Détails de l'annonce
Organisation : Médecins Sans Frontières - Artsen Zonder Grenzen
Site web : https://www.msf-azg.be/en/job/learning-officer-mf
Adresse email : muriel.moussiaux@brussels.msf.org
Lieu de l'emploi : Brussels /
Type d'emploi : Contrat à durée déterminée
Type de contrat : Temps plein
Fonction : Animation/Formation
Date de publication : 30/01/2019
Date limite : 13/02/2019
Profil
CANDIDATE PROFILE
- MSF field/operational Experience OR in other INGOs
- Expertise on OR Strong interest in pedagogy/training (mandatory)
- Experience in Project Management is an asset
- Experience in People Development is an asset
- IT competencies: Word, PowerPoint and Excel are essential
- Languages : bilingual French-English (written and spoken)
- Competencies:
- Strategic vision
- Analytical spirit
- People Management
- Teamwork with a strong collaborative skills
- Leadership
- Planning and organization
- Stress management
- Adherence to our managerial values: Respect, Transparency, Integrity, Accountability, Trust, Empowerment
CONDITIONS
- Fixed-term contract of 9 months with possibility to be converted in Open-ended contract
- Position based in Brussels with regular travels outside Belgium
- Hospital Insurance (DKV) - Pension plan – Canteen - 100% reimbursement for public transportation costs
- Starting date : 01/03/2019
CV and cover letter to be sent before 14/02/2019 to recruit-hq-hr@brussels.msf.org.
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Description
CONTEXT
The Learning Solutions circle is part of the People Development HuB whose purpose is:
"Strengthening MSF's capacity to operate in various situations, by attracting/recruiting potential and new talents and by empowering individuals' motivation, sense of belonging, professional autonomy and mobility through the access to an efficient development process and opportunities".
As key partner contributor in the individual development cycle of all MSF staff (HQ, International, National), the learning solutions circle develop and offer training models and learning opportunities which aim at narrowing the gap between MSF staff expected competencies and their real skills for their present and future positions, all along their career in MSF.
The circle also contributes to the development of the organization by providing learning resources in a timely manner, adapted to the operational needs/expectations.
The Learning Officer is a direct stakeholder in the organizational transformation that just began:
- At the HR department level through the implementation of an agile and participative working dynamic.
- At the OCB level by looking at/developing more "recentralized" learning solutions, more in line with the projects needs and closer to staff in the field.
In an integrative perspective, the learning Officer works with OCB’s technical and operational departments. He/she is a key contributors for defining and/or managing of the learning program linked to existing career paths.
He/she works under the direct reporting responsibility of the People Development coordinator HuB and in close collaboration and ongoing/continuous interaction with the other circle members and the internal stakeholders (contributors and beneficiaries) involved in the projects he/she initiates.
He/she contributes directly to the Learning Solutions circle dynamic and functioning and benefits from the administrative support from the Support Services circle and from the expertise/experience of the other circle members.
JOB PROFILE
Needs Analysis
- Contribute with the department concerned and HR Department to the analysis of skills/competencies needs by technical domain/profession (= professional path and competencies frameworks) that are defined according to departments/operational priorities.
- Analyze demand/needs made by other circles or departments (OPS, MED, LOG, etc.) and by the field (via Operations or directly via HR Dev./HR Coordinator). This includes an understanding of the learning environment and an analysis of the competencies/skills to be acquired in specific professional situations and in line with the professional development path.
Design and implementation of Learning & Professional Development Strategy
- Contribute to the design and implementation of People development strategy.
- Contribute with the department concerned to the design of professional development strategies per domain and/or by profession. These are developed according to the operational needs and middle-long terms prospects.
- Contribute when requested/needed to the design and/or follow up of the department learning program on a yearly basis (learning solutions circle policies and privileged pedagogic methods)
- Collect field/department learning needs and link with/updated pedagogic objectives and learning solutions circle priorities.
- Contribute with the other circle members, to the development of leaning solutions/opportunities, tools & guidelines and ensure their correspondence to needs (organizational and operational).
- Initiate and manage when necessary short-term projects, aiming at producing value (deliverable) in a participative/collaborative manner.
- Participate/contribute to short-term project when learning-related expertise is needed.
- Facilitate the sharing of good practices and information amongst the course organizers and other internal stakeholders.
- Develop own pedagogic expertise in order to permanently contribute to the evolution of training practices and tools.
- Collect learning resources that are of value to individual and for the organization development. Make them available on the HuB/Circle portal.
Support to the Field / Empower Field autonomy
- Directly contribute to the development of processes and tools aiming at reinforcing mission/project capacities to assess and address professional development needs.
- Contribute to the development of field-based learning opportunities and solutions.
- Contribute to the search of delocalized resources.
- Provide direct pedagogical support when required.
Coordination of training course
- Ensure or contribute to the coordination of the training implemented by the learning solutions circle (F2F Portfolio) in collaboration with the other team members.
- Ensure or contribute to the design of new pedagogical support when needed/requested.
- Identify & supervise course trainers, experts and facilitators (TOT) and Ensure pedagogic coherence between objectives and trainers methods.
- Attend or organize selection committees.
- Act as facilitator.
- Ensure analysis of course outcome/impact and share the analysis with the HuB/Leaning solutions circle.
Internal Collaboration & Communication
- Act as a department learning focal point.
- Collect and provide learning information to department & field when needed/requested.
- In collaboration with the support services circle, contribute to the setup/follow-up of a pool of facilitators.
- Report to its line manager and to his/her department the tasks progress & submit annual B&O's.
- Attend to HuB/Circle meeting and to others when needed and articulated with training plans.
- Liaise with counterparts from other departments, partner sections and OCs and ensure constructive collaborations.
External Collaboration
- Assists the support services circle and other key contributor within the HuB in filling contractual agreements with external actors (such as training operators, others OC's, other institutions, etc.) following the HR and HuB standards.
- Contribute when requested in search of external learning opportunities.
