Senior Learning Specialist

The IFRC is continuously seeking an improved humanitarian response for the benefit of the communities we serve and to improve National Society capacity. The IFRC have been engaged in various initiatives to identify gaps and areas needing improvement including a two-year Global Tools Review and a following Surge Optimization process to transform the system into one based on competencies and role-profiles.

As part of this process the IFRC developed a new surge learning strategy based on the surge competency framework to have a better prepared staff and volunteer workforce responding to disasters.

The Surge Senior Learning Officer is responsible for implementation of this new strategy, coordination of learning efforts and approaches between different actors and technical sectors and supporting surge trainings and the connections between them based on the surge competency framework to have a better prepared staff and volunteer workforce responding to disasters.

The position is based in the IFRC Disaster Response Training Team in the Global Service Centre in Budapest. The Senior Officer reports to the Surge Learning and Development Coordinator.

The Disaster Response Training Team aims to provide a comprehensive, well-balanced, and aligned system of learning and development that is deployment needs-based, produces clear learning outcomes, provides equitable access for participation in L&D activities and is efficient in delivering value for money. The position is expected to be available for field missions as required.

1. Operationalize surge learning strategy

• Support development and roll-out of the Surge learning strategy, coordinate complex learning and development processes and communicate regularly with stakeholders on a global level including national societies and external partners.
• Assure quality of learning initiatives by providing methodological support and minimum standards for restructuring existing or developing new learning solutions.
• Manage portfolio of surge learning needs across the organisation and provide tools for existing and potential Rapid Response members (learning pathways, training calendar).
• Develop a framework for informal learning initiatives such as developing missions or mentoring.
• Develop processes and procedures to improve access to learning opportunities for personnel by imrpoving the process of selection of trainign participants, administering sholarship fund, etc.
• Support assessment of competencies in learning events and assessment centres.
• Support the Facilitators’ network by reviewing the requirements for facilitators, identifying gaps, and providing resources for facilitators including facilitator`s guides and playlists.

2. Create community of practice for the surge learning and development network

• Link and engage regularly with Reference Centres, IFRC technical departments, National Societies, and other external stakeholders as needed.
• Explore with Partner National Societies / external donors their interest to support the learning initiatives.
• Advance knowledge management efforts by creating, curating, and disseminating learning tools and a central depository of learning resources (training curricula, materials, etc.).

3. Support the development and project management efforts of the team

• Communicate about team achievements and organize events to raise the team`s profile.
• Support fundraising and development efforts of the team.
• Support with planning and reporting as requested.