Executive Director

---

Job Description

The Women’s Fund Fiji is an empathetic and adaptive feminist fund working to influence and mobilise financial and non-financial resources for feminist and women’s rights organisations and movements, so they can progress the human rights of women, girls, and gender non-conforming people in Fiji. We are relevant, effective and demonstrate value for money, adaptive and flexible, proud of our high-capacity team, effective in our dual approach to funding, capacity development and movement building, and reaching rural and remote communities. We will address the problem of the unequal flow of financial and non-financial resources from donors, funders, power holders and decision makers to feminist and women’s organisations and movements in Fiji.

The Executive Director is responsible for the leadership, management and overall operational activities of the Fund. The role identifies and responds to opportunities, risks and challenges that arise within the women’s movement in Fiji. In addition, will establish and maintain relationships with other relevant donors, private sector and government activities in Fiji to identify opportunities for collaboration. S/he reports to the Board of Trustees through the governance board with functional reporting to the grants committee.

Outcomes

Organisational Stakeholders
1. A strategically focused organisation
Strategic Plan facilitated and implemented                 A robust and timely three-year strategic planning process ensured, identifying and evaluating strategic options for growth Annual rolling review of the strategic plan is implemented with the Board Corrective measures conducted and implemented, including recommendations where required  Mandated activities are focused on the core business  Continuous stakeholder engagement and advocacy supports financial growth and organisational sustainability and targeted thematic areas in mandated activities Commercial viability managed - current and future Funding secured from donors, private sector, and local philanthropy Funding meets financial goals over time Overall long-term organisational plans devised/reviewed and implemented                               Plans and programmes promoted and accepted by the Board Monitoring and evaluation plan implemented to ensure the intended and desirable results from plans and programmes
2. Effective & Efficient Resource Mobilisation Ensured
Securing of core funding from potential donors ensured Ascertain minimum funding required to ensure the sustainability of the core function of the fund Ensure programs and activities undertaken by WFF are self-funding Cost-effective ways to provide required support to stakeholders explored and applied where necessary Budget advocacy and monitoring based on policy needs ensured Accountability through monitoring and legislative, programmatic and resourcing progress Regular and ad hoc financial reports provided to relevant stakeholders in a timely manner Financial analysis undertaken and report presented to aid decision making ensured
3. Effective Partnerships for Inclusion established
Women's empowerment and gender equality across all relevant regional and national development initiatives achieved with robust partnerships and inclusion Focus ensured on Climate justice and humanitarian action, aid and philanthropy, women's economic empowerment (WEE), ending violence against women (EVAW), women's leadership and decision making (WLDM), and strengthening women's groups and coalitions for change (WCC) Important thematic areas advocated and followed through, including, but not limited to, women living in rural and remote locations and those who are marginalised, access to justice, health, employment, inclusive sports, women with disabilities. Increasing awareness of WFF profile ensured  Effective and impactful networking with organisations Reviewing and disseminating information to civil society organisations (CSO’s), regional organisations, development organisations and partners, donor agencies, private sector, and government
4. Inclusive, Responsive and Sustainable WFF maintained
Support provided to the strengthening and advocacy of an inclusive and diverse Women's movement in Fiji Collaboration with partners ensures regional and national stakeholders have access to data and information to build compliance and inclusive policies and programs Data collected and analysed for advocacy in relation to capacity development and support for women's rights movements Assessment of financial data and human resources for implementation of policies Data includes costing and financial gap analysis Relevant stakeholders and organisations or networks supported by the Fund are supported (knowledge, skills, resources and relationships) to contribute to transformative change that improves women’s lives in Fiji
5. Management and Leadership of WFF
Annual work plan and budget (need to consider the format of this to meet donor requirements) prepared and presented     Workplan/budget format meets donor requirements    The funds partnerships/networks and core outcomes continuously improved and refined to meet international/regional standards Ensuring partnerships and focus on thematic areas Activity/programme deliverables needs to be continuously refined Organisation's policy and procedure framework maintained and realigned as and when required Assets of the organisation maximised through prudent investment opportunities WFF is represented in regional and international workshops, conferences, meetings, etc. WFF is represented to stakeholders from various organisations throughout Fiji and globally Establish and maintain harmonious and effective stakeholder relationships Build relationships with potential contributors to the Fund Effective internal management of the organisation is supported including but not limited to: Technology, compliance, internal policies and procedures, etc.  A positive organisational image and public relations monitored and maintained Robust communications strategy promoting gender justice and women rights Leadership provided on the development, implementation and annual review of the fund's communications strategy Effective communication policies and protocols are developed and implemented Ensure effective engagement with service providers to communicate the Fund and its partners' achievements and learning in promoting gender equality in Fiji
6. Robust Human Capital Management ensured
A succession planning framework for key positions established, implemented and monitored Human capital management policy framework is developed, implemented and continuously strengthened in alignment with relevant laws and regulations Efficiency and productivity of the funds employees is maintained and sustained An effective performance management system is in place supporting continuous improvement, good leadership, and excellent organisational communication. Staff developed through the identification of training needs and opportunities Mentoring and upskilling is ensured Employees are supported and motivated through organisational systems and programs
7. Well-informed Board of Trustees and stakeholders supports informed decision-making
Board of Trustees reporting on financial performance, mandated activities, programmes and activities provided in a timely manner Sound advice provided to the Board of Trustees includes but is not limited to organisation policies, regulatory compliance and good governance Operations and administration of the Board of Trustees is effectively supported Board of Trustees is provided with papers, information, meeting agendas in a complete timely fashion Board of Trustees Chair is kept fully informed of key developments between Board meetings Stakeholder management between Board of Trustees, organisations, community and stakeholders is effective and productive Corporate risk monitoring reports are accurate and timely
8. WFF's reputation and value standards demonstrated and promoted
Teamwork is encouraged and promoted for the benefit of WFF Team members are encouraged and supported to uphold WFF reputation and value standards

Responsibilities - Critical Competencies

Competence	Description
Business
Strategic Development	Establish the strategic direction and steer the organisation towards its goals
Business Performance	Manage the performance of the organisation.
Risk Management	Analyse and manage risk.
Change Management	Implement and manage changing situations resulting from a change in strategic/business.
Planning	Deliver results by developing, reviewing or following a work plan, action plan or operational plan.
Resource Management	Deliver results through the efficient and effective allocation and use of supplies , equipment and people.
Information Analysis	Make informed decisions by collecting and interpreting data and information
Communication	Exchange information through verbal communication
Customer
Customer Commitment	Demonstrate a commitment to customer service - both internal and external customers.
Promotion	Promote the value of the products/services offered by the organisation.
Commercial Focus	Optimize the commercial viability of the organisation.
Relationship Building	Build beneficial relationships with suppliers and stakeholders.
Quality Focus	Deliver quality.
Social and Cultural Awareness	Respond respectfully and effectively to people of different cultural and social backgrounds.
People
Leadership	Utilise a leadership position to influence people and events and to increase performance.
Problem Solving	Develop practical solutions to a situation.
Negotiation	Reach agreement through discussion and compromise.
Innovation	Use original and creative thinking to make improvements and/or develop and initiate new approaches.
Professional
Technical Strength	Demonstrate knowledge of a specialist discipline.
Financial Application	Apply financial principles and practices.

Qualifications

Qualification	Discipline	Notes
Preferred
Higher Degree incl. Post Grad Cert or Dip	Business and Management, Social Science, Development Studies, Gender Studies
Desirable
Masters Degree	Business Administration, Development Studies, Humanities / Social Science

Work Knowledge and Experience

1. Demonstrated experience in strategic planning, human capital management, organisational leadership and development
2. Excellent communication, interpersonal and influencing skills to build strong relationships, foster stakeholder engagement, create new partnerships and drive a culture of inclusivity and continuous development
3. Demonstrated experience in policy development and implementation as well as Monitoring and evaluation experience
4. A minimum of ten years’ professional experience in development assistance with a focus on grants management in gender equality and women’s empowerment or civil society strengthening
5. Understanding of gender equality and women’s empowerment issues in Fiji
6. Experience working with/for civil society organisations, in particular women’s organisations and groups
7. Demonstrated experience coordinating multiple activities. Experience in high level stakeholder engagement and relationship building with strong political and personal awareness. Experience leading cross-cultural multi-disciplinary teams in complex working environments
8. High level communication skills, both verbal and written and advanced computing skills in word processing and excel spreadsheet

Requirements

Language Proficiency
Excellent command of written and spoken English
Professional Associations
Membership of appropriate Professional Institution
Regulatory Compliance Requirements
Police Clearance
Relevant certifications, registrations, and licenses may be required.

Interactions

Interaction	Comments
Internal
All Staff
Management Team
Board of Trustees
Govenance Board
Grants Committee
External
Partners/Grantees
Relevant Stakeholders
Donors/Funders

Attributes

Attribute	Definition
Behavioural Styles
Accountable	Assumes full responsibility for own actions and identifies with the success or failure of own part of the overall work/goal.
Innovative	Devises new and creative ways to do things comes up with original ideas.
Resilient	Cope positively with stress and catastrophe. Bounces back from setbacks, mistakes or misfortunes.
Energetic	Constantly active and driven to put in effort. Works hard to promote an enterprise.
Integrity	Adherence to moral and ethical principles; soundness of moral character; honesty.
Interpersonal Styles
Forthright	Speaks out frankly without hesitation, showing a direct manner.
Perceptive	Shows keen insight and understanding of issues or situations.
Realistic	Shows concern for facts and reality, rejecting the impractical.
Thinking Styles
Decisive	Reaches conclusions, promptly and firmly.
Numerate	Shows abilities in quantitative thought and expression.
Well organised	Controls tasks in a well thought out and critical manner.
Challenger	Queries, tests information/beliefs and provokes thought.
Holistic thinker	Considers issues/situations as a whole rather than analysing or dissecting the parts.