Protection & Inclusion Specialist

Première Urgence - Aide Médicale Internationale (PU-AMI) is a non-profit, non-political and non-religious humanitarian NGO. Its objective is to bring about a global response to the basic needs of populations suffering from acute humanitarian crisis and to allow them to recover their autonomy and dignity. In close respect to humanitarian principles, PU-AMI promotes humanitarian access and dialogue with all components of the civil society in Lebanon, and delivers assistance based on the needs, regardless of religion, politics, and ethnic matters. Today, PU-AMI is intervening in 21 countries in Africa, the Near East, Caucasus, Asia and the Caribbean to cover the needs of populations affected by conflict, natural disasters or economic crises. PU-AMI in Lebanon has been implementing emergency and recovery projects in Health, Water, Sanitation, Hygiene, Shelter Rehabilitation and in Livelihood Recovery sectors.

Job Description:

1. GENERAL OBJECTIVE

Under the direct and technical supervision of the Protection Coordinator, the Protection & Inclusion Specialist leads the technical quality, capacity strengthening, and mainstreaming of inclusion and protection principles across PU-AMI programs and partner interventions. The Specialist ensures that services for Persons with Specific Needs (PWSN)—including persons with disabilities, older persons, persons with diverse SOGIESC, individuals with limited mobility, minority groups, and other marginalized populations—are safe, accessible, rights-based, and in line with national and international standards.

The Specialist provides technical guidance on inclusive protection case management and cash assistance, community-based protection, awareness raising, and safe identification and referral, while supporting teams and partners to integrate and mainstream inclusion and Protection principles across MHPSS, Health, Shelter, and community-based interventions. The role strengthens inclusive, safe and dignified program design, barrier analysis, risk mitigation, coordination mechanisms, and capacity-building efforts, ensuring that inclusion considerations are systematically embedded throughout program cycles, tools, SOPs, assessments, and monitoring frameworks.

2. RESPONSABILITIES & TASKS

1. TECHNICAL SUPPORT & GUIDANCE (35%)

• Draft, update, and adapt protection and inclusion SOPs, tools, and activity forms to ensure alignment with national and international standards, and to promote safe, dignified, accessible, and rights-based service delivery for persons with diverse needs.
• Participate in technical kick-off meetings and support the development, regular review, and execution of protection and inclusion workplans, with a particular focus on quality implementation of assigned projects.
• With support from the Protection Coordinator, provide technical guidance and support on different types of interventions, including:
  • Case Management: Oversee Oversee the quality of comprehensive case management processes, ensuring inclusive approaches, accessibility adaptations, and technical advice on complex cases involving persons with disabilities, older persons, and other individuals with heightened protection risks.
  • Cash for Protection: Ensure cash assistance programming applies inclusion-sensitive eligibility criteria, incorporates risk mitigation measures, and integrates targeted support for persons with specific needs.
  • Life Skills (LS) & Community Activities: Lead the development, adaptation, and review of life skills and recreational curricula to ensure content is inclusive, accessible, and responsive to diverse protection and well-being needs.
  • Awareness & Information Dissemination: Oversee the revision and adaptation of awareness-raising content and IEC materials to ensure accessibility (language, format, physical access), cultural sensitivity, and systematic two-way communication with diverse community groups.ead the development, revision and adaptation of awareness-raising content and IEC materials, and systematic two-way information dissemination.
  • Community Engagement & Inclusion: Strengthen Community-Based Protection Networks (CBPNs), CBOs, and committees by integrating age, disability, and diversity (AD&D) considerations and supporting community-led, inclusive protection initiatives.
• Support the development and roll out of need assessments (surveys, FGD, KII, accessibility assessments. KAP surveys) and monitoring tools to ensure community engagement and decision-making and adapt approach to implementation.
• Strengthen internal and external referral pathways—in collaboration with the GBV Specialist, Referral Officers, MEAL, and relevant departments—to ensure inclusive and safe access to healthcare, MHPSS, legal aid, shelter, GBV, and protection services, applying safe identification, confidentiality, and non-discrimination principles.
• In close coordination with the MEAL team, provide technical assistance to ensure safe, inclusive, and accessible Feedback and Complaint Response Mechanisms (FCRM) and Referral SOPs, in line with international protection, referrals and accountability standards, including contributions to service mapping and harmonized referral practices.
• Support the roll-out and operationalization of updated FCRM and Referral SOPs through coordination across departments (Protection, GBV, MHPSS, Health, MEAL), staff training, and regular follow-up to ensure consistent implementation and safe, accountable pathways for affected populations.
• Collaborate with the MHPSS team to support integrated mental health and protection approaches, including inclusive MH/stress management awareness, capacity building of CBPNs on MHPSS topics, and monitoring of non-focused, low intesnsity PSS groups to ensure accessibility and equitable participation.
• Provide technical recommendations and corrective actions to address implementation challenges and improve quality, accessibility, and inclusion across all interventions.
• Ensure systematic mainstreaming of inclusion, accessibility, and safe and dignified programming across Protection, MHPSS, Health, Shelter, and community-based activities.
• Participate in regular coordination meetings and conduct field visits to provide ongoing coaching, quality monitoring, and technical guidance.

2. CAPACITY BUILDING & QUALITY (20%)

• Lead protection and inclusion capacity assessment exercises for PU-AMI teams and partners, identify knowledge and skills gaps and develop tailored capacity strengthening plans accordingly.
• Develop, adapt, and update protection and inclusion training materials (EN/AR), including modules on inclusive case management and communication, safe and dignified programming, protection and accessibility principles, disability and age inclusion, safe identification and referral, and protection core concepts.
• Lead and roll out structured capacity-building initiatives for frontliners (SWs, CMS, CWs, OVs, CHWs), partner staff, and CBOs, ensuring that approaches align with interagency case management guidance, national SOPs, inclusion standards, and PU-AMI procedures.
• Deliver regular training sessions and coaching for PU-AMI staff, partners, community actors, and service providers on protection and inclusion topics, including inclusive case management, disability and age inclusion, safe referral pathways, do-no-harm and rights-based approaches, accessible awareness and PSS activities, and inclusion mainstreaming across sectors.
• Provide structured on-the-job coaching, shadowing, and mentoring to PUI and partner staff to strengthen inclusive case management, safe referral practices, and high-quality, client-centered service delivery.
• Conduct regular quality spot checks of case files, documentation, assessments, referral follow-up, community activities, and awareness sessions to ensure compliance with PU-AMI SOPs, national and international protection and inclusion standards, and provide structured feedback and action points for improvement.
• Support the establishment and maintenance of a community of practice, promoting learning exchange, peer support, and continuous improvement of inclusive programming approaches.

3. PARTNERSHIP, DEVELOPMENT & STRATEGY (20%)

• Support Protection and Inclusion program development by identifying needs, barriers, risks, and opportunities for expansion, improved integration, and enhanced quality across all intervention areas.
• Participate in design meetings and contribute to proposal development by providing technical Protection & Inclusion inputs, drafting narrative sections, informing inclusion-sensitive logframes and indicators, and supporting activity and budget formulation.
• Lead the development and revision of PU-AMI’s Protection & Inclusion Strategy and Action Plan, and support the integration of age, disability, and diversity (AD&D) inclusion objectives within sectoral strategies (Protection, MHPSS, Health, Shelter, and other cross-sectoral programming).
• Support the identification, assessment, and selection of implementing partners, including reviewing their protection and inclusion capacities, contributing to partnership agreements, and supporting partner onboarding from an inclusion and protection standards perspective.
• Coordinate on technical Protection & Inclusion aspects with consortium partners and implementing partners, ensuring adherence to protection principles, inclusion standards, and high-quality programming practices.
• Provide technical recommendations for program adaptation based on evidence, field learning, protection monitoring trends, inclusion-related barriers, and community feedback.
• Contribute to anticipatory planning and strategic decision-making by informing program leadership of emerging protection and inclusion risks, trends, and strategic opportunities relevant to the operational context.

4. DATA ANALYSIS, MANAGEMENT & REPORTING (15%)

• Collaborate with MEAL to develop and refine protection- and inclusion-sensitive M&E tools, indicators, and data collection plans, ensuring accuracy, confidentiality, and the integration of disability-, age-, and diversity-disaggregated data.
• Ensure regular, consistent, and harmonized data collection across protection and inclusion activities; support data cleaning, validation, and quality checks for internal and external reporting tools (including ActivityInfo and ITTs).
• Conduct systematic analysis of protection and inclusion data—including trends, risks, barriers, and access challenges—drawing from case management data, community-led assessments, monitoring findings, and internal information systems, and provide actionable recommendations for program adaptations.
• Support the monthly review of protection and inclusion indicators, including updates to reporting trackers, ensuring alignment with donor requirements and programmatic objectives.
• Analyze training evaluations, pre/post tests, session feedback, and satisfaction or outcome surveys to assess the effectiveness, quality, and impact of protection and inclusion capacity-building and community-based interventions.
• Undertake regular field monitoring visits to assess implementation quality, accessibility, adherence to protection and inclusion standards, and identify technical gaps; provide structured feedback and follow-up actions.
• Document lessons learned, good practices, success stories, and case studies to inform internal learning, accountability, and external communication.
• Contribute to high-quality internal, external, and donor reporting, including consolidating inputs from PU-AMI teams and partners, reviewing partners’ narrative contributions, and ensuring accuracy, coherence, and adherence to protection and inclusion standards.
• Support evaluations, after-action reviews, and other learning exercises, contributing to impact analysis and continuous improvement of PU-AMI’s protection and inclusion interventions.

5. REPRESENTATION & COORDINATION (5%)

• Represent PUI and attend the Protection Working Group and CM/Cash/CBP Task Force meetings at national and/or local level;
• Contribute to stakeholders mapping exercises and identification of potential local partners;
• Closely coordinate with PUI technical departments (Health, Shelter, MHPSS) and MEAL department to ensure successful and timely implementation and integration of activities;
• Ensure an efficient coordination with partners, including consortiums' partners, and stakeholders, and report accordingly to the line manager.

6. HR & ACCOUNTABILITY (5%)

• Promote staff well-being and duty of care, supporting the prevention of vicarious trauma, burnout, and stress—particularly among protection and inclusion staff engaged in case management, community engagement, and sensitive protection activities.
• Participate in the recruitment of Protection & Inclusion staff (tests, interviews, JD revisions) and provide technical input for staff performance appraisals, capacity development planning, and professional growth.
• Coordinate with MEAL to strengthen the accessibility, safety, and inclusiveness of the Feedback and Complaint Response Mechanism (FCRM), ensuring age-, disability-, and diversity-appropriate channels, ethical handling of complaints, and safe referral in line with protection and inclusion standards.
• In coordination with the HR team, provide technical support and capacity building on Child Safeguarding, PSEA(H), inclusive communication, non-discrimination, confidentiality, and ethical conduct to PU-AMI staff, partners, frontliners, and community actors.
• Support the dissemination, understanding, and operationalization of PU-AMI’s PSEA(H) Policy, Child Protection Policy, and Gender Policy, ensuring they are integrated across program activities and respected by staff and partners.
• Ensure adherence to PU-AMI HR procedures and contribute to regular staff training on safe and inclusive programming, do-no-harm principles, respectful communication with Persons with Specific Needs (PWSN), and inclusion-sensitive service delivery.

The tasks and responsibilities defined in this job description are non-exhaustive and can evolve depending on the project’s needs.

2. PRIORITIES OF THE DEPARTMENT

• Technical Oversight & Quality Assurance: Ensure high-quality case management, protection interventions, and adherence to national and international protection standards.
• Capacity Building & Staff Supervision: Provide technical training, coaching, and supervision for protection staff to ensure survivor-centered, trauma-informed and rights-based approaches.
• Community-Based Protection: Strengthen and consolidate technical guidance to enhance community-based protection approaches, ensuring meaningful participation, self-protection, empowerment, and sustainability of local protection networks and organizations.
• Protection Monitoring & Risk Mitigation: Oversee data collection, trend analysis, and response mechanisms for protection concerns, ensuring strong referral pathways.
• Promote cross-cutting gender and inclusion mainstreaming.

Job Requirements:

• Language skills: Fluent in English and Arabic.
• Education degree: University degree in social work or another relevant degree.
• Work experience: Minimum 4 years experience in protection with a humanitarian organization, with at least one year in a managerial position.
• Computer skills: Good knowledge of the MS office software including Word, Excel, Outlook.
• Others:
  • Excellent knowledge of humanitarian, PSEAH, and protection standards and principles
  • Excellent knowledge of protection risks and the humanitarian context in Lebanon
  • Demonstrated experience with diverse protection interventions to support PWSN at individual and community level, including case management, cash- and community-based interventions
  • Good understanding of gender and inclusion mainstreaming  
  • Excellent communication and facilitation skills
  • Good analytical skills and understanding of program data cycle management
  • Self-starter and result-oriented
  • Highly accountable, professional and respectful
  • Proven team and inter-personal skills
  • Willing and able to travel locally on weekly basis (North and South);
  • Valid driving license

Requirements of Behavioral Competencies:

• Previous experience with designing outreach strategies for different beneficiaries-target audience, two-way communication, Communication with Communities (CWC) and Protection Analytical Framework (PAF) will be considered an asset.
• Ability to deal with difficult work situations and to manage stress
• Ability to communicate clearly and concisely both orally and in writing
• Ability to prioritize a heavy workload and to delegate accordingly
• Ability to build positive working relationships with partners and other stakeholders.
• Ability to adapt to change of context, flexibility.
• Can-do attitude.

PUI-AMI Employment Conditions and Benefits:

• Status: A Fixed-Term Contract 
• 40-hour work week from Monday to Friday.
• Monthly Gross Income: Based on PU-AMIs internal salary scale. PU-AMI deducts income tax and automatically registers employees to NSSF.
• Seniority Allowance of +2% monthly increase of your basic salary after 1st year of employment. Seniority allowance is gradual and grows of +2% every year.  
• Insurance Medical Insurance class B for employee and spouse with a possibility to upgrade to class A based on employee’s contributions.
• Life Insurance
• Workmen Accident Compensation Insurance
• Maternity leave of 100 days
• Paternity leave of 5 days
• Paid Leaves Policy: 24 days of paid leaves per year
• 3 paid Sick Child Leaves per year for employees with children
• 1 day of remote work per week after agreement with the line manager
• Opportunities for career progression and transparent internal recruitment system
• Internal trainings and capacity development opportunities
• Staff wellbeing and inclusion activities

Our Commitments

PU-AMI sees diversity of nationalities, genders, beliefs, profiles and statuses among its employees as a major asset for its humanitarian action and therefore compels itself to the strict observance of the principle of non-discrimination throughout its recruitment process.  

PU-AMI applies a policy of zero tolerance towards exploitation, sexual abuse and mistreatment, in all its forms, of men, women, children and all vulnerable persons. It engages all its staff to promote, disseminate and respect the principles set out in its ethical framework.