Background/IRC Summary:

The Syria crisis is often described as the worst humanitarian catastrophe since the end of the Cold War. Today, 13.4 million people in Syria - more than half of the country's population - are in need of humanitarian assistance with needs increasingly being exacerbated by economic decline. Of these, 6.8 million are refugees and asylum-seekers who have fled the country. This is no short-term humanitarian episode. The devastating human consequences to huge numbers of people will endure for decades. The destruction of relationships, communities, livelihoods, homes and infrastructure will take years to repair.

IRC is offering a robust humanitarian response to the Syria crisis a rapidly expanding portfolio, supported by more than 1000+ staff in Syria Country Program. IRC is undertaking programs in Syria and the neighboring countries of Turkey, Iraq, Lebanon and Jordan in the fields of health, child protection, early childhood development, education, women’s protection and empowerment, non-food items and food distribution, cash assistance, water and sanitation, protection and rule of law, and livelihood programming. Our work in these challenging settings gives rise to some of the most pressing issues facing contemporary humanitarian action, including questions of access, security, funding and coordination.

Job Overview/Summary:

The Senior Partnerships Manager is responsible for managing IRC’s relationship with partner organizations in North West Syria to support engagement, monitoring/support to partners and ensuring effective capacity development towards long – term objectives. The Senior Partnerships Manager will work closely with partners and will also be responsible to ensure that there is an efficient partnership framework and communication mechanisms across different functions in IRC. By advancing learning from the Syria context, the role is key to contributing to IRC strategy S100, ensuring proper mapping/selection, and building strong strategic partnerships centered in equality while supporting the development and implementation of the Partnership Strategy. Under the leadership of the Partnerships Coordinator, the Senior Partnerships Manager will work closely with other functions such as the programs team, supply chain, and human resources team including with partner organizations to ensure quality partnership work

Responsibilities:

Partnership Strategy

• Contribute to the review and development of the Partnership strategy and workplan in line with the Country program Strategic Action Plan commitments
• Lead the mapping and identification process of potential partners including stakeholder analysis
• Monitor the implementation of the partnership strategy in collaboration with relevant departments in line with IRC’s strategy 100 especially with programs and other related functions i.e. supply chain teams, human resources etc
• Report and provide regular progress updates on the implementation of the partnership strategy
• Ensure Partner Engagement and establish strong relationship with partners including advancing learning from partner feedback obtained on periodic basis

Partnership Management:

• Facilitate/lead the support to partner organizations in collaboration with programs, grants and finance team in the preparation of concept notes, project proposals and budgets according to the programme design and donors’ call for proposals
• Support partnership arrangements and management, including contracting, identification of issues and bottlenecks, and facilitating reporting, ensuring both agreements and payments are processed on time.
• Act as the primary focal point for coordination and communication for all technical related issues
• Ensure that Partnership Managers are coordinating well with program managers on project start up activities including, but not limited to, staff recruitments, developing detailed implementation plans, financial plans, procurement plans, reporting templates, field data requirements, information management etc.
• Work/support both programs and finance team to review progress made on work plans/program implementation and budgets by ensuring that progress review meetings are conducted frequently.
• Build and enhance quality relationships with partners to ensure that IRC is a preferred partner and a partner of choice.
• Collaborate with programs team and ensure that program reports are accurate and are submitted on time, providing the necessary feedback and building capacity of partners on reporting overall.
• Proactively work on compliance requirements and provide support on corrective measures in line with the PEERS policy guidelines.
• Lead on donor due diligence and compliance assessments and ensure that partner organizations are always compliant to both IRC and donor requirements/guidelines.
• Support early identification of risks, and recommend risk mitigation measures to senior management

Capacity Development and culture

• Ensure that PPCR Capacity Assessment process for all partners, coordinating programmes, supply chain, security, finance and systems inputs to the process are conducted on time.
• Through the PPCR assessment, establish capacity development plans for partners by identifying gaps in policies and procedures, technical capacity as well as wider organizations functions such as systems, finance & procurement and ensure that timely capacity development support is provided to partners.
• Based on the established capacity development plans, ensure that each partner is supported in detail on each specific item laid out in the capacity development plan collaborating with the relevant functions where necessary to ensure that the partner is well supported.
• Document learning from our engagement and collaboration with partners and share within IRC where appropriate.
• Design and coordinate partnership platform meetings when appropriate, where partners have an opportunity to collaborate and learn from each other.

Staff Performance Management, Learning & Development

• Provide leadership to Partnership Managers and Officers and including partnership Finance team
• Develop and implement management capacity building approaches to build the strengths of teams in Syria.
• Coach, train, supervise and mentor direct-report staff, including communicating clear expectations, setting annual performance objectives, providing regular and timely positive and constructive performance feedback, and providing documented semi-annual performance reviews.
• Approve and manage time, attendance and leave requests to ensure adequate departmental coverage; ensure monthly, accurate timesheet submission and carry out probationary reviews.
• Hold high-quality meetings with each direct report on a regular and predictable basis, minimally on a monthly basis.
• Provide a measurable development plan including on-the-job learning with the aim of strengthening technical capacity, exchanging knowledge within the team and providing guidance on career paths.
• As required, identify staff performance issues and work with Human Resources to document and address these in accordance with the National Staff Employment Policies.
• Maintain open and professional relations with team members, promoting a strong team spirit and providing oversight and guidance to enable staff to successfully perform in their positions.
• Promote and monitor staff care and well-being. Model healthy work-life balance practices. Support appropriate interventions in response to identified staff care needs of both national and international staff.
• Look for opportunities to support staff in their career growth, where appropriate. As part of succession plan and nationalization goals, identify, train and develop capability and capacity of national staff to successfully transition role and responsibilities, by the end of assignment.

Required Experience/qualification/Skills:

• University degree with a minimum of 5 years of experience in the humanitarian or development sector
• At least 3 or above years of progressively responsible professional experience in Managing partners in a complex environment
• MBA or Master’s Degree in Business, Marketing, Development studies or equivalent will be an asset.
• Previous experience in an emergency or conflict-afflicted setting is required.

Demonstrated Skills and Competencies:

• A commitment to IRC’s mission, vision, values and IRC Way – Professional Code of Conduct.
• Credible written, presentation and verbal communication skills; ability to convey information effectively and solid experience providing training and staff development
• Validated sense of professional discretion, integrity, and ability to handle complex situations diplomatically and to effective resolution.
• Excellent management and interpersonal skills and a solid ability to promote harmonious/cohesive teamwork, in a cross-cultural context.
• Validated ability to plan long-term, organize priorities and work under administrative and programmatic pressures with detail orientation and professional patience.
• Highly collaborative and resourceful; ability to establish positive working relationships with senior level management and all other partners to maximize cooperation and productivity.
• Curiosity, a desire to continually learn and develop and a sense of humor is a must.
• Analytical ability in creating effective solutions to complex matters while adhering to labor laws and internal policies.

Language/Travel:

• English is required, while Arabic is desired.
• Travel: 15% to field sites as well as attending regional and global workshops and meetings.

Deadline to receive applications 19 February 2023

Key Working Relationships:

Position Reports to: Partnerships Coordinator

Position directly supervises: Partnership Managers

Indirect Reporting (If applicable):

Key Internal Contacts:

Key External Contacts:

Professional Standards: IRC staff must adhere to the values and principles outlined in IRC Way – Global Standards for Professional Conduct. These are Integrity, Service, Accountability and Equality. In accordance with these values, IRC operates and carries out policies on Beneficiary Protection from Exploitation and Abuse, Child Safeguarding, Anti-Workplace Harassment, Respect at Work Fiscal Integrity, and Anti-Retaliation.

Returning National Candidates: We strongly encourage national or returning national candidates to apply for this position. If you are a citizen of the Country in which this position is based and are currently located outside of your home country and possess over two years of international work experience, the Middle East Region has introduced an attractive remuneration package. The package includes competitive compensation, return flight to post, shipping allowance, temporary housing and a relocation allowance. Certain restrictions may apply. IRC strives to attract, motivate and retain qualified national staff in our programs.

Accountability to Clients: IRC staff must adhere to the commitment of contributing to the sustainability and development of its (CR) Client Responsiveness Mechanisms, preserving the culture of prioritizing the needs of our clients and affected communities by systematically listening to their perspectives and using their feedback to make programmatic decisions and give them greater influence over program design and delivery.

Gender Equality: IRC is committed to narrowing the gender gap in leadership positions. We offer benefits that provide an enabling environment for women to participate in our workforce including parental leave, gender-sensitive security protocols and other supportive benefits and allowances.

Diversity and Inclusion: at IRC MENA, we are passionate about creating an inclusive workplace that promotes and values diversity. Organizations that are diverse in age, gender identity, race, sexual orientation, physical or mental ability, ethnicity, nationality, and perspective are validated to be better organizations. More importantly, creating a safe workspace environment where everyone, from any background, can do their best is the right thing to do. So, bring your whole self to work.

IRC is committed to creating a diverse, inclusive, respectful and safe work environment where all persons are treated fairly, with dignity and respect. In keeping with our core values of Integrity, Service, Accountability and Equality, IRC strives to maintain a work environment built on mutual respect in which all individuals treat each other professionally, and free of bias, prejudice, and harassment. IRC expressly prohibits and will not tolerate discrimination, harassment, retaliation, or bullying of IRC Persons in any work setting. All IRC staff, wherever they are located, are accountable for creating an environment free of discrimination, harassment, bullying, and retaliation.