Hr Officer- Staff Development

All NRC employees are expected to work in accordance with the organization’s values. To be dedicated, innovative, inclusive and accountable are attitudes and believes that shall guide our actions and relationships.  1.      Role and responsibilities The HR Officer - Staff Development is responsible for developing a holistic staff capacity building system, training and supporting managers in developing plans for staff. Generic responsibilities (max 10) Advice and support line managers on development approaches of staff Develop a yearly Training Needs assessment and a Plan of Action for developmental initiatives in NRC Lebanon, with focus on “on-job training” and “in-house workshops” Prepare periodic HR reports on staff development to the Management group Promote and Guide on learning opportunities including online trainings and tests Seek initiatives for capacity building approaches within country and best practices from the Region Specific responsibilities These responsibilities shall be adapted to the particularities of the job location and context, phase of operation, strategic focus and type of programme intervention. This section shall be revised whenever a new employee is hired or the context changes significantly. Ensure Proper implementation of NRC Global Induction package for National and International staff Deliver Performance Management and NRC Way 1 packages periodically Receive and consolidate Performance Management Development plans Develop a system of evaluation for trainings & development initiatives; Document evaluation records and offer analysis and recommendations Facilitate trainings done in house for different topics and departments with other trainers Receive training reports /attendances and update staff development database Design and deliver internal trainings on different topics (ToT, staff care, communication, time management ….) Coordinate exchange visits, shadowing and acting positions and other actions Record and document participation in seminars and workshops for NRC Regionally & globally Liaise with external institutes and centres; Request and collect quotations for specific trainings as needed Circulate monthly and quarterly reports on staff development actions Monitor development initiatives in field and ensure consistency and fairness Hard and soft copy filling Critical interfaces By interfaces, NRC means processes and projects that are interlinked with other departments/units or persons. Relevant interfaces for this position are: Good Cooperation with the Area Managers, PMs and field offices Cooperation with relevant HR staff in other CO with development/training responsibilities Close work with HR Officers in Beirut and field to ensure proper follow up & Documentation on capacity building and trainings of staff Liaise externally with institutes and training centres Work loosely with the Regional Office for staff development initiatives 2.      Competencies Competencies are important in order for the employee and the organisation to deliver desired results. They are relevant for all staff and are divided into the following two categories: 1. Professional competencies These are skills, knowledge and experience that are important for effective performance. Generic professional competencies for this position: Experience from working in trainings and capacity building for a min of 3 years Previous experience from working in complex and volatile contexts Documented results related to the position’s responsibilities Very Good  knowledge of English Context related skills; knowledge and experience: Excellent organizational and planning skills Excellent experience in organizing events and coordinating with Internal/External parties Very good Presentation and training skills Knowledge in research and preparing training materials and presentations 2. Behavioral competencies (max 6) These are personal qualities that influence how successful people are in their job. NRC’s Competency Framework states 12 behavioural competencies, and the following are essential for this position: Communicating with impact and respect Planning and delivering of result Empowering and building trust Handling insecure environments 3.      Performance Management The employee will be accountable for the responsibilities and the competencies, in accordance with the NRC Performance Management Manual. The following documents will be used for performance reviews: The Job Description The Work and Development Plan The Mid-term/End-of-trial Period Performance Review Template The End-term Performance Review Template The NRC Competency Framework