Skills and Employment Officer

• Duty Station: Taiz, Yemen
• Project Coverage: Employability and TVET interventions
• Contract Type: Fixed-Term (Full-Time)
• Contract Duration: One year, with the possibility of extension for up to four years based on performance, project need, and funding availability
• Reporting to: Technical Manager
• Announcement Date: 08-July-2026
• Application Deadline: 30-July-2026

About Altwasul:

Altwasul for Human Development is a leading Yemeni non-profit and non-governmental organization established in 2004. With over two decades of experience, Altwasul delivers humanitarian and development programs across Yemen in areas including livelihoods, food security and agriculture, health, education, WASH, protection, shelter, nutrition, and community empowerment. Altwasul is committed to inclusive, accountable, and people-centered programming that strengthens resilience, promotes social cohesion, and supports vulnerable communities, including women, youth, persons with disabilities, internally displaced persons, and conflict-affected households
Altwasul is also ISO 9001:2015 certified for Quality Management and holds the Institutional Commitment Certificate 2025 – 2028.

Project Background and Job Purpose

The Skills and Employment Officer will lead Altwasul's employability, skills development, and labor market linkage interventions. The role supports the implementation of TVET, employability and entrepreneurship training, scholarships and referrals, and linkages to apprenticeships, self-employment, and wage employment opportunities.
The Skills and Employment Officer will support the implementation of skills development, TVET, employability, soft skills, apprenticeship, mentorship, job matching, private sector engagement, and employment follow-up activities under Altwasul’s Partnership Sector-funded projects.
The role is responsible for supporting trainees, graduates, youth, women, and jobseekers to access practical skills, workplace readiness support, apprenticeship opportunities, employment pathways, and market-relevant linkages with employers and training providers.
The Skills and Employment Officer will ensure that skills and employment activities are demand-driven, inclusive, technically relevant, transparently selected, well documented, and linked to realistic employment or self-employment opportunities. The role will coordinate closely with MEAL, Finance, Logistics and Procurement, field teams, training providers, employers, and relevant project staff.
The role will apply a labour market and employment pathway lens by identifying skills gaps, employer demand, occupational opportunities, workplace requirements, placement barriers, and retention challenges. This is intended to strengthen practical pathways from training to decent work, apprenticeships, employment, freelancing, or self-employment where appropriate.
The Skills and Employment Officer will coordinate closely with the Enterprise Development Officer where trainees, graduates, or jobseekers transition into self-employment, enterprise support, business coaching, or market linkage opportunities.

Key Responsibilities

1. Labour Market Assessment, Training Pathway Design, and Selection

1.    Support labour market assessments, skills gap analysis, employer mapping, training provider mapping, apprenticeship opportunity mapping, and job placement analysis.
2.    Identify practical and market-relevant skills development opportunities in sectors such as renewable energy, solar, digital/IT, services, agri-food, maintenance, repair, and other locally viable trades.
3.    Support transparent outreach, registration, screening, and selection of trainees, apprentices, graduates, and jobseekers in coordination with the Technical Manager, MEAL, Community Mobilizers, training providers, and local stakeholders.
4.    Assess applicants against agreed criteria, including vulnerability, motivation, basic skills, training suitability, employment potential, inclusion considerations, and ability to complete the pathway.
5.    Ensure selected training pathways are linked to actual employer demand, local market needs, self-employment potential, or realistic income-generating opportunities.
6.    Maintain complete and accurate trainee files, selection records, assessment forms, registration data, referral records, and supporting documentation.

2. TVET, Skills Development, and Training Coordination

1.    Coordinate day-to-day implementation of TVET, vocational training, technical skills, digital skills, employability, soft skills, and workplace readiness activities.
2.    Work with training providers, TVET institutes, private institutes, consultants, and technical experts to ensure training content is practical, market-relevant, inclusive, and aligned with agreed standards.
3.    Support curriculum review, training package adaptation, training schedules, trainee orientation, attendance tracking, and training quality follow-up.
4.    Ensure that training delivery is adapted to the needs of women, youth, persons with disabilities, marginalized groups, and participants with different literacy and learning levels.
5.    Follow up with training providers to ensure availability of trainers, tools, materials, safety measures, accessibility arrangements, attendance records, and timely issue resolution.
6.    Support practical learning approaches, including hands-on training, workplace exposure, employer-led sessions, demonstrations, mentoring, and applied assignments.
7.    Verify that training completion records, certificates, attendance sheets, assessments, photos where approved, and other means of verification are properly maintained.

3. Employability, Apprenticeship, and Mentorship Support

1.    Coordinate employability and soft skills activities, including communication, teamwork, leadership, problem-solving, financial literacy, digital literacy, workplace behavior, customer service, job search skills, and workers’ rights.
2.    Identify and assess potential host businesses, employers, mentors, and apprenticeship providers based on capacity, relevance, safeguarding standards, workplace safety, and willingness to support trainees.
3.    Facilitate apprenticeship placements by supporting matching, orientation, placement agreements, attendance tracking, stipend documentation where applicable, and regular follow-up.
4.    Support mentorship arrangements between trainees, graduates, employers, professionals, business owners, or relevant technical experts.
5.    Monitor apprenticeship quality, workplace learning, trainee satisfaction, employer feedback, attendance, safeguarding risks, and completion status.
6.    Identify and resolve practical placement challenges in coordination with the Technical Manager, employers, trainees, Community Mobilizers, and relevant support teams.
7.    Ensure apprenticeships and mentorships are learning-oriented, safe, inclusive, and linked to realistic employment, income, or career progression opportunities.

4. Job Matching, Employer Engagement, and Employment Follow-Up

1.    Map and engage private sector employers, companies, service providers, business associations, chambers of commerce, training institutes, and other actors relevant to job placement and employment pathways.
2.    Facilitate job matching between trained participants and employers based on skills, location, availability, employer requirements, safeguarding considerations, and employment potential.
3.    Support job fairs, employer sessions, career days, exposure visits, recruitment events, networking meetings, and private sector engagement activities.
4.    Track employment outcomes, including apprenticeships completed, job placements, self-employment referrals, freelancing, remote work, retention, and other income-related outcomes where applicable.
5.    Follow up with employers and participants after placement to assess job retention, workplace challenges, satisfaction, skills use, income change, and further support needs.
6.    Support the development of employer databases, placement records, trainee profiles, CV banks, referral logs, and follow-up tracking tools.
7.    Identify barriers affecting women’s employment, youth employment, disability inclusion, workplace access, job retention, and employer participation, and propose practical solutions.

5. Toolkits, Workplace Readiness, and Transition Support

1.    Support the identification of participants who may require employment-related toolkits, workplace readiness support, referral support, or transition support based on approved project criteria.
2.    Coordinate with the Technical Manager, Enterprise Development Officer, MEAL, Finance, and Logistics and Procurement to ensure that toolkit or employment-related support is justified, documented, and linked to clear pathway needs.
3.    Verify participant readiness, intended use, training completion, placement status, and relevance before recommending employment-related support.
4.    Follow up after support is provided to confirm use, relevance, retention, safety, and contribution to employment or income outcomes.
5.    Refer participants with strong self-employment or business potential to the Enterprise Development Officer for enterprise assessment, coaching, business development support, or market linkage.
6.    Ensure that employment-related toolkits or support do not create unfair advantage, dependency, misuse risks, or conflict within the community.

6. Monitoring, Reporting, and Documentation

1.    Track progress against skills and employment indicators, including outreach, registration, selection, training attendance, training completion, certification, apprenticeships, mentorship, job placement, retention, and participant satisfaction.
2.    Conduct regular field visits to training sites, apprenticeship locations, employers, job placement sites, and community locations.
3.    Provide timely technical updates, training reports, field visit reports, placement updates, employer feedback, and implementation notes to the Technical Manager.
4.    Work closely with MEAL to ensure accurate data collection, indicator tracking, beneficiary verification, satisfaction monitoring, post-training follow-up, and evidence collection.
5.    Contribute to donor reports, case studies, success stories, lessons learned, and learning products by providing field evidence and technical analysis.
6.    Ensure all skills and employment files and means of verification are complete, accurate, confidential, and ready for internal review, donor verification, or audit.

7. Coordination, Accountability, and Inclusion

1.    Coordinate with local authorities, TVET offices, training providers, employers, business associations, chambers of commerce, community structures, youth and women’s groups, disability actors, and relevant stakeholders.
2.    Work closely with Community Mobilizers to ensure inclusive outreach, transparent communication, safe registration, and clear messaging to applicants and communities.
3.    Ensure that women, youth, persons with disabilities, marginalized groups, and vulnerable households are considered in outreach, selection, training, apprenticeship, placement, and follow-up.
4.    Support safe and accessible communication with participants, including clear explanation of selection criteria, training commitments, apprenticeship arrangements, available support, and complaint channels.
5.    Refer complaints, safeguarding concerns, protection risks, workplace risks, or sensitive cases through the appropriate channels.
6.    Maintain neutrality, confidentiality, transparency, and do-no-harm principles in all skills and employment activities.

Technical Validation and Quality Checks

The Skills and Employment Officer is expected to apply technical judgment and field validation before recommending, implementing, or following up skills and employment activities. This includes checking:

1.    Whether the proposed training pathway responds to real labour market demand or realistic self-employment opportunities.
2.    Whether the selected trade, skill, or occupation is appropriate for the local economy and not already saturated.
3.    Whether training providers have the capacity, trainers, tools, facilities, safety arrangements, and accessibility measures required for quality delivery.
4.    Whether selected participants have the interest, availability, basic readiness, and ability to complete the full pathway.
5.    Whether women, youth, persons with disabilities, and vulnerable groups can access and benefit from training, apprenticeships, and employment opportunities safely.
6.    Whether apprenticeship or placement sites are safe, relevant, supervised, and suitable for learning or employment.
7.    Whether employers or host businesses have genuine demand, clear expectations, and willingness to engage fairly with participants.
8.    Whether soft skills, digital skills, financial literacy, and workplace readiness are sufficiently integrated into the training-to-employment pathway.
9.    Whether employment-related toolkits or support are justified by clear pathway needs and linked to training completion, placement, self-employment, or income potential.
10.    Whether post-training and post-placement follow-up confirms actual skills use, employment outcomes, income opportunities, or further support needs.
11.    Whether the proposed support may create dependency, unrealistic expectations, unfair competition, workplace exploitation, safeguarding risks, or community tensions.
12.    Whether documentation and means of verification are complete enough to support donor reporting, MEAL verification, and internal review.

Shared Accountability

The Skills and Employment Officer contributes to skills development, TVET coordination, employability support, apprenticeship facilitation, job matching, employer engagement, employment-related support, monitoring, and reporting by providing technical inputs, field evidence, participant follow-up, employer feedback, and implementation updates.
Formal accountability for financial approval, procurement processes, contractual commitments, donor communication, compliance approval, and HR procedures remains with the relevant departments and authorized management.
The Skills and Employment Officer coordinates with the Enterprise Development Officer where participants transition into self-employment, enterprise development, business coaching, or market linkage support. Enterprise assessment, MSME coaching, business grant-readiness, and enterprise development follow-up remain led by the Enterprise Development Officer.

Required Qualifications and Skills

• University degree in education, TVET, business administration, social sciences, development studies, livelihoods, economics, human resources, or a related field.
• Minimum 4 years of relevant experience in skills development, TVET, employability, youth employment, job placement, apprenticeship management, private sector engagement, or livelihoods programming.
• Proven experience coordinating training providers, employers, trainees, apprenticeships, job placement, or employment pathway activities.
• Strong understanding of labour market demand, skills gaps, training quality, workplace readiness, and employment barriers.
• Experience supporting women, youth, persons with disabilities, vulnerable groups, graduates, or jobseekers to access skills and employment opportunities.
• Understanding of donor-funded programming, field documentation, beneficiary selection, monitoring, reporting, and accountability requirements.
• Experience coordinating with TVET institutes, private training providers, employers, business associations, local authorities, and community structures.
• Strong fieldwork, communication, facilitation, negotiation, coordination, and problem-solving skills.
• Good computer skills, especially Microsoft Excel, Word, and data collection tools.
• Good Arabic communication skills; working knowledge of English is an asset.
• Experience with EU, SDC, UN, INGO, or consortium-funded skills, livelihoods, or economic recovery projects is a strong asset.
• Qualified female candidates are strongly encouraged to apply.

Required Competencies

1.    Strong understanding of training-to-employment pathways.
2.    Ability to assess whether a training pathway is market-relevant, feasible, and linked to employment or income opportunities.
3.    Practical understanding of TVET, employability, apprenticeships, mentorship, job matching, and workplace readiness.
4.    Ability to work directly with trainees, graduates, jobseekers, training providers, employers, mentors, and community actors.
5.    Strong field follow-up and documentation discipline.
6.    Ability to apply transparent selection criteria and avoid bias or favoritism.
7.    Strong coordination with technical, MEAL, finance, logistics, enterprise development, and community teams.
8.    Ability to identify risks and propose practical corrective actions.
9.    Commitment to inclusion, accountability, safeguarding, conflict sensitivity, workplace safety, and do-no-harm principles.
10.    Ability to work under pressure and travel regularly to field locations.

What We Offer

• Monthly gross salary based on Altwasul salary scale.
• 2.5 days per month of annual leave.
• National holidays in line with the Yemeni calendar.
• Opportunities for learning, development, and career advancement.

Apply with

Altwasul for Human Development is committed to diversity and diversification in its workforce, and encourages all people applying to join the organization, regardless of gender, nationality, religious and ethnic backgrounds, including people who are committed to doing so.

• Altwasul for Human Development follows zero tolerance for behavior that conflicts with the principles and institutional goals and values, including exploitation, violence, harassment, and accountability for the use of power and discrimination. The Foundation is also committed to the Child Protection Pledge. Accordingly, all those selected will adhere to this Order and the Principles, and in particular will be subject to reference checks, including verification of accreditation from academic data, types and employment data.
• Selectees are then required to communicate additional information.
• The applicant must disclose any previous cases of sexual misconduct or other forms of misconduct, previous service terminations, criminal records, and violations registered with government authorities and agree to the disclosure of any such information by their former employers during reference checks.
• The applicant must disclose any previous cases of sexual misconduct or other forms of misconduct, previous service terminations, criminal records, and violations registered with government authorities and agree to the disclosure of any such information by their former employers during reference checks.

Safeguarding and Equal Opportunity

Altwasul for Human Development is committed to diversity, equity, and inclusion in its workforce and encourages qualified candidates to apply regardless of gender, nationality, disability, religious or ethnic background.
Altwasul maintains zero tolerance for exploitation, abuse, harassment, discrimination, misuse of power, fraud, corruption, and any behavior that conflicts with the organization’s values, principles, and institutional commitments. Altwasul is also committed to child safeguarding and protection from sexual exploitation, abuse, and harassment.
Selected candidates will be subject to reference checks, verification of academic credentials, employment history, and other relevant background checks. Applicants may be required to disclose any previous cases of sexual misconduct, other forms of misconduct, service termination, criminal records, or violations registered with relevant authorities, and to authorize former employers to disclose such information during reference checks.