Senior Partnerships Capacity Sharing Manager

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:

Partnerships Capacity Sharing Senior Manager is a key position supporting the Syria Program to strengthen IRC approach to capacity sharing with partners. The role sits in the Partnerships Department in Amman, supporting remote programming inside Syria. The main goal of this position is to design and deliver a strong partnership capacity sharing approach, jointly in collaboration with partners and IRC units in accordance with IRC Strategy 100 (S100) and IRC Syria’s Strategic Action Plan (SAP) across all Syria partnerships’ portfolio. The position is based in Amman and will include travel to field locations.

The Senior Manager will, in close collaboration with IRC technical leads, operations lead, and partner organizations’ staff and leaders, identify partner development needs, as well as find opportunities for IRC to learn from partners. This role will oversee the design and roll out of the partnership capacity sharing approach. The Senior Manager in specific will focus on:

• Supporting and elevating the knowledge and expertise of each partner in line with partnership principles in all technical and organizational aspects as needed in various methods including learning events, coaching/mentorship,
• Improving IRC approach to learning from partners

This is not a master-trainer role, and interested individuals must demonstrate comprehensive organizational development expertise.

Major 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, with a focus on improving our capacity sharing commitments between IRC and partners.
• Working with the Whole of Syria Partnerships Director, develop and roll out a partnership’s capacity sharing approach that indicates IRC’s approach to capacity sharing across all partnership’s functions.
• Based on lessons and partner capacity development, establish recommendations that contributes to the achievement of the Partnership Strategy for capacity sharing with partners.
• Support and contribute to partner mapping and collaborator analysis with a focus on strategic partners and women led organizations, including identifying risk-based approaches to partnerships based on understanding of individual partner capacities.
• Work with the Partnership Director and hub-based programs leads to identify, formalize and build Strategic Partnerships with key Syrian partners, consistent with Strategy100, SAP commitments and targets.
• Ensure IRC understands partner capacity strengthening priorities and finds opportunities and plans for IRC to support partner capacity strengthening efforts.
• Member of the partnership working group (PWG), and co-responsible for delivering the capacity sharing functions of the PWG.

Capacity Sharing and Development

• Support the implementation of partner capacity analyses (PCAs) for each partner in collaboration with partnerships functions; based on the results of the PCA, establish and consolidate partners support plans by identifying gaps in policies and procedures, technical and organizational capacity, ensuring that it appropriately addresses issues identified in the due diligence process.
• Ensure the timely, quality implementation of all Partner Support Plans, working closely with the relevant partnerships functions and programs teams.
• Support the resourcing of organizational development support where appropriate for partners; coordinate organizational development support to partners.
• Develop materials and processes consistent with standard methodology to address partner technical and organizational priorities, including partnership platform meetings or workshops when appropriate, where partners have an opportunity to collaborate and learn from each other, as well as organizing learning events that facilitates peer learning, developing e-learning modules and videos, and utilizing other learning methodologies as appropriate.
• Where appropriate, facilitate an Organizational Development process with partners through a participatory process and in close collaboration with the organization’s leadership (process includes preliminary discussions, participatory self-assessment, action planning, implementation, tracking and documenting progress).
• Where relevant, deliver or facilitate delivery capacity strengthening-related activities for partner organizations in diverse areas of organizational development (leadership and management, financial management, human resources management, partner relations, grants management, outreach to beneficiaries and communications with multiple audiences, program monitoring and evaluation, technology utilization, knowledge management and others).
• Deliver learning sessions on PEERS and other relevant topics to IRC staff
• Find opportunities for mentoring and/or coaching follow up activities at the partner organizational and individual levels.
• Gather key insights from partners through the PCA process or conversations by taking note of key strengths, systems and processes and carry out an ideation process to establish models for capacity sharing between partners and IRC.
• Find opportunities and coordinate events, platforms, and mechanisms for IRC to learn from partners and to promote learning among and between local actors on a regular basis.
• Pilot Partner Health Check and Power Equity Tools with selected partners in order to reflect on the relationship with partners.
• Whenever possible, play a role in supporting collaborative design efforts by participating in those meetings with partners and document good practices to improve our approach to collaborative design.

Learning and Knowledge Management

• Lead in monitoring, evaluating, learning and periodic reporting, of capacity sharing initiatives including documenting successful capacity sharing methods that can be scaled.
• Closely monitor the partnership capacity sharing journey for IRC Syria country office, establish lessons, and develop case studies for partnerships, also work hand in hand with the MEAL/programs team to enhance quality of success stories.
• Review progress made on capacity development initiatives i.e. trainings and mentorships provided to partners as well as an organizational process with the partners leadership and establish trends analyses for each partner with appropriate next steps and recommendations.
• Ensure capacity sharing learnings and lessons are well documented from our engagement and collaboration with partners to advance learning on partnerships and contribute to recommendations to SMT/management for strategic decision-making.

Supporting Partnership Culture

• Support in promoting partnership culture across the organization whilst at the same time helping to build the capacity of staff on partnership work overall.
• Promote a culture, attitudes, and values conducive to collaborative partnerships based on a clear and shared understanding of IRC’s strategy, role and approach, and IRC’s core partnership principles.
• Conduct and participate in PEERS session, working hand in hand with Syria PEERS Trainer of Trainers to improve knowledge and skills on PEERS to staff members.
• Promote sharing of ideas, skills and experiences across all partnership teams including the Partnership Technical working group.

Staff Performance Management, Learning & Development

• 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 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.
• 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 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.
• Contribute to annual work plans, performance monitoring systems and tools, and writing of reports when applicable.

Required Experience/qualification/Skills:

• Minimum of 5-7 years’ work experience with an NGO in an international context.
• Confirmed experience working in NGOs/INGO capacity-building programs in the Middle East region, ideally in relief and/or post-conflict settings.
• Understanding of the status and challenges facing CSOs in the Middle East, particularly those operating in Syria and Turkey
• Proven ability to provide flexible and high-quality capacity strengthening support.
• Strong knowledge of, and experience with and background in organizational development (not simply training) of NGOs in challenging environments, and ability to adapt content, materials development, methodology of organizational development activities.
• Experience developing curricula, training materials and assessment tools for organizational development.
• Strong training, facilitation, and coaching skills in international, multicultural settings.
• Proven ability to work well in and promote teamwork, thrive in a multi-cultural environment, be flexible and handle pressure with professional grace.
• Proven understanding of adult learning theory and organizational development, change management, and/or how organizations function in community or multinational settings.
• Experience with e-learning tools and the using technology remotely to achieve adult learning.
• Ability to identify and mobilize resources to support IRC’s capacity strengthening work in the region.
• Experience managing staff and a commitment to team building, mentorship, and staff development.
• 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 improve 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:

• Fluency in Arabic and English is required. Applicants will be required to take written and oral English and Arabic language tests to confirm their fluency and the quality of their language skills.
• Travel: 30% to field sites as well as attending regional and global workshops and meetings.

Deadline to apply is 5 July 2023

Key Working Relationships:

• Position Reports to: WoS Partnerships Director

Position directly supervises: None

• Indirect Reporting (If applicable): the position regularly corresponds and attends meetings with external and internal audiences, thus a strong ability to communicate and maintain positive working relationships is highly desirable for this position.
• Key Internal Contacts: Technical Coordinators, Partnerships Department Staff, Finance team, Supply Chain team.
• Key External Contacts: Partner staff, occasional coordination meetings with other INGOs.

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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