Associate Director, Head, Inclusive Infrastructure, Gender & Economic Inclusion

Purpose of Job

The Associate Director, Head of Inclusive Infrastructure, is a member of the Gender & Economic Inclusion (G&EI) department within the Policy Strategy Delivery (PSD) department of the Bank. G&EI’s objective is to implement both the Bank’s Strategy for the Promotion of Gender Equality (SPGE) and its Equality of Opportunity Strategy (EOS). In this context, it leads the design and delivery of one of the Bank’s three strategic priority areas and supports the implementation of the Bank’s mandate to promote transition in the EBRD’s countries of operations (COOs).

Working in close cooperation with teams across the wider Vice Presidency for Policy and Partnerships (VP3), and in close coordination with banking and other teams (Credit, ESD, OGC) the post holder designs and implements complex projects that achieve high gender and human capital/inclusive impact across infrastructure sectors. In addition, the Associate Director, Head of Inclusive Infrastructure is responsible for the assessment of gender and human capital specific reform challenges across the COOs in relation to their specific thematic priority area, which are used to identify operational priorities in relevant sector and country strategies and to focus policy dialogue efforts. Designs and leads policy dialogue with other key players in the region – governments, regulators, the private sector and other international financial institutions – to advise on reforms and help coordinate policy, technical and financial assistance.

The Associate Director will also perform a regional coordination role for GEI activities across the North Africa and MENA region, as well as Sub-Saharan Africa. The Associate Director has direct managerial responsibility for other G&EI staff members at Principal, Associate or, Analyst levels, as well as potentially interns and IPPs working in G&EI. The size of the team varies by thematic priority area but ranges between 5 and 15 professionals.

Accountabilities & Responsibilities

• In line with the Strategy for the Promotion of Gender Equality (SPGE) and the Equality of Opportunity Strategy (EOS), designs and delivers the more complex or high-profile investment projects and TCs for their impact on gender and human capital and manages all operations in this context within GEI through engagement with Banking project teams and due diligence visits to the region;
• As part of the Bank’s Scorecard, accountable in their area of responsibility for (i) the development and delivery of inclusion and gender policy objectives; (ii) designing and managing transition-related TCs; and (iii) contributing to country diagnostics and leading the assessment of sector transition gaps for the annual Assessment of Transition Challenges.;
• In line with the Bank’s Transition mandate, designs and delivers complex investment projects and TCs for their impact on transition and monitors the sector portfolio for transition performance, through engagement with Banking project teams and due diligence visits to the region;
• Ensures the integration of gender mainstreaming across the Bank’s operations in relation to the thematic priority in line with the Bank’s gender SMART process.
• Responsible for coordinating briefing notes and presentations for VP3 senior management’s (VP, MD and Directors) contributions to ExCom, SP Com, EqCom and RiskCom’s deliberations; responsible for the preparation of project briefing material for high level meetings, Board, DAQs, etc in own area of expertise.
• Monitors and assesses reform needs and progress in relation to gender and inclusion across the Bank’s countries of operation; identifies potential improvements and designs and leads policy dialogue discussions with governments, regulators, the private sector and other international financial institutions.
• Represents the Bank at high-level fora (conferences, dialogues with IFI counterparts, government officials, think tanks, etc.) to develop and spread best practices on gender and inclusion.
• Develops and leads in cooperation with Banking and other Bank departments on inclusion and gender policy dialogue activities, including policy seminars, policy notes, participation in high level conferences and policy dialogue discussions with ministries, regulators, the private sector and other international financial institutions

• Manages a team of 5 – 15 principals, associates, analysts and, at times, interns, by allocating areas of responsibility and specific tasks, as required, providing overall direction, professional guidance and advice, as well as coordination and development support to the team. Directly accountable for the engagement and effective overall management of the team, including recruitment, compensation (as agreed with the Director G&EI), performance management, coaching and development.
• Champion and role model the Bank’s Behavioural Competencies and Corporate Behaviours, ensuring adherence within the team(s) so that the highest standards of integrity and ethical conduct are exhibited at all times

Qualifications & Skills / Experience & Knowledge

• Strong leadership, extensive human capital and gender knowledge with a specific focus on the thematic priority (inclusive infrastructure); relevant professional/work experience, gained for example through employment in an international organisation, relevant governmental institution, consultancy/company, think tank or academia.
• A postgraduate degree in economics or relevant social sciences, or related field from a leading university.
• Experience in effective project design and implementation
• Strong communication skills.
• Proven analytical skills.
• Proven experience in stakeholder engagement and strong track record of applying inclusion and gender policy analysis to operational strategy and policy making, including policy dialogue with senior officials and ministers.
• Excellent written and oral communication skills in English, at the standard required for professional publication and official documents.
• Very strong interpersonal skills.
• Proven ability to manage and mentor junior level teams  
• Experience in the North Africa / MENA region (SEMED), and Sub-Saharan Africa is a strong advantage, familiarity with other parts of the EBRD region is helpful
• Knowledge of one or more languages of the MENA/SSA region would also be a strong advantage.

What is it like to work at the EBRD?

Our agile and innovative approach is what makes life at the EBRD a unique experience! You will be part of a pioneering and diverse international organisation, and use your talents to make a real difference to people's lives and help shape the future of the regions we invest in. 

The EBRD environment provides you with:

• Varied, stimulating and engaging work that gives you an opportunity to interact with a wide range of experts in the financial, political, public and private sectors across the regions we invest in;
• A working culture that embraces inclusion and celebrates diversity;
• An environment that places sustainability, equality and digital  transformation at the heart of what we do.

Diversity is one of the Bank’s core values which are at the heart of everything it does.  A diverse workforce with the right knowledge and skills enables connection with our clients, brings pioneering ideas, energy and innovation. The EBRD staff is characterised by its rich diversity of nationalities, cultures and opinions and we aim to sustain and build on this strength. As such, the EBRD seeks to ensure that everyone is treated with respect and given equal opportunities and works in an inclusive environment. The EBRD encourages all qualified candidates who are nationals of the EBRD member countries to apply regardless of their racial, ethnic, religious and cultural background, gender, sexual orientation or disabilities.  As an inclusive employer, we promote flexible working and expecting our employee to attend the office 50% of their working time.

Please note, that due to the high volume of applications received, we regret to inform you that we are unable to provide detailed feedback to candidates who have not been shortlisted (for further consideration).