CALP is a dynamic global network of over 90 organisations engaged in the critical areas of policy, practice and research in humanitarian cash and voucher assistance (CVA) and financial assistance more broadly. Collectively, CALP members deliver the vast majority of humanitarian CVA worldwide.

We envision a future where people are enabled to overcome crises with dignity, by exercising choice and their right to self-determination.

The purpose of the CALP network is to maximise the potential that humanitarian CVA can bring to people in contexts of crisis, as one component of broader financial assistance. To do this we catalyse the power, knowledge and capacities of our diverse global network, alongside other local, national, regional and global actors, all of whom are seeking to secure better outcomes for people living in crisis contexts. Our role as a collective is to generate alignment in the approaches and actions of those within and across our network, in order to help optimise the quality and scale of humanitarian CVA.

What makes CALP unique is its diversity. CALP members currently include local and international non-governmental organisations, United Nations agencies, the Red Cross/Crescent Movement, donors, specialist social innovation, technology and financial services companies, researchers and academics, and individual practitioners.

As a CALP team, we work with and for the CALP network – keeping our vision front and centre. Working impartially, we engage with the network to generate evidence, we facilitate dialogue, we challenge and question, we draw together good practices and promote their uptake. We play a key role in creating the impetus and means for thought leadership and convene network members to generate futures-thinking agendas. We mobilise the membership and the wider network to look for collective solutions to collective problems.

We strive to work collaboratively with the network and as a team. All of us, in some way, influence, communicate, manage knowledge, share learning and administer to get things done. 

We work as one team and in many sub teams, we also create task teams to drive forward specific activities and then disband them when the job is done. Many teams are largely self-organising, agreeing ways of working that make sense for the task at hand with devolved decision-making that gives us space to act to meet our own responsibilities. 

This way of working can take time to get used to, it’s not perfect and we’re constantly seeking to strengthen it. This fluidity and team work brings huge benefits, in that it allows us to remain agile, explore, learn as we go, adapt further and get better at what we do, in service of our goals.

The Deputy Regional Representative provides technical leadership of the planning and delivery of CALP’s activities in the region and helps drive forward CALP’s overall strategy.  The role requires highly collaborative ways of working with a myriad of actors, to build strategic relationships with those in UN agencies, government, think tanks, academic institutions and NGOs, and to represent CALP in regional fora. The Deputy Regional Representative deputises for the Regional Representative on occasions as necessary

• Role grade: OGB Grade C1
• Management support line: MENA Regional Representative
• Management support for: None
• Budget responsibility:  Yes

Key Accountabilities:

• Contribute to the development of the regional strategy and plans, focused on collective issues and collective action.
• Lead engagement and technical support to Cash Working Groups (CWGs) in the region.
• Provide technical input into strategically important debates, forums, policies and guidance.
• Manage programmes and grants, working with others in the team to ensure their impactful delivery within agreed timelines and budgets.
• Support regional fundraising, working with the Regional Representative and others to develop proposals and produce funding reports.
• Work with CWGs, members and the network more broadly to prioritise, plan and implement regional initiatives including events and research.
• Working jointly with the Learning and Development Coordinator, engage with regional academic and training institutions to embed CVA resources into appropriate courses.
• Working with the Learning Delivery Lead, develop a pool of certified trainers
• Ensure robust uptake plans are developed to drive the use of evidence and guidance, both for new and existing resources.
• Synthesise information generated within the network, write blogs and generate other communications content.
• Signpost members to information and connections that will enable them to strengthen their work.
• Monitor the results of activities and analyse results to inform on-going adjustments to plans and approaches.
• Support the Regional Representative on network building and following up opportunities or leads.
• Foster membership development in line with overall membership strategy.

Essential Technical Skills, Experience & Knowledge:

• Degree or equivalent qualification in an appropriate technical field, or equivalent level of professional experience
• Technically competent on CVA (not required to be expert).
• Excellent interpersonal, influencing and negotiating skills and the ability to facilitate and convene conversations with different stakeholders.
• Demonstrated ability to synthesise information, and articulate complex ideas and experiences simply.
• Professional proficiency (written and verbal skills) in Arabic and English.
• Strong communication skills and the ability to write clearly and persuasively.
• Sound presentation skills.
• Ability to work both in a team and independently.
• Excellent organizational and planning skills.
• Skills in monitoring and evaluation.
• A high level of computer literacy.

Desirable attributes

• Experience of working in a virtual network or remote team.
• Adept at using social media as a communications tool.

Role profiles are living documents, and aren’t an exhaustive list of things to do. The role may require other reasonable duties. As with everything, flexibility is the name of the game.

Flexfam

We believe flexible working is key to building the Oxfam of the future, so we’re open to talking through the type of flexible arrangements which might work for you. We think this role would work particularly well as a partially home-based role or job share.

Our values and commitment to safeguarding

Oxfam is committed to preventing any type of unwanted behaviour at work including sexual harassment, exploitation and abuse, lack of integrity and financial misconduct; and committed to promoting the welfare of children, young people, adults and beneficiaries with whom Oxfam GB engages. Oxfam expects all staff and volunteers to share this commitment through our code of conduct. We place a high priority on ensuring that only those who share and demonstrate our values are recruited to work for us.

The post holder will undertake the appropriate level of training and is responsible for ensuring that they understand and work within the safeguarding policies of the organisation.

All offers of employment will be subject to satisfactory references and appropriate screening checks, which can include criminal records and terrorism finance checks. Oxfam GB also participates in the Inter Agency Misconduct Disclosure Scheme.  In line with this Scheme, we will request information from job applicants’ previous employers about any findings of sexual exploitation, sexual abuse and/or sexual harassment during employment, or incidents under investigation when the applicant left employment. By submitting an application, the job applicant confirms his/her understanding of these recruitment procedures.