Learning Manager for The Operations Department

**LEARNING MANAGER FOR THE OPERATIONS DEPARTMENT (BASED IN ANY OCBA HUB)**:

ES
Full Time
Operations

**GENERAL CONTEXT**

Médecins Sans Frontières is an international independent medical-humanitarian organization, which offers assistance to populations in distress, to victims of natural or man-made disasters and to victims of armed conflict, without discrimination and irrespective of race, religion, creed or political affiliation.

MSF is a civil society initiative that brings together individuals committed to the assistance of other human beings in crisis. As such MSF is by choice an association.

Each individual working with MSF does it out of conviction and is ready to uphold the values and principles of MSF.

The MSF movement is built around five operational directorates supported by MSF’s 21 sections, 24 associations and other offices together worldwide. MSF OCBA is one of those directorates. The operations are implemented by field teams and the mission coordination teams; together with the organizational units based in Barcelona, Athens and decentralised in Nairobi, Dakar and Amman. The field operations are guided and supported by 5 Operational Cells, the Emergency Unit and other departments supporting operations, including the Logistics Department.

**JOB ENVIRONMENT - Operations Department**

MSF is constantly investing in the capacity building of its locally hired staff (LHS) and international mobile staff (IMS). This is being done by ensuring a progressive learning & development path for the managers (online, blended and face-to-face courses, field assignments), providing appropriate job-aid resources to be used at field level (checklists, videos, infographics), and a large portfolio of learning solutions for all categories and families of staff. Our work during medical humanitarian emergencies makes that our projects are frequently stressful. This makes retention and adequate development of staff another one of our challenges.

Following the Strategic Orientations 2020-2025, we need to invest in more effective support to frontline workers, including learning.

**GENERAL OBJECTIVE**

The main objective of the Learning Manager for the Operations Department is to ensure the definition of effective learning solutions that respond to the operational needs of OCBA. This translate in these main areas:

- Effective learning paths for Field Coordinators and Heads of Mission
- Effective learning solutions regarding operational areas like Security Management, Emergencies, Humanitarian Affairs, and People Centred Approach

This position is at the crossroads of many partners with responsibilities in the area of L&D, and therefore will require close collaboration and alignment with all of them: the Operations Department, prioritizing learning needs, expressing needs (especially for LHS, but also for IMS) and providing some of the solutions; the Learning Unit and Tembo, providing learning expertise and with the LU also the coordination of learning offer; Pool Management, in charge of the deployment and development of IMS, therefore expressing needs; and the other departments involved in operations, especially the Medical, Logistics and HR departments. The OLM will need to collaborate with representatives of all these areas.

He/she will be hierarchically accountable to Deputy Director of the Operations Department.

**MAIN TASKS AND RESPONSABILITIES**

The Learning Manager for the Operations Department will be responsible for:
**1. Identify, analyse and prioritise the main learning needs** regarding staff (FCs and HoMs), operational areas (security, emergency, people centred approach, humanitarian affairs), missions, and Operations department.
- This may include to design a performance analysis, whenever necessary, in order to identify the main drivers of low performance, and eventually the gaps that can be covered with learning solutions.

**2. Design the most adequate learning solution,** taking into consideration target population (size, characteristics, delivery possibilities, access to internet and devices, ), tasks to be learned (complexity, amount, moment in the learning path, connection with other learning solutions, ), and existing learning solutions (in order not to re-invent the wheel, what is already there in OCBA, in MSF and outside; and also to inspire new solutions if needed)
- This includes the update of existing learning solutions, especially regarding:

- new contents and/or priorities
- better or innovative methodologies (eg. Virtual reality, etc.)
- This may include the development of **learning strategies** to respond to organizational, department or mission assessments. It could be for positions (e.g. FC&HoM Learning Path), operational areas, missions or for the Operations department.
- Ensure a link with **knowledge management, **through the Operations Knowledge Management Manager, so learning solutions are up-to-date (e.g. links to job aids), they don’t limit to formal training act