Field Manager (IA)
GiveDirectly (GD) provides cash grants directly to people living in extreme poverty. GD has raised over $800M since launching in 2011, delivered cash to more than 1.2 million recipients, and launched offices in 11 countries. We’re continuing expansion across the Global South. Over the past decade, GD has also supported large-scale, experimental research, expanding the evidence that cash has a positive short and long-term impact on recipients. As a result, GD has been celebrated as one of the most innovative non-profit companies by Fast Company, while the growing cash transfer movement (and GD’s leading role within it) has been featured in the New York Times Magazine, This American Life, Foreign Affairs, and The Economist.
Across our global offices, our culture is candid, analytical, non-hierarchical, and agile. We work alongside 750+ individuals who come from 21 different countries and speak 69 different languages. Team members at GiveDirectly attest that diversity, equity, and inclusion are not just buzzwords, but a fundamental part of our culture and values. We actively seek to recruit individuals from the communities we serve, and use DEI as a lens in our hiring practices, programs, and initiatives. Our goal is to maintain a workplace where everyone can bring their authentic selves to work, and feel valued and respected for who they are. We continue to grapple with balancing inclusivity of all cultures and experiences while maintaining cohesion in our values. While there is much that we are still learning, we take care of one another, have fun, as well as provide flexible working hours wherever possible.
We are proud to be an equal opportunity employer, and we do not discriminate on the basis of race, color, religion, gender, sexual orientation, national origin, age, disability, or any other status protected by law.
Position: Internal Audit Field Manager
The Field Manager (FM) will play a central role in ensuring that GiveDirectly delivers a gold-standard product to donors and recipients. The FM will manage the Associate Field Managers (AFMs) and be overall responsible for the entire field team, including the Field Officers (FOs). The FM will own overall oversight of the IA field team. While the AFMs will be responsible for day to day management, the FM will be focused on big-picture, identifying gaps and coaching. The FM will serve as the key “eyes and ears” resource on the ground for the Senior Manager (SM) and will be responsible for regularly synthesizing updates on team performance as well as field successes and challenges. The role will reward exceptional personnel management, organizational skills, high-quality judgment on operational challenges, and a strong commitment towards driving both team and individual productivity and quality.
The FM will have the following responsibilities:
- Manage weekly field team meeting with all FOs and structure it to ensure productivity
- Oversee team performance and flag to management and AFMs when there are gaps and misses in performance
- Tracking: Ensure that overall team tracking is happening
- Meet weekly with other members of field management (SM, other AFMs) in order to discuss challenges in the field and propose solutions
- Meet with SM at least once every 2 weeks to discuss any adjustments to work plans
Data collection and process improvement
- Vet new versions of surveys, including impact on field staff productivity, and recommend survey improvements as necessary (e.g. potential process gaps)
- Raise ideas for continuous improvement of the enrolment process/recipient experience; execute process improvements and ideas raised by the Senior Manager/Country Director
- Through AFMs, ensure we are monitoring and ensuring quality control when the field staff conduct surveys
- Periodically directly check and review the FO data collection process in the field and coach staff to correct any issues observed
- Spend 1 day per week resolving difficult cases in the field that require special attention (hard-to-find recipients, cases of potential fraud)
Field Officer management and development
- Coach AFMs on challenges that come up in the field. Provide additional case-specific input as requested by AFMs.
- Exercise judgment and escalate recurring issues or questions to the Senior Manager
- When needed, directly coach FOs who are underperforming and provide disciplinary measures when necessary
- Encourage teamwork and improve morale through mentorship, affirmations, and various management initiatives
- Spend 1-2 days per week shadowing staff in order to identify areas for improvement and professional development, particularly during staff training
- Conduct monthly performance check-ins with direct reports and annual performance reviews
- Approve all allowance requests and spent allowance requests to ensure that they are happening correctly
- Ensure timesheets are accurately submitted in a timely fashion
- Process leave requests so as not to conflict with work planning and operations
- Resolve miscellaneous equipment requests
- Participate in a weekly field-management forum to solve problems and collaborate on work planning
- Recommend potential hires to Program Manager for final approval.
- Provide initial training to newly hired FOs and on-going professional development to staff
- Participate in meetings with provincial, and district officials as necessary. Represent GiveDirectly in the field and manage daily communication with local leaders
- Assist the SM with hosting journalists, donors, and other external parties
- Assist the SM with communicating and executing new projects/pilots/technologies (e.g. software changes and upgrades, recipient targeting projects, content collection for website and mobile app, etc.)
- Assist with response to “crisis” events (e.g. refusal spikes, government shut-down, coordinated fraud, etc.)
- Promote effective team culture by encouraging recognition of positive achievements, planning team events periodically, and other team-building initiatives
- The ideal candidate for the Field Manager role must hold a Degree in a relevant field
- Three to Four years experience in the field working with vulnerable communities
- Computer and mobile device data entry knowledge and experience with good typing skills
- Possess the ability to conduct and support recipient surveys and associated processes
- Fluency in English and Portuguese. Sena and Ndau are a plus.
- Exceptional leadership ability with demonstrated success in motivating and developing junior staff
- Exceptional ability to solve complex operational challenges in the field
- Alignment with GiveDirectly core values and commitment to advancing GD’s mission
- Positive attitude, strong work ethic, and team-player mentality
- Strong interest in being the engine of the day-to-day field work
- Demonstrated ability to work in a highly independent and self-directed manner, while effectively communicating about gaps and risks
- Strong relationship building skills and the ability to represent the organization effectively to external parties
About the hiring process
Format: The hiring process follows the same general outline for all open roles:
First interview (30 mins)
Take home skills assignment (~2 hours)
Second interview (1 hour)*
Third interview (1 hour)*
Final interview (1 hour)
Reference checks (30 mins each)
*For some roles, second & third interviews are combined into a panel interview. If there are adjustments or variations on this process, those changes will be communicated during the first interview.
Venue: We conduct interviews over Google Meet with camera on (unless communicated otherwise).
Accessibility: Closed captioning is available during all Google Meet interviews, and interviewers will also post interview questions in the chat box throughout the call. If you need assistance accessing either of these features, please let your interviewer know at the start of your interview!
**GD is committed to observing all local, national and international laws that protect children, vulnerable adults, and basic human rights of all. GD is committed to a policy of “zero tolerance for sexual exploitation, abuse, and harassment (SEAH)” and expects anyone who works for GD to uphold the protection and safeguarding of our recipients as a priority.**