Our decentralisation process, launched two years ago, is a cornerstone of the Strategy 2025–2028. It aims to bring Tdh closer to children and communities, align our operations more closely with contextual realities, and deepen our commitment to local ownership and sustainable impact. A new adaptive model for Europe and Asia aims to strengthen proximity to children and communities; ensure more context-sensitive and agile ways of working; reinforce local ownership and develop in-country leadership while maintaining a lean, flexible, and resilient regional structure.

In line with the model validated by the CODIR and the roadmap communicated by the Operations Department, we are launching the first round of recruitment for key positions that will support the new Europe & Asia structure.

In the framework of this decentralization, Tdh is opening this vacancy:

Title of position: Regional Coordinator Children and Youth on the Move Program Asia HUB

Start date: 1.03.2026

Scope: 50% Hub Asia+ 50% Country

Place of work : In one of Tdh country office in the Region

Job description: The tasks and responsibilities outlined in this job description currently reflect the regional scope of the position. Responsibilities related to the country-specific scope will be defined within the next three months, following discussions with the Country Director and the regional team.

An updated job description, incorporating both regional and country-specific responsibilities, will be finalized and signed once these elements have been clearly defined.

Eligibility: internal candidates who have current employement contract in Asia.

Deadline for applications: 4/01/2026

Mission:

Within the scope of its program:   

• Monitors and reports on changes in contexts and needs in order to enable timely and appropriate guidance and decision-making. 

• Promotes and applies global frameworks, standards, processes and tools for operations & program management and expertise. 

• Supports the region in developing new opportunities and contributes to fundraising and project writing efforts at the regional and, where applicable, country level.  

• He/she is responsible for coordinating and developing strategic partnerships for the CYM program in the Europe region.  

• Leads and oversees the implementation of Tdh's CYM program in line with the ambitions set out in the strategy, theories of change and procedures defined by the organisation in adequation with available ressources (finances, HR).  

• Monitors, analyses and reports on CYM program indicators for the region, with a view to operational impact and ensuring the quality assurance and control system.  

• Ensures the sharing of information to feed into communication and advocacy actions.  

• Encourages and coordinates exchanges between countries, and with headquarters and other regions, in order to strengthen learning (e.g. sharing of evaluations, good practices, etc.) and innovation. 

• Supports the setting up and the operation of the Resilience Innovation Facilities (RIFs) in the region where his expertise is required. Builds the relevant internal and external capacities. 

Participation in gouvernance bodies:

• Regional office managers' meeting. 

• Regional managers' retreat (pre-geographic perimeter). 

• Meeting of CYM Regional Coordinators with the head of CYM Program 

Main responsibilities:

Cross-functional roles and responsibilities 

• An authentic leader, he/she inspires his/her team through leadership, encourages teamwork and cohesion, makes informed strategic decisions and is committed to excellence and continuous innovation. 

• Represents, encourages and promotes the organisational and socio-cultural values of the organisation. 

• Contributes to the deployment of  Tdh's strategy within their area of expertise. 

• Analyses issues and stakeholders in the region within their area of expertise. 

• Ensures the implementation, dissemination and ownership of the CYM strategy at regional level. 

• Contributes to the overall management of the CYM strategy. 

• Ensures the implementation of the CYM strategy in the countries of intervention, ensures the inclusion of programme indicators and coordinates their monitoring and analysis. 

• Supports the deployment/dissemination of Tdh's, approaches, methodologies and standards in CYM projects. 

• Contributes to the dissemination of key programme action modes and their modelling/contextualisation.  

• Contributes to the identification of optimal funding opportunities and the development of strategic proposals in coordination with the fundraising department, in line with regional and delegation strategic plans. 

Partnership:

• Contributes to the identification, development and implementation of strategic partnerships. 

• Supports the strengthening of local and national actors in accordance with Tdh's partnership and aid localisation policy and related tools. 

Positioning and Advocay:

• Represents  Tdh in regional forums and platforms on Migration 

• Defines the advocacy strategy on child and youth mobility for the region with a participatory approach involving CYM. 

Innovation:

• Encourages the identification and implementation of innovative solutions in country offices in the region. 

• Supports the development and operations of the Resilience Innovation Facilities (RIFs) in the delegations where this is needed. Helps promote the the Resilience Innovation Facility (RIF) model of action. 

Skills:

This role requires fundamental personal, social and leadership skills, technical and methodological skills, as well as managerial and strategic skills. Especially the following:

Leadership excellence :

• Strong ability to lead and motivate a diverse and remote team, leadership skills based on strong values, openness and ability to make strategic decisions.

• Highly developed spirit of collaboration and cross-functional leadership.

Management skills :

• Significant experience in partnership management, financial and budgetary management, human resources management and project management.

• Proven experience in managing organisational and operational transformation.

Interpersonal skills :

• Strong ability to establish and maintain solid relationships with internal and external stakeholders, including donors, partners, and governments.

• Reliability and independence, with a strong ability to organise, make decisions and resolve conflicts.

• Integrity, judgement and diplomacy.

Specific knowledge :

• Strong knowledge on migration-related issues in Europe: Climate change and migration, trafficking.

• Strong knowledge of the needs and actors involved in migration in the area and countries of intervention

• Excellent ability and ease in public speaking (conferences, workshops) and adapting to different audiences (governments, local authorities, national and international partners, as well as young people and children).

Requirements

Educations/Qualifications

Minimum Master's degree in a relevant field (e.g. political science, migration, international relations, etc.) from a recognised institution;

Training in gender, project management and leadership is an advantage

Experience

At least 7 years' experience in the field of migration/IDPs, refugees. Solid understanding and experience of children’s rights empowerment/integration and mobility, with a particular focus on migration dynamics in Europe.

Expertise in advocacy techniques and strategies

Proven experience in organising training courses, workshops and conferences.

At least 5 years' experience in developing project proposals, managing programmes and developing expertise and knowledge.

Previous experience in regional and consortium project management.

Good knowledge of networks active in the field of migration and the prevention, protection, integration and reintegration of migrant children and young people.

Ideally, the candidate will have already carried out similar work in an NGO or an organisation working at the international level

Languages

Excellent written and oral communication skills in English.

Computer know-how

Microsoft Office package

Salary :

The contract modalities as well as the remuneration package offered for this position will be defined depending on the outcomes of the recruitment process and the selected candidate. The modalities related to remuneration are outlined in the document  "Guide to managing shared positions with country and regional responsibilities".

Tdh General Code of Conduct and Ethical Policies  :

• Commits to promoting and complying with the Global Code of Conduct, systematically reporting any violations of the Code through Tdh's formal reporting mechanisms and dealing with any violations of procedures and processes appropriately.

• Raises awareness of the Foundation of the risks of policy non-compliance, violence and abuse, and related rights, towards children, community members and our own employees.

• Undertakes to comply with key ethical policies and guidelines, including the Safeguarding Policy, the Anti-Fraud and Corruption Policy, the Conflict-of-Interest Policy and other policies related to the prevention of terrorist financing and criminal activities, as well as workplace behavior.

• Commits to putting values and principles into practice through exemplary behavior, in full compliance with the Code of Conduct, and always respecting established procedures and processes.

• Commits to developing a compliant and enlightened management culture within the organization and in our work with children and the communities in which we operate.

Procedure:

Only complete applications (CV + covering letter) posted on our official website will be processed. Additional documents (diplomas, work certificates, etc.) will be requested at a later date. We will only contact those candidates selected for further recruitment.

References :

Please note that all job offers will be subject to satisfactory references and checks (criminal record and anti-terrorism funding check). Terre des hommes will ask the Human Resources of previous organisations to provide references on any findings of sexual exploitation, sexual abuse and/or sexual harassment as well as fraud and corruption, during employment, or incidents under investigation at the time the candidate left employment.