Chief Executive Officer

UNOPS

UNOPS supports the successful implementation of its partners’ peacebuilding, humanitarian and development projects around the world. Our mission is to serve people in need by expanding the ability of the United Nations, governments and other partners to manage projects, infrastructure and procurement in a sustainable and efficient manner.

Working in some of the world’s most challenging environments, our vision is to advance sustainable implementation practices, always satisfying or surpassing our partners’ expectations.

With over 7,000 personnel spread across 80 countries, UNOPS offers its partners the logistical, technical and management knowledge they need, wherever they need it.

A flexible structure and global reach means that we can quickly respond to our partners' needs, while offering the benefits of economies of scale

RBM Partnership to End Malaria:

The past fifteen years have seen tremendous gains in reducing the burden of disease and progressing towards malaria elimination. Since 2000, global malaria efforts reduced malaria deaths by over 60% and saved nearly 6.2 million lives, primarily among children under five years of age. Expansions in financing, strong political commitments, novel diagnostic and preventative measures, and multi-sectoral co-ordination have facilitated this progress. Since 1998, the RBM Partnership to End Malaria (RBM) has been central to the global fight against malaria. It has been essential in mobilizing political will, and financial resources and scaling up innovative interventions, putting the world on to a path of eliminating malaria.

Despite these gains, malaria still poses a significant threat to public health and sustainable development. In 2017, there were an estimated 216 million cases. Malaria continues to affect the poorest and most marginalized disproportionately and restricts human development and poverty alleviation. The African continent accounts for over 90% of the global malaria burden, and therefore stands to gain most from malaria elimination.

Malaria is a smart investment which contributes to achieving the Sustainable Development Goals, including ending poverty and ensuring quality education.

RBM's Vision is of a world free from the burden of malaria.

The RBM Partnership is a global health initiative created to implement co-ordinated action against malaria. It mobilizes for action, and resources and forges consensus among partners. The Partnership is composed of a multitude of partners, including malaria endemic countries, their bilateral and multilateral development partners, the private sector, nongovernmental and community-based organizations, foundations, and research and academic institutions. The partners join the RBM Partnership on a voluntary basis through their commitment a malaria free world.

The role and responsibility of the Partnership or its mechanisms is to convene, coordinate, convene, facilitate communication and track progress against key milestones and targets. Implementation has been a role for the individual partners – alone or collectively – to undertake. Going forward, there will be a specific and strong focus of collaboration with regional entities, as the effort to eliminate malaria will be a region-by-region one, not a “top-down” global campaign.  The RBM Partnership has provided value to Partners through the following three roles and responsibilities:

• Convene:  The Partnership brings together all interested parties (public and private sector) to jointly work together towards a malaria free world and to overcome challenges to that goal.
• Co-ordinate:  The Partnership, through its mechanisms, co-ordinates the work of the individual partners to ensure that each partner’s efforts are aligned with those of the others, duplication and inefficiencies are avoided, collaboration between partners is facilitated, and common challenges are addressed co-operatively.
• Facilitate Communication:  By bringing together partners, the Partnership can ensure that partners are communicating with one another, sharing experience and best practice, and ensuring that challenges or bottlenecks identified are brought to the attention of the entire Partnership as appropriate.

The key Partnership mechanisms are:

• The Partnership Board.
• A Management Team, led by a Chief Executive Officer (CEO).
• Partner Committees – focused on the three priorities of the Partnership:
  • Advocacy and Resource Mobilization
  • Strategic Communications
  • Country/Regional Support
• Working Groups – managed and led by Partners, will continue to provide venues for Partners to share information and collaborate on specialized topics.

End Malaria Council – engaged in high-level advocacy and mobilize global actors to work towards achieving the Partnership Strategy, leveraging its members’ unique positions as senior global leaders from across sectors and geographies.

• Liaising regularly with the partner organisations, including key donors and affected countries, providing updating on progress against the Partnership Strategy and deliverables.
• Facilitates and promotes communication between the Board and partners on policy and program issues.
• Monitor the Partnership progress toward key targets and regularly report to the Board, escalating to the Board at an early stage any Partnership operational challenges that need Board support, including any resource deficiencies.
• Lead the efforts of the Board and Partner Committees and support the End Malaria Council to mobilize resources for the global fight against malaria.
• Promote a regional approach to fight against malaria.
• Coordinate enquiries from the media to the Partnership and ensure that appropriate responses are made in a timely manner.

Roles and Responsibilities:

Partnership Management Team

• Define and revise as needed the structure and role descriptions of the Partnership Management Team.
• Provide day-to-day leadership—including coordinating implementation of activities and budget execution by the Partnership Management Team—and oversight of the Partnership Management Team staff, including rigorous performance appraisals.
• Recruit staff for the Partnership Management Team.

Strategy and Planning

• Lead the development of strategies, budgets, work plans, and time-bound targets with specific milestones for fulfilling the Partnership’s vision, and ensure their approval by the Board. This will be undertaken with close collaboration with the Board, the PCCT, and relevant Partnership mechanisms.
• Monitor the Partnership’s progress towards key targets and regularly report to the Board.
• Escalate to the Board at an early stage any Partnership operational challenges that need Board support, including any resource deficiencies.
• Identify opportunities to grow and strengthen the Partnership.

Board

• Support the efforts of the Board, End Malaria Council, and Partner Committees to mobilize resources for the global fight against malaria.
• Lead fundraising for the Partnership operations.
• Participate in meetings of the Board as a non-voting member.
• Communicate on a regular basis with the Chair of the Board.

Advocacy and Communications

• Update all Partners, including key donors and affected countries, directly on progress against the Partnership Strategy and deliverables.
• Liaise with other key relevant partnerships and agencies, including regional entities.
• Ensure that malaria remains high on the global health and development agenda.

Accountability

• The Chief Executive Officer is appointed by the Board and reports directly to the Board through the Board Chair.

• Advanced university degree (Master’s degree or equivalent), in public health, social science, international development, public policy and administration, or related area.
• Specialization in infectious diseases or tropical diseases.

• A minimum of ten years of progressively responsible experience in policy formulation, advocacy, strategy development, resource mobilization, programme management, or related area, preferably with a mix of service in either the public, private, or non-profit sectors at an international level.
• Experience working with policymakers and advocates for global, regional and country level policy and advocacy, with preference for working knowledge of global malaria policy institutions/partnerships and malaria affected and eliminating countries.
• Experience in public health or social development involving work with community organizations, private sector, entrepreneurs, local governments.
• Experience working in one or more malaria-endemic countries.
• Experience in partnership building and management with various organizations such as multi-stakeholder initiatives, UN agencies, NGOs, governmental organizations, donors, private sector, foundations, civil society.
• Experience of the management of multidisciplinary teams in complex projects/initiatives with proven ability to handle financial and human resources.
• Demonstrated understanding of the role of advocacy and communications efforts to increase awareness of health/ development issues and build political/financial support for health and development goals in the developing world with governmental, private, and non-state organizations.
• Demonstrated success in leadership roles requiring strong analytical, writing and management skills.
• Proven track record of building trust-based relationships with internal and external stakeholders.
• Experience creating and executing strategies that persuade key stakeholders to take action that will advance shared interests and business goals.
• Aptitude to work with flexibility, entrepreneurship, and diplomacy both individually and as part of a complex team effort.
• Media management skills are highly desirable.

Competencies:

• Professionalism
• Integrity
• Respect for Diversity
• Building and promoting partnerships across the organization and beyond
• Communicating in a credible and effective way
• Producing results
• Planning and Organizing
• Creating an empowering and motivating environment
• Ensuring the effective use of resources
• Teamwork: fostering integration and team work
• Accountability
• Creativity
• Client/Partner Orientation
• Commitment to Continuous Learning
• Technological Awareness

Managerial Competencies:

• Leadership: Serves as a role model that other people want to follow: empowers others to translate vision into results; is proactive in developing strategies to accomplish objectives; establishes and maintains relationships with a broad range of people to understand needs and gain support; anticipates and resolves conflicts by pursuing mutually agreeable solutions; drives for change and improvements; does not accept the status quo; shows the courage to take unpopular stands. Provides leadership and takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work; demonstrates knowledge of strategies and commitment to the goal of gender balance in staffing.
• Vision: Identifies strategic issues, opportunities and risks; clearly communicates links between the Organization’s strategy and the work unit’s goals; generates and communicates broad and compelling organizational direction, inspiring others to pursue that same direction; conveys enthusiasm about future possibilities.
• Empowering Others: Delegates responsibility, clarifies expectations, and gives staff autonomy in important areas of their work; encourages others to set challenging goals; holds others accountable for achieving results related to their area of responsibility; genuinely values all staff members’ input and expertise; shows appreciation and rewards achievement and effort; involves others when making decisions that affect them.
• Building Trust: Provides an environment in which others can talk and act without fear of repercussion; manages in a deliberate and predictable way; operates with transparency; has no hidden agenda; places confidences in colleagues, staff members and clients; gives proper credit to theirs; follows through on agreed upon actions; treats sensitive or confidential information appropriately.
• Managing Performance: Delegates the appropriate responsibility, accountability and decision-making authority; makes sure that roles, responsibilities and reporting lines are clear to each staff member; accurately judges the amount of time and resources needed to accomplish a task and matches task to skills; monitors progress against milestones and deadlines; regularly discusses performance and provides feedback and coaching to staff; encourages risk-taking and supports creativity and initiative; actively supports the development and career aspirations of staff; appraises performance fairly.
• Judgement/Decision-making: Identifies the key issues in a complex situation, and comes to the heart of the problem quickly; gathers relevant information before making a decision; considers positive and negative impacts of decisions prior to making them; takes decisions with an eye to the impact on others and on the Organization; proposes a course of action or makes a recommendation based on all available information; checks assumptions against facts; determines the actions proposed will satisfy the expressed and underlying needs for the decision; makes tough decisions when necessary; ability to synthesise complex information and communicate with clarity and conciseness.

• Please note that the closing date is midnight Copenhagen time
• Applications received after the closing date will not be considered.
• Only those candidates that are short-listed for interviews will be notified.
• Qualified female candidates are strongly encouraged to apply.
• Work life harmonization - UNOPS values its people and recognizes the importance of balancing professional and personal demands. We have a progressive policy on work-life harmonization and offer several flexible working options. This policy applies to UNOPS personnel on all contract types
• For staff positions only, UNOPS reserves the right to appoint a candidate at a lower level than the advertised level of the post
• The incumbent is responsible to abide by security policies, administrative instructions, plans and procedures of the UN Security Management System and that of UNOPS.  

It is the policy of UNOPS to conduct background checks on all potential recruits/interns. Recruitment/internship in UNOPS is contingent on the results of such checks.

[Instructions: Please delete this paragraph and insert relevant information below:

1. Contract type: Fixed Term Appointment 
2. Contract level: D2
3. Contract duration: One year initially, renewable subject to satisfactory performance and funding availability