AM00604
LEARNING AND DEVELOPMENT MANAGER
Level 10
Reports to (Hierarchical)
Human Resources Coordinator
Reports to (Functional)
Human Resources Coordinator/ L&D function in HQ
Job Family
HR & FIN
Relations: External
Supervises L&D functions in the mission if applicable ( Specialist, Officer, etc.)
Main Purpose
The L&D manager provides strategic and functional expertise and advice in learning & development, with the aim to plan and apply processes and activities that foster the development of a diverse and competent workforce to achieve the missions’ operational goals effectively.
Accountabilities
With the support of the HR Coordinator and in collaboration with the coordination, responsible to define, develop, promote, apply, follow up and advise on the learning and development strategy of the mission
- with the aim to develop MSF staff (and external collaborators, where relevant) to achieve the mission’s operational objectives
effectively.
Contribute to developing advanced, innovative and useful L&D solutions and initiatives for the global workforce that enable continuity and transfer within and across the missions and other MSF entities and local partners, i.e. talent development, securing a variety of L&D applications – including coaching & mentoring - adequate onboarding, etc.
Advise and support coordinators, managers and supervisors to create supportive learning environments and apply appropriate learning and development processes, tools and best practices, including how to identify and address learning needs, gaps and opportunities.
Influence stakeholders by building buy-in for the most appropriate learning and development approach for specific situations in accordance with mission and OC-level L&D and OPS strategies.
Proactively plan and lead the learning and development annual planning and budget process based on learning needs analyses and strategic operational and organizational objectives.
Proactively seek to increase access to learning and development opportunities for all employees of the missions – including identifying synergy/exchanges/collaboration with other MSF sections and other local institutions.
Plan, develop and follow up on mission-wide or project-specific staff learning and development activities by identifying and addressing learning needs and opportunities that maximize staff development to achieve operational objectives.
Advise employees and coordinators, managers and supervisors in the mission on application of individual development and potential growth paths for themselves and their direct reports.
- with the aim to develop MSF staff (and external collaborators, where relevant) to achieve the mission’s operational objectives
effectively.
Education
Degree in the field of HR, learning and development, organizational development or relevant experience.
Experience
Working experience of at least two years in a learning and development position.
Desirable previous experience in MSF or other NGO in developing countries.
Language Level Description
B2 Independent User
Vantage or upper intermediate
- Can understand the main ideas of complex text on both concrete and abstract topics, including technical discussions in his/her field of specialisation.
- Can interact with a degree of fluency and spontaneity that makes regular interaction with native speakers quite possible without strain for either party.
- Can produce clear, detailed text on a wide range of subjects and explain a viewpoint on a topical issue giving the advantages and disadvantages of various options.
Technical Skills
This job doesn't have technical skills.
Transversal Competencies
Commitment to MSF’s Principles
Demonstrates loyalty, awareness and respect for MSF’s values
- Expresses his/her interest by talking/asking/giving informed opinions about MSF’s activities.
- Expresses he/she wants to work with MSF because of its principles and mission.
- Overtly expresses his/her satisfaction at belonging to MSF and defends MSF’s social mission.
- Refers to beneficiaries* when speaking about his/her own work.
- Always transmits a positive image of MSF in front of both colleagues and external people.
- Translates the principles of MSF into actions.
Behavioural Flexibility
Adapts behaviour to the needs of the situation
- Accepts decisions which are not completely in line with his/her personal opinions.
- Is flexible in applying and adapting procedures.
- Adapts his/her behaviour to the characteristics of the interlocutor and/or situation.
- Learns from problems and difficulties, becoming more competent at resolving similar situations in the future.
- Looks for adaptable solutions in order to achieve objectives.
- Reassesses priorities when circumstances change, focusing on objectives.
Results and Quality Orientation
Improves performance and sets ambitious and realistic goals
- Strives to continually improve work methods.
- Suggests news ways of increasing efficiency in his/her field of action.
- Demonstrates a continuous learning attitude.
- Sets as an objective the improvement of the process.
Teamwork and Cooperation
Encourages, engages and motivates people to work as a team
- Shows he/she values the experience and input of other team members through empathetic communication.
- Makes decisions taking into account how they affect the team.
- Actively seeks input from team members to define how they will work together.
- Makes sure the common objective is known and supported by all the team.
- Works to achieve cohesion and a spirit of cooperation in the team.
- Involves the team in the decision-making process that may affect all its members.
People Management and Development
Gives feedback and sets limits
- Informs and gives feedback about results achieved by the team.
- Individually rectifies ineffective behaviour through constructive feedback.
- Acknowledges the positive performance of his/her collaborators, using suitable techniques for the follow-up appraisal.
- Manages any discrepancies between team members’ expectations and the reality of their situation.
- Is approachable and makes time for all team members.