Partnerships Manager

Programme & Policy

Work Arrangement:

Job Description

Partnership Management

- Prepare and make sure contract agreements are done on time and avoid delays in facilitating contracts signing by the partners whilst ensuring that all supporting documentations are in place as far as compliance is concerned.

- Proactively work on compliance requirements and provide support on corrective measures in line with the PEERS(The Partnership Excellence for Equality and Results System) policy guidelines.

- Conduct periodic meetings with partners to understand challenges, areas for improvement as well as gaining feedback on various matters.

- Conduct donor due diligence or partner assessments processes to ensure that partner organizations are compliant to both IRC and donor requirements and that support is provided where necessary.

- Work closely with the Snr. Partnerships Manager to identify bottlenecks and challenges at an early stage and ensure that the same are addressed at earliest.

- Work closely with Programs and Finance teams during preparation of proposals, budgets, and concept notes.

- Facilitate program progress review meetings on workplans with both Finance and programs team that would help partners to be on track with implementation and spending.

- Support early identification of risks and recommend risk mitigation measures to senior management where possible.

- Coordinate with the Grants and Programs teams to promote quality program delivery through partners as well as enhancing quality and timely reporting, both narrative and financial reports whilst at the same time advocating for partnership in NW.

Partnership Strategy

- Work closely with the Snr. Partnership Manager in monitoring the result framework as per the Partnership strategy.

- Supporting partner mapping and partner capacity development including stakeholder analysis

- Establish and document any learnings from partnership work and share it with the relevant team members to advance learning within IRC Syria.

Capacity Development and Culture

- Conduct timely organizational capacity assessment for each partner organization and provide constructive feedback to partners on areas they are doing well, gaps and type of support to be provided.

- Establish capacity development plans for each partner based on the results of the organizational capacity assessment.

- Provide capacity development initiatives to partners based on the capacity development plans established with the partner either through trainings, coaching or mentorships.

- Collaborate with other IRC units including Finance, MEAL, Programs, Supply chain or HR in providing capacity development to the partners based on their needs.

- Monitor progress on capacity development provided to partners, draw any lessons and be able to realize any improvement in terms of growth of their organizational capacity.

Staff Performance Management, Learning & Development

- Responsible for managing Partnership Officers where possible.

- 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.

- Prepare and make sure contract agreements are done on time and avoid delays in facilitating contracts signing by the partners whilst ensuring that all supporting documentations are in place as far as compliance is concerned.

- Proactively work on compliance requirements and provide support on corrective measures in line with the PEERS(The Partnership Excellence for Equality and Results System) policy guidelines.

- Conduct periodic meetings with partners to understand challenges, areas for improvement as well as gaining feedback on various matters.

- Conduct donor due diligence or partner assessments processes to ensure that partner organizations are compliant to both IRC and donor requirements and that support is provided where necessary.

- Work closely with the Snr. Partnerships Manager to identify bottlenecks and challenges at an early stage and ensure that the same are addressed at earliest.

- Work closely with Programs and Finance teams during preparation of proposals, budgets, and concept notes.

- Facilitate program progress review meetings on workplans with both Finance and programs team that would help partners to be on track with implementation and spending.

- Support early identification of risks and recommend risk mitigation measures to senior management where possible.

- Coordinate with the Grants and Programs teams to promote quality program delivery through partners as well as enhancing quality and timely reporting, both narrative and financial reports whilst at the same time advocating for partnership in NW

Partnership Strategy

- Work closely with the Snr. Partnership Manager in monitoring the result framework as per the Partnership strategy.

- Supporting partner mapping and partner capacity development including stakeholder analysis

- Establish and document any learnings from partnership work and share it with the relevant team members to advance learning within IRC Syria.

Capacity Development and Culture

- Conduct timely organizational capacity assessment for each partner organization and provide constructive feedback to partners on areas they are doing well, gaps and type of support to be provided.

- Establish capacity development plans for each partner based on the results of the organizational capacity assessment.

- Provide capacity development initiatives to partners based on the capacity development plans established with the partner either through trainings, coaching or mentorships.

- Collaborate with other IRC units including Finance, MEAL, Programs, Supply chain or HR in providing capacity development to the partners based on their needs.

- Monitor progress on capacity development provided to partners, draw any lessons and be able to realize any improvement in terms of growth of their organizational capacity.

- Staff Performance Management, Learning & Development

- Responsible for managing Partnership Officers where possible.

- 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.

Qualifications

- Degree in Business, Marketing, Development studies or equivalent. Masters/MBA desired. - Minimum 5 - 10 years’ experience in the humanitarian or development sector. Those with multisector experience in Finance, Programs and Operations will have an added advantage. - At least 3 or above years of progressively responsible professional experience in managing partners in a complex environment. - 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 required and Turkish desired. - Travel: be willing to travel when required.

Key Working Relationships:

Position Reports to: Snr. Partnerships Manager Position directly supervises: Snr. Partnership Officer

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.

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Added 8 months ago - Updated 6 months ago - Source: rescue.org