CARE is a non-governmental, non-political, non-profit, non-partisan and non-sectarian humanitarian organization, extending its relief and development assistance to those in need. CARE, as an International Confederation of 13 member organizations is one of the world's largest private humanitarian organizations working in more than 90 plus, countries committed to helping communities in the developing world achieve lasting victories over poverty.

Internal

• Lead awareness raising about organizational safeguarding measures, code of conduct and workplace culture.
• Identify opportunities to strengthen workplace culture and system including safeguarding, equity, diversity, and inclusivity in sub-office administration.
• Provide full support and be an agent to safer workplace culture promotion using GED and REDI approaches in the country offices.

Recruitment

• Collaborate with people and culture team and hiring manager to ensure recruitment processes adhere to safeguarding standards and other policies of CARE.
• Ensuring knowledge and attitudes about safeguarding are assessed during interviews, ensuring background checks include questions about safeguarding,
• Provide orientation for newly hired staff and make sure that HR forms are complete on the first week of work with assistance from HR assistant.

Capacity building

• Manage supervisee performance focusing on individual behaviors and attitude by developing strong yearly performance and development plans, conducting quarterly coaching sessions and year-end evaluations/appraisals, and submitting them to HR for recording/documentation.
• Identifying the HR training needs and developing training programs to ensure constant learning and development of employees for better workplace culture, personal wellbeing and work performance.
• Work with all the employee to develop, implement, and report on plans for making improvements.
• Scheduling and conducting Performance Appraisal meetings with various Department Heads. Participate in discussions and give HR recommendations.

Employee relations and Safeguarding report management

• Develop awareness raising materials on safeguarding and HR issues reporting, how to make a report and what response to expect once they have made a report.
• Receive and safely document, respond to and provide referral to safeguarding reports. Plan and support any safeguarding and HR investigation. Monitor progress of all cases.
• Mediate problems when they arise and enforce policies including disciplinary measures/actions when necessary, in consultation with the HR Coordinator, CD, and Senior Advisor.

Coordination and collaboration with other team

• Close coordination with program senior staff for new staff hiring and orientation planning. 
• Provide support to MEAL and Program team to establish Feedback and Monitoring system in consultation with program participant.
• Work with all the team to ensure safeguarding is integrated into all activities/services and budgeted for in proposals for funding.

2. , Key relations           

• Reports to HR Coordinator and will have close contact and collaboration with all HR team and Gender Advisor as well as Female representative
• Work closely with Regional Safeguarding Adviser and safeguarding team on safeguarding issues.
• Coordinate and Communicate with the program/unit/department and provincial managers.
• Contact with staff to ensure that training of staff and other staff developmental events are done properly and on time.
• Communicate closely with programs and provinces on safer recruitment.

3. Location

Based at CARE Afghanistan Kabul Office with rare field office visits

4. Key Results Expected

The Safeguarding and Capacity Building Adviser will be responsible for leading the prevention and response to safeguarding and HR risk to create better workplace and support in administering the mission’s HR functions; and implementation of the in place HR policies and procedures; ensures the alignment of HR functions in his/her role with organizational core values; supervise the HR officers. Represent CARE in Some external NGO forums and maintain liaising with CARE Departments and programs in Kabul and provinces

Safegurding Responsibilities:

• Responsible for creating awareness on safeguarding in consultation with HR and other department heads;
• Responsible for receiving reports of sexual harassment, exploitation and abuse, and child abuse and that these reports are escalated to the safeguarding team;

Ensure complainants are appropriately supported and updates on incident progress and outcomes;

Leading integration of the country Safeguarding  action plan at CO Level.

The Detail responsibilities can be found here: PSHEA CO Focal Point Role Description 2020.docx

Safety and Security Responsibility:

We all have a responsibility to promote a safe and secure work environment, foster a safety and security culture, and ensure consistent application of, and compliance with, CARE Afghanistan safety and security policies and procedures

Internal

• Lead awareness raising about organizational safeguarding measures, code of conduct and workplace culture.
• Identify opportunities to strengthen workplace culture and system including safeguarding, equity, diversity, and inclusivity in sub-office administration.
• Provide full support and be an agent to safer workplace culture promotion using GED and REDI approaches in the country offices.

Recruitment

• Collaborate with people and culture team and hiring manager to ensure recruitment processes adhere to safeguarding standards and other policies of CARE.
• Ensuring knowledge and attitudes about safeguarding are assessed during interviews, ensuring background checks include questions about safeguarding,
• Provide orientation for newly hired staff and make sure that HR forms are complete on the first week of work with assistance from HR assistant.

Capacity building

• Manage supervisee performance focusing on individual behaviors and attitude by developing strong yearly performance and development plans, conducting quarterly coaching sessions and year-end evaluations/appraisals, and submitting them to HR for recording/documentation.
• Identifying the HR training needs and developing training programs to ensure constant learning and development of employees for better workplace culture, personal wellbeing and work performance.
• Work with all the employee to develop, implement, and report on plans for making improvements.
• Scheduling and conducting Performance Appraisal meetings with various Department Heads. Participate in discussions and give HR recommendations.

Employee relations and Safeguarding report management

• Develop awareness raising materials on safeguarding and HR issues reporting, how to make a report and what response to expect once they have made a report.
• Receive and safely document, respond to and provide referral to safeguarding reports. Plan and support any safeguarding and HR investigation. Monitor progress of all cases.
• Mediate problems when they arise and enforce policies including disciplinary measures/actions when necessary, in consultation with the HR Coordinator, CD, and Senior Advisor.

Coordination and collaboration with other team

• Close coordination with program senior staff for new staff hiring and orientation planning. 
• Provide support to MEAL and Program team to establish Feedback and Monitoring system in consultation with program participant.
• Work with all the team to ensure safeguarding is integrated into all activities/services and budgeted for in proposals for funding.

2. , Key relations           

• Reports to HR Coordinator and will have close contact and collaboration with all HR team and Gender Advisor as well as Female representative
• Work closely with Regional Safeguarding Adviser and safeguarding team on safeguarding issues.
• Coordinate and Communicate with the program/unit/department and provincial managers.
• Contact with staff to ensure that training of staff and other staff developmental events are done properly and on time.
• Communicate closely with programs and provinces on safer recruitment.

3. Location

Based at CARE Afghanistan Kabul Office with rare field office visits

4. Key Results Expected

The Safeguarding and Capacity Building Adviser will be responsible for leading the prevention and response to safeguarding and HR risk to create better workplace and support in administering the mission’s HR functions; and implementation of the in place HR policies and procedures; ensures the alignment of HR functions in his/her role with organizational core values; supervise the HR officers. Represent CARE in Some external NGO forums and maintain liaising with CARE Departments and programs in Kabul and provinces

Safegurding Responsibilities:

• Responsible for creating awareness on safeguarding in consultation with HR and other department heads;
• Responsible for receiving reports of sexual harassment, exploitation and abuse, and child abuse and that these reports are escalated to the safeguarding team;

Ensure complainants are appropriately supported and updates on incident progress and outcomes;

Leading integration of the country Safeguarding  action plan at CO Level.

The Detail responsibilities can be found here: PSHEA CO Focal Point Role Description 2020.docx

Safety and Security Responsibility:

We all have a responsibility to promote a safe and secure work environment, foster a safety and security culture, and ensure consistent application of, and compliance with, CARE Afghanistan safety and security policies and procedures

1. Education, Skills and Experience

Education: University graduate, Human Resource Management, Social Science or other relevant field

Work Experience: Minimum 5 years’ extensive work experience in employee relation and Safeguarding and preferably with International NGOs

Languages: Fluency in spoken and written English, Pashtu and Dari is a requirement.

Safeguarding

CARE places human dignity at the center of its relief and development work. At the heart of CARE’s efforts to impact poverty and social justice is its engagement with marginalized communities, and vulnerable adults and children. Vulnerable adults and children are particularly at risk of sexual exploitation and abuse. CARE commits to the protection from sexual harassment, exploitation, and abuse and of vulnerable adults and children, involving CARE Employees and Related Personnel. CARE has a zero tolerance toward sexual exploitation and abuse and child abuse. CARE takes seriously all concerns and complaints about sexual exploitation, harassment and abuse and child abuse involving CARE Employees and Related Personnel

CARE Afghanistan  participates in the Inter-Agency Misconduct Disclosure Scheme. In line with this Scheme, we hereby request information from candidate’s previous employers about any findings of sexual exploitation, sexual abuse and/or sexual harassment during employment, or incidents under investigation when the candidate left employment. All CARE Afghanistan’s offers of employment are subject to satisfactory references and appropriate screening checks. By submitting an application, the applicant confirms his/her understanding of these recruitment procedures.

• Please submit your completed CARE Standard Job application form (ACBAR: Application Form) to afg.vacancies@care.org.
• Applications after the closing date (12:00 AM) and without CARE Application form will not be accepted.
• Please Indicate the position title, Vacancy Number in the Subject Line (Safeguarding and Capacity Building Advisor CARE-AF-1299 Kabul) otherwise your application will not be considered.
• Please note that there is no telephonic inquiry and only shortlisted applicants will be contacted with and call for Interview.
• The successful applicant will be expected to undergo a Background Check, Bridger check & Reference check and be compliant and sign up to Care Afghanistan’s Code of Conduct, PSHA (Prevention from Sexual harassment, exploitation and abuse) and other Care Afghanistan policies prior to a final offer being made.
• People with Physical Disabilities and Women are highly encourage to apply.
• CARE IS COMMITTED TO SAFEGUARDING POLICY (Available at: Safeguarding)
• CARE IS COMMITTED TO CODE OF CONDUCT (Available at: CARE Afg Code of Conduct (updated).pdf)