Background
The GEI department sits with the Policy Strategy and Delivery (PSD) department as part of the Vice Presidency for Policy and Partnerships (VP3) which has an ambitious vision for the Bank’s policy, partnerships and impact agenda. VP3 aims to: (i) streamline the Bank’s policy agenda by centralising the policy coordination and delivery functions; (ii) improve the Bank’s results, knowledge and learning architecture and (iii) enhance the objectivity, rigor, credibility and accountability of the Bank’s Impact function. The vision for this change is to have a more strategic, coherent, focused and better aligned policy, impact and partnerships functions fit for purpose to deliver on the ever more complex challenges faced by the EBRD’s COOs.
As part of VP3, the GEI department leads the design and implementation of the EBRD’s Gender Equality and Human Capital (GEHC) Strategy. The Department also leads on the operationalisation of the engagement areas of the Strategy at project and policy levels and provides regular internal/external reports and updates to key stakeholders, including the EBRD Board, shareholders, donors and other partners. The Department also leads project, policy and TC and blended finance design and delivery of products/solutions for access to entrepreneurship and finance, skills and jobs, and services, and inclusive elements of digital and green project/policy engagement across regions/sectors, in partnership with Banking. This includes the management of the EBRD’s gender SMART tagging process across all sectors, providing advice to banking on optimising gender and inclusive impact, and tracking progress. Create gender/inclusive knowledge products; lead international/MDB engagement in these areas.
Facts / Scale
• Responsible for the delivery of the GEHC Strategy and setting future strategies thereafter.
• Leads a team of between 30-50 specialists and analysts .
• Donors’ funds mobilisation of GBP 10-20 million.
• Ensures that the Bank achieves the number of projects that include a substantial gender and/or human capital components in line with the Bank’s score card and targets set out in the GEHC Strategy.
• Internal interfaces include Directors and Associate Directors in Banking, PSD, ESD, as well as the President’s Office, Bank Senior Management and the Board. The Director GEI plays an advisory role to the Human Resources Department on internal issues related to gender and inclusion and will sit on the Diversity and Gender Inclusion Group of the Bank.
• External interfaces include clients, public and private sector counterparts, other multi-lateral financial institutions, Ministries, and CSOs.
• Represents the Bank in international fora, conferences and MDB working groups, in collaboration with relevant senior GEI team members.
Accountabilities & Responsibilities
• Leading the delivery of the Gender Equality and Human Capital Strategy, ensuring the design and implementation of related projects, Technical Assistance and Policy Engagement, in close partnership with Banking departments.
• Leading the multi-disciplinary GEI team to deliver against annual and long-term targets and strategic objectives.
• Leading the GEI Team in: (i) developing and implementing new gender and human capital-related products in the financial and private sectors, with a specific focus on deepening the impact of these projects in line with client priorities (where relevant, expanding the product portfolio in line with emerging or changing challenges faced by clients and COOs); (ii) overseeing policy engagement activities led by the team that involve interacting with public and private sector counterparts, other multi-lateral financial institutions, Ministries, CSOs; (iii) devising gender and human capital related policy and projects which tackle legal, policy, institutional and regulatory barriers to opportunity.
• Responsible for the implementation and further enhancing of the Bank’s Gender SMART process, building on the existing successful model, to ensure effective operation and (where possible) data sharing with other key departments • Enhancing the monitoring and reporting of key impact metrics, in line with the IEvD recommendations issues in 2025, and ensure close coordination with the Impact Department on the development of relevant impact assessment tracks for the assessment of EBRD’s transition impact.
• Acting as a champion on topics of gender and human capital investing both internally and externally (partnering with senior team members and leveraging senior management): Representing the Bank at a diverse range of conferences and events, as well as targeted dialogue with clients, financial and private sector counterparts, other multi-lateral financial institutions, Ministries, CSOs. Also producing compelling written briefings and documents.
Internally making a clear business and transition case for gender and economic inclusion projects, resulting in a coherent set of widely adopted activities across the Bank; creating energy, and capacity around the topic. Interacting with Directors and Associate Directors in Banking, ESD, as well as the President’s Office, Senior Management and the Board.
While the Human Resources Department of the Bank is responsible for ensuring that the EBRD is a frontrunner on the gender and inclusion topic, the Director GEI can support this process through their advice and guidance.
• As a member of EBRD’s management team, the Director will promote, contribute to and implement the Transformation Agenda to improve further the Bank’s effectiveness and efficiency.
• Accountable for the effective and cohesive overall integration and management of the staff in the Gender and Economic Inclusion department including recruitment, compensation, performance management, coaching and professional development and ensure the team observes the highest standards of integrity and ethical conduct. Lead, guide and coach direct reports and take primary responsibility for developing motivation and professionalism across the Business Group.
• Championing and role modelling 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 always exhibited.
Knowledge, Skills, Experience & Qualifications
• Strategic mindset, combined with the ability to translate this into tangible deliverables.
• Extensive subject matter knowledge and post-graduate professional/work experience in the areas of gender and human capital development gained for example through employment in international organisations, government institution, private sector, think tanks, academia etc. Recognised as a thought leader in this field.
• Wide and extensive professional network, combined with exceptional partnership and stakeholder management skills (able to manage competing interests).
• Extensive leadership and team management skills, proven success in engaging and motivating multi-disciplinary professionals to deliver high performance.
• A track record of advising or developing private sector projects with gender and economic inclusion components is desirable.
• Experience in communicating results of project assessment, structuring and implementation to non-economist decision makers at a senior level.
• A postgraduate degree in economics or related field from a university, or equivalent experience.
• Understanding of the EBRD, its countries of operations, or other MDB/other agencies in the international development architecture.
Deadline
19/10/2025
