International HR Senior Partner for Learning

Location: Any MSF office*

Contract: Fixed-term 100%

Duration: 24 months

Starting date: 01.07.26

Deadline to apply: 07.05.26

Compensation and benefits: MSF practice is to offer the C&B package current in the MSF entity establishing the contract.

*By default, the successful candidate will be offered a contract in the MSF office of their country of residence at the time of application.

I. MSF INTERNATIONAL

Médecins Sans Frontières (MSF) is an international, independent, medical humanitarian organisation that delivers emergency aid to people affected by armed conflict, epidemics, healthcare exclusion and natural disasters. MSF offers assistance to people based only on need and irrespective of race, religion, gender or political affiliation. MSF International is the legal entity that binds MSF’s 24 sections, 28 associations and 19 branch offices together. Registered in Switzerland, MSF International provides coordination, information and support to the MSF Movement, as well as implements international projects and initiatives as requested.

II. POSITION BACKGROUND

MSF’s leadership have approved the Global Workforce Strategy as part of the Strategic Planning, Accountability, Resources Cycle 2026 – 2031. The Strategy includes a strategic objective to build a globally coordinated approach to learning and developing capacity for medical humanitarian response and equitable access to learning. This position will coordinate a roadmap to achieve progress on this strategic objective.

This requires working with the many entities and initiatives across MSF that are involved in designing and providing learning. Recognising that a lack of coordination is contributing to duplication of some learning provision while other needs are under met, the International Platform of HR Directors (the IDRH) have agreed a new governance set-up for learning to optimise engagement. This builds on the collaboration that the Operational Directorates have already developed through the ITL platform. It is made up of the Learning Coordination Platform (LCP), the Operational Centres Learning Forum (OCLF), and the Global Learning Initiative Platform (GLIP). This position will develop and facilitate this new governance set-up.

III. PLACE IN THE ORGANISATION

The International HR Senior Partner for Learning is part of the International HR team of MSF International, which is led by the International HR Coordinator and structured around three main pillars:

1. A pillar that manages and maintains existing international polices, tools and processes, including those that relate to rewards, grading and contracting

2. A pillar that focuses on Movement-level strategy development and implementation, including designing and managing change projects to implement the Global Workforce Strategy

3. A support pillar consisting of communication, knowledge management, data analysis, admin.

The International HR Senior Partner for Learning is part of the second pillar. They are line managed by the International HR Coordinator. They work closely with the learning managers in the Operational Directorates to develop and implement the strategic objective to build a globally coordinated approach to learning, which is part of the Global Workforce Strategy.

IV. OBJECTIVES OF THE POSITION

The International HR Senior Partner for Learning drives the Global Workforce Strategy objective to build a globally coordinated approach to learning and developing capacity for medical humanitarian response. This involves building coherence, alignment, mutualisation and strategic coordination across MSF’s global learning governance architecture (made up of the Learning Coordination Platform (LCP), Operational Centres Learning Forum (OCLF), and Global Learning Initiative Platform (GLIP)) and other international platforms’ priorities for learning.

V. MAIN RESPONSIBILITIES

Drive forward the learning objective in the Global Workforce Strategy:

Develop a roadmap with short, medium and longer term actions to implement this objective, working with stakeholders and using MSF’s global learning governance architecture

Enable prioritization criteria and support decision making to identify and agree priority areas for mutualization of learning across MSF, building on existing intersectional learning and working closely with other functional learning groups, such as the Medical Learning Platform

Identify and lever in resources for mutualization and optimization of learning in ODs and Sections and mechanisms by which to achieve this (eg shared learning content and provision)

Ensure consistent coordination and communication among learning stakeholders to build and maintain strategic alignment and coherence of MSF’s learning efforts, and avoid and prevent duplication

Facilitate the development, review, and operationalization of governance frameworks, ToRs, and workplans

Collect information to monitor progress and contribute information to the Monitoring & Evaluation processes with SPARC

Update the IDRH, the HR Directors’ Group and ExCom regularly

Learning governance:

• Facilitate MSF’s global learning governance architecture (made up of the Learning Coordination Platform (LCP), Operational Centres’ Learning Forum (OCLF), and Global Learning Initiative Platform (GLIP)) for learning, including identifying appropriate contributors and setting up meetings

• Ensure transparent dissemination of outcomes and decisions to all relevant stakeholders

• Facilitate alignment between strategic direction (LCP) and operational collaboration (OCLF, GLIP)

• Identify and propose improvements to governance processes, roles, and coordination mechanisms

• Monitor follow-up and implementation of key decisions, recommendations, and action points

• Lead the coordination of the different platforms (GLIP, OCLF, Specific Initiatives, programmes and project platform) to ensure coherence, alignment and prioritisation.

• Information management and communication:

• Oversee documentation systems for meeting agendas, minutes, and progress tracking

• Develop and share information updates

• Contribute to knowledge management on learning

Stakeholder engagement:

• Maintain strong relationships with L&D Heads, TIC representatives, Partner Sections, and with learning stakeholders and relevant international platforms

• Encourage inclusive participation across learning entities to ensure diverse perspectives are represented.