Prevention: Create a safe and compliant environment

• In coordination with and under the guidance and direction of the Country Director and the Global Ethics and Compliance Unit, act as focal point for the local integration of IRC Organizational Policies and coordinate a training and awareness program for staff on ethics and compliance issues.
• Promote a culture of ethics, compliance, and reporting through awareness initiatives and innovative strategies across all offices.
• Coordinate ethics and compliance training for staff and partners, including fraud prevention and anti-corruption policies.
• Participate in grant start-up and closure meetings, ensuring alignment with IRC and donor compliance requirements.
• Maintain and monitor a country-level risk register across programs and operations

Internal Controls and Compliance Monitoring

• Implement a country-level approach to internal controls, monitoring, and strengthening.
• Conduct regular compliance, operational, and financial reviews of IRC and partner activities to assess adherence to policies, procedures, and donor regulations.
• Produce clear, actionable internal reports with findings and recommendations to strengthen systems and processes.
• Review partner agreements and oversee transparent selection, capacity building, and compliance support to implementing partners.
• Review large contracts, MoUs, and service agreements to ensure donor and IRC compliance prior to signing.

Audits and Reviews

• Prepare and coordinate internal audit plans and donor compliance reviews based on risk assessments.
• Lead or support internal audits and compliance reviews, including field visits, testing of systems, and report preparation.
• Follow up on the implementation of audit recommendations and compliance actions across departments.
• Investigations and Misconduct Allegations
• Ensure staff and partners are aware of reporting mechanisms for suspected misconduct.
• Serve as the primary in-country liaison with the Ethics and Compliance Unit (ECU) on all allegations and investigations.
• Support and, if requested, conduct investigations under ECU guidance, maintaining fairness, objectivity, and confidentiality.
• Prepare investigation reports and ensure proper documentation and tracking of cases.
• Oversee and support the timely review and investigation of Employee Relations matters.
• Liaise with ECU on donor notifications related to misconduct and ensure proper donor coordination.

Training and Capacity Building

• Design and deliver ethics and compliance training for IRC staff and partners, including training on the IRC Way and donor regulations.
• Develop materials and coordinate sessions in collaboration with AMU, HR, and ECU.
• Provide targeted compliance support to partners and sub-recipients as needed.

Staff Performance Management, Learning & Development

• Hire, supervise, and build the capacity of team members in relevant technical and management competencies.
• Coach, train, supervise, and mentor direct-report staff, including communicating clear expectations, setting annual performance objectives, providing regular and timely positive and constructive performance feedback, and providing documented semi-annual performance reviews.
• Maintain open and professional relations with team members, promoting a strong team spirit and providing oversight and guidance to enable staff to successfully perform in their positions.
• Approve and manage time, attendance and leave requests to ensure adequate departmental coverage; ensure monthly, accurate timesheet submission and carry out probationary reviews.
• Hold high-quality meetings with each direct report on a regular and predictable basis, minimally on a monthly basis.
• Provide a measurable development plan including on-the-job learning with the aim of strengthening technical capacity, exchanging knowledge within the team, and providing guidance on career paths.
• As required, identify staff performance issues and work with Human Resources to document and address these in accordance with the National Staff Employment Policies.
• Maintain open and professional relations with team members, promoting a strong team spirit and providing oversight and guidance to enable staff to successfully perform in their positions.
• Promote and monitor staff care and well-being. Model healthy work-life balance practices. Support appropriate interventions in response to identified staff care needs of both national and international staff.
• Look for opportunities to support staff in their career growth, where appropriate.
• Adhere to and act in accordance with the IRC Global HR Policies and Procedures and communicate through word and example a high standard of compliance with all applicable policies and regulations.