GBV Sub Cluster Senior Manager
Job Title: GBV Sub Cluster Senior Manager
Sector: Women Protection & Empowerment
Employment Category: Fixed Term
Employment Type: Full-Time
Location: Mogadishu, Somalia
The ‘cluster approach’ was adopted by the IASC as a key strategy to address the gaps in humanitarian response. The aim of the cluster approach at the global level is to strengthen system-wide preparedness and co-ordination of technical capacity to respond to humanitarian emergencies by ensuring that there is predictable leadership and accountability in all the main sectors or areas of humanitarian response. The cluster approach is not the only humanitarian coordination solution. In some cases, it may coexist with other forms of national or international coordination, and its application must take into account the specific needs of a country and the context. Similarly, at the country level the aim is to strengthen humanitarian response by demanding high standards of predictability, accountability and partnership in all sectors or areas of activity. The success of the cluster approach will be judged in terms of the impact it has on improving the humanitarian response to those affected by crises1. In Somalia, there are nine active Cluster: Health, WHO; Shelter/NFI, UNHCR; Site Management, IOM/UNHCR; WASH, PAH/UNICEF; Education, UNICEF/SCI; Nutrition, UNICEF/WFP; Food Security, WFP; Protection, UNHCR (Child Protection AoR UNICEF, GBV AoR, UNFPA; HLP- NRC, EH – UNMAS); Logistics, WFP; Cluster Coordinators form the Inter- Cluster Coordination Group (ICCG).
The GBV Cluster Senior Manager will provide leadership for GBV programing in their areas of jurisdiction in collaboration with all stakeholders and Government line Ministries. In consultation with the GBV AOR National Coordination, The position will coordinate resources for GBV programing in line with global IASC standards. GBV information management for coordination including assessments and Standing Operation procedures, capacity of GBV partners including co-leads of the GBV SC at the state level, Resources mobilization initiatives, strategic partnership with stakeholders for GBV prevention, mitigation and advocacy. The main outcome is to see lifesaving multi-sectoral services for survivors and risk to GBV for women and girls are minimized.
Building and Sustaining Partnerships
● Activate, strengthen and co-facilitate GBV WG meetings in: Hirshabele- Balatweine, Jowhar, Buulo Burde, Adan Yabaal, Warshiikh, Balcad: Galmudug- South Galkacyo, Dhusamareeb, Adaado, Cabudwaa Southwest- Marka, Afgooye, Xudur.
● Coordinate with other clusters to mainstream and integrate GBV concerns across the humanitarian response including conducting needs assessments, Rapid assessments, Joint- Multi – sectoral assessments and monitoring and evaluation.
● Strengthen the capacity of the AoR members through capacity building initiatives on case management, PSS, and coordination on the above indicated locations.
● Support the development, implementation, and monitoring of Standard Operating Procedures (SOPs) and referral pathways for the GBV AoR
● Support the implementation of the priorities of the GBV Strategy by ensuring that work plans at regional and state levels align with the objectives and targets of the strategy
● Promote and support access to and utilization of relevant tools and guidelines across clusters
● Promote shared knowledge and understanding of the GBV guiding principles and globally endorsed tools for effective GBV.
● Capacity building of staff from the Ministry of Women and Human Rights Development as state levels.
Strategic Planning /Information Management
● Lead in service mappings, assessments, and development of the referral pathways.
● Support the development and utilization of GBV assessment tools for multi-cluster safety audits and rapid assessments
● Identify and follow up on the implementation of both immediate and longer-term recommended actions to improve response to GBV and to prevent further incidents of GBV.
● Establish and implement a system for information sharing and dissemination, including for advocacy purposes.
● Share information on identified needs and recommendations of the GBV SS with government partners, UN, other sector leads, donors, and others as relevant.
● Develop the relevant advocacy documents to address GBV and broader gender inequality issues.
● Draft key messages and advocacy notes to promote consistent communications that emphasize the life-saving nature of GBV-related interventions in the crisis-affected context.
Standard of Professional Conduct
The IRC and IRC workers must adhere to the values and principles outlined in IRC Way – Standards for Professional Conduct. These are Integrity, Service, and Accountability. In accordance with these values, the IRC operates and enforces policies on Beneficiary Protection from Exploitation and Abuse, Child Safeguarding, Anti Workplace Harassment, Fiscal Integrity, and Anti-Retaliation.
Gender Equality & Equal Opportunity
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, we are passionate about creating an inclusive workplace that promotes and values diversity. Organizations that are diverse in age, gender identity, race, physical or mental ability, 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.
Only female candidates are highly encouraged to apply