Bilingual Skills Development And Learning Manager (English, French) Dakar Office – M/F At ALIMA

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ALIMA PRESENTATION

THE ALIMA SPIRIT: ALIMA’s mission is to save lives and provide care to the most vulnerable populations, without any discrimination based on identity, religion, or politics, through actions grounded in proximity, innovation, and partnerships between organizations and individuals. We act with humanity, impartiality, and in accordance with universal medical ethics. To reach patients, we are committed to intervening in a neutral and independent manner.

The values ​​and principles guiding our actions, as outlined in our Charter:

  1. The patient first
  2. Revolutionizing humanitarian medicine
  3. Responsibility and freedom
  4. Improve the quality of our actions
  5. Trust
  6. L’intelligence collective
  7. Environmental responsibility

ALIMA promotes and defends fundamental human rights principles. ALIMA has a zero-tolerance policy towards those guilty of gender-based and sexual violence, as well as towards inaction in the face of alleged or proven acts of violence. The protection of those benefiting from and impacted by our work is our top priority in everything we do. Everyone collaborating with ALIMA commits to:

  • Respect the charter, the code of conduct, institutional policies including the policy for protection against abuse of power and gender-based and sexual violence, the policy for the prevention of corruption and fraud;
  • Report any violation of policies, framework documents and procedures to a supervisor, a designated contact person, or to alert@alima.ngo

HEAL – INNOVATE – TOGETHER:

Since its creation in 2009, ALIMA has treated more than 10 million patients and now operates in 14 African countries. By 2026, we had developed 54 humanitarian medical response projects to address the needs of populations affected by conflict, epidemics, and extreme poverty. All of these projects support national health authorities through primary healthcare delivered in communities and health centers, as well as secondary and tertiary care. We work in partnership, particularly with local NGOs, whenever possible to ensure our patients benefit from expertise wherever it is available, whether in their own country or elsewhere in the world. Furthermore, to enhance the humanitarian response, we conduct operational and clinical research projects, notably in the areas of malnutrition, pediatrics, maternal health, and viral hemorrhagic fevers. ALIMA also conducts several responses to epidemic emergencies such as Ebola, Lassa fever, cholera, Mpox, diphtheria, meningitis, measles, etc.

OUR PROJECT THEMES: Malnutrition, Sexual and reproductive health including gender-based violence, primary and secondary health, pediatrics, epidemics, surgery, mental health and research.

OUR COUNTRIES OF INTERVENTION: Mali, Burkina Faso, Central African Republic, Nigeria, Niger, Chad, Democratic Republic of Congo, Cameroon, Guinea, South Sudan, Mauritania, Ethiopia, Haiti and Sudan.

PROTECTION OF BENEFICIARIES AND COMMUNITY MEMBERS

Level 3: As part of their duties, the incumbent will be required to visit programs and be in contact with children and/or vulnerable adults. Therefore, a criminal record check or a certificate of good conduct will be required. In situations where it is impossible to provide a criminal record check or a certificate of good conduct, a sworn statement will be requested.

Job Title

Responsible for skills development and learning

Department: Human Resources

Functional and hierarchical reporting: He/She reports to the Human Resources Director

Duty station: Headquarters / Operational office

Contract type: According to ALIMA rules and policies

Job positioning:

This is a strategic and cross-functional position within the Human Resources Department, responsible for leading ALIMA’s skills development and learning policy and ensuring its integration into operational realities.

The Manager works at the interface between HR, operations, business lines, and missions. They transform development needs and knowledge from operations into sustainable, accessible, useful, and effectively adopted learning programs for the teams.

The position requires a strong ability to mobilize actors without direct hierarchical link, to lead change and to articulate learning schemes with other HR processes: recruitment, onboarding, evaluation, mobility and career paths.

GENERAL MISSION OF THE POSITION

The Skills and Learning Development Manager defines, structures and implements ALIMA’s skills and learning development strategy.

He/she consolidates existing systems, develops new solutions when operational needs require it and ensures their use, quality, updating and impact.

He/she organizes the capitalization and transmission of knowledge, supports the deployment of skills frameworks and contributes to the structuring of career paths, in close collaboration with HR teams, operations, professions and missions.

He/she manages the department, oversees the resources and budget dedicated to skills development and contributes to making continuous learning a lever for quality, performance and improvement of operations.

MAIN RESPONSIBILITIES

1. Steering the skills and learning development strategy

Objective: To translate ALIMA’s guidelines into a strategy and skills development priorities consistent with the needs of headquarters and operations, and to manage their implementation and impact.

  • Translate the skills development policy and strategy into annual priorities and action plans, in line with ALIMA’s strategic and operational orientations.
  • Identify, with headquarters and field staff, the priority skills development needs, particularly for expatriate and headquarters staff.
  • Ensure the consistency of learning systems and their articulation with recruitment, onboarding, evaluation, mobility and career paths.
  • Define development priorities for new devices based on the organization’s needs.
  • Monitor the use, relevance and impact of existing systems and propose their evolution.
  • Supporting missions and HR teams in the development and implementation of their skills development plans.
  • Manage the budget allocated to skills development and ensure appropriate use of resources.

2. Development of learning pathways and systems

Objectif : Garantir une offre d’apprentissage diversifiée, de qualité et adaptée aux contraintes opérationnelles, combinant formation formelle, expérience, transmission entre pairs et outils digitaux.

  • Maintenir, déployer et faire évoluer les dispositifs d’apprentissage existants.
  • Concevoir de nouveaux dispositifs d’apprentissage lorsque les besoins opérationnels le nécessitent, en collaboration avec les métiers concernés.
  • Développer une approche diversifiée articulant formation, apprentissage en situation de travail, mentorat, détachement, immersion, formation de formateurs et apprentissage entre pairs.
  • Organiser et accompagner le développement des formations métiers et compétences en lien avec les directions concernées.
  • Garantir la qualité pédagogique des dispositifs et accompagner les experts internes dans la transformation de leur expertise en ressources d’apprentissage.
  • Piloter et développer les outils digitaux d’apprentissage, notamment la plateforme LMS d’ALIMA, et favoriser l’accessibilité des ressources en français et en anglais.

3. Capitalisation et transmission des savoirs

Objectif : Structurer la capitalisation et la diffusion des savoirs afin de transformer l’expérience opérationnelle en apprentissages utiles et de limiter la perte de connaissances liée aux mobilités et aux départs.

  • Accompagner les directions dans la structuration, la capitalisation et la transmission de leurs savoirs et savoir-faire.
  • Transformer les guides, référentiels, retours d’expérience et expertises internes en ressources et dispositifs d’apprentissage utilisables par les équipes.
  • Veiller à la conservation, à l’actualisation et à la pérennité des ressources produites.
  • Favoriser la diffusion des apprentissages entre missions, métiers et régions d’intervention.

4. Structuration des compétences et contribution aux parcours professionnels

Objectif : Faire des référentiels de compétences un outil opérationnel au service du développement, de la mobilité, de la performance et des parcours professionnels.

  • Poursuivre le développement et accompagner le déploiement des référentiels de compétences.
  • Veiller à leur appropriation et à leur utilisation dans le recrutement, la prise de poste, l’évaluation, l’identification des besoins de développement et la mobilité.
  • Accompagner les métiers et les équipes RH dans l’identification des écarts de compétences et la construction de réponses de développement adaptées.
  • Contribuer, avec les équipes Recrutement et RH opérationnelles, à la structuration des parcours professionnels et des dispositifs d’accompagnement des collaborateurs.
  • Contribuer à l’évolution des dispositifs de gestion de la performance afin qu’ils permettent de mieux identifier, évaluer et développer les compétences.

5. Management du service et pilotage des ressources

Objective: To organize and manage the human, budgetary and partnership resources necessary for the implementation of the skills development strategy.

  • To supervise and support the Training Officer, define their priorities and contribute to the development of their skills.
  • Organize and prioritize the department’s activity according to the organization’s needs and available capabilities.
  • Develop, manage and monitor the department’s budget and resources allocated to skills development.
  • Manage relationships with service providers, training organizations, universities and other external partners.
  • Identify and mobilize internal expertise that can contribute to learning programs.
  • Define and monitor indicators to assess the activity, use and impact of the devices.
  • Participate in facilitating the HR business line on topics related to skills development and learning.
  • Monitor skills development practices and propose changes adapted to ALIMA’s operational realities.

PERFORMANCE INDICATORS

The performance of the position can be assessed in particular through:

  • The effective implementation of annual skills development priorities.
  • The level of use and appropriation of learning tools by headquarters and field teams.
  • The educational quality, relevance and impact of the deployed systems.
  • The deployment and effective use of skills repositories in HR processes.
  • The quality of the capitalization, updating and dissemination of learning resources.
  • The development and use of the LMS platform and bilingual resources.
  • The quality of support provided to missions, HR teams and professions.
  • Respect for and relevance of the department’s budgetary management.
  • The quality of service management and the development of team skills.
  • The ability to measure the activity, use and impact of the devices and to propose improvements.
  • The contribution to the structuring of career paths and continuous learning within ALIMA.

PRINCIPLES AND VALUES

The Skills Development and Learning Manager fully adheres to the principles and values ​​of the ALIMA charter, in particular:

  • The patient first;
  • Revolutionizing humanitarian medicine;
  • Responsibility and freedom;
  • Improve the quality of our actions;
  • Trust;
  • L’intelligence collective ;
  • Environmental responsibility;

FUNCTIONAL RELATIONSHIPS

Internal relations:

  • Human Resources Director
  • HR Department Teams
  • HR Desk Contacts
  • Recruitment Teams and Career Paths
  • Operations Department
  • Departments and professional contacts
  • HR teams and mission management
  • Internal experts and contributors to learning systems

External relations:

  • Training providers and organizations
  • Universities and academic institutions
  • Specialist Learning & Development Partners
  • Professional networks and communities of practice

Experiences & Skills

    1. Education and experience
    • Higher education at Bac +3 level minimum, ideally Bac +5, in human resources, skills development, educational sciences, training engineering or related field.
    • At least 7 years of professional experience.
    • Significant professional experience in skills development, training or Learning & Development.
    • Proven experience in the design, deployment and evaluation of learning and skills development programs.
    • Experience in leading transformation projects involving multiple business lines, teams or levels of the organization.
    • Experience in the non-profit sector, ideally with a good understanding of operational realities and field environments.
    • Experience in team management and budget control.
    • Experience in an international and multicultural environment is a significant asset.
  • 2. Technical skillsThe holder must, in particular, demonstrate:
    • Excellent mastery of instructional design and training design, from needs analysis to the evaluation of learning and its impact.
    • An ability to design systems combining training, on-the-job learning, mentoring, communities of practice, peer sharing, mobility and digital learning.
    • A good command of approaches to skills development and assessment, including the construction and use of skills frameworks.
    • An ability to transform professional expertise or operational experience into a structured, accessible and transferable learning tool.
    • Strong project management and change management skills: diagnosis, design, planning, stakeholder engagement, deployment, monitoring and evaluation.
    • An ability to manage multiple projects simultaneously and to prioritize them based on their value to operations.
    • A good command of digital training tools and LMS environments.
    • An ability to build and manage a budget and to monitor activity and impact indicators.
  • 3. Managerial and behavioral skillsThe position particularly requires:
    • Excellent listening and analytical skills
    • Ability to mobilize, unite and persuade, including without a direct hierarchical link
    • Ability to work with subject matter experts and to challenge existing methods of knowledge transfer and learning
    • Change management and support for the adoption of new practices
    • Sense of teamwork and ability to work across departments
    • Ability to create simple and operational solutions in constrained environments
    • Autonomy, prioritization, and results orientation
    • Curiosity, learning ability, and a strong interest in knowledge transfer and continuous improvement
    1. LANGUAGES
    • Excellent command of spoken and written French.
    • A good level of professional English is essential, enabling you to work with English-speaking teams and contribute to the development of a bilingual learning offer.

Conditions

  • Contract duration and type: Permanent contract under Senegalese law, position based in Dakar
  • Salary: According to ALIMA salary scale

How to apply

  • To apply, please submit your CV and cover letter online before October 13th: here
  • Applications are processed in the order they are received.
  • ALIMA reserves the right to close the offer before the initially indicated deadline if a candidate is successful.
  • Only complete applications (CV in PDF format + Cover Letter) will be considered.
  • Applications from women are strongly encouraged.