Hub Leadership and Workforce Systems Adviosr

The Hub Leadership & Workforce Systems Advisor provides technical leadership, coordination, and implementation support for strengthening leadership, governance, workforce management, organizational performance, digital Human Resources for Health (HRH) systems, evidence-informed decision-making, institutional capacity, and government stewardship across assigned implementation Hubs. Serving as Jhpiego's principal technical focal person for Leadership and Workforce Systems within the Hub, the Advisor translates national HRH systems strengthening strategies into high-quality implementation across Regional Health Bureaus (RHBs), Zonal Health Departments (ZHDs), Woreda Health Offices (WoHOs), Primary Health Care Units (PHCUs), Primary Hospitals, Higher Education Institutions (HEIs), Professional Associations, Civil Service institutions, and other partner organizations.

The project supports the Government of Ethiopia to strengthen Human Resources for Health (HRH) systems, particularly in underserved and fragile settings where shortages of competent health workers, limited institutional capacity, and weak workforce management systems continue to affect access to quality primary health care. Through strong partnerships with government institutions and local stakeholders, the project strengthens sustainable, country-led HRH systems that improve leadership, workforce performance, institutional effectiveness, digital transformation, and quality of care across PHCUs, hospitals, and community health services. 

The Advisor leads the implementation of activities to strengthen subnational leadership, governance, management, and workforce systems, while institutionalizing data-driven HRH planning, learning, and decision-making. The role complements workforce development efforts by strengthening the institutional and organizational conditions needed for health professionals to perform effectively and deliver quality health services. Working closely with the Hub HRH Coordinator and other Area Implementation Team (AIT) members, the Advisor ensures technically sound, integrated, and evidence-based implementation of leadership and workforce systems interventions across supported institutions.

Duty Station: Hub Office (Mekelle, Semera, Bahir Dar, Jigjiga, Shashemene and Sodo)

Total Number of Position: 6

Technical Leadership and Implementation

• Lead implementation of leadership, workforce systems, and organizational strengthening interventions across the assigned Hub.
• Translate national HRH policies, leadership strategies, workforce management frameworks, and digital HRH initiatives into high-quality regional implementation.
• Coordinate implementation jointly with the Hub HRH Development & Regulation Advisor to ensure integrated delivery of all five strategic project objectives.
• Develop Hub implementation plans and contribute to annual work planning, activity scheduling, and technical prioritization.
• Ensure interventions respond to the leadership, workforce management, and organizational performance needs of PHCUs, Primary Hospitals, WoHOs, HEIs, Regional Health Bureaus, and other supported institutions.
• Ensure implementation complies with national policies, technical guidelines, project implementation plans, and donor requirements.

 Leadership, Governance, and Workforce Systems Strengthening

• Provide technical assistance to strengthen leadership, governance, and workforce management systems across supported government institutions.
• Support leadership development, adaptive leadership, executive coaching, mentoring, succession planning, multidisciplinary teamwork, accountability systems, and organizational culture.
• Strengthen workforce planning, recruitment, deployment, retention, motivation, workload management, workforce continuity planning, and emergency workforce preparedness.
• Support institutionalization of Workload Indicators of Staffing Need (WISN), workforce forecasting, labor market analysis, and evidence-informed workforce optimization.
• Promote performance management systems, leadership scorecards, Balanced Scorecards, supportive supervision, and continuous organizational improvement.
• Strengthen PHCU, hospital, WoHO, and district leadership capacity to improve workforce performance and service quality. 

Digital HRH Systems and Workforce Intelligence

• Support implementation and institutionalization of government-approved digital HRH systems.
• Strengthen implementation and utilization of iHRIS, National Health Workforce Accounts (NHWA), workforce intelligence platforms, HRH dashboards, interoperability initiatives, and workforce analytics.
• Promote routine use of HRH data for workforce planning, deployment, performance monitoring, and evidence-informed decision-making.
• Support digital governance, AI-supported decision-making, and integration of workforce information systems across PHCUs, hospitals, and government institutions.
• Strengthen data quality, HRIS governance, and routine utilization of HRH information for management and policy decisions, including public and private sector workforce data where applicable. 

Evidence Generation, Learning, and Adaptive Management

• Strengthen institutional capacity to generate, analyze, interpret, and utilize HRH evidence.
• Support implementation research, operational research, workforce analytics, policy analysis, evidence-to-policy dialogues, knowledge translation, and implementation science.
• Promote Communities of Practice, peer-learning networks, hub-and-spoke learning models, South-to-South learning, and organizational learning platforms.
• Facilitate quarterly performance reviews, after-action reviews, learning collaboratives, implementation learning, and continuous quality improvement.
• Support development of policy briefs, technical reports, conference presentations, publications, and other knowledge products.

 Organizational Capacity Strengthening and Transition

• Provide technical assistance to government institutions, Professional Associations, Local Implementing Partners, and other stakeholders to strengthen organizational performance and institutional capacity.
• Facilitate organizational capacity assessments (including OSCAR or equivalent tools), institutional strengthening plans, organizational development initiatives, and performance improvement processes.
• Support transition planning, localization, government ownership, technical handover, and long-term sustainability of HRH reforms.
• Promote structured knowledge transfer and institutionalization of leadership, workforce management, and organizational systems within routine government operations.

Technical Quality Assurance

• Ensure consistent technical quality across all assigned interventions through supportive supervision, field mentoring, technical coaching, implementation reviews, and routine monitoring.
• Conduct regular field visits to PHCUs, Primary Hospitals, WoHOs, HEIs, and Regional Health Bureaus to assess implementation quality and provide technical support.
• Monitor implementation fidelity to national guidelines, workforce management standards, project technical packages, and standard operating procedures.
• Strengthen supportive supervision systems, organizational performance reviews, workforce dashboards, quality improvement collaboratives, and accountability mechanisms.
• Identify implementation gaps and coordinate timely corrective actions with government counterparts and project teams.

 Partnership and Government Engagement

• Develop and maintain productive working relationships with RHBs, ZHDs, WoHOs, PHCUs, Primary Hospitals, HEIs, Professional Associations, Civil Service institutions, Local Implementing Partners, Digital Health partners, and development partners.
• Facilitate joint planning, leadership forums, workforce review meetings, technical working groups, organizational learning events, and multisectoral coordination platforms.
• Represent Jhpiego in regional leadership, HRH, and digital health coordination forums, as delegated.
• Promote government leadership, institutional ownership, accountability, localization, and long-term sustainability of project-supported interventions.

 Technical Support to Professional Associations

• Provide day-to-day technical guidance, mentoring, coaching, and implementation support to Professional Association Officers assigned within the Hub.
• Coordinate implementation of Professional Association activities related to leadership development, workforce management, organizational strengthening, digital HRH, quality improvement, and institutional capacity strengthening.
• Review technical deliverables, monitor implementation quality, and ensure consistency with national standards and project priorities.
• Strengthen the organizational and technical capacity of Professional Associations to sustainably support leadership and workforce systems reforms.

 Monitoring, Learning, and Adaptive Management

• Collaborate closely with the Hub MEL Advisor to monitor technical performance, strengthen data quality, verify implementation progress, and support evidence-informed decision-making.
• Monitor project indicators, facilitate adaptive management, and participate in routine performance reviews and implementation research.
• Prepare high-quality technical reports, quarterly progress updates, success stories, case studies, policy briefs, conference abstracts, lessons learned, and other knowledge products.
• Support dissemination of best practices, innovations, and policy-relevant findings through technical forums, publications, and learning events.
• Support documentation of cost-share, implementation achievements, and project results, as appropriate.

 Organizational Support and Representation

• Contribute technical expertise to proposal development, concept notes, technical strategies, and business development initiatives, as requested.
• Support cross-project collaboration and provide technical assistance to other Jhpiego programs when appropriate.
• Promote organizational learning, knowledge sharing, innovation, and continuous improvement across technical teams.
• Model Jhpiego's values through professionalism, integrity, accountability, collaboration, innovation, respect, and excellence.
• Perform other technical duties consistent with the position as assigned.

Salary: Between 16,193 – 23,563 USD per annum. 

Jhpiego offers competitive salaries and a comprehensive employee benefits package.

Please apply at www.jobs-jhpiego.icims.com

Applicants must submit a single document for upload to include: cover letter, resume, and references.

For further information about Jhpiego, visit our website at www.jhpiego.org

Note: The successful candidate selected for this position will be subject to a pre-employment background investigation.

Jhpiego is an Affirmative Action/Equal Opportunity Employer

“Jhpiego, a Johns Hopkins University affiliate, is an equal opportunity employer and does not discriminate on the basis of gender, marital status, pregnancy, race, color, ethnicity, national origin, age, disability, religion, sexual orientation, gender identity or expression, veteran status, other legally protected characteristics or any other occupationally irrelevant criteria. Jhpiego promotes Affirmative Action for minorities, women, individuals who are disabled, and veterans.

EEO is the Law

Application Deadline: October 20, 2026

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