Amref Health Africa in Kenya is the country programme office of Amref Health Africa, Africa’s largest International Health NGO. This is the largest and oldest country programme in Africa with an average annual budget of USD 40million. We have 19 innovative products and project models that have successfully been implemented and transformed 5.4 million lives.POSITION SUMMARY The Technical Advisor provides country-level technical leadership for the design, rollout, optimization, and governance of the programme’s e-learning projects supporting the Community Health Workers (CHWs) country programme. The role ensures that digital learning delivery is structured, scalable, and aligned to workforce development priorities. The position integrates platform implementation, learning quality assurance, data analytics, and stakeholder coordination to ensure that training translates into recognised certification and sustainable workforce integration pathways—including government engagement, partner-led models, and entrepreneurial opportunities where applicable. Operating at the intersection of technology, pedagogy, and programme delivery, the Technical Advisor ensures that platform deployment, content integration, user support systems, and performance analytics are well-coordinated and responsive to evolving country realities. The role also oversees Project Officers and provides structured supervision, quality assurance, and performance guidance to ensure effective platform implementation and continuous improvement. This role requires strong systems thinking, digital platform expertise, stakeholder coordination capability, and an entrepreneurial mindset to balance innovation with operational stability and governance standards. KEY RESPONSIBILITIES Programme Delivery and Management Work with the Ministry of Health in the development, validation and approval of CHW curriculum Lead country-level planning, coordination, and execution of the e-learning platform rollout aligned to CHW workforce development targets. Integrate digital learning delivery into overall programme workplans, ensuring alignment with training schedules, deployment targets, and government priorities. Monitor learner progression, course completion rates, and certification status to ensure training translates into recognised qualifications. Provide oversight for trained CHWs transition into tangible and compensable employment and pathways and entrepreneurial opportunities. Track and escalate bottlenecks affecting certification, onboarding, or compensation activation processes. E-Learning Ecosystem and Operational Delivery Management Serve as the technical focal point for e-learning within the country programme, engaging government counterparts, training institutions, and regulatory bodies where required. Ensure platform outputs align with national standards, accreditation requirements, and workforce frameworks. Support coordination mechanisms that link course completion data with government HR or payroll systems where applicable. Contribute to structured dialogue with government partners to ensure sustainable integration of digital learning within public systems. Platform and Technical Oversight Oversee integration of approved learning content into the digital platform, ensuring functionality, usability, and accessibility for CHWs. Oversee management and optimization of the e-learning platform to ensure reliability, accessibility, and user adoption. Ensure learning pathways are structured, logically sequenced, and aligned to competency development frameworks. Maintain quality assurance standards for uploaded content, assessments, multimedia elements, and learner tracking mechanisms. Support continuous refinement of user experience based on analytics, feedback, and programme needs. Manage vendor or service provider deliverables where applicable, ensuring adherence to contractual obligations and service level standards. Project Management and Risk Governance Develop and manage structured implementation plans for platform deployment, upgrades, and scaling activities. Coordinate cross-functional inputs and manage timelines, risks, and deliverables. Maintain risk logs and mitigation strategies related to adoption, performance, or system continuity Provide regular implementation updates to the Programme Manager with clear recommendations and corrective actions. People and Performance Provide direct supervision and performance management to Technical Officers – E-Learning. Strengthen technical capacity within the e-learning team through structured coaching and performance feedback. Foster a culture of accountability, responsiveness, and solution-oriented problem-solving within the digital learning function. Data, Performance and Continuous Improvement Analyse platform data, learner engagement metrics, completion trends, and performance indicators to inform programme decisions. Support update of the National CHW registry for training needs and completion of e-learning courses Work with MEL to ensure digital data feeds into broader reporting frameworks. Identify opportunities to improve learner experience, adoption rates, and operational efficiency. Pilot enhancements responsibly while maintaining platform stability and governance standards. KEY PERFORMANCE INDICATORS (SUCCESS MEASURES) – Building the right platform and creating lasting impact Digital Learning Rollout and Adoption E-learning platform is deployed according to approved country implementation plan, with clear milestones achieved within agreed timelines. CHWs are onboarded onto the platform in line with programme targets and rollout schedules. Platform adoption rates meet or exceed agreed thresholds for active users and course engagement. Technical disruptions are resolved within agreed service standards, minimizing impact on learning continuity. Course Completion and Certification Outcomes CHW course completion rates align with or exceed programme targets. Assessment performance data is monitored and used to address learning gaps proactively. Certification processes are completed accurately and on schedule, with minimal administrative bottlenecks. Digital learning data reliably supports verification of training completion and competency achievement. Workforce Integration and Livelihood Pathways Clear tracking mechanisms exist linking training completion and certification to formal workforce integration pathways (government, partner-led, or entrepreneurial models). Percentage of certified CHWs transitioning into recognised engagement pathways meets agreed programme benchmarks. Timelines for onboarding into formal engagement or livelihood pathways are monitored, and systemic bottlenecks are identified and escalated early. Platform data supports transparent reporting on workforce integration outcomes, including employment, contract-based engagement, or entrepreneurial activation where applicable. Coordination mechanisms with government and ecosystem actors support sustainable integration of trained CHWs into the health workforce system. Project Management Implementation plans are clearly defined, monitored, and updated regularly. Key milestones are delivered within agreed timeframes. Cross-functional dependencies are managed effectively, reducing delays caused by coordination gaps. Escalations to Programme Manager are timely, solution-oriented, and supported by clear documentation. Stakeholder Engagement Key stakeholder groups including national, county, regional and community government functions, implementing partners, donors and users demonstrate confidence in the integrity and reliability of the e-learning system. Platform outputs align with national workforce standards and accreditation requirements. Donor visibility requirements related to digital learning are met on time and to agreed quality standards. People and Performance Technical Officers meet agreed performance standards and deliverables. Clear supervision structures and performance reviews are conducted regularly. Technical capability within the team improves over time, reducing reactive troubleshooting and improving proactive system management. Data and Performance Insights Digital learning analytics are regularly reviewed and translated into actionable insights for programme leadership. Platform data aligns with MEL reporting frameworks and donor requirements. Learning data is used to inform adjustments in content delivery, learner support, or rollout strategy. Qualifications EDUCATION AND PROFESSIONAL QUALIFICATIONS Bachelor’s degree in Education, Human Resource Management, Public Health, International Development, or related fields Programme or Project Management certification (PMP, PgMP, PRINCE2 Practitioner or equivalent) Change Management certification e.g. PROSCI, CCMP is an added advantage EXPERIENCE Seven (7) to Nine (9) years of relevant experience, with at least three (3) years of supervisory experience in social enterprise, international development, or mission-driven organisations, managing Technical teams; Demonstrable experience in Learning Management Systems (LMS), digital learning systems, education technology, digital health platforms, or workforce development programmes; Experience integrating digital systems within public-sector, donor-funded, or regulated environments. Demonstrated ability translate strategy into executable models that deliver sustainable livelihood, workforce or systems-change outcomes; Experience working with government institutions, accreditation bodies, or workforce regulatory frameworks is highly desirable; Strong financial and commercial judgment in donor-funded or blended-finance contexts; Exposure to CHW training, health workforce strengthening, or livelihood programming is an advantage; Exposure to gender-responsive or inclusive employment models; and Must be a Kenya citizen, legal resident or possess work authorization documents. CORE COMPETENCIES Strategic and Systems Thinking: Translates programme strategy into structured implementation plans, ensuring platform rollout, certification processes, and workforce integration mechanisms are coherent and scalable. Thinks holistically, recognizing patterns and interdependencies across technology, workforce systems, policy environments, and programme delivery. Entrepreneurial and Adaptive Mindset: Applies an entrepreneurial mindset to digital learning delivery by identifying opportunities to improve platform functionality, learner engagement, and scalability within governance boundaries. Balances innovation with operational discipline, ensuring experimentation does not compromise system reliability or workforce outcomes. Responds decisively to emerging implementation challenges, regulatory shifts, or ecosystem changes with practical, solution-oriented adjustments. Driving Results: Sets clear performance expectations for the e-learning function, including platform adoption, course completion, and workforce integration benchmarks. Uses data and analytics to monitor performance trends and take corrective action proactively. Takes initiative without waiting for direction while keeping leadership appropriately informed. Stakeholder Engagement and Influencing: Builds constructive working relationships with key stakeholder groups in the programme and E-Learning ecosystems. Navigates competing expectations diplomatically while safeguarding programme integrity and long-term sustainability. Coaching and Empowerment: Creates psychological safety within the team for problem-solving and learning. Provides structured supervision, coaching, and performance feedback to Technical Officers – E-Learning. Builds technical confidence and problem-solving capability within the team, reducing reactive troubleshooting over time. Delegates responsibly with clear expectations, monitoring progress without micromanagement. Building an Inclusive Environment: Ensures digital learning systems are accessible, user-centric, and responsive to gender and community realities. Promotes respectful collaboration across diverse stakeholder groups. Communicates complex technical concepts in clear, accessible language. Builds trust by being transparent, consistent, and evidence-based in interactions. Innovative Leadership: Encourages practical experimentation and continuous improvement within the e-learning function. Encourages independent thinking while maintaining shared standards. Strengthens a culture of forward-looking digital problem-solving without compromising reliability. Demonstrates flexibility without compromising standards or integrity. Proactive Learner: Seeks feedback from stakeholders and team members to refine implementation approaches. Continuously updates knowledge in digital learning technologies, workforce systems integration, and project management methodologies. Demonstrates openness to learning from both successes and implementation setbacks.