Flying Learning and Development Specialist.

Médecins Sans Frontières (MSF) is an international, independent, non-profit medical humanitarian organisation that delivers emergency aid to people affected by armed conflict, epidemics, pandemics, natural disasters, and exclusion from healthcare. MSF started working in Yemen since 1986 and have been present in the country continuously since 2007. Today, MSF works in 23 hospitals across the country, and provides support to more than 17 health facilities across 13 governorates, in line with our principles of independence, impartiality and neutrality. For more information, visit our Arabic website, www.msf-me.org

Médecins Sans Frontières Belgium in Yemen mission is looking for Yemeni nationals to recruit for the Flying Learning and Development Specialist position:

Location: Mocha Project 
Contract Duration – 1 year, renewable.
Contract type: Fixed – Term 
Reporting to: Human Resource Manager.

MAIN PURPOSE

The L&D Specialist position is a flying role covering the entire mission and is based in Mocha. This means the position supports Aden Coordination, the Aden Project, the Mocha Project, as well as any new projects that may open in Yemen.
Developing, implementing, and monitoring the L&D activities in the projects according to MSF policies, standards and values – in order to support a continual high level of capability and performance to meet operational goals. Supporting the Management Team in analyzing the learning needs and providing appropriate L&D solutions. Providing active support to staff (international and national) to use L&D tools and implementing work-related L&D activities in the project. 
This position should be anchored in a big project rather than in the coordination of a mission, and seeks to promote communities of practice and experiential learning, and learning on-the-job.

Accountabilities

• Carry out a learning needs analysis at the individual, team and mission level in collaboration with the HR Coordinator, Head of departments, HR Managers, Activity Managers and Supervisors.
• Draft an LnD actions plan, chronogram of activities and budget in collaboration with the HR Coordinator, Head of departments, HR Managers, Activity Managers and Supervisors.
• Carry out feasibility studies in the project to provide line managers with alternatives solutions. 
• Define and/or review the LnD policies, procedures, and tools in collaboration with the HR Coordinator.
• Monitor the correct use of LnD procedures and tools.
• Manage and follow up on the LnD activities planned, budgeted, and validated in collaboration with the HR Coordinator, HR Managers, Activity Managers and Supervisors.
• Upon approval of line manager, identify the learning needs of individual members of staff. Support LnD the implementation of individual LnD plans and learning solutions.
• Plan and support all LnD aspects of the employee development cycle in close collaboration with the PAM and HR Managers. This includes
  • Providing guidance and support on relevant aspects of the recruitment process
  • Providing guidance and support towards the induction and onboarding process
  • Providing guidance and support to implement the feedback feed forward process.
  • Providing guidance and support to prepare individual learning and development plans

Follow up closely with the HR Assistant in each project with regard to the documentation, filing and compiling of records of training courses and learning programs. This includes monitoring the quality of certificates, encoding on Homere. Share the documentation with the hierarchical and functional managers. 

Provide advice and technical feedback about the quality of implementation of LnD activities.

When required, assumes a Flying/Mobile role to provide L&D technical advice and support to other parts of the mission in collaboration with the PAM and HRCo, as the L&N Specialist role requires frequent field visits (40%).

MSF Section/Context Specific Accountabilities

• Collaborate closely with HR Referents (Fin HR Manager and HR Coordinator) on various Learning and Development (L&D) topics, including detachments and mobility, the feedback process, and the implementation of relevant HR and L&D policies.
• Monitor and consolidate monthly, quarterly, and annual reporting of all L&D activities across the mission. This includes detachments (both sending and receiving), internal mobility initiatives (such as swaps, gap filling, or short-term support), and training records (online and face-to-face).
• In collaboration with the Fin HR Manager, support and oversee the detachment process, ensuring that mission-level Detachment/Mobility policy are consistently applied and respected.
• Develop and regularly update the L&D training policy and/or strategy document in collaboration with the Finance HR Manager, PAM, and/or HR Coordinator, while maintaining close coordination with the L&D Advisor.
• Work closely with HR colleagues here and there of the mission in each location to promote, support, and follow up on the effective implementation of the feedback process across the mission, acting as the technical focal point and reference person for this process.
• Design, deliver, and coordinate trainings, workshops, and presentations as required, both online and face-to-face, and organize L&D-related events while serving as the mission-level L&D focal person.
• Prepare and disseminate L&D newsletters for the mission on a quarterly basis to ensure visibility and communication of ongoing and upcoming initiatives.
• Promote online webinars and training opportunities available through MSF platforms (e.g. TEMBO) and encourage staff engagement and participation.
• Support and promote staff participation in intersectional L&D opportunities, facilitating access and follow-up where needed.
• Strengthen WTMSF coverage by effectively coordinating and supporting the existing network of ambassadors (currently 12), with the objective of expanding mission-wide coverage in 2026.
• Lead and organize the People Management Workshop planned between mid-March and mid-April, acting as the focal person responsible for coordination, implementation, and follow-up of all related activities.
• Lead the execution of the ARO 2026 learning needs assessment and ensure thorough follow-up on identified learning priorities and actions.

Requirements 

Education    

• Degree in the field of HR, learning and development, organizational development and/ or relevant experience. 

Experience    

• Essential previous working experience as LnD profile of at least three years in relevant jobs. 
• Desirable previous experience with MSF or other NGOs
• Well-versed with the employee life cycle and its related L&D processes
• Experience in delivering basic level training courses based on adult learning

Languages: Mission working language essential

Knowledge: Computer literacy

Competencies    

• Results and Quality Orientation 
• Teamwork and Cooperation 
• Behavioural Flexibility 
• People Management & Development 
• Commitment to MSF Principles