Safeguarding and Safe, Inclusive and Transformative Programming (SITP) Manager-Damascus

Background/IRC Summary:

The Syria crisis is often described as the worst humanitarian catastrophe since the end of the Cold War. Today, 13.4 million people in Syria - more than half of the country's population - are in need of humanitarian assistance with needs increasingly being exacerbated by economic decline. Of these, 6.8 million are refugees and asylum-seekers who have fled the country. This is no short-term humanitarian episode. The devastating human consequences to huge numbers of people will endure for decades. The destruction of relationships, communities, livelihoods, homes and infrastructure will take years to repair.

IRC is offering a robust humanitarian response to the Syria crisis a rapidly expanding portfolio, supported by more than 1000+ staff in Syria Country Program. IRC is undertaking programs in Syria and the neighboring countries of Turkey, Iraq, Lebanon and Jordan in the fields of health, child protection, early childhood development, education, women’s protection and empowerment, non-food items and food distribution, cash assistance, water and sanitation, protection and rule of law, and livelihood programming. Our work in these challenging settings gives rise to some of the most pressing issues facing contemporary humanitarian action, including questions of access, security, funding and coordination.

Job Overview/Summary:

The Safeguarding and Safe, Inclusive and Transformative Programming (SITP) Manager will support the IRC’s efforts to ensure a safe, respectful, and inclusive workplace and programming environment through the implementation of safeguarding and SITP practices across People & Culture functions, operational systems, programs, and partnerships.

The role will focus primarily on safeguarding in operations and workforce culture, while also providing technical support to ensure SITP principles are integrated into program design, implementation, and partner support. The Manager will coordinate closely with the Violence Prevention and Response Unit (VPRU), program leadership, and partnership teams to strengthen safeguarding and SITP across all aspects of the Syria Country Program.

The position will advocate for and represent the IRC in their area of expertise and at relevant coordination forums, working regularly with:

• GEDI Champions
• Women at Work (W@W) network leads
• Safeguarding focal points
• ESMT
• Partners

The role will also coordinate and collaborate with diverse external actors, including national and international humanitarian organizations, women-led organizations, government authorities, multilateral and bilateral agencies, local partners, and donors.Responsibilities:

Safeguarding and Safe, Inclusive and Transformative Programming in Operations

• Support the capacity-building, empowerment, and active functioning of the W@W network and their focal points, GEDI Champions, and Safeguarding focal points on SITP-related matters.
• Collaborate with P&C and other relevant colleagues on the socialization and implementation of safeguarding policies.
• Roll out initiatives, awareness-raising, and training for staff, building the capacity of managers and leaders to foster an inclusive and gender-sensitive culture and lead by example.
• Ensure strong safeguarding policies and effective SOPs are in place, and oversee regular awareness raising and upskilling of staff to strengthen the safeguarding environment across all IRC and partner operations and programs.
• Work with P&C to ensure a well-tracked system to monitor orientation of newly hired staff, enumerators, and incentive workers to IRC policies, reporting pathways, and basic survivor referral and support options.
• Ensure all IRC employees receive orientation on IRC's Safeguarding Policy and behavioral expectations.
• Ensure the IRC Way and information on reporting channels are visibly posted in all office locations in relevant local languages.
• Promote best practice through integration of safeguarding considerations in hiring, recruitment, and onboarding practices.
• Reinforce and model a culture that prioritizes providing all employees with a respectful and supportive workplace.
• Ensure SITP priorities are reflected in the country program's P&C strategic planning and contribute to diversity and inclusion objectives.
• Collaborate with global and regional P&C and SITP teams to adapt and implement internal-facing policies and initiatives that support inclusive recruitment, equitable opportunities, and gender equity.
• Partner with CRRD, regional, and HQ actors to address structural barriers and develop practical, context-relevant solutions to enhance equity and inclusion for staff.

2. Safeguarding and Safe, Inclusive and Transformative Programming in Programs

• Collaborate with program teams and VPRU on safeguarding risk analysis and ensure relevant mitigation measures are included in project design and implementation.
• Support safeguarding focal points within programs to build a safe, abuse-free environment aligned with IRC safeguarding policies.
• Act as a technical resource for safeguarding policy compliance, and coordinate with VPRU on integration into safe programming.
• Conduct analyses to identify barriers to inclusion and access.
• Apply analysis findings to design programs that reach excluded groups.
• Ensure meaningful participation of marginalized clients across the program cycle.
• Partner with representative and community-based organizations to enhance inclusion.
• Design inclusive and transformative programs, using tools like the GEDI Marker.
• Monitor inclusion and wellbeing using disaggregated data and client feedback.

3. Safeguarding and Safe, Inclusive and Transformative Programming in Partnerships

• Work with IRC program and partnership teams to assess and establish priorities for partner support action and investments.
• Deliver immediate partner support needs, including staff training, development of codes of conduct, and reporting and response procedures.
• Deliver direct support to partners, where requested, to reinforce their own PSEA/safeguarding policies and practices.
• Provide guidance to partners to ensure that safeguarding materials are contextualized and responsive to local needs.
• Facilitate the development of safeguarding focal points within partner organizations.
• Collaborate with partners to establish and maintain safeguarding monitoring and reporting systems.
• Work with partners to integrate SITP principles into program design, implementation, and evaluation.
• Facilitate and deliver training sessions focused on SITP for partners.
• Promote awareness and advocacy for SITP within humanitarian projects, ensuring that marginalized groups are represented.
• Conduct regular assessments to identify areas for improvement in SITP practices within partner organizations.
• Support partners in developing action plans to address identified gaps related to safeguarding and SITP.

4. Advocacy, Communication, and Networking

• Meet with other agencies’ safeguarding focal points to understand existing systems and inter-agency processes (e.g., PSEA network) and ensure IRC reporting channels are integrated into inter-agency efforts.
• Serve as the PSEA focal person for IRC for both internal and external purposes within the country program.
• Represent IRC in safeguarding and SITP-related coordination forums and networks.
• Build and maintain relationships with relevant external stakeholders, including humanitarian organizations, women-led groups, government authorities, and donors.

Required Experience/qualification/Skills:

• At least 6 years of progressively responsible professional experience of Safeguarding, GEDI or SITP role.
• Previous experience in an emergency or conflict-afflicted setting is required.
• University degree in relevant professional qualification
• Proven experience working directly with partners in diverse and complex humanitarian settings.

Demonstrated Skills and Competencies:

• A commitment to IRC’s mission, vision, values and IRC Way – Professional Code of Conduct.
• Credible written, presentation and verbal communication skills; ability to convey information effectively and solid experience providing training and staff development
• Validated sense of professional discretion, integrity, and ability to handle complex situations diplomatically and to effective resolution.
• Excellent management and interpersonal skills and a solid ability to promote harmonious/cohesive teamwork, in a cross-cultural context.
• Validated ability to plan long-term, organize priorities and work under administrative and programmatic pressures with detail orientation and professional patience.
• Highly collaborative and resourceful; ability to establish positive working relationships with senior level management and all other partners to maximize cooperation and productivity.
• Curiosity, a desire to continually learn and develop is a must.
• Analytical ability in creating effective solutions to complex matters while adhering to labor laws and internal policies.

Language/Travel:

• English and Arabic are required.
• Travel: Minimum 50% to field sites as well as attending regional and global workshops and meetings when conducted and needed.

Key Working Relationships:

Position Reports to: Human Resources Director
Position directly supervises: NA

Indirect Reporting (If applicable): NA
Key Internal Contacts: IRC staff, all department heads, ESMTs, and FMTs.

Key External Contacts: Partners, Clients, PSEA Network and forums.

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 in which this position is based and are currently located outside of your home country and possess over two years of international work experience, the Middle East Region has introduced an attractive remuneration package. The package includes competitive compensation, return flight to post, shipping allowance, temporary housing and a relocation allowance. Certain restrictions may apply. 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.

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 MENA, we are passionate about creating an inclusive workplace that promotes and values diversity. Organizations that are diverse in age, gender identity, race, sexual orientation, physical or mental ability, ethnicity, 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.

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