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About the Role

The Director, People Development is responsible for planning and implementing people development initiatives for the IRC’s Crisis Response, Recovery and Development (CRRD) department. This role partners closely with the Global Learning & Development Team and P&C Partners across CRRD to plan and facilitate workshops, peer learning groups, talent review processes, and support other talent management and learning efforts. The goal is to build capability and competency to achieve CRRD's strategic action plans, leadership diversity targets, and improve the development, retention, and internal promotion rates of top talent.

Responsibilities

Serve as a member of the CRRD People & Culture leadership team, contributing to strategy development and L&D priorities aligned with IRC's Strategy 100 and Delivery Letter goals.
Build and maintain trusted partnerships with senior CRRD leaders, regional directors, and country directors to ensure sustained engagement and measurable adoption of people development programs.
Act as the primary voice of CRRD within the Global Learning & Development team, ensuring globally implemented programming reflects the needs of field-based staff and leaders.
Translate CRRD's strategic priorities into scalable learning and talent development plans, adapting programs to varying operational contexts.
Partner with CRRD P&C Partners to design and deliver new leader integration and country director onboarding experiences.
Contextualize, communicate, and drive organization-wide learning and development initiatives across CRRD.
Design and implement people development programs, including talent review, succession planning, manager capability building, and P&C capacity strengthening.
Build CRRD's talent movement and capability-building infrastructure, including workforce planning and succession readiness pipelines.
Maintain and deliver a strategic roadmap of people development initiatives while remaining agile to address unexpected needs.
Identify and champion the responsible use of AI tools and technologies to enhance talent development and learning and development work.
Establish and track key metrics to evaluate program effectiveness and report progress to leadership.

Requirements

Minimum 8–10 years of progressive experience in learning & development, talent management, or organizational development.
Demonstrated experience designing and implementing people development programs across a complex, matrixed organization.
Proven ability to design and facilitate leadership and manager development programs, talent reviews, and succession planning processes.
Experience conducting learning needs assessments and translating findings into targeted, scalable development solutions.
Proficiency in tracking and reporting on L&D metrics and using data to evaluate and iterate program effectiveness.
Familiarity with instructional design methodologies and adult learning principles.
Exceptional relationship-building and influencing skills, with demonstrated ability to partner effectively with senior leaders and stakeholders across functions and geographies.
Strong in-person and virtual facilitation skills, with experience leading workshops, peer learning groups, and leadership programs across diverse, multicultural audiences.
Ability to navigate ambiguity and competing priorities, balancing a strategic roadmap with agile responsiveness to emerging needs.
Deep understanding of the operational realities of field-based and humanitarian contexts, with the ability to design programs that are relevant and accessible across limited resource environments.
Ability to work across multiple time zones and with globally distributed teams; willingness to travel internationally as needed.
Some experience applying AI tools and technologies to talent development work is preferred.
English fluency.
Proficiency in an additional core IRC language (French, Arabic, Spanish) is strongly preferred.

Skills

Learning & Development
Talent Management
Organizational Development
Program Design
Program Implementation
Leadership Development
Manager Development
Talent Review Processes
Succession Planning
Learning Needs Assessment
Instructional Design
Adult Learning Principles
Relationship Building
Influencing Skills
Stakeholder Management
Facilitation (In-person and Virtual)
Workshop Leadership
Peer Learning Group Facilitation
Navigating Ambiguity
Agile Responsiveness
Workforce Planning
AI Tools for Talent Development
Data Analysis for L&D Metrics

Location

Kenya
Jordan
UK

Work Type

Full-time

Experience Level

8-10 years

Salary/Compensations

GBP 65,785 - GBP 73,095

About the Company

The International Rescue Committee (IRC) responds to the world's worst humanitarian crises, helping to restore health, safety, education, economic wellbeing, and power to people devastated by conflict and disaster.
Founded in 1933 at the call of Albert Einstein, the IRC is one of the world's largest international humanitarian non-governmental organizations (INGO), at work in more than 40 countries and 29 U.S. cities.
IRC employees deliver lasting impact by restoring safety, dignity and hope to millions.
IRC operates and enforces policies on Safeguarding, Conflicts of Interest, Fiscal Integrity, and Reporting Wrongdoing and Protection from Retaliation.
IRC is committed to taking all necessary preventive measures and creating an environment where people feel safe, and to taking all necessary actions and corrective measures when harm occurs.
IRC builds teams of professionals who promote critical reflection, power sharing, debate, and objectivity to deliver the best possible services to our clients.

Equal Opportunity

All International Rescue Committee workers must adhere to the core values and principles outlined in IRC Way - Standards for Professional Conduct. Our Standards are Integrity, Service, Equality and Accountability.