Partnership Strategy

• Together with the Deputy Director of Programs (DDP) and Director of Field Management (DFM) lead on the development and implementation of IRC Syria’s partnership strategy. Chair the Partnership Working Group to promote a coherent, strategic, and coordinated approach to local partnerships in IRC Syria
• Oversee the partnership management operating procedures for the country Program that set out efficient and responsive processes, delineate clear roles and responsibilities, and articulate IRC Syria’s strategic approach to partnerships, consistent with PEERS.
• Promote and take forward initiatives to enhance local partnerships in consultation with senior management and program staff, support further development of local partner capacity development, approaches and processes.
• Work with the country leadership team, technical coordinators      and field management to ensure that the partnership-specific targets and ambitions of the Strategy Action Plan are realized.
• In collaboration with the technical coordinators and program coordinator for quality and learning, identify key stakeholders for effective programming through a comprehensive stakeholder analysis.
• Promote, and support the DDP and technical coordinators to conduct, an effective analysis of the roles, capacities and relationships between local government, civil society and private sector actors, and to identify the IRC’s program approach, based on how the IRC can best add value to local capacities and systems.
• Participate in Go/No-Go discussions to promote program approaches and design that are consistent with the SAP.
• Support the technical coordinators to ensure actor mapping is up-to-date and accessible to all programs, and to build and foster partnership relationships with appropriate actors.
• Promote full partner participation in program management, including through the IRC’s project cycle meetings processes.

Partnerships/Sub-Grant Processes:

• Supervise and support Partnership Manager, programs, grants, finance and operations staff on IRC’s on the implementation of the PEER system across all areas of sub-award management and documentation requirements; including pre-award assessment, partner proposal review, contracting tool selection; preparing sub-award agreement packages aligned with specific donor requirements, and sub-award review through OTIS.
• Ensure that Partnership Manager and officers hold all project cycle meetings, and that sub-grant agreement terms and conditions are well understood by partners.
• Establish partner monitoring schedule per PPCR score and ensure programmatic and compliance monitoring visits take place in coordination with pertinent department staff.
• Lead periodic mapping of potential partners for emergency response, with a particular emphasis on local organizations; and update the potential partner tracker periodically, as needed.
• Coordinate the organization and facilitation of capacity and risk assessments for potential partners.
• Lead the internal sub-award proposal review and approval process.
• Support in the socialization and updates of partnership templates and contracts/agreements.
• Work in collaboration with IRC finance, Programs, and other units to manage sub-grants effectively and in compliance with donor rules and regulations.
• Lead and facilitate capacity building of partner NGOs and local community organizations. Contribute to development of training materials.
• Ensure that partners meet all visibility requirements as listed in their subgrant agreements. - Ensure that accurate and up to date records for all sub-awards is maintained, in line with PEER System requirements.

Partner Monitoring:

• Lead the partnerships team in monitoring sub- grantees/partners for donor compliance and progress against objectives; and contributing to the development of monitoring tools as needed.
• Coordinate field monitoring visits to partners; and share regularly monitoring schedule with all relevant departments and colleagues.
• Coordinate the Partnership Team in securing and reviewing subgrantees’ monthly/quarterly/final narrative and financial reports; share relevant feedback with subgrantees, as needed.

• Coordinate with relevant departments to ensure that all reporting templates are updated; and share with sub-grantees on a timely basis.

   

Documentation and Reporting:

• Coordinate the maintenance of comprehensive electronic files for all subgrantees (current, past and potential partners) on OTIS and on Shared Drive; as per PEERS documentation requirements.
• Working with the relevant technical teams, coordinating the review of monthly internal reports, compile and submit partner reports into overall donor report, and support government reports/agreements as needed/requested. 

• Carry out data analysis of existing subgrant portfolio and potential future partner commitments.

   

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 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

• Adhere to and act in accordance with the IRC Global HR Policies and Procedures and communicate through word and example a high standard of compliance with all applicable policies