Emergency Response Coordinator Full-Time

Role and Responsibilities

Generic Responsibilities

• Line management of Emergency field staff.
• Manage and implement delegated portfolio of emergency projects (activities, budget and project documentation) in line with proposals, strategies and donor requirements, and ensure high technical quality.
• Contribute to the Emergency Response strategy development, which may include Livelihood, Shelter and WASH sectors, project proposals and provide input on needs and gaps.
• Provide regular progress reports to Area Manager/ Program Manager and relevant CC specialists.
• Ensure capacity building of project staff and transfer key skills.
• Promote and share ideas for improvement and necessary changes in the activities.
• Liaise and collaborate with relevant local authorities and other key stakeholders, and represent NRC in relevant forums/ groups/ working groups at field office level.
• Adherence to NRC policies, guidance and procedures.
• Promote the rights of IDPs/ returnees in line with the advocacy strategy.
• Ensure that projects target beneficiaries most in need of protection, explore and assess new and better ways to assist.

Specific Responsibilities 

• Line Management. Responsible for the direct line management of Emergency field team.
• Project & Budget Management. Under the supervision of the Area Manager, responsible for the successful delivery of emergency activities (Humanitarian Surveillance, Multi-Sector Needs Assessments, cash and vouchers, distributions, referrals) or related activities implemented through direct delivery or partner-led approaches. This includes responsibility for managing assigned project budgets, and the regular review of targets, vs. actual, budgets and work-plans. Implementation modalities may include both in kind and cash/vouchers interventions.
• Strategy Development. Support the Emergency Manager and relevant CC Specialists in developing and/or revising the Emergency Response Strategy by providing Area-level analysis and recommendations for needs and response options.
• Technical Support. Providing technical support and leadership to partners and communities implementing Emergency Response or related activities. This includes ensuring compliance with relevant minimum standards and collaborative engagement with the relevant CC Specialists in developing minimum technical standards, SOPs and guidance.
• Partnerships. Actively contribute to identify and develop strategic partnerships and assess the performance of NRC’s existing partners involved in Emergency Response or related activities using NRC’s partnership Framework.
• Assessments. Overseeing assessments undertaken by NRC or partners for Emergency Response or related activities. Assessments may be emergency-focused, Sector-Specific, Multi-Sector Assessments, Market Assessments, etc.
• M&E. delivery of project Monitoring and Evaluation for NRC and partner-led Emergency Response or related activities; in accordance with agreed minimum standards. M&E systems should be developed in collaboration with Manager and Specialist, M&E team, and Team leader. Monitoring and Evaluations may be emergency-focused, Sector-Specific, Multi-Sector Assessments, Market Monitoring, etc.
• Accountability. Responsibility for ensuring adequate accountability to affected populations, as per NRC policies and the requirements of management, for Shelter, WASH, Emergency Response or related activities.
• Coordination. Represent NRC in local response coordination bodies at Mueda level.  

Critical Interfaces

By interfaces, NRC means processes and projects that are interlinked with other departments/units or persons. Relevant interfaces for this position are:

• Strategy and Programme Development: Emergency Response Manager, CC specialists, M&E.
• Implementation: Area Manager, Area Program Manager, Emergency Manager, Other CC coordinators.
• Area Operations: Area Manager.
• Support Services: Support Coordinator.
• Monitoring: M&E team.
• Staff Capacity Building: Emergency Response Manager, CC Specialists, Area Program Manager.

Scale and Scope of Position

• Staff: Mueda-based Emergency Response Team.
• Stakeholders: UN agencies, INGOs, local NGOs, civil society, governmental bodies; community leaders.
• Budgets: Budget holder for delegated relevant program costs.
• Information: Project databases, document archives, GORS, Agresso, etc.
• Legal or compliance: NRC Security policy, NRC Code of Conduct, NRC Policies, NRC Standard Operating Procedures, vendor requirements.

Qualifications

• Competencies 

Competencies are important in order for the employee and the organisation to deliver desired results. They are relevant for all staff and are divided into the following two categories:

1. Professional Competencies

• These are skills, knowledge and experience that are important for effective performance.

Generic Professional Competencies for this Position: 

• Minimum 4 years of experience of project implementation in humanitarian/recovery contexts.
• Experience from working in complex and volatile contexts.
• Technical Emergency Response expertise on humanitarian surveillance, multi-sector needs assessments, cash and in kind distributions, shelter and/ or WASH.
• Documented results related to the position’s responsibilities.
• Knowledge about own leadership skills/profile.
• Fluency in Portuguese.
• Advanced knowledge of English.
• Knowledge of languages spoken in Northern Cabo Delgado.

Context related skills, knowledge and experience (shall be adapted to the specific position):

• Knowledge of the context in Cabo Delgado.
• Advanced user knowledge of KoboCollect, Microsoft Excel, Word and Outlook.
• Knowledge of project management tools, i.e., budgets, spending plans, Indicator Tracking Tables etc. 

2. Behavioral Competencies

These are personal qualities that influence how successful people are in their job. NRC’s Competency Framework states 12 behavioural competencies, and the following are essential for this position:

• Handling insecure environments.
• Managing resources to optimize results.
• Empowering and building trust.
• Managing performance and development.
• Planning and delivering results.

Performance Management

The employee will be accountable for the responsibilities and the competencies, in accordance with the NRC Performance Management Manual. The following documents will be used for performance reviews: 

• The Job Description.
• The individual Work- and Professional Development Plan.
• The Competency Framework.