Recrutement

Agrobusiness : les recruteurs subsahariens en mal d’ingénieurs et de directeurs

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Avec le développement du secteur et l’arrivée de nouveaux acteurs, la guerre des talents fait rage dans l’agrobusiness. D’autant plus que certains postes exigent beaucoup de sacrifices.

Directeur d’une plantation située à six heures de Kinshasa, contrôleur de gestion dans un bureau d’Abidjan ou docteur vétérinaire dans un élevage dakarois… Difficile de résumer en trois postes la variété de métiers qu’exploitent les secteurs de l’agrobusiness et de l’agro-industrie en Afrique. Mais ce qui est sûr, c’est qu’ils se développent à mesure que l’urbanisation progresse et que les habitudes alimentaires des Africains se transforment.

Ces évolutions amènent les entreprises à grandir et recruter, d’autant plus qu’elles sont soutenues par des bailleurs de fonds tels que la Banque africaine de développement (BAD) et son « Initiative pour le développement de l’agrobusiness et des agro-industries » (ID3A). Cette dernière s’est donnée pour objectif d’augmenter la part des produits agricoles transformés en « produits différenciés à forte valeur ajoutée, de sorte qu’en 2020, plus de 50 % des produits alimentaires du continent vendus sur les marchés locaux et nationaux soient des produits transformés », indique l’institution dans un rapport.

Les filières à surveiller

L’objectif est ambitieux et doit motiver jeunes diplômés et profils plus expérimentés à s’intéresser aux offres que pourvoient les entreprises du secteur. « Nous recrutions beaucoup de directeurs de domaines, d’usines ou de plantation (banane ou cacao) mais ces offres ont tendance à ralentir », observe Deffa Ka, directrice du cabinet Fed Africa. Selon elles, les postes les plus recherchés actuellement concernent les fonctions support, les achats, ou le juridique. Concernant cette dernière, la recruteuse souligne que « ces activités ont bien souvent des problématiques liées au fonciers ou à l’expropriation qui nécessite ce type de compétences ».

Il y a eu beaucoup de joint-ventures entre planteurs et transformateurs, ce qui découle sur des recrutements de directeurs généraux, directeurs d’usines, directeurs juridiques ou directeurs d’achat »

« Les activités post-récolte non-agricoles de l’économie de l’alimentation telles que la transformation, la logistique et la vente au détail, se développent rapidement. Elles représentent 40 % de la valeur ajoutée du secteur et continueront à prendre de l’ampleur », analysait en 2016, Thomas Allen et Philipp Heinrigs, deux chercheurs de l’OCDE. Ce que confirment l’ensemble des spécialistes interrogés pour cette enquête. « Ces dernières années, il y a eu beaucoup de joint-ventures entre planteurs et transformateurs, notamment en Côte d’Ivoire, au Cameroun, au Ghana, au Liberia et au Sénégal, ce qui découle sur des recrutements de directeurs généraux, directeurs d’usines, directeurs juridiques ou directeurs d’achat », confirme de son côté Deffa Ka.

Des postes de direction difficiles

Certaines positions ne sont pas accessibles à tout le monde. C’est le cas des directeurs de sites tels que des usines ou des plantations : « Neuf fois sur dix, les demandes concernent du travail en site isolé, c’est-à-dire des postes en forêt, plantation, loin des capitales ou grandes villes, explique Igor Rochette, directeur de Michael Page Africa. Cela exclut les candidats parents d’enfants scolarisés et ceux qui ont des besoins médicaux. Il faut également être stable sur le plan psychologique et personnel », poursuit le recruteur.

99 % sont des ingénieurs à la fibre aventurière qui aiment ce mode de vie et ont de grands enfants.

À différence des directeurs de sites miniers qui, en général, sont deux pour occuper un poste en rotation mensuelle, les postes de direction en travail isolé dans l’agrobusiness sont gérés seul et exigent un rythme annuel de cinq mois sur site suivi d’un mois de congés. « Ajoutez à cela la gestion de beaucoup de personnel, de problématiques communautaires ou encore du respect des normes environnementales et des salaires faibles par rapport à l’exigence du poste, nous n’avons pas beaucoup de candidats », détaille Igor Rochette. Selon lui, cette fonction est rémunérée entre 100 000 et 120 000 euros par an contre 250 000 pour un directeur de site minier.

Résultat, le vivier est extrêmement restreint et les candidats connus par tous les spécialistes du recrutement : « 99 % sont des ingénieurs à la fibre aventurière qui aiment ce mode de vie et ont de grands enfants. Nous en connaissons une trentaine pour tout le continent », souligne le dirigeant de Michael Page.

À la recherche d’ingénieurs

Dans une moindre mesure, le cœur de métiers fait face au même problème de pénurie car ils concernent des ingénieurs spécialisés encore trop peu nombreux sur le continent : « Les besoins sont difficiles à combler sur des postes de responsables de production, de maintenance ou de qualité. Et les recrutements prennent du temps », explique Yves Roland Alliman, directeur des ressources humaines d’Olam en Côte d’Ivoire.

Les nouveaux acteurs n’ont pas d’autres choix que d’aller piocher dans la main d’œuvre existante. »

Pour trouver les profils adéquats, ce dernier n’hésite pas à élargir son spectre de recrutement à toute la sous-région. Et la guerre des talents ne fait que commencer : « Beaucoup d’usines se créent en ce moment dans la noix de cajoux. Les nouveaux acteurs n’ont pas d’autres choix que d’aller piocher dans la main d’œuvre existante », regrette le dirigeant d’Olam qui confie s’être fait piquer deux techniciens de maintenance au cours du mois de juin.

En réponse, le spécialiste du négoce et du courtage alimentaire – mais aussi ses concurrents – innove en créant notamment des programmes « jeunes talents », qui visent à repérer les meilleurs jeunes diplômés et leur offrir très tôt une vision assez précise de leurs perspectives d’évolution au sein du groupe. Une bonne manière d’être attractif tout en fidélisant les salariés.

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Job Description

The Global Fund Board is currently seeking health care, public health and development professionals to serve on its independent review body, the Technical Review Panel (TRP).

The Global Fund relies on the TRP to ensure that its investments in country programs are strategically focused, technically sound and aligned to the 2023-2028 Global Fund’s Strategy: Fighting Pandemics and Building a Healthier and More Equitable World . The primary role of the TRP is to review funding requests received by the Global Fund in line with review criteria approved by the Board’s Strategy Committee.

We are looking for experts with recent work experience in one or more of the following primary areas of expertise in Global Fund implementer countries:

  • HIV
  • TB
  • Malaria
  • Resilient and sustainable systems for health
  • Equity, human rights and gender equality, including community leadership
  • Health financing and sustainability
  • Pandemic preparedness and response

The Global Fund’s new strategy includes an evolving objective of contributing to pandemic preparedness and response. Consequently, the Global fund invites applications from candidates with expertise in pandemic preparedness who have an understanding of HIV, TB and malaria.

In addition to the core technical expertise in the above areas, the TRP also seeks individuals with cross-cutting experience in the following:

  • Program design, implementation and management of integrated, people-centered health services
  • Monitoring and evaluation
  • Innovative health approaches
  • Prevention from sexual exploitation, abuse and harassment
  • Challenging operating environments

All applicants should be experts in their area and possess country-level experience in designing, implementing, managing, advising and/or assessing HIV, TB and malaria programs and/or broader public health and/or rights-based programs. The Global Fund looks for experience across a range of countries and implementation contexts, including challenging operating environments.

Applicants should have at least 10 years of relevant work experience and strong academic credentials, minimum of a master’s level degree or equivalent professional training or accreditation, related to at least one of these expertise areas.

The Global Fund is looking for candidates who reflect the diversity of gender, race, sexuality, disability, nationality and geographical regions of Global Fund implementer countries.

REQUIRED SKILLS OF TRP MEMBERS

The work of the TRP includes in-depth review of complex technical and programmatic documents, as well as drafting detailed assessment and recommendations.

TRP candidates should have demonstrable experience, understanding, and knowledge of one or more of the following:

  • Latest scientific evidence, up-to-date international guidelines and normative guidance, including new developments, approaches and technologies for addressing HIV, TB or malaria.
  • Building people-centered, integrated resilient and sustainable systems for health, community systems strengthening; community-based and -led responses, and pandemic preparedness.
  • Gender equality, human rights and equity, including inequities related to race, ethnicity and indigenous background, engagement and leadership of most affected communities, notably people living with and/or affected by HIV, TB and/or malaria including programs for key and vulnerable populations.
  • Strengthening health policies, strategy, governance; planning and procurement capacity, storage and distribution; health product information systems implementation and use; national regulatory and quality assurance systems; avoidance, reduction and management of healthcare waste; and health product management financing and workforce capacity development.
  • Developing and review of costed and prioritized national strategic plans or investment cases, and experience in strategic investment for highest impact and sustainability in resource limited settings.
  • Sustainability and transition, value for money, innovative financing mechanisms, partnerships, health finance, and market-shaping, including models of payment for results.
  • Developing, implementing, managing, evaluating and/or reviewing programs at the country and/or regional level.

TRP candidates should be able to demonstrate that they have the skills, aptitude and experience to carry out the work of the TRP including:

  • Interpreting programmatic results building on previous programs and investments to inform strategic decision making, including assessing: strategic focus; appropriate mix of interventions and choices on prioritization for maximum impact in different contexts; program quality, effectiveness and efficiency; development of effective strategies to (i) address health and community systems and service delivery challenges, (ii) build sustainability and prepare for donor transition and (iii) improve yield in programmatic results.
  • Reviewing funding requests and associated documentation presented in English and communicating effectively in English, including writing review outcomes, presenting complex results, lessons learned and recommendations to key stakeholders including government, technical and development partners, community and civil society at national, regional and global levels.

COMPETENCIES

Core competencies include:

  • An in-depth understanding of and personal commitment to the Global Fund principles, core values and mission
  • High-level judgment in complex situations
  • Recognized leader with capability of acting as a representative of a review panel in partnerships and governing bodies
  • Interpersonal skills, notably working respectfully with people from diverse backgrounds
  • Proven ability to work independently as well as in a multicultural team and understanding of cultural contexts, including in relation to racial, ethnic, or indigenous identities
  • Diplomatic, with policymaking and strategy skills
  • Proven communication skills, namely the ability to articulate and communicate complex results and lessons learned effectively to key Global Fund stakeholders
  • High ethical standards
  • Ability to adapt to changes
  • Strong analytical skills, including knowledge synthesis
  • Proven ability to translate evidence into policy

AVAILABILITY AND TIME COMMITMENT

Annually, the TRP may convene up to 4 review meetings each over a period of 7 to 14 days; and meetings could be in-person in Geneva, Switzerland (requiring full day engagement) or remote (requiring half day engagement) over the meeting period. Following review meetings, whether in person or virtual, members also engage via email to finalize TRP review reports. In addition to review meetings, TRP members may also be called upon to provide inputs to the Global Fund in the context of TRP working groups.

RECRUITMENT PROCESS

The TRP is replenished every three years to align with the Global Fund’s three-year allocation periods. The recruitment and selection of TRP members is managed by the Global Fund Board’s Strategy Committee using an open, transparent, and criteria-based process, through a public call for applications. The selection process consists of the following steps: longlist screening, shortlisting panel reviews, and final decision by the Strategy Committee. All applicants will be informed of the outcome of their application in January 2023.

WHO CAN APPLY

The Global Fund invites applications from experts worldwide. The following individuals are ineligible to apply:

  • Employees of the Global Fund Secretariat
  • Members of Global Fund Country Coordinating Mechanisms

Members of the following Global Fund bodies will need to step down from their roles in these governance structures if selected to serve on the TRP:

  • Members of the Global Fund Board, including Alternates, Constituency Focal Points, and standing committee members, and individuals who participate in Board or Committee meetings as part of constituency delegations
  • Members of the Global Fund’s Strategy Committee or Grant Approvals Committees, including Alternates

Please note that employees of the Global Fund’s technical partners are eligible to apply to serve on the TRP. If selected to serve on the TRP, members will fill out an annual declaration of interest form and as needed will recuse themselves from reviewing funding requests where they have an actual or potential conflict of interest.

HOW TO APPLY

Apply for the Technical Review Panel HERE no later than Sunday 24 July 2022.

In exceptional circumstances only – for example, if you are unable to submit an online application due to limited internet connectivity – please download a copy of the application form available HERE and submit the completed form and your CV to TRPrecruitment@devex.com and TRPrecruitment@theglobalfund.org.

THE GLOBAL FUND’S PRINCIPLES AND VALUES

The Global Fund was created in 2002 to raise, invest and manage funds to respond to three of the deadliest infectious diseases, HIV, TB and malaria.

The work of the Global Fund is based upon four principles – partnership, country-ownership, performance-based financing, and transparency – empowering implementers to lead the response to the three diseases, with support from a diverse range of partners in the health sector.

The Global Fund values and celebrates diversity and is committed to creating a working environment based on trust, mutual respect, dignity and equal opportunity in all its employment and management practices, policies, regulations and procedures.

ADDITIONAL RESOURCES

To learn more about the TRP, please see:

ABOUT THE ORGANIZATION

The Global Fund to Fight AIDS, Tuberculosis and Malaria was created to dramatically increase resources to fight three of the world's most devastating diseases, and to direct those resources to areas of greatest need. As a partnership between governments, civil society, the private sector and affected communities, the Global Fund represents an innovative approach to international health financing. Global Fund's General Principles The Global Fund was founded on a set of principles (these are fully described in the Global Fund's Framework Document) that guides everything we do - from governance to grant-making: * Operate as a financial instrument, not an implementing entity. * Make available and leverage additional financial resources. * Support programs that reflect national ownership. * Operate in a balanced manner in terms of different regions, diseases and interventions. * Pursue an integrated and balanced approach to prevention and treatment. * Evaluate proposals through independent review processes. * Establish a simplified, rapid and innovative grant-making process and operate transparently, with accountability. Operate as a financial instrument, not an implementing entity. The Global Fund's purpose is to attract, manage and disburse resources to fight AIDS, TB and malaria. We do not implement programs directly, relying instead on the knowledge of local experts. As a financing mechanism, the Global Fund works closely with other multilateral and bilateral organizations involved in health and development issues to ensure that newly funded programs are coordinated with existing ones. In many cases, these partners participate in local Country Coordinating Mechanisms, providing important technical assistance during the development of proposals and implementation of programs. The Global Fund is committed to relying on existing financial management, monitoring and reporting systems, where possible.

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