Company Description
Amref Health Africa, founded in 1957, is the largest African-based international health development organisation. Headquartered in Nairobi, Kenya, Amref implements programmes across 35 African countries, reaching more than 40 million people, with a strong operational presence in Africa and advocacy and fundraising offices in Europe and North America.
Guided by its vision of lasting health change in Africa, Amref’s mission is to catalyse community-led, people-centred health systems and address the social determinants of health. Amref believes sustainable health transformation is driven from within communities and works to strengthen health systems while empowering communities to demand and access quality, affordable healthcare.
Job Description
ABOUT THE PROGRAMME
Africa’s population is growing rapidly, with young people forming an increasing share of the workforce. Yet job creation has not kept pace, leaving millions—particularly young women—without access to stable, dignified livelihoods due to barriers such as limited education, social norms, and unpaid care responsibilities.
At the same time, Africa’s health sector is expanding and presents a powerful opportunity to create sustainable livelihood pathways. This programme focuses on transforming community-based health work into respected, viable career pathways for young people, especially women. Starting in Kenya, Ethiopia, Kenya, Tanzania, and Malawi, the programme aims to professionalize community health workers, create dignified employment, and strengthen systems—contributing to both youth livelihoods and healthier communities.
POSITION SUMMARY
The Technical Officer – E-Learning provides hands-on technical and operational support for the rollout, implementation, and day-to-day delivery of the country e-learning programme for Community Health Workers (CHWs) country programme’s health pillars. There are four vacancies for this role, with one position based in each of the following locations: Mombasa, Nairobi, Kisumu, and Meru.
Reporting to the Technical Advisor – E-learning and Workforce, this role facilitates the assessment, training and convening of ecosystem players to strengthen Community Health Workers (CHW). This role will also strengthen the Ministry of Health, training institutions, and other relevant public and private sector players’ capacity to strengthen the pipeline for youth and women’s livelihood in the health sector.
This role supports platform administration, curriculum integration, learner onboarding, and field-level digital training activities, working closely with programme teams and other CHW trainers to ensure that digital learning tools are effectively deployed, accessible, and responsive to CHW’s learning needs. The role contributes to ensuring that course delivery, learner progression, and certification processes function smoothly at grassroots level, supporting broader workforce integration objectives.
This position requires strong technical competence, relationship-building capability, practical problem solving, and the ability to remain highly organized in dynamic environments. The Technical Officer, E-learning role also requires an entrepreneurial mindset and the ability to see problems as an opportunity to improve learner experience, curriculum development process and delivery.
KEY RESPONSIBILITIES
Project Management and Programme Implementation
- Lead structured implementation of approved e-learning and CHW training activities across assigned counties in alignment with national programme workplans.
- Develop and maintain detailed county-level implementation plans, trackers, and milestone schedules.
- Coordinate roll-out of digital and blended training programmes for CHWs, ensuring alignment with programme timelines and county priorities.
- Manage multiple concurrent workstreams within assigned counties, prioritising competing demands while maintaining delivery standards
- Maintain risk logs capturing operational, technical, and stipend-related risks, and escalate systemic issues to the Technical Advisor
Training Roll-out and Capacity Building
- Support country and regional assessments to identify priority gaps in CHW training, employment, and entrepreneurship pathways within the health ecosystem to inform programme planning and resource allocation.
- Deploy and digitise approved curriculum, ensuring usability and alignment with community health and PHC priorities.
- Facilitate training-of-trainers (ToT) and digital orientation sessions at county and sub-county levels.
- Support learning institutions to deploy CHW training resources for CHWs at the county level.
- Support targeted capacity building efforts to strengthen recruitment and retention of women and youth as CHWs.
- Provide hands-on technical and operational support during training rollout activities.
Curriculum Digitization and Platform Administration
- Working with MoH, administer LMS user accounts, enrolments, and access controls across assigned counties.
- Support digitisation, adaptation, and continuous improvement of training curriculum
- Work with content developers and programme teams to test modules, assessments, and multimedia functionality prior to learner deployment.
- Troubleshoot learner and trainer technical issues and escalate vendor-level challenges appropriately.
- Support the updating and maintaining course materials in line with approved revisions.
CHW Stipend Tracking and Payment Coordination
- Support counties in updating the of CHWs registries to enable eligible CHWs receive stipend payments based on verified training participation and activity status.
- Coordinate with County Health Management Teams and County Finance focal points to track the county’s stipend disbursement processes and timelines.
- Monitor performance-based stipend payment status at county level and reconcile payment records against eligible CHW registry.
- Identify delays, discrepancies, or documentation gaps affecting stipend processing and follow up proactively at county level.
- Escalate systemic payment bottlenecks or risks to the Technical Advisor for further engagement at higher governance levels.
- Maintain structured documentation of stipend tracking processes to support transparency, audit readiness, and CHW confidence
Coordination and Partner/Stakeholder Engagement
- Build and maintain effective working relationships with CHWs, Sub-County and County Health Management Teams, and County Finance teams.
- Liaise with local government stakeholders supporting CHW stipend and workforce integration processes.
- Collaborate closely with MEL and programme teams to ensure alignment of training, employment tracking, and reporting requirements.
- Facilitate structured stakeholder convenings and coordination forums at county level.
People and Performance
- Facilitate digital orientation sessions for CHWs and training-of-trainers where needed.
- Track learner participation, completion, and assessment performance.
- Gather user feedback to inform platform and content improvements, and flag delays or anomalies affecting learner progression or completion.
- Support coordination of certification documentation and validation processes.
- Foster a culture of accountability, responsiveness, and solution-oriented thinking within the project or workstream.
Learner Monitoring, Employment Tracking and Reporting
- Track learner enrolment, course uptake, completion, and certification across assigned counties.
- Monitor CHW employment and career progression outcomes, including stipend activation and retention trends.
- Collaborating with Counties support electronic Community Health Information System (eCHIS) deployment, DQA and support supervision to enable performance-based stipends.
- Maintain accurate digital learning data aligned to MEL and donor reporting frameworks.
- Provide structured progress reports and dashboards to the Technical Advisor and country leadership
Continuous Improvement and Innovation
- Identify recurring operational or adoption challenges at county level and propose practical, field-informed improvements.
- Participate in testing and refinement of digital learning tools and curriculum enhancements.
- Contribute insights to strengthen youth-focused programming and workforce integration pathways.
KEY PERFORMANCE INDICATORS (SUCCESS MEASURES) – Building the right platform and creating lasting impact
Project Delivery and Implementation Discipline
- County-level training activities are delivered in line with approved workplans and timelines.
- Implementation trackers, milestone schedules, and risk logs are current and reliable.
- Multiple workstreams are coordinated without avoidable delays or loss of quality.
- Operational, technical, and stipend-related risks are identified early and escalated appropriately.
Training Roll-out and Capacity Strengthening
- CHW training programmes are rolled out successfully across assigned counties.
- Training-of-trainers and digital orientation sessions are delivered as planned.
- Curriculum is digitised and deployed in alignment with PHC priorities.
- Recruitment and participation of women and youth in CHW training show measurable progress.
Platform Functionality and Curriculum Quality
- LMS user accounts and enrolments are managed accurately and on time.
- Digital content is uploaded, tested, and deployed with minimal errors.
- Technical issues affecting learners or trainers are resolved within agreed timelines.
- Course materials remain current and aligned with approved revisions
Stipend Tracking and County Payment Support
- Eligible CHW lists are accurate and aligned with verified training participation records.
- County stipend payment status is tracked consistently and reconciled regularly.
- Payment delays or discrepancies are identified early and followed up at county level.
- Escalations of systemic payment issues are timely and supported by clear documentation.
Stakeholder/Partner Engagement
- County Health Management Teams and Finance teams demonstrate effective coordination with the programme.
- County-level stakeholder meetings and training forums are well organised and documented.
- Collaboration with MEL and programme teams supports smooth implementation and reporting.
Learner Performance and Certification
- Learner enrolment, course uptake, and completion rates meet agreed county-level targets.
- Certification documentation is accurate and processed in a timely manner.
- Learner progression challenges are identified and addressed promptly.
Employment Tracking and Reporting Quality
- CHW employment and stipend activation data are accurately tracked at county level.
- Digital learning data aligns with MEL standards and donor reporting timelines.
- Structured progress reports and dashboards are submitted on schedule and meet quality standards.
Continuous Improvement and Ownership
- Practical improvements are proposed and implemented to strengthen rollout, learner support, or coordination processes.
- Recurring operational challenges show measurable reduction over time.
- Demonstrates initiative and accountability in driving results across assigned counties.
Qualifications
EDUCATION
- Bachelor’s degree in Community Health, Health Sciences, Public Health, International Development, or related fields
EXPERIENCE
- Four (4) to six (6) years of experience in social enterprise, international development, or mission-driven organisations.
- Demonstrable experience in Learning Management Systems (LMS), digital learning systems, education technology, digital health platforms, or workforce development programmes;
- Practical experience facilitating training, implementing curricula, and capacity building of health workforces;
- Experience working with government institutions, accreditation bodies, or workforce regulatory frameworks is highly desirable;
- Exposure to CHW training, health workforce strengthening, or livelihood programming;
- Understanding of CHW training or workforce development programmes;
- Exposure to gender-responsive or inclusive employment models; and
- Must be a Kenya citizen, legal resident or possess work authorization documents.
CORE COMPETENCIES
- Planning and Organizing: Establishes an action plan for self and others to complete work efficiently and on time, by setting priorities, establishing timelines and leveraging resources. Focuses on workable solutions rather than escalating prematurely or deflecting responsibility.
- Entrepreneurial and Adaptive Mindset: Demonstrates initiative in improving workflows, usability, and learner support processes within established governance frameworks. Remains flexible and solution-oriented when implementation challenges arise.
- Personal Accountability: Takes ownership of commitments and follows through reliably. Demonstrates self-discipline in managing time, documentation, and quality standards without requiring close supervision. Initiates action to correct quality problems or notifies others of quality issues as appropriate.
- Collaboration: Builds trust through respectful communication, active listening, and clarity. Navigates differing perspectives with composure and professionalism. Communicates directions and updates clearly to both technical and non-technical stakeholders.
- Service Orientation: Demonstrates empathy and patience when supporting others. Demonstrates respect and professionalism when navigating differing priorities. Follows up to ensure intended actions are accomplished and results are achieved. Checks for user/stakeholder satisfaction and seeks suggestions for improvement.
- Integrity and Ethical Conduct: Consistently acts in alignment with safeguarding, confidentiality, and data protection principles. Demonstrates reliability and transparency in handling information, finances, and people interactions. Exercises sound judgement when reconciling discrepancies or escalating risks.
- Stress Tolerance: Maintains stable performance under pressure or opposition (e.g. experiencing time pressure, conflict, or job ambiguity). Demonstrates persistence and emotional steadiness in high-pressure environments, and handles stress in a manner that is acceptable to other in the organization and programme.
- 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.
Additional Information
Please submit your your CV or resume highlighting relevant skills and experience along with a cover letter detailing why you are the best fit for this position. The closing date for applications will be Tuesday May 12, 2026 at 23:59 (EAT).
Amref Health Africa does not require applicants to pay any money at whatever stage of the recruitment and selection process and has not retained any agent in connection with recruitment. Although Amref may use different job boards from time to time to further spread its reach for applicants, all open vacancies are published on our website under the Vacancies page and on our official social media pages. Kindly also note that official emails from Amref Health Africa will arrive from an @amref.org address.
Amref Health Africa is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults and expects all staff to share this commitment. Amref Health Africa is is dedicated to diversity and is an equal-opportunity employer with a non-smoking environment policy.
