PERSONNEL DEVELOPMENT MANAGER

• Knows MSF’s recruitment and development policies, procedures and tools, adapt them to the Mission’s context and ensure an equitable, fair, transparent, efficient and accountable implementation throughout the Mission by all relevant people in the mission
• Provide expertise to all people involved in recruitment process on how to lead it properly with the aim of recruiting professionals and people with potentials to be developed.
• Ensures alignment with existing policies and provides expert support to coordinators, activity managers and supervisors in recruiting and developing people under their supervision: first screening of CVs, interview methods, content, detection of potentials, best practices, PMS, alignment of development with operational objectives, etc.
• Knows MSF’s induction policies, procedures and tools, adapt them to the Mission’s context and ensure its proper implementation for all newly recruited/arrived staff and for previously hired staff in the Mission who had no access to them when being recruited.
• Ensures (together with the coordinator/supervisors/activity manager) that pre-established specific preparation or specific briefings for newly recruited/arrived staff on the basis of the profile sheet received or development plan are properly done in due time.
• Ensure that all newly recruited/arrived staff receive a briefing agenda upon recruitment/arrival and that they are properly briefed by her/his hierarchical and functional supervisor (if applicable) and receive all the due information according to the established procedures standard briefing content.
• Follow up the quality and impact of whole briefing and induction processes, collects data and suggest improvements to HRCo if advisable.
• Suggests career paths and support plans for specific persons to HRCo and line managers, ensuring a proper liaison with the Operational needs and objectives set, the results of PMS, the training possibilities (local, international, intersectional, regional, etc.) and the potentials identified.
• Together with HRCo and Training Unit in HQ, contributes to create and implement a mission training policy adapted to the Mission in order to respond to the needs identified among the staff, prioritizing those needed to ensure the Operational objectives set.
• Together with HRCo and Training Unit in HQ, contributes to the identification of training options at local / regional / international / intersectional level, and provide expertise upon request to line managers with regards to the assessment of training needs within the teams they supervise.
• In close collaboration with HRCo and Training Unit in HQ, ensures proper implementation of the Training Policy, procedures and tools in the Mission and support and develop training for Coordinators/supervisors/activity managers (i.e. HR Management, PMS, etc.)
• 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 PMS (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 HRCo 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 HRCo.
• Collaborate with HRCo in building/updating the annual plan and budget, with regards to her/his area of work and responsibilities.

MSF Section/Context Specific Accountabilities

The Bangladesh mission having 3 Sections working together will strive to build the level of skills and competence of all staff through robust training, L&D programs therefore some of the Global accountabilities do not fit in the Intersectional Model at this point of time.

Specific Objectives of the Position:

1. Ensure that the required HR capacity is in place. Identify and develop people’s capabilities, contribution and active participation to achieve the goals of the mission. This will be done according to MSF human resources vision and values.
2. Maximum utilization of Resources through single use of resource Person to handle its L&D Activities

The PDM will therefore focus on the following in order to realise these objectives;

• Promote and enforce L&D activities across all Sections in the Bangladesh mission according to the HR Vision
• Collaborate with HRCOs to foster a culture of learning and development in the mission
• Work closely with HRCOs and L&D team in projects to manage learning activities and other capacity building initiatives
• In collaboration with the HRCOs, put together a mission training schedule, communicate with stakeholders (CMT, PCs, MTLs etc.) and follow up with the application and selection process
• Coordinates tracking mechanism to ensure participant information for trainings is shared with HR and recorded in Homere
• Coordinates, collects info, and prepares L&D reporting in the mission to ensure mission L&D reporting to HRCos .
• Spend approximately 60% of the time working collaboratively with L&D team in projects
• Develop and maintain an institutional memory/data bank for L&D activities for future reference;
• Monitor and evaluate training program’s effectiveness, success and periodically report on them;
• Create L&D awareness across Mission;
• Develop, facilitate, deliver and support training courses when required;
• Identify suitable resource persons(Inhouse Facilitators) locally who will support the L&D program at field level;
• Support the L&D project teams on delivery of the transfer of knowledge and skills to the National staff, and design a package of tools, procedures and guidelines suitable for the context;
• Collect and Synchronize the L&D Brochures from all the Sections to extract the L&D Plan for the mission;
• Develop and Track L&D Calendar for the Mission
• Organize/Plan intersectional trainings
• Support in the set up a Learning Hub/Library

Requirement:

Education & Qualifications

• Degree in HR

Experience

• Working experience of at least two years in HR.
• Desirable previous experience in MSF or other NGO in developing countries.

Language

• Essential; Excellent command in English
• Essential; Good Command in Bangla language
• Desirable local dialect (s).

Competences

• People Management.
• Commitment.
• Flexibility.
• Results.
• Teamwork.

Contract duration 12 months with the possibility of extension.

Salary according to internal MSF salary grid, (BDT 128400 – non negotiable) at step ‘0’. 2 annual leave days per month worked. Medical reimbursement for employee and direct dependents.