Personnel Development Manager

Objective: Ensure the Human Resources capabilities are reached; whilst improving people capabilities, contribution and active participation in order to achieve mission goals effectively. This will be done according to MSF human resources vision and values.   Key Responsibilities   Assess current HR policies, procedures and tools related to recruitment and development within the organization and adapt them when necessary to the mission’s context Provide expert advice regarding current recruitment process and policies and adjust them accordingly in order to lead efficient recruitment aiming to select professional candidates with the potential to develop. Through screening of CVs, interview methods, content, detection of potentials, best practices, alignment of development with operational objectives, etc. Ensures alignment with existing policies and provides expert support to coordinators, activity managers and supervisors in recruiting and developing people under their supervision Review existing induction material and tools, assess, adapt and or develop new material properly adapted to the mission’s context. Create an induction package and implement it ensuring all staff members go through the induction process Review current briefings to new staff done by the missions and adapt them accordingly with the context Follow up the quality and impact of whole briefing and induction processes, collects data and suggest improvements if advisable. Set a career path plan for staff members, consulting with the HR, line managers and head of mission when necessary, ensuring operational needs are being met and development of staff members is being properly followed through evaluation and necessary training Help set training policies and procedures for the mission with the support of the HR coordinator, the HR department and training unit in HQ Identify training needs, set a training plan and program that responds to those needs Implement the training program, finding appropriate training solutions and expert providers both local and internationally, ensuring material and tools are efficient Develop parameters to evaluate training outcomes and results and measure the impact on staff development of skills and competencies Support and empower administration managers and HR/administration staff of the Mission in her/his area of expertise (i.e. recruitment, development, induction, detection of talent, training, etc.) Provide expertise and support to all coordinators/supervisors/activity managers on how to implement the evaluation system (tool , method, setting up objectives, follow up of action plan and best practices) with the aim to evaluate and develop competencies of the staff they supervise Look for synergy/exchanges with other MSF sections and other NGOs in terms of trainings, coaching and other development tools Shares with HR coordinator all information/suggestions/activities which may have an impact in planning, budget or HR strategies (i.e. suggested career path, requested trainings, development events, mobility, etc.), and does not implement them without previous authorization of HR coordinator Collaborate with HR coordinator in building/updating the annual plan and budget, with regards to her/his area of work and responsibilities   Qualifications:   Minimum a BA degree in HR/Admin or related social science At least 3 years expertise in HR, in a similar position Proven written and oral and written communication in English and Arabic Highly organized with ability to handle multiple priorities and tasks Working knowledge of Excel and Word Strong interpersonal, intercultural, and communication skills Pro-active and resourceful, results oriented Collaborative, constructive, team oriented Flexible work approach and flexibility to travel Commitment to MSF’s humanitarian values and to humanitarian work MSF field experience an asset