Job Description

• Suva-based position (Fiji)
• Attractive expatriate package
• Join the principal development organisation in the region

Description

The Pacific Community (SPC) is the principal scientific and technical organisation in the Pacific region, supporting development since 1947. We are an international development organisation owned and governed by our 27 country and territory members. In pursuit of sustainable development to benefit Pacific people, our organisation works across more than 25 sectors. We are known for our knowledge and innovation in such areas as fisheries science, education, public health, geoscience, and conservation of plant genetic resources for food and agriculture.

The Operations and Management Directorate (OMD) provides corporate services to all SPC Divisions and Programmes. It consists of three key departments: Finance, Human Resources and Information Services. OMD is focused on improving the effectiveness of systems, policies and management to provide high-quality customer-oriented services.

The role – Gender-Based Violence Advisor – Prevention and Response will be responsible for guiding and managing One SPC oversight and implementation of the SPC Domestic Violence Policy (DV Policy) including the new DV Policy Standard Operating Procedures (SOP). This includes associated awareness raising, improved compliance, prevention of harmful behaviours and promotion of a safe and inclusive work environment.

The GBV Advisor is not required to be a GBV Counsellor but must have a solid understanding of GBV counselling and case management, knowledge of GBV referral pathways in the pacific as well as knowledge and experience working with GBV data and key issues in the Pacific context. The position is key to leading the implementation and promotion of the DV Policy across the SPC.

With overall strategic coordination by the Human Resources Director, this role will lead the One SPC HR practices and objectives to provide an employee-orientated and high-performance culture which promotes empowerment and equality and rejects domestic and family violence. This will entail providing effective, timely and responsive support to staff experiencing domestic violence.

The key responsibilities of the role include:

Technical Advice and System Management

• Develop a workplan to implement GBV/DV actions across SPC through the HR Division and Senior Leadership Team – based on the 2022 Leadership/Gender Audit Recommendations.
• In collaboration with Legal and Human Resources, lead implementation the SPC Manual of Staff Policies, Chapter XI, Work Culture and Behaviours, relating to addressing DV, using the Standard Operating Procedures (SOPs) or similar endorsed framework/guidance notes.
• Conduct periodic review and update the DV SOP as required.
• Develop a case management system to support queries and issues.
• Supports SPC Divisions to onboard Wellbeing Focal Points or similar roles once in place to implement GBV/DV response and protection activities.
• Provides oversight, supervision, and support to Wellbeing Focal Points in their DV support role.

Capacity Building – Prevention, Response and Advocacy

• Develop and implement a capacity building development plan for SPC staff, Wellbeing Focal Points, Management and Senior Leadership Team to prevent and respond to GBV/DV internally.
• Design, develop and implement a SPC Respect at Work Program.
• Establish a Directory of GBV/DV Services and referral pathways are current for each SPC office.
• Advance protection and response against GBV and harassment in the workplace.
• Work collaboratively with HR to ensure proper support is provided to staff affected and that timely resolution of cases are managed accordingly.

Learning Management Schedule

• Coordinate with the Human Rights and Social Development (HRSD) Division and the Women in Leadership Programme to develop/implement gender and GBV/DV training materials for SPC staff, Wellbeing Focal Points, Management and Senior Leadership Team, including beginner and refresher curriculums.
• Implement rollout of mandatory self-paced courses which includes GBV/DV, Child and Vulnerable Adult Protection, Anti-Bullying, Anti-Harassment and Discrimination.
• Develop an M&E and Learning plan to monitor and track trainings and relates needs.
• Facilitate regular lessons learned and reflective discussion sessions with Wellbeing Focal Points and Senior Leadership Team.
• Deliver and evaluate the range of Gender and GBV/DV capacity building to SPC staff, Wellbeing Focal Points, Management and Senior Leadership Team at each SPC location.
• Utilise reflection and lessons learned to update the DV Policy, and the Standard Operating Procedures as needed.

People Management, HR Reporting and Analysis

• Report regularly to the Human Resources Director and conduct internal advocacy to highlight emerging organisational issues related to DV.
• Supervision of staff, including leave approvals, management plans and performance appraisals staff.
• Create a team environment that fosters and develops effective working relationships and high performance.
• Building a strong and effective team capable of providing services of the highest quality and provide mentoring and leadership to staff.
• Set up safe, secure, and confidential anonymized (non-identifying) data collection on DV and gender related issues within SPC.
• Manage data collected, compile and assist with data reports and summaries for HR related to DV.
• Manage report findings to raise issues related to staff accessing entitlements benefits for DV survivors.
• Recommend and seek support to conduct internal gender and DV research.
• Conduct regular reviews of the implementation of the DV Policy.
• Support audit related queries and documentation and compliance requirements with key stakeholders including from donor and development partners.

For a more detailed account of the key responsibilities, please refer to the online job description .

Key selection criteria

Qualifications  

• A postgraduate qualification in a relevant field such as gender studies, social sciences, public policy, international relations, development studies, or equivalent body of knowledge and experience.

Technical expertise

• At least 10 years of experience working in the gender-based violence (GBV) sector in the Pacific as a counsellor or coordinator.
• Skilled in a wide range of capacity building modalities involving GBV and related disciplines.
• Experience implementing DV/GBV or safeguards in a medium to large organisation.

Language skills  

• Excellent English communication skills (oral and written).

Interpersonal skills and cultural awareness  

• Ability to work in a multicultural, inclusive and equitable environment.

Salary, terms and conditions

Contract Duration – Until 30 June 2026 – subject to renewal depending on funding and performance.

Remuneration – The Gender-Based Violence Advisor – Prevention and Response is a band 11 position in SPC’s 2024 salary scale, with a starting salary range of 3,091‒3,864 SDR (special drawing rights) per month, which currently converts to approximately FJD 9,211–11,513 (USD 4,111–5,138; EUR 3,831–4,789). An offer of appointment for an initial contract will normally be made in the lower half of this range, with due consideration given to experience and qualifications. Progression within the salary scale will be based on annual performance reviews. Remuneration of expatriate SPC staff members is not subject to income tax in Fiji; Fiji nationals employed by SPC in Fiji will be subject to income tax.

Benefits for international employees based in Fiji – SPC provides a housing allowance of FJD 1,350–3,000 per month. Establishment and repatriation grant, removal expenses, airfares, home leave travel, health and life and disability insurances and education allowances are available for eligible employees and their eligible dependents. Employees are entitled to 25 working days of annual leave per annum and other types of leave, and access to SPC’s Provident Fund (contributing 8% of salary, to which SPC adds a 10% contribution).

Languages – SPC’s working languages are English and French.

Recruitment principles – SPC’s recruitment is based on merit and fairness, and candidates are competing in a selection process that is fair, transparent and non-discriminatory. SPC is an equal-opportunity employer , and is committed to cultural and gender diversity, including bilingualism, and will seek to attract and appoint candidates who respect these values. Due attention is given to gender equity and the maintenance of strong representation from Pacific Island professionals. If two interviewed candidates are ranked equal by the selection panel, preference will be given to the Pacific Islander . Applicants will be assured of complete confidentiality in line with SPC’s Privacy Policy.

Application procedure

Closing Date: 12 January 2025 at 11:59pm (Fiji time)

Job Reference: JM000813 

Applicants must apply online at

Hard copies of applications will not be accepted.

For your application to be considered, you must provide us with:

• an updated resume with contact details for three professional referees
• a cover letter detailing your skills, experience and interest in this position
• responses to all screening questions

Your application will be considered incomplete and will not be reviewed at shortlisting stage if all the above documents are not provided. Applicants should not attach copies of qualifications or letters of reference. Please ensure your documents are in Microsoft Word or Adobe PDF format.

For international staff in Fiji, only one foreign national per family can be employed with an entity operating in Fiji at any one given time. SPC may assist on a case-by-case basis with submissions to Fiji Ministry of Foreign Affairs for their consideration and final approval. SPC cannot and does not make any guarantee whatsoever of approval for such applications to Fiji Ministry of Foreign Affairs and where an application is approved, the spouse or partner will subject to such terms and conditions as may be set from time to time by the Ministry.

SPC does not charge a fee to consider your application and will never ask for your banking or financial information during the recruitment process.  

Screening Questions (maximum of 2,000 characters per question):

1. Please describe your experience in capacity building related to Gender-Based Violence (GBV) and Domestic Violence (DV), including your approach to designing, delivering, and evaluating training programs at an organizational level to ensure long-term impact and effectiveness.
2. What are the most important elements you would include in developing and implementing a comprehensive Respect at Work program, and how would you ensure its effectiveness in fostering an inclusive, safe, and supportive workplace culture?

Job Tags

Similar Jobs