Senior MEAL Manager
Job Description
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:
Reporting directly to the MEAL Coordinator, the Snr. MEAL Manager will strengthen the M&E/MEAL efforts, approaches and systems to foster learning and accountability for our clients; support IRC’s global and measurement ambitions of Strategy 100 and the Country Strategic Action Plan. The Snr. MEAL Manager will oversee the M&E/MEAL aspects of all sectors within the northwest Syria (NWS) hub M&E/MEAL team.
Responsibilities:
Technical Support Oversight (70%)
• Establish and maintain strong M&E systems and practices in NWS that are in compliance with the Syria CP MEAL strategy, global guidelines and standards, encompassing both programs implemented by IRC as well as programs implemented in partnership with partners;
• Ensure that all activities IRC and/or partner implemented activities are properly tracked and monitored through the Syria CP/IRC and/or project specific monitoring tools and practices;
• Provide M&E technical assistance to program teams and provide technical inputs into the set-up, implementation and close-out stages of program management, i.e. measurement methodologies, plans and tools, and data collection, quality assurance, management and analysis;
• Support the implementation of internal or external program evaluations;
• Organize and support culture of learning that is focused on using data for making programmatic and evidence-based decisions;
• Contribute to the MEAL Unit’s, and wider country program’s, programmatic and organizational learning efforts;
• Work with the Syria IM and T4P Manager and the NWS Snr. Data and Reporting Officer to identify information or data management gaps to develop and apply (digital) technology solutions;
• Work with the Syria Client Responsiveness (CR) Manager and the NWS Snr. CR Officer for ensuring that the latest and most developed CR practices are followed;
• Assist program and partnership units to maintain and improve upon compliance initiatives that intersect with M&E;
• Recruit, support and oversee the technical quality of work by MEAL unit team members supporting the unit’s and program teams’ implementation of MEAL systems.
• Lead the implementation of assessments and research activities in NWS aimed at generating a strong evidence base for IRC programming, as well as to inform IRC advocacy;
• Contribute to the greater sharing and use of data, research and learning within IRC’s program sectors, to ensure interventions are responsive to needs and informed by a sound understanding of the humanitarian context in NWS.
• Support the development of strong proposals and generating high-quality reports that reflects achievements of ongoing or ending projects.
• Ensure that Theories or Change (TOCs) and Logical frame works (Logframes) of all newly developed proposals are based on the Syria CP strategy and Macro Logframe;
• Ensure that all activities and achievements are reported on a monthly basis into the Syria CP Aggregated Data Management System (ADMS) and that all reports are validated for being final, accurate, and complete;
• As the primary budget holder for MEAL activities in NWS, the Snr. MEAL Manager must manage, and track all MEAL budgets and related expenses in NWS and other Amman based MEAL support functions.
• Facilitate the dissemination of MEAL findings to programs by preparing learning materials, briefs, fact sheets, and presentations.
• Oversee the dissemination of adequate CR measures across NWS per the Syria CP/IRC SOPs and policies for ensuring that CR channels are accessible by beneficiaries and community members.
• Ensure that CR data from both IRC and partner implemented projects are systematically collected and utilized for learning and to inform future program designs and decision making.
Partnership and Capacity Building (10%)
• Build the capacity of program and partners’ staff in relevant technical and management competencies.
• Schedule, organize and lead the delivery of training sessions for IRC and partner staff based on the pre-set capacity building plan approved by the MEAL Coordinator.
• Provide feedback to the Senior MEAL Coordinator and technical Coordinators on all program technical data quality and systems strengths and issues to improve.
• Champion robust partner relationship management characterized by the core partnership principles from IRC’s Partnership Excellence for Equality and Results System (PEERS) of responsibility, results-oriented approach, equality, transparency, and complementarity
• Ensure appropriate proactive and reactive communications and engagement with IRC partners to implement sub-grant agreements and complete program deliverables through regularly scheduled partnership management meetings
• As requested, present the IRC or MEAL team in internal or external meetings.
Staff Performance Management, Learning & Development (20%)
• Hire, supervise, and build the capacity of team members in relevant technical and management competencies.
• Develop and implement remote management capacity building approaches to build the strengths of the 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.
• 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.
• 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
Required Experience/qualification/Skills:
• At least 5 years of progressively responsible professional experience of Monitoring, Evaluation, Accountability and Learning-related functions, of which at least 3 years should be at a managerial level.
• Previous experience in an emergency or conflict-afflicted setting is required.
• A University degree in a relevant field (such as: statistics & data management, social science, public health, development economics, or a related subject area) – a technical degree together with additional relevant work experience may substitute for education.
• Technical skills in setting up quality M&E/MEAL processes and creating logical frameworks and data analysis that leads to learning and action.
• Proficiency and experience with mobile data collection such as Kobo, Commcare, ODK Collect is vital as well as proficiency with Microsoft Excel, SPSS, STATA or other similar software. Knowledge of Tableau, PowerBi, or GIS software tools are additional assets.
• Demonstrated analytical, systematic-thinking, and problem-solving skills.
• Proven ability to transfer knowledge to diverse audiences through training, mentoring, and other formal and non-formal methods together with presentation and reporting skills are a strong asset.
• Confirmed ability to lead, mentor and empower a small to medium professional team.
• Self-motivated with good organization, planning skills, including prioritizing work and multi-tasking.
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 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: Intermittent travel to field sites as well as attending regional and global workshops and meetings.
Key Working Relationships:
Position Reports to: Senior Monitoring, Evaluation, Accountability & Learning (MEAL) Coordinator
Position directly supervises: M&E Manager, Snr. Data and Reporting Officer, Snr. Client Responsiveness Officer
Indirect Reporting (If applicable): Relevant program leadership positions
Key Internal Contacts: All programme staff in addition to the following departments/units; Grants, Partnership, Finance, Access and Security, and Supply Chain.
Key External Contacts: Partner organizations, other humanitarian actors, working groups or clusters, Contracted (TPM) Monitors.
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.
Added 2 days ago
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Updated 3 hours ago
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Source:
rescue.org
