Provide multiple channels of marketing for IRC Employee Assistance and Resilience Program (KonTerra program) including but not limited to distributing materials produced regionally and globally, support the initiatives in creating locally relevant materials, speaking at staff forums and serving as a focal point of contact for staff questions on the EARP program.
Participate in at least one session with KonTerra counselor so that s/he better understands the program and can provide personal testimonial and explore opportunities to add on and enhance the provided services.
Design and roll out staff awareness campaigns about Duty of Care services and resources and existing IRC policies and benefits that support staff care; consult with and bring a staff care perspective to recruitment, benefits and other HR functional areas.
Utilize various methods to understand the support needs, concerns, and stress levels of staff, and advise management through regular consultation on how to better meet the needs of staff to minimize staff care risks.
Develop specific staff care plans to be incorporated into strategic action implementation plan and support country programs to develop responsive and appropriate staff care plans that social, physical, and psychological well-being of staff.
Develop and coordinate a comprehensive database of staff care services through identifying and assessing potential local counselors in the areas where IRC works; liaise with other local agencies, INGOs and professional organizations to maximize learning and efficiency.
Receive training in Psychological First Aid (PFA) and basic counseling. Use this knowledge to triage incoming staff concerns and to link staff with appropriate caregivers within IRC?s medical and psychosocial support vendors.
Advocate for staff care and facilitate access to counselors (through the EARP and in person) during critical incidents and other high stress periods like program closure, political instability, and other times of heightened security restrictions.
Respond to critical incidents in the region by providing recommendations and guidance to CD and HRL around staff care plans to support impacted staff. Offer direct staff care support to impacted staff if needed while referring them to support resources and counseling options through the EARP.
Coordinate and help set up individual, group support sessions/webinars, and on-site support for staff with KonTerra counselors upon demand.
Consider staff health issues and how we can promote health and wellness in IRC workplaces (Ex: Health day events, health awareness sessions, tobacco cessation, NCD screening, sleep, nutrition?linkage to local resources from government/NGO campaigns/ insurance benefits.)
Travel throughout the region to lead workshops on basic self-care and, in the process, raise awareness of and drive demand for counseling services.
Partnering with the Duty of Care director to identify optimal ways of talking about counseling that help to destigmatize and demystify the process as relates to any local misconceptions.
Work with the Duty of Care Director, Regional HR Director (RHRD), IRC?s Communications teams, and vendors to develop locally relevant marketing approaches that target attitudes about counseling
With the support of the Duty of Care Director and RHRD, design and implement local assessments on staff welfare and workplace environments. Modalities could include: Survey, focus groups, site visits, listening and dialogue sessions and key informant interviews. Ensure staff concerns with staff care recommendations are properly reported to regional leadership.
Assist with Arabic translation and cultural contextualization of Duty of Care messages
Participate in global working groups around Duty of Care topics as a regional representative
Attend training with the Global DoC Director on IRC?s staff care models and attend external training with staff care vendor(s) as part of capacity development around basic staff care content.
Lead capacity building of all staff, but especially managers, coordinators and the SMT to recognize the signs and symptoms of stress, burn-out and vicarious trauma, in order to better support staff needs and to facilitate peer support between team members.
Regularly develop, gather and distribute stress and trauma management resource tools and materials to all staff.
In collaboration with the Gender Equality Advisor, assess common themes in the area of gender and develop resources to promote improved approaches in staff care matters related to gender equality, sexual assault, gender-based violence, etc.
On a quarterly basis, provide management with information related to numbers and usage of individual and group services/sessions, including general themes emerging from activities, and suggestions on how to create a more supportive work environment that promotes staff resilience.
Key Working Relationships:Position Reports Directly to:?Regional HR Director and Senior Director- Duty of Care, Management in PartnershipPosition directly supervises:?noneInternal Contacts:Country Program Team: Primary - HR Leads and CDs.?Also, Senior Management Teams and relevant program staffRegional Team, especially Regional Vice President, Safety & Security Advisor, Gender Equality Advisor, Talent Acquisition Coordinator, etc.HQ Team and in particular, Global HRExternal Contacts:?INGO counterparts; relevant health and well-being colleagues, associations and networks.
