Job opening

Monitoring, Evaluation & Learning Manager for the Swedish Workplace Programme (SWP)

Location: Stockholm, Sweden

Conract Type: Fixed-term, 6 months probationary employment period. 

Start Date: As soon as possible from September 2025

About Us

The International Council of Swedish Industry (NIR) www.nir.se/en and IF Metall, the Swedish Industrial and Metalworkers union https://www.ifmetall.se are implementing the Swedish Workplace Programme (SWP) since 2019. The programme was rolled out in Hubs in Africa, Asia and South America, with a focus on promoting decent work and responsible business conduct by stimulating partnerships between management and employees.

SWP aims to enhance productivity and promote responsible business practices by strengthening dialogue frameworks and equipping labor market actors with the skills needed to establish strong partnerships between management and employees. The program is funded by the Swedish International Development Cooperation Agency (Sida) and operates in accordance with its guidelines. As the MEL Officer, you will join a dynamic, multi-regional team and lead the Monitoring, Evaluation, and Learning efforts for Phase 2 of SWP, which focuses on scaling up the programme’s impact. Willingness and the ability to travel are essential for this position.

Your Role

As the MEL Manager, you will be responsible for leading the Monitoring, Evaluation, and Learning strategy of the programme. You will ensure that data and results are collected, analysed and used—for planning, monitoring, learning, adaptation, and accountability. You will embed MEL in the DNA of the programme: participatory, useful, and inspiring way.

Your key responsibilities include:

  • Update the programme’s Theory of Change and connected result framework and maintain as the programme’s guiding framework, ensuring the team stays focused on the overall outcomes and the identified progress indicators.
  • Analyzing the existing MEL-tools and connected routines and adjusting them to fit the new programme phase to implement a practical and meaningful MEL framework aligned with the project’s Theory of Change and results framework.
  • Leading the compilation of the overall annual workplan and country specific workplans, ensuring clear alignment with programme’s outcomes and deliverables. Monitoring the implementation of workplans.
  • Developing and update user-friendly templates, tools, and guidance to support effective planning, data collection, progress analysis, reporting, adaptations and learning.
  • Lead/participate in periodic progress meetings with the programme coordinators and serve as Internal “MEL Helpdesk” providing feedback, guidance and support on monitoring of progress and reporting in relation to workplan and progress indicators.
  • Analyzing collected progress data for conducting quarterly MEL updates/reports for the SWP global and national team, highlighting aggregated and country specific progress, learning, and needs for adjustments in workplans, strategies or progress indicators.
  • Leading mid-year and annual donor reporting, including writing clear, compelling narrative result reports supported by strong evidence, using defined progress indicators for progress towards outcomes, ensuring accuracy, timeliness and strategic insights.
  • Coordinating periodic reporting to the donor, ensuring accuracy, timeliness, and strategic insights.
  • Keeping the Programme Director updated quarterly on emerging results, risks, and opportunities.
  • Supporting strategic learning activities, reflection sessions, annual progress assessment, and planning adaptive management practices.
  • Training and coaching teams to promote understanding and ownership of results-based management (RBM) and MEL practices across all hubs.
  • Transforming data into stories—working with the team to creatively communicate results through storytelling, briefs, papers, case studies, and learning products.
  • Be a part of the NIR organisation-wide MEL team. Supporting the development of common MEL – approaches, reporting, and evaluation tools.
  • Leading evaluation – internal and external evaluation of SWP programme results

You Bring

  • At least 5 years of MEL experience, ideally in multi-country, multi-stakeholder programs.
  • Demonstrated expertise in building and operationalizing MEL plans and systems, including results-based management and donor reporting.
  • Practical skills in using variety of results‐based‐management approaches Qualitative and quantitative methods (knowledge of digital tools, statistical methods to support data driven analysis is a plus)  
  • Experience with donor-funded programs, preferably Sida or equivalent.
  • Proven ability to train, coach, and motivate teams to change mindsets, making MEL practical, approachable and engaging.
  • Strong skills in strategic thinking, analysis, and writing.
  • A creative mindset and ability to translate results into compelling communications—not just numbers, but stories and insights.
  • Confidence in leading planning and reporting processes and synthesizing complex information for internal and external stakeholders.
  • Fluency in English; and basic Swedish. Working knowledge of Spanish, Vietnamese, or French is a plus.
  • Experience in building MEL formats using Microsoft Planner, Forms and Teams and Power BI

What we offer

  • A collaborative international environment that values creativity, learning, and strategic thinking.
  • Flexible work setup. The position is based in Stockholm, and you need to be available to work from the office regularly. This is not a remote position from another city or country.
  • The opportunity to shape MEL practices that support real, lasting impact—and to make results visible and inspiring.
  • Competitive salary and benefits package.

How to Apply

Please submit your CV and a cover letter detailing your qualifications and experience to recruitment@nir.se. We review applicants and take continuous interviews so don’t wait to apply! The application window closes on 17 August 2025.

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EXECUTIVE SUMMARY

This executive summary presents the findings from the study “Workplace Cooperation: Finding Practical Solutions in the Colombian Context,” conducted by the Fundación Ideas para la Paz (FIP). The study evaluates the added value of the Swedish Workplace Programme (SWP) dialogue and cooperation model within the Colombian labor market.

Throughout 2022, FIP dedicated efforts to thoroughly understand the SWP model, including its concept, foundations, implementation process, and contributions to the labor market. In 2023, FIP documented the experiences of three companies—SKF Latin Trade, Securitas, and Epiroc—that implemented the SWP model in practice. The study also included face-to-face workshops to gather feedback from various stakeholders including civil society, businesses, government, academia, and international cooperation. The findings suggest that the SWP model has the potential to strengthen labor relations, contribute to decent work, and resolve workplace conflicts in Colombia.

The case studies highlight the importance of collaboration between employers and workers to promote decent work and sustainable development in Colombia. They demonstrate that social dialogue facilitates worker participation in labor decision-making, enhances their representativeness, and promotes cooperation between employers and employees, thus improving labor relations and contributing to the well-being of both employees and companies.

The SWP model is particularly noted for improving workplace relationships and commitment to jointly finding solutions to challenges faced by workers and the company. It empowers workers, enhances leadership, and helps integrate business policies into daily practices, reducing the initial disconnect between management objectives and the day-to-day realities of workers. The study also highlights the model’s capacity to manage conflicts constructively, transforming the perception of conflict as an opportunity for improvement. Structured dialogues deepen understanding of the underlying causes of conflicts, fostering empathy and facilitating effective resolution. This promotes a culture of collaboration and a democratic approach to decision-making, building trust.

Additionally, the model is recognized for enabling workers to make decisions, identify challenges, and propose solutions that impact their well-being, and bridging gender gaps in the workplace. Its inclusive approach adapts to the unique needs and characteristics of each company, promoting a stronger and more diverse organizational culture. It also drives good work performance and productivity by involving workers in problem identification and resolution, as well as in implementing improvements and efficiently identifying ESG (Environmental, Social, and Governance) risks for companies.

The document identifies the SWP model’s added value in empowering direct interaction among labor stakeholders in Colombia, overcoming historical or cultural reservations, and contributing to the development of stronger labor relations and improved workplace environments in the country.

Challenges and opportunities of the model are also discussed. The study points out the importance of addressing value chain risks, particularly in a global context where corporate clients demand decent work processes and due diligence. It emphasizes the need to integrate SMEs into this process and use anchor companies as drivers of social dialogue throughout the value chain. The role of the state in social dialogue and the importance of highlighting the benefits of the model for adoption across various business sectors are discussed.

The opportunities of the model include raising awareness of human rights in the workplace in line with the United Nations Guiding Principles (UNGP), to strengthen due diligence, manage risks, promote long-term sustainability, and improve organizational culture. The document also underscores the importance of involving workers in change processes, leveraging their insights for continuous improvement of processes, and fostering innovation opportunities. Lastly, it suggests replicating the model in value chains to address work environment risks and gender biases, involving suppliers and contractors, and integrating the model into corporate policies to strengthen existing programs and transform organizational culture towards resource efficiency and effective participation of employers and workers.