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Country Programme Manager (Cambodia)

Are you interested in working with Terre des Hommes Netherlands in Asia? We are looking for a Country Programme Manager based in Cambodia

Background

Stichting Terre des Hommes Netherlands aims to prevent child exploitation, to remove children from exploitative situations and to ensure that these children can continue their development in a safe environment. Terre des Hommes focuses on sexual exploitation of children, the worst forms of child labour, child trafficking and migration, sexual and reproductive health and rights and on child protection in humanitarian crises. For each of these forms of child exploitation, Terre des Hommes is developing and implementing projects and programmes through local partners, mainly in Asia and East Africa. In Asia, Terre des Hommes Netherlands works in Cambodia, the Philippines, Thailand, Bangladesh, India, and Nepal. 

Country Programme Manager (Cambodia)

General characteristics

The job profile of the Country Programme Manager is of a tactical nature. The Country Programme Manager bears the responsibility for developing country programme strategy, realising departmental policy and applying HR, financial and organisational policy. Therefore, the Country Programme Manager has the authority to take decisions within the boundaries of the organisational policy and the available budget.

Objective of the function

The Country Programme Manager is responsible for realising the strategic, operational, policy, financial, and HR objectives as a derivative of the organisational policy.

Position in the organisation

The Country Programme Manager receives and accepts hierarchical leadership from the Asia Regional Director and is a key member of the Asia Management Team. The Country Programme Manager currently manages one full time and two part time staff as well as consultants on an ad-hoc basis.

Result areas

  1. Realising and developing department policy

Result: Country strategy and policy are developed and implemented so that clear and explicit objectives are formulated and realised.

  1. Managing employees

Result: Employees are guided and instructed so that they are motivated to execute their tasks efficiently and effectively.

  1. Facilitating internal management processes

Result: Internal management processes are facilitated so that the tasks and activities are efficiently aligned and quality is guaranteed.

  1. Maintaining the network

Result: Network is maintained so that cooperation is improved and all parties and individuals involved are correctly and fully informed and resources are mobilised.

Knowledge and Experience

  • Academic (university) education at bachelor but preferably master level in a relevant field (e.g. Development Studies, International Relations, Management) 
  • Minimum 5  years experience in a role with similar responsibilities
  • Knowledge and demonstrable ability with respect to organising, managing and policy-making
  • Knowledge of, and experience in working in the field of child protection and  exploitation in Cambodia
  • Knowledge of and insight into societal issues, the current situation and other factors relevant to the organisation and role
  • Successful track record in resource mobilisation and strategic partnership development
  • Demonstrable experience in working successfully with government and CSO stakeholders to lobby and advocate for change and various levels
  • Demonstrable understanding of, and preferably experience with the networks, organisations and government agencies relevant to addressing child exploitation in Cambodia
  • Excellent financial management and budgeting skills
  • Excellent communications, reporting and presentation skills
  • Proactive and solutions-focused approach
  • Fluent written and spoken Khmer and English 

Competence profile

Manager

A. Analytical capacity

Understanding the essence of complex issues by logical reasoning, investigation of potential causes, separation of key messages from the mass of detail and acknowledgment of their interdependence.

Level 2: Collects and examines information from various sources independently and on own initiative. Acquires insight by doing so and draws conclusions from their interdependence.

B. Leadership

Can mobilise and inspire others by providing guidance and direction in the attainment of clear and challenging objectives related to results and personal development. Is able to adapt the style of leadership to different employees and situations.

Level 3: Encourages others to develop themselves and to achieve maximum results and demonstrates exemplary behaviour.

C. Result orientation

Focused on setting objectives and actively achieving results.

Level 3: Is determined in achieving results and encourages and supports others in doing so.

D. Responsibility

Accepting the consequences of your own actions and/or agreements.

Level 3: Takes potential consequences into account when making risky agreements within his or her own area of responsibility – such as a team or department, or a policy area. Can make a realistic assessment of the impact of one’s own actions as well as those taken by others, and bases agreements on this.

Job Level: F

How to apply:
Please  upload  your covering letter and curriculum vitae via this LINK,  clearly demonstrating how you meet the qualifications for this position, no later than 04 July 2022 before 17:00 (ICT)  

Please note that applications without cover letters will not be considered.  

Other information

Terre des Hommes Netherlands is committed to keeping children safe and does not accept any form of child abuse. Every Terre des Hommes employee is bound by the Child Safeguarding Policy, part of our Code of Conduct. That is why a Certificate of Good Conduct is requested from every employee, which counts as part of the employment contract. Additional child safeguarding measures are part of our selection and recruitment process.

Our Commitment to Diversity, Integrity and Child Safeguarding

We are committed to ensuring diversity and gender equality within our organisation. Therefore, people of all gender identities, sexes, sexual orientations, races, colours, religions, cultures, abilities, etc. are encouraged to apply. 

 TdH NL aims to attract great talent that not only fits the job but also our high standard of values and principles to prevent and eradicate any type of misconduct including sexual harassment, exploitation and abuse, any other type of misuse of power or lack of integrity and financial misconduct. 

TdH NL in particular is committed to keeping children and vulnerable individuals safe and does not accept any form of (child) abuse. Every TdH NL employee is bound by the Child Safeguarding Policy and P`rotection from Sexual Exploitation and Abuse (PSEA) Policy, part of our Code of Conduct. Child safeguarding measures are part of our selection and recruitment process.

 All offers of employment will be subject to satisfactory references and may be subject to appropriate screening checks, which can include criminal records and terrorism finance checks, or integrity screenings/references relating to misconduct and disciplinary actions in prior employment. By submitting your application you accept that TdH NL will conduct such pre-employment screening for successful candidates. TdH NL participates in the Inter-Agency Misconduct Disclosure Scheme.

 Acquisition in response to this vacancy is not appreciated.

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