The Humanitarian, Access and Security manager HASM for Partnership is responsible for providing support to all the existing and future IRC partners in Syria on the humanitarian, access and security functions. This includes, but not limited to development and/or revision of policies, security management plans, standard operating procedures and other HAS related tasks with partners.
Under the support of the Humanitarian, Access, and Security Director (HASD), the HAS manager for Partnership will actively develop and roll out all initiatives related to capacity sharing with partners in collaboration with partnership and programs units. In addition, the HAS Manager will be supporting HAS gaps in North Syria when required and as advised by the HAS director.
Responsibilities:
Capacity Sharing with Partners
Technical Support to the IRC team
•Provide technical support to HAS Team by filling in gaps in the field.
•Ensure that all HAS staff members understand and apply IRC’s partnership principles, and that staff with significant partnership components are guided by IRC’s partnership skills and approaches.
• Assist the HASD in various initiatives related to safety, security, risk, and humanitarian access management
Required Experience/qualification/Skills:
Demonstrated Skills and Competencies:
Language/Travel:
Key Working Relationships:
Position Reports to: Humanitarian, Access and Security Director
Position directly supervises: N/A
Indirect Reporting (If applicable): N/A
Key Internal Contacts: HAS team, Head of Teams (especially, Partnership Coordinator and Senior Capacity Sharing Manager, Deputy Director – Programs and the Deputy Director – Finance), and HR department
Key External Contacts: IRC partner organizations
Professional Standards: IRC staff must adhere to the values and principles outlined in IRC Way – Global Standards for Professional Conduct. These are Integrity, Service, Accountability and Equality. In accordance with these values, IRC operates and carries out policies on Beneficiary Protection from Exploitation and Abuse, Child Safeguarding, Anti-Workplace Harassment, Respect at Work Fiscal Integrity, and Anti-Retaliation.
Returning National Candidates: We strongly encourage national or returning national candidates to apply for this position. If you are a citizen of the Country in which this position is based and are currently located outside of your home country and possess over two years of international work experience, the Middle East Region has introduced an attractive remuneration package. The package includes competitive compensation, return flight to post, shipping allowance, temporary housing and a relocation allowance. Certain restrictions may apply. IRC strives to attract, motivate and retain qualified national staff in our programs.
Accountability to Clients: IRC staff must adhere to the commitment of contributing to the sustainability and development of its (CR) Client Responsiveness Mechanisms, preserving the culture of prioritizing the needs of our clients and affected communities by systematically listening to their perspectives and using their feedback to make programmatic decisions and give them greater influence over program design and delivery.
Gender Equality: IRC is committed to narrowing the gender gap in leadership positions. We offer benefits that provide an enabling environment for women to participate in our workforce including parental leave, gender-sensitive security protocols and other supportive benefits and allowances.
Diversity and Inclusion: at IRC MENA, we are passionate about creating an inclusive workplace that promotes and values diversity. Organizations that are diverse in age, gender identity, race, sexual orientation, physical or mental ability, ethnicity, nationality, and perspective are validated to be better organizations. More importantly, creating a safe workspace environment where everyone, from any background, can do their best is the right thing to do. So, bring your whole self to work.
IRC is committed to creating a diverse, inclusive, respectful, and safe work environment where all persons are treated fairly, with dignity and respect. In keeping with our core values of Integrity, Service, Accountability and Equality, IRC strives to maintain a work environment built on mutual respect in which all individuals treat each other professionally, and free of bias, prejudice, and harassment. IRC expressly prohibits and will not tolerate discrimination, harassment, retaliation, or bullying of IRC Persons in any work setting. All IRC staff, wherever they are located, are accountable for creating an environment free of discrimination, harassment, bullying, and retaliation.
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