Project Overview
The Ethiopia Conflict Sensitivity Hub (ECSH) is a platform designed to support humanitarian, peacebuilding, and development (HDP) actors in Ethiopia to adopt conflict-sensitive approaches and contribute to peacebuilding outcomes. By improving awareness of existing conflict dynamics and conflict risks while enhancing HDP contributions to peacebuilding outcomes through better policies and operations, the Hub aims to play a critical role in supporting sustainable peace and development in the country. Building on best practices from other conflict sensitivity hubs globally while adapting to the Ethiopian context, the ECSH will focus on three foundational pillars: generating high-quality research and analysis to inform programming, building capacity among stakeholders to integrate conflict sensitivity into organizational practices, and convening diverse actors to enhance collaboration and coherence. The CSH is an impartial entity that will be hosted by Mercy Corps with support from a consortium of partners, including Rift Valley Institute. Its work will be guided by a collaborative governance structure and multi-donor funding to ensure inclusivity and alignment with Ethiopia’s peacebuilding needs.
Joining this team is an exciting opportunity to be part of the setup of an innovative initiative that will address conflict risks and strengthen peacebuilding efforts across Ethiopia.
The recruitment is for the Ethiopia Conflict Sensitivity Hub, an autonomous initiative dedicated to promoting conflict-sensitive practices among humanitarian, development, and peacebuilding actors. The hub aims to establish itself as an independent entity, fostering collaboration and trust across all sectors.
General Position Summary
The Director of the Ethiopia Conflict Sensitivity Hub holds a pivotal leadership role, guiding the strategic direction, operational excellence, and impactful coordination of conflict sensitivity initiatives tailored to humanitarian, peacebuilding, and development efforts across Ethiopia. This position requires a visionary approach to establishing the Hub as a trusted center of expertise and learning, fostering collaboration among diverse stakeholders, and ensuring high standards in delivering evidence-based analysis, technical guidance, and capacity-building support. The Director will be responsible for cultivating partnerships with HDP actors, government agencies, donors, and local actors such as civil society and learning institutions to promote conflict-sensitive programming and foster social cohesion in fragile and conflict-affected settings. By maintaining the integrity and reputation of the Hub, the Director will ensure that the services offered—ranging from conflict analysis to organizational support and actionable recommendations—effectively address the complex dynamics of Ethiopia’s multifaceted crises. This includes embedding conflict sensitivity in program design and implementation to mitigate risks, prevent unintended harm, and support sustainable peace.
Further responsibilities include spearheading innovative approaches to integrate conflict sensitivity across sectors, strengthening local capacities through participatory processes, and fostering adaptive management practices to respond to Ethiopia’s rapidly changing humanitarian and development landscape. As the public face of the Hub, the Director must be adept at advocacy, resource mobilization, and leveraging opportunities for knowledge-sharing to enhance the Hub’s visibility and impact. The Director will also prioritize capacity development, strengthening local organizations and individuals through participatory processes and training initiatives, ensuring inclusivity and gender equity. By leveraging the Hub’s convening role, the Director will facilitate forums that bring together diverse actors to exchange knowledge, align strategies, and learn from best practices.
Key responsibilities:
- Strategic leadership
1.1**.** Provide strategic leadership for the Hub in alignment with its vision and objectives.
1.2. Work with Humanitarian, Development and Peacebuilding Organizations to articulate an ambitious and compelling strategy for conflict sensitivity programming in Ethiopia.
1.3. Work with member organizations to develop research and learning priorities that are connected to member agencies, country and donor strategic priorities.
- Program Management and Oversight
2.1. Oversee the day-to-day activities of the Hub across the three pillars, including administrative, financial, and operational functions
2.2. Coordinate with relevant stakeholders to ensure effective implementation of conflict sensitivity initiatives.
2.3. Monitor program activities against set objectives, identifying and implementing necessary adjustments.
2.4. Establish and track performance metrics to assess program impact and effectiveness.
2.5. Conduct regular reviews to ensure program alignment with strategic goals and donor expectations.
2.6. Identify areas for improvement and develop strategies to enhance overall program performance.
- Partnerships, Stakeholder Engagement, and Coordination
3.1 Manage relationships with consortium donors and participate in governance and decision-making processes.
3.2. Onboard new donors and partners to the Hub and maintain strong relationships with donors, government agencies, NGOs, and other relevant stakeholders.
3.3. Collaborate with external partners to promote a culture of conflict sensitivity and share best practices.
3.4. Act as a key liaison between the Hub and national and regional governments to publicize program innovations and success stories.
3.5. Ensure timely and targeted communication and information flow to highlight the Hub’s impact.
3.6. Build relationships with global and regional peacebuilding, humanitarian, development, and research organizations/universities to enhance conflict sensitivity expertise.
3.7. Represent the Ethiopia CS Hub at national and international events and forums to build voice and influence.
- Capacity building
4.1.Identify capacity building needs within the hub and lead efforts to strengthen conflict sensitivity skills among staff and organizations to understand and analyze the Ethiopian context in relation to aid interventions.
4.2. Oversee the development of tailored training materials and resources to strengthen technical expertise in conflict-sensitive programming.
4.3. Ensure all training materials and resources are of high quality, relevant, and aligned with global conflict sensitivity standards.
- Reporting and Compliance
5.1. Prepare and submit detailed program reports, summarizing progress, challenges, and impact to the Strategic Committee.
5.2. Ensure compliance with donor and organizational reporting standards.
- Financial Management
6.1.Manage program budgets, ensuring adherence to donor and internal financial requirements
6.2. Oversee accurate and timely financial reporting in collaboration with finance teams.
6.3. Maintain accountability for financial resources and ensure cost-effective program delivery.
- Monitoring and evaluation
7.1. Support the development of mechanisms for monitoring and evaluating the impact of conflict sensitivity activities.
7.2. Ensure the Hub’s activities align with the best practices in conflict sensitivity and contribute to lasting peace and development in the country.
- Supervisory Responsibilities
8.1. Lead, mentor, and supervise Hub staff to ensure high performance and professional growth.
8.2. Assign roles, delegate tasks, and provide clear guidance to team members.
8.3. Conduct regular performance evaluations and foster a supportive work environment
8.4. Coordinate with external consultants and technical experts to enhance program outcomes
Reporting: The Hub Director reports to the Strategic Committee. The Strategic Committee serves as the highest organ of the CSH. Its primary purpose is to provide high-level strategic guidance and oversight to ensure a strategic direction of the Hub. The role involves regular communication with and active participation of the SC to ensure alignment with consortium goals and project objectives
Qualifications/Requirements:
- At least an MA degree in political science, International Studies, Peace and/or Conflict/Security Studies, Development Studies, or related fields.
- At least 10 years of experience in managing conflict sensitivity programs or similar initiatives, preferably in Ethiopia or a similar conflict-affected context.
- Demonstrated experience in program implementation, research, analysis, and capacity building related to conflict analysis, conflict sensitivity, and peacebuilding.
- Demonstrated expertise in managing consortium-based programs, ensuring effective collaboration, coordination, and alignment among diverse partners.
- Proven ability to lead politically sensitive initiatives, leveraging strong diplomatic skills and strategic relationship management to navigate complex stakeholder landscapes.
- Having strong networking experience across the country and with relevant HDP actors.
- Strong leadership and team management skills with a proven track record of building and leading diverse teams.
- Strong understanding of conflict analysis tools and methodologies
- Strong knowledge and understanding of Ethiopia and donor-led humanitarian, peacebuilding and development initiatives
- Excellent communication and stakeholder engagement skills, with the ability to work effectively with consortium partners and donors.
- Fluency in written and oral communication in English and at least one local language.
Success Factors
- Must be confident, self-starter, an independent thinker and have strong organizational, interpersonal and communication skills, team oriented
- Good computer skills (especially Microsoft Excel, Word, and Outlook)
- Ability to interact effectively with international and national personnel is required; demonstrated ability to work effectively with diverse group of people
- High professional standard of administration ethics as well as willingness and ability to enforce compliance with Mercy Corps and donor policies and procedures is essential.
- Demonstrated ability to multi-task, meet deadlines and process information in support of changing program activities is necessary
- Demonstrated cultural sensitivity and appropriate flexibility.
- Emotional maturity and physical stamina.
- Demonstrated experience in managing Matrix Reporting is needed
- Willing to travel to Mercy Corps field offices and project sites (20%+ of time.)
Accountability to Participants and Stakeholders
Mercy Corps team members are expected to support all efforts toward accountability, specifically to our program participants, community partners, other stakeholders, and to international standards guiding international relief and development work. We are committed to actively engaging communities as equal partners in the design, monitoring and evaluation of our field projects.
Ongoing Learning
In support of our belief that learning organizations are more effective, efficient and relevant to the communities we serve, we empower all team members to dedicate 5% of their time to learning activities that further their personal and/or professional growth and development
Diversity, Equity & Inclusion
Achieving our mission begins with how we build our team and work together. Through our commitment to enriching our organization with people of different origins, beliefs, backgrounds, and ways of thinking, we are better able to leverage the collective power of our teams and solve the world’s most complex challenges. We strive for a culture of trust and respect, where everyone contributes their perspectives and authentic selves, reaches their potential as individuals and teams, and collaborates to do the best work of their lives.
We recognize that diversity and inclusion is a journey, and we are committed to learning, listening and evolving to become more diverse, equitable and inclusive than we are today.
Equal Employment Opportunity
Mercy Corps is an equal opportunity employer that does not tolerate discrimination on any basis. We actively seek out diverse backgrounds, perspectives, and skills so that we can be collectively stronger and have sustained global impact.
We are committed to providing an environment of respect and psychological safety where equal employment opportunities are available to all. We do not engage in or tolerate discrimination on the basis of race, color, gender identity, gender expression, religion, age, sexual orientation, national or ethnic origin, disability (including HIV/AIDS status), marital status, military veteran status or any other protected group in the locations where we work.
Safeguarding & Ethics
Mercy Corps is committed to ensuring that all individuals we come into contact with through our work, whether team members, community members, program participants or others, are treated with respect and dignity. We are committed to the core principles regarding prevention of sexual exploitation and abuse laid out by the UN Secretary General and IASC and have signed on to theInteragency Misconduct Disclosure Scheme. We will not tolerate child abuse, sexual exploitation, abuse, or harassment by or of our team members. As part of our commitment to a safe and inclusive work environment, team members are expected to conduct themselves in a professional manner, respect local laws and customs, and to adhere to Mercy Corps Code of Conduct Policies and values at all times. Team members are required to complete mandatory Code of Conduct eLearning courses upon hire and on an annual basis.
More Information
- Job City Addis Ababa
