Head, Policy Organs Division 138 views0 applications

The African Union (AU) is a continental body consisting of the 55 member states that make up the countries of the African Continent. It was officially launched in 2002 as a successor to the Organisation of African Unity (OAU, 1963-1999).  We are an Integrated, Prosperous and Peaceful Africa, driven by its own citizens and representing a dynamic force in the global arena.

We are recruiting to fill the position below:

Job Title: Head, Policy Organs Division

Requisition ID: 574
Location: Addis Ababa, Ethiopia
Business Unit: The African Union Commission
Country/Region: ET
Reports to: Secretary to the Commission
Number of Direct Reports: 2
Number of Indirect Reports: 4
Job Grade: P5
Directorate/Department: Office of the Secretary to the Commission (OSC)
Division: OSC

AU Values

• Respect for Diversity and Teamwork
• Integrity and Impartiality
• Think Africa Above all
• Efficiency and Professionalism
• Transparency and Accountability
• Information and Knowledge Sharing

Purpose of the Job

• The Head of Division, Policy Organs shall provide strategic and technical  leadership for the effective discharge of the functions of the Policy Organs Division  of the Office of the Secretary to the Commission.

Main Functions
In his/her capacity as Head of Division – Policy Organs, the incumbent shall be required to:

• Supervise and manage employees within of the Division
• Design strategies and policies consistent with the goal of the Office
• Oversee the development of the Office’s business and ensure implementation at division level
• Ensure risk management and mitigation
• Design strategies and programmes to implement the policies of the Office
• Oversee the handling of problems and issues arising from current approaches
• Engage stakeholders within Members States and RECs in designing and implementing strategies.
• Represent the organisation and explain its position at conferences.
• Coordinate the mobilisation of funding from donors
• Lead in the preparation of departmental budgets and reports
• Ensure a working environment that promotes staff development and professional progression.

Specific Responsibilities

• For the meetings of the above organs are prepared in line with the Union’s standards, duly processed and timely dispatched to Member States and other stakeholders.
• Ensure that the outcome of meetings such as decisions and reports are properly finalized and disseminated.
• Ensure follow up on meetings outcomes
• Prepare statements, reports/conclusions and other relevant tasks as required for consideration and vetting by the Secretary to the Commission;
• Provide support in ensuring good working relations between the PRC and the Commission;
• Provide support in coordinating the implementation of the coordination mandate of the office of the Secretary to the Commission;
• Provide advice and support in matters relating to the management of the Office of the Secretary to the Commission;
• Perform any other relevant duties within the Office of the Secretary to the Commission, as may be assigned.

Key Relationships
Internal Relationships:

• Who: Head, Policy Organs Division / frequency: Daily / why: Provides assistance to the Head  for adequate implementation of the mandate of the Division
• Who: PO, Summit, EC and PRC / frequency: Daily / why: Implementation of the mandate of the Division
• Who: PO, STC / frequency: Daily / why: Implementation of the mandate of the Division
• Who: JPO, Policy Organs / frequency: Daily / why: Implementation of the mandate of the Division
• Who: OSC staff within the Division / frequency: Daily, weekly, monthly or as and when required  / why: Implementation of the mandate of the OSC
• Who: OSC staff outside the Division / frequency: Daily, weekly, monthly or as and when required / why: Implementation of the mandate of the OSC

External Relationships:

• Who: DCMP, Protocol, SSSD, DIC, OLC, DIC, AHRM (MIS, Procurement, Travel Unit, Transport Unit), PBFA  / frequency: Daily, weekly, monthly or as and when required / why: Implementation of the coordination mandate of the office of the Secretary to the Commission
• Who: Other AUC Departments / Directorates / frequency: Daily, weekly, monthly or as and when required / why: Implementation of the coordination mandate of the office of the Secretary to the Commission
• Who: Member States / frequency: Daily, weekly, monthly or as and when required / why: PRC meetings, Retreats
• Who: STCs / frequency: Daily, weekly, monthly or as and when required / why: Meetings of Policy Organs, but particularly meetings of STCs
• Who: Non Member States / frequency: Daily, weekly, monthly or as and when required / why: Participation to Partnership and Summit meetings;
• Who: UN agencies and other international organizations / frequency: Daily, weekly, monthly or as and when required / why: Participation to Partnership and summit meetings;

Academic Requirements & Relevant Experience

• Master’s Degree in Social Sciences or related fields with 12 (twelve) years of progressively responsible relevant work experience, out of which 7 (seven) years should be at managerial level with a minimum of 5 (five) years supervisory exposure.
• Proven experience in policy formulation.
• Relevant experience in international public organizations is an added value.

Required Skills:

• Ability to initiate and promote collaborative approaches between geographically and culturally disparate partners
• Ability to establish and maintain effective partnerships and working relations both internally and externally
• Ability to develop and delegate clear program goals, plans and actions, including budgets, that are consistent with agreed strategies
• Ability to effectively lead, supervise, mentor, develop and evaluate staff
• Capacity to perform multiple tasks and work under pressure
• Drafting and reporting capacity
• Computer literacy
• The African Union working languages are Arabic, English, French, Portuguese and Spanish. Proficiency in English and French. Knowledge of Arabic or Portuguese will be  an added advantage.

Core Competencies:

• Building Relationships
• Fosters Accountability Culture
• Learning Orientation
• Communicating with impact

Functional Competencies:

• Conceptual Thinking and Problem Solving
• Drive for Result
• Foster Innovation
• Job Knowledge and Information Sharing

Leadership Competencies:

• Strategic Perspective
• Developing Others
• Change Management
• Managing Risk

Tenure of Appointment

• The appointment will be made on a regular fixed term contract for a period of three (3) years, of with the first twelve months will be considered as a  probationary period.
• Thereafter, the contract will be for a period of two years renewable, subject to satisfactory performance and deliverables

Gender Mainstreaming:

• The AU Commission is an equal opportunity employer and qualified women are strongly encouraged to apply.
• The requirements and responsibilities contained in this job description do not create a contract of employment and are not meant to be all-inclusive. It may be changed by the role manager during employment on an as-needed basis.

Least Representative Countries

• Candidates from the following least represented countries at the African Union Commission are encouraged to apply: Algeria, Angola, Cape Verde, Central African Rep. , Comoros, Congo, Congo (DRC), Egypt, Equatorial,Guinea, Eritrea, Eswatini , Ghana, Guinea, Libya, Liberia, Madagascar, Mali, Morocco, Mozambique, Mauritius,
• Namibia, Nigeria , Saharawi Arab D.R. , Seychelles, Somalia, South Africa and South Sudan

Remuneration
Indicative basic salary of US$  50,746.00  (P5 Step 1) per annum plus other related entitlements e.g. Post adjustment (40% of basic salary), Housing allowance US$ 27,290.88 per annum, education allowance (100% of tuition and other education related expenses for every eligible dependent up to a maximum of US$10,000.00 per child per annum), etc. for internationally recruited staff and a maximum of US$ 3,300.00 per child per annum for every eligible dependent for national and locally recruited staff.

Note

• The requirements and responsibilities contained in this job description do not create a contract of employment and are not meant to be all-inclusive. It may be changed by the role manager during employment on an as-needed basis.