Position Reports to: IP Manager
Position directly supervises: Protection officers (PRoL officers: Protection monitoring officer, case management officer, sr.legal officer, CBP officer).

Indirect Reporting: PRoL senior Manager.
Other Internal and/or external contacts:

Internal: WPE, CP Officers, Field Managers, Health, ERD, and MHPSS teams.

External: Protection partners, camp management, local authorities*,*** other relevant actors

Job Requirements:

Education:

• University degree in law, social work, human rights, political science, or a related field.

Work Experience:

• At least 4 years of experience in protection programming, with a minimum of 2 years in a supervisory role.
• Demonstrated experience in community-based protection approaches, protection monitoring and case management.
• Excellent analytical and reporting skills, with keen attention to detail.
• Outstanding organizational and time management abilities, with a proven track record of meeting tight deadlines.
• Experience working with displaced or conflict-affected populations.
• Experience coordinating with humanitarian actors and local authorities.

Skills and Competencies:

• Strong leadership, team management, and organizational skills.

• Ability to analyze protection data and identify trends.

• Excellent communication, coordination, leadership, and interpersonal skills.

• Strong problem-solving abilities and capacity to work under pressure.

• Computer literacy (Microsoft Word, Excel, PowerPoint).

• Language/Travel: Fluency in Arabic and strong written and spoken English.

• 50% field-based position with travel required for supervising the protection activities in Hasaka, Deir ez-Zor, and Raqqa, depending on work needs.

Staff Performance Management, Learning & Development:

• Hire, supervise, and build the capacity of team members in relevant technical and management competencies.
• Develop and implement remote management capacity building approaches to build the strengths of the teams in NES.
• 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. As part of succession plan and nationalization goals, identify, train and develop capability and capacity of national staff to successfully transition role and responsibilities, by the end of assignment

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 where this position is based and are currently residing outside of your home country, you may be eligible for an attractive relocation package. Eligibility is determined based on IRC's operational needs and specific role requirements. 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.