Director, Religious Engagement
il y a 2 semaines
to enable all people and teams within Search to directly contribute to the formation and implementation of the organization strategy.
It is made up of a set of technical teams:
Institutional Learning, Children & Youth, Religious Engagement, Track II, Media and Program Quality. The department oversees strategy development and execution, planning & organizational performance, and capability strengthening.
It enables strong program quality, ensures the quality of the evidence Search's programs generate across the world, promotes best practices in research, learning, and evaluation, and contributes to shaping the broader field.
The department is led by the Vice President, Strategy. It is global, dynamic, diverse, and engaged at multiple levels of the organization and with external partners.Responsibilities:
- Active member of the Religious Engagement team to enhance learning and implementation of common ground approaches to engaging religious actors in peacemaking across the organization and in the field of conflict transformation;
- Leader responsible for strategysetting, portfolio management, organizational development and health & sustainability of the Strategy Alignment unit;
- Coordinate in a matrixed structure within and across teams at Search to pursue goals in collaboration with a wider set of teams and departments; Define expectations for coordination across departments, within the department, and within teams;
- Set core skills and leadership development goals with direct reports and create opportunities for staff to pursue goals throughout the year; Pursue skills development goals to enhance field leadership annually.
Contributions:
Strategy Execution & Learning
- Collaborate with managers and other key internal stakeholders to implement the organization strategy and their substrategies through a planned vision, contributing feedback, review and analysis;
- Lead team strategy review and finalize steps in response to lessons learned; participate in and provide feedback for regular review processes of substrategies, including for scope, team and conflict geographies.
Planning
- Provide regular and timely input into system for alignment of annual planning across budget, programmatic, health and risk management (Annual Plan report, QMR, Organizational Health & Sustainability, ERM), and create a system, along with departmental VP, for review of alignment of plans to organizational strategy.
Organizational Performance
- Support analysis and reporting on strategy implementation for regular review processes with GLT;
- Collaborate with the Human Resources Department to support redesign the DEP process to ensure alignment to organizational performance;
- Promote GLT and Executive ownership of the ERM and Sustainability Matrix.
Evidence & Impact
- Develop & rollout global impact framework, and lead processes for tool design, packaging of guidance, and testing of materials;
- Provide highlevel direction, review and approval of priority products for evidence and learning in line with organizational standards;
- Lead and approve priority research and learning products that contribute evidence across the field in line with the organization's learning agenda;
- Facilitate and support reflection sessions with teams to develop clear actions from evidence and review for highpriority strategies and projects based on evidence.
Technical Positioning
- Collaborate across Search teams to set priorities for technical assistance and training on relevant methods and approaches and provide training for high priority skills and approaches;
- Identify priority internal networks of technical expertise (building on those which already have globallevels of leadership) and lead Strategy Alignment to generate opportunities, resources and partnerships in relation to priorities for technical positioning;
- Leverage learning from Search experiences back into programming on key thematic areas and in the field as a whole; Participate in networks to position Search as field leaders and field builders affecting policy and practice globally;
- Define priorities for learning within team and department, as well as the key methods to break barriers to learning in the organization and communicate results of learning journey development among leadership and GLT.
New Frontiers
- Participate in and review future scenario analysis to prioritize key organizational competencies and socialize priorities for core competencies in partnership with the broader leadership team;
- Elevate staff who have used opportunities for training and established leadership in the organization on core competencies;
- Develop partnerships, events and initiatives around future opportunities and trends, aligning external partners with Search's strategy and substrategies, to strengthen and unify those working in conflict transforma
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