Introduction

Established in 1951, IOM is a Related Organization of the United Nations and the leading UN agency in the field of migration. Working closely with governmental, intergovernmental, and non-governmental partners, IOM promotes humane and orderly migration for the benefit of all. It saves lives and protects people on the move, drives solutions to displacement, and facilitates pathways for regular migration, while providing services and advice to governments and migrants.

IOM is committed to fostering a respectful, inclusive, and supportive workplace where all employees can thrive professionally and feel valued. By creating such an environment, IOM aims to better harness the full potential of migration and strengthen its support to people on the move.

IOM invites candidates from diverse backgrounds to apply and provides reasonable accommodation throughout the recruitment process when required. Learn more about IOM’s workplace culture at IOM workplace culture | International Organization for Migration

Applications are welcome from first- and second-tier candidates, particularly qualified female candidates, as well as applications from the non-represented member countries of IOM. For all IOM vacancies, applications from qualified and eligible first-tier candidates are considered before those of qualified and eligible second-tier candidates in the selection process.

For the purpose of this vacancy, the following are considered first-tier candidates:

1. Internal candidates
2. Candidates from the following IOM Member States that are not represented among staff members in the Professional and higher categories:

Bahamas, Barbados, Comoros, Congo (the), Cook Islands, Dominica, Federated States of Micronesia, Grenada, Guinea-Bissau, Holy See, Iceland, Israel, Kiribati, Marshall Islands, Namibia, Nauru, Palau, Saint Kitts and Nevis, Saint Lucia, Samoa, Sao Tome and Principe, Seychelles, Solomon Islands, Suriname, Timor-Leste, Tonga, Trinidad and Tobago, Tuvalu, Vanuatu

Second-tier candidates include:
All external candidates, except candidates from non-represented member states of IOM.

Context

The African Union (AU)-International Labour Organization (ILO)-International Organization for Migration (IOM)- German Corporation for International Cooperation (GIZ), Joint Programme on Labour Migration Governance for Development and Integration (better known as the Joint Labour Migration Programme (JLMP) in Africa is a long term joint undertaking between the four organizations, and the United Nations Development Programme (UNDP). It is the instrument dedicated to the implementation of the 5th Key Priority Area of the Declaration and Plan of Action on Employment, Poverty Eradication and Inclusive Development, which was adopted by the Assembly of Heads of States and Governments (AU/Assembly/AU/20(XXIV)/Annex 3, January 2015) in Addis Ababa, Ethiopia, January 2015. Its strategy is focused on intra-African labour migration. It is in line with and supports the achievement of the First 2023 Ten-Year Plan of the AU Agenda 2063 and of the Sustainable Development Goals (SDGs).

The JLMP objective is implemented through several interventions led by the AU in partnership with IOM, ILO, and GIZ, notably: the JLMP Priority (2018-2021), the JLMP Action (2021-2024), the JLMP Lead (2022 – 2025), and the JLMP Propel (2025 – 2029) projects. In 2020, after five years of the implementation of the JLMP, the AU, in collaboration with JLMP Implementing Partners (ILO and IOM), adopted the JLMP Strategic Framework and Monitoring and Evaluation Plan for the JLMP (2020-2030). The JLMP Strategic Framework provides a 10-year strategic vision while consolidating results of the implementation of the first five-year period of the JLMP. Its implementation strategy continues to focus on intra-African labour migration management, while addressing emerging issues related to African migrant workers in other regions to ultimately support African migrant workers and their families to live satisfied and dignified lives and contribute to Africa’s development. The sustainability of JLMP interventions hinges on close collaboration among the AU, ILO, IOM, and GIZ, in cooperation with Regional Economic Communities (RECs), AU Member States, and relevant stakeholders, to support activities at the national level aiming to enhance the adoption and implementation of gender responsive legal instruments and promote binding commitments to ongoing actions. The AUC hosts the JLMP Programme Support Unit (PSU) within the Health, Humanitarian Affairs, and Social Development. The PSU is the JLMP’s Secretariat to support programmatic and technical coordination and coherence, and quality assurance of the JLMP, under the leadership of the Senior Programme Officer (Joint Labour Migration Programme (African Union)).

Under the overall supervision of the Director, SLO in Addis Ababa, under technical oversight of the AUC Director of Social Affairs , and in close coordination with the IOM and ILO, the Programme Coordinator (Joint Labour Migration Programme (African Union)) will be responsible and accountable for the implementation of the JLMP.

Required Qualifications and Experience

Education

• Master’s Degree in Labour Economics, Law, Management, Social Sciences, or in Public Administration, Project Management, or a related field from an accredited academic institution with seven years of relevant professional experience; or

  • Bachelor’s degree in the above fields with nine years of relevant professional experience.

Accredited Universities are those listed in the UNESCO World Higher Education Database.

Experience

• Proven experience in Labour migration, employment, and social protection policies at the continental level, coordinating with the AU RECs, coordinating continental policy frameworks, monitoring, and evaluation.

  • Experience in working with the AU, RECs, IOM, ECA, ILO, EU member states, and GCC on the fields of labour, employment, social protection, labour migration, and labour market information systems.

  • Familiarity with AUC, IOM, ILO, and GIZ policies and procedures.

  • Proven knowledge of and experience with AU policy organs relevant to the monitoring of the project.

  • Capacity to provide technical advice in labour, employment and labour migration, labour market information systems, as well as on AU Policy Organs relevant for the project implementation, policy oversight and monitoring (Specialized Technical Committee on Social Development, Labour and Employment, Executive Council, Assembly of Heads of States and Government, Pan African parliament, etc.).

Skills

• Knowledge of, and ability to perform a variety of conceptual analyses in the field of the project.

  • Problem-solving capability.

  • Ability to communicate effectively both orally and in writing in both English and French.

  • Ability to prepare high-quality and technically sound reports.

  • Capacity to initiate and implement technical cooperation programmes and activities with IOM, ECA, EU member states, ILO, GCC, and other relevant international partners.

  • Knowledge of UN Joint and bilateral donor programming.

  • Working experience and collaboration with continental and regional social partners’ organizations (Business Africa, OATUU, and ITUC Africa).

  • M&E, follow-up on employment, labour, and social protection policy frameworks, including MS, RECs, and international partners.

  • Ability to work in a multicultural environment.

  • Computer competencies: (Microsoft Word, PowerPoint, Excel, etc.).

Languages

All IOM staff members in all categories are required to be fluent in one of the IOM's official languages (English, French, Spanish).

For this position, fluency in English and French is required (oral and written).

Working knowledge of Portuguese and Kiswahili is an advantage.

Proficiency in language(s) required will be specifically evaluated during the selection process, which may include written and/or oral assessments.

Required Competencies

IOM’s competency framework can be found at this link Competencies will be assessed during the selection process.

Values - all IOM staff members must abide by and demonstrate these five values:

• Inclusion and respect for diversity Respects and promotes individual and cultural differences. Encourages diversity and inclusion.
• Integrity and transparency Maintains high ethical standards and acts in a manner consistent with organizational principles/rules and standards of conduct.
• Professionalism Demonstrates ability to work in a composed, competent, and committed manner and exercises careful judgment in meeting day-to-day challenges.
• Courage Demonstrates willingness to take a stand on issues of importance.
• Empathy Shows compassion for others, makes people feel safe, respected, and fairly treated.

Core Competencies – behavioural indicators Level 3

• Teamwork Develops and promotes effective collaboration within and across units to achieve shared goals and optimize results.
• Delivering results Produces and delivers quality results in a service-oriented and timely manner. Is action-oriented and committed to achieving agreed outcomes.
• Managing and sharing knowledge Continuously seeks to learn, share knowledge, and innovate.
• Accountability Takes ownership for achieving the Organization’s priorities and assumes responsibility for own actions and delegated work.
• Communication Encourages and contributes to clear and open communication. Explains complex matters in an informative, inspiring, and motivational way.

Managerial Competencies – behavioural indicators Level 3, if with direct reports

• Leadership Provides a clear sense of direction, leads by example, and demonstrates the ability to carry out the Organization’s vision. Assists others to realize and develop their leadership and professional potential.
• Empowering others Creates an enabling environment where staff can contribute their best and develop their potential.
• Building Trust Promotes shared values and creates an atmosphere of trust and honesty.
• Strategic thinking and vision Works strategically to realize the Organization’s goals and communicates a clear strategic direction.
• Humility Leads with humility and shows openness to acknowledging own shortcomings.

Notes

Internationally recruited professional staff are required to be mobile. Please refer to this link for guidance on the IOM Job Category. Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation. This selection process may be used to staff similar positions in various duty stations. Recommended candidates will remain eligible to be appointed in a similar position for a period of 24 months.

Appointment will be subject to all clearances, including medical and security, as well as accreditation, any residency or visa requirements. Vacancies close at 23:59 local time in Geneva, Switzerland, on the respective closing date. No late applications will be accepted.

IOM has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and IOM, including sexual exploitation and abuse, harassment, sexual harassment, abuse of authority, and any forms of discrimination. IOM is committed to promote the protection and safeguarding of all children.

IOM conducts reference checks and background verification, including through system-wide databases such as ClearCheck, to help ensure that candidates have no record of misconduct, including on sexual harassment, sexual exploitation and abuse, or fraud. Candidates are expected to uphold these standards and principles at all times.

IOM does not charge any fees at any stage of the recruitment process—whether for application, interview, processing, training, or otherwise—and does not request any information related to bank accounts.

IOM only accepts duly completed applications submitted through the  IOM WAVE system (for internal candidates, link here). The online tool also allows candidates to track the status of their application. Only shortlisted candidates will be contacted. For further information and other job postings, you are welcome to visit our website: IOM Careers and Job Vacancies.