Case Manager Assistant - Beirut

Accountability and Complexity

• The Case Manager Assistant will support the Integration of mental health within the secondary health and hospitalization services that RI is supporting.
• The Case Manager Assistant will provide PSS to individuals in need of non-specialized mental health support, including women diagnosed with high-risk pregnancy and children in need of lifesaving and limb-saving hospitlization. Severe cases will be referred to the Clinical Psychologists and Psychiatrists for specialized care, upon consent.
• The Case Manager Assistant, with the support of the Psychologists, will provide individual and family intervention sessions, psychoeducation sessions, and group support sessions. PSS interventions will focus on building resilience and enhancing women and girls and men and boys' well-being.  PSS services will also aim at expanding the services provided to family counselling on relevant topics identified in consultation with the beneficiaries. The group sessions will be based on RI’s curricula.
• The Case Manager Assistant will be responsible to identify the different needs of the patient (including health and non-health) and refer to the available services upon consent.
• The Case Manager Assistant, during individual sessions and as part of the social assessment, will perform the following tasks:
  • Conduct PSS sessions for individuals and groups.
  • Assess patients in need of MH services and ensure internal referral to RI’s Mental Health team or to external services as necessary.
  • Conduct well-structured training sessions on mental health subjects while addressing the most common problems facing the targeted communities; the job holder should ensure that the right information is communicated with beneficiaries and ensure that all their questions and inquiries are dealt with an effective and efficient manner. 
  • Work closely with the hospital’s staff to improve the referral mechanism for S/GBV cases.
  • Demonstrate a high level of professionalism while working or coordinating with beneficiaries, their family members, and any internal or external party; any incident of work-related conflict should be immediately reported to the MHPSS Supervisor. The job holder should avoid going into any work-related communication which might jeopardize the relationship of RI with any party.  
  • Demonstrate a high level of cultural sensitivity, professionalism, politeness, and objectivity when dealing with the beneficiaries under all circumstances.  
  • Coordinate closely with the Mental Health Team and hospital’s staff in order to ensure efficient follow up on referrals.

Outreaching activities and networking

• Build a network with MH actors to refer cases for case management or other types of therapy (speech therapy, psychomotor therapy, etc.);
• Conduct home visits when needed.
• Inform the MHPSS Supervisor of any financial issues or suspected financial abuse or misuse.

Reporting and Documentation

• Report on weekly progress to the Mental Health Supervisor.
• Monitor the psychological progress of the beneficiary, review cases with the Mental Health Supervisor and refer cases to specialized services when required (speech therapy, psychomotor therapy, etc.).
• Participate in weekly meetings with the Mental Health Team, during which cases will be discussed and support and supervision will be provided by the Mental Health Supervisor/coordinator. Monthly meeting with the Mental Health Team.
• File documents in an organized and efficient manner to facilitate the review of cases.
• Ensure efficient data collection by filling in the mental health database daily (assessment form, follow-up form, and ODK).

Coordination:

• The Job holder reports directly to the MHPSS Supervisor. Under the supervision of the MHPSS Supervisor, the job holder will have dotted-line work coordination with Mental Health Team and hospital’s staff to ensure that tasks are being implemented in alignment with the needed work plans and deliverables. 

Behavior and conduct

• Ensures that behavior inside and outside of work promotes the values in RI’s code of conduct and safeguarding policies
• Acts with integrity and holds themselves accountable for being respectful, inclusive and professional
• Reports any concerns.

Diversity, Equity & Inclusion

Achieving our mission begins with how we build our team and work together. Through our commitment to enriching our organization with people of different origins, beliefs, backgrounds, and ways of thinking, we are better able to leverage the collective power of our teams and solve the world’s most complex challenges. We strive for a culture of trust and respect, where everyone contributes their perspectives and authentic selves, reaches their potential as individuals and teams, and collaborates to do the best work of their lives. We recognize that diversity and inclusion is a journey, and we are committed to learning, listening and evolving to become more diverse, equitable and inclusive than we are today.

Equal Employment Opportunity

Relief International is an equal opportunity employer that does not tolerate discrimination on any basis. We actively seek out diverse backgrounds, perspectives, and skills so that we can be collectively stronger and have sustained global impact. We are committed to providing an environment of respect and psychological safety where equal employment opportunities are available to all. We do not engage in or tolerate discrimination on the basis of race, color, gender identity, gender expression, religion, age, sexual orientation, national or ethnic origin, disability (including HIV/AIDS status), marital status, military veteran status or any other protected group in the locations where we work.

Safeguarding & Ethics

Relief International (RI) is committed to ensuring that all individuals we come into contact with through our work, whether team members, community members, program participants or others, are treated with respect and dignity. We are committed to the core principles regarding prevention of sexual exploitation and abuse. We will not tolerate child abuse, sexual exploitation, abuse, or harassment by or of our team members. As part of our commitment to a safe and inclusive work environment, team members are expected to conduct themselves in a professional manner, respect local laws and customs, and to adhere to RI’s Code of Conduct Policies and values at all times. Team members are required to complete mandatory Code of Conduct e-learning courses upon hire and on an annual basis.

RI Values

We uphold the Humanitarian Principles: humanity, neutrality, impartiality and operational independence. We affirmatively engage the most vulnerable communities. We value:

Inclusiveness

Transparency and accountability

Agility and innovation

Collaboration

Sustainability