CONTEXT
OCB’s HR vision for 2016-2019 rests on 3 pillars:
1. Facilitate and co-create a culture of excellence and pass on the DNA
2. Be a responsible employer and safeguard HR values
3. Provide and develop the talent for today & tomorrow
This vision, which is centered around the performance and development of our staff in order to achieve our operational objectives, is supported by OCB’s Learning Vision: “to contribute to the free flow of human resources within MSF by giving all staff equitable and inclusive access to relevant, innovative, timely and streamlined learning opportunities aligned to strategic operational priorities within OCB.”
Both these visions underline the importance of learning & development opportunities for all staff, in order to increase the quality of operations.
The attention and interest in the professional development of the organization's staff (HRD) have grown steadily in recent years. This interest was reflected in the implementation of training and professional development projects at the headquarters and missions for our international and national colleagues.
Today, almost half of MSF missions have positions dedicated to professional development and training. Our ambition is to give all our employees access to development opportunities that allow them to improve their skills and build their career within the organization.
In order to guarantee an adequate, continuous and lasting support to the missions engaged in the professional development of MSF staff, a dedicated team has been set up, including a HR development referent at the headquarter (see responsibilities below) and two mobile specialists (MIOs) who provide a direct support to the HR team and HR development manager in the field.
This team responds to project and team needs and supports their human resource development initiatives.
The HRD focal point works closely with the field, alongside the two MIOs, as well as with other key players at headquarters, including the Learning Solutions and Support Services teams, the HR Ops team (pool manager, HRO and HR Ops PMO), development advisors, the focal point for mobility and other actors in the HR department and beyond.
JOB PROFILE
The main areas of responsibility of the HR Development Referent are:
Ø Support design & implementation of HRD strategy in line with OCB direction and mission needs
Ø Contribute, in collaboration with HR Ops, Development Advisors and Learning Solutions, to the development of the HRD Pool & Professional Path
Ø Contribute, through managing the MIOs, to the development and accessibility of HRD resources, promoting field empowerment and peer exchange
Ø Secure coherence within the Learning Solutions (LS) team & with the Development team as well as other HRD initiatives in OCB
Support design & implementation of HRD strategy in line with OCB direction and mission needs
- Provide advice and coaching to HRD actors in the field for the development of their strategies, policies and tools
- Lead, through managing the MIOs, the OCB HRD deployment plan
- Secure connection, coherence and involvement of actors and initiatives in OCB, primarily with the People Deployment, People Development and HR Operations strategies
- Be the focal point for other HRD actors within OCB and towards counterparts in the other OCs
- Contribute to the progressive integration of staff development responsibilities into the role of each HRD actor in the field, including supervisors, managers and coordinators
Contribute, in collaboration with HR Ops and Development Advisors, to the development of HRD Pool & Professional Path
- Advise pool managers and recruiters on the selection of HRD candidates/ profiles
- Ensure the briefing and debriefing of HRD Managers and HR Coordinators
- Design and co-deliver programs for new HRD Managers and follow-up with mentoring opportunities during their first missions
- Pursue the design of an HRD learning path for HRD actors
- Contribute to the development of longer-term opportunities for HRD profiles, aligned with operational needs
Contribute, together with the MIOs, to the development and accessibility of HRD resources, promoting field empowerment and peer exchange
- Co-create and support the implementation of new tools, policies and processes in any of the Employee Development Cycle phases alongside other relevant stakeholders and in consultation with the field
- Ad hoc support to HRD activities upon missions' needs & requests (pursuing some field visits every year)
- Contribute to HQ development projects targeting the global workforce and help implement their results at field level
- Contribute to the evolution and update of the Community of Practice and Knowledge Base for all the HRD functions & roles with the technical support of HRIS/IT
Together with key actors in the Learning Solutions team, co-create and organise HR development initiatives centrally and support field ones
- Lead the organization and co-deliver the HR Dev Week annually
- Contribute to the planning and execution of workshops and other learning opportunities on Development for HRD profiles or on HRD topics for other learners, collaborating closely with the Learning Solutions team
- Support the field putting in place follow-up mechanisms and processes to ensure continuity and sustainability of all initiatives
- Collaborate with the LS team on transversal projects
