Development Initiatives

July 2022 chief executive officer appointment brief

Welcome from Sue Wardell, Chair

Dear Candidate

Thank you for your interest in the CEO position at Development Initiatives.

The successful candidate will be joining Development Initiatives (DI) at a key moment in its transition. DI was founded in the UK in 1993 as a family-owned consultancy expanding into nonprofit work too. Over the last 8 years under the leadership of Harpinder Collacott, the current CEO, it has transitioned from a founder-based organisation to a globally recognised and respected leader working with partners to ensure data-driven evidence and analysis are used effectively in policy and practice to end poverty, reduce inequality and increase resilience.

In March 2021 DI launched its new 10-year strategy. We are now putting in place a new operating model to reflect the changes required to deliver the strategy. Driving the strategy and new operating model is DI’s objective to regionalise through a network of Hubs around the world to ensure we are closer to the partners we work with. These changes are essential to respond to a fast changing global environment, with each region of the world facing its own unique challenges and with its own needs. This shift to be closer to our partners and working alongside them to apply the power of data and evidence will enhance DI’s global reputation and relevance and build strong and varied partnerships in response to rapidly emerging challenges.

The new CEO will be joining a passionate and committed executive and staff team who are technical experts in their respective fields. DI as a networked organisation requires a CEO who can lead from a distance, represent the organisation with passion, and play a key role in coaching and developing the leadership team. This includes increasing their global visibility as authoritative figures in their respective areas.

Key to the future success of DI will be its ability to significantly grow the consultancy side of the organisation. The CEO will be central to driving this forward, both through bringing in new business opportunities and encouraging a more entrepreneurial culture within DI.

DI has a strong, diverse Board who are all excited by, and committed to, this new journey for the organisation. We have enjoyed an open and engaged approach in working with the current CEO and her leadership team. We look forward to developing an equally strong relationship with the new CEO and supporting them in their leadership of DI.

I wish you success with your application.

Sue Wardell, Chair of DI Board of Directors.

About Development Initiatives

Development Initiatives applies the power of data and evidence to build sustainable solutions. Our mission is to work closely with partners to ensure data-driven evidence and analysis are used effectively in policy and practice to end poverty, reduce inequality and increase resilience.

While data alone cannot bring about a better world, it is vital to achieving it. Data has the power to unlock insight, shine a light on progress and empower people to increase accountability.

We focus on three core areas to maximise our impact and achieve our mission:

• Strengthen data ecosystems and improve data quality by helping others to collect, share and manage data and use data responsibly and effectively

• Increase use of high-quality, actionable and datadriven analysis n policy and practice

• Create a culture of data use by growing people’s skills, expertise and confidence in data.

And we support partners to:

• Better respond to people’s needs through improved quality and use of data and evidence in policymaking

• Improve the quantity, quality and coherence of public finance and private investment

• Challenge systemic and structural barriers to equity and support the reform of existing systems.

We work at global, national and local levels, through a global hub connected to a growing network of regional hubs and partners. In the last five years alone our work has covered 78 countries and we currently have staff based in Kenya, Uganda, the US and the UK.

Development Initiatives is a mission led organisation, and our income (£5M plus in 2021) comes from a mixed of earned consultancy fees and grants from bilateral donors and foundations globally.

Development Initiatives is a group structure with four independent entities.

Development Initiatives Poverty Research Limited (DIPR) is a not for profit company limited by guarantee in the UK. Most staff are employed by this company, and it is principally funded by grants.

DI International Limited (DII)is a for profit UK registered company wholly owned by DIPR and undertakes all consultancy assignments.

Development Initiatives Poverty Research America (DIPRA) is a US registered charity (501c3), which employs all US based staff and manages key relationships in the US.

Stichting Development Initiatives Poverty Research is a foundation registered in the Netherlands to support the public benefits of DIPR.

All entities are part of the DI group for operational purposes, and share the same strategic objectives. To learn more about us, please visit www.devint.org.

Role description

Chief Executive Officer

Reports to: Chair

Direct

Africa

Role Overview

A unique opportunity to lead an ambitious organisation with the potential to significantly scale up its global presence and impact through a network of regional hubs.

Reporting directly to the Board, working with a talented and committed team and diverse partners and stakeholders, the Chief Executive Officer will lead DI in delivering on its vision to 2030.

The CEO will provide leadership to the whole organisation by ensuring an inclusive and ambitious culture for DI to deliver it’s strategy, coach and support the Executive Team, whilst also building an excellent working relationship with the Board.

Key duties and responsibilities

Leadership

Provide clear direction for the organisation

The CEO will:

• Inspire and motivate staff in delivering the new strategy, its unique value proposition and its ambitions to evolve into a truly global organisation.

• Support the organisation to horizon scan and look to the future to identify key trends and changing external dynamics and respond to them by changing and adapting through its content work.

• Create a culture which is able to align resources to new seeds and initiatives which will be the flagships of the future, and nimble enough to pivot to take up new opportunities.

• Drive forward the regionalisation agenda through the establishment of DI Hubs in new regions of the world to ensure DI is closer to the partners, especially governments and regional institutions and bodies.

Align the organisation

The CEO will:

• Maintain and increase long-term perspective by identifying and developing new strategic alliances which will allow DI to expand into new terrains and increase its network of hubs.

• Ensure all of DI’s Hubs and supporting units deliver on the new strategy by prioritising behaviours, attitudes and ways of working which align to and promote DI’s Foundational Principles.

• Ensure the organisation design enables the delivery of DI’s strategy and provides clear accountability for all DI’s business units – DI’s Hubs and DI Global.

• Ensure DI has strong frameworks in place which provide clarity of where decision-making takes place and systems for regular information sharing create stability and provide all business units with support they need to deliver on the organisation’s objectives.

• Coach and mentor the Executive Team and beyond to develop DI as an organisation of leaders who inspire and motivate staff and are excellent external representatives for DI.

External representation Connect with external stakeholders and increase business

The CEO will:

• Ensure DI’s stakeholders have a clear understanding of DI’s value proposition and build strong relations with them to help DI achieve its objectives.

• Lead DI to increase is profile with key stakeholder groups.

• Bring in new partnerships and new business opportunities in line with the strategy and grow the consultancy arm of DI to increase profitability and unrestricted funds.

• Sustain DI’s reputation for producing high quality and objective analysis and for communicating knowledge effectively to external audiences.

Management Mobilise leaders to deliver

The CEO will:

• Coach and mentor the Executive Team and beyond to create DI as an organisation of leaders who inspire and motivate staff and are excellent external representatives for DI.

• Support the organisation to have robust methods and systems for tracking progress against its strategic objectives and remain aligned through their strategic plans to the strategy and the organisation’s priorities.

• Ensure all DI’s systems are able to provide consistent information for DI to be transparent and accountable to its funders and the Board and demonstrate its impact.

• Ensure DI has strong and well-articulated financial, marketing, fundraising and people strategies which align to the organisation’s objectives and are owner and implemented throughout the business.

• Be confident at managing conflicts and crisis to a positive conclusion - successfully navigate the organisation through challenging relationships and/or incidents which could otherwise negatively impact the reputation and brand of the organisation.

Engage the Board

The CEO will:

• Work closely with the Chair of the Board to ensure the Chair and Board are supported to deliver on excellent governance.

• Ensure DI’s governance meets the compliance requirements of all the jurisdictions within which is operates.

• Enable the Board meetings to be as effective as possible by providing good papers well in advance and supporting material that enable the Board to discuss issues which only the Board can cover and does not blur the boundaries between operational and strategic issues and advice.

General responsibilities and duties

• Be aware of and take personal responsibility for any health and safety issues and obligations.

• Uphold all aspects of company policies and procedures and legal requirements in relation to personal conduct.

• Support an ambitious organisation, actively taking part in helping to meet its goals and positively supporting change and development.

• Maintain professional development and personal development plans for yourself and your line reports.

• Be willing and committed to take on new work as and when required and be proactive.

No job description or role profile can encompass all tasks and duties that may be required. As a senior member of staff member leading the organisation, you will be expected to work beyond your hours every now and then and respond to urgent matters arising outside of office hours. We will expect the CEO to be flexible and responsive, and able to carry out other duties and tasks required that are broadly consistent with those in this document.

Person specification

Essential experience

• Proven experience as a leader in a global organisation.

• Strong business acumen and financial management experience.

• Experience of managing, developing and retaining people in a global organisation.

• Demonstrable competency in strategic planning and proven success in business development.

• Knowledge of data analysis and performance operation metrics.

• Experience of tracking organisational performance and impact against objectives.

• Experience of reporting to a Board, or of serving on one.

• A strong commitment to diversity, equity and inclusion.

Technical skills and capabilities

• A sophisticated understanding of the political economy of poverty, data and development and policy expertise in the field of international development.

• Experience of adopting the best elements of a commercial approach to achieve social good.

• Public speaking experience and expertise and demonstrable ability to influence others to achieve change.

• Experience of how identify and build strategic relationships and turn them into long term funded partnerships – grants and contracts.

• Effective time management and ability to prioritise the strategic priorities and support others to do so too.

• Coaching and mentoring experience and developing and managing high performing teams.

• Strong decision-making and problem-solving skills.

Desirable

• Fluency in other languages would be an advantage, specifically French, Portuguese and/ or Spanish.

•

A good understanding of data systems and data use.

Leadership competencies

• Highly resilient.

• Can-do attitude – do what is required to support the company succeed.

• A high degree of personal integrity, credibility and the ability to inspire by example.

• Energy, drive and commitment to enabling innovative thinking and developing strategy.

• Personal sensitivity and empathy to operate within the culture and structure of DI.

• Ability to identify and tackle problems and issues promptly and with sensitivity, tact and diplomacy.

• A commitment to their own personal development to build on their leadership skills and continue to learn and develop as a leader

• Commitment to DI’s Foundational Principles: people, simplicity, partnerships, perseverance, transformation, and high performance.

• Flexibility and willingness/ability to travel (including abroad).

Terms

Start

must have a

scheme with 5% employer contribution

in

working arrangements (e.g. homeworking, flexitime)

scheme

leave and

professional

holiday scheme

support

fees

• Enhanced holiday entitlement, plus all bank and public holidays and discretionary paid time off at Christmas

• Up to five days’ paid volunteering leave (addressing poverty/ helping vulnerable people).

DI is committed to creating a diverse and inclusive work environment and is an equal opportunities employer. In line with our policies, we aim to ensure that no job applicant receives less favourable treatment on the grounds of race, colour, nationality, religion, ethic or national origin, age, gender, marital status, sexual orientation or disability. We particularly welcome applicants from underrepresented groups.

How to apply

To apply for the role please upload your CV together with a supporting statement (maximum two pages of A4) on the Prospectus website at the link below. Please ensure that you have included mobile, work and home telephone numbers, as well as any dates when you will not be available or might have difficulty with the recruitment timetable.

At Prospectus we believe passionately that a truly inclusive workplace leads to increased social impact. We are committed to supporting our clients build more inclusive teams. To understand how we are performing, we ask that you kindly complete the brief equal opportunities questionnaire when you submit your application via our website. Please be assured that your responses are kept confidential, separate from your candidate record, are not part of any application you make, and that the consultants never see individual responses to the questionnaire.

Applications should be made via the Prospectus website at: https://jobs.prospect-us.co.uk/jobs/details/HQ00181389

Queries

If you wish to have an informal discussion about the opportunity, please contact our retained advisors Borge Andreassen or Jamila Abubakar at Prospectus on 020 7691 1920, or email:

Borge.Andreassen@prospect-us.co.uk Jamila.Abubakar@prospect-us.co.uk

If you require this document in an alternative format, please contact Prospectus on 020 7691 1920 or email: executive.admin@prospect-us.co.uk

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