Don’t meet every single requirement? In our experience women, Black, People of Color and Indigenous people, amongst other social identities, are less likely to apply to jobs unless they meet every single qualification. At MSF-OCBA we are dedicated to building a diverse, inclusive, and authentic workplace, so if you’re excited about this role but your experience doesn’t align perfectly with every qualification in the job description, we encourage you to apply anyways. You may be just the right candidate for this or other roles.

GENERAL CONTEXT
Médecins Sans Frontières is an international independent medical-humanitarian organization, which offers assistance to populations in distress, to victims of natural or man-made disasters and to victims of armed conflict, without discrimination and irrespective of race, religion, creed or political affiliation.
MSF is a civil society initiative that brings together individuals committed to the assistance of other human beings in crisis. As such MSF is by choice an association. Each individual working with MSF does it out of conviction and is ready to uphold the values and principles of MSF.
The MSF movement is built around five operational directorates supported by MSF’s 21 sections, 24 associations and other offices together worldwide. MSF OCBA is one of those directorates. The operations are implemented by field teams and the mission coordination teams; together with the organizational units based in Barcelona, Athens and decentralized Units in Nairobi, Dakar, Amman and Bogota. The field operations are guided and supported by 5 Operational Cells, the Emergency Unit and other departments supporting operations.

CONTEXT AND GENERAL OBJECTIVE OF THE POST
The Operational Cell-based HR Advisor (ReHuCO1 is the Spanish acronym) will contributes to achieve the operational challenges in cell 2 portfolio from the HR function analyzing and proposing actions to guarantee that the field teams have the right people in the right structures performing well towards clear objectives and under the frame of MSF policies and principles.
The ReHuCO is the reference person for the Human Resources function in the Operational Cell and is the functional referent of the HRCo2 in the field to whom s/he provides support and challenges to find field adapted solutions combining a good balance between immediate and long-term needs.
S/he is hierarchically accountable to the Head of the OC (ReCO), while functionally linked to the deputy
HR director of the HR Department.

RESPONSABILITIES AND MAIN TASKS

1. Provide strategic and technical support to field teams

• Collaborate with and give technical support to the teams in the field in all phases of the project cycle for regular, exploratory, and emergency missions.
• Leads the development of HR strategy of the missions within portfolio, ensuring it aligned with both Operations and HR Dept’s objectives.
• Support missions with HR advice when drafting the annual planning of the projects, in close collaboration with the rest of the members of his/her cell and the support of HR department.
• Provide HR technical support to the assigned portfolio, considering operational orientations and the input from support services.

1. ReHuCO – Recursos Humanos de la Célula Operacional
2. HRCo – Human Resources Coordinator

• Support emergencies when needed, to ensure effectiveness of our response.

2. Supervise and support implementation of policies and plans

• Ensure that the Organization’s HR principles, guidelines, and policies are implemented, as well as the recommendations mentioned in the different HR evaluations. Identify report on and defend situations in which their implementation is not viable or may hinder the achievement of operational objectives.
• Ensure compliance of the labor obligation with the local labor legislation, making sure MSF is a Responsible Employer.
• Contribute to implementation of the annual operational plan in the projects within portfolio, according to HR policies.

3. Ensure appropriate monitoring and management of HR in the field

• Transmit missions’ HR requirements to the HR Department, making sure they are pertinent, and coherent with local capacity in the field, to ensure appropriate procurement of resources, by Recruitment and Pool Management Unit, to missions.
• Follow up key field staff (departure and return, integration to the missions and projects, identification of potentials, follow-up and evaluation, development, potential move of LHS into IMS pool, etc.) together with the HRCO.
• Together with the MCT and other cell members promotes and leads initiatives oriented to improve the Team Performance in the field. This might include the follow-up of individual development plans for key staff.
• Monitors, supervises and promotes initiatives/practices towards good people management in the mission of the portfolio.
• Follow up behaviors Issues and support conflict resolution in collaboration with relevant factors such as behavior and ethic team.
• Participate as a member in the critical incident team when required.
• Follow up the HR management in the projects through field visits and technical reports.
• Monitor, guide and support the HRCo in the implementation of HR work plans at mission level.
• Inform pool managers about the performance of the teams so as to enable their development at the end of their mission.
• Links, guides and stimulates all initiatives related to HR deployment, development and support in LAPs (Limited Access Projects).
• Provides guidance and focus to HRCC (Human Resources Capacities Coordinator) and supports the HR department in the development of specific initiatives of professional development for international and key locally hired staff from the region.

4. Follow up projects and support reporting

• Ensure timely and accurate HR reporting is submitted by missions with analyses the fulfilment of operational and HR objectives, and feed HR monitoring and analysis.
• Follow the HR management in the projects through field visits and technical reports.
• Support the HR teams in the field when drafting the technical parts of reports for donors (if any), ratifying them with his/her Deputy RECO before submitting them to the corresponding donors.

5. Participate in HR processes and training

• Collaborate with the rest of the cell and HR in defining and approving descriptions of field positions, based on job profiles.
• Collaborate with HR in the assignment of field positions.
• Participate in the support and development of HRCos.
• Carry out technical briefings and debriefings of HR professionals in his/her cell and identify individual training needs.
• Ensure that HR teams receive technical and methodological information through briefings, specific sessions, coordinators’ weeks, technical publications, etc.
• Participate in internal and external courses imparted by OCBA in agreement with his/her corresponding RECO.

6. Contribute to his/her Operational Cell

• Be globally acquainted with all the projects as well as the current situation in each one of them.
• Represent the Cell during field visits.
• Contribute to his/her Operational Cell participating actively in decision making processes within his/her Operational Cell.

7. Others

• Manage the communication flows with the teams in the field and /or the HR Department, for issues that affect assigned portfolio.
• Consult support services for sparring and as technical content providers when needed.
• Participate in the HR on-call process in HQ.
• Participate to the dynamics with the other MSF OCs and with the Dakar Unit in Dakar hub.
• Participate in the operational backups.
• Ensure that knowledge management policies are implemented at his/her level of responsibility.
• Participate in the accountability transversal processes at his/her level of responsibility.

SELECTION CRITERIA
Education and experience

• Professional with a clear operational focus.
• Minimum 3 years of field experience with MSF or other NGOs within the humanitarian field in coordination positions as HR Coordinator.
• Consolidated experience in HR management is mandatory.
• Degree in Business Administration, Human Resources or similar will be an asset.
• Postgraduate courses in HR management will be an asset.
• Coaching skills.
• Expertise in the use of basic HR management tools (job profiles, evaluations…).
• Knowledge of the humanitarian context and projects; specially in the Sahel region will be an asset.
• Experience in conflict management is required.
• Experience in creation of HR development plans will be an asset.
• Fluent English and French.
• IT knowledge as advanced user. Knowledge of ERP (SAP) is an asset.

Others

• Availability to travel frequently and on short notice to the field.
• Flexibility with working hours.

CONDITIONS

• Permanent position based in Dakar, with travel to the projects 20% of the time.
• Full time job.
• Desirable commitment with the position of 3 years.
• Monthly gross salary: Level 13 based on Dakar Salary Scale (divided in monthly payments).
• Gross monthly salary (including base salary and surcharge): XOF 1,911,778.
• Career enhancement bonus: between 0 and XOF 819,333.
• Other secondary benefits (including housing allowance) based on MSF OCBA Reward Policy.
• Starting date: August 15, 2023.