Location: Remote (within Canada)

Employment Type: Full-time, permanent

Travel: Some travel is required ~10% (maximum)

Salary: $70,000 – $80,000 depending on experience and expertise.

Deadline: September 4, 2026

About Equal Voice

Equal Voice is a national, registered charity dedicated to achieving gender parity in Canadian politics. Since 2001, we have been leading the charge in research, education, and leadership development to increase the representation of women and gender-diverse individuals in politics, at all levels of government. Through our programs, we provide the training, resources, and networks needed for women and gender-diverse individuals to run for office and thrive in political life.

Why Join Equal Voice?

Equal Voice is a small but high-impact team that values collaboration, innovation, and adaptability. As a multi-partisan organization, we unite people across the political spectrum to strengthen democracy and champion gender equity in public office.

We offer a supportive, flexible work environment with great perks, including:

• Competitive salary
• Comprehensive health and dental benefits
• Compensation for home office setup, internet and cell phone (maximums apply)
• Flexible work hours, but must be available for core team hours (10am-4pm EST)
• Three weeks of vacation
• Fridays off in July and August

The Program Manager plays a central role in designing, delivering, and strengthening Equal Voice’s national programs and chapter initiatives. The role leads Equal Voice’s Campaign Schools and related programming, while supporting a nationwide network of Chapters and helping ensure our programs are inclusive, multi-partisan, accessible, and responsive to the needs of women and gender-diverse individuals interested in political leadership.

The ideal candidate is a strong project manager and relationship builder who can move comfortably between program strategy and hands-on delivery. They are highly organized, collaborative, and motivated by the opportunity to create meaningful learning and leadership experiences across Canada.

• Lead programs from design to delivery
  Lead the design, planning, delivery, and evaluation of Equal Voice’s Campaign Schools and related programs, ensuring programming is aligned with Equal Voice’s mission and organizational priorities.
• Create meaningful participant experiences
  Work with facilitators, trainers, speakers, and alumni to develop high-quality programming and continuously improve program content and participant experience.
• Manage program operations end-to-end
  Develop program plans, timelines, budgets, schedules, agendas, and briefing materials, while overseeing logistics including venues, travel, accessibility, catering, registration, and vendor coordination.
• Build strong speaker and facilitator networks
  Recruit, coordinate, and support diverse speakers, facilitators, trainers, and subject-matter experts from across the political spectrum. Manage outreach, invitations, confirmations, logistics, and honoraria while ensuring programming reflects political diversity and inclusivity.
• Support and strengthen our Chapters
  Maintain regular communication with Equal Voice’s regional Chapters, providing guidance, resources, and support for chapter-led initiatives. Share best practices, identify emerging needs, and work with Chapters and internal teams to support consistent, high-quality programming across the country.
• Build relationships that strengthen our programs
  Support the cultivation and management of strategic relationships connected to Equal Voice’s programs and Chapters, including political institutions, non-profits, educational organizations, facilitators, alumni, and other stakeholders.
• Measure impact and continuously improve
  Manage program registration, tracking, evaluations, and outcome measurement. Gather participant feedback, prepare summary reports, and use insights to strengthen future programming and demonstrate impact.
• Support grants and funder commitments
  Contribute to program-related grant applications, reporting, and outcome tracking, and collaborate with internal teams to ensure program delivery aligns with funder and partnership expectations.
• Embed equity, inclusion, and accessibility
  Apply a diversity, equity, inclusion, and accessibility lens throughout program planning and delivery, including speaker recruitment, program content, venues, platforms, materials, and participant supports.

Qualifications and Education

• Minimum of five years of experience in program management, project management, nonprofit programming, community engagement, or a related field
• Demonstrated experience designing, delivering, and evaluating programs or complex projects
• Strong project management and organizational skills, with the ability to manage multiple programs, timelines, budgets, stakeholders, and deadlines
• Experience working with speakers, facilitators, volunteers, community partners, or other external stakeholders
• Strong relationship-building skills and demonstrated ability to work effectively with diverse stakeholders
• Experience supporting volunteer-led initiatives or networks considered an asset
• Experience contributing to grant-funded programs, including tracking outcomes and supporting reporting, considered an asset
• Proficiency with Microsoft 365 (Teams, Outlook, SharePoint, Word, Excel, PowerPoint) and virtual collaboration tools
• Familiarity with Monday.com considered an asset
• Excellent written and spoken English; French language skills are an asset
• Ability to work flexible hours, including occasional evenings and weekends, and travel within Canada as required

About You

• Solutions-oriented: You are resourceful, proactive, and comfortable figuring out how to move a program or project forward when circumstances change.
• Exceptional organizer: You enjoy turning big ideas into clear plans, timelines, and deliverables and can keep multiple moving pieces on track.
• Relationship builder: You are comfortable working with participants, volunteers, facilitators, political stakeholders, partners, and colleagues and know how to build trust across diverse groups.
• Collaborative: You thrive on teamwork and enjoy working across functions to turn organizational priorities into strong programs and participant experiences.
• Adaptable: You are equally comfortable thinking strategically and rolling up your sleeves to manage the details required to deliver a successful program.
• Values-driven: You are committed to diversity, equity, and inclusion, with experience working in multi-partisan and diverse stakeholder environments.

How to Apply

Submit your resume and cover letter to jobs@equalvoice.ca by EOD on September 4, 2026. Applications will be reviewed on a rolling basis, so early submissions are encouraged.

Equal Voice is committed to equitable, barrier-free hiring. We encourage applications from individuals who are racialized, Indigenous, LGBTQ+, persons with disabilities, and other equity-seeking groups. Accommodations are available upon request for candidates participating in the selection process.

Description

Programme Manager, Europe 

This role is to work on our new AI & Climate Governance programme

• Reports to: Head of Business & Investor Engagement
• Preferred timezone: Europe, within CET +/-2. 
• Deadline: Monday 7 September
• Contract: Full-time (40 hours)
• Duration 12 months, with possibility of extension subject to funding

About Climate Catalyst

 works across Europe, India and Indonesia to accelerate the decarbonisation of heavy emitting industries. A non-profit and strategic convenor, we:

• Work with diverse stakeholders to identify critical policy gaps where the potential for collaboration is high and align around a shared vision and goals.
• Build diverse coalitions of existing and new actors across civil society and the private sector to break down silos and build the strategic power of the collective.
• Co-create strategies tailored to the specific challenge ahead and the national and regional context we’re working.
• Utilise our expertise in research development, creative communications and policy and business advocacy to deliver shared goals and secure policy and financial shifts towards a net zero future.

We work to secure a just, equitable and prosperous future where global temperature rise is limited to 1.5°C, taking into account the systemic impact heavy emitting sectors have on nature, land use and human health. To date, we’ve sparked collective action towards driving steel decarbonisation in India and Indonesia and building a sustainable aviation sector in Europe. We continue to look for opportunities to scale our impact via new programmes in Europe, India, Indonesia and elsewhere. 

About The Role

The Programme Manager will form part of our European programme team, working closely  to deliver impactful strategies that target emissions reductions from heavy emitting industries in Europe. This role will focus mainly on the issue of AI and climate governance – where experience is preferable but not required – and take the lead on delivering EU-targeted activities and outputs for this programme. This role is initially set as a 12-month, full-time contract, with potential to extend, and will report to our Head of Business & Investor Engagement.

What you will do

• Identify policy opportunities and contribute to determining strategic policy positions and recommendations for decision-makers and those who influence them.
• Build knowledge in the field of climate governance and AI, with a specific focus on policy mechanisms such as the Cloud and AI Development Act, and the EU Tech Sovereignty Package alongside other relevant files relevant to AI and climate.   
• Synthesise AI-relevant policies and research developments and design into public facing briefings for key stakeholders (policy makers, CSOs and the private sector).
• Work with NGO partner organisations to develop policy positions and execute advocacy activities on climate & AI, and to ensure effective engagement of the private sector across different stages of our programme.
• Conduct stakeholder mapping, research, and analysis to identify strategies and tactics to effectively engage key stakeholders, particularly business and investors, in support of our policy objectives.
• Strengthen and build relationships of trust with key businesses and investors, business NGOs, trade associations and other private sector actors.
• Keep track of climate policy, technology, and economic trends pertaining to the private sector internationally and their role in AI, and specifically in Europe.
• Engage subject-matter experts, consultants, and researchers as necessary to support our strategies.
• Produce private sector-orientated outreach and policy advocacy materials, including memos, brief reports, letters of commitments, talking points, and more.
• Produce and scope terms of reference for targeted research on AI and Climate governance which will shed light on trade offs and influence our target audience. 
• Represent Climate Catalyst at relevant events and forums organised by partners and businesses associations.

Requirements

What You Would Bring

1. At least five years of experience working on EU policy making processes, including advocacy on emerging issues in the field of technology or AI and climate and the Brussels and/or member state levels. 
2. Demonstrated experience and skills in engaging policymakers and civil society in policy advocacy activities relating to climate change issues. Experience engaging private sector organisations is valued, but not essential.
3. Experience of working in multi-disciplinary teams to deliver on organisation-wide strategies.
4. Knowledge and understanding of the key issues pertaining to AI and climate, or other industrial decarbonisation policies, and topics pertinent to Europe.
5. Strong initiative and an ability to work both autonomously as well as within a team.
6. Strong interpersonal and communication skills including the ability to distil complex issues for a lay audience.
7. Ability to establish and maintain strong working relationships with the network of civil society organisations and progressive business and investors. 
8. Awareness of the potentially diverse opinions and voices of Climate Catalyst’s partners and ensure they are taken into account in our policy positions and recommendations.
9. Ability to adapt and respond positively in circumstances where priorities need to shift quickly, and be open to working on different issues over time.
10. Humble, with low ego and ready to roll up your sleeves.
11. Committed to our values of courage, collaboration, diversity and learning.

Benefits

Additional Information  

• This role is fully-remote, with a stipend available for use of co-working spaces. You must have a right to work in the European country you reside in.
• Our working language is English. Fluency in an additional European language is highly valued but not required.  
• This position requires travel. We anticipate at least two international work trips during the contract period. It will also likely require travel to EU Institutions in Brussels, as well as to events and meetings with European partners.
• You will be part of the European team, and report into the Head of Business and Investor Engagement. 

Compensation + Benefits

• The starting salary for this role is EUR 64,400. Compensation is adjusted based on the employee’s location and aligned to equivalent local salary bands. 
• Benefits include: health insurance, stipends for wellness and phone/Wi-Fi, professional development, co-working space coverage, generous pension contribution and more. For more information about working with us at Climate Catalyst, visit our website at . 

Diversity at Climate Catalyst

Climate Catalyst aims to design inclusive strategies to meet our objectives. We recognise that the only way to deliver on this is to build a diverse team composed of individuals with varying backgrounds, experiences, and perspectives. We encourage applicants from historically marginalised and currently underrepresented groups in the climate movement to apply.

Equal Employment Opportunities

Climate Catalyst is an equal opportunity employer and complies with all applicable employment opportunity laws prohibiting discrimination. We welcome applications from all qualified candidates regardless of race, color, religion, sex, sexual orientation, gender identity, gender expression, age, national origin, citizenship status, disability, genetic information, veteran status, or any other basis protected by applicable law.

How to Apply

To apply, please upload a cover letter of no more than one page outlining interest in the role and your CV to this application page. We will not consider applications that have been AI-generated and may utilise AI detection tools during this recruitment process.

Part-Time Data Analyst

Reports to: Senior Data Analyst

Location: Remote – USA Based

Employment Type: Part-Time, 10 hours per week

About Us

The Center for Violence Prevention Research conducts rigorous science by developing and evaluating and community-basedstrategies that expand the evidence base for what works to prevent violence against women and children. By answering the questions”Does it work?” and “How, for whom, and in what settings?” the Center will improve existing prevention strategies, programs, and policies. You can learn more at scienceofviolence.org. We are quickly growing and need team members who are committed to ourmission and can operate with flexibility in a developing organization.

Position Summary

The Center is seeking a Part-Time Data Analyst to support rigorous quantitative analyses that advance understanding and prevention of violence in its many forms. This position will contribute to ongoing research efforts by conducting data cleaning and preparation,performing ad hoc analyses in response to team requests, and assisting with descriptive and inferential analyses across multipleprojects. The analyst will work with survey data, national surveillance datasets, and other complex data sources, and will be expected to follow rigorous data management and reproducibility standards. This is an excellent opportunity for a candidate who is detail-oriented, analytically skilled, and committed to producing research that informs policy and practice.

Key Responsibilities

Data Cleaning and Preparation

• Clean, screen, and validate datasets while ensuring compliance with data security and protection requirements.
• Identify and resolve data quality issues, including fraudulent responses, missing values, outliers, and coding inconsistencies.
• Prepare and document analysis-ready datasets in accordance with data security and protection requirements.
• Maintain well-organized, clearly labeled data files and documentation to support reproducible workflows.

Quantitative Analysis

• Conduct descriptive and preliminary statistical analyses on projects aligned with the Center’s mission.
• Support the development and implementation of analysis plans in collaboration with senior staff.
• Conduct sensitivity checks and basic model diagnostics to support the validity of findings.

Ad Hoc Analyses and Data Requests

• Respond to internal data requests from research team members, including PIs and project managers, in a timely and accurate manner.
• Conduct targeted analyses to answer specific research or operational questions as they arise.
• Summarize and present findings from ad hoc analyses in clear, accessible formats appropriate for varied audiences.
• Flag notable patterns or data anomalies for team review and discussion.

Data Documentation and Reproducibility

• Save and archive code for replication purposes
• Adopt gold-standard data management practices, including version control, secure data storage, and comprehensive documentation.
• Maintain detailed documentation of analytic procedures, data transformations, and decision points.
• Contribute to the maintenance of codebooks and analysis pipelines to ensure transparency and reproducibility.

Dissemination Support

• Assist in preparing data tables, figures, and summary statistics for manuscripts, reports, and presentations.
• Support internal teams in translating research findings into practice and policy applications

Required Qualifications

• Master’s degree in statistics, epidemiology, public health, social work, psychology, data science, or a related field.
• Proficiency in data management and statistical analysis using R (required).
• Demonstrated experience cleaning, managing, and preparing datasets for analysis.
• Experience conducting descriptive and inferential statistical analyses.
• Familiarity with reproducible research practices, including code documentation and version control.
• Authorization to work in the United States.

Ideal Candidates Will Have

• Experience working with national surveillance, surveys, restricted-access administrative datasets (e.g., NVDRS, NCANDS, vital records).
• Expertise in rigorous quantitative analysis
• Strong attention to detail and organizational skills.
• Ability to manage multiple requests and deadlines while working independently in a remote environment.
• Comfort working both independently and collaboratively as part of a distributed team.

What You Can Expect from The Center

• $35 per hour.
• Work from home stipends for phone, internet, utilities, and equipment. Staff must maintain a home office with internet andphone access; a computer and necessary software will be provided.

• The Center staff work from home. However, we are a highly collaborative, active team with regular interaction.
• The Center is an equal opportunity employer. All applicants will be considered for employment without regard to age, race,ethnicity, religion, sex, sexual orientation, gender identity or expression, veteran or disability status. We are committed to fostering a supportive environment for our employees.

This job description is not exhaustive and may evolve with organizational needs. Duties, responsibilities, and activities may change at any time with or without notice.

Organizational Values

The Center is committed to advancing rigorous, objective, and accessible science. We recognize that the most impactful science is that which can inform decision-making across communities, regardless of race, ethnicity, gender identity, religion, socioeconomic status, political affiliation, or other perspectives. Staff are expected to present themselves and their work in a manner that reflects neutrality, integrity, and inclusivity when operating on behalf of the Center.

Application Instructions

Interested candidates should submit:

• Cover letter describing your interest in the position and relevant experience
• Resume or Curriculum Vitae (CV)
• A brief writing sample or code sample demonstrating data management or analysis work (optional but encouraged)

Consultancy to Support the Development of the Pacific Regional Advocacy Strategy / Framework and

Implementation Approach

ToR Date: 16 July 2026

Publication target: 31 March 2027

Consultancy start date: 31st August 2026

Location: Flexible (Remote work)

Budget: €10,000, all taxes included

1. Background and Rationale

Forus is an innovative global network of national NGO platforms and regional coalitions working

to strengthen civil society’s collective voice, influence and capacity to drive social change. It

brings together 74 National NGO Platforms and 8 Regional Coalitions from Africa, the Americas,

Asia, Europe, and the Pacific, representing more than 24,000 civil society organisations

worldwide.

National platforms of CSOs and regional coalitions play a unique and irreplaceable role in

coordinating diverse civil society actors, influencing policy for sustainable development, and

strengthening civil society’s enabling environment at national, regional, and global levels.

In 2025–2026, Forus developed its new global Strategy (2026–2030) through an inclusive,

consultative process with its members. Forus’ new Strategy 2026–2030 is built around three

pillars: Connect, Support, and Influence, underpinned by Network Health. The Strategy aims to

ensure the network is resilient, interconnected, and influential at all levels. To deliver on this

ambition, Forus is supporting members in different regions to translate the global strategy into

practical regional advocacy roadmaps.

During the Forus General Assembly in Siem Reap, members discussed the opportunity to

develop a more coordinated and Pacific-led regional advocacy approach that reflects the realities,

priorities, and aspirations of Pacific civil society organisations, national platforms and our regional

network in the region.

Recognising the diversity of Pacific contexts and capacities, members agreed that any regional

advocacy process should be:

• member-led

• grounded in national priorities

• aligned with existing regional and global frameworks

• designed to support practical collaboration and collective influence where appropriate.In the Pacific region, civil society platforms operate across a diverse and geographically

dispersed landscape. Members face significant geographic and logistical barriers to regional

coordination, varying levels of civic space and enabling environment conditions, shrinking and

diversifying funding landscapes, climate change and disaster resilience pressures, and limited

resources and capacity at national platform level, and digital and physical security risks for

platforms operating in politically sensitive or contested contexts. These realities must shape the

design, pace and expectations of the process.

At the same time, the Pacific region presents significant opportunities for collective advocacy and

solidarity. Pacific regional frameworks, including the 2050 Strategy for the Blue Pacific Continent,

regional decision-making spaces, climate and sustainable development processes, and Pacific

traditions of solidarity and talanoa-based dialogue can provide entry points for coordinated

influence where this is useful and appropriate for members.

This consultancy will support Forus members in the Pacific to develop a practical, member-led

Pacific Regional Advocacy Strategy / Framework and Implementation Approach. The process

should help members identify shared priorities, points of convergence, advocacy opportunities,

potential leverage points, and concrete next steps for regional and inter-regional collaboration.

This process is a member-led process. The consultant or consultant team will not define

advocacy priorities on behalf of members. Rather, they will facilitate and accompany a structured

process through which members can analyse their context, identify shared priorities, map

influence opportunities, and agree on practical advocacy directions.

The available budget is intended to support expertise and service delivery through this

consultancy.

2. Purpose of the Consultancy

The purpose of this consultancy is to support Forus members in the Pacific region, through a

facilitated member-led process, to develop a practical regional advocacy strategy that translates

the Forus Strategy 2026–2030 into clear regional advocacy priorities, influence opportunities and

concrete next steps.

The consultancy will facilitate a process through which members:

• Ground the Forus 2026–2030 Strategy in the Pacific regional context, including members’

priorities, narratives, risks, and opportunities;

• Identify where members have leverage for joint advocacy, including mapping key actors,

spaces, moments, pressure points and institutional entry points;

• Identify areas of regional convergence, shared priorities and potential collective advocacy

opportunities;

• Map identified priorities against the Forus global advocacy framework, the 2050 Strategy

for the Blue Pacific Continent, and other relevant Pacific regional frameworks and

decision-making spaces;

• Develop a practical action plan clarifying possible roles at national, sub-regional, regional

and global levels;

• Identify concrete opportunities for inter-regional collaboration within the Forus network;

• Propose light monitoring markers to help members follow progress and adapt the strategy

over time.

This consultancy will not create binding advocacy mandates for participating members, override

national advocacy positions or priorities, establish permanent regional governance structures,directly implement regional advocacy campaigns, or assume responsibility for long-term

implementation funding. Participation in consultations, advocacy activities or implementation

support will remain voluntary and subject to the capacity and willingness of participating

members.

3. Scope and Analytical Approach

The consultancy will produce an evidence-based, member-driven and action-oriented regional

advocacy strategy rooted in the experiences of Forus members in the Pacific, including national

platforms and regional coalitions.

The analysis should draw on:

• Forus strategic documents and relevant internal materials;

• Member strategies, reports and advocacy priorities where available;

• The 2050 Strategy for the Blue Pacific Continent and other relevant Pacific regional

frameworks;

• Relevant civil society evidence and monitoring information on civic space, enabling

environment, climate justice, sustainable development, financing and other issues

emerging from member consultations;

• Consultations with Forus members across the Pacific region;

• Contextual input from PIANGO, National Liaison Units and partner networks where direct

participation from specific countries or territories is not feasible;

• Targeted external sources relevant to priorities emerging from member consultations,

where useful for identifying advocacy entry points, policy windows and opportunities for

collective influence.

The assignment is not expected to provide a comprehensive analysis of the full civil society

landscape across all Pacific island nations and territories, nor detailed country-by-country political

or legal assessments. Instead, it should use the collective experience of Forus members as the

primary evidence base for identifying key priority areas for regional influence, key stakeholders,

potential allies, advocacy opportunities and realistic pathways for collective action.

Given the geographic diversity of the Pacific region, the methodology should be inclusive,

accessible and realistic, accommodating varying levels of connectivity, capacity and availability.

The methodology may include national, sub-regional or thematic conversations where relevant,

including Melanesian, Polynesian, Micronesian and other Pacific perspectives represented within

or connected to Forus’ membership. These inputs should inform one coherent Pacific Regional

Advocacy Strategy / Framework that identifies shared priorities, differentiated contexts and

possible entry points for action.

Opportunities for inter-regional collaboration should also be identified, in connection with Forus’

global influence workstreams and the Connect pillar of the Forus Strategy 2026–2030.

4. Scope of Work

The consultant (or consultant team) will work closely with the Pacific Regional Steering

Committee and the Forus Secretariat. The scope of work will include:

Inception and Work Planning• Hold a kick-off meeting with the Pacific Regional Steering Committee and Forus

Secretariat.

• Confirm the scope, methodology, timeline, risks, consultation approach and expected

deliverables.

• Prepare an inception note and detailed workplan.

Desk Review and Regional Landscape Mapping

• Review relevant Forus documents, member inputs, regional advocacy processes and

complementary civil society evidence.

• Identify key regional trends affecting civil society advocacy in the Pacific, including climate

change, development finance, and civic space dynamics.

• Map relevant institutions, policy spaces, regional bodies and civil society networks,

including the Pacific Islands Forum, the Pacific Community, the Melanesian Spearhead

Group, PIANGO and other relevant Pacific regional or sub-regional spaces, as well as

development finance actors, climate and sustainable development processes, and

advocacy moments relevant to priorities emerging from members..

Member Engagement and Consultations

• Design and facilitate a participatory member engagement process that is accessible, light-

touch and realistic given Pacific geographic, connectivity and capacity realities .

• Consult national platforms, regional coalitions and relevant Pacific civil society actors,

using a combination of Talanoa-style dialogue, interviews, surveys, focus groups and/or

existing meeting opportunities, depending on feasibility and members’ availability.

• Ensure the process captures both shared regional priorities and differentiated national

realities.

• Where direct participation from specific Pacific nations or territories is not feasible, seek

contextual input through PIANGO, affiliated National Liaison Units and partner networks.

Power Mapping

• Identify key decision-makers, allies, pressure points, advocacy spaces and windows for

influence at regional levels.

• Analyse where Pacific members already have access, legitimacy, relationships or

potential influence.

• Map identified priorities against the 2050 Strategy for the Blue Pacific Continent and other

relevant regional and global frameworks.

• Identify possible entry points for national, regional and global-level advocacy.

• Identify, where possible, practical engagement pathways and existing relationships, so

that members understand who to approach, through which channels, and for what

advocacy objectives.

Strategy / Framework Development

• Synthesise consultation findings and desk review results.

• Support members to identify 2–4 priority advocacy tracks or “influence bets.”

• Draft the Pacific Regional Advocacy Strategy / Framework and accompanying

implementation approach.• Ensure the strategy is practical, focused, realistic and usable by members with varying

levels of capacity.

• Clarify what can be advanced collectively at regional level, what should remain nationally

led, and where inter-regional or global Forus support could add value.

Validation and Revision

• Support at least one regional validation session with Pacific members.

• Present the draft strategy and gather feedback.

• Revise the strategy package based on member and Steering Committee input.

Finalisation and Handover

• Finalise the regional advocacy strategy, power map, action plan, inter-regional

collaboration proposals and monitoring markers.

• Provide a short handover note with suggested next steps, source list and possible update

points.

• Where agreed and feasible, include a light annex on resource mobilisation and/or

communications considerations.

5. Methodology Requirements

The consultant is expected to propose a robust, participatory and Pacific-appropriate

methodology that includes:

• Desk review: Synthesis of existing Forus and Forus member strategies, relevant regional

frameworks, policy processes, and complementary civil society evidence.

• Member and stakeholder engagement: A clear and inclusive consultation approach

covering participating national platforms, regional coalitions and relevant Pacific civil

society actors, using a combination of online surveys, key informant interviews, Talanoa-

style conversations, focus groups and/or existing meeting spaces.

• Pacific-appropriate methodology: Accessible, flexible and culturally appropriate

engagement approaches, including Talanoa where relevant, with attention to time zones,

connectivity, capacity and the voluntary nature of member participation.

• Power mapping: A structured methodology for identifying key actors, allies, and windows

for influence at sub-regional and regional levels, including mapping against major Pacific

regional frameworks.

• Validation: A clear process for member validation of the draft strategy, involving at least

one validation session (online or hybrid).

• Quality assurance: Triangulation of sources, clear documentation of evidence, and an

approach that supports future updates and replication.

• Practicality: A strong focus on producing a strategy that members can realistically use,

rather than a long descriptive report.

Do-No-Harm and Confidentiality

Given the varying civic space and enabling environment conditions across Pacific contexts, the

consultant or consultant team must apply a do-no-harm approach throughout the assignment.This includes:

• protecting the confidentiality of member inputs where needed;

• avoiding attribution of sensitive comments without consent;

• adapting consultation methods to members’ security concerns, connectivity constraints,

and availability;

• taking care when documenting country-specific risks;

• ensuring that politically sensitive findings are presented in a way that does not expose

members or partners to unnecessary risk.

6. Tasks of the Consultant

The work is expected to be organised in phases (indicative timeline below). The timeline below is

indicative and may be adjusted depending on member review, consultant selection, contracting

and Steering Committee guidance.

Phase 1 — Inception (September – October 2026)

• Kick-off meeting with the Regional Steering Committee and Forus Secretariat to confirm

objectives, scope, methodology, and risks.

• Submit an inception note: methodology, detailed workplan, proposed strategy outline,

sampling and engagement plan, and risk mitigation measures.

Phase 2 — Desk Review and Mapping (October 2026)

• Desk review of relevant documentation, including Forus member strategies and reports,

regional policy processes including the 2050 Strategy for the Blue Pacific Continent, and

complementary sources.

• Initial power mapping of key actors, spaces, and opportunities at regional levels.

• Design of engagement tools (survey, interview guides, focus group prompts).

Phase 3 — Member Engagement and Synthesis (December 2026 – January 2027)

• Implement agreed engagement methods: sub-regional or thematic calls, surveys, and key

informant interviews.

• Synthesise findings into an interim memo; identify emerging priorities, risks, opportunities

and advocacy entry points for Steering Committee review.

Phase 4 — Drafting (January – February 2027)

• Draft the regional advocacy strategy and action plan (v1) and share with the Steering

Committee and Forus Secretariat for feedback.

• Revise to v2 incorporating feedback and additional evidence as needed.

Phase 5 — Validation and Revision (January–February 2027)

• Facilitate at least one online (or hybrid) validation session with Pacific members.

• Incorporate feedback and strengthen clarity, accuracy, and usability of the strategy and

action plan.

Phase 6 — Finalisation and Handover (March 2027)• Submit the final regional advocacy strategy, action plan, power map, inter-regional

collaboration proposals, and monitoring markers.

• Deliver optional companion products (resource mobilisation framework, communications

plan) if included in scope.

• Provide a light handover note (sources list, contacts list, and suggestions for next steps

and future updates).

7. Deliverables

Core deliverables are listed below; optional components will only be included if feasible within the

available budget. Indicative deliverables (to be confirmed in the inception phase):

D1. Inception note (methodology, detailed workplan, proposed outline, engagement plan, risks

and mitigation).

D2. Desk review and power mapping pack: annotated overview of the regional landscape and

key actor map; targeted alignment analysis against the 2050 Strategy for the Blue Pacific

Continent andother relevant frameworks; finalised engagement tools.

D3. Interim findings and draft priorities memo: key findings and draft advocacy priorities for

Steering Committee internal review, including emerging advocacy priorities and possible

influence tracks.

D4. Draft strategy and action plan (v1) and revised draft (v2) after Steering Committee

feedback. Including proposed priorities, narrative framing, target arenas, power mapping, roles at

national/regional/global levels, practical first steps, and recommendations for coordination.

D5. Validation session package: agenda, presentation slides or equivalent materials, and a

short summary of feedback received from members.

D6. Final package: Pacific Regional Advocacy Strategy (2026–2030) + power map + action plan

+ inter-regional collaboration proposals + monitoring markers + optional resource mobilisation

framework and/or communications plan, where feasible within the available budget.

8. Profile and Qualifications of the Consultant or Team of Consultants

Key qualifications:

• Proven expertise in civil society advocacy, civic space, and/or enabling environment

issues, with strong knowledge of the Pacific regional context.

• Good understanding of regional dynamics and bodies relevant to civil society advocacy in

the Pacific (e.g., Pacific Islands Forum, Pacific Community, PIANGO, Melanesian

Spearhead Group, UN Pacific regional mechanisms).

• Familiarity with the 2050 Strategy for the Blue Pacific Continent and Pacific-led multilateral

policy processes.

• Strong preference for a Pacific-led or Pacific-based consultant/team, or a team with

demonstrated long-standing experience working with Pacific civil society, Pacific

regionalism and Pacific-led dialogue approaches.

• Demonstrated experience with participatory, mixed-methods research and strategy

development processes.

• Demonstrated ability to facilitate culturally grounded, participatory and relationship-based

processes, including Talanoa-style dialogue where appropriate.

• Experience facilitating participatory, member-led processes and translating diverse

perspectives into a coherent, actionable strategy.• Cultural competency in Pacific contexts; experience with talanoa and other Pacific

dialogue approaches is an asset.

• Experience working with civil society networks and facilitating inclusive, accessible

processes across diverse geographic and connectivity contexts.

• Knowledge of issues likely to emerge through Pacific member consultations, which may

include climate justice and resilience, civic space and enabling environment, sustainable

development, financing, regionalism, Agenda 2030 / post-2030 processes, and resource

mobilisation for CSOs..

• Excellent writing and communication skills in English; proficiency in Pacific languages is

an asset.

• Familiarity with Forus or similar global civil society networks.

9. Location, Duration and Costing

Location: Flexible. The consultant will work remotely. All activities (desk review, interviews,

consultations, validation sessions) can be conducted online.

Duration: September 2026 – 31 March 2027. Estimated 20–30 working days (indicative) over the

period.

Costing: The maximum budget is €10,000 (all taxes included). Bidders should submit a detailed

budget (day-rates, number of days, and any direct costs).

Payment schedule (linked to deliverables):

• 20% on D1 approval

• 40% on D4 acceptance

• 40% on D6 acceptance

Proposals should clearly prioritise deliverables to ensure quality within the available budget.

10. Member-Led Governance: Regional Steering Committee

In line with Forus’ core principles, this process is member-led. A Regional Steering Committee

(RSC) composed of Forus member representatives from the Pacific region, including national

platforms and regional coalitions, will oversee and guide the process.

Role of the Steering Committee

• Define the scope and priorities of the regional advocacy strategy process

• Support the selection of the service provider / consultant, in line with Forus procurement

and compliance requirements;

• Guide the consultant throughout the process and help ensure member engagement

across the region;

•

• Review key deliverables and provide substantive feedback

• Validate the final strategy and action plan

• Ensure the process reflects the collective ownership and priorities of Pacific membersMembership

The Steering Committee will comprise representatives from participating Forus Pacific members.

PIANGO will serve as Secretariat and Chair of the Steering Committee. n this role, PIANGO will

convene and chair Steering Committee meetings, coordinate agendas and communications,

support alignment with Pacific regional priorities and processes, and facilitate overall coordination

of the initiative.

Recognising PIANGO’s regional mandate and relationships, PIANGO may provide regional

contextual input and perspectives from affiliated members, National Liaison Units or partner

networks where direct participation from specific countries or territories is not feasible. Secretariat

functions will be undertaken within available capacity and resourcing.

Values and ways of working

The Steering Committee will operate in a spirit of collaboration, mutual respect, transparency,

consensus-building and Pacific regional solidarity. The process should prioritise practical and

accessible participation approaches that support open discussion, mutual learning and

relationship-based collaboration.

The Steering Committee recognises Talanoa as an important Pacific approach to dialogue,

relationship-building, shared understanding and collective problem-solving. Where appropriate,

verbal updates, discussion-based reporting and informal knowledge sharing through Talanoa

approaches may be prioritised over burdensome written reporting requirements.

The process will operate under the principle that Pacific leadership, knowledge, expertise and

resourcing should be prioritised wherever feasible and appropriate.

Secretariat Support

The Forus Secretariat will support the process logistically and help ensure alignment with the

Forus 2026–2030 Global Strategy, without driving the substance of the work. Support may

include coordination and scheduling, set-up of calls and interpretation where needed, and sharing

of common templates.

Conflict of Interest — Important Note

Any Forus member or organisation represented on the Regional Steering Committee who wishes

to apply for this consultancy is welcome to do so. However, to avoid conflicts of interest, any

Steering Committee member who submits an application must fully step out of the proposal

review and selection process for that application. They will not have access to competing

proposals and will not participate in any scoring or deliberation for the round in which they are a

candidate.

11. Composition of the Application and Deadline

Eligibility / contracting restrictions: This consultancy will be contracted under EU funding

eligibility rules. As a result, Forus can only contract consultants/legal entities established in an EU

Member State or in an eligible ODA recipient country. This means that Forus cannot accept

proposals from legal entities established in (non-exhaustive list): the United States, the United

Kingdom, Canada, Japan, Australia, New Zealand, or South Korea. Consortium applications are

welcome, but the contracting entity must be eligible and able to invoice Forus.The application file should include:

• Motivation letter addressed to the Pacific Regional Steering Committee and Forus’

Advocacy Coordinator.

• Technical proposal (max 10 pages): understanding of the assignment, proposed

methodology, engagement plan, power mapping approach, risks and mitigation, and

detailed workplan.

• Financial proposal: day-rates, number of days, direct costs, and confirmation that

VAT/taxes (if applicable) are included. Please include optional costed components

(resource mobilisation framework, communications plan, in-person meeting) as separate

line items if relevant.

• CV(s) of consultant(s) / team members (max 2 pages each).

• Two writing samples or examples of comparable strategy or advocacy documents

produced.

• Two to three references from comparable assignments.

Selection process: Applications will be assessed by the Regional Steering Committee (with

Forus Secretariat support) on: (i) understanding of the assignment and quality of methodology; (ii)

relevant experience with civil society advocacy in the Pacific region; (iii) feasibility and value for

money; and (iv) ability to deliver a practical, member-owned product within the timeline.

Application deadline: 31st August 2026.

Applications should be submitted in electronic format to: recruitment@forus-international.org

(subject line: “Consultancy – Pacific Regional Advocacy Strategy”).

For questions about these terms of reference, please contact: recruitment@forus-

international.org

Background: 

Greenpeace International is an independent global campaigning network, which uses peaceful, creative confrontation to expose global environmental problems and develop solutions for a green and peaceful future.

Our vision is for a greener, fairer, safer planet, one that can sustain life for generations to come. We cannot build this future alone, but we can build it together. If you are passionate about defending our natural world and creating positive change, then we want to hear from you.

The heart of Greenpeace has always been its people. Whether you are working in Campaigns, Communications, Engagement, Logistics, Fundraising, Legal, IT/Data, Finance, People & Culture, or Justice, Equity, Diversity, Inclusion and Safety (JEDIS), we all have an important role to play.

Greenpeace exists because this fragile earth deserves a voice. It needs solutions. It needs change. It needs action. It needs you.

Description: 

Purpose of the Fundraising Department

The International Fundraising Department within Greenpeace International (GPI) ensures a clear focus on global income opportunities and challenges in partnership with National and Regional Offices (NROs). The department manages global fundraising sources, contributes to and coordinates global fundraising work, provides strategic focus for GPI fundraising specialists, and provides senior strategic guidance and leadership across the Greenpeace Network. 

Purpose of role 

The International Philanthropy Manager is accountable for designing and implementing the Global Fundraising Strategy as it relates to major giving, including strategic partnerships, institutional funders, individual major donors, legacies, and capital campaigns. This role leads the teams behind major global initiatives, including a €100 million capital campaign for a new ship and the Priority Global Funders strategy—while providing strategic leadership, support, and advice to both Greenpeace International and independent National and Regional Organisations (NROs).

Primary responsibilities

Global fundraising strategy

• Lead and manage the design and implementation of the Global Fundraising Strategy as it relates to major giving, including strategic partnerships with institutional funders and individual major donors, legacy, and capital campaigns.
• Accountable for the design and implementation of the Key Relationships area of the Global Fundraising Strategy, including tracking and monitoring the success of its implementation.
• Lead, advise, and support the work done by GPI fundraising staff and NRO leaders in the key relationships area.
• Collaborate across GPI functions and departments to ensure alignment and integration of the Key Relationships Strategy with other organisational objectives, strategies, and plans.

People management

• Lead, manage and develop a multidisciplinary team of fundraising managers and coordinators across various areas of high value fundraising.
• Provide task management and direction to staff from other areas of International Fundraising and across GPI departments who contribute to fundraising deliverables. 
• Drive team performance through objective setting, performance reviews, coaching and development to ensure fundraising objectives are met.

National and Regional Organisation (NROs) support

• Oversee strategic and operational support provided to NROs to build the fundraising capacity and expertise required to deliver ambitious fundraising strategies and goals based on the respective market potential.
• Provide strategic advice and support to NROs for the development of the philanthropy and legacy elements of their 3-Year Strategic Plans and their annual organisational development plans.
• Support NROs in recruiting and onboarding experienced fundraising directors and strategic fundraising roles.

Communities and stakeholders

• Strengthen the fundraising director’s community of practice alongside fellow Strategic Fundraising Managers and the International Fundraising Director to foster a collaborative space for addressing global fundraising challenges and opportunities.
• Facilitate regular exchanges with other key leadership communities (such as Engagement and Programme Leaders) in areas of joint interest. 
• Build strong working relationships with colleagues and internal and external stakeholders to represent Greenpeace’s interests and enable effective cooperation and knowledge-sharing across fundraising areas.
• Foster collaboration with cross-functional departments (such as Development, Technology, Finance and Programme) to co-design and implement highly engaging campaigns with strong fundraising potential and deliver robust proposals for key funders.

Financial, policy, and systems management

• Ensure the effective budgeting, management, and expenditure of internal resources.
• Oversee the budgeting and reconciliation of income from Priority Global Funders, individual major donors, and legacy gifts to GPI. 
• Serve as the product owner for the key relationships CRM.
• Hold responsibility for the development and implementation of global policies related to key relationships fundraising. 

Requirements: 

Skills and qualifications

• Significant (7 years +) experience in a senior fundraising management role with a focus on philanthropy, of which at least four years leading international teams.
• Experience leading a capital campaign.
• Strong leadership abilities with experience building and developing exceptional teams to achieve fundraising goals.
• Strong track record of developing successful global proposals for large funders.
• Track record of leading the design and implementation of impactful global fundraising strategies.
• Track record of developing and delivering cross-functional fundraising strategies with multiple fundraising techniques.
• Track record of contributing to successful change management processes.
• Significant experience in systemic and strategic thinking.
• Significant experience of working with Justice, Equity, Diversity, Inclusion, and Safety principles.
• Substantial experience working in multicultural global environments, ideally with personal experience of working in multiple national contexts.
• Exceptional strategic, influencing, negotiation, communication, and facilitation skills. 
• Strong analytical skills and a clear understanding of organisational development.
• Strong financial management skills, and extensive experience managing budgets.
• Experience with co-leadership and collaborative management.
• Experience bringing together people with a wide diversity of views.
• Experience in operating strategically in fast-changing environments. 

Personal traits desired

Competencies (as per the 5 E’s Leadership Framework)

Identification with Greenpeace goals and supports its values: Understanding of and commitment to Greenpeace’s core values and a passion for delivering Greenpeace’s mission.

Energy

• Demonstrate a positive mindset and solutions-oriented attitude: Where others see problems, pitfalls, and potential for disaster, you might see opportunity and new possibilities to make a difference. You are basing your ideas on the assumption: There are solutions out there, and we just have to work on them. But if it is not worth solving, let us not waste time on it.
• Demonstrate stamina and resilience: You are dependable under pressure and strong despite adversity. You can deal with complex or difficult situations with a cool head. You do not give up when the going gets tough. You accept when mistakes are made, learn from them, and move on. You can recover quickly after failures, disappointments, or dead ends. 

Energise

• Empowering and inspiring others: An understanding of how to inspire action in others, empowering people and striving to bring out the best in them. Enables employees to translate vision into action and creates an environment in which people feel valued, motivated and challenged.
• Collaborative approach: Helps others to achieve their best and contributes to joint objectives. Develops cooperation and teamwork while participating in a group of people, working toward solutions that generally benefit all involved parties

Edge

• Ability to encourage and support risk-taking: Appreciation of risk-taking in the context of an action-oriented organisation
• Appreciation of the impact and importance of people-powered campaigning:with a commitment to drive engagement at all levels

Expertise

• Demonstrate the ability to see a situation accurately with a broad set of perspectives: You are able to make the “right” judgement calls and decisions. You have a broad set of perspectives on familiar and unfamiliar issues: You have solid expertise in core Greenpeace subject matters as well as concepts about individuals and teams, and organisational issues such as structures and processes. You know how the organisation is structured, how decisions are made, and how information flows. Furthermore, you have a high level of understanding of the changing external context in which Greenpeace operates and the ability to make a judgement about how to respond. This is why you can “read” factual evidence as well as the environment in a meaningful manner and thus help devise a plan of action. Sometimes you “see” what others do not see.

Execute

• Being a role model for accountability and straightforwardness: High sense of personal accountability and the ability to hold others accountable
• Knowledge sharing: Uses formal, informal and systematic methods to share information with others to increase organisational effectiveness.

Comments: 

Reporting to:         International Fundraising Director

Manages:               Global Capital Campaign Director, Global Philanthropy Manager (x2), contractors.

Annual salary:       Grade 18 with salary based on home country.

Contract type:        2-year initial contract with the possibility of further extension.

HOW TO APPLY: 

To apply for this role, please submit a copy of your CV/resume and a cover letter outlining your interest in the role and how you fulfil the requirements set out in the job announcement by clicking on the link below. Please ensure you send your CV and Cover letter in the following format: full_name_CV_org_name_role and full_name_role_CL.

If you have any questions about the role or organisation and would like an informal chat ahead of submitting a formal application, please reach out to Shoshana Grammer at shoshana@upsallinternational.com. An application pack is available on request. Please note: to ensure the security of your application and to ensure that your data complies with GDPR, applications via email will not be accepted.

∙ The deadline for applications is Monday 14^th September 2026, 9:00 am CET∙

Stay updated on the latest jobs by subscribing to our Global Charity Jobs weekly bulletin, and if you’re looking for a rewarding career in the non-profit sector, join our talent pool.

Upsall International actively promotes equality, diversity, and inclusion. In recruiting candidates, we seek candidates with the proven skills required, irrespective of race, gender, religion or belief, age, disability, or sexual orientation.

Contact person: Shoshana Grammer

Preferred method of response: Web

Apply link: Link to Apply

Email: shoshana@upsallinternational.com

Closing date: 14/09/2026

Supervisor: Co-CEO and Chief Program Officer, Girl Up

Employment Status: Full-time

Application deadline: Friday, September 4, 2026

This position description is intended to describe the general content of and requirements for performance of the position responsibilities. It is not to be construed as an exhaustive statement of essential functions, responsibilities or requirements nor meant to exclude other duties as assigned.

ABOUT GIRL UP
Founded in 2010, Girl Up develops transformative leaders who advance gender justice worldwide. Through evidence-based training, resources, and community, we equip youth with the skills to organize, advocate, and drive social change across issues like education, climate justice, gender-based violence, and reproductive health. Today, Girl Up supports a global network of 430,000+ youth leaders in 155 countries and all 50 U.S. states, with a bold goal to reach 1 million girls by 2030. Girl Up is fiscally sponsored by Global Fund for Children (GFC), aligning with their mission to shift power to youth-led and locally rooted organizations.

POSITION OVERVIEW
Girl Up seeks a Director of Safeguarding to lead the organization’s global safeguarding strategy and strengthen a culture of care, resilience, safety, and youth engagement across our worldwide network. Reporting to the Co-CEO & Chief Program Officer and serving as a member of Girl Up’s Extended Leadership Team, the Director will be responsible for designing, implementing, and continuously improving safeguarding systems that protect youth, staff, and all community members while preserving the leadership, ingenuity, and advocacy that are central to Girl Up’s mission. This role will serve as Girl Up’s primary safeguarding expert and will partner across programs, operations, and partnerships to embed a strong safeguarding culture across the organization to ensure safeguarding practices are youth-centered and aligned with Girl Up’s feminist and decolonizing values and Global Fund for Children’s safeguarding requirements. Girl Up is committed to building safeguarding systems that are protective, humane, and enabling—not punitive or restrictive. We are particularly interested in candidates who can hold structure and flexibility, protection and freedom, accountability and care, especially within youth-led and advocacy-driven spaces.

The Director will work collaboratively across global and regional teams to ensure that safeguarding, wellbeing, and belonging are integrated throughout the Girl Up experience.

This is a remote position. 

COMPENSATION AND REWARDS
Girl Up provides a full employee package, including financial compensation and other benefits according to company policy and national laws. Girl Up is committed to offering wages that are competitive locally by striving to be in the top quarter of employers with the same type of work and the same operating budget size. The annual compensation range for the position is based on the role’s level and candidate’s location, in line with Girl Up’s global reward structure. Girl Up also offers flexible work arrangements and prioritizes staff wellbeing as part of our global culture of care.

POSITION RESPONSIBILITIES
To perform this job successfully, an individual must be able to perform each essential function satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Strategic Leadership & Organizational Culture

• Serve as Girl Up’s organizational lead on safeguarding and wellbeing.
• Serve as a member of the Extended Leadership Team, contributing to organizational strategy and advising Executive Team on organizational risks, emerging trends, and best practices. 
• Foster a culture of safety, resilience, wellbeing, and shared responsibility across the organization.
• Partner with Global Fund for Children colleagues to ensure alignment with safeguarding requirements and expectations.
• Integrate safeguarding considerations into organizational planning, partnerships, programs, events, and youth engagement.
• Ensure Girl Up is meeting all its legal obligations and regulatory requirements for Safeguarding

Safeguarding Systems & Policy Development

• Lead the development, implementation, and ongoing refinement of Girl Up’s safeguarding framework.
• Maintain and strengthen safeguarding culture through policies, codes of conduct, reporting mechanisms, response procedures, and other tools as necessary, 
• Ensure safeguarding approaches are trauma-informed, survivor-centered, culturally responsive for a global network, and developmentally appropriate for a youth-led movement.
• Develop and implement robust safeguarding mechanisms and protocols for Girl Ups online work including networking platforms and social media.
• Develop, and manage, a safeguarding risk register, ensuring that this feeds into the GFC Safeguarding Risk Register. 

Incident Response & Risk Management

• Serve as the primary point of contact for safeguarding concerns. 
• Lead intake, assessment, documentation, escalation, and response processes.
• Coordinate internal and external stakeholders involved in safeguarding matters, including legal counsel, investigators, GFC colleagues, and partner organizations when appropriate.
• Ensure safeguarding responses prioritize safety, dignity, confidentiality, and accountability.
• Maintain a confidential record of all safeguarding incidents, producing an anonymised annual report that highlights patterns and key learning, ensuring that this informs future practice.

Capacity Building, Monitoring & Learning

• Develop and deliver safeguarding training for staff, youth leaders, volunteers, funders, partners, and other stakeholders.
• Ensure staff are aware of their responsibilities around safeguarding through safeguarding induction for all new staff and consultants.
• Provide coaching and support to managers and staff navigating safeguarding concerns and complex situations.
• Collaborate with cross-functional teams to strengthen the overall youth experience by creating learning resources that strengthen safeguarding knowledge across Girl Up’s global network. 
• Support organizational assessments, audits, and compliance reviews; prepare safeguarding reports for leadership and external stakeholders and make recommendations accordingly.

Organizational Culture

• Uphold the values of Girl Up: Youth Centered, Global, Feminist, and Decolonizing. 
• Actively contribute to making Girl Up a diverse and equitable workplace through anti-racist and inclusive practice and commitment to listening to and learning about different perspectives, cultures, and ideas.
• Maintain behavior and conduct which uphold the highest standards for safeguarding.

QUALIFICATIONS
The qualifications listed below are representative of the knowledge, skills, and/or behavior required to be successful in this role.

Skills and Competencies

• 10–15+ years of professional experience in safeguarding, child protection, prevention of sexual exploitation and abuse (PSEA), gender-based violence prevention, youth protection, or related fields.
• Significant experience designing and implementing safeguarding systems, policies, and procedures.
• Experience managing safeguarding concerns, investigations, and incident response processes.
• Experience leading teams and supervising staff.
• Ability to manage multiple priorities, meet deadlines, and adapt within fast-paced environments.
• Experience working within international, multicultural, or global boards, donors, and international partners.
• Experience supporting organizations through periods of growth, transition, or organizational change.
• Demonstrated success building organizational capacity through training, coaching, and systems development.
• Strong judgment, discretion, and ability to navigate sensitive situations with professionalism and care.
• ·  Excellent written and verbal communication skills; fluency in a language besides English is a plus.

Desired Behaviors

• Passionate about supporting the leadership, voice, and collective power of girls and youth activists globally. 
• Collaborative and relationship-oriented, with the ability to work effectively across cultures, regions, and time zones. 
• Proactive, resourceful, and solutions-oriented in navigating operational challenges. 
• Demonstrates care, accountability, and sound judgment when working with youth communities and sensitive information. 
• Committed to equity, inclusion, anti-racist practice, and continuous learning. 
• Aligns with Girl Up’s values as a youth-centered, feminist, global, and decolonizing organization.
• Passionate in amplifying the leadership, voice, and potential of girls.
• Proactive collaborator who thrives in fast-paced, high-impact environments.

Girl Up strives to be an inclusive organization and encourages applications from under-represented and intersectional groups including BIPOC, LGBTQ+ and persons with disabilities. We are seeking people with different backgrounds, cultures, ages, experiences and identities to provide a wide range of experience, ideas, views and insights into the strategy, policies, culture and ambitions of Girl Up. In addition, we know that strong candidates may not meet every single qualification listed. If you are passionate about advancing gender justice and believe your skills and experiences would help you thrive in this role, we encourage you to apply.

YOUR POSITION WITH TNC

Housed within The Nature Conservancy’s Resilient Watersheds Strategy, the Nature for Water Facility (‘N4W’) is a technical assistance platform that provides hand-in-hand support to local champions seeking to develop watershed investment programs. N4W aims to enable 50+ ‘lighthouse landscapes’ by 2030 via a mixture of pro-bono and fee-for-service partnerships. For additional background on the program, please see the About, Services, and Portfolio sections of the N4W website.

The location for this position is flexible within countries in Africa where The Nature Conservancy is a registered NGO and has an established office in Africa (these include Angola, Gabon, Kenya, South Africa, Tanzania, and Zambia). Salary ranges will vary depending on the selected candidate’s location. This is a 2-year, term-limited position, with opportunities for extension based on performance and funding availability. 

ESSENTIAL FUNCTIONS

The Engagement Manager teams with a Science Manager to jointly lead the overall success of N4W’s place-based projects, supporting the establishment and delivery of watershed investment programs across a variety of geographic contexts. Typical deliverables for these project teams include landscape pre-feasibility analyses, business case/Return on Investment (ROI) assessments that combine economic and hydrological analyses, governance structure evaluations, sustainable funding strategies, long-term strategic plans, and capacity-building support to local partners.

RESPONSIBILITIES & SCOPE

• Determining project scope.
• Mobilizing and managing multidisciplinary teams of internal and external experts to deliver projects against defined workplans and associated timelines.
• Identifying and engaging key actors and diverse stakeholders.
• Developing financial and economic appraisals (including related financial modeling) and communicating results across a variety of audiences/payers.
• Synthesizing high-quality research and analysis that combines technical, social, environmental, institutional, financial, and economic elements.
• Assessing ecosystem services benefits and conducting costing of watershed investment programs that rely on Nature-based Solutions to drive water security outcomes.
• Presenting outputs in stakeholder and/or client meetings, publications, and conference settings.
• Collaborating with N4W knowledge management staff to develop thought leadership publications.
• Provides mentorship, guidance and advisory support to project team staff and direct reports.
• Frequent domestic and/or international travel (expected 15%).

MINIMUM QUALIFICATIONS

• Bachelor’s degree in business, finance, political science, international development, or related field and at least 6 years of professional experience, or equivalent combination.
• Experience leading complex projects or strategic initiatives in an unstructured environment.
• Background in commercial evaluation of business models/project structuring, including financial modeling capabilities.
• Supervisory experience, including motivating, leading, setting objectives, and managing performance of teams and/or direct reports.
• Professional language competency in English required (both oral and written).

DESIRED QUALIFICATIONS

• 7+ years of professional experience in project finance, capital markets, or management consultancy.
• Graduate degree in an appropriate field, including (but not limited to) business, environmental or natural resource economics, engineering, or environmental management.
• Proficiencies in additional languages, especially Swahili, French, and Portuguese.
• Experience in Nature-based Solutions project design and implementation.
• Self-motivated and self-driven, able to work independently and remotely, and deliver tasks at the expected quality level, with appropriate supervision or guidance.
• A productive team player working in a collaborative, multi-cultural, and inter-disciplinary environment with the ability to analyze and synthesize technical information across disciplines.

Job family: Conservation

Job code: 700047MP

Salary grade: 7

Who We Are:

The Nature Conservancy’s mission is to protect the lands and waters upon which all life depends. As a science-based organization, we create innovative, on-the-ground solutions to our world’s toughest challenges so that we can create a world in which people and nature thrive. We’re rooted in our mission and guided by our values, which include respect for all people, communities, and cultures. Whether it’s career development, flexible schedules, or a rewarding mission, there’s many reasons to love life inside TNC. Want a better insight to TNC? Check out our TNC Talent playlist on YouTube   to hear stories from staff or visit  Glassdoor.

One goal is to cultivate an inclusive work environment so that all our colleagues around the globe feel a sense of belonging and that their unique contributions to our mission are valued. In addition to the requirements in our job postings, we recognize that people come with talent and experiences outside of a job and consider each applicant’s unique experience. Please apply – we’d love to hear from you. To quote a popular saying at TNC, “you’ll join for the mission, and stay for the people.”

What We Bring:

Since 1951, TNC has been doing work you can believe in. Through grassroots action, we have grown from a small non-profit into one of the most effective and wide-reaching environmental organizations in the world. Thanks to more than 1 million members, over 400 scientists, and the dedicated efforts of our diverse staff and partners, we impact conservation around the world! 

TNC offers competitive and comprehensive benefits packages tailored to the individual countries where we work. These may include health care benefits, retirement benefits, parental leave, paid time off, life insurance, and disability coverage as well as an employee assistance program and other life and well-being benefits. Learn more about our Benefits and Perks here.

We’re proud to offer a flexible work environment that supports the health and well-being of the people we employ.

Our recruiting process includes a rolling interview process to ensure we engage applicants in a timely manner. This means we may review applications in the order in which they are received. Once a strong candidate pool is identified, the role will be unposted. The timeline may vary depending on the expressed interest in the role, so we highly encourage candidates to apply as soon as possible.

Employees must submit their application by logging into Workday and applying via the Jobs Hub.

The Nature Conservancy is an Equal Opportunity Employer. Our commitment to equal employment opportunity includes the recognition that our conservation mission is best advanced by the leadership and contributions of people of all backgrounds, beliefs, and culture. Recruiting and mentoring staff to create an inclusive organization is a priority, and we encourage applicants from all cultures, races, colors, religions, sexes, national or regional origins, ages, disability status, sexual orientation, gender identity, military, protected veteran status or other status protected by law.

The successful applicant must meet the requirements of The Nature Conservancy’s background screening process.

TNC is committed to offering accommodations for qualified individuals with disabilities and disabled veterans in our job application process. If you need assistance or an accommodation due to a disability, please send a note to applyhelp@tnc.org  with Request for Accommodation in the subject line.

Location: Remote (Global) 
Contract Type: Consultancy 
Process period: August 2026 – September 2027 
New strategy go‑live: 1 July 2027 
Indicative Budget: US$ 25,000 to 30,000
Full T.O.R: CIVICUS Strategy Review and Design FY28-FY32
Application Deadline: 4th September 2026 

About CIVICUS 

CIVICUS: World Alliance for Citizen Participation is a global alliance of over 17,000 member organisations and individuals in 189 countries. Since 1993, it has worked to strengthen citizen participation and defend civic space worldwide. Headquartered in Johannesburg, South Africa, since 2002, CIVICUS operates through a distributed team and hubs connected to key multilateral institutions in New York, Geneva and London. Its work focuses on five objectives: generating timely knowledge and analysis, coordinating targeted advocacy, strengthening the civil society ecosystem, advancing civil society narratives, and building counterpower with the most affected groups. 

About the Assignment 

As CIVICUS approaches the end of its 2022–2027 strategic period, it seeks an experienced external facilitator to co-design and lead a participatory, evidence-based planning process. The process will deliver a credible, actionable, and member-owned strategy for July 2027–June 2032. Working closely with the CIVICUS Strategy Core Team and Membership Committee, the consultant will facilitate six phases: Set-up; Evidence and Sense-making; Consultation and Co-creation; Drafting; Validation; Approval and Launch; and Transition to Implementation. The process will be member-driven, inclusive, adaptive, transparent, and ethical. 

Key Responsibilities 

• Facilitate inclusive, participatory strategy processes with diverse stakeholders across globally distributed, multi-regional organisations. 
• Synthesise evidence from CIVICUS sources, including CIVICUS Monitor, CIVICUS Lens, State of Civil Society Reports, programme evaluations and staff input, alongside external evidence, to inform strategic choices. 
• Design and facilitate regional online workshops, focus groups, and Membership sessions to collect input into the strategy development process. 
• Lead the drafting and validation of the strategic framework, including goals, outcomes, indicators, and a Theory of Change. 
• Facilitate a Board Strategy session for final approval. 
• Support the transition to implementation, including operational planning and development of MEL frameworks. 

Required Qualifications and Experience 

• At least 10 years of progressively responsible experience leading or facilitating organisational strategy development, strategic reviews and transformation processes for international NGOs, membership-based organisations, networks or alliances. 
• Proven ability to facilitate inclusive, participatory strategy processes with diverse stakeholders across globally distributed organisations. 
• Demonstrated experience integrating evaluation findings, organisational learning and evidence into strategic planning and decision-making. 
• Experience designing, facilitating or refining Theories of Change, results frameworks and performance measurement approaches. 
• Experience conducting environmental scans, political economy analyses, scenario planning, and organisational assessments. 
• Experience engaging governing bodies, Boards, senior leadership teams and multi-stakeholder committees, including facilitating Board strategy retreats. 
• Strong facilitation, consensus-building and conflict management skills, including experience leading in-person and virtual workshops across regions, cultures and time zones. 
• Strong strategic analysis, systems thinking and qualitative research skills, with excellent synthesis and report writing ability. 
• Strong understanding of global civil society, civic space dynamics, human rights, democracy and citizen participation, including membership-based organisations and network governance models. 
• Understanding philanthropy, international development financing and donor landscapes, with familiarity in digital transformation and emerging technology trends. Knowledge of safeguarding, diversity, equity and inclusion, and feminist and decolonial approaches to organisational strategy is essential. 

Desirable Qualifications 

• Previous experience working with CIVICUS or similar global civil society alliances. 
• Fluency in English is required; proficiency in French, Spanish or Arabic is an advantage. 
• Experience supporting strategy development for organisations operating across Africa, Asia, Latin America, the Middle East and Europe. 
• Knowledge of civic space monitoring, analysis and advocacy, including experience integrating organisational evaluations into strategy formulation. 
• A team composition that reflects diversity in geography, with strong Global South representation, as well as gender, generation and experience. 

Use of Artificial Intelligence (AI) 

Consultants or firms must disclose any use of AI in preparing or delivering their proposed solutions. They are solely responsible for ensuring the accuracy, originality, and compliance of all AI-generated content. 

Indicative Budget 

The indicative budget for this consultancy is US$ 25,000 to 30,000, inclusive of professional fees and all associated costs. Consultants should submit a detailed financial proposal that demonstrates value for money and itemises all anticipated costs. 

How to Apply 

Qualified consultants or firms interested in this assignment should submit: 

1. Technical Proposal (maximum of 10 pages, plus annexes): Demonstrating their understanding of the assignment, proposed methodology, workplan, and team composition.
2. Financial Proposal: Providing a detailed budget, including daily rates and total fees. Any travel assumptions should be clearly stated.
3. Annexes: Including examples of previous work, at least three client references, and CVs of key personnel. 

Please submit your application to: strategy32@civicus.org with subject line: Strategy Consultant_[Your Name/Name of Firm] 

Deadline: 4th September 2026 at 23:59 GMT. 

Interview process 

Shortlisted candidates, typically three to five, will be invited to a 45-minute virtual interview with a selection panel. 

Contact and Queries: For questions about this assignment, please email: strategy32@civicus.org 

Terms and Conditions 

• Confidentiality: All proposal materials will be treated confidentially and used solely for evaluation purposes. 
• Conflict of interest: Bidders must disclose any existing or potential conflicts of interest with CIVICUS, its Board or its major funders. 
• Data protection: Consultants must comply with applicable data protection laws, including GDPR where relevant. 
• Subcontracting: Any proposed subcontractor must be named in the proposal, with their roles and qualifications clearly stated. 
• Intellectual property: All deliverables produced under this contract will be owned by CIVICUS, with attribution to the facilitator permitted. 
• Payment schedule: Payments will be cost reimbursable and linked to deliverables 

CIVICUS is an equal opportunity employer and encourages applications from qualified individuals regardless of race, religion, national origin, gender, sexual orientation, age or disability. We particularly welcome applications from candidates based in the Global South. 

About Global Fund for Children
Global Fund for Children (GFC) is a trust-based philanthropic intermediary that supports grassroots, community-led organizations working on behalf of children and youth across more than 50 countries. GFC partners with locally rooted organizations that are closest to the communities they serve, providing flexible funding alongside capacity strengthening and network building. GFC’s grantmaking approach is grounded in trust-based philanthropy principles, shifting power to grantee partners, minimizing administrative burden, and centering relationships alongside resources.

GFC’s regional teams span Africa, Asia, Europe & Central Asia, and the Americas, and its portfolio includes support from a range of institutional and individual funders. GFC manages its grantmaking process, including grant approval, disbursement, and reporting through Salesforce. Current grantmaking system includes a grantee portal that uses four languages: English, Spanish, Portuguese and French.

Annual grantmaking volume: As a public foundation that relies on external funding, GFC’s grantmaking totals ebb and flow with funding opportunities. The most recent fiscal year granting total was about $10 million with current year projections at approximately $7 million across over 300 partner organizations and a small number of individuals. GFC is also a fiscal host of two organizations that do a limited amount of grantmaking. The current grantmaking operations team is led on an interim basis by GFC’s Deputy Vice President of Programs with a 100% FTE UK-based Senior Program Officer and 20% FTE support from a regional team staff member.

Assignment Background
GFC is using a grantmaking team leadership transition as an opportunity to step back and take stock: to understand how grantmaking flows through the organization today, where the process serves partners and the team well and where it creates friction, and what grantmaking operations capacity GFC needs going forward.

GFC is seeking an experienced consultant to conduct a comprehensive assessment of GFC’s grantmaking operations with a particular focus on the full grant lifecycle as managed through Salesforce, and to deliver practical, values-aligned recommendations for process improvement and team design.

Scope of Work
1. Grantmaking Process Assessment & Streamlining
The consultant will map and evaluate every step of GFC’s grantmaking process as it currently runs through Salesforce, from initial partner due diligence, approval, funding disbursement, reporting, and grant closeout. This includes:
• Mapping the current end-to-end grantmaking workflow in Salesforce, including all approval stages, handoffs and points of manual or duplicative effort
• Identifying if and where the process creates unnecessary burden, for GFC staff and, importantly, for grantee partners themselves
• Assessing how well the current system and process reflect GFC’s trust-based, partner-centered values (e.g., proportionality of due diligence, flexibility, responsiveness)
• Capturing and assessing the experience of navigating the grantmaking steps from three positions/perspectives: 1) grantmaking operational role, 2) internal program team member role, and 3) partner (grantee)
• Reviewing current grantmaking operations manual, due diligence and other documents to assess their ease ability to follow steps, alignment and areas for improvement
• Benchmarking against grantmaking practices at peer trust-based and international intermediary funders to the extent this information is available to the consultant
• Recommending specific, actionable process improvements and Salesforce configuration/workflow changes that reduce cycle time and administrative load without requiring significant custom development work
• Flagging any recommendations that would require Salesforce development/ resourcing to implement that would require GFC to scope separately

2. Grantmaking Operations Team Structure & Skills
Drawing on the consultant’s experience across the philanthropic sector, GFC is seeking recommendations on how to structure its grantmaking operations function going forward, including:
• A recommended team structure including roles and division of responsibilities sized appropriately to GFC’s grantmaking volume and complexity that consider any trigger points for changes, depending on grantmaking volume
• The core skills, competencies, and experience GFC should prioritize for an additional hire, if needed, for this function, including the right balance of Salesforce fluency, grantmaking/philanthropy expertise, and process/systems thinking
• Recommendations on how the grantmaking operations function should relate to other functions including Finance and Learning & Evaluation

Deliverables
• A current-state process map of GFC’s grantmaking workflow in Salesforce
• A findings memo summarizing strengths, pain points, and risks in the current process, informed by staff and (where appropriate) partner input
• A set of prioritized, actionable process improvement recommendations, distinguishing quick wins from longer-term changes
• A recommended grantmaking operations team structure and role/skills profile(s)
• A final presentation to GFC’s Senior Management Team

Qualifications & Experience
This assignment does not require Salesforce development or administration skills, but does require deep, hands-on familiarity with how Salesforce is used to manage grantmaking, plus substantive grantmaking operations expertise. We are looking for:
• Grantmaking operations expertise: significant experience designing, managing, or advising on grantmaking processes within a foundation, philanthropic intermediary, or similar funding organization
• Strong functional knowledge of Salesforce for grantmaking: hands-on experience using Salesforce (ideally including nonprofit/grantmaking-specific configurations such as the Nonprofit Success Pack or a comparable grants management package) as an end user or process owner; not required to write or customize code, but able to assess workflow design, automation opportunities, and data structure
• Familiarity with trust-based philanthropy: understanding of, and ideally direct experience with, trust-based or participatory grantmaking approaches, and the ability to weigh process efficiency against partner-centered values
• International/global grantmaking experience: prior work with funders operating across multiple countries or regions, including awareness of the added complexity of cross-border due diligence, currency, and compliance considerations
• Organizational design experience: track record advising on team structure, role design, and staffing models, ideally within philanthropy or the nonprofit sector
• Process mapping and change management skills: ability to document current-state processes clearly (e.g., via process mapping tools) and to design changes that staff will adopt
• Strong stakeholder engagement and facilitation skills: comfort conducting interviews, focus groups, and/or other methods with staff across regions and levels of seniority, and potentially with a small number of grantee partners
• Clear, concise written and visual communication: ability to translate complex process findings into accessible recommendations for a non-technical audience
• Cultural and regional sensitivity: experience working with or advising organizations operating across diverse global contexts, given GFC’s partner base across Africa, Asia, Europe & Central Asia, and the Americas

Engagement Details
• Duration: Three months
• Location/format: Virtual/Remote. GFC maintains an office in Washington, DC and London but it is not required to be onsite in these locations. 
• Budget range: Please provide a fee estimate with your application
• Reporting to: Deputy Vice President of Programs 
• Anticipated start date: September 2026

How to Apply
Interested consultants should submit a brief proposal, CV, and two references for related projects to https://global-fund-for-children.breezy.hr/p/841b8842c3d1 by Monday, September 7, 2026.

Global Fund for Children is committed to equity and inclusion in its hiring and contracting practices and welcomes applications from consultants with diverse backgrounds and lived experience.

Location: Remote (with weekly virtual meetings; travel opportunities may be available)
Commitment: One semester or the full academic year (September–May preferred) | 10–20 hours/week (flexible up to 20 hours per week)
Salary: $16-18.50/hr
Reports to: Assistant Executive Director of Development

About NAfME

The National Association for Music Education (NAfME) is the nation’s leading organization dedicated to advancing music education by supporting music educators and ensuring every student has access to a high-quality music education. The Development team works to secure philanthropic support through individual giving, corporate partnerships, foundations, sponsorships, and fundraising initiatives that expand opportunities for music educators and students nationwide.

Position Summary

NAfME is seeking a motivated, detail-oriented and reliable undergraduate or graduate student interested in nonprofit fundraising, philanthropy, communications, marketing, or business development. This internship provides hands-on experience in all aspects of nonprofit fundraising, including prospect research, corporate partnership development, donor communications, marketing, and campaign support.

The intern will work closely with the Development team on projects that directly contribute to growing philanthropic support for music education across the United States.

Primary Responsibilities

Prospect Research & Donor Development 

• Research prospective individual, corporate, and foundation donors using publicly available resources.
• Build prospect profiles highlighting philanthropic interests, giving capacity, and alignment with NAfME’s mission.
• Maintain prospect lists and assist with donor pipeline development.
• Identify new funding opportunities and strategic partnerships.

Corporate Membership & Partnership Outreach 

• Support outreach to current and prospective corporate members.
• Assist with corporate membership renewal efforts.
• Research new companies aligned with music education and arts philanthropy.
• Prepare outreach materials, sponsorship packets, and customized proposals.
• Track outreach activity and responses.

Fundraising & Development Projects 

• Assist with annual giving initiatives and donor stewardship.
• Support grant research and funding opportunity tracking.
• Help organize donor cultivation events and virtual engagement activities.
• Prepare donor acknowledgment letters and stewardship materials.
• Assist with campaign planning and fundraising initiatives.

Marketing & Graphic Design 

• Design draft digital marketing materials using Canva or Adobe Creative Suite.
• Create fundraising one-pagers, infographics, presentations, social media graphics, and donor impact reports.
• Assist with updates to donor-facing webpages and digital resources.
• Ensure materials align with NAfME branding standards.

Administrative & CRM Support

• Update donor and prospect information within CRM systems.
• Assist with data entry, reporting, and document organization.
• Prepare meeting materials and presentations.
• Support additional Development projects as assigned.

Preferred Qualifications

• Current undergraduate or graduate student in nonprofit management, communications, marketing, public relations, business, music, arts administration, or a related field.
• Strong written and verbal communication skills.
• Excellent organizational skills and attention to detail.
• Ability to manage multiple projects and meet deadlines.
• Interest in philanthropy, fundraising, nonprofit management, or corporate partnerships.
• Comfortable working independently in a remote environment.

Preferred Skills

• Microsoft Office (Word, Excel, PowerPoint)
• Canva; Adobe Creative Suite is a plus
• Experience conducting online research
• Strong writing and editing abilities
• Familiarity with CRM or database systems is a plus
• Social media content creation experience is helpful

Learning Outcomes

By the end of the internship, the intern will have experience in:

• Prospect research and donor identification
• Corporate partnership development
• Nonprofit fundraising strategy
• Annual giving and donor stewardship
• Grant research
• Marketing and fundraising communications
• Graphic design for nonprofit campaigns
• CRM and donor database management
• Professional nonprofit operations

Ideal Candidate

The successful candidate is curious, creative, organized, and passionate about making a difference through education and the arts. They enjoy research, storytelling, relationship-building, and creating compelling marketing materials that inspire philanthropy.

What You’ll Gain

• Meaningful experience with a national nonprofit organization
• Direct mentorship from fundraising leadership
• Portfolio-worthy fundraising and marketing projects
• Exposure to major gifts, corporate partnerships, grants, annual giving, and nonprofit communications
• Networking opportunities with leaders in music education and philanthropy
• Academic credit (as allowed by the academic institution)
• A flexible work schedule

This internship is ideal for students considering careers in nonprofit development, fundraising, communications, marketing, corporate partnerships, arts administration, or philanthropy.

Application Process: 

Please submit a CV and cover letter via e-mail to Human Resources at hr@nafme.org. Please include Development Intern, along with your first initial and last name in the subject line of your e-mail message.

NAfME provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. In addition to federal law requirements, NAfMEcomplies with applicable state and local laws governing nondiscrimination in employment in every location in which we employ staff. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.