic objectives and delivers value to the organisation.
• Interpret and respond to operational procurement needs to ensure timely, cost-effective, and high-quality support to programmes and professional services departments.
• Ensure procurement decisions adhere to value-for-money principles (efficiency, effectiveness, equity, and economy) and SFA Foundation’s Code of Ethics.
• Coordinate annual procurement planning with Finance and departments, aligning requirements and lead times with approved budgets and programme workplans, and maintain a prioritised procurement pipeline to reduce avoidable emergency and single-source procurement.
• Engage departments early to clarify requirements, challenge specifications and market-test budget estimates, and support proportionate business cases and sourcing decisions.
• Advise executive, line management and programme teams on strategic sourcing of goods and services.
• Ensure that SFA Foundation procurement management meets international standards and complies with relevant regulations.

Procurement Policies, Procedures and Process Management

• Oversee end-to-end procurement processes and coordinate inventory receipt records, stock verification and reconciliation with Finance and Business Support, in line with agreed responsibilities.
• Ensure all procurement activities comply with SFA Foundation’s procurement policy, funder regulations, and applicable laws.
• Lead the development, review, and implementation of procurement policies, SOPs, and workflows.
• Identify and recommend policy amendments in line with the SFA Foundation and funder changes.
• Monitor policy adherence, implement internal controls, and support audit readiness.

Sourcing and Supply Management

• Lead all tender and sourcing processes, including preparation, advertising, evaluation, negotiation and supplier debriefing, ensuring fairness and transparency.
• Ensure tender requirements, evaluation criteria, weightings and approval arrangements are agreed before issue, and maintain conflict-of-interest declarations, evidence-based scoring records and documented award recommendations.
• Ensure supplier claims are supported by appropriate evidence, clarifications are handled consistently under the published process, and material gaps are resolved or formally addressed before award.
• Develop and implement cost-effective sourcing strategies and maintain a robust up-to-date supplier database through equitable, open, and ethical prequalification processes.
• Oversee vendor identification, registration, supplier relationship management and regular performance reviews against agreed service levels, ensuring corrective action and escalation of persistent underperformance.
• Conduct market analysis to benchmark supplier costs and secure value for money on all purchases.
• Analyse spend and develop sourcing strategies for high-value and recurring categories, using framework agreements and approved suppliers where appropriate to improve value and sourcing efficiency.
• Deliver and report measurable savings and cost avoidance using baselines and methods agreed with Finance, evaluating total cost of ownership, service quality and relevant fees, commissions and rebates.
• Agree procurement service standards with user departments, hold regular stakeholder reviews, act on feedback and resolve supplier and user issues to improve turnaround times and customer satisfaction.
• Work with Finance to implement risk-based procure-to-pay controls, including purchase-order approval, evidence of receipt or service acceptance, three-way matching where applicable, and documented resolution of exceptions.

Contract and Compliance Oversight

• Manage the full lifecycle of procurement contracts, including commercial negotiation, renewal and close-out, coordinating legal review with Legal, Risk and Compliance and execution by authorised signatories.
• Ensure contracts align with Foundation policies and risk requirements and define agreed scope, pricing, service levels, deliverables, acceptance criteria and internal contract owners.
• Maintain an updated contract register covering commitments, cumulative expenditure, variations, renewal and notice dates, performance issues and agreed actions.
• Ensure proposed variations, extensions and additional costs are assessed for scope, value, budget availability and cumulative exposure and approved under the Approval Framework before commitments are made.
• Work with internal contract owners to verify delivery and acceptance, address supplier underperformance and plan renewals, transitions and exits in time to maintain service continuity.
• Ensure procurement requisitions have clear requirements, supporting documentation and confirmed budget approval before sourcing or commitment, subject to authorised exception procedures.

Risk Management and Controls

• Assess, evaluate and maintain a procurement risk register and implement mitigation measures.
• Ensure segregation of duties and compliance with SFA Foundation's Approval Framework.
• Apply proportionate supplier due diligence covering ownership and conflicts, financial and delivery capacity, relevant insurance and business continuity; coordinate data protection and security checks with Legal, Risk and Compliance and ICT where suppliers handle SFA information.
• Escalate material procurement risks, control breaches, delays and unapproved commitments promptly to the COO and relevant control owners, with recommended action, a named owner and a resolution date.
• Support internal and external audits, implement audit recommendations and promote audit readiness. Ensure timely and effective implementation of corrective and preventive action.
• Maintain procurement quality assurance and decision records, support committees and working groups under approved terms of reference, and ensure transparent evaluation, approval and exception processes.
• Embed proportionate sustainability and supplier inclusion considerations in sourcing and supplier reviews, alongside value for money, service quality and applicable funder requirements.

Team Leadership and Capacity Building

• Lead, coach and mentor the procurement team and key staff engaged in procurement activities within SFA Foundation.
• Assign duties as per key procurement departmental objectives and performance indicators, develop performance initiatives and conduct performance reviews.
• Lead staff training and policy interpretation, and coordinate grantee procurement guidance and training with Grants Operations and programme teams in line with grant requirements and agreed responsibilities
• Ensure adequate internal procurement capacity exists within the SFA Foundation to support delivery of its programmes, compliance and operational requirements.

Systems, Filing, and Reporting

• Act as the business owner of procurement processes within the procure-to-pay system, defining requirements and controls with Finance, coordinating technical delivery with ICT, and designing processes with Business Optimisation Services.
• Lead procurement user acceptance testing, data-quality checks, staff training and adoption of digital workflows, and track improvements in turnaround time, compliance and management visibility.
• Ensure complete, accurate and accessible procurement records in the Document Management System, with appropriate version control, access permissions, retention and an audit trail of key decisions.
• Provide a monthly procurement dashboard to the COO and quarterly and ad hoc reports for Executive Management and the Board, covering pipeline progress, cycle times, savings, supplier performance, customer feedback, contract renewals, exceptions and overdue audit actions.

Asset Disposal

• In consultation with the COO and CFO, ensure asset disposal processes align with policies and regulations.
• Provide technical guidance on appropriate disposal methods.
• Document and report on disposal activities.

PERSON SPECIFICATIONS

Academic Qualifications

• Bachelor’s degree in Procurement, Supply Chain Management, Business Administration, or a related field. Master’s degree in Procurement, Supply Chain Management, Finance, Economics and/or other related fields is an added advantage.

Professional Qualifications

• Holders of CPSP-K certification (Certified Procurement and Supplies Professional – Kenya) and valid registration with the Kenya Institute of Supplies Management (KISM), or internationally recognised qualifications such as MCIPS (Member of the Chartered Institute of Procurement and Supply) or CPSM (Certified Professional in Supply Management).

Experience

• Minimum of 7 years’ experience in procurement, with at least 5 years in a managerial role.
• Strong understanding of procurement law, compliance, and ERP systems.
• Demonstrated experience delivering measurable savings, managing complex service contracts and leading procurement process or system improvements across departments.
• Experience in a donor-funded, international or research-support organisation, including working with programme teams and funder requirements, is desirable.

Knowledge, Skills and Attributes

• Procurement Expertise: Demonstrates deep understanding of end-to-end procurement processes, vendor management, and tendering procedures.
• Contract and Compliance Management: Skilled in drafting, negotiating, and overseeing contracts while ensuring adherence to internal policies and funder regulations.
• Financial Acumen: Applies cost control strategies and financial analysis to drive value for money and informed procurement decisions.
• ERP and Digital Systems Proficiency: Experience using integrated procurement and finance systems, translating procurement requirements into workflows, supporting user testing and adoption, and using data and dashboards to improve performance.
• Risk Management: Identifies and mitigates procurement risks, ensuring strong internal controls and audit readiness.
• Stakeholder Engagement: Builds effective relationships with internal teams, suppliers, and oversight bodies to support service delivery.
• Communication and Negotiation: Communicates clearly, negotiates effectively, and presents procurement insights to leadership.
• Leadership and Team Development: Leads, coaches, and motivates a high-performing procurement team aligned with organisational goals.
• Strategic Thinking: Aligns procurement strategy with institutional objectives and anticipates future sourcing needs.
• Policy and Process Improvement: Leads the development and refinement of procurement policies, SOPs, and workflows.

Leadership Competencies

• Strategic and analytical mindset
• Strong leadership and cross-functional collaboration and relationship building
• High integrity, transparency, accountability and ethical conduct
• Results-oriented with excellent organisational skills
• Ability to thrive in a dynamic, multi-stakeholder environment
• Ability to coach and mentor colleagues and the procurement team
• Change leadership: Ability to drive innovation and continuous improvement
• Executive communication: Ability to distil complex procurement data into insights.

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JOB PURPOSE

As a member of the Human Capital team, the Human Capital Business Partner will partner with leaders to implement the SFA Foundation's Human Capital Strategy by providing strategic and operational Human Capital support to assigned departments and programmes. The role serves as a trusted advisor to leaders, delivering people solutions that strengthen organisational effectiveness, promote a high-performance culture, and support the achievement of the Foundation's strategic objectives.

We are looking to complement the existing strengths within the Human Capital team and are therefore seeking a candidate with strong business partnering experience in organisational development, employee relations, reward and recognition, policy development, regulatory compliance, and organisational change.

The role holder will build strong partnerships across the Foundation to deliver responsive and high-quality Human Capital services, drive continuous improvement of people practices and processes, and ensure the effective implementation of Human Capital initiatives that enhance employee experience, organisational performance, and compliance with organisational policies and applicable legislation. Assigned departments, specialist responsibilities and interfaces with other HC team members will be agreed by the Head of Human Capital, who retains overall functional accountability.

SFA Foundation is committed to fostering a culture grounded in Respect, Accountability, Diversity, Equity & Inclusion (DEI), and Excellence. We seek individuals who embody these values in their work and interactions.

PRINCIPAL DUTIES AND RESPONSIBILITIES

Strategy Implementation

• Partner with leadership to align Human Capital initiatives with broader organisational objectives, ensuring the people strategy addresses immediate priorities while supporting long-term organisational goals.
• Act as a trusted advisor to senior leaders and managers, providing guidance on people-related decisions and supporting effective implementation of HC strategies at the operational level.
• Stay current with Human Capital trends and best practices to inform continuous improvement of policies, processes, and ways of working, with particular emphasis on organisational agility and adaptability in a rapidly changing operating environment.

Organisational Development and Workforce Planning

• Partner with departmental leaders to review organisational structures, workloads, competencies and role requirements, translating findings into workforce plans and updated job descriptions.
• Work with Finance and Programmes to align staffing plans with available funding, support resource pooling and Level of Effort planning, and identify capacity gaps and resourcing options.
• Performance management and talent development
• Support managers to set measurable objectives aligned with departmental and organisational scorecards, complete timely performance reviews, calibrate assessments, and address underperformance. Coach managers while retaining their accountability for people management.
• Work with HC colleagues and managers to link performance and competency findings to learning, career development, succession, retention and reward; support agreed 360-degree feedback processes and assess resulting improvements.

Organisational Change and Employment Transitions

• Implement assigned HC actions within approved organisational change and employment-transition plans, coordinating with the Head of HC, Legal, Finance and relevant advisers on employment documentation, continuity of service and benefits, payroll migration and permits.
• Coordinate employee consultation, communication and individual transition queries; track milestones, dependencies and contingency actions, escalating unresolved risks and decisions through the Head of HC.

Reward and Remuneration

• Support the design, development, implementation, administration, and communication of Total Rewards and Recognition programmes within the Foundation under the direction of the Head of Human Capital.
• Contribute to the formulation and recommendation of appropriate total rewards strategies through the preparation of papers and policy briefs, and by delivering presentations to staff and management.
• Support the design and implementation of the Foundation’s rewards and recognition framework, including targeted monetary and non-monetary programmes that enhance engagement, motivation, performance, organisational trust, and staff satisfaction.
• Support periodic salary reviews, including analysing compensation data, internal pay equity and affordability with Finance, preparing recommendations and presenting findings to Management.
• Support job evaluation, grading and implementation of the Promotion Framework, ensuring recommendations are evidence-based, consistent and submitted through the approved decision-making process.
• Coordinate HC payroll inputs and approved employment changes with Finance Operations and payroll providers; validate supporting records, investigate discrepancies and follow employee queries through to resolution within agreed deadlines and approval controls.

Policy and Compliance

• Design, implement, and oversee employee relations policies, procedures, and programmes that align with legal requirements, organisational goals, and good practice, including areas related to compensation, benefits, and performance.
• Ensure organisational compliance with relevant employment laws and regulations, and provide guidance to management on employee discipline, termination, and other people-related legal matters.
• Support the development, consultation, approval and implementation of Human Capital policies and procedures, including employee communication, manager guidance and monitoring of adoption and compliance.
• Maintain and manage the staff database, ensuring the accuracy, completeness, confidentiality, and integrity of employee data.
• Monitor probation and contract-renewal deadlines, prompt managers for timely recommendations and escalate overdue actions to the Head of HC. Verify that required approvals, notices and supporting documentation are complete before cases are closed.
• Maintain consistency between approved policies, employment contracts and HRIS settings, including leave entitlements; coordinate corrections and verify changes with the relevant process and system owners.
• Coordinate onboarding, employee changes and exits with relevant HC colleagues and ICT, ensuring complete records, timely access changes and documented handovers and clearance.

Conflict Resolution and Investigations

• Investigate employee grievances, mediate workplace disputes, and conduct internal investigations on employee relations matters, including disciplinary issues, in line with organisational policies and applicable legal requirements.

Employee Engagement and Support

• Promote a positive work environment, foster strong relationships between employees and management, address employee concerns, and support employee well-being initiatives.
• Respond to complex employee relations matters escalated by staff, including disciplinary and grievance matters, in line with organisational policies and applicable legal requirements.

Organisational Culture and Employee Engagement

• Advise and support functional leadership to build a respectful, inclusive and collaborative culture grounded in SFA Foundation values, addressing employee experience, workload and wellbeing concerns.
• Support in building a high-performance culture that is strongly linked to SFA Foundation vision, mission, and core values.
• Undertake periodic pulse surveys and an annual employee engagement survey, analyse findings, agree departmental action plans with managers, communicate responses and track improvements, including DE&I outcomes.

Human Capital / Business Support

• Establish effective partnerships with assigned departments and programmes, agree HC priorities and service standards, coordinate with relevant HC colleagues, Finance and Legal, and follow employee queries and cases through to resolution, escalating decisions through the Head of HC.
• Support HC process standardisation and improvement by documenting workflows, clarifying responsibilities, coordinating agreed HRIS changes and monitoring service quality and efficiency.
• Support Human Capital audits and implement assigned corrective actions within agreed deadlines, retaining evidence of completion and checking that controls operate effectively, while safeguarding employee data. Report outstanding risks and actions to the Head of HC.
• Maintain the departmental risk register with accountable owners, mitigation actions and review dates; monitor progress and escalate overdue actions and emerging risks to the Head of HC.
• Prepare regular people analytics and progress reports covering workforce capacity, turnover, recruitment, performance-review completion, engagement and significant people risks; identify trends, recommended actions, owners, deadlines and decisions required.
• Deliver assigned Human Capital projects against agreed objectives, budgets and milestones, reporting progress, dependencies and measurable outcomes to the Head of HC.

PERSON SPECIFICATIONS

Academic Qualifications

• A minimum of a bachelor's degree in human resource management or HR related field from a recognised university.
• A master’s degree will be an added advantage.

Professional Qualifications

• A professional qualification in Human Resource Management – HND / CHRP
• A member of the Institute of Human Resource Management (IHRM)

Experience

• A minimum of seven (7) years’ relevant experience, including at least 2–3 years in an HR advisory or business partnering role within an NGO, or international development organisation, consulting firm, education institution or funding agency.
• Demonstrated experience in organisational development and workforce planning, job evaluation and reward, performance management and implementation of organisational change.

Knowledge, Skills and Attributes

• Must embody and promote the Foundation’s core values of respect, accountability, excellence, diversity, equity and inclusion.
• Should demonstrate strong attention to detail, integrity, and adaptability.
• Must possess well-developed problem-solving, critical thinking, decision-making, and strategic planning skills, with sound judgement.
• Should demonstrate effective leadership and coaching capabilities, including the ability to influence managers and coordinate delivery across teams without direct supervisory authority.
• Must be able to build strategic relationships, mentor and engage staff, inspire credibility and confidence, and foster consensus.
• Should promote knowledge sharing and a culture of continuous learning and improvement.
• Requires solid knowledge of Kenyan labour laws and HR best practices.
• Proven ability to advise leadership, influence decisions, and align Human Capital strategies with organisational goals.
• Must have strong interpersonal, communication, and stakeholder engagement skills.
• Should be analytical and data-driven, with experience using HRIS tools to maintain reliable records, improve processes and translate people data into practical recommendations for management.

Leadership Competencies

• Drive for Results – Consistently delivers objectives with a strong sense of accountability and urgency.
• Organisational Development – Builds structures, capabilities, and processes that support sustainable growth.
• Business Acumen – Applies a strong understanding of the business, market, and industry to inform decisions.
• Project Management – Plans, executes, and delivers initiatives effectively, on time, and within scope.
• People Engagement – Fosters a motivated, inclusive, and high-performing team culture.

ORGANISATIONAL VALUES

All SFA Foundation staff are expected to uphold and demonstrate the organisation’s core values in the execution of their duties:

• Respect: Demonstrates cultural sensitivity and professionalism in all interactions.
• Accountability: Takes ownership of responsibilities and follows through on commitments.
• Diversity, Inclusion, and Equity (DIE): Committed to inclusive practices and equitable decision-making.
• Excellence: Strives for continuous improvement and consistently delivers high-quality outputs

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JOB PURPOSE

We are seeking an experienced Senior Programme Officer to lead the implementation and growth of the Calestous Juma Science Leadership Fellowship (CJF), a flagship leadership development programme that nurtures and empowers accomplished African scientists to become influential leaders capable of shaping science, policy, innovation, and sustainable development across the continent.

The Senior Programme Officer – CJ Fellows will support the implementation and visibility of the Calestous Juma Science Leadership Fellowship (CJF), with primary responsibility for science communication, knowledge dissemination and Fellow visibility. The role will translate complex scientific, leadership and programme content into clear, engaging and accessible communications for diverse audiences, while supporting effective delivery of Fellowship activities.

The role will work closely with Fellows, faculty, programme teams, Science Communications, funding partners and other stakeholders to develop high-quality communication products, strengthen Fellow thought leadership and visibility, document programme outcomes and support communication across the Fellowship lifecycle. It will also contribute to programme coordination, stakeholder engagement, reporting and learning as required.

The position requires strong science communication and storytelling capability, excellent writing and editing skills, an understanding of scientific and research environments, ideally grounded in academic or professional training in a scientific or public health discipline and the ability to work effectively across diverse stakeholders and African contexts.

SFA Foundation is committed to fostering a culture grounded in Respect, Accountability, Diversity, Equity & Inclusion (DEI), and Excellence. We seek individuals who embody these values in their work and interactions.

PRINCIPAL DUTIES AND RESPONSIBILITIES

Science Communication Strategy and Planning

• Contribute to the development and implementation of communication plans for the CJ Fellowship in alignment with programme and organisational priorities.
• Identify key audiences, messages and appropriate communication channels for Fellowship activities, research, leadership outcomes and impact.
• Translate scientific, technical and leadership content into clear, accessible and compelling communications for diverse audiences.
• Contribute to content calendars, communication workplans and campaign planning for Fellowship activities and milestones.
• Provide technical communication input to programme teams and advise on effective approaches to communicating scientific and programme outcomes.

Content Development, Storytelling and Knowledge Products

• Develop and coordinate high-quality Fellowship content, including impact stories, profiles, case studies, blogs, articles, briefs, newsletters, presentations and other knowledge products.
• Develop compelling stories that demonstrate the achievements, leadership journeys, research contributions and impact of Fellows and alumni.
• Support the packaging of programme evidence, learning and results into accessible content for internal and external audiences.
• Lead or support editorial processes, ensuring accuracy, clarity, tone and alignment with SFA Foundation standards and approved messaging.
• Work with Fellows and faculty to identify and develop opportunities for publications, speaking engagements, thought leadership and other visibility opportunities.

Fellow Visibility, Thought Leadership and Stakeholder Engagement

• Support Fellows to strengthen their professional and scientific visibility through appropriate media, speaking, publication and digital opportunities.
• Build effective working relationships with Fellows, alumni, faculty, programme teams, grantees, funders, media and other relevant stakeholders.
• Coordinate communication engagement with Fellowship partners and contribute to positioning the Fellowship as a platform for African scientific leadership.
• Support advocacy, outreach and thought leadership activities that amplify the Fellowship’s contribution to science, policy, innovation and development.
• Represent the Fellowship at relevant communication, programme and stakeholder engagements when required.

Digital, Media and Event Communications

• Coordinate with Science and Corporate Communications teams to support timely publication of approved Fellowship content across relevant digital platforms.
• Support website, social media and other digital content related to Fellowship activities, achievements and milestones.
• Support media engagement and identify appropriate opportunities to generate accurate and positive coverage of the Fellowship and its Fellows.
• Develop and coordinate pre-, during- and post-event communication materials for workshops, conferences, learning sessions and other Fellowship events.
• Coordinate photography, media, social media amplification and other communication logistics for key Fellowship activities.

Programme Coordination, Reporting and Learning

• Contribute to planning and implementation of Fellowship activities and workplans, ensuring communication requirements are integrated into programme delivery.
• Support preparation of programme, partner and funder reports, including communication, visibility, outcomes and impact sections.
• Track communication outputs, reach, engagement and outcomes and provide periodic updates to inform programme learning and decision-making.
• Document lessons, success stories and good practices arising from the Fellowship and support knowledge sharing across Fellows, alumni and partners.
• Maintain organised records and archives of communication products, media coverage, publications and relevant programme documentation.

Quality Assurance, Capacity Building and Collaboration

• Review communication outputs for quality, accuracy, accessibility and consistency with SFA Foundation brand and editorial guidelines.
• Provide technical guidance to programme colleagues and relevant partners on science communication and knowledge dissemination.
• Share good practice and support learning on effective science communication approaches across the Fellowship and wider Foundation.
• Work collaboratively with Communications, Programmes, M&E and other professional services teams to deliver high-quality outputs.

Budget and Operational Support

• Contribute to communication planning and resource requirements for Fellowship activities.
• Support monitoring of communication-related expenditure and deliverables within approved plans and budgets.
• Support coordination of external communication vendors and consultants, where required.

PERSON SPECIFICATIONS

Academic Qualifications

• A minimum of a Bachelor’s degree in Science, Public Health, Science Communication, Communications, Journalism or a related discipline from a recognised institution.
• A Master’s degree in a relevant discipline is preferred. Candidates with a science or public health background combined with demonstrated science communication experience are particularly encouraged to apply.

Professional Qualifications

• Relevant professional certification or membership of a recognised professional body in communications, journalism, public relations, science communication, science, public health or a related field would be an added advantage.

Experience

• At least 5 years of progressive experience in science communication, strategic communications, science journalism, research communication or a related field, preferably within science, health, research, innovation or the non-profit sector. Applicants who trained or practised in a scientific or public health field and have since built science communication expertise are equally welcome.
• Demonstrated experience translating complex scientific or technical information into clear and compelling content for diverse audiences.
• Experience working with scientists, researchers, research institutions, policymakers, funders or other stakeholders in a research or development environment.
• Experience supporting programmes, fellowships, leadership initiatives or multi-stakeholder projects would be an added advantage.
• Demonstrated experience developing communication products and supporting media, digital, event and stakeholder engagement.

Knowledge, Skills and Attributes

• Excellent writing, editing, storytelling and scientific communication skills.
• Strong understanding of science, research and innovation communication, underpinned by scientific or public health literacy, and the ability to communicate complex concepts to non-technical audiences.
• Ability to develop communication approaches and content for different audiences and channels.
• Proficiency in digital communication tools, social media platforms, website content management systems and multimedia production.
• Strong stakeholder engagement and interpersonal skills, with the ability to work effectively with scientists, Fellows, partners, media and diverse teams.
• Strong planning and organisational skills, with the ability to manage multiple assignments, deadlines and competing priorities.
• Strong presentation and public speaking skills.
• Strong attention to detail and commitment to accuracy and quality.
• Ability to work independently with minimal supervision and collaboratively across teams.
• Proficiency in Microsoft Office and collaboration tools, including Word, Excel, PowerPoint, Outlook and SharePoint.
• Proficiency in English is required; knowledge of French or another African Union language is an advantage.

Leadership Competencies

• Demonstrates ownership and accountability.
• Demonstrates the ability to manage and influence stakeholders.
• Drives cross-functional collaboration and knowledge sharing.
• Supports a culture of continuous improvement and quality focus.
• Provides technical guidance and mentorship to colleagues and partners where required.
• Upholds integrity and promotes a strong documentation and governance culture.