Data Analysis and Visualization Coordinator

FH Ethiopia is a non-governmental organization engaged in relief and development activities. At FH, we operate under a set of guiding principles we call the “The Heartbeat”. This includes our Values, Vision and Purpose, which serve as the explanation of who we are and how we work as organization. Together we follow God’s call responding to human suffering and graduating communities from extreme poverty. FH Ethiopia would like to invite potential candidates to apply for the mentioned position:

Position:                       Data Analysis and Visualization Coordinator (Internal/External)

Duty Station:                Addis Ababa

Duration of Contract: One-year contract, renewable (with 60 working days Probation)

Closing date:               December 3, 2022 

POSITION SUMMARY: 

This position entails regular analysis and visualization of data for Resilient Food Security Activity(RFSA) that to support efficient reporting and adaptive decision-making; He/She will deliver data in useful and appealing ways to users

Principal Responsibilities

Job Level Specifications

⮚ Full agreement with FH’s Christian foundation and beliefs as expressed in the Heartbeat: our Values, Vision, and Purpose.

⮚Humble and willing to support staffs and customers

Education and Experience

⮚ BSc in Software Engineering, Computer Science, Data Science and Computer Engineering or other related fields; a Master’s degree is a plus.

⮚  At least four years of experience working in a complex work environment, preferably in projects related to business intelligence and analytics; Strong data analytics tools such as POWER BI, Excel, R, Python, Tableau; Programming languages skill such as python, Java and C# is preferable;

⮚  Strong statistical background and proven knowledge of statistics for cleaning, analyzing, and exploring statistical data and experience in using statistical software such as SPSS, STATA, MS-Excel and Epi-info,

Supervisory Responsibility

⮚The position has no Supervisory Responsibility.

Language

⮚ Proficiency in spoken and written English language.

Safeguarding Policy

FH strives to provide an environment free from sexual exploitation and abuse and harassment in all places where relief and development programs are implemented. FH holds a zero-tolerance policy against sexual exploitation and abuse and harassment. FH expects its employees to maintain high ethical standards, protect organizational integrity and reputation, and ensure that FH work is carried out in honest and fair methods, in alignment with the FH Heartbeat and safeguarding and associated policies. Violations to stated policies will be subject to corrective action up to and including termination of employment.

Safety & Security Responsibilities

• Each FHE staff member should adhere to all pertinent policies concerning safety and security policy of FH. Lapses in safe conduct can jeopardize the health and welfare of all staff.

• Every FHE staff member has an obligation to learn and understand the security situation where they are located. 

• Each FHE staff member should adhere to all pertinent policies concerning safety and security.  This includes, but not limited to, personal safety, road safety, etc.

• Has a responsibility to become familiar to social, cultural and other associated features of their duty stations;

• Abstains from inappropriate or offensive behavior that can put FHE in a difficult position, impair operations, and jeopardize the health and welfare of all staff of FHE.

• All FHE staff should promotes safe conducts and exercises caution in all work activities; staff should accountable for own personal and professional actions and conduct;

Gender Responsibilities

• Be aware of the stereotypes about women and men’s capacities, and discuss how they influence staff, in assigning responsibility, and in managing resources at unit and organization level.

• Be able to describe how gender issues relate to one’s job responsibilities and how gender equity can be promoted through the execution of those responsibilities.

• Be familiar with the local Gender Focal Point(s), and go to her/him to learn more about gender issues, or when there is a gender grievance or harassment issue to resolve

• Within each project and department, discuss FH’s Gender & Diversity and Sexual Harassment and sexual exploitation Policies, so that all staff are conversant with them.

• Refrain from any comments or gestures that indicate prejudicial views of female staff, especially female supervisors.

• In each Project and Head Office, ask women staff what changes would make it more “gender-friendly”, organization and implement the recommendations