Регіональний керівник, регіональна керівниця підрозділу, Area Coordinator

ACTED — французька неурядова організація, заснована в 1993 році, яка підтримує вразливі верстви населення, які постраждали від гуманітарних криз у всьому світі. ACTED надає постійну підтримку вразливим громадам шляхом забезпечення стійкості післякризових заходів та готовності до довгострокових викликів, що стоять перед населенням, з метою подолання циклу бідності, сприяння розвитку та зменшення вразливості до катастроф. Наші співробітники завжди готові реагуванню в надзвичайні ситуації, підтримці та відновленню сталого розвитку через 450 проєктів у 43 країнах.

DUTIES AND RESPONSIBILITIES

I. Strategic Input & Critical Thinking

• Act as the primary strategic representative for responsibility area at regional UN Cluster meetings, Humanitarian Hubs, and (I)NGO forums.
• Initiate and lead regular meetings and information exchanges with other international and local NGOs, external engagement with NGO platform, UN/OCHA, partner INGOs, partner NNGO/CSOs, operating in relevant geographic areas.
• Establish regular dialogue channels with local Ukrainian universities, think tanks, and local research institutes. Leverage academic and institutional data and research to refine organizational program design.

II. Strategic Debriefing & Local Authority Analyses

2.1 Context analysis: Ensure Acted has an up-to-date understanding of the area’s socio-economic situation, trends, needs and gaps, and who does what and where (eg using 4W, other sourced data).

2.2 Strategy Implementation: Take a lead role in implementing Acted’s country program strategy in the area identifying strategic opportunities for expanding Acted’s work in the area

III. Program Quality, Internal Coordination, and Advocacy

3.1 Program Quality, Development, and growth:

• Matrix Guidance: Provide operational and strategic guidance to Project Coordinators (and Managers as useful), ensuring project implementation aligns with overall country strategies and donor commitments.
• Operational Troubleshooting: Identify implementation bottlenecks across departments and facilitate collaborative, cross-functional problem-solving sessions to unblock field activities.
• Proposal Input: provide inputs for CNs, proposals, N/CEs with high-quality, evidence-based field analysis derived from local operations, hromada interactions, and external networks.

3.1.1. Proposal development:

1. Lead assessment (s) at area level to ensure proposals are relevant; create and contribute to concept notes using local knowledge
2. Support the Country Director and Project Development Department in proposal conceptualisation (problem statement, logframe) within the framework of the country, regional and global strategy
3. Contribute to budget design and ensure budget needs at area level have been taken into consideration

3.1.2 Project Implementation Tracking:

1. Supervise Project Managers/Officers in the area as needed, and provide support to project implementation through trouble shooting and eliminating blocking points
2. Monitor output achievement and cash burn rates to assist timely completion of projects through review of BFUs and project reports
3. Anticipate and mitigate risks ensuring operations in the area are compliant with Acted finance, logistics, administration/HR, transparency and security (FLATS) procedures
4. Ensure that relevant project information is up-to-date and available for reporting purposes
5. Ensure coordination and complementarity amongst projects within the area of intervention

3.1.3. Project Quality Control:

1. Ensure the application of a practical field-based MEAL system/plan for each project
2. Conduct frequent field visits to project sites to assess activities and ensure efficient use of resources
3. Advise Project Managers to adapt projects according to monitoring and evaluation findings
4. Ensure beneficiary feedback mechanisms are in place
5. Ensure capitalisation of best practices and lessons learnt for projects in the area of operations, and explore options to learn from other areas and teams.

3.1.4. Partner Management:

1. Identify potential local partners in the area based on an assessment of complementarity and added value
2. Provide support to partners in project implementation and ensure timely and qualitative implementation of projects by partners in line with Acted and donor requirements

3.2. Internal Coordination & collaboration

3.2.1. Internal Coordination and Staff Management

1. Facilitate interdepartmental communication and information sharing for a positive working environment
2. Ensure implementation of Acted coordination mechanism at area level
3. Ensure that all staff in the area understand and are able to perform their roles and responsibilities related to area operations and link with the capital Head of Departments to discuss improvement initiatives
4. Promote team building, productivity and staff welfare
5. Mentor and support the team to build capacities, and improve efficiency and performance, and follow career management
6. Manage interpersonal conflicts among staff at area level

3.2.2. Finance Management:

1. Although budgets are generally held at Capital level, the AC should be able to advise on project budgets at area level to help PCs avoid under/over spending.
2. Collaborate with Finance teams and PCs to ensure accurate budget forecasting and efficient cash flow management; lead Area BFU preparation and maintenance.
3. Assist with timely and accurate area finance TITANIC reporting, as requested

3.2.3. Logistics & IT Management:

1. Ensure timely procurement and adherence to rules of origin and nationality at area level
2. Ensure quality supply management at area level
3. Ensure proper asset management at area level and enforce asset investment policy
4. Ensure proper stock management at area level
5. Ensure proper IT systems, data back-up and protection from malware at area level
6. Ensure sufficient and reliable means of communication at area level
7. Ensure fitting office and guesthouse space depending on size of team and availability of budget
8. Assist with timely and accurate area logistics TITANIC reporting

3.2.4. Administration and HR Management:

1. Ensure transparent and timely recruitment of national staff and contribute to international staff recruitment upon capital request
2. Proactively advise Head of Department managers and Country Coordination around adaptive staffing structures, tailored to area needs and funding parameters
3. Ensure regular performance appraisal and career management for staff at area level
4. Assist with timely and accurate area HR TITANIC reporting, as requested
5. Ensure timely and complete exit forms

3.2.5. Transparency/Compliance Management:

1. Minimize risk of fraud and corruption by ensuring adherence to Acted FLATS procedures
2. Ensure that staff is aware of Acted’s transparency and whistle blowing policy
3. Ensure appropriate action from departments and teams for department and project documentation, and uploading onto Archive 2.0

3.2.6. Security Management:

1. Analyse the security context at area level and in close collaboration with the Country Security Manager contribute to defining, analysing and evaluating risks
2. Engage with relevant key stakeholders at area level to ensure access and support of interventions
3. Address security and safety risks by implementing standard operating procedures defined for the area
4. Ensure the offices and houses conform to recommended security, health and safety standards
5. Ensure all staff in the area adhere to security procedures
6. Ensure security incidents at area level are promptly reported to the capital

3.3. Advocacy

3.3.1. Advocacy: Contribute to drafting issues papers, advocacy notes, press releases on relevant humanitarian and development issues in the area of operation.

3.3.2. Promotion of Acted network: Keep abreast with and contribute to Acted’s global initiatives and global trends, in particular Impact (REACH), HQ initiatives (3Zero), and the Acted Humanitarian Network.

IV. Key Performance Indicators

• Number of (elected) positions in area-based clusters, working groups, coordination mechanisms
• Knowledge of strategic partners and key stakeholders in area including analysis, networking, stakeholder mapping, and administrative (governmental) relationships
• Number of localised partnerships in the area and improvements catalogued by AC and /or partnerships team
• Number of projects in the area and % change as compared to previous year
• Retention rate among international and national staff
• Regular and timely holding of internal coordination meetings and submission of reports to D/CD
• Proactive contributions to donor reports and concept notes for capital level
• % ineligible expenses incurred at area level and % change as compared to previous year
• % of projects in area with contractual targets/indicators met
• Number of complaints received from beneficiaries and % change as compared to previous year
• FLAT folders are complete and sent to capital office in a timely manner

Увага! Згідно чинного законодавства, при працевлаштуванні військовозобов'язані громадяни України зобов’язані надати військово-облікові документи та оновити свої військово-облікові дані.

Ми пропонуємо

• Офіційне працевлаштування;
• Регулярний перегляд заробітної плати;
• 28 календарних днів щорічної відпустки;
• 3 додаткові дні відпустки на рік згідно з внутрішніми політиками;
• Оплата лікарняних у розмірі 100% заробітної плати (до 15 днів на рік) згідно з внутрішніми політиками;
• Можливість працювати віддалено 2 дні на тиждень згідно з внутрішніми політиками;
• Медичне страхування та страхування життя;
• Комфортний сучасний офіс із зоною для відпочинку, де завжди доступні чай та кава;
• Дружня мультикультурна команда, яка підтримує розвиток і відкритість;
• Доступ до консультацій з професійним психологом для підтримки ментального здоров’я;
• Курси англійської мови для покращення комунікаційних навичок;
• Перспективи кар'єрного зростання.

«ACTED has a zero-tolerance approach to sexual exploitation, abuse and harassment (SEAH). Please note that any candidate offered a job will sign the Code of Conduct, and related policies, as part of their work contract. Misconduct can lead to dismissal.»