Jobs at Search For Common Ground’s International

The Project Manager is responsible for the management and implementation of the COMITAS II project in Adamawa and Taraba States. Based in Yola, with frequent travel to field activity locations, the position will be responsible for all aspects of programmatic, financial, and administrative coordination of the project. Principal tasks will be to oversee the project portfolio, determine appropriate implementing mechanisms to achieve the project’s strategic goals, serve as the primary project liaison for donors, partners, and stakeholders, oversee activity planning and budgeting and reporting /evaluations, and ensure compliance with management and financial procedures. The position will report to the Head of Office Middle Belt and work closely with other country-level support staff.

About the Project

Search for Common Ground (and partners), with the support of the EU is implementing the second phase of the project ‘Contributing to the mitigation of conflict over natural resources between farmer and herder communities in Adamawa and Taraba States, Nigeria (COMITAS 2). The project pursues four specific objectives: 

• Strengthen traditional conflict resolution in the targeted locations in Adamawa and Taraba States to support conflict prevention and mitigation efforts. 
• Improve trust in authorities’ commitment to providing security and adequate resource management to help prevent communities to turn towards violence.
• Address the root causes of conflict between farmer and herder communities over natural resources
• Improve intra and inter communal perceptions.

The project will be implemented in selected communities across Adamawa and Taraba states and will work to contribute to the mitigation of conflict over natural resources, supporting community-based Early Warning and Early Response (EWER) to identify risks and partner with civil society, security or government actions to institutionalize strategies and approaches that will build community capacity and skills for sustainable peace. Additionally, the project seeks to ensure conflicts identified through the EWER feed into multi-stakeholder forums for dispute resolution and higher-level policy change and create open and neutral spaces for farmer and pastoralist community members and leaders to identify collective solutions.

Roles and Responsibilities

Deliverables: 

• Key Area 1: Project management, planning, reporting and budget management.
• The Project Manager is in charge of the overall implementation of the projects, including relating with other consortium partners.
• Oversee and monitor the implementation of the COMITAS 2 project
• Project activities: design project activities (e.g., objectives and structure of activities); lead and/or deliver project activities; coordinate with trainers in the design and delivery of project activities
• Reporting: review and finalize project documents (e.g., presentations, and agenda); finalize donor reports; review and finalize monthly and activity reports before sharing; review General Ledger (GL) and support country finance team (CFT) in producing financial report
• Compliance: coordinates with the appropriate country management team member in ensuring project, finance, and logistics staff follow donor rules/regulations; ensure donor compliance; lead capacity-building sessions to streamline rules and regulations
• Monitor the BvA and the actual/planned project expenditure, submit expenditure reports and supporting documents after a careful check of form, substance and quality.
• Project Management Tool (PMT): Regularly update the PMT for projects, ensuring accurate and up-to-date work plans and projections.
• Performance management: Interface with staff across all departments on regular basis
• Lead in staff capacity-building and identifying learning/growth opportunities; 
• Coordinate with the Head of Office in the development of project staffing plan; 
• Manage staff members accordingly
• External engagement: Maintain regular communication with consortium partners, meet with local authorities as needed, facilitate approvals; meet with partner leadership, and conduct regular meetings
• Program management, quality and project design: Coordinate with Design, Monitoring & Evaluation (DM&E), Grants Management System (GMS), Head of Office in the organization of reflection sessions
• Note and record lessons learned via donor reports
• Ensure reviews and reflection sessions lead to adaptive work plan
• Make sure that approved Search methodologies are utilized
• Coordinate with Global Affairs & Partnerships Program Development team, as needed
• Support in attending fundraising and networking meetings
• Provide inputs to strategy development and planning related to technical area of work
• Infuses organizational Values into all work
• Key Area 2: External representation of Search.
• In coordination with the Head of Office, the position is responsible for collaboration with institutional partners in the field and for representing Search as appropriate in project locations, including in donors’ meetings and with the government.
• Participate in the various coordination mechanisms with other humanitarian organizations in the field at the request of the project leader 
• Participate in relevant technical groups in Yola 

Behavioral Competencies

• Working with People: The ability to respect the views and contributions of other team members; shows empathy, listens, supports; consults others and shares information and expertise, builds team spirit and adapts to the team.
• Flexibility:  The ability to adapt to changing circumstances and priorities, to tolerate ambiguity, to adapt personal style to different people and situations. 
• Drive for Results and Efficiency: The ability to set quality standards, monitor and maintain quality of work, and set goals to achieve continuous improvement. 
• Relationship Management: The ability to manage interactions, to provide service and to support the organization while building an effective internal and external network. 
• Leadership and Navigation:    The ability to manage and contribute to initiatives and processes within the organization while making progress toward change and continuous improvement. 
• Communication: The ability to effectively exchange information with others, to effectively deliver critical information, to gather information and communicate with others. 
• Global and Cultural Effectiveness:    The ability to value and consider the perspectives and backgrounds of all parties and be able to work cross-culturally. 
• Ethical Practice:    The ability to integrate Search vision, mission and core values, integrity and accountability throughout all organizational and business practices. 
• Critical Evaluation (for managers and up):    The ability to interpret information to make business decisions and recommendations based on keen analysis, best practices and an understanding of preferred outcomes. 
• Business Acumen:    The ability to understand and apply information to contribute to the organization's strategic plan. 
• Developing others (for people manager): The ability to provide support to enhance performance and professional growth. 

Education

• Bachelor’s Degree in a related area required while a Masters in Conflict Resolution, International Relations, or related field would be an added benefit;

Required Experience

• At least 5 years of experience in peacebuilding, gender mainstreaming and Do No Harm related work.
• At least five (5) years of experience in managing a small team and project management in the field of conflict resolution, conflict transformation, development or related fields.

Other Relevant Requirements

• Knowledge of and exposure to a wide range of of women’s role in conflict prevention; peace; conflict transformation; governance; and development and humanitarian issues;
• Good knowledge of the country context and ability to network with both civil society and public sector
• Ability to review and analyze and interpret financial reports, budget versus actuals, financial projections and procurement documentation;
• Good interpersonal and networking skills, as well as the ability to conduct professional working relationships;
• Analytical capacity, including the ability to analyze and articulate peace, human security and conflict issues;
• Ability to work with people at all levels, ranging from high-level national officials to community leaders;
• Experience in setting performance objectives of teams and leading a team.
• Willingness to keep abreast of new developments in farmer-herder issues, policies, laws etc.,s and peace-building fields;
• Good knowledge of North Central, including the political, economic and social dimensions;
• Basic computer skills (Microsoft Office Suite) and other software
• Detail-oriented with ability to meet deadlines, both prescribed and self-imposed
• Willingness and desire to learn while demonstrating self-initiative
• Ability to adapt to new cultures and work in diverse environments

Added Advantage

• Language Skills: (Native/Fluent/Basic)
• English Language (Fluent)
• Hausa (an added advantage)
• Fulfulde (an added advantage)

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The Project 

Search will be implementing a 36-month project with an overall goal to empower actors to prevent and address conflicts along religious lines and advance FoRB in Nigeria. 

The overall goal is supported by three specific objectives and the corresponding six intermediate results and three expected results that will guide the project’s activities:

Objective 1: To establish effective Early Warning/Early Response (EWER) and referral mechanisms for addressing FoRB violations and violence along religious lines in Nigeria.

Intermediate Result 1.1: EWER mechanisms for detecting and responding to emerging cases of FoRB violations and violence along religious lines (including blasphemy-related violent incidents) are improved

Intermediate Result 1.2: Collaborative action between local, national, and regional actors to respond to FoRB violations and violence along religious lines is improved.

Expected Result 1: Implementation of FoRB norms and principles are improved, contributing to a decrease in religious-based persecution and discrimination.

Objective 2: To strengthen support mechanisms for individuals at risk of FoRB violations.

Intermediate Result 2.1: Legal practitioners and other actors have enhanced capacities to support persons whose rights to FoRB have been violated. 

Intermediate Result 2.2: Survivors of FoRB violations have increased knowledge of and access to support services.

Expected Result 2: Security agencies, human rights defenders, civil society, and faith-based actors (FBOs) provide more inclusive support to victims of FoRB violations and violence along religious lines

Objective 3: To enhance public understanding of interfaith conflict and the importance of FoRB. 

Intermediate Result 3.1: Journalists and social media influencers have improved capacities to produce conflict-sensitive reporting on inter-faith and FoRB-related issues 

Intermediate Result 3.2: Target communities have greater access to neutral and conflict-sensitive information related to inter-faith harmony and cohesion 

Expected Result 3: Citizens have increased access to information on the importance of FoRB and a more diversified, pluriform media landscape.

Search will be combining an iterative series of setting up toll-free lines, digital listening, capacity building, religious tolerance activities, platforms for dialogue, media programming, provide support to victims amongst others to meet the project goal and objectives. Our theory of change is premised on: 

IF religious leaders, security agencies, civil society actors, and other key stakeholders leverage new and existing platforms to anticipate, prevent, respond to, and address religious-based conflicts and their root drivers AND IF citizens have access to effective and trustworthy FoRB support mechanisms, AND IF capable and conflict-sensitive media practitioners enhance public understanding of FoRB THEN there will be a decrease in religious-based divisions, tensions, and violence BECAUSE citizens will be equipped to implement a holistic series of prevention, response, and support mechanisms,  addressing every aspect of the ‘violence cycle’, including both long- and short-term drivers of religiously-motivated violence.

Goal and Objectives of Studies

As the project is entering the implementation phase, we require a consultant to:

Map existing referral pathways and systems for addressing religious conflicts and supporting victims of this conflict, key stakeholders, and actors to promote FoRB as well as existing Early Warning and Early Response (EWER) systems to mitigate against the violence of the religious conflict. The mapping will help Search establish an EWER system to address religious-based conflicts and it will also document key lessons from utilizing these referral pathways. The objective of the mapping is as follows:

• Document existing referral pathways and systems for addressing religious conflicts and supporting victims of religious violence.
• Map and document existing coalition/network/platform on advancing FoRB and their geographic location and spread
• Identify direct and indirect stakeholders/actors and analyze their level of influence to advance FoRB
• Map existing early response systems to early warning of religious conflict 
• Map legal practitioners and networks working on FoRB and religious conflicts  

The objectives of the media and communication channel mapping while considering other studies conducted by Search (Through rigorous desk review) are specified below:

Media Sector Mapping

• Generate a database of media houses (radio and TV stations) as well as local community communication channels - both private and public ownership and their networks in target locations. 
• Map current and existing contents/programs on interfaith harmony and FoRB being aired in selected states. 

Communication Channel Assessment

• Determine what information sources and communication channels are most relied upon and trusted by community members including traditional and religious leaders in target locations
• Determine appropriate communication channels including local and traditional means for disseminating information for varying demographics - community members (Youths, women, men, PWDs) in target locations
• Ascertain the listening habits of community members in the selected states including prime times and days of radio listenership, preferred format, and preferred language for the radio program

Key questions of the study

Map existing referral pathways and systems

Existing referral pathways and systems.

• What are the current referral pathways to report religious-based conflict
• What referral pathway exists to support victims of religious-based conflict in targeted states
• What kind of support exists for victims of religious-based violence
• What legal systems are available at the state levels to address religious-based conflict and advance FoRB in Nigeria

Existing Coalition on advancing/promoting FoRB in targeted states

• What networks currently exist for addressing religious-based conflict and advancing FoRB in the target state
• What are the opportunities for leveraging existing networks/ mechanisms to continue to advance FoRB

Actors Mapping

• Who are the key actors/stakeholders involved in promoting FoRB in target states and the country
• Who are the legal practitioners providing support to victims of religious-based conflict
• What legal systems/channels exist for the team in addressing this type of conflict

The questions of the media and communication channel mapping:

• What are the most common communication channels used by people in target communities
• What traditional communication channels exist at the community level
• What radio and TV stations are accessible in the target locations
• What is the listening habit of the target audience in target locations
• What are the recent/current programs on FoRBs being aired on radio in target locations

Geographic Locations

This mapping exercise will be conducted at the national level capturing at least one state per geopolitical zone, preferably states with prevalent cases of religious tensions (Sokoto, Plateau, Bauchi, Imo, Ondo, Rivers states, and the Federal Capital Territory, (FCT) - Subject to review while using desk research to capture data from other states that are relevant to this study. The stakeholders of interest relevant to this study will be discussed upon engagement. The consultant can however suggest relevant stakeholders that can be targeted for this study.

Methodology and Data Collection Tools

The consultant in submitting the proposal should outline the research approach and methodology for data collection to be used, including the justification for these methods related to the research objectives. The applications submitted must clearly explain why the proposed methodology is the most appropriate to achieve the study objectives; they must also clarify the different tools that will be used and how each of these tools contributes to meeting the established lines of inquiry. 

The consultant will be responsible for finalizing the literature review, designing the final methodology, developing tools, training of enumerators, data analysis, and drafting the report and actionable recommendations. Proposals should include clarity on data triangulation and key methodologies for data collection. The proposal will also include sampling strategies associated with the proposed methods, methodologies for data analysis outlined with justifications and reasoning for any key methods mentioned, Do No Harm strategies, and any proposed strategies for sharing the findings of the study. 

The final methodology and tools will be approved by Search’s Institutional Learning Team (ILT)  and DMEL team before data collection begins

Logistical Support

The consultant(s) will be responsible for organizing their own logistics for data collection (vehicles, fuel, and drivers), and this must be budgeted into the study. In addition, Search will share the following elements with the external consultant: background materials including previous mappings and listenership surveys, project proposal and log frame, M&E plan, background materials including the project proposal and log frame, conflict analysis, and relevant reports on the context, etc.

Timeline and Key Deliverables

This study will take place from February 2023 - March 2023 with the final deliverables due by 28th March 2023 at the latest.

Final deadlines will be agreed upon by Search and the consultant upon finalization of the contract.

Deliverables - Search expects the following deliverables from the external consultant(s) as they correspond to the timeline and budget:

• Two inception report detailing the methodology, data collection tools and timeline;
• Any necessary training of data collectors or set-up of systems for data collection;
• Supervision and participation in data collection;
• Oversight of data coding and analysis;
• Debrief after data collection is completed (presentation of first trends and preliminary findings)
• All original data submitted to Search;
• A draft media and communication channel mapping and mapping of referral pathway reports in English language for review by Search staff and partners;
• Two Separate Reports: A final media and communication channel mapping and mapping of referral pathway reports in English (each with 30 pages each max in length, excluding appendices) consistent with Search branding and standards for evaluation. The report:
• Uses the Search evaluation template unless otherwise agreed in the contract
• Provides a clear connection between the conflict or context assessment and the intended and unintended results
• Fully explains the objectives and research questions of the study, limitations and methods chosen for analysis, 
• Findings respect Search’s evaluation standards, are structured around the main objectives of the study, and are presented in relation to the intended target groups. The findings should speak to the link between the project, its Theory of Change and its contribution to our strategy. It should explain adaptations that occurred during the project and their impact on results.
• Recommendations should have a clear audience and be specific, accessible, and actionable. 
• Indicator table showing all measured indicators
• Appendices should include detailed research instruments, list of interviewees, terms of references and evaluator(s) brief biography
• 2-page summary of key findings 
• Restitution session incl. PPT

Budget

• A detailed budget should be provided, including daily rates for personnel, and costs related to data collection (per total number of people sampled, sites for collection, etc.), analysis, and production of deliverables.
• This budget should include all planned costs for the study as no additional costs will be borne by Search.

Requirements of Consultant

• Proficiency in English and local languages (written and spoken);
• More than 7 years of experience in conducting mapping, conflict assessment, and project evaluation, including collecting data in interviews, surveys, and focus groups;
• Experience in conflict analysis and working with religious, human rights activists, and civil society sectors;
• Experience working with international organizations;
• Experience conducting quantitative surveys and analysis;
• Evaluation methods and data collection skills;
• Strong analytical and report-writing skills
• Familiarity and experience with contextual challenges in the geographic location(s) where the study will take place.

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The Human Resources (HR) team is responsible for the implementation of Human Resource strategies and policies, effective HR management, staff performance management, and facilitation of knowledge building and sharing. The Human Resources team collaborates with other departments, including Programs, Supply Chain, Program Development, and Information Technology.

Responsibilities

• Prioritize Search for Common Ground’s policies, processes, procedures, guidelines, and practices to ensure labor law compliance and confidentiality.
• Partner with the Regional HR Business Partner on Human Resources programs and initiatives.
• Apply knowledge of Human Resources operations, including and not limited to recruitment, human resources information, compensation and benefits, performance management, employee relations, data reporting.
• Advise staff on Human Resources operation functions, including and not limited to recruitment, compensation, performance management, employee relations.
• Ensure integrity of Human Resources operations including and not limited to, data management and reporting, hiring and selections, salary equity, performance reviews, corrective performance actions.
• Reinforces synergy with cross-departmental systems, policies, procedures, manuals, and guidelines.
• Collaborate with Finance department on the development of integrated payroll process
• Manages Human Resources budget and department team members.

Contributions

Human Resources Operations

• Ensure Human Resources operations comply with Search’s policies, guidance, and standards and country labor laws.
• Manage Human Resources operations functions, including and not limited to recruitment, human resources information, compensation, performance management, employee relations.
• Advise and create a work plan on Human Resources operations inefficiencies.
• Lead updates, enhancements, and improvements, to Human Resources operations systems.
• Recommend updates, enhancements, and improvements to address inefficiencies of Human Resources systems, processes, and procedures.

Human Resources Program and Initiatives

• Assess Human Resources programs and initiatives for effectiveness.
• Advise the Regional HR Business Partner and country leads on the effectiveness and implementation of organizational Human Resources programs and initiatives

Recruitment

• Ensure transparency and fairness in the recruitment and selection process.
• Recommend updates, enhancements, and improvements on the recruitment and selection process.
• Train managers on the recruitment and selection process to uphold transparency and fairness.

Compensation

• Manage the compensation program including and not limited to pay scales, job leveling, job descriptions, and pay recommendations to ensure internal equity and reflect market trends.
• Collaborate on the monitoring of compensation market trends to maintain internal equity and external competitiveness.
• Participate in periodic pay reviews, to support initiatives for internal equity and market trends.
• Engage with Search’s compensation program administration guidelines to maintain equitable pay.
• Partner with managers on promotions, transfers, and position leveling.
• Partner with the Regional HR Business Partner to address compensation irregularities.
• Manage corrective actions to compensation irregularities

Payroll

• Partner with Finance to develop, improve, and enhance integrated payroll processes, including but not limited to salary adjustments, benefits, allowances, and leave requests.
• Review payroll actions for accuracy prior to sending to the Finance department

Performance Management and Employee Relations

• Manage performance management, including and not limited to timeframes for meeting the start and end of the assessment timeframe, capacity building for managing performance, and recordkeeping of the assessment and the Objectives and key Results (OKR) recordkeeping.
• Manage employee relations function, including advising and coaching managers and employees.
• Partner with managers on performance corrective actions, including and not limited to labor laws associated with required processes, and performance improvements plans.
• Manage performance management and employee relations matters
• Ensure compliance with labor law and organizational best practices in all performance management and employee relation matters
• Partner with managers on performance and employee relations matters.

Human Resources Information System (HRIS)

• Manage Human Resources Information System(s) for accuracy of data entry, data management, data reporting, etc.
• Partner with the Regional HR Business Partner on enhancements and efficiencies for the coordination with an organizational approach. 
• Infuse organizational values into all work
• Other duties that are broadly in line with the above key contributions as assigned.

Type and Nature of Contacts

• Routinely coordinates with colleagues and consultants on-site and in the field and resolves problem situations with tact.
• Represents, as assigned, selected programs or projects and other organizations, including donors, vendors, and international and local partners.
• Interacts with the country office and regional staff.

Education and Experience

• Typically BS/BA with minimum 9 years’ experience.

Working Conditions and Physical Requirements

• Usual office environment conditions; ability to travel internationally at least 20%.

Supervisory and Budget Responsibility

• Manages the local HR Team and manages the HR Nigeria functional area.