The International Rescue Committee (IRC) responds to the world’s worst humanitarian crises, helping to restore health, safety, education, economic wellbeing, and power to people devastated by conflict and disaster. Founded in 1933 at the call of Albert Einstein, the IRC is one of the world’s largest international humanitarian non-governmental organizations (INGO), at work in more than 50 countries and more than 25 U.S. cities helping people to survive, reclaim control of their future and strengthen their communities. A force for humanity, IRC employees deliver lasting impact by restoring safety, dignity and hope to millions. If you’re a solutions-driven, passionate change-maker, come join us in positively impacting the lives of millions of people world-wide for a better future.

Background/IRC Summary: The Gender, Equality, Diversity and Inclusion (GEDI) Unit is a strategic and organizational change lever responsible for developing a GEDI vision and strategy for the IRC, and empowering IRC departments to deliver on the DEI Strategy and the GEDI Action Plan. The Unit establishes IRC’s approach to GEDI to strengthen our people, program quality, and influence foundations through a feminist lens.

Job Overview/Summary: Reporting to the GEDI Director for Crisis Response Recovery & Development (CRRD), as the Senior GEDI Advisor you will be responsible for supporting the People & Culture (P&C) functions, regional and country leadership to implement the IRC GEDI action plan. You will guide regional colleagues and country offices in applying intersectional feminist principle in all people and operational policies and practices.

We are looking for a creative, solution-driven gender GEDI expert with deep experience in translating feminist principles into organizational practices and policies to reach impact at scale. This role is an exciting opportunity to advance IRC feminist commitments across our people and, operation efforts by supporting leaders to embed intersectional feminist practices, taking antiracist and decolonial approach in their roles, the workplace, and within their teams.

Strategic support

• Serve as thought partner to assigned regional leaders to ensure we contextualize and deliver on the people and operational priorities of the IRC GEDI action plan, including ensuring adequate integration and resourcing in regional and country strategic plan.

• Partner with Regional leaders and P&C Directors to help country leaders identify gap in representation and inclusion and set substantial goals for more equitable internal practices and policies in support of the IRC feminist commitment. This includes devising and supporting implementation of contextually relevant solutions to drive achievements of IRC’s Leadership Diversity Goals and strengthen a culture of inclusion and belonging of underrepresented and marginalized staff.

• Serve as assessor of progress, aggregate outcomes to support report on progress and data-driven decision making and strengthen accountability.

Technical support

• Collaborate with the team of Senior GEDI Advisors to develop and/deploy context-relevant tools, solutions, and programs to enable inclusion and promotion of key underrepresented employee groups through the employee life cycle (ex: women, SOGIESC, people with disabilities, LGBTIQ+, underrepresented and racial minorities).

• Provide technical support to regional and country P&C functions to review, design, and implement GEDI-related policies and functional-specific interventions that eliminate inequities and enable an inclusive workplace culture in alignment with the IRC Equality Value.

• Collaborate with regional (and where needed country) Safety and Security, Safeguarding, and Operations partners to address context-specific GEDI gaps and challenges and build adequate GEDI capacities within their team.

• Serve as a hub of GEDI knowledge for the regional and country teams to provide technical knowledge and expertise, monitor new practices, document the results, and provide ongoing coaching and capacity building to country GEDI staff.

• In collaboration with CRRD P&C teams and appropriate leadership, analyze, and report data on inclusion related outcomes, identifying areas for improvement and making data-driven recommendations.

Learning and employee group support

• Design and deliver context-specific GEDI learnings to support an inclusive culture and enhance the belonging of diverse groups.

• Mobilize and support regional Employee groups (including Women at Work groups) and cross regional community of practice (including GEDI Champions) as agents of change in the cultural transformation.

• Work with Employee groups to promote dialogue and engagement on key GEDI matters, surfacing emerging issues and opportunities, and recommending solutions to enhance our workplace GEDI Strategy.

Key Working Relationships

Direct Reporting: GEDI Director for Crisis Response Recovery & Development (CRRD)

Internal: CRRD People and culture Directors and partners, safety and Security, Safeguarding , CRRD regional and country leaders.

External: IRC Organizational Partners, Feminist network, Gender and D&I focused organizations.

Job Requirements

Education: Graduate degree or years in additional work experience

Work Experience: 6 + years of related experience that includes:

• Direct experience leading and influencing organizational partners to adopt feminist principles as core to all organizational processes, policies, and activities.

• Experience leading and supporting change management to embed an inclusive work culture.

• At least 2 years in the humanitarian and/or international development sector.

• At least 3 years of experience in one or more of CRRD Regions

• Experience building communities of practice.

Demonstrated Skills and Competencies

• Deep commitment to and knowledge of strategies to advance gender equality diversity and inclusion in different organizational contexts and equal participation in the workplace.

• Demonstrated experience in applying intersectional feminist lenses to one or more of the following areas: Employee life cycle, Safety, and Security, Learning and development, leadership development, HR operations, workplace infrastructure, workplace culture.

• Demonstrable understanding of how power dynamics affect organizations and the ability to amplify the voices of individuals from under-represented groups.

• Experience in designing and delivering GEDI training.

• Experience in crafting and implementing regional and sub regional strategies according to organizational priorities, considering a variety of country contexts.

• Excellent communication skills, ability to engage all levels of staff and leaders, build and maintain strong relationships with people from all backgrounds, genders, cultures, and viewpoints.

• Ability to work effectively and with impact through matrixed relationship and to engage, inspire to action, and influence people outside of direct reporting lines.

Language Skills

• Excellent spoken and written of English

• Proficiency in at least one other language spoken the CRRD regions (French, Arabic, Spanish, Swahili, etc.) highly desirable.

Working Environment

• Combination of standard office working environment and working remotely (i.e., telecommuting). Applicants must have a home or alternate workspace they can effectively complete their work from during regularly scheduled work hours.

• Some travel as needed up to 30%.

Standard of Professional Conduct: The IRC and the IRC workers must adhere to the values and principles outlined in the IRC Way – our Code of Conduct. These are Integrity, Service, Accountability, and Equality.

Commitment to Gender, Equality, Diversity, and Inclusion: The IRC is committed to creating a diverse, inclusive, respectful, and safe work environment where all persons are treated fairly, with dignity and respect. The IRC expressly prohibits and will not tolerate discrimination, harassment, retaliation, or bullying of the IRC persons in any work setting. We aim to increase the representation of women, people that are from country and communities we serve, and people who identify as races and ethnicities that are under-represented in global power structures.

I – Background of the Project

CBM is implementing the project entitled “Disability-Inclusive Humanitarian Action for displaced populations and host communities in the sectors health and protection in West and Central Africa”, targeting internally displaced persons (IDPs), refugees, returnees and host community members as well as Organisations of Persons with Disabilities (OPDs) and local and national humanitarian organisations. The project started in July 2022 and it aims to improve the living conditions and the access to inclusive humanitarian aid for displaced populations (refugees, IDPs, returnees) and host communities with special attention to most vulnerable persons in the sectors Health and Protection. The project in implemented in four countries namely DR Congo, Cameroon, Nigeria, Niger.

The table below provides a brief overview of the countries of intervention and the project partners in the different countries.

Project implementation areas and partners per country

• Democratic Republic of Congo, South Kivu (Nundu, Kalehe, Uvira) : Bureau Diocésain des Œuvres Médicales de I’Archidiocése (BDOM)
• Cameroon, Southwest Region (Koupé-Manengouba, Fako Lebialem, Manyu Meme, Ndian) : Presbyterian Church in Cameroon (PCC) and PCRS (Presbyterian Community Rehabilitation Services)
• Nigeria : Borno State : Women in the New Nigeria and Youth Empowerment Initiative (WINN)
• Niger : Tillaberi (Ouallam, Abala and Ayerou) : ONG ADKOUL

The theory of change is mainly based on three axes, namely:

• Inclusive provision of primary health and rehabilitation services through mobile health teams and establishment of a referral system, psychosocial counselling and treatment for affected populations, strengthening of existing health infrastructure and training of staff
• Provision of inclusive protection services for persons with disabilities as well as other at-risk persons, with particular emphasis on support services for survivors of SGBV
• Measures to mainstream disability inclusion in the activities of other humanitarian actors and in the humanitarian coordination system.

II – Evaluation Objective and intended use

The purpose of the final evaluation is to provide an independent and thorough analysis of the project’s results, assessing its effectiveness, efficiency, impact, sustainability, and relevance/coherence in meeting the needs of the target populations. The evaluation should also identify lessons learned and offer recommendations for future interventions.

In a specific way, this evaluation aims to:

• Assess Relevance and Coherence: Assess the project’s alignment with the needs of the diverse target populations (females/males and persons with and without disabilities) and the humanitarian context in the regions involved; and the coherence of this project with other similar initiatives and actions in the target locations of this project.
• Assess Effectiveness: Measure the degree to which the specific objectives and expected outcomes of the project have been achieved or not, incl. reasons for non- or underachievement.
• Assess Efficiency: Analyze how efficiently and appropriately the resources (financial, human, material) have been used in achieving the expected results.
• Assess Impact: Evaluate the long-term effects of the project on beneficiaries, particularly people with disabilities and other at risk groups.
• Assess Sustainability: Analyze the mechanisms in place to ensure the continuity of interventions after the project ends, and the likelihood of continuation.
• Assess Inclusiveness: Analyze to which extent implemented activities were able to address the needs of persons with disabilities and in how far they have been inclusive of and accessible to persons with disabilities
• Assess Gender aspects: Analyse to which extent the needs of women, men, girls and boys with and without disabilities have been considered in the design of the project, how they were addressed and how those different groups benefitted equally from the project activities
• Identify Lessons Learned: Gather insights that can guide future interventions in similar contexts.
• Formulate Recommendations: Provide recommendations to improve the design and implementation of future projects.

The analysis shall always be based on the experiences of the target population (displaced persons and host communities) with a particular focus on persons with disabilities and potentially different needs of and results for children, youth and adults and for female and male persons. Disaggregation of data is therefore imperative, and the differentiated view must be reflected by the methodology applied.

An analysis of inclusive protection services and safeguarding mechanisms applied and the quality of those shall complement the understanding of achievements.

III – Scope of the Evaluation

The evaluation will cover all activities implemented in the four countries (Cameroon, DRC, Niger, Nigeria) and will consider the results achieved in the health and protection sectors. It will also assess the integration of inclusive approaches for people with disabilities in the humanitarian actions across the four countries.

The evaluation shall be conducted from 1st February2025 to 31st May 2025. During this period, the evaluator will conduct all evaluation activities (protocol designing, secondary data review, interview and focus group discussions, data analysis and reporting etc.).

This evaluation will consult OPDs involved in the project in all four countries, relevant humanitarian and public stakeholders, organisations and institutions as well as the projects’ target group/target communities and the four implementing partners. A stakeholder Analysis shall define in more detail who/which groups need to be interviewed.

IV – Methodology

The evaluation will be conducted by an independent international consultant (or team of consultants), by combining qualitative and quantitative methods.

The consultant develops a comprehensive and detailed methodology. The full methodology should include the following stages:

• Secondary data review, review of project documents
• Sampling and targeted location
• Data collection method and respondents
• Data analysis and interpretation

No matter what methods will be used during the evaluation, there are mandatory mechanisms that must be adhered to during the entire process:

• Participatory and inclusive – engaging involved OPDs and persons with disabilities actively in the assessment
• Data Disaggregation (gender/age/disability) – for disability disaggregation, the use of the Washington Group Short Set of Questions is mandatory, unless there are other means to reliably identify persons with disabilities
• Safeguarding of children and adults at risk – informed consent must be sought from each respondent
• Privacy of interviewees/informants – questionnaires must be anonymous, and no personal identification shall be included in the reports
• Data Security – safe storage of all data related to this assignment

The consultant will give details on how project participants shall be included in the data collection and analysis andin the formulation of recommendations. The consultant shall explain how the findings and recommendations will be fed back to them, detail specific meetings, discussions, workshops, presentations. Presentations must be accessible, and for feedback to communities they must be easy to understand, e.g. in the form of pictures.

The consultant must also specify the methodology for coordinating the evaluation in the four implementation countries.

V – Management Responsibilities and Evaluation Team

1- Commissioning responsibility – CBM and partner organisations

CBM (Christian Blind Mission) is the contracting authority overseeing the evaluation. Additionally, given that the project is implemented at the community level through CBM’s local partners, their involvement will be integral to both the preparation and execution phases of the evaluation. This collaborative approach ensures that local insights and expertise are fully leveraged throughout the process.

A steering committee will be established to oversee and coordinate the evaluation. Its primary role is to ensure that the evaluation’s purpose and objectives are clearly defined from inception through to completion. The committee will jointly select consultant, agree on a detailed methodology, and ensure the evaluation is implemented on time. It will also review and approve key documents, including interview guides, questionnaires, reports, and workshop content, with the involvement of CBM staff. Depending on the timeline, the committee may convene 2-3 meetings with the consultant during the evaluation.nIt will be composed of 4-5 staff from CBM (Project Manager/Coordinator; Evaluation Expert; Humanitarian Advisor) and representatives from the partner organisations. The Regional Humanitarian Project Manager will chair the steering committee and will be the primary contact person for the consultant teams.

2- Management Responsibility and Logistics – Consultant

The consultant is responsible for the implementation of the evaluation and for preparing reports and presenting the evaluation’s findings within the agreements and contract. The consultant must specify the methodology for coordinating the evaluation in the four implementation countries and between all team members. The consultant will be responsible for organizing logistics, travel, and accommodation within the project’s intervention areas in each country. The consultant will also arrange necessary interpretation and translation services.

The respective local partners shall support the consultant with the logistics as needed.

3- Requirements for consultant

• Consultant is expected to have a comprehensive understanding of humanitarian coordination mechanisms and robust technical expertise in disability inclusion and protection mainstreaming. Experience working with, or familiarity with, organizations of persons with disabilities will be advantageous for the evaluation’s success. For the assessment of the safeguarding and protection components, incl. SGBV, it is necessary to have both female and male team members and ideally a person with disabilities (e.g. a member of a local OPD). In particular, the consultant must have the following skills
  • Advanced University degree Social Sciences, Development, Humanitarian Assistance, Disability Inclusion related studies.
  • At least 5 years of experience of working in development and humanitarian aid or disability inclusion field.
  • Professional experience in the conduct of social research or evaluation, practical experience in at least 5 similar assignments in West and Central Africa region.
  • Experience in conducting research with remote and marginalized communities;
  • Knowledge of international instruments and national statutes for persons with disabilities ;
  • Excellent interpersonal and communication skills, including the ability to facilitate
  • Strong analytical skills and ability to synthesise and present results clearly;
  • Ability to draw practical conclusions and prepare well-written reports in a timely manner and availability during the proposed period;
  • Proficiency in English and French, with strong communication and writing skills, is essential.

Safeguarding policy: To enter into a consultation agreement, all consultant and enumerators must understand and sign the CBM or partner organisation’s safeguarding policy and respect its terms and conditions.

4- Deliverables

The following steps should be included in the methodological proposal:

• Preparatory meeting with the Evaluation Steering Committee: This meeting aims to present the proposed methodology to the Steering Committee and secure their agreement.
• Inception report: This report shall be submitted within 15 days after the inception meeting. It shall outline the detailed methodology, schedule, and process for conducting the evaluation, including data collection and analysis tools. It will also define the roles and responsibilities of all team members and the organisation of the evaluation on the 4 countries.
• Presentation of results: The consultant will present the results of data collection and a proposed structure to the steering committee before starting to write the report, to make sure the evaluation is in line with the ToRs.
• Final evaluation report: The consultant will submit a final report following the CBM template, along with a synthesis for a broader audience. The report, limited to 30 pages, must be submitted within 20 working days after the completion of the field phase.
• The synthesis of max. 5 pages will be written in English and should be ready for use as a stand-alone document; it shall include:
• A concise overview of the regional project and its expected results;
• A concise summary of the evaluation’s results;
• The 5 main recommendations, organized by priority and linked to the conclusions.
• A presentation of the evaluation’s objectives and the methodology used.

The consultant will present the findings to the steering committee and facilitate a workshop to share the evaluation results.

5- Main documents for the desk review

• Description of the project, including is result matrix and budget plan
• Project implementation reports
• Reports submitted to the donor
• Documentation of learning exchange
• CBM and Partners Safeguarding Policy and Regulations
• CBM Evaluation Policy
• CBM evaluation reporting templates

The documents will be shared with the consultant upon contract signature.

6- Payment schedule

Payment will be made in several instalments following validation of the various deliverables listed above.

• First instalment of 30% upon validation of the Inception Report;
• Second instalment up to 40% upon delivery of the draft of report and ;
• Third instalment up to the remaining 30% upon the validation of the final report and workshop of presentation conducted.

It should be noted that the validation of the final report (and not the submission of the latter) is a condition for the payment of the last instalment.

Only complete applications will be considered.

During the recruitment process, CBM may request references and examples of previous work and reports. The contractor reserves the right to terminate the contract if the proposed and agreed-upon team members are unavailable at the start of the evaluation and no suitable replacement can be provided.

All team members, including interpreters, enumerators, etc., are required to fully comply with and sign CBM’s Code of Conduct and Child and Vulnerable Adults Safeguarding Policy, as well as commit to data security and privacy.

About : Action contre la Faim

Créée en 1979, Action contre la Faim est une organisation non gouvernementale internationale qui lutte contre la faim dans le monde. Sa charte des principes humanitaires – indépendance, neutralité, non-discrimination, accès libre et direct aux victimes, professionnalisme, transparence – fonde son identité depuis plus de 40 ans. Sa mission est de sauver des vies en éliminant la faim par la prévention, la détection et le traitement de la sous-nutrition, en particulier pendant et après les situations d’urgence liées aux conflits et aux catastrophes naturelles. Action contre la Faim coordonne ses programmes autour de 5 domaines d’activités : Nutrition et Santé – Santé Mentale, Soutien Psychosocial et Protection – Sécurité Alimentaire et Moyens d’Existence – Eau, Assainissement et Hygiène – Plaidoyer. En 2022, Action contre la Faim est venue en aide à plus de 28 millions de personnes dans 46 pays à travers le monde. www.actioncontrelafaim.org

Mission :

Sous la supervision du Directeur Pays, vous aurez pour responsabilité d’assurer la sécurité d’ACF / AAH au Cameroun, tout en fournissant un environnement de sécurité favorable permettant aux équipes d’ACF d’être efficientes dans la mise en oeuvre opérationnelle au Cameroun.
Plus précisément, vos missions seront de :
Concevoir et mettre en oeuvre la stratégie d’accès humanitaire d’ACF / AAH
Définir et mettre en oeuvre le système de gestion de la sécurité d’ACF
Former et sensibiliser le personnel d’ACF/AAH à l’environnement sécuritaire, aux procédures et aux règles de sécurité
Vous serez le lien fonctionnel des Conseillers Sécurité et Accès Humanitaire Maroua, Kousseri puis Responsable Sécurité et Accès Humanitaire Kumba.

Date de début : 01-12-2024

Profile :

Vous êtes titulaire d’un diplôme supérieur (Bac+4) en gestion de projets humanitaires, relations internationales ou autres domaines pertinents en lien avec les exigences du poste.
Vous avez au moins 3 ans d’expérience dans un poste lié à la sécurité du personnel et de l’organisation, de l’évaluation des risques, de la gestion de la sécurité et de la sensibilisation à la sécurité, notamment dans des environnements non sécurisés et peu stables.
Vous avez idéalement déjà travaillé avec ACF.
Vous avez de bonnes capacités de gestion du stress et d’intelligence émotionnelle, et de gestion de la complexité.
Vous êtes particulièrement compétent·e en communication et rédaction.
Vous maîtrisez le français et l’anglais de manière professionnelle, à l’oral comme à l’écrit.

Conditions d’emploi
La vaccination contre le Mpox est recommandée pour les salarié·es qui se rendent dans ce pays.

Contrat à durée déterminée d’usage de droit français : 12 mois jusqu’au 30/11/2025
Salaire mensuel brut : de 2597 à 2968 euros en fonction de l’expérience
Remboursement assurance retraite pour les citoyens non français : 16% du salaire mensuel brut
Augmentation du salaire de base : 6% tous les 12 mois de contrat continu
Per diem et frais de vie mensuels : 619euros nets, versés sur le terrain
Allocation contexte mensuelle : 150euros
Allocation enfant : 1500euros par an et par enfant présent dans le pays d’origine (plafond de 6000euros/an)
Transport et logement : Prise en charge des déplacements et logement collectif
Couverture Médicale : 100% de la prise en charge des cotisations santé (CFE + complémentaire santé) et assurance rapatriement
Dispositifs de maintien de salaire (maladie, maternité, paternité)
Congés et RnR : 25 jours par an de CP et 20 RnR par an ; prise en charge du billet avec plafond pour se rendre sur la zone de break choisie, et 215euros d’indemnité forfaitaire par RnR
Accompagnement et formationSuivi et accompagnement parcours professionnel
Accès illimité et gratuit à la plateforme d’e-learning certifiant Crossknowledge ©
Des visites régulières sur les bases concernées sont à prévoir : Goulfey, Makari, Mada, Ndjagare, Mara, Maltam, Ndjamena, Kousseri, Maroua, Mora, Batouri, Buea, Kumba, Douala, Bertoua

ACF s’engage pour les personnes en situation de handicap et lutte activement contre toutes les formes de discrimination.

The African Initiatives for Relief and Development (AIRD) is a non-political, non-religious and non-profit making NGO with Country Programme Offices in Burkina Faso, Burundi, Cameroon, Central African Republic, Chad, Ethiopia, Niger, Republic of Congo, South Sudan, Tanzania, and Uganda. AIRD’s objective is to offer operational technical support, including but not limited to: supply chain, logistics and infrastructure in partnership with relief and development organisations that focus on disaster-affected, poverty-infested and development oriented areas. AIRD delivers for and through partners including but not limited to UN Agencies, international and national donor organisations and governments.

AIRD now seeks to recruit a Field Office Manager to be based in Maradi, Niger.

Job summary

To provide overall management, logistical, financial and administrative services to support the operations at the Field Office level.

Specific Task

With regard to operational management

• Ensure operations receive timely, effective and efficient management, administrative, financial and logistical support services in order to meet project objectives
• Ensure that management, administrative and logistical support systems and procedures are followed
• Implement appropriate management, administrative and logistical support systems and procedures in coordination with the Operation Manager
• Manage the support and administration team
• Oversee cashbook entries and financial coding at the Field Office and field
• Foster good communication and coordination between the support, administration team and the technical operational team
• Implement the Human Resources, Procurement, Logistics, and Financial SOPs throughout AIRD programs
• Participate in meetings, networks, seminars and conferences which relevant and beneficial to AIRD and its mission and mandate
• Contribute to fundraising initiatives where appropriate
• Keep informed of AIRD activities

With regard to the workshop and fleet, the Field officer manager shall be responsible for:

• Direct, mediate, support and lead all matters relating to the garage
• Update, organize and define the objectives of staff in the garage by defining the responsibilities according to the activity level of the garage
• Take appropriate actions to improve workshop performance in accordance with the expected results and available means
• Implement and monitor workshop repair and maintenance activities
• Ensure, during repair service, that a log book is updated every journey, is kept in each vehicle and is regularly scrutinized for accuracy and legibility. This includes verifying if all service periods are reflected on the log book
• Efficiently organize and be transparent in the procurement of spare parts in the sub delegation
• Ensure that the garage management procedures and those of the management of spare parts are properly implemented at all levels
• Oversee the distribution and management of fuel for the vehicles and generators
• Recommending service intervals for each vehicle
• Ensuring that maintenance is carried out timely, with due regard for the safety of all concerned and the operations expected by the client
• Ensuring that all garage operating costs connected to the vehicles are correctly and timely budgeted, accounted for and reported appropriately in accordance with project guidelines.
• Ensuring that vehicles managed in the garage move only with official permission, and only with persons authorized by management. That vehicle movement is controlled to produce effective and timely delivery of services to the client and beneficiaries
• Ensuring that road license on all vehicles is renewed timely, and that updated documents are carried in each vehicle
• Ensuring that third party insurance is affected timely, and that documents are maintained in each vehicle
• Ensuring that drivers comply with the laws of the country they are operating in at all times, and at all times act with courtesy, good manners and appropriate respect
• Ensuring that fuel for each vehicle is monitored, recorded and accurate reports submitted timely as required
• Make sure that drivers are properly informed of any new legislation, local bye-laws, project guidelines and other information relevant to their duties timely and effectively
• Ensuring that drivers and driver’s assistants are regularly assessed and mentored in their duties, health and behavior and that recommendations are made to management without delay

In regards to warehouse management

• Supervise, monitor and coordinate movements of supplies
• Maintain proper documentation and update of stock cards and bin cards
• Ensure the proper storage of items according to each reference requirements
• Prepare and submit consolidated stock movement report on a monthly basis.

In regards to fleet and fuel management

• Plan transport and fuel operations in coordination with logistics officer in the field
• Monitor vehicle movement to ensure timely delivery of services to the client and beneficiaries
  Ensure that drivers comply with the laws of the countries and at all times act with courtesy and professionalism

In regards to Human Resources

• Participate in the induction of new staff in the Field Office
• Conduct appraisals of line managed staff as per AIRD systems
• Support the selection, recruitment and disciplinary systems and procedures of Field Office staff
• Participate in the national staff capacity building, identification of staff training needs and providing mentoring support where appropriate

In regards to reporting and communications

• Ensure daily communication and coordination with the Country Management Team, participate in CMT meetings and coordinate Field Office management meetings and briefings
• Ensure timely and detailed production of AIRD program internal reports as directed by the CPD

Representation

• Represent AIRD when dealing with local authorities, other organizations and NGOs within the Field Office area of operations
• Ensure all relevant parties are kept informed of AIRD activities as appropriate
• Support the CPD in his/her in-country Public Relations/Communications role

Donor and partner related activity

• Coordinate the collection of information, and draft funding proposals and budgets for submission to Head Office for approval
• Identify and collect information on possible future donors and funding opportunities
• Create and maintain relationships with donors, partners and other parties

Information Management

• Develop and maintain systems for recording program activities, outputs and impact
• Provide relevant materials, case studies, photographs, events and media contacts in line with AIRD’s corporate profile, identity and message as directed by the CPD and Head office Communications Department
• Develop appropriate internal reporting formats and ensure effective internal information flows

Business Planning

• Contribute towards program business plans and budgets as directed by the Operations Manager
• Support the Operations Manager as required in the planning and implementation of activities and events within the programme area
• Support in the monitoring and evaluation of program activities
• Undertake any other duties appropriate to the post as may be required

Capacity building

• Propose capacity building, learning and collaboration plans using new information technologies;
• Facilitate the development of appropriate learning modules for workshop activities and related to the driving of vehicles & trucks
• Organize structured learning events for AIRD and other stakeholders;
• Support the development and implementation of activities related to training and capacity building;
• Develop and implement tools to carry out capacity assessments; take leadership in the implementation of capacity assessment plans for staff and select these tools using the best methods;

Required Languages

Must be conversant with English and French (written and spoken)

Minimum Qualifications

• At least 4-7 years practical experience in humanitarian response
• Mechanical Engineering degree
• Post graduate degree in a relevant field
• Familiarity with the humanitarian reform process
• Proven skills in networking and relationship building
• Strong analytical and information gathering skills
• Cultural sensitivity
• Significant work experience with a non-profit sector
• Excellent communication skills (oral and written) in English/French
• Proficiency to use MS Office suite of applications and other IT systems
• Ability to write clearly articulate proposals, reports, and correspondence
• Strong analytical, communication and problem solving skills is necessary along with capacity to identify and articulate potential problems and provide possible solutions in concise and clear manner
• Experience working with international development partners, international nongovernmental organization (INGOs) and donors (in particular UNHCR experience) is an asset
• Willing to travel for program requirements

Personal characteristics

• Behave Ethically: Understand ethical behaviour and practices, and ensure that own and the behaviour of others is consistent with these standards and aligns with the values of the organization
• Build Relationships: Establish and maintain positive working relationships both internally and externally, to achieve the goals of the organization
• Communicate Effectively: Speak, listen and write clearly using appropriate and effective communication tools and techniques
• Creativity/Innovation: Develop new and unique ways to improve operations of the organization and to create new opportunities
• Foster Teamwork: Work cooperatively and effectively with others to set goals, resolve problems, and make decisions that enhance organizational effectiveness
• Leadership Positively influence others to achieve results that are in the best interest of the organization
• Decision making :Assess situations to determine the importance, urgency and risks, and make clear decisions which are timely and in the best interests of the organization as authorized
• Organizing: Set priorities, develop a work schedule, deploy the right resources and monitor progress towards goals
• Plan: Determine strategies to move the organization forward, set goals, create and implement actions plans, and evaluate the process and results
• Ensuring value for money i.e. program/project monitoring
• Ability to work under hardship environment and with minimum supervision