Technical Advisor: – Executive of qualification and human resource Management- Food System-Re-advert Full Time NEW

Term of Employment: One year with possibility of extension

Duty Station(s): Addis Ababa, Secondment to MoA

Required Number: One

Application Deadline: August 8,2026

Background

The Ethiopian Agricultural Transformation Institute (ATI), formerly known as the Agricultural Transformation Agency (ATA), is a strategy and delivery-oriented government institute created to help accelerate the growth and transformation of Ethiopia’s agriculture sector, which is a key contributor to the country’s GDP, exports, and workforce. The ATI’s work is cantered on improving the livelihoods of smallholder farmers (SHFs) across the country for improved income, inclusiveness, resilience, and sustainability.

The ATI works to transform the agriculture sector in Ethiopia by conducting policy and analytical studies, providing technical implementation support and capacity building, coordinating.

platforms to better integrate partners and projects and designing and directly leading several innovative/pilot interventions. The Institute joins forces with various stakeholders, including policymakers, researchers, farmers, and development partners, to support the implementation of agricultural development programs and initiatives. In addition, the ATI collaborates with national and international partners to facilitate knowledge exchange and learning opportunities. The Institute plays a crucial role in generating and disseminating information to support evidence-based decision-making in Ethiopia’s agricultural sector.

Our Culture

We have an exceptional team of highly competent employees with a proven track record of success in managing complex activities and achieving transformational results. Our culture is one where talented, dedicated, and adaptable individuals are committed to doing their best and exhibit great teamwork to achieve excellent results.

At ATI, we provide an exceptional platform for people who want to achieve their highest potential and make a meaningful contribution in changing the country’s agricultural sector. We offer rewarding work in a young, fast-paced growing organization with passionate, committed, motivated colleagues and excellent career development and training. We recognize our most valuable assets are our staff and are committed to providing our employees with the tools, training, and mentorships necessary to achieve their career goals.

Position Summary

The Technical Advisor: Executive of Qualification and human resource is responsible to provide strategic leadership to the MoA program’s Human Resource (HR) processes; Develop, implement, interpret and revise HR policies, procedures and systems as necessary; involve and support in the development of MoA strategies; Initiate, catalysed and manage desired organizational learning, change and transformation processes; initiate and facilitate organizational value and culture bundling processes; lead periodic HR strategy, policies, system and procedures reviews; lead the strategic staff performance review and management processes; Develop and implement human resource plans aligned to MoA’s country strategy, plans and priorities; lead the employee resourcing, recruitment, selection, and induction processes; lead the development and implementation of employee welfare and wellness services including medical schemes, insurance, work life balance; take leading role in development and maintenance of sound Human Resource Information System; lead the strategic and annual plan and budgeting processes for HR programs and functions; provide strategic HR support to operation & program team across the organization, play vital role in the joint team leadership of the MoA program’s overall engagements, and play leading role in the mainstreaming of gender concerns in all HR processes of the organization.

Outcome 1: Develop and Implement HR strategies, Systems, Policy and Procedures (20%)

• Developing HR strategies, objectives and KPIs aligned with the MoA organizational strategies
• Implementing HR strategies focusing on talent acquisition, retention, engagement, compensation, health & safety, learning & development, succession planning, and employee relations.
• Design/review HR policies and procedures ensuring compliance with legal and donor’s requirements and ensure effective implementation.
• Provide advisory service to MoA Leadership, supervisors and employees on employment laws, policy, and MoA HR Manual and Civil Service regulations and manuals.
• Ensure compliance to legal procedures and requirements through following-up changes in the Civil Service law, regulation, and directives.
• Regularly review the HRM Information System, recommend System enhancement and ensure that the enhanced System is effectively applied.

Outcome 2: Effectively lead the hiring and deployment of best talent that meets MoA current and future talent need (20%)

• Ensure effective, fair, and transparent Recruitment and Selection Processes are in place, comply with legal and MoA requirements and regularly reviewed and updated.
• Develop recruitment Sourcing Strategy, regularly review, and update in order to access, attract and tap the best talent from the appropriate source.
• Enhance the Competency Based Interviewing by supporting hiring managers in developing Competency Based ToRs and interview questions.
• Ensure that an enhanced candidates assessment tools and objective assessment criteria are maintained at all levels so that all job applicants are screened and assessed.
• Negotiate salary with successful candidates and fix the compensation in consultation with the relevant senior leadership.
• Support Leadership Team members to prepare the annual HR Plan; develop salary budget, ensure Source of Fund is allocated in line with the plan and uploaded into the system on time.
• Review TORs for new hire requests to monitor that the Job description and person specifications are aligned with MoA’s key job roles and requirements, ensures fulltime engagement of new hires, and meet standards.
• Monitor the Recruitment and Selection Database so that the HR R & S dashboard reflects the actual status of the recruitment.
• Ensure that new joiners are effectively onboarded and attend all the required onboarding sessions

Outcome 3: Monitor and ensure that high quality HR services are delivered to all staff on timely manner (10%)

• Ensure that employment contract for new hires, contract extensions and post-employment procedures are effectively managed.
• Ensure that employee separation processes properly facilitated on time and in line with the legal requirement and MoA HR Policy.
• Ensure that employees’ requests are responded on time in line with the policies and procedures.
• Monitor and ensure HR Databases and personnel records both in soft copy and hardcopy are updated.

Outcome 4: Ensure effective management of employees’ compensation and benefits (10%)

• Initiate and lead compensation and benefit package survey and recommend solution that ensures MoA’s competitiveness.
• Initiate and lead job analysis, evaluation and grading so that employees’ compensation fairly commensurate with the scope, complexity, responsibility, and associated risks of their work.
• Ensure that employees’ benefit packages, communication allowances, leaves are effectively managed.

Outcome 5: Ensure effective management of the Performance Management System (5%)

• Lead PMS revision and ensure that the implementation of enhancement interventions is effectively tracked, monitored and status reported on time.
• Ensure that employees set their performance goal and conduct check-ins as per the System requirement and the given timeline.
• Ensure that employees’ performance evaluations are conducted as per the System requirement and the given timeline.
• Compile annual employee performance evaluation ratings for departments
• Ensure that appropriate action was taken following the approval, and direction.

Outcome 6: Learning and development Programs designed and delivered to build employees’ ability (20%)

• Conducting L & D need assessment, design and implement L & D interventions.
• Ensure appropriate resource is allocated to deliver the learning and development interventions
• Lead the development and implementation of Succession Planning and Management to ensure internal talent is available to meet MoA’s talent need
• Organize panel discussions, experience sharing sessions and mentoring opportunities through mobilizing internal and external resource persons
• Ensure that cross functional learning sessions are effectively conducted.
• Regular review and tailor training modules such as basic skill training to incorporate new trends, concepts and thinking.

Outcome 7: Ensure effective Systems, Structure, Processes and Procedures are in place. (10%)

• Lead the annual organizational survey and identify enhancement intervention areas with the support of appropriate body within the Ministry.
• Coordinate the enhancement intervention prioritization process and secure approval by Senior Leadership.
• Ensure that prioritized enhancement intervention owners develop implementation action plan
• Ensure that the enhancement intervention action plan progress is tracked and reported to Senior Leadership of the Ministry.

Outcome 8: Develop HR operational plan and budget and report implementation (5%)

• Prepare annual HR operational plans, measure performance, and report
• Prepare annual budget, review budget and activity plan as per the revision timeline and effectively utilize the budget

Required Qualification, Competencies and Experience:

• Master’s or PhD Degree in Human Resources Management/Development, Organization Development, Management, Business Management, and other related filed of studies.
• Minimum 12 years for master’s and 6 years for PhD relevant work experience in strategic management, general management/leadership, team building, effective communication skills, etc out of which 6 years shall be in leadership and managerial position.
• Inclusion & respect for diversity

Working Conditions Requirements:

The job holder spends most of the working hours in the office where his or her tasks are largely carried out in an office setting working with computer. There are non-frequent travels to regional bureaus organizations under the ministry.

Behavioral competencies:

• Respects and promotes individual and cultural differences.
• Shows respect and sensitivity towards gender, culture, ethnicity, religion, sexual orientation, political conviction, and other differences.
• Encourages the diversity and inclusion of all team members and stakeholders while demonstrating the ability to work constructively with people with different backgrounds and orientations.
• Promotes the benefits of diversity, values diverse points of view and demonstrate this in daily work and decision making.
• Challenge’s prejudice, biases and intolerance in the workplace
• Demonstrates a deep understanding and appreciation of cross-cultural differences.
• Fosters a culture of inclusiveness within the organization and champions diversity. Promotes the development of policies, processes, and systems that are consistent and fair to people of all backgrounds.
• Integrity & Transparency
• Maintains high ethical standards and acts in a manner consistent with organizational principles/rules and standards of conduct.
• Upholds and promotes the Standards of Conduct and Unified Employee Regulations and Rules.
• Delivers on commitments; manages the organization’s resources reliably and sustainably.
• Embraces and encourages transparency, balancing this with the need for discretion and confidentiality as appropriate.
• Maintains impartiality and takes prompt action in cases of unprofessional or unethical behaviour.
• Does not abuse one’s position and acts without consideration of personal gain. Is motivated by professional rather than personal concerns.
• Acts with empathy, sensitivity, and compassion for others

Technical competencies:

Communication and Interpersonal Skills

• Communicates strategically, translate complex information into meaningful and understandable messages, demonstrates excellent judgment on what information should be communicated.
• Generates high quality and high impact written outputs including reports, emails, documents, and presentations, with clear structure, messages and flow that meet the need of the intended audience,
• Speaks in a clear, logical, well-structured, and articulated manner confidently in order to convince individuals and groups.
• Adapts communication channel to be sensitive and respectful to the situation, the local context, and the diverse needs of the audience,
• Maintains confidentiality where necessary or appropriate,
• Able and willing to challenge others at all levels constructively when appropriate,
• Effectively presents materials, leads and facilitates group discussions and meetings,
• Exhibits confidence and presence with more senior stakeholders and partners,

Team Management and Development

• Develops and promotes effective collaboration within and across units to achieve shared goals and optimize results.
• Ensures team members are fully and efficiently utilized/engaged on appropriate, high-value activities, and operating effectively as a team,
• Ensuring and maintaining a healthy work-life balance,
• Ensures team members have strong forward visibility on their schedules,
• Ensures employees are well equipped with ATI’s Core Competencies and comfortably demonstrating/applying them in their work,
• Monitor and track performance progress to take timely action and ensure success,
• Review and evaluate performance achievements on time and take appropriate action.
• The ability to conduct assessments, surveys, and design intervention programs/projects such as compensation and benefit packages, learning and development programs,
• Diagnoses needs and determines strategic direction and long-term opportunities to best meet the employees’ evolving needs.
• Effectively plans and structures work, and organizes and prioritizes daily tasks and activities and allocate resources to ensure effective delivery of outputs,
• Sets clear objectives, plans tasks and manages time effectively.
• Demonstrates strong, full ownership, accountability of own work, and drive results
• Takes personal responsibility for the quality and timeliness of work, and achievement of results and impact,
• Flexible and adapts to changing organizational needs, context, and work responsibilities,
• Produces and delivers quality results in a service-oriented and timely manner. Is action oriented and committed to achieving agreed outcomes.
• Proactively assesses delivery risks, develops mitigation strategies, and effectively manage the risks.

Program/project designing, planning, and delivering results

Leadership

• Provides a clear sense of direction, communicating strategy, leads by example and demonstrates the ability to carry out the organization’s vision. Assists others to realize and develop their potential.
• Developing a culture of strong leadership and driving of initiatives to facilitate the development of leadership capabilities.
• The ability to build, manage and lead teams, inspire and motivate others and deal with conflict.
• Demonstrates vision and strategic thinking in leading initiatives and the team,
• Inspires team and maintains high level of team motivation through effective communication and management approach and style,
• Promotes participatory and transparent decision-making process,
• Manages diverse staff members through building relationship and trust among them.

  Strategic Planning and Execution

• Works strategically to realize the Organization’s goals and communicates a clear strategic direction
• The ability to create overall linkage of activities to overall organization vision, capability, strategies, and tendencies
• The ability to think intentionally and rationally through a process that focuses on the analysis of critical factors & variables that will influence the long-term success of ATI,
• Proactively demonstrates strategic impact of HR across the organization.
• Proactively identifies and mitigates people-related risks and helps organizations respond accordingly.
• Ensures that many perspectives are considered in strategic issues and during decision-making. Gains commitment and buy-in for strategies and programs by demonstrating their impact on results. Obtains the cooperation of partners and stakeholders through an understanding of the organizational culture.

  Problem Solving and Data Analysis

• Identifies and defines problems in clear and structured way,
• Prioritizes problem-solving focus and activities effectively for generating solutions and recommendations,
• Takes initiative to solve problems without being instructed to do soDealing with sensitive employee matters like disciplinary
• Plans, collects and validates the reliability and analyse data & information in a timely and efficient way using appropriate analytical methodologies,
• The ability to analyze, interpret and communicate people data to derive actionable insights, inform decision-making, and assess HR’s contribution to achieving strategic objectives.
• Critically appraises data validity and uses multiple sources of evidence in the decision-making process.

  Talent Management

• Identifying current and future talent needs for critical positions, segmenting talent pools according to scarcity and criticality
• Develop succession strategy and implementation plan to ensure internal talent availability
• Identify potential internal resources and establish talent pool
• Support and advise leadership Team to create opportunities for employees to develop and utilize their talent
• Develop career path and support staff and supervisors to design growth strategy.

Other requirements (Languages, Licensing or Certifications)

• The incumbent is expected fluency in writing, reading, and understanding in English and Amharic languages. International HRM certification is counted as a plus.