JOB GENERAL OBJECTIVE AND CONTEXT

• The Pool, Career Management, and Recruitment Unit, part of the Learning and Development (L&D) area within the Human Resources (HR) Department, is responsible for securing, developing, and retaining a skilled workforce that aligns with the operational needs and priorities of MSF-OCBA in both quantity and quality.
• Reporting hierarchically to the Deputy Director of the HR Department, the Head of this Unit is a key member of the Learning and Development area of the department.
• The Head oversees the Recruitment, Development, and Profile Management Unit, ensuring that MSF-OCBA is staffed effectively to meet short, mid, and long-term operational needs. This role includes consolidating HR strategies and policies related to recruitment, selection, development, retention, and profile management, all tailored to the organization’s priorities.

The Unit comprises 22 positions, including:

• Coordinators leading the teams within the Unit.
• Teams specializing in Profile Management, Career Management, and Recruitment.
• Two Mobile Support Technicians.

Additionally, the Head of this Unit has a functional link with the Learning and Development Manager under the Learning Unit and collaborates closely with:

• Other heads of unit within the Learning and Development area/bubble.
• Operational HR Advisors assigned to each cell.
• Recruitment and Profile Management Heads from other MSF Operational Directorates.
• Recruitment and Career Management teams in MSF partner sections.

MAIN OBJECTIVES

• Propose development, retention, profile management, as well as recruitment & selection, strategies to ensure the provision of international mobile staff to the field as needed in terms of quality and quantity in the short, mid, and long-term.
• Ensure all vacancies—both in the field and at headquarters—are filled through effective staff management and selection processes, aligned with project-specific staffing needs and contextual realities in different operational regions.
• Analyze current human resource capacities and forecast future needs based on operational growth and the priorities outlined in the Executive Plan, Operational Policies, and HR strategies.
• Conduct detailed analyses of workforce trends and management practices by defining key indicators, evaluating data, and providing actionable insights to guide global HR strategies.
• Ensure workforce analyses encompass the global workforce, including Locally Hired Staff (LHS) originating from country program counterparts, to support operational continuity.
• Propose and implement measures to enhance recruitment management and retention, addressing challenges related to the shortage of international mobile staff in the field.
• Effectively lead and manage the team under your responsibility, ensuring alignment with operational priorities and responsiveness to evolving needs.

MAIN RESPONSIBILITIES & TASKS

OCBA’s HR Analysis and Capacity Building

• Analyze current workforce capacities and forecast future needs, considering operational growth and the priorities set in the Executive Plan, Operational Policies, and HR strategies.
• Develop and ensure the implementation of a resource plan that effectively addresses short, mid, and long-term needs.
• Propose and implement strategies to address potential human resource shortages/gaps and adapt to evolving operational demands.
• Coordinate with the Training Unit, Team Performance Unit (TPSU), and Technical Units (e.g., Medical, Logistics, and Finance) to build key competencies in staff.
• Ensure workforce analyses include the global workforce, particularly Locally Hired Staff (LHS) from country program counterparts, to support operational continuity and alignment.

Management of the international staff flow throughout their life cycle in the Organisation: emphasis on retention and development

• Propose strategies and policies focused on providing human resources to the projects:
  • Recruit and Select.
  • Draw up, implement, and follow up development plans.
  • Follow up and manage people in between missions.
  • Retention strategies: propose long term retention strategies for the Organisation for its key staff.
  • End of contract management.
• Ensure that these strategies are implemented (road map, development plans, etc).
• Manage mechanisms for detecting talent, manage careers for identified talented staff.
• Propose and assess the priorities of IMS in the pool for MSF training/learning solutions, based on development plans and the needs of the Organization.

Filling vacancies

• Ensure all vacancies, both in the field (regular missions and emergencies) and at headquarters, are filled through effective management, staff selection, and appropriate matching of candidates to positions.
• Collaborate with stakeholders to implement action plans that mitigate the impact of critical staffing gaps in programs.
• Foster strong communication and collaboration with other Units, particularly the Learning Unit, TPSU, and HR Advisors in various operational cells.
• Identify and implement opportunities to improve vacancy-filling processes, including leveraging diverse staffing avenues such as regional recruitment and partnerships.
• Develop and oversee the implementation of “matching support plans” for staff transitioning to new assignments, as needed.

Defines recruitment and profile management strategies in line with operational strategies and needs

• Provide the organization with an in-depth analysis of recruitment trends and profile evolution dynamics within MSF.
• Develop and consolidate the recruitment and profile management strategy in alignment with the organization’s strategic objectives, ensuring the Unit’s structure and operations are effectively adapted to meet these goals.
• Oversee and coordinate all selection processes, to ensure an adequate supply of first-time International Mobile Staff (IMS) with the required profiles for field positions, while maintaining safe recruitment practices.
• Define and monitor key indicators, consolidating and analyzing qualitative data and reports to evaluate and improve recruitment and selection strategies.
• Ensure that candidates with experience in other humanitarian organizations are validated in collaboration with Technical Unit referents for coordination roles and facilitate their adjustment phase in partnership with the Learning Unit, TPSU (Technical and Project Support Unit), and HR advisors in operational cells.

Management, Planning and follow-up of the Unit

• Align the Unit’s HR and financial planning with the Executive Plan, Operational Policy, and MSF-OCBA’s HR vision, strategy, and overall planning.
• Ensure the implementation of action plans and budget execution within the Unit through regular follow-up and review of planning and expenditures.
• Contribute to defining the overall strategy of the Human Resources Department as an active team member.
• Ensure the Unit’s structure and operations effectively meet the needs of MSF-OCBA and its workforce.
• Monitor progress and achievement of objectives based on defined indicators and planning goals.
• Track and report on key performance indicators and results.
• Lead and manage the team, providing support and fostering the development of their competencies.

Coordination with other Units / Departments / MSF Sections

• Stay updated on operational priorities related to HR needs and vacancies.
• Collaborate with the Behavior and Ethics Unit to follow up on recommendations, ensuring actions are aligned with the Deputy Director of HR.
• Work in collaboration with the Head of HR Conflict Management to ensure consistent handling and resolution of cases involving IMS, maintaining alignment with organizational policies and best practices.
• Maintain and strengthen strategic relationships with Partner Sections to actively involve them in the recruitment and development of human resources, addressing MSF-OCBA project needs and improving the integration and follow-up of personnel from Partner Sections.
• Participate in cross-departmental working groups within MSF-OCBA, contributing to initiatives such as hospital management projects.
• Coordinate and collaborate with other Units within the Learning and Development (L&D) area/bubble, as well as with other areas of the HR Department and other departments in MSF-OCBA, to align with organizational planning needs and monitor action plan implementation.

SELECTION CRITERIA

Education & Experience

• 3 to 5 years of consolidated experience in similar management position.
• Consolidated HR knowledge (selection, training, capacity building, competence-based management, global HR management…).
• MSF experience or with other humanitarian NGOs in coordination positions.
• Experience in team Management, experience in Career/pool management.
• Good command of English and French essential. Spanish is desirable.
• Advanced IT knowledge as a user (Microsoft Office setting).
• Knowledge of the ERP-SAP system will be a plus.

Competencies

• Commitment to MSF’s Principles
• Cross-cultural Awareness
• Strategic Vision
• Results and Quality Orientation
• Service Orientation
• Planning and Organising
• Initiative and Innovation
• Teamwork and Cooperation
• Capacity to work under strong pressure

Others

• Availability to travel (20% of the working time, including to MSF Network, missions and projects, sometimes in unstable contexts)