LEADER INTERIM ET SERVICESExternal

Commerciale bilingue (français-anglais)

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Nous recrutons pour un de nos partenaires une commerciale dynamique, motivée et orientée vers les résultats, qui a une bonne maitrise du français et de l’anglais, avec une expérience minimum de 02 ans dans le domaine commercial. Une expérience dans le domaine de la peinture serait un atout. Envoyez votre candidature à : Voir aussi: Modèle de Commercial gratuit.

The Human Resource Manager is the Head of the Human Resource Department and is responsible for providing strategic leadership, policy direction, and operational oversight across all HR functions, including Administration, Recruitment, Training, Performance Management, Employee Relations, Compensation & Benefits, Employee Welfare, and Occupational Health & Safety. Department Human Resource Department Reports To Chief Executive Officer Supervises The Human Resource Manager shall provide direct leadership and supervision to the following functional areas: · Administrative Assistants · Chefs · Recruitment & Onboarding · Training & Development · Performance Management · Employee Relations · Compensation & Benefits · Welfare & Employee Engagement · Occupational Health & Safety JOB PURPOSE To provide strategic leadership, direction and management of the Human Resource function by developing and implementing human resource strategies, policies and systems that attract, develop, motivate and retain competent employees while ensuring compliance with labour laws and supporting the achievement of KUPA-KENYA's strategic objectives. The Human Resource Manager shall champion a high-performance culture, organizational effectiveness, employee engagement, leadership development, compliance and institutional growth across all operational offices. KEY DUTIES AND RESPONSIBILITIES A. Strategic Human Resource Leadership The Human Resource Manager shall: · Develop and implement the Human Resource Strategy. · Align HR initiatives with the Strategic Plan. · Advise the CEO and Senior Management on HR matters. · Develop annual HR work plans and departmental budgets. · Lead organizational restructuring initiatives. · Develop workforce planning strategies. · Promote organizational culture aligned to KUPA-KENYA's Vision, Mission and Core Values. · Develop succession planning frameworks. · Lead organizational change management initiatives. B. Recruitment and Onboarding Responsible for ensuring the organization recruits competent employees capable of delivering organizational objectives. Responsibilities include: · Develop annual manpower plans. · Coordinate recruitment processes. · Advertise vacancies. · Shortlist applicants. · Coordinate interviews. · Conduct reference checks. · Prepare employment contracts. · Coordinate induction programmes. · Ensure probation management. · Maintain recruitment records. · Improve employer branding. C. Performance Management The Human Resource Manager shall: · Develop and implement Performance Management Systems. · Coordinate KPI development. · Ensure every employee has measurable KPIs. · Coordinate probation reviews. · Coordinate annual performance appraisals. · Monitor departmental performance. · Prepare performance reports. · Administer Performance Improvement Plans (PIPs). · Advise management on performance interventions. · Promote accountability. D. Training and Development Responsible for building organizational capacity. Duties include: · Conduct Training Needs Assessments. · Develop annual training plans. · Coordinate internal and external training. · Develop leadership programmes. · Evaluate training effectiveness. · Develop employee career development plans. · Maintain training records. E. Employee Relations The Human Resource Manager shall: · Promote harmonious employee relations. · Handle grievances. · Coordinate disciplinary processes. · Conduct investigations. · Advise management on labour matters. · Promote employee engagement. · Ensure compliance with HR policies. · Coordinate employee communication. · Build a positive organizational culture. F. Compensation and Benefits Responsible for: · Salary administration. · Payroll coordination. · Benefits administration. · Leave management. · Staff medical schemes. · Pension administration (where applicable). · Staff insurance administration. · Annual salary reviews. · Job evaluation. · Compensation benchmarking. G. Employee Welfare and Engagement The HR Manager shall: · Coordinate employee wellness programmes. · Develop employee engagement initiatives. · Organize staff recognition programmes. · Coordinate staff events. · Promote work-life balance. · Coordinate counselling programmes. · Improve employee satisfaction. H. Occupational Health and Safety Responsible for: · Implementing Occupational Safety and Health policies. · Coordinating workplace inspections. · Managing workplace safety programmes. · Coordinating safety training. · Ensuring compliance with OSHA. · Investigating workplace accidents. · Developing emergency response plans. · Coordinating first aid programmes. I. Administration Oversight Provide supervision over Administrative Assistants and office support functions by ensuring: · Efficient office administration. · Asset management. · Records management. · Visitor management. · Office cleanliness. · Office supplies management. · Administrative support services. J. Kitchen and Hospitality Services Provide oversight over Chefs by ensuring: · Compliance with food safety standards. · Meal planning. · Hygiene standards. · Kitchen efficiency. · Budget management. · Staff welfare through quality catering services. K. Human Resource Policies and Compliance Responsible for: · Developing HR Policies. · Reviewing HR Manual. · Labour law compliance. · HR audits. · HR risk management. · HR governance. · Statutory compliance. · Employment contract management. L. HR Information Management Responsible for: · Maintaining employee records. · HRIS administration. · Employee database management. · HR reporting. · Staff analytics. · HR dashboards. · Confidentiality of employee information. M. Leadership Responsibilities The Human Resource Manager shall: · Lead the HR Department. · Supervise HR staff. · Coach and mentor employees. · Develop departmental KPIs. · Conduct departmental meetings. · Monitor departmental budgets. · Promote continuous improvement. QUALIFICATIONS · Bachelor's Degree in Human Resource Management, Business Administration (HR Option), Industrial Psychology, or a related field. · Master's Degree in Human Resource Management, Business Administration, or a related field will be an added advantage. · Certified Human Resource Professional (CHRP-K) or Higher National Diploma in Human Resource Management. · Membership in the Institute of Human Resource Management (IHRM) in good standing. · Valid Practising Certificate where applicable. EXPERIENCE · Minimum of 7 years progressive Human Resource experience. · At least 3 years in a senior HR leadership position. · Demonstrated experience in organizational restructuring, performance management, industrial relations, recruitment, policy development, and change management. · Experience supporting multi-site operations and large field teams is highly desirable. COMPETENCIES · Strategic leadership and people management. · Strong knowledge of the Employment Act, 2007, Labour Relations Act, OSHA, NSSF, NHIF/SHIF, PAYE, and other relevant Kenyan labour laws. · Excellent communication, negotiation, and conflict resolution skills. · High integrity, confidentiality, and ethical conduct. · Strong analytical, planning, and decision-making skills. · Ability to lead organizational change and build high-performing teams. · Excellent report writing and presentation skills. · Proficiency in HR Information Systems (HRIS) and Microsoft Office applications. PERSONAL ATTRIBUTES · Visionary and strategic thinker. · Results-oriented with a strong commitment to accountability. · Professional, fair, and impartial in decision-making. · Excellent interpersonal and stakeholder management skills. · Resilient and adaptable in a dynamic work environment. · Committed to continuous learning and organizational excellence. · Demonstrates the highest standards of integrity and confidentiality. This job description reflects the comprehensive leadership role expected of the Human Resource Manager and aligns with KUPA-KENYA's governance framework, organizational structure, and strategic growth objectives. It provides a clear basis for recruitment, performance management, and accountability.

UNICEF works in over 190 countries and territories to save children’s lives, defend their rights, and help them fulfill their potential, from early childhood through adolescence. At UNICEF, we are committed, passionate, and proud of what we do for as long as we are needed. Promoting the rights of every child is not just a job – it is a calling. UNICEF is a place where careers are built: we offer our staff diverse opportunities for professional and personal development that will help them reinforce a sense of purpose while serving children and communities across the world. We welcome everyone who wants to belong and grow in a diverse and passionate culture, coupled with an attractive compensation and benefits package. Visit our website to learn more about what we do at UNICEF. For every child, the right to a Champion How can you make a difference? Under the supervision of the Chief Risk Management, you as the Risk and Compliance Specialist will support the Integrated Risk Management team in strengthening risk management and compliance efforts in the WCA Regional Office and WCA Region, specifically in the areas of Implementing Partnership management as it relates to both programme and operations. Key functions, accountabilities and related duties/tasks Risk Data Quality and Integrity Assurance Consolidation and Analysis of Regional Risk Trends Strengthen capability and quality of risk management at Country level Control Testing and Reviews Support Assurance activities Standardization of Tools and Methodologies Monitoring of Risk Actions Across Countries Strengthen Risk Reporting at Regional level Early Warning Signals at Regional Level If you would like to know more about this position, please review the complete Job Description here: Download File JD – Risk and Compliance Specialist P3.pdf To qualify as an advocate for every child you will have… Minimum requirements Education: Master or equivalent (Advanced University Degree) in one of the following fields is required: Business Administration, Financial Management, Development studies, International Development, Economics, Auditing, Project/Programme Management or another relevant technical field. Work Experience: At least 5 years of continuous professional work experience in Risk and Compliance, programme development/management, or another directly relevant area, several of which in internal audit. Skills: Experience in Risk Management, Compliance, Programme Implementation, Reporting, Financial Controls is required Language Requirements: Fluency in French and English is required. Desirables: Language: Knowledge of another official UN language (Arabic, Chinese, Russian or Spanish) or a local language Operations Management, Strategic Management, Risk Management, Audit, Investigation, Internal Control, Statistics and Data Analysis or Accounting certifications are considered as assets. Experience in financial management, particularly developing and implementing financial control systems, ERM, audits, internal control preferably with international organizations, and UN is considered as an asset. Field experience /familiarity with Emergency is considered as an asset. Relevant experience at country level, particularly in development, fragile settings and humanitarian contexts. For every Child, you demonstrate… UNICEF’s Core Values of Care, Respect, Integrity, Trust and Accountability and Sustainability (CRITAS) underpin everything we do and how we do it. Get acquainted with Our Values Charter: UNICEF Values UNICEF competencies required for this post are… Builds and maintains partnerships Demonstrates self-awareness and ethical awareness Drive to achieve results for impact Innovates and embraces change Manages ambiguity and complexity Thinks and acts strategically Works collaboratively with others Familiarize yourself with our competency framework and its different levels. UNICEF promotes and advocates for the protection of the rights of every child, everywhere, in everything it does and is mandated to support the realization of the rights of every child, including those most disadvantaged, and our global workforce must reflect the diversity of those children. The UNICEF family is committed to include everyone, irrespective of their race/ethnicity, disability, gender identity, sexual orientation, religion, nationality, socio-economic background, minority, or any other status. UNICEF encourages applications from all qualified candidates, regardless of gender, nationality, religious or ethnic backgrounds, and from people with disabilities, including neurodivergence. We offer a wide range of benefits to our staff, including paid parental leave, breastfeeding breaks and reasonable accommodation for persons with disabilities. UNICEF provides reasonable accommodation throughout the recruitment process. If you require any accommodation, please submit your request through the accessibility email button on the UNICEF Careers webpage Accessibility | UNICEF. Should you be shortlisted, please get in touch with the recruiter directly to share further details, enabling us to make the necessary arrangements in advance. UNICEF does not hire candidates who are married to children (persons under 18). UNICEF has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UNICEF, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities. UNICEF is committed to promote the protection and safeguarding of all children. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles. Background checks will include the verification of academic credential(s) and employment history. Selected candidates may be required to provide additional information to conduct a background check, and selected candidates with disabilities may be requested to submit supporting documentation in relation to their disability confidentially. UNICEF appointments are subject to medical clearance. Issuance of a visa by the host country of the duty station is required for IP positions and will be facilitated by UNICEF. Appointments are conditional on the selected candidates’ willingness to comply with current or future vaccination requirements, should UNICEF mandate it for personnel. Failure to comply with such requirements, where applicable and without a duly approved medical exemption from the relevant UN authority, will result in the cancellation of the selection or may lead to other administrative measures, including separation from service. Remarks As per Article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. UNICEF is committed to fostering an inclusive, representative, and welcoming workforce. For this position, eligible and suitable men are encouraged to apply. Government employees who are considered for employment with UNICEF are normally required to resign from their government positions before taking up an assignment with UNICEF. UNICEF reserves the right to withdraw an offer of appointment, without compensation, if a visa or medical clearance is not obtained, or necessary inoculation requirements are not met, within a reasonable period for any reason. UNICEF does not charge a processing fee at any stage of its recruitment, selection, and hiring processes (i.e., application stage, interview stage, validation stage, or appointment and training). UNICEF will not ask for applicants’ bank account information. Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service. Humanitarian action is a cross-cutting priority within UNICEF’s Strategic Plan. UNICEF is committed to stay and deliver in humanitarian contexts. Therefore, all staff, at all levels across all functional areas, can be called upon to be deployed to support humanitarian response, contributing to both strengthening resilience of communities and capacity of national authorities. All UNICEF positions are advertised, and only shortlisted candidates will be contacted and advance to the next stage of the selection process. An internal candidate performing at the level of the post in the relevant functional area, or an internal/external candidate in the corresponding Talent Group, may be selected, if suitable for the post, without assessment of other candidates. Additional information about working for UNICEF can be found here. Application close: Aug Greenwich Standard Time.

Job Summary We are seeking to hire a Customer Service Representative to deliver exceptional support, solve problems efficiently, and ensure every customer leaves with a positive experience. Responsibilities Engage Customers: Respond to inquiries via [phone / email / live chat / social media] promptly and professionally. Solve Problems: Trouble shoot service issues, determine the root cause, and expedite solutions. Log Interactions: Document all customer conversations and actions accurately in our CRM database. Collaborate: Partner with departmental teams to resolve customer issues. Administrative: Prepare nametags, track deliveries/parcels etc Social Media Management: Manage all social media accounts Qualifications and Requirements 1. Diploma in Sales and Marketing/Communications/Business Management 2. Additional skills in Graphic Designs will be an added advantage 3. Three years of experience in a customer service environment. 4. Have digital literacy and able to operate with social media accounts 5. Superior verbal and written communication skills with strong active listening. 6. Familiarity with Ms Office, Graphic Designs and CRM systems

LOGICAT & EVCCATExternal

Commercial Terrain - Casablanca

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Nous recrutons un Commercial Terrain. Vos Missions : Prospection Active & Développement : Identifier et prospecter activement les entreprises correspondant à notre cible stratégique. Effectuer des visites sur site et des démarches téléphoniques pour conquérir de nouveaux clients et élargir le portefeuille. Gestion & Fidélisation : Gérer et développer le portefeuille existant. Fidéliser la clientèle en proposant des solutions adaptées et en maintenant une relation de confiance durable. Négociation & Closing : Établir et entretenir des relations commerciales saines avec nos clients et partenaires afin de renforcer notre position sur le marché et atteindre (ou dépasser) les objectifs de vente fixés. Suivi & Reporting : Assurer un reporting précis de vos activités et de vos résultats pour un suivi commercial optimal.

Job Profile Requirements This call for interest is advertised as a temporary assignment with a duration of 11 months. Organizational Setting The International Fund for Agricultural Development (IFAD) is an international financial institution, and a specialized United Nations agency dedicated to eradicating rural poverty and hunger. It does so by investing in rural people. IFAD finances programmes and projects that increase agricultural productivity and raise rural incomes, and advocates at the local, national and international level for policies that contribute to rural transformation. The Department for Country Operations (DCO) oversees the origination, design and management of IFAD investments, including sovereign and non-sovereign operations, as well as the design and implementation of non-lending activities within country programmes, including policy engagement and SSTC. DCO is the department that primarily interfaces with governments, the private sector and other stakeholders to deliver IFAD’s programme of work and to provide oversight to ensure quality of the portfolio. DCO is led by an Associate Vice-President and is composed of five (5) regional divisions: Asia and the Pacific Division (APR), East and Southern Africa Division (ESA), Latin America and Caribbean Division (LAC) , Near East, North Africa and Europe Division (NEN) and West and Central Africa Division (WCA), the Private Sector Operations Division (PSD), and two (2) units:- the South-South and Triangular Cooperation Unit (SSTC) and the fragility unit (FRU). The GCF AICRM Regional Programme The GCF portfolio in the West and Central Africa Division includes the regional Program ¿Integrated Climate Risk Management Programme in the seven Sahelian Countries (in Burkina, Chad, Mali, Mauritania, Niger, Senegal, The Gambia) of the Great Green Wall (AICRM)¿. This programme was approved during the 28th meeting of the GCF Board US$ 143 million, of which US$ 82.8 million of grant resources from the GCF. The African Development Bank, Africa Risk Capacity and IFAD co-finance the program. AICRM is one element of IFAD’s One Sahel Initiative which ensures complementarity amongst all IFAD programmes in the regions and provides parallel co-financing to the IFAD Joint Programme for the Sahel in Response to the Challenges of COVID-19, Conflict and Climate Change (SD3C) covering 6 Sahel Countries namely, Burkina Faso, Chad, Mali, Mauritania, Niger and Senegal, approved by IFAD board in December 2020. The GCF AICRM Regional programme’s main overall objective is to increase resilience and enhance the livelihoods and food and water security of smallholder farmers and rural communities through integrated climate risk management of natural resources (water, soil, ecosystems) in seven countries of the Green Great Wall (GGW). It also seeks to enable these countries to adopt low emission, climate resilient pathways for agricultural development by promoting, upgrading and scaling up risk management measures in agriculture while delivering various adaptation and mitigation co-benefits, including the avoidance of 21.5 million tCO2q GHG emissions. To achieve the expected outcome, the programme is divided into three mutually reinforcing and interlinked components that contribute to the following three outcomes: component 1 (risk preparedness); component 2 (risk reduction); component 3 (risk transfer). The programme will directly benefit 800,000 households and indirectly over 5.3 million beneficiaries of which 50 percent will be women. The programme will be implemented at the country level and at regional level through a Regional Coordination Unit (RCU). The Regional Coordination Unit (RCU) will be in charge of the overall coordination performance and monitoring of the programme, reporting of results and impacts, knowledge management with the Great Green Wall, south-south exchanges between the seven countries. The Senior Program Coordinator, AICRM will work under the general supervision of the Program Manager (SD3C & 1Sahel Coordinator)¿and in coordination with the Lead Regional Environment and Climate Specialist and Sahel MCO Head, with the expert advice of the Director of ECG and the Director, WCA. Key Responsibilities and duties The Senior Programme Coordinator, AICRM coordinates the ¿Integrated Climate Risk Management Programme in the seven Sahelian Countries (in Burkina, Chad, Mali, Mauritania, Niger, Senegal, and The Gambia) of the Great Green Wall. The incumbent works within the regional coordination unit (RCU) based in IFAD Multi-Country Office for Sahel located in Dakar (Senegal). The Senior Programme Coordinator, AICRM will be in charge of day-to-day programme management, coordination with country project teams and all participating agencies. In addition, the incumbent works directly with and engages division staff to engage the MCO teams and heads, Country Directors and IFAD country teams in each of the targeted countries, country PMUs, The SD3C regional programme and baseline investments. The incumbent and team build coordination and synergies with the key partners of this program, the Africa Risk Capacity (ARC) and the World Food Programme (WFP), who are each implementing specific activities. The incumbent and staff establish and maintain strong relationships within the IFAD ECG staff and other Departments/Divisions (DCO, PMI, FOD, OLG) as appropriate, and outside IFAD, with each of the selected government officials, civil society leaders and technical experts, for example, to facilitate the proper implementation of the programme. The incumbent and RCU staff also work together through IFAD’s processes to meet all the requirements for GCF Sahel regional programme implementation. In this context, the Senior Programme Coordinator duties/responsibilities will include the following: Leadership with in Regional Coordination Unit: The Senior Programme Coordinator, AICRM leads and manages activities, staff, and resources related to AICRM under the regional coordination unit (RCU) and ensures that the team is highly performing, motivated and committed to the Programme’s success. The incumbent ensures the strategic direction of the programme, planning, organizing, managing and supervision of the programmes and each country project, annual programme of work and budget in line with the programme and country financing agreements. Quality control and monitoring: The Senior Programme Coordinator, AICRM provides quality control of the implementation of each country project and technical guidance to countries and partners (b)monitors the programme delivery and ensure that participating countries and PMUs, conveying any problems to relevant partners and managers and act proactively to prevent country problem projects under this programme. (c) identifies potential synergies with any other relevant programs and propose opportunities to reduce transaction costs and for increasing the impact of the programme coordination with other partners, support the development of common M&E indicators and systems to enable the monitoring of project outputs and programme outcomes. Also, prepares terms of reference for any required studies and evaluations and (i) ensures timely and accurate production of progress reports both financial and narrative, and of the programme annual and quarterly work plans. (ii) ensures regular and timely monitoring reports on all country individual projects. (iii) ensures that the performance of each country dashboard is in line with the programme objectives. Partnership building and representation: The Senior Programme Coordinator facilitates the dissemination of information and reports to all stakeholders and liaises with all relevant IFAD Departments/Divisions (DCO, PMI, FOD, OLG), ECG GCF focal point, lead technical specialist, country directors and regional teams for all issues concerning the programme delivery and reporting. Also, in coordination with the M&E and KM specialist, compile lessons learned and good practices and facilitate the exchange of experiences. Managerial functions: The Senior Programme Coordinator is accountable for integrity, transparency, and equity in the management of IFAD resources. This includes People Management through technical leadership/capacity development, Resource Management by providing strategic and technical advice for operational development, and Knowledge and Content Management by ensuring (1) knowledge content within specialty/thematic area is continuously updated and available through the intranet (2) best practices are continuously identified, documented and made available to clients and peers through the inter-/intra-net and (3) appropriate and up-to-date information and learning tools are available. In particular, the incumbent fosters an environment that stimulates and rewards performance, initiative and innovation, and encourages continuous learning, frank communication and teamwork. The Senior Programme Coordinator will perform any other duties as required. Qualification Requirements Organizational Competencies – Level 2: Strategic thinking and organizational development: Strategic leadership Demonstrating Leadership: Leads by example; initiates and supports change Learning, sharing knowledge and innovating: Challenges, innovates and contributes to a learning culture Focusing on clients: Contributes to a client-focused culture Problem solving and decision making: Solves complex problems and makes decisions that have wider corporate impact Managing time, resources and information: Coordinates wider use of time, information and/or resources Team Work: Fosters a cohesive team environment Communicating and negotiating: Acquires and uses a wide range of communication styles and skills Building relationships and partnerships: Builds and maintains strategic partnerships internally and externally Managing performance and developing staff: Manages staff and teams effectively Education Education includes Advanced university degree from an accredited institution listed on in Risk Management, Sustainable Development, Climate Change, Environmental Economics, , Insurance, Agriculture, Business or related field is required. Note: For internal candidates, this requirement will be assessed in line with the provisions set forth in IFAD’s Human Resources Implementing Procedures. Work experience At least 8 years overall relevant experience. Three (3) years in a multi-cultural organization or national organization providing support on a global scope. Position-specific experience: Experience and knowledge in climate resilience and climate risk management Experience in climate adaptation, resilience and climate impacts on livelihoods, especially agriculture, fishing, and small businesses, as well as financing of government programs in developing countries and with social and environment safeguards. Experience in preparing feasibility studies, particularly in relation to insurance schemes. Experience in working with international institutions (UN agencies or other), International donors (AfDB, WB, GCF¿) and government institutions is an asset. Experience in organizing and facilitating stakeholder consultations and/or events. Developing country experience is an asset. Experience working in the Sahel Region is an asset. Languages and other skills Excellent English and French is required. Other information IFAD staff members are international civil servants subject to the authority of the President of IFAD. In accordance with IFAD’s Human Resources Policy, the President can decide to assign them to any of the activities of the Fund. All International Professional staff members are required to be geographically mobile and positions in the professional category are subject to changes in location at any time in line with strategic priorities and reform initiatives in IFAD. IFAD is an Equal Opportunity Employer and does not discriminate on the basis of ethnic, social or political background, colour, nationality, religion, age, gender, disability, marital status, family size or sexual orientation in line with its Diversity, Equity and Inclusion (DEI) Strategy and the Policy to prevent and respond to sexual harassment, sexual exploitation and abuse. Please be aware of fraudulent job offers. IFAD does not charge any fees at any stage of the recruitment process. Official communication from IFAD will always come from e-mails ending in @ifad.org In accordance with IFAD’s provisions, all new staff members will normally be placed at the first step in the grade level for which they have been selected. For information on IFAD’s remuneration package, please visit IFAD’s compensation and benefits page on our website. Applicants are invited to use the ICSC compensation calculator to estimate the salary and benefit entitlements. Candidates may be required to take a written test and to deliver a presentation as well as participate in interviews. In the interest of making most cost effective use of funds and resources, we are only able to respond to applicants who are short-listed for interview. Candidates who do not receive any feedback within three months should consider their application unsuccessful. > . ifad.org/members/eb/134/docs/EB--R-9.pdf . org/documents///SEA_e_web.pdf/85275c4d-8e3f-4df0-9ed8-cebaacfab128?t= This call is advertised as a short-term assignment with a duration of initially 11 months and expected to start shortly after selection. Should an external candidate (including consultants and staff members not meeting IFAD HR Implementing Procedures’ definition of ‘internal’) be selected, the contract type would be that of a short-term professional (TPO). In the event an IFAD staff member, holding a Fixed Term contract be selected, the movement would be implemented as a Temporary Assignment through the applicable provisions. Applicants should verify and obtain their supervisors’ support to be released in the event they are selected.