Senior Engineer

Under the guidance from and direct supervision of the CTA, the Senior Engineer is expected to coordinate and supervise the work of engineers at areas level, engineers at central level and an administrative staff of the LHSP Engineering Unit, Individual Consultants and undertake site visits to ensure proper implementation of works. In this respect, the Senior Engineer is expected to perform the following functions: • Prepare guidelines for the engineers in the areas and central level, according to the standards required by the institutions • Supervise and guide the works of the engineers in the areas • Review technical engineering studies and reports from the areas. • Follow-up technically on the implementation of the identified projects. • Review the reports, BOQs, and TORs prepared by the engineers in the areas. • Monitor the implementation of projects through conducting site visits and following-up with the engineers in the areas. • Prepare the evaluation documents and coordinate with procurement department • Provide technical assistance to the Procurement unit to answer the local and international evaluation committees. • Coordinate with Area managers and the M&E department to provide the required technical and financial details for the project identification. • Coordinate with the M&E department for any technical reporting. • Provide support to the CTA with any technical data requested by the Donor. • Coordinate with the Ministries to get the required technical inputs related to the projects. • Evaluate and assess the performance of the engineering department by the end of each year in order to provide lesson learned and strategy for next year. • Provide quarterly planning and targets for Engineering unit projects/procurements. • Manage and set up strategy for the LHSP Engineering department. • Manage and monitor the Engineering consultant companies to perform their duties. • Coordinate with the Area managers when needed regarding Engineering projects and equipment • Provide technical support for goods through the Engineering department • Perform additional tasks as requested by the CTA and Senior Management

Core

Achieve Results:

LEVEL 2: Scale up solutions and simplifies processes, balances speed and accuracy in doing work

Think Innovatively:

LEVEL 2: Offer new ideas/open to new approaches, demonstrate systemic/integrated thinking

Learn Continuously:

LEVEL 2: Go outside comfort zone, learn from others and support their learning

Adapt with Agility:

LEVEL 2: Adapt processes/approaches to new situations, involve others in change process

Act with Determination:

LEVEL 2: Able to persevere and deal with multiple sources of pressure simultaneously

Engage and Partner:

LEVEL 2: Is facilitator/integrator, bring people together, build/maintain coalitions/partnerships

Enable Diversity and Inclusion:

LEVEL 2: Facilitate conversations to bridge differences, considers in decision making

 

People Management (Insert below standard sentence if the position has direct reports.)

 

Show Managerial Courage:

•Face up to organizational and people problems

•Not be afraid to take decision and action when and as needed

•Not hold back anything that needs to be said, respectfully and diplomatically

•Address conflict in a timely manner, not allow conflicts in teams linger

•Help others through emotional or tense situations, tactfully bringing disagreements into the open and finding solutions all can endorse

Cross-Functional & Technical competencies

Thematic Area

Name

Definition

HR – People strategy and planning

Workforce planning

Knowledge of theories, mechanisms and tools to analyse the current workforce, determine future workforce needs, as they align to the needs of the business, identify the gap between the present capabilities in the workforce and the organizations needs, and design and implement talent acquisition and development solutions so that an organization can have the required capacity to accomplish its mission, goals, and strategic plan

Ethics

Ethical Implications of Policy

Development

Consult on the ethical implications within all policy development and standard setting.

HR – People strategy and planning

Workforce planning

Knowledge of theories, mechanisms and tools to analyse the current workforce, determine future workforce needs, as they align to the needs of the business, identify the gap between the present capabilities in the workforce and the organizations needs, and design and implement talent acquisition and development solutions so that an organization can have the required capacity to accomplish its mission, goals, and strategic plan

Business Management

Results-based Management

Ability to manage programmes and projects with a focus at improved performance and demonstrable results

Business Management

Risk Management

Ability to identify and organize action around mitigating and proactively managing risks

Business Management

Monitoring

 

Ability to provide managers and key stakeholders with regular feedback on the consistency or discrepancy between planned and actual activities and programme performance and results

Business Management

Operations Management

Ability to  effectively plan, organize, and oversee the organization’s business processes in order to convert its assets into the best results in the most efficient manner.

Knowledge of relevant concepts and mechanisms

 

Master’s degree or Bachelor’s degree in Engineering or Engineering Project Management or other related fields.

 At least 5 years with Master’s degree or 7 years with a Bachelor’s degree of progressive experience in the Engineering field working on infrastructure & construction projects, including drafting BOQs, TORs, and drawings and tenders evaluation, and in dealing with contractors and contract compliance