Intersectional Learning and Development Manager

Key Responsibilities:

· 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 learning and development 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.

· Advice 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 learning and development 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.

· Advise and support the line managers and employees in their understanding of the concepts of Performance Management and contribute to develop their competencies to implement performance management according to standards.

· Support the implementation of the onboarding program in the mission according to the Onboarding Guideline.

· Develop and promote activities and processes to increase the application of learning within the mission to increase the impact of L&D activities on individual and organisational performance.

· Travel regularly to projects to support planning, implementation, and follow up of L&D activities, to advise on future learning and development processes & programs, and to secure connection to operational objectives

· Contribute to the establishing the foundations of a new staffing model by implementing specific talent management activities to guarantee its sustainability.

MSF Holland - Specific Accountabilities:

· Responsible for hierarchical and functional line management of the Learning and Development functions, in collaboration with the Learning and Development Specialist (LDS), within the mission. The primary objective is to ensure the quality output of L&D activities.

· Collaborating with the LDS to develop training contents/tools as needed, and conducting training in the field alongside the LDS.

· Influencing the management team and stakeholders to ensure a comprehensive understanding of the concepts of learning and development, and securing the necessary support and coordination from them.