The Implementer-Led Design, Evidence, Analysis and Learning (IDEAL) activity aims to enhance the food and nutrition security of vulnerable populations through improving the design, implementation, and overall effectiveness of development and emergency food security activities funded by USAID’s Office of Food for Peace (FFP). A key component of the IDEAL activity is the Small Grants Program, which supports opportunities for FFP implementing partners and other organizations working in food security to conduct activity-based operations research, fill gaps in tools for capacity building and learning, conduct desk reviews, and other activities to support more effective and sustainable approaches to food security programming.
Working in close collaboration with the Small Grants Manager, and under the leadership of the Deputy Director, the Small Grants Senior Coordinator supports the effective flow of documents and communication along all small grant program processes, from reviewing of grant applications through activity implementation and close-out. This person provides grant administration support for a small caseload of awardees (Sub-recipients), including monitoring and supporting financial and administrative compliance and timely flow of funds to Sub-recipients. This individual also plays a role in continuous quality improvement, supporting the identification and dissemination of effective practices across the Small Grants Program and helping to ensure that program deliverables are met.
What You’ll Be Doing (Essential Duties)
Small Grants Portfolio Support (60%)
Serves as a point of contact for the Small Grants Program and provide program support for a portfolio of IDEAL small grants. Assists the Small Grants Manager in monitoring and managing an overall award portfolio based upon designated tasks and responsibilities.
Award vetting and selection
Ongoing project support and monitoring
Communication, Knowledge Management and Programmatic Support (20%)
Small Grants Program Administrative (20%)
Proficiency in a foreign language (French preferred)
Why you should join the Save the Children Team…
Save the Children US offers outstanding benefits that include health, dental, vision and life insurances, pet insurance, short-term and long-term disability coverage, an Employee Assistance Program, 403(b), generous vacation, personal sick leave, family leave, parental/adoption leave, commuter benefits, dress for your day, and much more.
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About Save the Children
Save the Children believes every child deserves a future. In the United States and around the world, we give children a healthy start in life, the opportunity to learn and protection from harm. We do whatever it takes for children – every day and in times of crisis – transforming their lives and the future we share.
Save the Children is committed to conducting its programs and operations in a manner that is safe for the children it serves and helping protect the children with whom Save the Children is in contact. All Save the Children representatives are explicitly prohibited from engaging in any activity that may result in any kind of child abuse. In addition, it is Save the Children’s policy to create and proactively maintain an environment that aims to prevent and deter any actions and omissions, whether deliberate or inadvertent, that place children at the risk of any kind of child abuse. All our representatives are expected to conduct themselves in a manner consistent with this commitment and obligation. Any violations of this policy will be treated as a serious issue.
We provide equal employment opportunities (EEO) to all employees and qualified applicants for employment without regard to race, color, religion, gender, gender identity or expression, ancestry, sexual orientation, national origin, age, handicap, disability, marital status, or status as a veteran. Save the Children complies with all applicable laws.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)