Position Summary

Under the leadership of the AFR HR Director/Business Partner, the Learning and Organizational Development (LOD) Manager collaborates closely with the Global Talent Management Team (GTM), AO subject matter experts, and National Directors (NDs)to design and implement area-wide strategies that enhance the quality and impact of Habitat for Humanity International (HFHI) programs.

The LOD Manager is responsible for strengthening individual, team, and organizational capacity across the Africa Area Office (AO) and National Offices (NOs), in alignment with HFHI’s Strategic Plan and the AFR Learning and Organizational Development Initiatives. This role oversees the integrated delivery of core services in talent management, leadership and people development, learning strategy, innovation, succession planning, knowledge management, and learning systems. By fostering a culture of continuous learning and high performance, the LOD Manager plays a critical role in building strong, collaborative communities of practice and positioning the region for sustainable impact and growth.

Essential Duties And Responsibilities2. Organizational Development and Talent Management. 3. Learning Implementation and Capacity Building.4. Knowledge Management and Knowledge Sharing.5. Ad-hoc Learning Needs and Strategic Projects.Minimum Requirements:Years of Related Experience:Knowledge, Skills & Abilities The Closing date for applications: 16th March 2026.

Strategic Learning and Development.
Closely cooperate with the ALT and people managers at AFR Area office to build the people strategy in departments, focusing on identification of individual and team development needs derived from the departmental and organizational strategy
Lead the identification, planning, implementation, and monitoring of people development initiatives across AO and NOs in alignment with departmental and organizational strategies.
Support the development and operationalization of the AFR LOD strategy in collaboration with the AFR HR Director/Business Partner.
Build in-house leadership and managerial development programs tailored to HFHI’s needs, including talent potential identification and competency-based development.
Partner with leaders and staff to address ad-hoc learning and development needs stemming from strategic projects.
Integrate all people development activities and decisions within the broader organizational strategy framework.
Coordinate the Performance Management cycle working in close collaboration with the AO people managers, NDs, HR teams and all staff across the region to build a culture of high performance, individual and team accountability.
Collaborate with the AFR HR Director, HR Business Partners, and program leaders to build leadership capacity across AO and NOs using diverse development methodologies (e.g., coaching, mentoring, peer learning).
Support the implementation of a talent management framework and succession planning, nurture a culture that enables the development and retention of critical skills and leadership within the region.
Co-lead the HRLOD community of practice (COP), and support succession planning processes across the region.
Coordinate with Area office SMEs to create and strengthen Technical Community of practices (COPs) for enhanced experiential cross learning, collaboration, team integration building technical synergies across the region.
Maintain and expand a roster of vetted external consultants, executive coaches, trainers, and institutional partners.
Coordinate and manage learning initiatives and training events (workshops, seminars, online modules) at regional and AO levels in partnership with AFR AO leadership and SMEs.
Facilitate access to internal and external capacity-building resources, including assessments, on-the-job experiences, staff rotation, job shadowing, coaching, and mentoring.
Identify, consolidate, and develop relevant tools and resources for training and leadership development programs.
Ensure AO and NOs have access to high-quality external support and resources through curated partnerships and expert engagement.
Develop and implement knowledge management strategies that support organizational learning across the region.
Actively engage with AO and NO leaders to identify relevant themes for learning and sharing across the network.
Coordinate knowledge-sharing platforms such as all-staff meetings, devotions and Sharing & Learning Weeks (SLW) to promote collaboration and exchange of best practices.
Redesign the knowledge-sharing system to improve accessibility, break silos, organize themes, and foster cross-office connections.
Develop a framework to monitor and evaluate the impact of knowledge-sharing activities.
Global and Regional Alignment (10%)
Represent the Africa Area Office in global networks and HFHI working groups on learning, knowledge sharing, and talent development.
Collaborate with the Global Talent Management team on the implementation of global initiatives, ensuring regional relevance and adaptation.
Lead or support regional partnerships that contribute to learning strategies and capacity development goals.
Address department-specific or project-based learning needs.
Deliver customized interventions based on emerging needs.
Bachelor’s degree in social sciences, Human Resources Management, or similar field required.
A master’s degree in Organization Development, Human Resource Management, Psychology, Business Administration, or a related field highly preferred.
Professional certifications in areas such as coaching (ICF), instructional design, knowledge management, or change management (e.g., Prosci, ACMP) an added advantage.
Minimum Seven (7) years’ experience working in a multicultural, international development or humanitarian context, especially in Sub-Saharan Africa.
Proven experience in organizational learning, leadership development, or talent management within a complex, multi-national context.
Demonstrated ability to design and implement people development strategies at multiple levels (individual, team, organizational) from design to impact assessment.
Familiarity with LMS platforms, virtual training tools (e.g., Moodle, Articulate, Coursera), or blended learning program design.
Demonstrated ability to facilitate complex dialogues, learning sessions, and coaching conversations at all organizational levels.
Familiarity with project cycle management and ability to coordinate multi-country learning programs or initiatives.
Experience in implementing competency models, talent reviews, or 9-box assessments.
Ability to foster collaboration and learning through virtual or in-person networks.

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Learning and Organization Development (LOD) Manager