Level   8

Reports to (Hierarchical)

HR Manager

Reports to (Functional)

People Development Manager/ HR Coordinator

Job Family


Main Purpose

Development, implementation, maintenance and monitoring of the L&D work in the projects according to MSF policies, standards and values – in order to support a continual high level of capability and performance to meet operational goals. Contribute to the development of L&D activities in the projects by sup-porting the Management Team in the analysis of learning needs and use of appropriate L&D solutions. Provides active support to staff (international and national) regarding the use of L&D tools and the implementation of work-related L&D activities in the project. This position is intended to be anchored in a big project rather than in the coordination of a mission, with a focus on activating L&D directly in teams, communities of practice and in experiential, on-the-job situations.


• Defines procedures and ensures the implementation, monitoring, maintenance and correct functioning of the L&D tools, processes and plans • Manages L&D activities in support of and in close collaboration with the field supervisors, managers &/or field coor-dinators responsible for each department (logistics, medical, supply, etc.). • Carries out learning needs assessment and feasibility studies in the project to provide line managers with alterna-tives and possible solutions. Upon approval of line manager, liaises directly with the staff to identify learning needs, supporting L&D plans & solutions and prioritization of requests. • In close collaboration with the HR Manager, plans & supports all L&D aspects of the employee development cycle: , induction processes, individual and team development & training plans, performance evaluations, relevant as-pects of recruitment, as well as communication about and upkeep of L&D tools and opportunities. Ensures follow-up and evaluation to support staff in transfer of learning to performance after L&D processes and learning events. • Develops L&D tools, processes & strategy when needed together with the PDM &/or HRCo to implement with the HR Manager and with project leaders & managers. • Ensures the proper documentation, filing and the compilation of records of training courses and learning programs and regularly shares them with the hierarchical and with the functional report (HR Manager, PDM, HR Coordina-tor). • Acts as a technical L&D specialist, providing advice, technical feedback about and follow-up on quality of imple-mentation of L&D activities linked to operational needs and objectives. When required, acts in Flying/ Mobile role to provide L&D technical advice and support to other parts of the mission in collaboration with the PDM.


• Degree in the field of HR, learning and development, organizational development and/ or relevant experience.


• Essential previous working experience of at least two years in relevant jobs. • Desirable previous experience with MSF or other NGOs • Well-versed with the employee life cycle and its related L&D processes • Experience in delivering basic level training courses based on adult learning

Language Level Description

B1  Independent User

Threshold or intermediate

  • Can understand the main points of clear standard input on familiar matters regularly encountered in work, school, leisure, etc.
  • Can deal with most situations likely to arise while travelling in an area where the language is spoken.
  • Can produce simple connected text on topics that are familiar or of personal interest.
  • Can describe experiences and events, dreams, hopes and ambitions and briefly give reasons and explanations for opinions and plans.

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. 

Stress Management

Understands other people’ s stress

  • Has an understanding attitude towards other people’s mistakes and shortcomings.
  • Gives calm and polite answers and repeats them patiently if necessary.
  • Uses techniques or plans activities to manage his/her own stress.
  • Responds and acts constructively in conflictive situations. 

Results and Quality Orientation

Works towards objectives, preserving established standards

  • Perseveres until the objectives of the job and the team have been met.
  • Complies with the procedures, processes and rules set by MSF.
  • Is aware that the purpose of his/her job is to meet the specified objectives.
  • Is autonomous.
  • Mobilizes resources.
  • Analyses problems and constraints. 

Teamwork and Cooperation

Shares information and coordinates with team and/or others

  • Shares significant information in a timely manner and actively seeks the opinion of team members or others through empathetic communication.
  • Allows others to question work/input if this leads to improvement.
  • Coordinates with other team members to ensure that common objectives are achieved.
  • Shows interest in and empathy with team members. 

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