Support Coordinator

All NRC employees are expected to work in accordance with the organization’s core values: dedication, innovation, inclusivity and accountability. These attitudes and beliefs shall guide our actions and relationships. 1.      Role and responsibilities The Support Coordinator is to manage and increase the effectiveness, efficiency and capacity of the support functions in the area. The Support Coordinator is a member of the Area Management Team. Generic responsibilities Implement effective, efficient and transparent HR, administration, finance and logistics systems that support the delivery of the Country Strategic Plan and individual projects at area level; Ensure adherence to NRC’s logistics, ICT, HR & Admin and finance policies and procedures in all processes and projects and by all staff; Manage Logistics, Finance and HR/Admin Officers in the area and follow up day to day operations of the support functions; Ensure that key program staff in the area are trained on support functions policies and procedures; Responsible for the improvement and consolidation of the support functions in area; Participate and contribute to program meetings and provide up-to-date analysis of achievement of procurement and staffing plans and other support in relation to the projects implemented in the area; Ensure that the scale and capacity of the support functions is appropriate to the level of program activity in the area; Use the performance management system to support direct reports, follow up on performance and ensure effective staff development Provide monthly and ad hoc reports on the support functions to the Area Manager and Head of Support Unit (HoSU) Ensure that data storage (physical and electronic) is secure and that beneficiary records and financial data is adequately protected.  Specific responsibilities Ensure compliance with donor regulations according to funding for the area Implement internal processes and employee and learning objectives and initiatives set out in the annual Plan of Action, at area level; Ensure support function input is provided at project development stage, with the development of procurement and staffing plans to support the implementation of new projects in the area; Provide input  for improvements/updates to existing policies and procedures and recommendations for new guidance and SOPs. Critical interfaces By interfaces, NRC means processes and projects that are interlinked with other departments/units or persons. Relevant interfaces for this position are: Work closely with Area Manager and Project Managers to ensure proper implementation of the day to day support function work; Coordinate and work closely with HoSU and Support Managers/functions in Country Office Coordinate closely with CC Project Managers and Staff to ensure proper communications and work between program and support functions 2.      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: Previous experience/understanding of working in complex and volatile contexts Minimum 3-5 years of relevant experience in operations and management Documented results related to the position’s responsibilities Knowledge about own leadership skills/profile Fluency in English, both written and verbal Context/ Specific skills, knowledge and experience: Very good communication, negotiation and presentation skills Controlling resources and managing teams   Report writing and computer skills Proven skills in designing and implementing trainings and development plans for teams 2. Behavioral competencies (max 6) 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: Managing resources to optimise results Handling insecure environments Communicating with impact and respect Planning and delivering results Empowering and building trust Managing performance and development 3.       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 Work and Development Plan •             The Mid-term/End-of-trial Period Performance Review Template •             The End-term Performance Review Template •             The NRC Competency Framework