Term of Employment:         One year with possibility of extension

Duty Station(s):                     Addis Ababa, Secondment to MoA 

Required Number:               One

Application Deadline:          August 8,2026

Background

The Ethiopian Agricultural Transformation Institute (ATI), formerly known as the Agricultural Transformation Agency (ATA), is a strategy and delivery-oriented government institute created to help accelerate the growth and transformation of Ethiopia’s agriculture sector, which is a key contributor to the country’s GDP, exports, and workforce. The ATI’s work is cantered on improving the livelihoods of smallholder farmers (SHFs) across the country for improved income, inclusiveness, resilience, and sustainability. 

The ATI works to transform the agriculture sector in Ethiopia by conducting policy and analytical studies, providing technical implementation support and capacity building, coordinating.

platforms to better integrate partners and projects and designing and directly leading several innovative/pilot interventions. The Institute joins forces with various stakeholders, including policymakers, researchers, farmers, and development partners, to support the implementation of agricultural development programs and initiatives. In addition, the ATI collaborates with national and international partners to facilitate knowledge exchange and learning opportunities. The Institute plays a crucial role in generating and disseminating information to support evidence-based decision-making in Ethiopia’s agricultural sector.

Our Culture

We have an exceptional team of highly competent employees with a proven track record of success in managing complex activities and achieving transformational results.  Our culture is one where talented, dedicated, and adaptable individuals are committed to doing their best and exhibit great teamwork to achieve excellent results. 

At ATI, we provide an exceptional platform for people who want to achieve their highest potential and make a meaningful contribution in changing the country’s agricultural sector.  We offer rewarding work in a young, fast-paced growing organization with passionate, committed, motivated colleagues and excellent career development and training.  We recognize our most valuable assets are our staff and are committed to providing our employees with the tools, training, and mentorships necessary to achieve their career goals.

Position Summary 

The  Technical Advisor:  Executive of  Qualification and human resource is responsible to provide strategic leadership to the MoA program’s Human Resource (HR) processes; Develop, implement, interpret and revise HR policies, procedures and systems as necessary; involve and support in the development of MoA strategies; Initiate, catalysed and manage desired organizational learning, change and transformation processes; initiate and facilitate organizational value and culture bundling processes; lead periodic HR strategy, policies, system and procedures reviews; lead the strategic staff performance review and management processes; Develop and implement human resource plans aligned to MoA’s country strategy, plans and priorities; lead the employee resourcing, recruitment, selection, and induction processes; lead the development and implementation of employee welfare and wellness services including medical schemes, insurance, work life balance; take leading role in development and maintenance of sound Human Resource Information System; lead the strategic and annual plan and budgeting processes for HR programs and functions; provide strategic HR support to operation & program team across the organization, play vital role in the joint team leadership of the MoA program’s overall engagements, and play leading role in the mainstreaming of gender concerns in all HR processes of the organization.

Outcome 1: Develop and Implement HR strategies, Systems, Policy and Procedures (20%)                                                                                             

• Developing HR strategies, objectives and KPIs aligned with the MoA organizational strategies

• Implementing HR strategies focusing on talent acquisition, retention, engagement, compensation, health & safety, learning & development, succession planning, and employee relations.

• Design/review HR policies and procedures ensuring compliance with legal and donor’s requirements and ensure effective implementation.

• Provide advisory service to MoA Leadership, supervisors and employees on employment laws, policy, and MoA HR Manual and Civil Service regulations and manuals.

• Ensure compliance to legal procedures and requirements through following-up changes in the Civil Service law, regulation, and directives.

• Regularly review the HRM Information System, recommend System enhancement and ensure that the enhanced System is effectively applied.  

Outcome 2: Effectively lead the hiring and deployment of best talent that meets MoA current and future talent need (20%)

• Ensure effective, fair, and transparent Recruitment and Selection Processes are in place, comply with legal and MoA requirements and regularly reviewed and updated.

• Develop recruitment Sourcing Strategy, regularly review, and update in order to access, attract and tap the best talent from the appropriate source.

• Enhance the Competency Based Interviewing by supporting hiring managers in developing Competency Based ToRs and interview questions.

• Ensure that an enhanced candidates assessment tools and objective assessment criteria are maintained at all levels so that all job applicants are screened and assessed.  

• Negotiate salary with successful candidates and fix the compensation in consultation with the relevant senior leadership.

• Support Leadership Team members to prepare the annual HR Plan; develop salary budget, ensure Source of Fund is allocated in line with the plan and uploaded into the system on time.

• Review TORs for new hire requests to monitor that the Job description and person specifications are aligned with MoA’s key job roles and requirements, ensures fulltime engagement of new hires, and meet standards.

• Monitor the Recruitment and Selection Database so that the HR R & S dashboard reflects the actual status of the recruitment.

• Ensure that new joiners are effectively onboarded and attend all the required onboarding sessions

Outcome 3: Monitor and ensure that high quality HR services are delivered to all staff on timely manner (10%)

• Ensure that employment contract for new hires, contract extensions and post-employment procedures are effectively managed.

• Ensure that employee separation processes properly facilitated on time and in line with the legal requirement and MoA HR Policy.

• Ensure that employees’ requests are responded on time in line with the policies and procedures.

• Monitor and ensure HR Databases and personnel records both in soft copy and hardcopy are updated.

Outcome 4:   Ensure effective management of employees’ compensation and benefits (10%) 

• Initiate and lead compensation and benefit package survey and recommend solution that ensures MoA’s competitiveness. 

• Initiate and lead job analysis, evaluation and grading so that employees’ compensation fairly commensurate with the scope, complexity, responsibility, and associated risks of their work.

• Ensure that employees’ benefit packages, communication allowances, leaves are effectively managed.

Outcome 5: Ensure effective management of the Performance Management System (5%)                                                                                     

• Lead PMS revision and ensure that the implementation of enhancement interventions is effectively tracked, monitored and status reported on time. 

• Ensure that employees set their performance goal and conduct check-ins as per the System requirement and the given timeline.

• Ensure that employees’ performance evaluations are conducted as per the System requirement and the given timeline.

• Compile annual employee performance evaluation ratings for departments

• Ensure that appropriate action was taken following the approval, and direction.

Outcome 6: Learning and development Programs designed and delivered to build employees’ ability (20%)

• Conducting L & D need assessment, design and implement L & D interventions.

• Ensure appropriate resource is allocated to deliver the learning and development interventions

• Lead the development and implementation of Succession Planning and Management to ensure internal talent is available to meet MoA’s talent need  

• Organize panel discussions, experience sharing sessions and mentoring opportunities through mobilizing internal and external resource persons

• Ensure that cross functional learning sessions are effectively conducted.

• Regular review and tailor training modules such as basic skill training to incorporate new trends, concepts and thinking.

Outcome 7:    Ensure effective Systems, Structure, Processes and Procedures are in place.   (10%)  

• Lead the annual organizational survey and identify enhancement intervention areas with the support of appropriate body within the Ministry.

• Coordinate the enhancement intervention prioritization process and secure approval by Senior Leadership.

• Ensure that prioritized enhancement intervention owners develop implementation action plan

• Ensure that the enhancement intervention action plan progress is tracked and reported to Senior Leadership of the Ministry.

Outcome 8: Develop HR operational plan and budget and report implementation (5%)  

• Prepare annual HR operational plans, measure performance, and report

• Prepare annual budget, review budget and activity plan as per the revision timeline and effectively utilize the budget