GBV CASE MANAGEMENT OFFICER

Qualifications of GBV CASE MANAGEMENT OFFICER:

• Location: Beni
• Vacancy No: 59338
• Salary: N/A
• Organization:  IRC International Rescue Committee
• Deadline: 2025-09-02

Brief details about GBV CASE MANAGEMENT OFFICER:

About

Information about the organization that has offered the job:

Founded in 1933, the International Rescue Committee (IRC)’s mission is to help people whose lives and livelihoods have been shattered by conflict and disaster survive, recover, and reclaim their futures. Since 1996, IRC-DRC has been responding to the humanitarian and development needs of Congolese and refugee populations in the DRC, while working to promote their rights and strengthen their health, safety, economic well-being, education, and decision-making power. Currently, IRC works in the areas of health (including sexual and reproductive health), nutrition, water, sanitation, and hygiene (WASH), child and women’s protection, good governance and conflict management, and economic recovery and development.
As part of the continuity of the “Emergency response in Health and protection for crisis-affected people in the North-East of DRC” project funded by the US State Department and implemented in the provinces of North Kivu and Ituri, IRC intends to continue to respond to the essential health and protection needs of women, girls and children under five, through integrated mobile teams. These teams will be mobilized to support health structures and grassroots community organizations for displaced or returned people in the different areas targeted by the project following the alerts shared by OCHA.
IRC is seeking to recruit a GBV/PAF Case Manager Officer for proven experience in implementing women’s protection and empowerment activities as well as in the prevention of sexual and gender-based violence. The Officer will be responsible for implementing and monitoring psychosocial care and case management activities for women and girls who are survivors of sexual and gender-based violence through the CBOs identified in the health area targeted by the project in order to ensure the quality of the program. The Psychosocial Officer will ensure capacity building for Psychosocial Focal Points per health area will be identified and on the types of sexual and gender-based violence, their causes and consequences, on active listening and reception of victims, on case management (steps, guidelines, individual counseling) and on referral to health facilities.

Hierarchical positioning

1. Supervision
The Psychosocial Officer is placed under the direct supervision of the PAF Manager on technical matters.
She does not directly supervise any IRC staff, but will have frequent interactions with other members of the project team and the APS in the field;
2. Responsibility
The Psychosocial Officer’s level of responsibility is limited to objectivity, confidentiality, and coordination with community stakeholders. No financial responsibility.

KEY RESPONSIBILITIES

• Support psychosocial focal points in the implementation of planned activities: weekly monitoring of case management activities, verification of work quality, proactive data analysis, etc.;
  
• Regularly participate in field visits to ensure timely implementation of psychosocial activities;
  
• Ensure the implementation of APS training in counseling, case management, information management, referral and medical care of survivors;
  
• Prepare, at the end of each month, a summary report of activities according to the proposed framework, ensuring a critical analysis and concrete recommendations. The report will be submitted to the PAF Supervisor, and will be part of a one-off restitution;
  
• Provide primary management and monitoring of the activities of safe spaces established in the community while ensuring the mobilization of women for their participation;
  
• Ensure that hygiene devices are available and properly used by users of safe spaces in order to minimize the risks of contamination by COVID-19;
  
• Provide technical support to partner organizations responsible for running safe space activities and other awareness-raising activities in the community;
  
• Contribute to the choice of materials and approach for the organization of psychosocial activities;
  
• Participate proactively in the identification of technical needs in terms of psychosocial care, and in planning training/capacity building activities for the local actors involved, in collaboration with the PAF coordination;
  
• Ensure the capacities of psychosocial focal points, and propose training/capacity building sessions for the psychosocial team to the PAF Supervisor;
  
• Ensure at all times the confidentiality of data and the identity of survivors, ensuring that this rule is linked to the safe and ethical sharing of data relating to reported GBV incidents, in order to improve programming and strengthen inter-institutional coordination to consolidate coordinated response services to GBV, in accordance with the guidelines established in the GBVIMS sharing protocol;
  
• In collaboration with the MEAL Officer, analyze monthly data on the GBV Information Management System (GBVIMS);
  
• In collaboration with the MEAL Officer and the MEAL Manager, develop and/or revise and implement tools for monitoring and measuring the quality of psychosocial activities carried out by the APS;
  
• Collaborate in a cross-functional manner with MOBICOM Officers to ensure effective support in the implementation of community care and education activities.
  Also collaborate with components of other sectors for a coherent and quality implementation of the program, through regular exchange and strategic meetings.

Minimum Qualifications:

• Have a minimum of a Graduate degree in social science or any other related field;
  
• Have at least one proven professional experience with at least 3 years in the humanitarian field or with NGOs specific to SGBV
  
• Having worked as a psychosocial support staff for survivors of GBV is an ASSET;
  
• Having worked in support of community psychosocial workers;
  
• Strong planning, organizational and communication skills;
  
• Have good mastery of the psychosocial care of SVBG survivors;
  
• Have received training in the psychosocial care of survivors of SGBV;
  
• Be a good trainer;
  
• Excellent level of written and oral French and Swahili;
  
• Have a sense of organization and precision;
  
• Be able to take initiatives relevant to the program as needed;
  
• Be available to travel to the areas targeted for services;
  
• Willingness and ability to work in an unstable environment;
  
• Ability to work under pressure and live in difficult conditions;
  
• High resistance to stress and ability to work at a high pace corresponding to emergencies;
  
• Be rigorous, honest and have a strong sense of respect for deadlines;
  
• Perform other tasks useful to the PAF program requested by his supervisor than those described in this job description.
  

The candidate must be committed to adhering to IRC policies, including the Client Safeguarding Policy and the principles of diversity, equality, and inclusion.
Note for IRC Field Staff  : Commitment to Clients: By committing to client-centered programming, the IRC places the people it serves—its clients—at the center of its programming and services. IRC staff have an important role to play in supporting the implementation of client-centered programming by educating the community and clients about existing feedback mechanisms and how to use them, including response processes, access, and eligibility for services, and by contributing to the creation of an institutional culture that encourages staff to listen to clients, communicate, and respond to their requests, comments, and complaints.”
Standards of Professional Conduct: IRC workers must uphold the values ​​and principles set out in the IRC WAY – Standards of Professional Conduct. These are Integrity, Service, Responsibility and Equality. 
Safeguarding: Strictly adhere to the IRC Child and Adult Safeguarding Policy and all other policies, including those relating to security and fraud prevention.
In accordance with safeguarding, the IRC operates policies on the protection of beneficiaries/clients from exploitation and abuse, child protection, anti-harassment in the workplace, fiscal integrity and anti-retaliation.
Equal Opportunity Employer: The IRC is an equal opportunity employer. The IRC considers all applicants for employment on the basis of merit without regard to race, sex, color, national origin, religion, sexual orientation, age, marital status, veteran status, disability, or any other characteristic protected by law.
Diversity, Inclusion, and Gender Equality  : IRC recognizes and honors the fundamental worth and dignity of all individuals. We are an equal opportunity employer and consider all applicants on the basis of merit without regard to race, sex, color, national origin, religion, sexual orientation, gender identity, age, marital status, veteran status, or disability. IRC is also committed to closing the gender gap in leadership positions. We offer benefits that provide an environment conducive to women participating in our workforce, including parental leave,gender-sensitive safety protocols and other supportive benefits.

PRESENTATION OF THE FILE

• Job application letter (Maximum 1 page)
  
• Up-to-date Curriculum Vitae (Max 3 pages) to be submitted in French or English with the names, positions, telephone number and email address of at least four professional references including a professional reference from HR and a brief explanation of their professional relationship with you (e.g. “my direct supervisor” etc.). Please note that IRC reserves the right to contact any other person who has worked with the candidate during their previous experiences.
  
• Copies: Diplomas, certificates of services rendered, recommendations from former employers only, proof of identity, and the mandatory job seeker card issued by the ONEM.
  

Anyone living with a disability must indicate this in bold at the top of their CV.
If skills are equal, preference will be given to a female candidate.

APPLICATION SUBMISSION: From August 22 to September 2, 2025 at 4:30 p.m.

• Only those whose applications have attracted the interest of IRC will be contacted for the rest of the process;
  
• To save time in processing this recruitment, the team in charge will analyze candidate files as they are received. This method may lead to the closure of this process before the final date for receiving applications, if the best candidates are identified during the progressive processing of files. IRC encourages you not to wait until the last day of the offer closing to apply;
  
• Any unsuccessful application will be destroyed. IRC reserves the right to request to see the original documents provided by successful applicants.
  

In order to support women, IRC offers special conditions to women by paying 14 weeks of maternity leave at 100%. Until the child’s first birthday, the mother is entitled to a maximum of two hours per working day for breastfeeding. This rest period is paid and counted as working time. In order to allow female IRC staff who have babies of breastfeeding age to reconcile their family responsibilities with field missions, these staff will be authorized to travel in IRC vehicles with their babies and, if necessary, with an accompanying person.
IRC employees are entitled to two days of annual leave. Leave entitlement increases according to seniority. The IRC organizational culture offers a safe and fulfilling work environment for all its employees with flexibility measures focused on the well-being of its staff. As such, the IRC salary scale remains competitive at all grades.

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