MANAGER PARTENARIAT

Brief details about Manager Partenariat:

Qualifications of Manager Partenariat :

• Location: Bunia
• Vacancy No:  58615
• Salary: N/A
• Organization: IRC – International Rescue Committee
• Deadline: 2025-07-03

About

Information about the organization that has offered the job:

Founded in 1933, the International Rescue Committee (IRC)’s mission is to help people whose lives and livelihoods have been affected by conflict and disaster survive, recover, and take charge of their futures. Responding to humanitarian, recovery, and development needs in the DRC since 1996, IRC in the DRC is guided by its core principles of capacity building, participation, partnership, protection, and the promotion of human rights. Our main areas of intervention include multi-sectoral emergency response, food security and economic recovery, health, protection, good governance, and conflict management.
The Democratic Republic of Congo has received funding from the International Development Association (IDA) in the form of a credit, through the Eastern Democratic Republic of Congo (DRC) Stabilization and Recovery Project – STAR EST Project. 
In one of the components of this project, in favor of the prevention and response to GBV, the STAR EST Project requested the consultancy services of the IRC in the DRC as an umbrella NGO (Holistic) to ensure the Prevention of gender-based violence and integrated support for survivors and other vulnerable people at the community level in the Provinces of North Kivu, South Kivu and Ituri. The IRC will have to coordinate, support and ensure the capacity building of partner structures working in the care of GBV survivors, in particular the NGO SOFEPADI and the 5 Integrated Multisectoral Service Centers (CISM) targeted by the Project.
Thus, the IRC in the DRC is seeking to recruit a Partnership Manager, under the supervision of the Chief of Party, and the technical supervision of the Partnership Coordinator. He/She is responsible for the strategic and operational management of the main partnership with the NGO SOFEPADI and for supporting the CISM in the implementation of the STAR EST project activities. His/her central role is to ensure a trusting, efficient partnership relationship focused on continuous improvement, in compliance with contractual commitments and the donor’s expectations. He/she is the guarantor of coordination, quality monitoring, capacity building and proactive resolution of partnership difficulties, in close collaboration with the IRC, SOFEPADI, CISM teams, and support functions (including logistics).
This position is based in Bunia with field travel.

KEY RESPONSIBILITIES

Management and facilitation of the partnership 

•  Be the main contact for SOFEPADI for all matters related to the partnership: planning, monitoring, managing difficulties, reporting information, resolving problems.
• Lead regular monitoring, evaluation, coordination and problem-solving meetings with SOFEPADI and, if necessary, with the CISM.
  
• Ensure that contractual commitments, deliverables, deadlines and quality standards are respected by SOFEPADI, by anticipating the risks of slippage and proposing appropriate solutions.
  
• Facilitate communication between IRC and SOFEPADI on all subjects, and coordinate where necessary with the support team.
  

Support and coordination

• Support CISMs in properly understanding and applying project expectations, in line with IRC and SOFEPADI directives.
  
• Ensure consistency of practices, harmonization of tools and sharing of information between CISM and SOFEPADI.
  
• Participate in the qualitative monitoring of activities, the reporting of incidents/problems, and the development of corrective action plans if necessary.
  

Monitoring partnership performance

• Implement and update partnership monitoring and management tools (dashboard, risk summary, deliverable monitoring, feedback).
  
• Monitor the production of narrative reports, ensure their quality, and support the partner in the preparation of contractual or reporting documents.
  
• Collect, analyze and report feedback from partners (SOFEPADI and CISM) on the quality of the relationship and the relevance of IRC support.
  
• Work closely with technical, finance, MEAL, logistics and other support teams to ensure the consistency and effectiveness of the partnership.
  
• Ensure that the partner’s requests and needs are directed to the right internal contacts (e.g. any logistics request addressed to the logistician, any technical question to the relevant expert, etc.)
  

Capacity building

• Identify, in dialogue with SOFEPADI and CISM, the needs for institutional, programmatic, or organizational strengthening.
  
• Coordinate and facilitate the implementation of capacity development plans (training, coaching, exchange of best practices), drawing on internal or external resources.
  
• Promote partners’ learning, document innovations and successes, and encourage a learning dynamic within the partnership.
  

Risk prevention and management

• Proactively monitor relational, programmatic, administrative or compliance risks, and alert management in the event of major difficulties.
  
• Propose solutions, document critical incidents and participate in the management of any conflicts or disagreements.
  

Supervision

• The STAR EST partnership manager is placed under the direct supervision of the Chief of Party and the technical supervision of the partnerships and capacity development coordinator.
  
• The STAR EST Partnership Manager does not directly supervise any IRC staff, but will have frequent interactions with other members of the project team and the project’s partners.
  

Responsibilities

• The STAR EST partnership manager’s level of responsibility is limited to objectivity, confidentiality, and coordination with each partner. No financial liability.

Others

• Promote and adhere to the principles, objectives and code of conduct of the Child Protection Program and IRC;
  
• Act both professionally and personally in a manner that brings honor to the IRC and does not compromise its humanitarian mission;
  
• If necessary, provide translation and interpretation during meetings, training and/or documents to help expatriate staff understand;
  
• Carry out any other tasks requested by the supervisor to ensure the smooth progress of the program.

Minimum Qualifications:

• A degree in business administration or related to partnerships.
  
• No less than 3 years of experience in partnerships.
  
• Proven experience in working with local partners, including capacity building and financial compliance monitoring.
  
• Experience in grant management or financial reporting for international donors (e.g. USAID, ECHO, UN, WB) is an advantage.
  
• Perfect command of French and intermediate or advanced level in English would be an asset.
  
• Knowledge of national languages ​​such as Swahili or Lingala is an asset.
  
• Ability to work in a team or independently, prioritising high volumes of work whilst meeting tight deadlines.
  
• Very strong initiative and ability to work independently and in a team;
  
• Real aptitude in using software (advanced Excel type, INTEGRA, Power Bi or equivalent).
  

Required skills

• Clear and effective verbal and written communication; active listening and the ability to understand and overcome barriers to effective communication.
  
• Ability to provide clear feedback to partners both written and oral.
  
• Have excellent interpersonal skills.
  
• Demonstrated experience working with international non-governmental organizations in the area of ​​partnership management and/or financial management would be an advantage.
  
• Demonstrate leadership and interpersonal communication skills;
  

Analyse

• Ability to analyze situations and propose risk mitigation measures.
  
• Ability to understand partners’ reactions, which can be complex, evolving and sometimes conflicting.
  

Negotiation

• Ability to resolve disputes and achieve the best possible outcome while maintaining good relationships.
  
• Managing difficult interactions constructively.
  

Reflection

• Ability to reflect on partner feedback and make the most of it.
  

Diversity

• Appreciate and be able to work with people from diverse cultures and backgrounds.
  

The candidate must be committed to adhering to IRC policies, including the Client Safeguarding Policy and the principles of diversity, equality, and inclusion.

Note for IRC Field Staff: Commitment to Clients: By committing to client-centered programming, the IRC places the people it serves—its clients—at the center of its programming and services. IRC staff have an important role to play in supporting the implementation of client-centered programming by raising community and client awareness of existing feedback mechanisms and how to use them, including response processes, access, and eligibility for services, and by contributing to the creation of an institutional culture that encourages staff to listen to clients, communicate, and respond to their requests, comments, and complaints.”
Standards of Professional Conduct : IRC workers must uphold the values ​​and principles set out in the IRC WAY – Standards of Professional Conduct. These are Integrity, Service, Responsibility and Equality. 
Safeguarding: Strictly adhere to the IRC Child and Adult Safeguarding Policy and all other policies, including those relating to security and fraud prevention.
In accordance with safeguarding, the IRC operates policies on the protection of beneficiaries/clients from exploitation and abuse, child protection, anti-harassment in the workplace, fiscal integrity and anti-retaliation.
Equal Opportunity Employer: The IRC is an equal opportunity employer. The IRC considers all applicants for employment on the basis of merit without regard to race, sex, color, national origin, religion, sexual orientation, age, marital status, veteran status, disability, or any other characteristic protected by law.
Diversity, Inclusion, and Gender Equality: IRC recognizes and honors the fundamental worth and dignity of all individuals. We are an equal opportunity employer and consider all applicants on the basis of merit without regard to race, sex, color, national origin, religion, sexual orientation, gender identity, age, marital status, veteran status, or disability. IRC is also committed to closing the gender gap in leadership positions. We offer benefits that provide an environment conducive to women participating in our workforce, including parental leave,gender-sensitive safety protocols and other supportive benefits.

CASE PRESENTATION

• Job application letter (Maximum 1 page)
  
• Up-to-date Curriculum Vitae (Max 3 pages) to be submitted in French or English with the names, positions, telephone number and email address of at least four professional references including a professional reference from HR and a brief explanation of their professional relationship with you (e.g. “my direct supervisor” etc.). Please note that IRC reserves the right to contact any other person who has worked with the candidate during their previous experiences.
  
• Copies: Diplomas, certificates of services rendered, recommendations from former employers only, proof of identity, and the mandatory job seeker card issued by the ONEM.
  

Anyone living with a disability must indicate this in bold at the top of their CV.
If skills are equal, preference will be given to a female candidate.

APPLICATION SUBMISSION: From June 23 to July 3, 2025 at 4:30 p.m.

• Only those whose applications have attracted IRC’s interest will be contacted for the rest of the process;
  
• To save time in processing this recruitment process, the team in charge will analyze candidate files as they are received. This method may lead to the closing of this process before the final date for receiving applications, if the best candidates are identified during the progressive processing of files. IRC encourages you not to wait until the last day of the offer closing to apply;
  
• Any unsuccessful application will be destroyed. IRC reserves the right to request to see the original documents provided by successful candidates.

In order to support women, IRC offers special conditions to women by paying 14 weeks of maternity leave at 100%. Until the child’s first birthday, the mother is entitled to a maximum of two hours per working day for breastfeeding. This rest period is paid and counted as working time. In order to allow female IRC staff who have babies of breastfeeding age to reconcile their family responsibilities with field missions, these staff will be authorized to travel on board IRC vehicles with their babies and, if necessary, with an accompanying person.

IRC employees are entitled to two days of annual leave. Leave entitlement increases with seniority. IRC’s organizational culture provides a safe and fulfilling work environment for all its employees, with flexible measures focused on staff well-being. As such, the IRC salary scale remains competitive at all grades.
 “Candidates are informed that IRC does not request any payment or fees during the entire recruitment process. Any such request must be immediately reported to the following toll-free numbers: 0829777572 and 0999972021, as it is contrary to the values ​​and practices of our organization.”