Consultant, ASAP Leadership & Governance – Cameroon, Consultant, ASAP Leadership & Gouvernance – Cameroun, Yaoundé, IntraHealth

Consultant, ASAP Leadership & Governance – Cameroon, Consultant, ASAP Leadership & Gouvernance – Cameroun, Yaoundé, IntraHealth

Role Responsibilities/ Responsabilités du rôle

Job Details


About Accelerating Support to Advanced Local Partners (ASAP)

ASAP is funded through an IDIQ led by IntraHealth and partnering with Global Communities. . The total price of this Cost-Plus-Fixed-Fee/Completion Contract inclusive of fee is $38.5 million. The purpose of the contract is to rapidly prepare Capacity advisors and local partners to have the capabilities and resources to serve as Prime Partners for USAID/U.S. President’s Emergency Plan for AIDS Relief (PEPFAR) programming, in compliance with USAID and PEPFAR procedures, for PEPFAR program implementation in FY20 and FY21. This is Cost-Plus-Fixed-Fee/Completion Contract. Missions will buy into ASAP to provide selected capacity advisors and local partners with TA related to ASAP strategic objectives around financial management, compliance, and PEPFAR performance.

Scope of Work

ASAP is seeking for a Leadership and Governance Capacity Advisor for Cameroon to be responsible for providing coaching and leadership to the Executive Team of the local implementing partners including developing and conducting one on one coaching on leadership. The consultant will provide technical assistance around leadership and governance to the LIPs, including developing and conducting a multi-day training for board members from each LIP to promote their active engagement and enhance their role on grant management, organizational sustainability and growth. S/he will also provide oversight, guidance and soft skills consulting and executive coaching particularly in the areas of change management, supervisory skills, project management, diversity and other human resource issues.

Duties and responsibilities

Support the Executive Team develop realistic and effective goals as well as monthly action plans for leadership

Provide guidance that fits the Executive Team’s needs and aligns with the organization.

Provide appropriate encouragement, reinforcement, and

Support the executive team members by playing the role of their behavioral conscience and provide them with resources associated with implementing their action

Act as a positive role model for receiving feedback – asking how they are doing as a coach.

Fulfill all agreed-upon expectations as a coach

Participates in business development activities as needed

Support the Executive Team in reviewing present structure and management functions and encourage/propose suitable organigram of the organization

Provide technical assistance to the Executive Director and the Board of Directors of the organization in negotiating an indirect fee (De Minimis) with all its donors

Work with the Board of Directors to reinforce their supervisory role especially the audit

Conduct trainings to the Board members and executive team based on the NUPAS Plus

Minimum Qualifications/Experience Requirements

Minimum of a master’s degree in Business Management, Psychology, Education, Public Health or other business or health related

Experience with USAID funded organizations, as Chief of Party or Country Director will be an added advantage

Must write and speak both French and English

10+ years of experience in Leadership and coaching for non-profit executive team members or

Strong interpersonal skills and demonstrated ability to build relationships with stakeholders, local partners, host country governments, and international donor agencies—especially

Excellent organizational, writing, and oral presentation skills; proficiency in Skype, Zoom, Microsoft Teams, and other web-based communication platforms; Strong training and presentation

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

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