About Mercy Corps

Mercy Corps is a leading global organization powered by the belief that a better world is possible. 

In disaster, in hardship, in more than 40 countries around the world, we partner to put bold solutions 

into action — helping people triumph over adversity and build stronger communities from within. 

Now, and for the future.

The Program / Department / Team (Program / Department Summary)

The Position (General Position Summary)

ROLE PURPOSE: This position is dedicated to enhancing staff capabilities and fostering their growth within Mercy Corps. The individual will spearhead the execution of Learning & Development (L&D) strategies and initiatives nationwide. Responsibilities include conducting L&D needs assessments, designing, facilitating, and delivering various L&D programs, promoting continuous improvement, nurturing internal talent, and implementing mentorship programs aimed at developing leadership potential. Additionally, the role involves maintaining comprehensive records of L&D activities and ensuring that all team members have access to institutional knowledge and know where to locate necessary resources.

Essential Responsibilities:

Manage employee on-boarding:

• Ensure Mercy Corps Sudan has robust and comprehensive induction program for new joiners and all new joiners receive the induction and mandatory trainings within first month.
• Maintain the records of staff inductions for tracking and compliance purpose. 
• Lead and conduct periodic refreshment training
• Ensure that all the new joiners completing their  mandatory trainings ( Code of Ethics, Essential Data fundamental and Security Orientation )  in their first month and other key trainings are contextualized to the lower-level staff, specially community-based staff and volunteers. 
• Oversees the Performance Management process of Mercy Corps Sudan and ensuring that managers, supervisors and team members  receive necessary support during through out the year.
• Ensures that all staff especially new joiners have SMART annual and probation goals
• Ensure that all new joiners completing the probation review on time.
• Conducts coaching, counselling and provides technical support both for managers, supervisors and team members in relation to staff performance and development. 
• Conducting monthly orientation session on Performance management system.
• Prepare reports and conduct analysis on the staff and overall performance of the team members of Mercy Corps Sudan.
• Prepares report  about the performance  status showing the completion rates, scores, area for team members improvement and the devolvement.
• Provides necessary training and orientation to ensure all staff are aligned are well aware of the organizations performance management system and its relevant goals.
• Prepare all the documents that relate to the performance management system.

Learning and Development: 

• In line with the overall strategy Mercy Corps Sudan, help identify the learning gaps both for individual staff and teams and provide technical support in addressing these gaps with through learning and development mechanisms.
• Use the information gathered from the performance appraisal to identify the capacity gap
• Work with the head of HR department  and head of departments to develop the L&D Plan for employees, in coordination with the ASMT and people’s managers.
• Lead the provision of good quality and appropriate learning, training and development for agreed staff groups, including current learning and development programmes such as Managing for High Performance, Leading for high performance and Leadership Development Programme, Mentorship Programs . 
• Promote regional & global talent development programs by holding orientation session and encouraging team members to apply.
• Ensure that Learning and Development plan are properly budgeted in implemented as planned in the annual L&D Plan/Calendar.
• Managing Learning Management System (LMS), generates reporting and analyse training statistics to ensure compliance and effectiveness.
• Making sure that the team members spending 5% of their time in learning.
• Facilitate and promote in house training programmes.
• Carry out assessment and review of impact of L&D activities on individual, project and organizational goals.
• Work the PaQ team and other department to organize orientation session on knowledge sharing about each and every department process.
• Organize orientations session for all new or updated policies.
• Support head of HR department in the Talent Development initiatives such as talent management, development of individual development plans to nature national talents at management and leadership level. 

Employee Wellness: 

• Conduct and/or review employee satisfaction surveys Allvoices survery and prepare and recommend wellness program.
• Ensure staff are aware of policies and applicable mechanisms to support physical, emotional and mental wellbeing
• Conduct wellbeing events time to times to promote staff wellbeing and positive workplace culture and coordination with head of departments and area managers. 
• Ensure staff are aware of the psychosocial support systems such as Konterra. 

Other

• Safeguarding, Ethics : Ensure that all Sudan team members are will  adjusted the 3 pillars of code of conduct policy and make sure we are practicing them in away that creates safe workplace and safe programs implementation areas. 

• Diversity, equity, and inclusion: Enforce policies that prevent discrimination and promote equal opportunities for all employees. 
• Organizational design: Evaluate Organization structure and design to achieve business goals through workforce planning and talent management strategies. 
• Employee experience : creating exceptional employee experience  which supports both organizational performance and individual satisfaction is an increasingly core function for HR. HR will continue to create a positive experience and support employee work-life balance through engagement and wellness; and will continue to innovate and continuously improve with initiatives like the Performance Management Pilot, Diversity & Inclusion, and Recognition Programs.
• Lead the staff recognition programs across the country office on annual basis.
• Maintain updated organizational and functional charts of Mercy Corps in monthly basis and whenever needed.
• As a core member of the HR team support the decentralization efforts and empowerment HR teams on delivery of quality HR services in field offices including quality staff inductions, policy awareness, overseeing development processes and etc. 

Additional job responsibilities

The duties and responsibilities as set out above are not exhaustive and the role holder may be required to carry out additional duties within reasonableness of their level of skills and experience.

HUMAN RESOURCES 

• Support Mercy Corps global and regional initiatives for human resources, including safeguarding and talent development.
• Collaborate with the people team to promote staff access to high quality learning opportunities, with a special emphasis on national team member development.
• Assist with the on-boarding of senior team members, ensuring they are set up for success and familiar with agency systems, procedures, and protocols.

SAFEGUARDING RESPONSIBILITIES 

• Actively learns about safeguarding and integrates it into their work, including safeguarding risks and mitigations related to their area of work.
• Practices the values of Mercy Corps including respecting the dignity and well-being of participants and fellow team members.
• Encourages openness and communication in their team; encourages team members to submit reports if they have any concerns using reporting mechanisms e.g., Integrity Hotline and other options.

Supervisory Responsibility

Supervise learning & development officer

Accountability

Reports Directly To:  Head Of HR Department

Works Directly With:  All Sudan’s teams 

Accountability to Participants and Stakeholders

Mercy Corps team members are expected to support all efforts toward accountability, specifically to our program participants, community partners, other stakeholders, and to international standards guiding international relief and development work. We are committed to actively engaging communities as equal partners in the design, monitoring and evaluation of our field projects.

Success Factors 

BEHAVIOURS (Values in Practice)

Accountability:

• holds self accountable for making decisions, managing resources efficiently, achieving and role modelling Mercy Corps’ Core Values
• holds the team and partners accountable to deliver on their responsibilities - giving them the freedom to deliver in the best way they see fit, providing the necessary development to improve performance and applying appropriate consequences when results are not achieved.

Ambition:

• sets ambitious and challenging goals for themselves and their team, takes responsibility for their own personal development and encourages their team to do the same
• widely shares their personal vision for Mercy Corps, engages and motivates others
• future orientated, thinks strategically and on a global scale.

Collaboration:

• builds and maintains effective relationships, with their team, colleagues, Members and external partners and supporters
• values diversity, sees it as a source of competitive strength.
• approachable, good listener, easy to talk to.

Creativity:

• develops and encourages new and innovative solutions
• willing to take disciplined risks.

Integrity:

• honest, encourages openness and transparency; demonstrates highest levels of integrity

QUALIFICATIONS 

 Degree in HR, Business Administration or any other field with 4 to 6 years of practical experience in an INGO environment   or a corporate or or private sector.

EXPERIENCE AND SKILLS

• Experience in talent development and capacity building is required for this role  more than 2 years
• Understanding of L&D standards, performance reviews and legislative principles, procedures and relating to employee management.
• Strong interpersonal, diplomatic and negotiating skills and ability to build positive relations and cross-organizational teamwork with colleagues. Consultative skills that draw on different perspectives and shares expertise to achieve best results. 

Outstanding planning and coordination skills, with an ability to handle multiple activities concurrently, work under pressure, and meeting tight deadlines. High level of resilience with the ability to be impartial and remain calm and composed under difficult circumstance. Effective project management skills, guiding staff and coordinating with virtual teams, working groups, communities of practice, and networks. Ability to lead and implement organizational change within a complex structure through engaging colleagues and with flexibility, adaptability and overcoming barriers to change through a solutions-oriented approach. Above average coaching and counselling skills.

Living Conditions / Environmental Conditions

The position is based in Gedaref and it requires up to 50% travel to support country programs, which may include travel to insecure locations where freedom of movement is limited and areas where amenities are limited. Housing for this role is in individual housing and staff will have access to good medical services and the living situation is of a high standard.

Ongoing Learning

In support of our belief that learning organizations are more effective, efficient and relevant to the communities we serve, we empower all team members to dedicate 5% of their time to learning activities that further their personal and/or professional growth and development

Team Efficiency and Effectiveness 

Achieving our mission starts with how we build our team and collaborate. By bringing together individuals with a variety of experiences, backgrounds, and perspectives, we strengthen our ability to solve complex challenges and drive innovation. We foster a culture of trust and respect, where every team member is valued for their contributions, empowered to reach their full potential, and motivated to do their best work.

We recognize that building a strong and effective team is an ongoing process, and we remain committed to learning, improving, and growing together.

Equal Employment Opportunity

Mercy Corps is an equal opportunity employer that does not tolerate discrimination on any basis. We actively seek out different backgrounds, perspectives, and skills so that we can be collectively stronger and have sustained global impact. 

We are committed to providing an environment of respect and psychological safety where equal employment opportunities are available to all. We do not engage in or tolerate discrimination on the basis of race, color, gender identity, gender expression, religion, age, sexual orientation, national or ethnic origin, disability (including HIV/AIDS status), marital status, military veteran status or any other protected group in the locations where we work.

Safeguarding & Ethics

Mercy Corps is committed to ensuring that all individuals we come into contact with through our work, whether team members, community members, program participants or others, are treated with respect and dignity. We are committed to the core principles regarding prevention of sexual exploitation and abuse laid out by the UN Secretary General and IASC and have signed on to the Interagency Misconduct Disclosure Scheme. We will not tolerate child abuse, sexual exploitation, abuse, or harassment by or of our team members. As part of our commitment to a safe and inclusive work environment, team members are expected to conduct themselves in a professional manner, respect local laws and customs, and to adhere to Mercy Corps Code of Conduct Policies and values at all times. Team members are required to complete mandatory Code of Conduct elearning courses upon hire and on an annual basis.

As an applicant, if you witness or experience any form of sexual misconduct during the recruitment process, please report this to Mercy Corps Integrity Hotline (integrityhotline@mercycorps.org).