Child Protection Information Management System (PRIMERO) Manager - Hassakah

Job Description

- Set up user accounts/passwords and user groups for case workers and supervisors. - Ensuring all cases within the system are appropriately coded and have the correct status (open, closed). - Liaise with UNICEF and Quion in trouble shooting to restore normal system functionality - Provision of timely feedback on the system with precision to support fast response - Jointly with the Information management Officer propose customization/configuration of CPIMS+ to reflect the case Management forms. - Provide strong data and information management and reporting of FTR processes based on key indicators of the programme and program SOPs - Provide support to IRC and partner staff both in person and online. - Provide technical Support during the rollout of CPIMS+ to IRC staff both during trainings and mentorship and through field visits. - Building the capacity/mentoring of the CPIMS+ focals in each organization - Give regular progress feedback to the Case management Task Force by presenting trend analysis and sharing ways of improving data management. - Led in tracking Task force key performance indicators, deriving monthly, quarterly and annual reports. - Leading in rollout discussions with Case Management Task Force partners expressing interest. - Training on CPIMS+ and Data and Information Sharing Protocol. - Internally, liaise with Informational Management and CPIMS focal to list all indicators to be measured with CPIMS+ as a data source per location per grant - Support Case Management team monthly report from the CPIMS+ - Develop a dashboard updated weekly from the system with necessary disaggregation of age, gender and diversity (if relevant) - Conduct quarterly data risk management using the tool in place to identify gaps and propose recommendations including lessons learnt on the use of the CPIMS+ v2.0

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 the teams in Syria. - 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.

Reporting and Documentation

- Conduct quarterly data risk management using the tool in place to identify gaps and propose recommendations including lessons learnt on the use of the CPIMS+ v2.0 - Produce IA CPIMS+ Monthly snapshots and bi-annual data analysis and report

Qualifications

- University degree in information management / social sciences or relevant field. - At least 2 years of progressively responsible professional experience of administration or information management with a humanitarian organization and CPIMS+ system. - Previous experience in an emergency or conflict-afflicted setting is required.

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 and a sense of humor is a must. - Analytical ability in creating effective solutions to complex matters while adhering to labor laws and internal policies.

Language/Travel:

- English is required, while Arabic and Kurdish are desired. - Travel: 15% to field sites in Northeast Syria as well as attending regional and global workshops and meetings.

Key Working Relationships:

- Position Reports to: Child Protection Area of Responsibility Coordinator - Indirectly Reporting to: N/A - Position directly Supervises: N/A - Key Internal Contacts: Integrated Protection staff. Closely working with the Integrated Protection IM Officer. - Key External Contacts: CPIMS+ Partners

- 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. - 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.***