MEAL Manager

Bujumbura, Burundi
International Programs – Operations /
Regular, Full-time /
World Relief is a global Christian humanitarian organization that is fighting for change that lasts, right here in the U.S. and across the globe. We bring sustainable solutions to the world’s greatest problems – disasters, extreme poverty, violence, oppression, and mass displacement. The organization is approximately 75 years old and has worked in over 100 countries around the world since its founding.
In the United States, we come alongside local churches, community organizations and hundreds of individual volunteers to support newly arriving refugee and other immigrant families. Today, we are proud to partner with over 6,000 local churches, and 95,000 volunteers globally to bring hope, healing and transformation to the most vulnerable.

Are you a person of compassion? An advocate for justice? Someone who stands up for the rights of the vulnerable and speaks out for the marginalized, the exploited and the forgotten?  Do you believe in our calling as Christians to welcome the least of these and love our neighbor?

If you answered ‘yes’, to any of the above, World Relief, and millions of people around the world need you.

The MEAL Manager will be responsible for providing leadership in developing and implementing a MEAL framework ensuring that WRB has a functional MEAL system that enable tracking and documentation of results. The role will be key in establishing and promoting program quality and innovation through developing and improving monitoring, evaluation, impact assessment and learning methodologies; capacity building, technical advice and knowledge sharing. The MEAL Manager will thus work with all programs and MEAL staff to incorporate innovation, best practices, and lessons learnt for improvement of program quality.

Role & Responsibilities

    • Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

    • Strategic Leadership
    • Provide strategic leadership to MEAL activities, developing and delivering the MEAL component of the strategic and annual plans. 
    • Establish and promote the use of M&E practices to ensure that WRB: informed on the extent to which program activities are affecting the lives of the targeted populations
    • Generates and shares evidence-based knowledge on the positive and negative impact that our program interventions are having over the communities where WRB works
    • Receives feedback from our staff, partners, program participants, and that feedback effectively informs and signals areas where strategic attention is required

    • Program Design and Quality
    • Lead the development and implementation of a MEAL strategy for WRB ensuring that there are systems, structures and capacity to meet all MEAL deliverables
    • Lead on implementation and integration of results and quality monitoring systems at various levels of program implementation
    • Lead and facilitate implementation of a data management approach that ensures access and utilization of data for decision-making, accountability and continuous improvement of our programming
    • Lead and foster learning based on best practices, lessons and feedback captured from program participants to influence and guide the design and implementation of programs
    • Ensure smooth integration of program quality and accountability into programs 

    • Assessment, Monitoring and Evaluation 
    • Lead on measuring achievement and progress toward program goals and results and share the information with relevant staff to ensure high standard of programming
    • Ensure that all projects/programs fully integrate MEAL with robust monitoring plans, data collections tools, baselines, evaluations, quality benchmarks and accountability systems
    • Lead in the management of information systems, such as the development of required formats, key indicators, needs assessments and frameworks for evaluation 
    • Coordinate external program/project evaluations and strategic research, identifying and coordinating resources required to enable the evaluations
    • Manage the dissemination of results from evaluations and other research to different audiences using appropriate channels/methodology such as briefers, written reports, bulletins and presentations
    • Ensure accountability systems are established engaging beneficiaries and stakeholders in evaluations, impact assessments and research 

    • Knowledge Management and Learning
    • Develop frameworks to integrate impact assessment, learning and knowledge management into the program and project cycle; including developing and improving frameworks for regular project/program reviews and participatory impact assessments 
    • Work with M&E Assistants and other Programs Managers to define a learning agenda and implement mechanisms that allow reflection and learning between and cross teams 
    • Coordinate program research, including the collection and analysis of data 
    • Provide evidence-based information and analysis to enable staff engaging in relevant fora
    • Contribute to actively disseminating and communicating program findings and research outcomes widely – to Government, donors and other humanitarian and development actors
    • Bring together data and findings from across projects to form a coherent basis for analysis of program performance and impact to promote learning 

    • Planning and Reporting
    • Working with senior management, project managers, and other departments, coordinate the strategic and annual country planning and reporting processes ensuring a participatory process 

    • Staff Management
    • Manage repartees; define expectations, provide leadership and technical support as needed, and evaluate direct reports regularly
    • Ensure the recruitment, training, and promotion of staff as appropriate and ensure availability of appropriate professional development opportunities for staff
    • Manage the performance of all repartees through: 
    • Effective use of the performance management system including establishment of measurable objectives, periodic reviews and fair and unbiased evaluations.
    • Coaching, mentoring and other developmental opportunities.
    • Recognition and Documentation of performance, with appropriate performance improvements plans 

    • Complaints and Feedback Mechanism
    • As Accountability Focal Point, the MEAL Manager is responsible to:  Compliance
    • Oversee a robust, responsive Complaints & Feedback Mechanism by ensuring compliance (including due diligence for partners) with WR’s CFM Policy and Procedures.
    • Contribute to creating a culture committed to the safeguarding of children and adults and compliant to WR’s CFM and Safeguarding policies.
    • In coordination with the HR Department, ensure all staff fully understand and comply with WR’s safeguarding policies, Code of Conduct, PSEAH policy and CFM.
    • Together with the CFM Committee, update and improve the standards and processes for handling complaints and feedback.
    • Train staff on CFM policy and procedures and ensure effective implementation Raise awareness & consult with community
    • Ensure relevant program staff facilitate participatory development of CFM
    • Facilitate awareness raising in local communities on their rights and entitlements
    • Provide support in community consultations, monitoring complaints and providing feedback to complainants and communities Communicate & disseminate the CFM to community and partners
    • Confirm programs coordinate community awareness on CFMs in place
    • Ensure communication materials on how the mechanism can be accessed and the scope of issues it can address are developed, disseminated and reviewed Set up & maintain CFM
    • It is the responsibility of the MEAL team to ensure all complaint channels (hotlines, SMS, complaint boxes, service desks) are available, operative, and responsive at all Offices, centers, and locations. The focal point will support and verify as needed.
    • Make appropriate recommendations to management on enhancing prevention strategies. This could include collecting and analyzing information on actual/potential risk factors for vulnerability to sexual exploitation and abuse and elaborating measures to address them.
    • Receive all relevant complaints and ensure they are managed according to the CFM Procedures and Guidance
    • Manage complaints phone line and email, if applicable
    • Receive in person complaints in office   
    • Manage complaints handling processes ensuring that response is provided to complainants and ensure monitoring of the functionality of CFMs in-country.
    • In coordination with relevant WR staff, manage complaints in a timely, fair and appropriate manner that prioritizes the safety of the complainant and those affected at all stages.
    • Refer the complaints, feedback, and requests for support to the relevant staff member/ CFM Committee, and track the completion and closure of each complaint, ensuring protection and confidentiality of complainants.
    • Provide support in handling, following up and documenting the complaint
    • Immediately refer complainants to the victim assistance in collaboration with the HO AFP
    • Establishing, and improving existing referral pathways where needed, and ensuring constant development and progress (in coordination with MEAL staff)
    • Identify main bottlenecks for the reduction of response and feedback time for complaints.

    • Communication
    • Ensure you are known in the office and your contact information is available
    • Follow up on how the complaint is handled and ensure the complainant receives feedback on how the complaint is being addressed
    • Communicate outcomes of an investigation to the complainant(s)

    • Documentation & Reporting 
    • Responsible for ensuring that cases and lessons learned are documented in the CFM database
    • In consultation with the CFM Committee, the focal points are responsible for reporting quarterly to the senior management team on the CFM. This will also include the creation of the annual complaints report (summary of the number and type of complaints, along with relevant information about how the complaint was handled and what lessons have been learned). 

    • Support & Resources:
    • WR CFM Policy
    • WR CFM Procedures and Guidance 
    • Upon appointment the focal point should undergo specific refresher training on complaints handling, Core Humanitarian Standards and WR’s CFM policy and procedures.
    • Accountability Focal Point works closely with the HO Accountability Focal Point and MEAL Director, with dotted line reporting to the HO Accountability Focal Point.

Knowledge, Skills, & Abilities

    • 5 years at senior officer level; or 3 years at manager level in a busy organization preferably an INGO
    • Project management skills in humanitarian settings
    • Demonstrable data analysis skills 
    • Significant experience working in MEAL roles, with solid experience in more than one of priority sectors: education and skills development, agriculture and livelihoods, health and nutrition 
    • Experience of working on all elements of MEAL including designing, rolling out and managing M&E systems
    • Experience of securing resources from donors for MEAL activities/staffing and budget management
    • Demonstrable knowledge and experience in MEAL related technologies; ODK, ONA, Power BI, data analysis in R, Spreadsheets and willingness to learn new ones. 


World Relief offers a competitive benefits package to international employees:
- Medical, Dental, Vision
- Paid Holidays + 4 additional Personal days per year!
- Paid Sick and Vacation Time
- Paid Maternity & Paternity Leave (subject to country requirements)
- Paid Home and Hardship Leaves
World Relief pays 100% for eligible employees:
- Group Term Life (employee)
- Long Term Disability (US Expats only)
- Accidental Death and Dismemberment (AD&D)
- Employee Assistance Program (EAP) and Mental Health/Resiliency Assistance
- Emergency evacuation insurance
World Relief - Retirement:
- 401K & Roth (US Expats Only) – WR matches up to 4%, then an additional quarter percent up to 10%
- 4% retirement plan match for all other employees, unless dictated by country law.

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
·         While performing the duties of this job, the employee is required to have ordinary ambulatory skills sufficient to visit other locations
·         The ability to stand, walk, stoop, kneel, crouch, and manipulate (lift, carry, move) light to medium weights of 10-15 pounds.
·         Requires good hand-eye coordination, arm, hand and finger dexterity, including ability to grasp, and visual acuity to use a keyboard, operate equipment and read application information.
·         The employee frequently is required to sit, reach with hands and arms, talk and hear.
·         General office setting. World Relief also offers hybrid and remote schedules for limited positions.
·         Great lengths of time working on computer, reading from computer screen, entering information, standing at copier or fax machine, and some time on the phone or in virtual meetings may be required.
·         Year-end archiving activities involve repeated lifting and bending.
·         Physical, emotional and intellectual demands
·         Equipment used: Employee computer (desktop or laptop), printer, and copier.
·         All of the above duties and responsibilities are essential job functions subject to reasonable accommodation. All job requirements listed indicate the minimum level of knowledge, skills and/or ability deemed necessary to perform the job proficiently. This job description is not to be construed as an exhaustive statement of duties, responsibilities or requirements. Individuals may be required to perform any other job-related instructions as requested by their supervisor, subject to reasonable accommodation. This position description is not all-inclusive and is always under review.
For World Relief staff, strong commitment to the mission, vision, and values of World Relief is essential, and Christian faith is a prerequisite for employment.