Human Resources Business Partner, Talent Development

The International Federation of Red Cross and Red Crescent Societies (IFRC) is the world’s largest humanitarian organization, with a network of 192-member National Societies. The overall aim of the IFRC is “to inspire, encourage, facilitate, and promote at all times all forms of humanitarian activities by National Societies with a view to preventing and alleviating human suffering and thereby contributing to the maintenance and promotion of human dignity and peace in the world.” The IFRC works to meet the needs and improve the lives of vulnerable people before, during and after disasters, health emergencies and other crises.

The IFRC is part of the International Red Cross and Red Crescent Movement (Movement), together with its member National Societies and the International Committee of the Red Cross (ICRC). The work of the IFRC is guided by the following fundamental principles: humanity, impartiality, neutrality, independence, voluntary service, unity, and universality.

The IFRC is led by its Secretary General, and has its Headquarters in Geneva, Switzerland. The Headquarters are organized into three main Divisions: (i) National Society Development and Operations Coordination; (ii) Global Relations, Humanitarian Diplomacy and Digitalization; and (iii) Management Policy, Strategy and Corporate Services.

The IFRC has five regional offices in Africa, Asia Pacific, Middle East and North Africa, Europe, and the Americas. The IFRC also has country cluster delegation and country delegations throughout the world. Together, the Geneva Headquarters and the field structure (regional, cluster and country) comprise the IFRC Secretariat.

The Human Resources Business Partner- Talent Development encourages employee growth and fuels organizational success   through talent reskilling and upskilling.  This position reports directly to the Human Resources Manager, Panama.

The Human Resources Business Partner- Talent Development is responsible for the development and implementation of blended learning programs, career development, succession planning and performance management initiatives through collaborating with internal and external stakeholders.

This role contributes to fostering a culture that values accountability for results, proactivity, continuous improvement, innovation and high performance.

Learning Coordination

• Lead the development of the L&D strategies and guidelines for the Americas Region to ensure the retention and development of talent.
• Create, design and deliver training workshops to support the organisational change and development outlined in the overall L&D strategy using a blend of methodologies including computer based, self-managed learning, remote delivery, management cascade, classroom and on job learning as appropriate.
• Implement identified learning measurement strategies for all training deliverables to ensure training materials are effective and preparing learners to meet desired outcomes.
• Support the HRBP’s and line function subject-matter experts (SMEs) to apply adult learning principles and instructional design techniques.
• Provide one-on-one guidance to staff, line managers and HRBP’s on appropriate professional learning solutions for teams/individual employees.
• Create annual training plans, procedure manuals, guides, and course materials when required.
• Evaluate and measure the effectiveness and impact of programmes through surveys, interviews, focus groups, and communication with HRBP’s, line managers and senior management.
• Review the effectiveness and analysis of metrics for training programmes / initiatives when compared with agenda for renewal and S2030 objectives.

Onboarding/ Inboarding / Offboarding

• Support the HRBP’s in the onboarding programme and training plan for new hires or promoted employees.
• Develop and implement check-in points with new hires to measure the success rate of the onboarding programme and to identify gaps with recommended solutions.
• Facilitates and provides internal re/ training to HRBP in best practices to support talent retention.

Review exit process and analyze the feedback from the exit interviews in order to identify process gaps and recommend solutions

Performance Management

• Conduct performance consulting with line function leadership.
• Identify training needs for employees to ensure that they are adequately equipped to perform their jobs effectively.
• Coach HRBP’s and line managers in the performance management process and reinforce the importance of employee development, recognizing high performance and addressing low performance.
• Monitor and track the status of employee performance appraisals ensuring timely completion by all employees/managers within the established deadlines.

Employee Value Proposition

• Design and implement dynamic internal workforce engagement strategies and tools that embed a strong employee value proposition culture to retain top talent and attract the best external talent.
• Co-ordinate and evaluate the effectiveness of the workforce engagement strategy by establishing benchmarks and targets against which future improvement can be made
• Keep abreast with knowledge of contemporary engagement theory and methods to be an employer of choice

Career Development and Success Planning

• Design, develop and lead the implementation of the career development strategy
• Support HRBP’s and line managers and employees to develop individual career development plans
• Identify and prepare development programmes and plans for departments, high potential employees and those ready for promotions as well as recommend the rotation of best talents throughout the Company
• Collaborate with line managers and senior management within the Americas to create succession strategies and plans that align to Organizational objectives.
• Implement procedures for the fair assessment of talent for selection and succession management.
• Coordinate with relevant Line Managers and Senior Management to identify major unit changes/challenges impacting talent.

• University degree, preferably in Instructional Design, Organizational Development, or other equivalent curriculum focusing on learning.
• Qualification or certification in project management.

• Relevant NGO-setting experience in e-learning, social learning, and mobile learning environments.
• 8+ years of professional experience in organizational design, industrial design,
  teaching, coaching, or human resources.
• 8+  years of professional experience in design and development of online 
  educational resources and curriculum development programs.
• Solid experience leading teams in all phases of the project life cycle, especially in 
  learning, competencies, and performance fields.
• Demonstrated experience in developing networks and coalitions to accomplish goals by building on strengths.
• Ability to work under pressure and within strict timelines.
• Experience working a cross-cultural and cross-functional international environment.
• RC/RC or other humanitarian field working experience, preferred.

• Expertise in instructional design, adult learning, or non-formal and informal learning and advising clients with varying technical backgrounds.
• Familiarity with current learning and performance improvement industry standards, 
  approaches, and innovations.
• Proficiency in project management.
• Expertise in mobile learning, web page development, and related software, such as rise
  and other tools.
• Proficiency in managing stress, strain, and pressure, and in working in a fast-paced, 
  always-changing environment.
• Extensive knowledge of HRIS and MS Office Suite
• Proficient English writing skills
• Excellent customer service skills
• People oriented
• Excellent interpersonal and communication skills
• Ability to interact at different levels of the organization

LANGUAGES

• Fluently spoken and written English
• Fluently spoken and written Spanish
• Good command of another IFRC official language (i.e., French), or any other relevant language spoken in the region: Portuguese and Dutch, preferred. 

VALUES: Respect for diversity, Integrity, Professionalism; Accountability.

CORE COMPETENCIES: Communication; Collaboration and teamwork; Judgement and decision making; National Society and Customer relations; Creativity and innovation; Building trust.

FUNCTIONAL COMPETENCIES: Strategic Orientation; Building Alliances.