HR Learning Officer (m/f)

CANDIDATE PROFILE

 

• Field experience of minimum 2 years in HR position
• Strong interest in pedagogy/training
• IT competencies: Word, power point and Excel indispensable
• Languages : bilingual French-English (written and spoken)
• Strategic vision
• Analytical spirit
• People Management
• Teamwork
• Leadership
• Planning and organization
• Stress management
• Adherence to our managerial values: Respect, Transparency, Integrity, Accountability, Trust, Empowerment

CONDITIONS

 

• Open ended HQ contract – full time  - Based in Brussels (Ixelles)    
• Hospital Insurance (DKV) - Pension plan – Canteen - 100% reimbursement for public transportation costs
• Starting date : as soon as possible according to availability

CV + cover letter to be sent before 02/01/2018 to Muriel Moussiaux, 46, rue de l’Arbre Bénit 1050 Brussels or to recruit-hq-hr@brussels.msf.org stating “HR Learning Officer” in the title

 

 

CONTEXT

 

The learning & development unit (LDU) aims to narrow the gap between MSF staff expected competencies and real competencies for their present and future positions by offering learning resources in a timely manner, whilst also adapting these resources to evolving operational needs.

Learning Officers work within MSF-OCB’s different departments as key actors of the management of the learning program linked to existing career paths (field + HQ)

They work under the direct hierarchical responsibility of the Learning & Development Unit coordinator, and report also, in matrix management, to the coordinator/director of their department, who provides support and technical supervision.

They contribute directly to the Learning & Development Unit dynamic and functioning, benefiting from administrative support from Learning Administration and pedagogical expertise support from Pedagogical experts.

JOB PROFILE

 

Needs Analysis

• Analyze and define the HR competencies and skills needed to be acquired along the HR Chain together with HR Department and Ops department
• Assess the required level of skills/competencies/knowledge needed at each level of the HR chain and compare with the actual

Learning Strategy & pedagogic development

• Design & follow up of department learning program on a yearly basis (// L&D Unit policies and pedagogic methods)
• Implement evaluation tools before (needs analysis) and after (impact analysis) the courses + organize / write evaluative reports
• In collaboration with L&D Unit, develop the pedagogic tools & guidelines
• Facilitate the sharing of good practices and information amongst the course organizers
• Regularly collect department learning needs (field + HQ) and link with/update pedagogic objectives
• Permanently develop its own pedagogic expertise notably through the L&D Unit supporting activities, external worskhops, etc.
• Supervise the department courses organizers preparation and evaluation
• Collect learning resources that are of value to the HR pool and make them available on the L&D portal
• Participate in HR communities of practice
  

Assist HR Department in strengthening the HR pool

• Define the competencies needed to be recruited as HR generalist, PAM, Dev (transversal and technical needs)
• Define –in collaboration with the LO HR (together with HR department) a career path from HR administrator to HR Coordinator and the competencies needed along the HR Chain
  

Act as a course organizer as needed

• Consolidate pedagogic objectives related to the field needs (in collaboration with the training experts)
• Identify & supervise course trainers, experts and facilitators (TOT) --> Ensure pedagogic coherence between objectives and trainers methods
• Attend or organize selection committees
• Collect and assure the distribution of training materials to the participants
• Attend to key session and support the learning methods
• Act as a trainer as needed
• Organize training documents course and training material distribution
• Support group dynamics
• In collaboration with Training Administration, complete / finalize administrative tasks
• Analyze the evaluation forms and report the analysis to L&D
  

Internal Communication

• Act as a department learning focal point notably collect and provide learning information to department staff & support the department in learning related issues
• Report to its line manager and to his/her department the tasks progress & submit annual B&O's
• Prepare and attend yearly evaluation interview with its line manager with the input of the department
• Attend training coordination and department meetings as needed and articulate it with the training  plan
• Regularly meet/liaise with peers to share views and practices
  

External Collaboration

• Assists the L&D Unit in filling contractual agreements with external actors (such as training operators, others OC's, other institutions, etc.) following L&D Unit standards
• Oversee other OC's training outcomes & adequately reinforce collaboration with OC's counterparts notably by attending international meetings when planned
• When required, establish quality evaluation and accreditation of external training operators