Remote – open globally. Priority given to applicants from the Global South.

Independent Contractor | 12 months contract from August  2026 – with potential for renewal based on funding and mutual agreement |  Flexible with scheduled calls across multiple time zones.

Global Artivism

– a fiscally sponsored project of Res Publica US Inc.

Global Artivism is a Global Majority-led movement that engages the full power of arts and culture to work toward a just world on a safe planet.

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We are led by those most affected by injustice, particularly from the Global South, ensuring the movement reflects the cultural and demographic reality of the world. We understand art as praxis — an active force capable of mobilizing people, shifting narratives, and reshaping systems. Our cultural work is inseparable from struggles for justice, ecological integrity, and collective liberation.

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The movement connects artists, cultural workers, and activists across regions, building the infrastructure, relationships, and resources for Artivism to lead lasting change.

Core Principles & Structure

These principles shape how the movement works, how decisions are made, and what is asked of those who join.

• Global Majority Leadership and South–South Solidarity.
• Distributed Power and Fluid Leadership.
• Artists at the Center, Culture as Strategy.
• Intersectional and Community-Centered.
• Trust Before Scale.
• Emergence as Method.
• Transparency and Accountability.
   

Global Artivism is governed by a Global Council representing artists, activists, and movement builders from across regions. The Movement Secretariat is the coordination team that supports the Council operationally.

The Engagement

Global Artivism is contracting an experienced fundraising professional to lead its resource development work, including prospect research, grants management, funder engagement, and support for Executive Leadership’s fundraising strategy. The contractor will work closely with Global Artivism leadership and strategic partners to secure the funding that sustains and expands the movement. This engagement requires both technical knowledge of grant processes and the ability to maintain productive funder relationships over time.

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This is an independent contractor engagement managed through Global Artivism’s fiscal sponsorship structure with Res Publica US Inc. The contractor sets their own working hours and methods, may provide services to other clients, and is responsible for their own taxes, insurance, and any local registrations or compliance requirements in their country of residence.

Coordination Relationships

• The contractor will coordinate primarily with Executive Leadership, and will work alongside the Operations Director, Governance Lead, Communications Director, and external grant consultants and partners on agreed deliverables.
• Coordination relationships do not constitute supervisory authority. Decision-making at Global Artivism is distributed through governance structures, committees, and collaborative processes.

Key Responsibilites 

Prospect Research and Pipeline Development

• Research and map funding opportunities across foundations, bilateral donors, and other sources aligned with Global Artivism’s mission and programs.
• Maintain a live grants pipeline and calendar with deadlines, requirements, and status tracking.
• Prepare funder profiles and prospect briefings for Executive Leadership.
• Stay current on funding trends in arts, culture, climate justice, and social movements — particularly funders active in Global South contexts.
• Support identification of new funding streams as the organization evolves.

Grants Management

• Coordinate the full grants cycle: applications, tracking, reporting, amendments, and compliance.
• Prepare grant reports in coordination with the program team and Operations Director.
• Maintain accurate records of active grants, reporting deadlines, and compliance requirements.
• Ensure all grant deliverables are tracked and met on schedule.
• Liaise with Global Artivism’s Fiscal Sponsor on grants-related financial reporting and compliance.

Grant Writing and Proposal Development

• Write, edit, and coordinate high-quality grant applications.
• Translate program work and movement impact into compelling funder-facing narratives.
• Prepare project budgets and workplans for grant applications in coordination with the Operations Director.
• Adapt core messaging for different funders and their specific priorities.
• Ensure all submissions follow funder guidelines and requirements.

Funder Engagement and Relationship Stewardship

• Steward relationships with active funders; prepare updates, check-ins, and relationship materials.
• Support cultivation of prospective funders through research, introductions, and engagement.
• Support Executive Leadership’s direct funder meetings with briefings and follow-up materials.
• Represent Global Artivism at relevant sector convenings when appropriate.

Systems and Documentation

• Maintain an accurate grants database and funder tracking system.
• Document fundraising processes and build institutional knowledge for long-term sustainability.
• Contribute to financial planning by providing fundraising projections and pipeline data.

Qualifications

Required

• Has managed grants cycles for civil society, arts, or social justice organizations, including applications, reporting, and compliance. Experience in community-based fundraising or movement finance work counts alongside formal employment.
• Has written successful grant applications to international foundations or bilateral donors.
• Strong research and writing skills, including ability to translate program work into funder-facing narrative.
• Familiarity with grants compliance and reporting requirements.
• Ability to work independently with strong ownership and accountability.
• Strong written English, as this role produces grant applications and funder-facing materials. Multilingual ability in languages relevant to Global South funders is strongly valued.
• Ability to operate as an independent contractor, including managing own schedule, tools, and tax compliance.
• Commitment to Global Artivism’s values, mission, and guiding principles.

Preferred

• Existing relationships with foundations or funders relevant to arts, activism, or Global South work.
• Experience working with or for internationally funded Global South or Global Majority organizations.
• Knowledge of the cultural activism or artivism funding landscape.
• Experience with international grants compliance and funder accountability requirements.
• Multilingual ability — languages relevant to Global South funders strongly valued.

Contractor Status & Eligibility

This engagement is structured as an independent contractor relationship. The contractor sets their own schedule and chooses how to deliver the agreed scope, is responsible for their own income tax, social contributions, business registration, and any other compliance requirements in their country of residence, will not receive employee benefits, paid leave, or insurance coverage from Res Publica US Inc or Global Artivism, and may provide services to other clients during the engagement. Applicants must confirm during the contracting process the country from which they will provide services to confirm applicable labor and tax rules.

Compensation & Work Arrangement

• Monthly contractor fee: USD $3,500 to $5,500/month, paid upon receipt of monthly invoices. 
• Payment terms and currency arrangements will be confirmed in the contractor agreement. All figures are monthly contractor fees, not employment salaries. This is an independent contractor engagement managed through Global Artivism’s fiscal sponsorship structure.
• This role involves regular coordination across time zones. Contractors set their own schedules and are expected to participate in scheduled meetings and collaborative sessions, which are distributed across time zones where possible.

What Global Artivism Offers

• Connection to a global network of Artivists, movement organizers, and cultural changemakers.
• Access to movement learning spaces and professional development opportunities.
• Flexible remote work environment.

Commitment 

• Global Artivism prioritizes candidates from the Global South and Global Majority communities. Movement experience, community organizing, and self-taught practice are valued alongside formal credentials.
• Equal consideration is given to to experience gained through community organizing, grassroots network coordination, or cultural activism, just as it is to formal program management employment.

Expression of Interest

We welcome expressions of interest from individuals aligned with the scope and values of this engagement. Submissions will be reviewed on a rolling basis. All submissions will be reviewed directly and with discretion by ABM’s consulting team.
 

• Expressions of interest will close on Thursday 16 July, 10pm MYT (UTC+8)​. We are unable to review submissions received after this date.
• Due to the anticipated volume of interest, we are not able to respond to every submission individually.
• Shortlisted individuals will be contacted by  Wednesday 22 June, 10pm MYT (UTC+8)​.

Background

There are approximately 170 million migrant workers in the world, 5% of the global workforce, and, as such, migrant workers play a critical role in the global economy. Their skills and labour add significantly to the economic vitality of destination countries. Their remittances sent home frequently help to sustain families and communities in origin countries, which may lack other viable income opportunities.

The IHRB Migrant Workers Programme seeks to advance global efforts aimed at ensuring that migrant workers everywhere are treated with dignity and respect. We work with businesses, civil society representatives, and governments to promote the rights of migrant workers in all sectors and locations.

Despite the global economic benefits of labour migration, many migrant workers face particular challenges at all stages of the migration cycle. In 2012, the Institute for Human Rights and Business developed the Dhaka Principles for Migration with Dignity, an overarching framework for businesses to understand and address those challenges. Over the last 14 years, the Dhaka Principles have been regularly used and referenced by a range of stakeholders from businesses and governments to non-governmental and academic experts.

The IHRB Migrant Workers Programme has a particular focus on issues of relevance to recruitment and seeks to address flawed recruitment practices to which many workers are routinely subjected. We seek to challenge the common practice of migrant workers being required to pay recruitment fees to secure employment abroad. IHRB promotes a recruitment industry business model based on the Employer Pays Principle, which affirms that no worker should pay for a job, and that the costs of recruitment should be borne not by the worker but by the employer.

The Responsible Recruitment Register

In 2022, IHRB developed and launched the Responsible Recruitment Register. The Register is a list of companies who have publicly available policies that include a prohibition of recruitment fees, costs, and charges to migrant workers. The Register is intended to increase transparency and accountability. We hope that the example of peer and competitor companies will also encourage more companies to develop appropriate policies. The Register can also be used in advocacy with business and government.

The Register simply records the existence of a policy relating to recruitment fees. IHRB does not undertake any analysis, audit or benchmarking of the implementation or effectiveness of those policies. In the long term, IHRB envisions a shift in market norms so that responsible recruitment is no longer driven by a small group of leaders, but is increasingly expected by businesses, recruiters, governments, and workers themselves. Companies sourcing across key migration corridors demand fee-free recruitment as a baseline requirement; recruitment agencies adopt transparent, employer-funded business models; and governments reinforce these expectations through policy, guidance, and enforcement. Together, these changes reduce workers’ exposure to debt, coercion, and exploitation at the point of recruitment. A core marker of success is that responsible recruitment becomes visible, comparable, and actionable at scale.

The Responsible Recruitment Register enables stakeholders to identify who is implementing EPP-aligned practices, benchmark progress over time, and learn from peers.

Through this short-term consultancy, IHRB will strengthen and expand the Responsible Recruitment Register as a tool for improving transparency and accountability in recruitment markets. The consultancy will support a significant increase in the number and diversity of companies, while also improving the quality, accessibility and comparability of the information presented.

This will help the Register move beyond its current role as a signalling tool and become a more widely used resource for accountability, benchmarking and decision-making. By making EPP-aligned commitments more visible and easier to compare, the Register will support peer learning, create positive competitive pressure across sectors and supply chains, and encourage more consistent adoption of the Employer Pays Principle.

Role Overview

The Institute for Human Rights and Business (IHRB) seeks expertise from a credible organisation or individual with proven research experience on business and labour migration. This short-term consultancy will take place over a period of 2 months with 35 working days (ideally August – September 2026) and with the following outputs:

1. Undertake a review of the recruitment policies of 5,000 companies and 250 industry associations;
2. Collate company information into a database for use in an advocacy campaign
3. Review of Existing Register Entries for Policy Updates and Changes
4. Develop Removal Criteria for Companies, Associations and Recruitment Agencies

• Role location: flexible (home based)
• Duration of consultancy: 35 Days / 2 months approx.

In 2026-2027, IHRB will expand and modernise the platform through a new, user-friendly interface to enhance visibility and impact. Public commitments to EPP made by companies, associations, recruiters and governments will be recorded and tracked through the Responsible Recruitment Register, enabling accountability and visibility over time. Specifically, this includes:

• 1,000 new companies added over two years, based on the expectation that ~20% of assessed companies will meet zero-fee criteria, bringing the total companies on the Register to ~1,400 by the end of 2027.
• 50 additional industry associations assessed and listed as compliant, bringing the total to ~80 associations.

The expected outcomes of an expanded Responsible Recruitment Register include: greater market visibility for EPP adopters, contributing to positive competitive pressure and peer learning; improved accountability as register data enables stakeholders to track progress and identify gaps; and registers widely used as reference points for due diligence, sourcing decisions, and industry initiatives. Over time, the Register will expand to create a comprehensive and enduring global transparency resource — serving as a reference point for buyers, suppliers, recruiters, investors, and governments seeking practical pathways toward the Employer Pays Principle.

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Deliverables

1. Review and collation of company recruitment policies:

Review the recruitment /migrant worker / forced labour / human rights policies/ supplier guidance and standards of 5000 companies collecting data on their publicly available policies relating to the recruitment of migrant workers in their direct operations or extended supply chains.. We are particularly interested in whether companies have a prohibition on the payment of recruitment fees, costs, and charges by migrant workers to secure employment – these fees being the responsibility of the employer – The Employer Pays Principle. Companies with appropriate public policies will feature in the IHRB Responsible Recruitment Register.

2. Review and collation of Industry Association recruitment policies

Review and collate publicly available policies, standards, codes of conduct and member guidance issued by industry associations relating to the recruitment of migrant workers, forced labour, human rights, responsible business conduct and supply-chain due diligence. Relevant documents may include association websites, membership codes, supplier standards, sector guidance, certification requirements, due diligence tools, public commitments and policy statements. Associations with clear and publicly available policies aligned with responsible recruitment and the Employer Pays Principle will be included in the IHRB Responsible Recruitment Register.

3. Review of Existing Register Entries for Policy Updates and Changes

Review the existing 407 companies and 37 industry associations currently listed on the Responsible Recruitment Register to identify any updates, changes or gaps in their publicly available policies. This will include checking whether existing links remain active, whether policy documents have been revised, removed or replaced, and whether any new commitments relating to responsible recruitment, migrant worker protection, recruitment fees, forced labour, human rights due diligence or the Employer Pays Principle have been introduced. The review will help ensure that the Register remains accurate, current and reliable as a transparency and accountability resource.

4. Collation of company information for advocacy campaign

Whilst reviewing recruitment policies, collate additional information that will be subsequently used in an advocacy campaign based on those policies regarding recruitment. This would include:

Company details:

• Name of company
• Company address
• Name of Chief Executive
• Sustainability contact including email address.
• Membership of trade or sustainable business associations

Policies:

o Dedicated Migrant Worker Policy

o Prohibition on recruitment fees to workers

o Reference to Employer Pays Principle

o Reference to fee repayment if workers are found to have paid.

o Reference to Dhaka Principles

5. Develop Removal Criteria for Companies, Associations and Recruitment Agencies

The consultant will review the current Responsible Recruitment Register process and work with IHRB to develop a clear, transparent and consistent approach for removing entries from all three Registers (companies, industry associations, and recruitment agencies). This includes practical guidance on removal criteria and procedures that can be published on the Register website, so that future decisions are based on publicly available criteria and stakeholders understand the basis on which listings may be reviewed or removed.

All removal-related information will be captured in a master Excel-type tracking document, including links to the relevant policy, certification or assessment document underpinning each entry, so that the basis for a listing — and any future decision to remove it — is clearly documented and traceable.

The approach will need to reflect that companies and associations are generally removed on procedural grounds (e.g. an expired certification or a policy that no longer meets EPP criteria), while recruitment agencies require a different approach. The consultant will also help design a simple, published channel for raising concerns about a listing, with a clear process for how such concerns are handled.

The consultant is not expected, and should not, contact any company or agency directly. All information should be based on what is publicly available.

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Requirements, Experience and Qualifications

Essential

• Demonstrable expert level understanding of migrant rights and labour migration.
• Experience / understanding of the private sector and Business and Human Rights
• Experience conducting similar reviews and analysis.
• Excellent communications skills, especially writing and editing skills in English.
• Ability to complete the review by 31st October 2026.

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Fee

• A fee maximum $14,000 USD

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Application Process

Deadline for applications: 5pm BST on 26 July 2026

Interviews: 12 & 14 August 2026

Expected start date: August 2026

Interested parties (individuals or organisations) are invited to submit the following:

• A brief proposal summarising your approach, work plan, and suitability for this work (strictly no more than 2 pages).
• A detailed financial proposal
• Links to any relevant research previously completed on similar projects or with a similar approach
• Name and contact details for two references.

DepartmentMigrant WorkersRemote statusFully Remote

About Institute for Human Rights & Business

The Institute for Human Rights and Business (IHRB) was founded in 2009. Our vision is to achieve a more just, regenerative global economy where:

• Workers and communities are free and able to use their voices effectively to ensure their rights are respected.
• Businesses demonstrate respect for the rights of workers and communities, and the natural systems they depend on, in their purpose, operations, relationships, and value creation.
• Financial actors use their leverage to positively impact the scale and performance of their partners’ human rights and environmental responsibilities.
• Governments actively implement a smart mix of long-term incentives and disincentives that drive rights-respecting and planet-aligned business.

IHRB’s mission is to make respect for people and planet part of everyday business. We advance our mission through human rights-based research, targeted convening, and development of collaborative action with businesses, governments and civil society to shape policy, advance practice, and strengthen accountability at all levels.

Founded in 2009

Co-workers 20-30

ABOUT IHRB’S WORK ON CLIMATE

The Institute for Human Rights and Business (IHRB) is the leading global think tank working to ensure corporate activity respects the rights of workers and communities. IHRB’s mission is to shape policy, advance practice, and strengthen accountability in order to make respect for human rights part of everyday business. IHRB’s focus areas are diverse and reflect some of the most important and emerging human rights issues facing business.

IHRB is entering new and strategically important territory. The intersection of climate change and labour migration is one of the most consequential – and least addressed – frontiers in both the climate and human rights fields. This consultancy sits at the heart of that gap.

IHRB’s new initiative, Resilience by Design, Not by Afterthought, is built on a clear premise: climate adaptation is failing to deliver systemic resilience because it excludes the workers and communities most exposed to its risks. Migrant workers – representing 1 in 20 workers globally, and concentrated in climate-exposed sectors such as agriculture, construction, and logistics – face compounding vulnerabilities: heat stress, displacement, precarious employment, and limited access to legal protections or safety nets.

Yet labour mobility, if made safer and more climate-informed, can itself be a powerful driver of resilience. Global remittances (~$685 billion in 2024) already vastly exceed international aid flows. The economic and adaptive potential of migrant workers is immense – and almost entirely untapped by climate policy.

IHRB brings deep expertise in responsible recruitment, supply chain accountability, and labour rights, but the climate/labour nexus is new ground for the organisation. This consultancy is therefore not just about producing a framework: it is about helping IHRB develop its thinking, positioning, and voice at this intersection. We are looking for a thought partner as much as a deliverable lead.

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ROLE OVERVIEW

The consultant’s primary responsibility is the design and delivery of a Climate-Resilient Labour Mobility Framework for Business. A tool intended to help businesses across front-line sectors from a climate perspective ensure their adaptation investments and solutions are inclusive of their workforce affected by those same climate risks, many of whom will be migrant workers who have left their home countries due to climate stresses.

The Consultant will work as part of a cross-collaborative workstream between IHRB’s Migration and Just Transition teams. They will be embedded within the Migration team while also reporting to, and working closely with, the Head of Just Transition and Just Transition colleagues. The role will contribute to corridor research, stakeholder engagement, and outreach in coordination with colleagues across both teams. IHRB’s internal team brings deep regional networks across all three corridors; the Consultant is expected to draw on and work through those networks, while bringing their own regional expertise and relationships to bear.

As the climate/labour nexus is new ground for IHRB – an emerging area within our Migration Programme – the Consultant is also expected to be a genuine thought partner, helping the organisation develop its analytical approach and positioning at this intersection.

Africa is the consultant’s primary area of geographic expertise, and their knowledge base and networks should be strongest in the African context, engaging directly on the Africa-Gulf corridor as a subject-matter expert. However, the Framework itself has a global remit, and the Consultant will work closely with IHRB colleagues across all three corridors: Africa-Gulf, South Asia, and the Americas, maximising the team’s collective regional expertise throughout.

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KEY DELIVERABLES

This role requires deep expertise on the African continent, while the work itself will have a global remit. The consultant will work closely with IHRB colleagues leading work across the South Asia and Americas corridors, and their Africa-focused expertise should both complement and connect with this broader body of work. The three deliverables outlined below reflect that wider scope:

1. Climate Risk and Labour Mobility Analysis

The Consultant will establish the analytical foundation for the framework through a focused desk review of existing knowledge at the climate/labour migration nexus – producing a detailed risk mapping that includes:

• Mapping how climate change is reshaping migration patterns, labour risks, and worker vulnerability across key sectors and corridors, while also identifying areas where worker vulnerability and business exposure intersect: recognising that understanding both dimensions of risk is essential to developing grounded, practical, and effective recommendations.
• Identifying gaps, emerging practices, and the conditions under which climate-resilient labour mobility has or has not been achieved – particularly in agriculture, construction, logistics, and other climate-exposed industries.
• Synthesising findings into a clear analytical prioritisation that sets out the case for the framework, a structured argument about where business intervention is needed and why.
• Delivering a synthesis report: first draft by mid-September 2026; revised draft incorporating IHRB feedback by end of October 2026.

2. Climate-Resilient Labour Mobility Framework for Business

The Consultant will design a draft Climate-Resilient Labour Mobility (CRLM) ramework for Business – the defining output of this project. This involves:

• Conducting a deep assessment of IHRB’s foundational migration framework – the Dhaka Principles for Migration with Dignity – and a gap analysis of those Principles from a climate context – as the first step in grounding the CRLM Framework in IHRB’s existing standards.
• Developing the overall architecture of the framework: organised around business adaptation processes and high-climate-risk sectors, connecting climate risk to labour mobility outcomes in ways that are actionable for global brands, recruitment agencies, and employers.
• Defining the framework’s principles, indicators, and enabling conditions – establishing what good practice looks like for businesses operating in climate-exposed sectors, structured by sector and operational context.
• Leading on Africa corridor inputs specifically, drawing on the Consultant’s own expertise and networks – while integrating corridor-specific research and worker insights from IHRB’s South Asia and Americas teams as they are generated.
• Ensuring the framework is structured for adoption by different industry practitioner types – with entry points organised around business processes and high-risk sectors, so that a recruitment agency, global employer, sector-specific global brand, or investor can immediately identify what is relevant to their operations.

The goal is to present the climate risk and labour mobility analysis alongside a draft Climate-Resilient Labour Mobility Framework for Business on or ahead of International Migrant Workers’ Day in December 2026 – with the final CRLM Framework launched at IHRB’s Global Forum on Responsible Recruitment (GFRR) in Q3 2027, possibly in East Africa.

3. Secure Three Pilot Commitments – one per IHRB corridor

• Lead on identifying and engaging business actors in the Africa corridor willing to pilot the CRLM Framework – shaping what piloting involves in practice and what commitments businesses would be expected to make. IHRB colleagues will lead equivalent engagements in South Asia and the Americas.
• Deliver a final, publication-ready framework document, an accompanying practitioner guidance note, and an accessible summary by Q2 2027.
• Participate in IHRB’s dissemination and Forum engagement activities as agreed, including the GFRR in Q3 2027.

AUDIENCE (in order of priority):

• Global brands with facilities and infrastructure at risk from climate extremes and with a high % of migrant worker labour
• Recruitment agencies in key sending and receiving locations
• Employment agencies in key sending and receiving locations
• Government regulators from the sending and receiving country perspective
• Migrant workers networks, advocates, and experts engaging the above actors to improve the work experience
• Investors and ESG stakeholders seeking to better understand climate-related labour and migration risks, including through a short briefing accompanying the final framework

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ABOUT YOU

Essential Experience & Knowledge

• 7+ years working at the intersection of labour migration and climate, whether in research, policy, or practice, with a demonstrable focus on the climate/labour nexus specifically.
• Deep knowledge of African labour context, including how climate pressures are playing out in key African source and transit countries, and familiarity with relevant regional and bilateral governance frameworks.
• Existing relationships or recognised standing with African policymakers, regional bodies, or corridor governance actors able to engage as a credible voice, not just a researcher.
• Ability to situate Africa-specific insights within a global framework, understanding how the Africa-Gulf corridor connects to and differs from South Asia-Gulf and Americas dynamics, and what a framework needs to hold across all three.
• Proven experience designing analytical frameworks, policy tools, or standards specifically for business audiences, able to translate complex evidence into structured, actionable outputs that land with sustainability, procurement, and supply chain teams inside large corporates. You should be able to point to prior examples of framework design, not just research or policy writing.
• Demonstrated experience engaging global brands or large employers operating in climate-exposed sectors – agriculture, construction, logistics, or comparable industries – with the standing to bring senior business actors into piloting or adopting new standards.
• Exceptional written and spoken English – able to produce publication-quality analytical outputs for practitioner and policy audiences without heavy editorial support.
• Experience navigating politically complex or contested environments – including where climate displacement, employer interests, and worker rights are in tension.

** This is a specialised role. The criteria above are necessary requirements. If you don’t meet them, then this is not the right opportunity for you, but we’d encourage you to follow IHRB’s work as it develops and to look out for future opportunities.

Desirable Experience & Knowledge

• Familiarity with IHRB’s work on responsible recruitment, supply chains, and just transition.
• Experience with at least one additional corridor beyond Africa – South Asia, Gulf, or the Americas.
• Existing connections to climate/migration researchers, practitioners, or civil society organisations working on this nexus.
• Experience supporting or shaping pilot engagement processes with businesses – designing what pilot commitments look like in practice.

Attitude

• Intellectually entrepreneurial – comfortable developing new thinking in an emerging field where established precedent is limited, and confident working at the frontier rather than just synthesising what already exists.
• Collaborative and responsive – willing to work as a genuine thought partner with a small team, adapting the analytical approach as fieldwork inputs and corridor findings develop.
• Rigorous and accessible – committed to producing work that is both analytically credible and practically usable, without sacrificing one for the other.
• Self-directing – able to manage a complex, multi-stage deliverable independently, with clear communication about progress, risks, and dependencies.

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TIMEFRAME & CONTRACTING

Expected start date and timeframe:

• As soon as possible, with a proposed start date of August 2026. The consultant will be contracted through September 2027 inclusive, with a one-month notice period.

Location:

• This is a home-based role and open to candidates globally – but with a strong preference for those based in Africa and with strong African networks. To support effective collaboration, we are only able to accommodate candidates who are able to maintain working hours that substantially overlap with East Africa Time (EAT) and India Standard Time (IST).
• Candidates must already have the legal right to work in their country of residence, provide their own laptop, and have reliable internet connectivity.
• Hours:
• 2.5 days per week across a ~14-month contract running until 30th Sept 2027 (inclusive).

Compensation:

The total budget for this consultancy is £32,000 (all-inclusive) covering the period from the proposed start date through to September 2027. The consultancy is expected to average approximately 2.5 days per week over an estimated 14 month period, equivalent to roughly £2,286 per month.

While the total budget envelope is fixed, the rate and duration may be discussed with particularly strong candidates, including the possibility of a slightly higher rate over a shorter implementation period.

Contracting:

The successful candidate will be engaged through a consultancy agreement subject to UK law. They will need to be registered as self-employed and will be responsible for managing their own taxes, insurance, and any other legal or financial obligations. This consultancy is open to individuals and organisations. A consultancy offer will be subject to receipt of two satisfactory references.

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APPLICATION PROCESS

To apply, please click the “Apply Now” button and respond to the application questions.

• Deadline for applications: 26 July 2026 at 11:59pm BST
• Interviews: Shortlisted candidates will be invited to an initial 30-45 minute video interview. via TeamTailor. First round interviews will take place on 11 & 12 August between 9am-12pm BST. Second interviews will take place on 18 & 19 August and scheduled closer to the time.

Applications from unsuccessful applicant/s will be held on file for 6 months after the end of the recruitment process.Remote statusFully Remote

About Institute for Human Rights & Business

The Institute for Human Rights and Business (IHRB) was founded in 2009. Our vision is to achieve a more just, regenerative global economy where:

• Workers and communities are free and able to use their voices effectively to ensure their rights are respected.
• Businesses demonstrate respect for the rights of workers and communities, and the natural systems they depend on, in their purpose, operations, relationships, and value creation.
• Financial actors use their leverage to positively impact the scale and performance of their partners’ human rights and environmental responsibilities.
• Governments actively implement a smart mix of long-term incentives and disincentives that drive rights-respecting and planet-aligned business.

IHRB’s mission is to make respect for people and planet part of everyday business. We advance our mission through human rights-based research, targeted convening, and development of collaborative action with businesses, governments and civil society to shape policy, advance practice, and strengthen accountability at all levels.

Founded in 2009

Co-workers 20-30

Description

About the Role

As part of the Project Management Unit (PMU), the program manager will report to the Head of PMU and work closely with the Associate Director for Solar Industry Associations. The program manager will also work with the regional leads for Asia, Africa, and Latin America, the grants and compliance team, and finance and accounting.

The program manager is responsible for project management, grant management, developing and maintaining a work plan, internal and external coordination, funder reporting, and coordinating/organizing the convenings at the global and regional events.

Department Summary

The Programs department leads ClimateWorks’ strategies and grantmaking to advance climate solutions around the world. The team works alongside funders, regional grantmakers, field experts, and frontline leaders to design, implement, and steward high-impact grantmaking portfolios across sectors. Focus areas include renewable energy, industrial decarbonization, electric transport, sustainable finance, adaptation and resilience, and more. Grounded in data, local context, and field expertise, program teams identify emerging opportunities, scale solutions, and equip partners with the evidence and capacity needed to drive transformative climate progress. Through strategic grantmaking and trusted relationships, the Programs department supports ClimateWorks’ efforts to catalyze durable, scalable change.

Program Summary

ClimateWorks Foundation’s (CWF) Global Energy Transition Initiative (GETI) supports efforts to rapidly transform the global power sector toward clean energy, beginning with 15 emerging economies across Africa, Asia, and Latin America. These are countries where power demand is projected to rapidly grow, and there is huge potential for solar, wind, and other renewable energy deployment in this decade. The benefits of a transition to clean energy go far beyond reducing greenhouse gas emissions and mitigating climate change. It creates jobs, builds local manufacturing value chains, improves infrastructure, protects public health by keeping pollutants out of the air, and provides affordable and accessible power. By shifting to clean energy, developing nations can secure a resilient and thriving future. 

The Global Energy Transition Initiative has developed an initiative to support the solar industry associations for unifying missions and voices, providing policy and regulatory inputs, shaping public communication and narratives, coordinating knowledge and standard leadership, and ensuring financial sustainability and business models. 

Essential Duties and Responsibilities 

Project Workplan Management within ClimateWorks

• Lead project management of the Solar Industry Association Initiative workplan, ensuring strong coordination and alignment with partner workplans across regions.
• Support overall project management responsibilities in grant processing, compliance, and grantee engagement. 
• Oversee effective and timely delivery of project outputs, proactively identifying risks and implementing mitigation measures to maintain momentum.
• Maintain and regularly update project timelines and global event calendars, and provide strategic recommendations on high-impact and priority activities to the Global Head of GETI and the Associate Director for the Solar Industry Association.
• Support the Global GETI Lead, Project Management Unit and Associate Director (Solar Industry Associations)  in organizing briefings and events (lead the planning and execution).

Project Management in Coordination with Partners:

• Monitor and coordinate with grantees against agreed workplans, ensuring timely delivery of high-quality outputs.
• Collect, consolidate, and synthesize updates from grantees through regional leads to maintain a clear view of portfolio progress.
• Lead regular coordination meetings with industry association grantees, with particular focus on technical workstreams and implementation milestones.
• Provide weekly portfolio updates to the core project team and key funders, highlighting progress, risks, and required actions.
• Deliver structured reporting using agreed templates, ensuring consistency, clarity, and responsiveness to stakeholder requests.

Organizational development technical team support: 

• Provide a full range of project management support to technical expert teams from partner organizations
• Ensure the technical expert team’s support to Africa, Asia, and Latin America is structured, monitored, and delivered on time and to a high degree of quality
• Support capacity assessment and capacity building convenings across different continents

Grant management and grantee engagement: 

• Lead in grant processing for solar industry associations and other programmatic grants
• Support regional leads in engaging national and regional solar industry associations
• Support the grantees in strengthening institutional capacity, including member surveys, human resource plans, and reviewing the national plans according to the funding proposals.
• Facilitate coordination between grantees and technical/communications experts on regional and national policy recommendations

Required Qualifications

• A bachelor’s degree or equivalent
• 7 years of work experience in project management and the solar sector
• Strong attention to detail and deadline management skills
• Experience in complex project management and developing/ maintaining a precise work plan
• Experience in grant management and grant processing
• Experience in event organizing (1-3 hour events)
• Experience communicating directly with funders and developing concise reporting
• Working with consultants for capacity building, strategic communications
• Ability to juggle numerous competing demands and priorities, respond quickly to management requests
• Experience working in a global matrixed team
• Commitment to the mission and values of ClimateWorks Foundation

Preferred Qualifications

• Experience in working with solar industry associations
• Experience in grant management tools such as Salesforce
• Data interpretation and analysis

Location

ClimateWorks Foundation is based in the San Francisco Financial District. This position is Global Flexible. Geographic differential will be applied to compensation based on local cost of labor.

This is a full-time remote job with frequent travel requirements. Candidates will be expected to work across time zones, especially the US West and East Coast, the UK, Myanmar, Indonesia, Brazil, Kenya, and Nigeria. 

Compensation

ClimateWorks offers an excellent benefits package and a competitive salary that is commensurate with experience (geographic differential applied based on location). 

International salary range – will be determined based on the location and local cost of labor.

We recognize that compensation and benefits can vary across countries and understand that this can raise important questions. Our goal is to ensure fairness, equity, and competitiveness within each local context. To achieve this, we align our compensation structure with the economic conditions, labor market dynamics, and social benefit systems of the regions where we operate.

Salaries are determined based on country specific labor markets, allowing us to offer pay that is competitive within each region and consistent with other international organizations. Compensation is intentionally structured to be above lead local market averages and appropriate to the regional cost of labor. This approach supports our commitment to equity across our global workforce while enabling us to attract and retain top talent in diverse locations.

Culture

ClimateWorks’ culture is rooted in our core values: collaboration, humility, curiosity, learning, and risk-taking. We come together around shared goals, draw strength from diverse perspectives, and face challenges with an open mind. We grow through experience and boldly experiment to drive meaningful impact in climate philanthropy. Together, we turn ambition into action—spotting big opportunities, convening people, and helping scale bold solutions.

As a globally distributed organization, ClimateWorks offers multiple opportunities each year for staff to meet in person, foster relationships, and enhance collaboration. Staff are expected to attend an in-town week in San Francisco, an all-staff retreat, and a department retreat annually.

About ClimateWorks Foundation

ClimateWorks Foundation is a catalyst for accelerating climate progress, driving bold solutions that benefit people and the planet. We connect funders and implementing organizations worldwide to identify and scale transformative solutions across sectors and geographies, achieving faster, greater impact together. Since 2008, ClimateWorks has granted over $2 billion to more than 850 grantees across 50 countries, working with over 80 funders.

ClimateWorks Foundation is an Equal Opportunity Employer

ClimateWorks Foundation is committed to the principles of equal employment opportunity and compliance with all federal, state, and local laws concerning employment discrimination, including the Americans with Disabilities Act. We make decisions about all aspects of our employment practices, without regard to race, color, age, national origin, religion, sexual orientation, gender, gender identity, marital status, sex (including childbirth, breastfeeding, and related medical conditions), pregnancy, uniform service member and veteran status, citizenship status, disability, protected medical condition, genetic information, or any other status protected under applicable federal, state, or local laws. 

As part of our commitment to centering diverse people and perspectives and providing equal opportunities, we ensure that individuals with disabilities are provided with reasonable accommodations. If a reasonable accommodation is needed to participate in the job application process, please note that in your application. 

How to apply

Follow the link below to apply for this position. Please note that ClimateWorks will never request applicants’ credit card or financial information during the interview process. Should you receive a message requesting this information, please report it to ClimateWorks. All current job openings are listed on our careers page: . 

About ACLED

The Armed Conflict Location & Event Data organization (ACLED) is a disaggregated data collection, analysis, and crisis mapping institution. The ACLED team collects conflict information, conducts analysis to describe, explore, and test conflict scenarios, and makes both data and analysis openly accessible. ACLED’s work informs journalism, academic research, and public discourse on conflict, and supports practitioners and policymakers worldwide. ACLED is the highest-quality and most widely used real-time data and analysis source on political violence and protest globally.

The consultancy opportunity

ACLED is looking for a Ukraine Researcher to assist in the collection, review and management of political violence and protest data across Ukraine. Researchers must be available for a minimum of 25 hours per week. This opportunity is fully remote and can be done from any location with reliable internet service.

This is an entry-level, independent consultant opportunity, and may require submissions mid-week and on weekends.

This opportunity is open to nationals of any country. For more information, please review the Applicant FAQs.

Collection of data is conducted by reviewing news, international organization, NGO and security reports on a list of assigned countries, and recording the incidents of political violence into an Excel template. Researchers will focus on coding events to provide holistic coverage of current political violence, ranging from protests to battles.

Review and management of data involves ensuring the quality, consistency and reliability of the data produced. The researcher provides team members with experience conducting detail-oriented tasks, and producing and managing quantitative data.

Please note that this opportunity involves working with conflict-related media and reading about violent events.

Specific deliverables:

Candidates who are selected will undergo extensive ACLED training. The training consists of several exercises. Candidates’ exercises will be scrutinized and only those who are performing at the required level will be retained as Researchers. 

For those selected, the initial consultancy period will be from August 2026 to June 2027. After this, continuation may be possible, pending performance and availability of funding.

Remuneration:

Remuneration is 20 USD per hour.

Skills and competencies:

ACLED is seeking applicants who have the following skills and experience:

• University degree in international relations, political science, conflict studies, peacebuilding, international development, or related field.
• Familiarity with Excel (essential).
• Fluency in English (essential).
• Fluency in Ukrainian and Russian (essential).
• Experience conducting desk-based research.
• Experience working with data.
• Experience working to deadlines with limited supervision.
• A high level of attention to detail and ability to receive and incorporate feedback.
• Research focus or professional experience in conflict research or peace-building in Eastern Europe generally, or country-specific studies focused on Ukraine is a strong advantage.
• Familiarity with conflict and actors in the relevant countries.
• Access to a computer, a reliable internet connection, email, and the Microsoft Office Suite.

Applications:

To apply for this opportunity, please submit a CV and cover letter detailing qualifications, experience, language proficiency and where are you based.

Due to operational and compliance constraints, we are currently unable to hire staff or contractors based in certain jurisdictions.

Interested candidates are advised to apply as soon as possible, before 12th July 2026. We will only review applications received through our career portal, so please make sure to use the application form on the portal. Shortlisted candidates will be asked to complete a two-hour exercise as part of the evaluation of their coding aptitude.

Please make sure to check your spam folder for correspondence.

Further information is available online at acleddata.com.

About ACLED

The Armed Conflict Location & Event Data organization (ACLED) is a disaggregated data collection, analysis, and crisis mapping institution. The ACLED team collects conflict information, conducts analysis to describe, explore, and test conflict scenarios, and makes both data and analysis openly accessible. ACLED’s work informs journalism, academic research, and public discourse on conflict, and supports practitioners and policymakers worldwide. ACLED is the highest-quality and most widely used real-time data and analysis source on political violence and protest globally.

The role

As ACLED’s Account Manager, the position will play a critical role supporting the Revenue team’s revenue efforts and the organization’s broader financial sustainability. This role will be focused on post-sales relationship management with ACLED’s clients in both the private and the public sector and ensuring high levels of client satisfaction, retention, and upselling. This position will report to the Director of Revenue.

The Account Manager will lead on client relations management with existing clients, including overseeing renewals, engaging in any contracting and procurement coordination required after the initial contract signing, supporting upselling efforts, and serving as a liaison between ACLED teams and clients to support effective implementation and use of ACLED’s data services by clients (client success).

This position is fully remote and can be done from any location with reliable internet service.

Specific responsibilities

The Account Manager will be responsible for the following tasks:

Client Relationship Management

• Serve as the primary point of contact for a portfolio of private & public sector clients.
• Cultivate strong, long-term relationships through proactive and responsive communication, problem-solving, and support.
• Manage regular client engagement, including check-ins, usage reviews, feedback collection, and solution-based updates.
• Maintain an in-depth understanding of each client’s needs, priorities, and challenges to support the alignment of ACLED’s products/services.
• Coordinate with internal teams (Data, Analysis, Data Science, Corporate Licensing, Operations Finance) to support client needs, troubleshoot issues, and respond to client requests.
• Document all client communications, feedback, and interactions in CRM tools (e.g., Salesforce) to maintain accurate records and client histories.

Renewals, Upselling, and Account Growth

• Manage the renewal process for client subscriptions/data licenses, ensuring timely negotiations and contract execution.
• Identify upsell opportunities and coordinate with the broader ACLED team to tailor and present new services or products when applicable.
• Lead discussions on license scope, pricing, and contractual amendments in coordination with ACLED’s Operations and Finance teams.
• Work with the Access team to track usage trends and other key metrics to inform client strategy and identify areas for increased engagement.

Procurement and Contract Management

• Support client-side procurement processes, including responding to vendor registration and compliance requirements.
• Liaise with Operations and Finance colleagues to ensure all contracts, invoices, and documentation meet organizational standards.
• Monitor contract deliverables and terms to ensure compliance and support reporting needs.
• Support and coordinate audits, due diligence processes, and information requests related to account operations and agreements.

Skills and Experience

ACLED is seeking applicants who have the following skills and experience:

• Minimum 5 years of experience in account management, client success, business development, or fundraising, preferably with public sector or intergovernmental/multilateral organizations.
• Experience working with government, military, intelligence, and/or intergovernmental organizations, especially in the context of data provision or conflict-related research.
• Demonstrated ability to build and maintain long-term client relationships and manage large or complex accounts with multiple stakeholders.
• Experience with renewals, upselling, procurement, and contracting processes.
• Familiarity with conflict data, political risk, or development/humanitarian data is preferred.
• Bachelor’s degree in a relevant business or policy field (e.g. Business Administration, Marketing, International Relations, Political Science, Public Administration), or equivalent professional experience.
• Excellent written and verbal communication skills.
• Strong organizational and project management skills.
• Ability to work independently in a remote and multicultural environment.
• Proficiency in CRM systems (e.g., Salesforce) and Microsoft Office Suite.

Terms and Conditions

• Start Date: As soon as possible
• Type of Position: Remote, Full-Time Employment

Applications:

To apply, please submit a CV and cover letter detailing your qualifications, experience, and salary requirements. 

Further information on ACLED is available online at acleddata.com. Applications will be reviewed on a rolling basis, and interested candidates are advised to apply early.

For more information, please review the Applicant FAQs.

Job Summary

 The Regional Sales Manager (RSM) will play a key role as a member of CABI’s international publishing sales team. The RSM will be responsible for supporting the growth of CABI’s revenues in territory by developing existing accounts and contributing to new business opportunities.

This role focuses on building strong client relationships, understanding customer needs, and supporting consultative sales conversations in a highly relationship-driven market. Success will come from developing credibility with customers, understanding the academic and library landscape, and identifying how CABI can support evolving challenges and priorities.

We particularly welcome applications from individuals within the library and information science community who are interested in developing a career in consultative sales, while remaining actively connected to their professional networks and sector.

The role offers a clear pathway to developing full ownership of revenue growth over time, supported by structured training, mentoring, and on-the-job learning.

For more information, please see the attached Job Document. 

CABI reserves the right to close the vacancy before the advertised closing date if a suitable number of applications are received.

You should receive an automatic acknowledgement of your application but if not please also check your junk mail as sometimes emails can end up there. To ensure you receive emails related to your recruitment, please add peopleteam@cabi.org to your contact /or safe sender list.

Location: Remote, preference for locations between the GMT-4 & GMT+1 time zones

Report to: Director of Development and Impact

Overtime Status: Exempt Employee type: Regular Working hours: Full-time

Salary Range: $39,000 – $49,000 USD (For Latin America based locations). Geographic differential will be applied based on location of hire. Candidates must have the right to work in the country from which they are applying.

About Us

The Global Methane Hub (GMH) is the first coordinated philanthropic approach to funding methane mitigation. The Hub focuses on the energy, agricultural, and waste sectors, which account for 96% of human-caused methane emissions. We support ambitious catalytic investments, lay the groundwork for long-term transformation, and deliver quick wins ripe for action on the ground.

GMH advances its mission through three main functions:

• Regranting: Providing financial support to public-benefit organizations working directly to mitigate methane.
• Convening: Bringing together governments, civil society, researchers, and funders to align strategies andaccelerate coordinated action in the interest of the public benefit. 
  ● Advising: Serving as a knowledge hub and trusted partner, providing guidance on methane mitigation strategies, data sharing, and field-building.

Our actions are global in nature, and we believe we will only achieve quick wins if we engage sub-national and local communities. Our activities focus on the highest-emitting sectors and regions with a team spread across six continents. GMH is headquartered in Chile and has a registered Stichting in the Netherlands.

Position Summary

The Administrative Assistant will provide administrative and logistical support to three members of the leadership team: the Director of Development and Impact (DDI), the Chief of Staff and Operations (COSO), and the Chief Financial and Administrative Officer (CFAO) and

support their team activities, as directed. While supporting all three leaders, this role will report directly to the Director of Development and Impact.

They will work closely with peers, managers, and leads within and across teams to facilitate the flow of information across internal teams and external stakeholders, while supporting operational systems and helping ensure smooth administrative processes.

Job Responsibilities

• Provide routine organizational, administrative, and logistical support for the DDI, the COSO, and the CFAO and their team-wide activities.
• Engage with internal teams and external vendors/partners to ensure effective coordination.
• Independently manage complex calendars, scheduling meetings across time zones for all three leaders.
• Proactively monitor and resolve scheduling conflicts across different time zones (CLT, CET, and CST), ensuring workable meeting windows for all three leaders.
• Support meetings with internal and external stakeholders by taking notes, preparing meeting materials, and following up with participants.
• Arrange audio/visual requirements for virtual and in-person meetings, as necessary. ● Track action items and follow-ups from meetings, ensuring deadlines are met and responsible parties are informed.
• Arrange complex international and domestic travel for the three leaders, managing flights, hotels, transportation, visas, and meeting schedules during travel.
• Prepare travel briefs including itineraries, meeting agendas, and relevant logistical details for each trip.
• Support managers in maintaining and organising digital records across platforms such as Salesforce, document management systems, and other operational tools, as needed. ● Prepare and submit credit cardexpense reports for the three leaders, ensuring compliance with organizational financial procedures.
• Support the planning and logistics of convenings, events, and workshops coordinated by the three leaders.
• Maintain up-to-date contact and stakeholder lists of key partners, funders, and external advisors. ● Collaborate and build relationships, ensuring smooth communication and workflow between internal teams and external stakeholders.
• Support the adoption and use of operational systems across the organization. ●Perform other relevant duties and responsibilities as assigned.

Candidate Profile

The following offers an aspirational view of our ideal candidate profile; however, we encourage applications from candidates with a wide range of experiences and backgrounds, especially those from underrepresented groups.

• Demonstrates organizational values of equity, agility, humility, integrity, and care. ● 2-3 years of relatedexperience in a similar role, preferably with an international organization.

Philanthropy/NGO experience preferred.

• Proficiency in Google Workspace, Zoom, and Microsoft Office applications.
• Written and oral fluency in English required; Spanish and/or French fluency will be an added advantage.
• Exceptionally organized and detail-oriented, flexible and adaptable, with the ability to juggle multiple priorities and shift seamlessly between various team needs.
• Proven ability to manage calendars and coordinate schedules across multiple time zones with minimal supervision.
• Ability to work under supervision and escalate complex issues when necessary. ● Good communication withthe ability to effectively interact with internal and external stakeholders ● Team player, with good interpersonalskills and the ability to navigate a diverse, multicultural, and interdisciplinary team.
• Highly interested, motivated, and engaged to work in a fast-paced environment. ●Ability to work under pressure and to meet deadlines
• Ability to work on a flexible schedule, with occasional meetings outside business hours given the global nature of our team.
• Are passionate about being part of the climate change solution

Additional information:

• This will be a full-time (40 hours/week) remote role and will collaborate with staff and stakeholders in multipletime zones. The position supervisor is in the GMT-3/-4 time zone. ● Ability and willingness to travel internationally (~10%).
• Please note that the successful candidate will undergo reference checks prior to starting employment.

How to Apply:

Please send your current CV or resume and cover letter to people@globalmethanehub.org, using “Administrative Assistant” as the subject. Application closes on Sunday, August 09, 2026.

Hiring Statement

The Global Methane Hub is committed to attracting, developing, and retaining exceptional people, and to creating a work environment that is dynamic, rewarding, and enables each of us to realize our potential. Our work environment is safe and open to all employees and partners, respecting the full spectrum of race, color, religious creed, sex, gender identity, sexual orientation, national origin, political affiliation, ancestry, age, disability, genetic information, veteran status, and all other classifications protected by law in the locality and/or state in which you are working.

Employees will be offered a local employment contract through Atlas, an Employer of Record service. Benefits will include all statutory requirements for the hiring location, but at a minimum, GMH offers: 100% employer-paid health,dental, and vision insurance for employees and their

families; 4 weeks of paid time off, up to 15 days of paid sick leave, 16 weeks of parental leave, holidays according to the local calendar, and an additional week of paid time off for end of year office closure. Employees receive wellness, technology, and home composting benefits in addition to professional development and training opportunities.

ABOUT SDSN

The UN Sustainable Development Solutions Network (SDSN) has been operating since 2012 under the auspices of the UN Secretary-General. SDSN mobilizes global scientific and technological expertise to promote practical solutions for sustainable development, including the implementation of the Sustainable Development Goals (SDGs) and the Paris Climate Agreement. We aim to accelerate joint learning and promote integrated approaches that address the interconnected economic, social, and environmental challenges confronting the world. 

ABOUT SDSN YOUTH

SDSN Youth is one of the initiatives of SDSN. It was launched in 2015 with a mission to empower youth globally to create sustainable development solutions. Since then, SDSN Youth is committed to supporting the Global Partnership for Sustainable Development Data, focusing on outreach of youth communities for raising awareness, capacity building of youth for sustainable development, and advocacy and collaboration. 

ABOUT THE YOUTH NETWORKS PROGRAM

SDSN Youth, in coordination with the SDSN Networks, mobilizes young leaders worldwide to leverage their talents to help promote practical solutions to sustainable development challenges and realize the SDGs and the Paris Agreement. With a global reach, the SDSN Youth network comprises multiple member institutions, primarily youth-led organizations, coordinated by our National and Regional Networks. 

SDSN Youth’s national and regional networks focus on localizing sustainable solutions for youth. The youth networks translate their expertise into action by: 
(1) Strengthening youth capacity through skills development and knowledge; 
(2) Collaborating with stakeholders to mobilize youth for sustainable development; and (3) Sparking and launching solution initiatives. 

ROLE DESCRIPTION

The Networks Project Officer (PO) will work alongside the Global Youth Networks Project Lead to support and strengthen youth networks worldwide, with a focus on fostering collaboration at the global level. Within the GYN team, the role contributes to increasing the visibility of youth networks and their work. This includes ensuring activities are properly documented, quarterly reports are completed on time, and all relevant internal materials are kept up to date. A core objective of the role is to deepen the integration of Regional and National Youth Networks into SDSN Youth’s global programming. The PO may also support Regional Focal Points on SDG impact strategy, problem-solving within the Youth Network portfolio, and engagement with National Coordinators. Additional responsibilities may be assigned as needed.

Please note: As a virtual network, it is IMPORTANT for all the Project Officers to communicate effectively with the Project Lead and report back consistently. In a network that operates across several time zones, reporting and communicating proactively is crucial.

Responsibilities 

The primary tasks and responsibilities of the Networks Project Officer include:

• Adhere to the code of conduct of SDSN Youth and the SDGs guiding principles;
• Collaborate with the project lead to propose good practices and administrative plans, and strategies with the objective to increase the efficiency and engagement of the youth networks;
• Support the Project Lead with the Network Management Oversight and performance;
• Identify and address any skill gaps and address them by ideating training opportunities and other capacity-building activities;
• Develop the quarterly reports and ensure the activities and initiatives are properly reported;
• Monitor and respond to incoming communications to the network’s email inbox;
• Researching speaking engagements, voluntary engagements, and partners to give Network Coordinators a better platform for promotion;
• Support the Project Lead in updating the guidelines and other internal documents to make sure youth networks comply with the process; 
• Analyzing the youth network’s inputs to understand their needs and challenges; 
• Attend the monthly call with the Youth Networks Team, quarterly call with the Global Coordinators, and any other relevant calls with any other team members;

Qualifications

• The candidate is aged between 18-30 in order to be eligible for this role, with flexibility up to 35 years old;
• The candidate possess an excellent command of the English language, including writing, speaking, and listening;
• The candidate has previous experience in student/youth leadership;
• The candidate has a great interest in youth engagement and sustainable development, and is passionate about the mission of SDSN, including the pursuit of the Sustainable Development Goals and the Paris Agreement on climate change;
• The candidate is a proven team player with excellent leadership, organizational, and interpersonal skills and the ability to coordinate and manage workload across several projects/teams;
• The candidate can demonstrate their ability to communicate effectively and report consistently;
• The candidate can demonstrate they have the time and resources to commit to this role – candidates with too many overlapping commitments will be exempt from running for this position;
• The candidate has had some form of either professional or volunteer work experience, particularly with team management, project coordination, event management, stakeholder engagement, or operations;
• The candidate has some experience working with various communications and management software, such as Google Suite;

Conditions

• Duration of Position: The first term is 12 months in total, with a 3-month trial period in the beginning. However, subject to review of work performance, this position may be extended
• Reporting: This position reports to the Global Youth Networks Project Lead 
• Communication: Candidate is required to be proactive and communicate with the team 
• Compensation: Voluntary
• Training: Every candidate is required to complete all SDSN Youth online induction courses, guidelines review, and any other training available at the time of joining

Commitment

• Total Weekly Hours: 10 hours per week (flexible)
• The initial mandate is for 1 year, but it can be extended

BENEFITS

In becoming part of the team as a Project Officer, individuals will be responsible for fostering a strong interest in the SDGs in order to drive youth-led and youth-focused solutions to the 2030 Agenda. This is an incredibly rewarding role that will enable Project Officers to develop their knowledge, harness their skills, and come across a series of life-changing opportunities that may include:

• Representing SDSN Youth at different levels whenever possible and if appropriate;
• Engage with key stakeholders from government, NGOs to private sector when applicable;
• Build a personal brand around sustainability and the SDGs;
• Work in a multicultural environment and be immersed in a global workplace; 
• Receive capacity-building trainings to grow personally and professionally whenever possible.