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The L&D manager provides strategic and functional expertise and advice in learning &
development, with the aim to plan and apply processes and activities that foster the development
of a diverse and competent workforce to achieve the missions’ operational goals effectively.
Syria has long been constrained by political and security challenges, which have severely limited
staff access to diverse development opportunities over the past decade. However, with the change
of regime at the end of 2024, a window has opened to invest in people and rebuild critical L&D
systems. This transition presents a unique opportunity—but also an urgent responsibility—to
establish a robust L&D framework that supports staff growth and organizational effectiveness in a
sustainable way. There is much to be done to lay down this foundation, in close cooperation with
projects and coordination teams, to ensure that learning and development efforts are aligned with
operational needs and strategic direction.
While this is a managerial position, it is also very hands-on. The role not only involves overseeing
L&D strategy and planning but also directly engaging in day-to-day tasks—whether that means
delivering training, designing tools and materials, supporting individual development plans, or
following up on small but meaningful initiatives. Flexibility, humility, and a willingness to “roll up
one's sleeves” are essential for success in this context.
This position involves frequent travel within Syria, with the staff expected to spend approximately
70% of their time in field project locations and 30% at the coordination office in Damascus.
With the support of HR Coordinator and L&D Regional Advisor in collaboration with the
coordination, responsible to define, develop, promote, apply, follow up and advise on the
learning and development strategy of the mission with the aim to develop MSF staff (and
external collaborators, e.g., MOH staff) to achieve the mission’s operational objectives
effectively.
• Contribute to developing advanced, innovative and useful L&D solutions and initiatives for
the global workforce that enable continuity and transfer within and across the missions and
other MSF entities and local partners, i.e. talent development, securing a variety of L&D
applications – including coaching & mentoring - adequate onboarding, etc.
• Advise and support coordinators, managers and supervisors to create supportive learning
environments and apply appropriate learning and development processes, tools and best
practices, including how to identify and address learning needs, gaps and opportunities.
Influence stakeholders by building buy-in for the most appropriate learning and
development approach for specific situations in accordance with mission and OC level
L&D, HR and OPS strategies.
• Proactively plan and lead the L&D annual planning and budget process based on learning
needs analysis and strategic operational and organizational objectives.
• Proactively seek to increase access to L&D opportunities for all employees of the missions
including identifying synergy/exchanges/collaboration with other MSF sections and other
local and international institutions.
• Plan, develop and follow up on mission-wide or project-specific staff learning and
development activities by identifying and addressing learning needs and opportunities that
maximize staff development to achieve operational objectives.
• Advise employees and coordinators, managers and supervisors in the mission on
application of individual development and potential growth paths for themselves and their
direct reports. To implement this effectively, the identification of key staff and key positions
is carried out in collaboration with the HR team. Once identified, these staff members
should be considered for structured development pathways, including opportunities for
detachment and targeted training.
• In coordination with teams, identify candidates for detachment, develop a clear
detachment plan, and ensure it supports both individual growth and organizational
capacity.
• Ensure proper implementation of BILAN, self-reflection tool across the mission to promote
a culture of regular performance review and support staff in translating insights into
concrete action plans.
• Collaborate with teams to regularly review and update EPREP staff list, organize required
emergency preparedness training, and ensure staff are technically and systematically
ready for deployment, including maintaining a robust backup system and ensuring backup
staff are fully trained and prepared. • Organize periodic career seminars for staff interested in detachment or expatriate
opportunities, supporting their ongoing development and long-term engagement with MSF.
Education
• Degree in the field of HR, learning and development, organizational development, and
relevant experience. Given that L&D directly involves engaging with people's motivation,
behavior, and attitudes, candidates with a background in psychology can offer valuable
insights and are considered a strong asset.
Experience
• Working experience of at least two years in a learning and development managerial
position.
• Working experience of at least two years in HR position.
• Desirable previous experience in MSF or other NGO in developing countries.
Languages
• Essential mission working language.
• Essential local language (Arabic).
Competencies
• People Management & Development.
• Cultural sensitivity.
• Strategic Vision.
• Commitment & flexibility.
• Result.
• Teamwork.
• Stress Management.
نصيحة لحمايتك
ننصح بقراءة طريقة التقديم بعناية و التقيد بتعليمات التقدم للوظائف و المناقصات.