JOB DESCRIPTION
| Job Title | Programme Coordinator |
|---|---|
| Division | Human Rights and Social Development Division (HRSD) |
| Location | Suva, Fiji |
| Line/Hiring Manager | Manager Programmes PWL |
| Direct Reports | 7 |
| Purpose of the role | The Programme Coordinator is a senior role in the Gender Equality pillar of the Human Rights and Social Development (HRSD) Business Plan and, in parallel, for the SPC Gender Equality Flagship. The role will lead and manage the operationalisation of the programme plan. This includes managing the programme team, providing technical, operational and administrative support, implementing activities, building capacity, and managing the programme budget and finances. The role also provides technical, programming and strategic direction to help ensure the programme achieves its goal and intended outcomes. Where work links the objectives of the HRSD work programme and the Gender Equality Flagship, the Programme Coordinator has a matrix reporting relationship with others in the team, as required. The role also develops its direct reports. |
| Date | September 2026 |
Organisational Context and Organisation Chart
The Pacific Community (SPC) is the principal scientific and technical organisation in the Pacific region, supporting development since 1947. We are an international development organisation owned and governed by our 27 country and territory members. In pursuit of sustainable development to benefit Pacific people, our organisation works across more than 25 sectors. We are known for our knowledge and innovation in such areas as fisheries science, public health, geoscience, and conservation of plant genetic resources for food and agriculture.
The Human Rights and Social Development (HRSD) Division has a vision for just, equitable and resilient Pacific societies. It aims to achieve this by advancing human rights, equality and social inclusion for all Pacific people, grounded in cultural values and principles. In line with its vision, the work of the Division encompasses the following objectives:
- Objective 1: Pacific governments and state institutions are strong, transparent and responsive for upholding and advancing human rights and good governance, gender equality, social inclusion, and positive expressions of Pacific culture.
- Objective 2: Pacific civil society is able to advocate for and realise human rights and good governance, gender equality, social inclusion, and the right to practises positive expressions of Pacific culture.
Objective 3: Pacific expressions of Pacific culture are safeguarded and promoted, and integrated across our work to support human rights, gender equality and social inclusion.
Objective 4: SPC programmes and operations apply the people-centred approach and uphold and advances human rights and good governance, gender equality and social inclusion, and positive expressions of Pacific culture.
Objective 5: HRSD works collaboratively, coherently and efficiently to deliver quality outcomes that uphold and advance human rights and good governance, gender equality and social inclusion, and positive expressions of Pacific culture.
The Gender Equality Flagship aims to effectively support SPC’s member countries and territories in advancing gender equality with the vision of Pacific women and girls in all their diversity enjoy their fundamental human rights, are safe, empowered and equitably share resources, opportunities and decision-making with men and boys. The Flagship works across five dimensions:
- gender-based violence
- governance and leadership
- learning and livelihoods
- women’s and girls’ health
- resilience and climate action
The Flagship will also contribute to the commitments outlined in the Pacific Platform for Action on Gender Equality and Women’s Human Rights (PPA) 2018 – 2030, revitalised Pacific Leaders Gender Equality Declaration (PLGED), and the 2050 Strategy for the Blue Pacific Continent (2050 Strategy). Pacific Women Lead is the anchor investment for the SPC Gender Equality Flagship.
A core principle of the program is that Pacific women and girls will lead the program, define the problems, create solutions, and drive strategy through a Governance Board, with strong and diverse membership from across the region. The Governance Board oversees program monitoring and evaluation at a high level.
The program also recognizes that success will depend on ensuring that all activities and actions are grounded in Pacific values and principles, and people centred approaches that reinforce values of gender equality with consideration of the diversity of women and girls.
Organigram for HRSD
Finance & Operations Team (Shared Services)
(Finance & Operations Manager, Senior Finance & Administration Officer, Finance & Administration Officer, Grants & Finance Officers, Finance & Logistics Officer)
Key Result Areas (KRAs):
KRA#1: Manage the day-to-day implementation of the PWL at SPC programme and ensure high-quality advice and technical support to the programme (40%)
KRA#2: Supervision, mentoring and supporting team members (25%)
KRA#3: Strategic planning, policy and programming advice (15%)
KRA#4: Stakeholder Engagement, Networking and Partnership coordination (10%)
KRA#5: Monitoring, Evaluation and Learning (10%)
The performance requirements of the Key Result Areas are broadly described below:
| Jobholder is accountable for: | Jobholder is successful when: |
|---|---|
| KRA#1: Manage the day-to-day implementation of the programme and ensure high-quality advice and technical support to the programme (40%) - Manage the PWL at SPC grant portfolio including project management, partnership management and monitoring, analysis and advice on grant progress - Alongside the Manager Programmes (Pacific Women Lead at SPC) work to identify and develop new activities, systems and processes that will contribute to PWL at SPC outcomes. This includes developing concept notes, conducting due diligence assessments and finalising work plans, budgets and schedules for grant agreements. - Provide technical inputs to the design, implementation and monitoring of programme activities. - Review all materials and information developed under the programme. - Coordinate and communicate across programme partners to ensure effective communication and management of any programme-related issues that may arise. - Ensure all reports are of high quality and completed in a timely manner. - Manage budget and oversee overall administration - Promote risk, safeguarding and do-no-harm approaches | - PWL at SPC grant portfolio is structured and managed in accordance with project management best practices. It ensures compliance with SPC's grant procedures and is tailored to be fit for purpose, all while adhering to recommended practices for rights based, efficiency, value for money, and a partner-centric approach - Programme delivers timely results and complies with donor contracting and reporting obligations. - PWL at SPC is effectively and efficiently managed, including coordination and communication across project partners, and the development and execution of annual work plans. - Financial and narrative reports are to a consistently high standard and completed in a timely manner. - Key stakeholders and relevant SPC divisions receive timely and relevant technical assistance. - PWL at SPC is routinely reviewed for risks, and any identified risks are well communicated to ensure mitigation strategies are implemented. - Track spending against budget, prepare financial inputs with Manager Programmes and Senior Finance Officer - Apply safeguarding and survivor-centred standards in activities and flag operational and project level risks is prompted |
| KRA#2: Supervision, mentoring and supporting team members (25%) - Supervise and mentors the advisers and programme officers. - Supervise overall performance of quality and timely technical support and advice in the programme areas of GESI, GVB and MEL. - Provide advice, mentoring and support in the design and delivery of programme strategies, | - Team is well supported, engaged and guided to deliver quality, appropriate and relevant services. - Work plans are strategic, realistic, meet programme objectives, and are accurately budgeted. - Team is well integrated with other units across HRSD and other SPC divisions. |
| training programmes and other activities in relation to the programme. - Ensure plans and budgets of the programme team are accurate, realistic and meet the programme objectives; and are regularly monitored and reviewed. | - Programme work plans are effectively implemented and contribute to programme outcomes, evidenced by positive feedback from all key stakeholders. |
|---|---|
| KRA#3: Strategic planning, policy and programming advice (15%) - Lead strategic advice with respect to planning, policies and programming for PWL at SPC. - Contribute to national, sub-regional, regional and international planning, policies, programming and institutions that support PWL at SPC. | - Project work plans are strategic, realistic, meet project objectives, and are accurately budgeted. |
| KRA#4: Stakeholder engagement, networking and partnership coordination (10%) - Represent PWL at SPC and HRSD effectively at national, regional, and international forums. - Liaise with stakeholders, including donors and programme partners and grantees, including to share information on progress and outcomes of the programme. - Collaborate with other gender advisory units across SPC. - Establish, strengthen, and support partnerships that advance the programme objectives at national, regional and international levels. - Support working groups and relevant convenings. | - Outcome documents of meetings and consultations positively reflect SPC interventions in relation to PWL at SPC. - Stakeholders continue to request information and support from HRSD in relation to PWL at SPC. - Stakeholders provide positive feedback through written and oral communications. |
| KRA#5: Monitoring, Evaluation and Learning (10%) - Contribute to the design and implementation of effective MEL system for PWL at SPC, using both qualitative and quantitative indicators. - With support from the MEL Manager, lead a monitoring framework to track the impact and realisation of the programme objectives and to document the impacts. - Ensure programme narrative and financial reports are of high quality and completed in a timely manner. - With support from the MEL Manager, collate and document the learnings from the programme and feeds this into SPC's overall MEL processes. | - HRSD internal and external reports on PWL at SPC are of a high quality evidenced by donor, partners' and programme management feedback. - Accurate reports of all interventions including training and technical assistance are delivered. - Programme financial and narrative reports completed to a high standard and in a timely manner. |
Most Challenging Duties Typically Undertaken (Work Complexity):
- Overseeing effective delivery of multi-country programme in different cultural environments.
- Programme cycle management of multi-country and multi-partner programme.
- Coordination and integration of the programme into SPC and fully aligning with HRSD’s vision and objectives and the SPC Gender Equality Flagship
- Maintaining effective communication and coordination across the PWL at SPC team and programme partners
- Ensuring that all activities and actions are grounded in Pacific values and principles, and people centred approaches that reinforce values of gender equality.
- The position holder is expected to cover for the Manager Programmes when absent
Level of Delegation:
Overall Operational Budget managed by the role: Up to approximately EUR 5,000,000 per annum
Budget Sign off Authority without requiring approval: EUR 2,000
Functional Relationships & Relationship Skills:
| Key internal and/or external contacts | Nature of the contact most typical |
|---|---|
| External - Funding and strategic partners - DFAT - Pacific Women Lead Governance Board - PICTs national ministries and social service providers - PWL grant partners - Other regional or international development agencies - Consultants | - Reporting (activity/outcome and financial), various committees and working groups - Coordination and delivery of work Programme, including technical assistance - Partnership brokering - Negotiating, influencing and securing cooperation and collaboration - Representing SPC |
| Internal - Division Director - SPC Principal Strategic Lead – Pacific Women and Girls - Division Manager Programmes - Division Team Leaders - Division team (reporting line) - Other SPC Technical Divisions and Programmes - O&I, including SPL and other internal support - Director Communications | - Reporting (activity/outcome and financial) Programme delivery against outcomes - Integrated programming and supporting the People Centred Approach - Finance, MEL, results reporting - Supervision, mentoring and support, facilitation, conflict resolution |
Person Specifications:
Qualifications
| Essential: | Desirable: |
|---|---|
| - A post graduate degree in social sciences, development or a related discipline or |
| equivalent body of knowledge and experience. • Diploma or certificate course in programme management or related discipline. |
|---|
Knowledge/Experience
| Essential: | Desirable: |
|---|---|
| • At least 12 years' experience in development programme management. • Proven experience leading teams, including managing and developing teams, recruiting, supervising, appraising and mentoring staff. • Extensive experience in programme management and reporting for large complex programmes including budget management, preferably for a development or donor-funded programme. • Knowledge and understanding of gender equality concepts and issues, including in the Pacific including familiarity with the Pacific gender equality ecosystem and how it applies to programming • Working knowledge of gender responsive planning, gender transformative approaches and MEL. • Excellent interpersonal and representational skills with experience in building and maintaining effective working relationships with a range of different individuals and organisations. • Excellent written and oral communication skills in English, with strong writing ability at a project donor reporting level. • Proven record of accomplishment in coordination and partnership building with donors, governments, development partners and civil society. • Demonstrated understanding and knowledge of Pacific cultural values and international human rights principles and standards. • Pacific experience and an in-depth understanding of the human rights (including violence against women), good governance and development challenges in the region. | • Extensive experience working at both national and regional levels with a range of development partners, including government, NGOs and donors. • Established relationships with organisations (including civil society, government and the private sector) and individual leaders working in various areas of gender equality and issues affecting women across the Pacific. • Skills in applying a rights-based approach and perspective; • Background in VAW, GBV, gender equality and justice, disability rights consistent with human rights principles. • Ability to speak one or more Pacific Island languages. |
Key Skills/Attributes/Job Specific Competencies
The following levels would typically be expected for the 100% fully effective level
| Expert level | - Proven experience delivering human rights, gender and social inclusion, and youth development programmes and technical assistance. - Applied knowledge of national, regional and international human rights, gender and social inclusion, and youth development frameworks and development challenges in the Pacific. |
|---|---|
| Advanced level | - Cultural, political and religious sensitivities. - Integration of human rights and GESI across development sectors. - Critical analysis and innovative thinking. - Complex multisector coordination, planning and design. - Presentation, communication, reporting writing and facilitation skills. - Networking and stakeholder engagement. |
| Working knowledge | - Project management. - Monitoring, evaluation and learning frameworks. - Proposal writing. |
| Awareness | - SPC human rights and social development work in the region. - Resource mobilization. |
Key Behaviours
All employees are measured against the following Key Behaviours as part of Performance Development:
- Change and Innovation
- Interpersonal Skills
- Judgement
- Leadership
- Promotion of Equity and Equality
- Teamwork
Personal Attributes
- High level of professional integrity and ethics
- Friendly demeanor
- Demonstrated high level commitment to customer service
Change to Job Description:
From time to time, it may be necessary to consider changes in the job description in response to the changing nature of the work environment - including technological requirements or statutory changes. Such change may be initiated as necessary by SPC. This Job Description may also be reviewed as part of the preparation for performance planning for the annual performance cycle.