Mental Health and Psychosocial Support (MHPSS) Officer

• CCU colleagues, All members of the consortium, Protection and Safeguarding Unit

Saving Lives in Sierra Leone Phase 3” (SLiSL3) is an FCDO funded Health Systems Strengthening programme, building upon its predecessor programmes, also funded by FCDO. The programme aims to achieve fewer preventable deaths and reduced morbidity among women, girls and children by improving the quality, availability, equity and accessibility of reproductive, maternal, neonatal, child and adolescent health and nutrition (RMNCAH&N) services. A key intended outcome is improved Universal Health Coverage (UHC). The programme was initiated in December 2023 and will run until December 2028.

Role Overview:

The Team Lead (Consortium Director) will be responsible and accountable for the overall management and oversight of the programme including: overseeing the contract management and implementation, risk management and financial accountability, donor reporting and liaison, external representation, relationship management with downstream partners and government counterparts, and ensuring compliance with Concern and donor’s policies and procedures. 

You will be responsible to provide direction and support to the team, and technical leadership to ensure high quality programming to achieve project results.  

Responsibilities:

1. Staff wellbeing and mental health support:

• Act as the main point of contact for all staff-related MHPSS concerns within the consortium, ensuring staff are supported with effective mental health and wellbeing initiatives.
• Coordinate and implement staff wellbeing policies, focusing on stress management, resilience building, and emotional support.
• Ensure that all staff have access to confidential mental health support services, providing direct referrals to professional services when necessary.

1. Staff stress management and resilience building:

• Develop and deliver stress management programs that are specifically tailored to the challenges faced by staff, particularly those in high-stress or trauma-exposed roles.
• Conduct regular training sessions and workshops to promote self-care, emotional resilience, and coping strategies for staff at all levels.
• Monitor and support staff who are experiencing high levels of stress, ensuring they have access to timely interventions such as psychosocial support or professional counselling services.

1. Capacity building for staff and managers:

• Build the capacity of managers and team leaders to identify early signs of stress, burnout, or mental health challenges in their teams, and respond appropriately.
• Provide training on psychological first aid (PFA) and peer support systems, empowering staff to support each other in managing work-related stress and mental health challenges.
• Ensure that staff are equipped with the skills to manage their mental health in challenging work environments, including strategies for dealing with secondary trauma and emotional fatigue.

1. Confidentiality and support mechanisms:

• Maintain up-to-date records of staff support requests and services provided, ensuring strict confidentiality and anonymization where necessary.
• Regularly review and enhance internal staff support mechanisms, ensuring they are responsive, accessible, and meet the evolving needs of staff in the consortium.
• Set up peer support groups for staff to foster a supportive work environment where individuals can share experiences and strategies for managing stress and wellbeing.

1. Monitoring staff wellbeing:

• Develop and implement monitoring tools to assess staff mental health and wellbeing, regularly reporting on trends and making recommendations for improvement.
• Conduct regular wellbeing surveys and risk assessments to identify stress points within the organization and take proactive measures to address them.
• Periodically visit program areas to provide in-person MHPSS support, ensuring staff in remote or challenging locations receive adequate attention and care.

1. Advocacy and awareness for staff wellbeing:

• Advocate for a culture of mental health awareness within the organization, working to reduce stigma around mental health issues and promote a supportive work environment.
• Lead staff wellbeing awareness campaigns to encourage help-seeking behaviors and foster a positive mental health culture across the consortium.
• Represent staff wellbeing interests in organizational leadership meetings, ensuring that mental health and psychosocial support is prioritized in decision-making processes.

1. Crisis intervention and critical incident support:

• Provide immediate psychosocial support to staff following critical incidents, including trauma, loss, or emergencies, ensuring timely intervention and follow-up.
• Develop crisis response protocols for staff wellbeing, ensuring that psychological support is readily available during emergencies or high-stress events.

• University degree (or equivalent evidenced experience) in Social Work, Social Sciences, Psychology, or Organizational Psychology.
• 2 years of experience in MHPSS in challenging contexts. (5+ years would be an asset)
• Clear understanding of local MHPSS networks and support.
• Able to clearly articulate own and colleagues’ roles, responsibilities, and professional boundaries, including raising concerns about conduct.
• Clear understanding of person-centred approaches.
• Commitment to Concern’s core values and promoting a positive culture of safeguarding.
• Ability to work collaboratively with a wide range of stakeholders and cultures.
• High degree of organizational ability, working well under pressure and to deadlines.

Desirable:

• Experience in supporting staff mental health and wellbeing.
• Strong facilitation and presentation skills, including experience in the design and delivery of training programs.
• Excellent self-awareness and understanding of the need for self-care, and personal strength to face possible hostilities related to the role.

Therefore, each staff member of Concern is expected to be sensitive to equality issues in their relationships with colleagues and in their work and to participate in implementation of gender mainstreaming plans, both at the workplace and in programmes.

Concern has an organisational Code of Conduct (CCoC) with three Associated Policies; the Programme Participant Protection Policy (P4), the Child Safeguarding Policy and the Anti-Trafficking in Persons Policy. These have been developed to ensure the maximum protection of programme participants from exploitation, and to clarify the responsibilities of Concern staff, consultants, visitors to the programme and partner organisation, and the standards of behaviour expected of them. In this context, staff have a responsibility to the organisation to strive for, and maintain, the highest standards in the day-to-day conduct in their workplace in accordance with Concern’s core values and mission. Any candidate offered a job with Concern Worldwide will be expected to sign the Concern Staff Code of Conduct and Associated Policies as an appendix to their contract of employment. By signing the Concern Code of Conduct, candidates acknowledge that they have understood the content of both the Concern Code of Conduct and the Associated Policies and agree to conduct themselves in accordance with the provisions of these policies. Additionally, Concern is committed to the safeguarding and protection of vulnerable adults and children in our work. We will do everything possible to ensure that only those who are suitable to work or volunteer with vulnerable adults and children are recruited by us for such roles. Subsequently, working or volunteering with Concern is subject to a range of vetting checks, including criminal background checking.