MEDECINS SANS FRONTIERES is a non-governmental organization for humanitarian aid. Today we work in more than 60 countries where our volunteers bring their aid to populations in distress, to victims of aggression and war, regardless of religion, beliefs or politics.
Project Context
Médecins Sans Frontières Operational Centre of Brussels (OCB) is present in RCA since 2013 and counts approximately 1000 national staff and 50-60 expats. Due to the low level of education, the lack of availability of qualified staff in the country, and MSF’s intention to continue its operations in RCA, it has become a necessity to structurally invest in the development of our staff. Especially in the Bangassou project, where most nurses do not have more than 3-6 months of official education the needs are immediate and pertinent.
Therefore the mission is recruiting an HR Development Manager who can translate the needs into a multiple-year Learning & Development Strategy for the mission, can adapt/develop the supporting policies and tools, and who will be responsible for the implementation of this strategy.
The long-term objective of this position is to contribute to having autonomous and competent staff working in our projects.
The immediate needs are:
- Definition and implementation of the L&D strategy, priorities, frame, policy and tools
- Development and implementation of an induction program and package, based on the specific needs of the newly recruited staff
- Development and introduction of skills-follow-up Logbooks for a predefined group of positions or persons
- Framing of the learning strategy: formal vs informal trainings, which staff has access to which training and where, support the development of curricula, giving pedagogical support, etc
- Develop a coaching/training path for national staff supervisors
- Building a working relation with the other OCs present in the mission to build on existing tools, lessons learned and best practices
Main objectives
Purpose of the post
The HR Development Manager is responsible for the development and putting in place of a L&D strategy and framework that supports/improves the autonomy and competencies of staff, thereby contributing to the quality of care delivered to our beneficiaries.
Responsibilities
The HR Development Manager is responsible for:
- Development and implementation of the L&D Strategy, activity-plan, policies and tools, based on the mission-specific needs
- Ensuring the quality of- and the link between the different phases of the Employee Life Cycle (Recruitment, Induction, Performance Management, Learning & Development, etc)
- Adapting existing policies and tools (recruitment, induction, training, evaluation,..) to the mission context, and ensuring its implementation throughout the mission
- Developing and implementing a training/coaching path national staff in supervision/management positions, in order to develop/strengthen their management competencies
- Supporting the identification of critical positions, and the development- and implementation of a coaching path for back-ups
- Supporting managers in the identification of potentials, and in the development and implementation of personal development plans
- Supporting expats in their role as people managers, by briefing them on their roles and responsibilities regarding key L&D processes, informing them on all relevant tools available, and providing punctual support/advice/coaching when needed
- Developing and implementing a training strategy that underlines continuity and coherency between expat’s missions, based on the mission needs, and that creates equal opportunities for all staff
- Providing pedagogical support to trainings being developed in-house, ensuring coherence with MSF’s policies and protocols, and coaching managers in their training- an coaching skills
- Mapping opportunities – locally, regionally and internationally – for learning and training
- Centralizing and sharing of all L&D related resources, thereby supporting the knowledge management and history of the mission
- Suggesting improvements to HR- and Management practices identified in the mission
- Looking for synergies with other MSF sections and other NGOs in terms of training, coaching and other development tools
- Collaborating with the HRCo in building/updating the annual plan and budget, with regards to her/his area of work and responsibilities
- Functioning as a link between staff and management, bringing up strategic challenges that management might not be aware about
Requirements
Education
- Degree in HR, Management, and/or Training & Coaching
Experience
- MSF experience is an asset
- Coaching/training experience:
- Experience in developing-, giving methodological support to-, and delivering trainings based on adult learning
- Ability and motvation to get the best out of people
- Management/strategic experience:
- Experience in management of teams
- Experience in transferring needs analysis into a strategy and action plan and/or experience in updating strategies according to changing needs/contexts
- Experience in giving management/supervision trainings
- HR experience:
- Familiar with the employee life cycle and its related processes
- Experience in- and understanding the complexities of an (international) NGOs is a big asset
Competencies
- Strategic skills:
- Ability to perform a needs assessment and translate it into a pragmatic but ambitious and accepted strategy and action plan.
- Ability to adapt existing policies and tools to mission-specifics
- Change Management
- Ability to understand and support the challenges in implementing a new strategy into an existing context and team
- Strong interpersonal and intercultural communication skills
- Ability to motivate and convince the key stakeholders to buy-in to the L&D strategy
- Ability to act as a liaison between staff and between departments
- Excellent listening skills
- Pro-active:
- Ability to define his/her space in an existing team and context
- Pro-actively proposes ideas and solutions
- Positive-minded & energetic:
- Ability to stay positive and motivated when being confronted with the challenges of implementing new activities and ideas in a mission
Languages
French, fluent spoken and written
Conditions
Contract: 9 months - extendable Salary according to MSF-OCB Field salary scale. Transport, accommodation, vaccination are taken in charge by MSF. Per diem + medical insurance Expected starting date: October 2016
HOW TO APPLY:
Application (CV + cover letter) to be sent to active.fieldrecruitment@brussels.msf.org before the 23rd of August 2016.
Please note that only short-listed candidates will be contacted.