Vacancies at Save the Children

ROLE PURPOSE: 

As the New Markets Donor Development Manager, you will play a crucial role within the Non-Member Markets Team, focusing on digital fundraising programs in regions where Save the Children does not have a physical office presence. This includes many countries in Eastern Asia, Europe, and the Middle East.

The New Markets Donor Development Manager will drive our existing plans for supporter retention and development. This pivotal role is responsible for engaging with donors to build and nurture relationships, increase engagement, and maximize their lifetime value. You will be responsible for developing the donor development annual and long-term plans and strategies for individual giving,as well as implementing and overseeing all campaigns and activities related to donor development. While the program has been primarily digital in the past, this role will also incorporate telemarketing into the mix of channels. The successful candidate will possess a strong understanding of donor engagement strategies, exceptional communication skills, and the ability to build long-term relationships with donors. As the New Markets Donor Development Manager you will be an expert in donor retention and development, responsible for promoting best practices and innovation. Additionally, you will play a key role in supporting Member offices by sharing best practices from testing conducted in non-member markets.

Working closely with the Global Digital New Markets Specialist and the New Markets Acquisition Manager, you will contribute to our long-term strategy and align with our global organizational goals. This role offers the opportunity to provide input into the program strategy, take a hands-on approach to your work, and collaborate effectively within the team.

The New Markets Donor Development Manager position is part of the Digital Public Engagement Team, an agile team that has been working virtually even before the pandemic. This team provides strategic support and specialist technical guidance to our 27+ Members, primarily located in Asia, Oceania, Europe, and the Americas. The team also focuses on reaching new audiences and engaging with them in non-Member markets, with a special emphasis on key markets.

The New Markets Donor Development Manager will be part of the member offices practitioner communities, the New Markets Donor Development Manager will actively engage in sharing and learning from best practices and case studies among different offices. This position offers a unique opportunity for continuous learning and growth. Through active participation and knowledge exchange within these communities, the manager will contribute significantly to the organization's collective progress and success in donor development.

This is an exceptional opportunity to further develop a wide range of skills and gain valuable experience and knowledge while working in an international and multicultural environment.

EXPERIENCE AND SKILLS

Essential:

• Minimum of 5 years of experience in donor development, fundraising, or related roles, with a demonstrated track record of successfully engaging and stewarding donors.
• Donor Engagement Expertise: In-depth understanding of donor engagement strategies, including digital and telemarketing approaches.
• Experience with CRM systems and data analysis.
• Experience with Marketing Automated tools.
• Communication Skills: Excellent written and verbal communication skills, with the ability to effectively communicate the organization's mission and impact to donors. Strong interpersonal skills to build and maintain relationships with donors and internal stakeholders.
• Strategic Thinking: Proven ability to develop and implement strategic plans and initiatives to achieve donor engagement and fundraising goals.
• Analytical Skills: Proficient in data analysis, with the ability to interpret donor data and generate actionable insights. Experience with data-driven decision-making and A/B testing is a plus.
• Project Management: Strong organizational skills with the ability to manage multiple projects simultaneously, meet deadlines, and prioritize tasks effectively.
• Collaboration and Teamwork: Demonstrated ability to work collaboratively with cross-functional teams and build relationships with internal and external stakeholders.
• Flexibility and Adaptability: Ability to thrive in a fast-paced and changing environment, adapting to new technologies, strategies, and emerging trends in donor engagement.
• Deep knowledge of email marketing and automations. 
• Working knowledge of web development and web analytics 
• Agency management experience. 
• Capacity to build and maintain excellent relations and to work effectively in a multicultural and multi-ethnic environment respecting diversity.
• Fluent in English, additional language skills would be an asset.
• Passion for the Mission: A genuine passion for the mission of Save the Children and a commitment to improving the lives of children worldwide.

Desirable:

• Experience working with Sales Force CRM.
• Experience working with Active Campaign.
• Experience using major web content management systems, especially Drupal.
• Experience working internationally with RaiseNow, PayPal and Stripe.
• Experience with a multi-market programme.
• Experience working with PowerBI.

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SCOPE OF ROLE: 

As a member of the Senior Management Team (SMT) in the Sudan Country office, the Director of Human Resources shares in the overall responsibility for the direction and coordination of the Country Office (CO).  The HR director has ultimate responsibility for all people-based activity within the organization from both an operational and strategic perspective in Matrix structured organization. S/he is involved in many areas, such as resource planning and recruitment, training, managing a variety of employee relation issues and being the first point of contact for all employee related issues. The Director of Human Resources in his/her capacity will be accountable for the provision of effective HR services in both emergencies and development programming contexts. As member of the SMT, the position holder is also expected to play a significant role in ensuring gender equity among staff is maintained across the organization.

Reports to: Country Director

KEY AREAS OF ACCOUNTABILITY:

As a member of the Senior Management Team, contribute to:

• Leadership of the Sudan Country Office
• Support the development of an organisational culture that reflects our dual mandate values, promotes accountability and high performance, encourages a team culture of learning, creativity and innovation, and frees up our people to deliver outstanding results for children and excellent customer service for our members and donors
• Help design and implement a coherent organizational structure that is consistent with agency practices and appropriate to program needs
• Help establish, maintain, and improve active and regular working relationships with: host government authorities, partner agencies including humanitarian and development donors, and local and international NGOs
• Ensure the Sudan Country Office complies with all Save the Children Management Operating Standards and Standard Operating Procedures
• Ensure that all required support is provided promptly, at scale and in line with the rules and principles during emergencies, working closely with the Regional Office
• Work with SMT for creating a diverse and inclusive organization that can better attract and develop the strongest global talent; nurture world class creativity and innovation; and understand and relate to our beneficiaries and their communities

Policies and Procedures

• Supervise the Human Resources function to ensure that advice and support are provided to managers and staff on interpretation and application of policies and procedures and on other HR related matters
• Supervise the development of dual mandate HR practices and processes aligned with the organisation’s overall strategy and SCI MOS to meet the evolving needs of the organisation
• Ensure appropriate and adequate humanitarian HR procedures are detailed in the Country Office Humanitarian Preparedness Plan in order to enable rapid scale up 
• Facilitate the HR aspects (such as deployment mechanisms) of Sudan's Humanitarian Response Team
• Provide ethical oversight and leadership across the Country Office
• Ensure that staff and Save the Children Associates are aware of and adhere to the Child Safeguarding Policies
• Support in establishing goals or principles regarding a staff that is diverse in race, ethnicity, gender, age, and disability and take a leading role to play in implementing the policies and goals. 

Child safeguarding

• Oversee that the organization recruit only representatives who are suited to work with children and to apply strict child safe recruitment practices
• Ensures that everyone associated with the organisation is aware of their obligations and responds appropriately to issues of child abuse and the sexual exploitation of children. 
• Support the Child Safeguarding Manager to ensure the country Offices establish and maintain systems which promote awareness of Child Safeguarding, enable the prevention of harm, facilitate the reporting of and responding to safeguarding concerns.

Staff Recruitment and Retention

• Ensure appropriate recruitment, retention and succession of staff including orientation programmes; design and implementation of compensation and performance management systems relevant for both development and emergencies, and career development for staff 
• Ensure through thorough review that employment terms, conditions and practices are fair, consistent, compliant with labour law and Save the Children human resource policies and best practice, and appropriate to the context
• Prepare terms and conditions of employment and issue all employment and consultancy contracts in compliance with Sudan Labour Law and regional HR best practices
• In collaboration with Director of Finance, ensure maintenance of updated information on staff salaries, allowances and income tax calculations in compliance with current laws and regulations

Performance Management and Staff Development

• Develop a culture of performance management across the organization, where staff are held accountable and rewarded for high performance
• Lead implementation and maintenance of performance management system that is in alignment with organizational goals
• Ensure that performance reviews are conducted regularly by supervisors; provide training and advise to managers on effective implementation of performance management
• Analyse on an ongoing basis the organisational staffing profile and, in conjunction with senior managers, advising on job holder competencies and skills in light of changing contexts and content
• Providing guidance on staff capacity building and in formulating the annual training calendar, and offering expert facilitation of in-house training programs such as performance management workshops and orientation programmes
• Ensure that staff have access to HR guidance on individual development opportunities arising from performance review feedback and personal career development interests
• Monitor and advise on disciplinary matters in accordance with established policies and procedures
• Mediate conflict, grievances and harassment cases

Legal issues Management

• In coordination with Director Risk, Compliance, ensure that the legal advisor delivers a reliable, accurate, timely and well-informed advice to HR Department and the Senior Leadership Team on legal issues and the potential legal implications related to HR/staff. 

Staff Management, Mentorship, and Development – Human Resources

• Ensure appropriate staffing within Human Resources 
• Ensure that all HR staff understand and are able to perform their roles in an emergency
• Manage the HR team; define expectations, provide leadership and technical support as needed, and evaluate direct reports regularly
• Ensure the recruitment, training, and promotion of staff as appropriate and ensure availability of appropriate professional development opportunities for staff
• Incorporate staff development strategies and Performance Management Systems into team building process.  Establish result-based system and follow up
• Manage the performance of all staff in Human Resources work area through: 
• Effective use of the Performance Management System including the establishment of clear, measureable objectives, ongoing feedback, periodic reviews and fair and unbiased evaluations;
• Coaching, mentoring and other developmental opportunities;
• Recognition and rewards for outstanding performance;
• Documentation of performance that is less than satisfactory, with appropriate performance improvements/ work plans

In order to be successful, you will bring/have:

Essential

• Master’s degree in Management, Human Resources Management, Business administration, Social sciences, or other related field from renowned and accredited University 
• 12 years relevant progressive experience out of which 5 years in senior leadership position in a corporate or an NGO environment, including experience in the development of strategic and operational support services plans and their implementation in a professional work environment over a sustained period of time
• Extensive knowledge in designing and implementing HR strategy for the organization, as well as policies and procedures 
• Extensive experience in managing a function in large and complex organization
• Solid experience in capacity building and setting frameworks for staff development;