The Aga Khan Foundation, Afghanistan (AKF (Afg)) is an agency of the Aga Khan Development Network (AKDN), a group of international, private, non-denominational development agencies working to improve living conditions and opportunities for people in some of the poorest parts of the developing world. The Network’s organizations have individual mandates that range from the fields of health and education to architecture, rural development and promotion of private-sector enterprise and institutions that seek to empower communities and individuals, usually in disadvantaged circumstances, to improve living conditions and opportunities.

The Aga Khan Foundation (AKF) is a non-denominational international development agency established in 1967 by His Highness the Aga Khan. Its mission is to develop and promote creative solutions to problems that impede social development, primarily in Asia and East Africa. Created as a private, non-profit foundation under Swiss law, it has branches and independent affiliates in 19 countries.
AKF seeks to provide sustainable solutions to long-term problems of poverty, hunger, illiteracy, and ill health. In Afghanistan, AKF works with rural communities in mountainous, remote or resource poor areas to improve quality of life in the areas of natural resource management, market development, governance, education, and health.

POSITION OBJECTIVE
The GRM Coordinator for the EMERGe project will be responsible for establishing and managing a transparent and effective Grievance Redress Mechanism (GRM) to address concerns and complaints from project stakeholders, including microfinance beneficiaries, small enterprises, local communities, and financial institutions. The objective of the role is to ensure that all grievances related to the EMERGe project are handled promptly, fairly, and in alignment with the project's goals of promoting inclusive economic growth and enhancing the resilience of microenterprises and local communities.
The GRM Coordinator will also play a key role in ensuring that the project adheres to international standards for social and environmental safeguards, while fostering trust and open communication between stakeholders and the project team. The position will focus on mitigating risks and ensuring that vulnerable groups, including women, youth, and low-income entrepreneurs, have access to the grievance process and are empowered through the project's implementation.

JOB DUTIES AND RESPONSIBILITIES
Establishment of GRM Framework
•    Develop and implement a comprehensive grievance redress framework in accordance with the World Bank’s Environmental and Social Management Framework (ESMF) and Environmental and Social Standards (ESS), particularly ESS10 on stakeholder engagement.
•    Create clear procedures and guidelines for receiving, processing, and resolving grievances from project stakeholders.

Grievance Management
•    Receive, log, and acknowledge grievances submitted by stakeholders, ensuring that all complaints are tracked in a database.
•    Assess the nature and severity of each grievance, prioritizing those that may have significant impacts on project-affected people or the environment.
•    Coordinate the investigation of grievances and ensure that responses are timely and satisfactory.

Stakeholder Engagement
•    Conduct outreach to inform stakeholders, including communities and beneficiaries, about the GRM process and how to submit grievances.
•    Facilitate community meetings and consultations to promote awareness of the grievance mechanism and gather feedback from stakeholders.
•    Ensure that the GRM is accessible to vulnerable and marginalized groups, providing support in submitting grievances where needed.

Mediation and Conflict Resolution
•    Act as a neutral mediator in resolving disputes between project stakeholders and the project team.
•    Foster dialogue between parties to facilitate amicable resolutions and promote understanding of the project's goals and impacts.

Collaboration with Project Teams
•    Work closely with project managers, environmental and social specialists, and other relevant staff to ensure that grievances related to environmental and social issues are addressed adequately.
•    Ensure that lessons learned from grievances are communicated to project teams for continual improvement of project practices.

Monitoring and Reporting
•    Maintain accurate records of all grievances, including the nature of grievance, actions taken, resolutions achieved, and timelines.
•    Prepare regular reports for project management and the World Bank, summarizing grievance trends, resolutions, and any systemic issues that need to be addressed.
•    Provide feedback and recommendations for improving project operations based on grievance data and stakeholder input.

Capacity Building
•    Train project staff and community representatives on grievance redress processes, emphasizing the importance of transparency, fairness, and responsiveness.
•    Build the capacity of local stakeholders to effectively engage in the GRM process and understand their rights regarding grievance submission.

Compliance and Quality Assurance
•    Ensure that the GRM process is compliant with the World Bank’s policies and local legal requirements regarding stakeholder engagement and grievance handling.
•    Regularly review and update GRM procedures and policies to enhance efficiency and effectiveness based on stakeholder feedback and project changes.
•    To carry out the responsibilities of the role in a way which reflects AKF (Afg)'s commitment to safeguarding staff, beneficiaries and protecting children from harm and abuse in accordance with AKF (Afg)s Safeguarding policy.  
•    To report any suspicions or actual violations of the Safeguarding Policy and/or Child Safeguarding Policy as per the given training.

Awareness and Communication
•    Develop communication materials (e.g., brochures, posters) to disseminate information about the GRM and its processes to the community.
•    Promote transparency in the grievance process by publicly sharing outcomes and lessons learned from grievances and resolutions.

OCCASIONAL SIGNIFICANT DUTIES AND RESPONSIBILITIES
•    NA

JOB SPECIFICATION
•    University degree in environmental engineering, water resources management, social science, or a related field.
•    Knowledge of ESM/GRM system and standards, methods, procedures and policies of the WB and NEPA.  
•    Knowledge of Monitoring and evaluation methods, record keeping and procedures.
•    At least 5 years’ experience in project implementation, environmental and social management, GRM system, Monitoring and Evaluation in reputed international organizations or government.
•    Experience in project management will be considered as an advantage.
•    Fluency in English and local languages. And proficiency in computer applications is required.

REQUIRED CORE COMPETENCIES
•    Strong communication and interpersonal skills to effectively collaborate with stakeholders and team members.
•    Excellent analytical, problem-solving, and decision-making skills.
•    Very good knowledge and experience in conflict resolution and problem-solving in community-driven development contexts.
•    Able to work independently and manage multiple tasks simultaneously.

APPLICATION
Interested applicants should submit their CV along with a cover letter to Jobs.afghanistan@akdn.org no later than 13th November 2024.

Important Notes:
•    Please quote the Vacancy Number as the Subject of the e-mail when applying.
•    No supporting documents (e.g., diplomas, recommendation letters, identification card(s) etc.) are required at this stage.
•    Only short-listed candidates will be contacted for further assessment.
•    Salary scale: Grade C based on NTA Salary scale.

Aga Khan Foundation Afghanistan recruitment and selection procedures reflect our commitment to equal opportunity and safeguarding of children, beneficiaries, partners, community members and employees in accordance with AKF(Afg)’s safeguarding policy.

Female candidates are highly encouraged to apply.

Your details and information shared on this advertisement shall remain confidential.

The Aga Khan Foundation Afghanistan (AKF- Afg) promotes a transparent and equitable recruitment process. We reiterate that all services related to job applications, including processing, seminars, and training programs, are provided free of charge. 

Our official job announcements are posted on the ACBAR website (acbar.org/jobs). Interested candidates are encouraged to submit their applications through our designated email address: jobs.afghanistan@akdn.org. Please note that each job vacancy is assigned a unique identification number for your reference. After you submit your application, you will immediately receive an automatic confirmation acknowledging its receipt.

Aga Khan Foundation - Afghanistan (AKF- Afg) recruitment and selection process reflect our commitment to equal opportunity and protecting children and at-risk adults, beneficiaries, partners, community members and employees from safeguarding violations. We will do everything possible to ensure that only those who are suitable to work with children and at-risk adults are recruited to work for us. In the process of recruitment, selection and appointment AKF (Afg) implement a range of procedures and vetting checks including criminal records disclosures to ensure everyone associated with AKF (Afg) is kept free from harm and abuse is prevented.
 
Protection from Sexual Exploitation Abuse and Harassment (PSEAH) is the responsibility of everyone, and all selected individuals will be required to comply with AKF (Afg)s Safeguarding Policy at all times. 

By sharing your cover letter and resume with AKF (Afg) in response to this job application, applicants consent AKF (Afg) to keep this information on file for Recruitment and Human Resources Management purposes.

We request all job seekers to be attentive and report any instances of individuals or entities claiming to charge fees on behalf of AKF Afghanistan to AKFA.HR@akdn.org. Our commitment to ethical practices ensures that your career aspirations are supported without any financial burden during recruitment.