Documentation and Social Media Officer 62 views

FH Culture

All we do, and how we do it, seeks to promote God’s beauty, goodness, and truth in a broken world. As such, we are defined by our ability to make people’s lives measurably better; our ability to deliver impact is the measure of our collective success. For we know that we are God’s handiwork, created in Christ Jesus to do good works, which God has already prepared in advance for us to do. At Food for the Hungry, we operate under a set of values called Heartbeat Values.

Position: Documentation and Social Media Officer

Duty Station: Addis Ababa

Duration of Contract: One-year contract, Renewable (with 60 working days probation period)

Closing date: September 13, 2024

Job Summary

The Documentation and social media Officer will be responsible for Following FH’s “Branding Policy”, standardize and maintain all FH’ brands all over the country, in terms of logo usage, roadside signposts, building’s painting, placards, banners, t-shirt printing, and all other promotional materials productions.  Prepare Expo and represent FHE whenever necessary. Take quality pictures, videos and success stories for marketing and periodical reports purpose. Edit periodical program reports before it is sent to the HO and donors. Manage and update FHE’s Social Media Platforms

Principal Responsibilities

Key Result #1 – Marketing and Visibility

1. Responsible for implementation of the country Communication Strategy Framework in line with each program interventions across the country office close support from with the GSC and FH Ethiopia Leadership team.
2. Under the guidance of the MARCOM Manager, assist program team in preparation of communication and visibility reports
3. Closely work with each program team on execution of marketing and visibility budgets.
4. Ensure that FH and each donor’s rules and regulations on branding and marking are strictly adhered to and advise on areas of improvement.
5. Actively engage with the program team in the production of audio-visual materials that can be used for the purposes of Marketing FH Ethiopia interventions.

Key Result #2 – Public Relations

1. Regularly updates FH Ethiopia website and social media pages to ensure that they are up to date and provide critical updates of the operations of the organization.
2. Regularly follow up on trending issues on social and mainstream media and update the MARCOM Manager for further review and actions.

Key Result #3 – Digital Asset Creation and Management

1. Take part in preparation of program/project success stories, pictures and videos of activities in coordination with the relevant programs team.
2. In consultation with relevant program teams, train the field staff on preparations of reports, success stories and other Audio-visual materials.
3. Ensure the quality, consistency, timeliness, and professionalism of all communications materials across the organization.

Key Result #4 – Representation

1. In collaboration with relevant program team, take part in organization of public events; conferences, project launching workshops, etc

Safeguarding Policy

FH strives to provide an environment free from sexual exploitation and abuse and harassment in all places where relief and development programs are implemented. FH holds a zero-tolerance policy against sexual exploitation and abuse and harassment. FH expects its employees to maintain high ethical standards, protect organizational integrity and reputation, and ensure that FH work is carried out in honest and fair methods, in alignment with the FH Heartbeat and safeguarding and associated policies. Violations to stated policies will be subject to corrective action up to and including termination of employment.

Gender Responsibility

• Be aware of the stereotypes about women’s and men’s capacities, and discuss how they influence staff, in assigning responsibility, and in managing resources at unit and organization level.
• Be able to describe how gender issues relate to one’s job responsibilities and how gender equity can be promoted through the execution of those responsibilities.
• Be familiar with the local Gender Focal Point(s), and go to her/him to learn more about gender issues, or when there is a gender grievance or harassment issue to resolve
• Within each project and department, discuss FH’s Gender & Diversity and Sexual Harassment and sexual exploitation Policies, so that all staff are conversant with them.
• Refrain from any comments or gestures that indicate prejudicial views of female staff, especially female supervisors.
• In each Project and Head Office, ask women staff what changes would make it more “gender-friendly”, organization  and implement the recommendations

Safety & Security Responsibility

• Each FHE staff member should adhere to all pertinent policies concerning safety and security policy of FH. Lapses in safe conduct can jeopardize the health and welfare of all staff.
• Every FHE staff member has an obligation to learn and understand the security situation where they are located.
• Each FHE staff member should adhere to all pertinent policies concerning safety and security.  This includes, but not limited to, personal safety, road safety, etc.
• He/she has a responsibility to become familiar to social, cultural and other associated features of their duty stations;
• Abstains from inappropriate or offensive behavior that can put FHE in a difficult position, impair operations, and jeopardize the health and welfare of all staff of FHE.
• All FHE staff should promotes safe conducts and exercises caution in all work activities; staff should accountable for own personal and professional actions and conduct;