Main Purpose

Is responsible for ensuring the HR capacity
required and improving people capabilities, contribution and active
participation in order to achieve mission goals effectively. This will be
done according to
MSF
human
resources vision and values.

A
ccountabilities

• 
  Knows OCG’s recruitment
  and development policies, procedures and tools, adapt them to the
  Mission’s context and ensure an equitable, fair, transparent, efficient
  and accountable implementation throughout the Mission by all relevant
  people in the mission.
• 
  Provide expertise to
  all people involved in recruitment process on how to lead it properly with
  the aim of recruiting professionals and people with potentials to be
  developed.
• 
  Ensures alignment with
  existing policies and provides expert support to coordinators, activity
  managers and supervisors in recruiting and developing people under their
  supervision: first screening of CVs, interview methods, content, detection
  of potentials, best practices, performance management , alignment of
  development with operational objectives, etc
• 
  Support
  the projects in
  Recruitment and
  Selection process
• 
  Knows OCG’s induction
  policies, procedures and tools, adapt them to the Mission’s context and
  ensure its proper implementation for all newly recruited/arrived staff and
  for previously hired staff in the Mission who had no access to them when
  being recruited.
• 
  Ensures (together with
  the coordinator/supervisors/activity manager) that pre-established
  specific preparation or specific briefings for newly recruited/arrived
  staff on the basis of the profile sheet received or development plan are
  properly done in due time.
• 
  Ensure that all newly
  recruited/arrived staff receive a briefing agenda upon recruitment/arrival
  and that they are properly briefed by hierarchical and functional
  supervisor (if applicable) and receive all the due information according
  to the established procedures
  standard briefing content.
• 
  Follow up the quality
  and impact of whole briefing and induction processes, collects data and
  suggest improvements to HRCo
• 
  Suggests career paths
  and support plans for specific persons to HRCo and line managers ensuring
  a proper liaison with the Operational needs and objectives set, the
  results of Appraisals,
  the training
  possibilities (local, international, intersectional, regional, etc.) and
  the potentials identified.
• 
  Together with HRCo and
  Training Unit in HQ contributes to create and implement a mission training
  policy adapted to the Mission in order to respond to the needs identified
  among the staff, prioritizing those needed to ensure the Operational
  objectives set.
• 
  Together
  with HRCo and Training Unit in HQ contributes to the identification of
  training options at local / regional / international / intersectional
  level, and
  provide expertise upon request to line managers with regards to the
  assessment of training needs within the teams they supervise.
• 
  In close collaboration
  with HRCo and Training Unit in HQ ensures proper implementation of the
  Training Policy, procedures and tools in the Mission and support and
  develop training for Coordinators/supervisors/activity managers (i.e. HR
  Management, Appraisals , etc.)
• 
  Support and empower
  administration managers and HR/administration staff of the Mission in
  her/his area of expertise (i.e. recruitment, development, induction,
  detection of talent, training, etc.)
• 
  Provide expertise and
  support to all coordinators/supervisors/activity managers on how to
  implement Appraisals (tool , method, setting up objectives, follow up of
  action plan and best practices) with the aim to evaluate and develop
  competencies of the staff they supervise.
• 
  Look for
  synergy/exchanges with other MSF sections and other NGOs in terms of
  trainings, coachings and other development tools
• 
  Shares with HRCo all
  information/suggestions/activities which may have an impact in planning,
  budget or HR strategies (i.e. suggested career path, requested trainings,
  development events, mobility, etc.), and does not implement them without
  previous authorization of HRCo.
• 
  Collaborate with HRCo in building/updating the
  annual plan and budget, with regards to her/his area of work and
  responsibilities.
• 
  Communicate all relevant training matters to
  coordination level.
• 
  Provide support in the organisation of
  decentralised trainings
• 
  Manage training budget
• 
  Monitor
  and evaluate training program’s effectiveness, success and ROI
  periodically and report on them.
• 
  Update bimonthly
  the EPREP pool and the mobility list and ensure that all relevant
  information is available
• 
  Identify and assess future and current training needs through job
  analysis, career paths, annual performance appraisals and consultation
  with line managers as needed.
• 
  Maintain candidate
  databank/ pool for potential selection.

Requirements

Requirements

Education: Essential:
Bachelor of
Human Resource Management

Membership with the
Institute of Human Resource Management (IHRM).

Valid IHRM practicing license.

Desirable
:Certified Human Resource Professional (CHRPK)

Experience: Essential :
Working experience of at least two years in
HR.

Languages
:
English Essential & Swahili Desirable

Knowledge :
Essential
computer literacy (word, excel and internet)

Competencies:
Strategic Vison,People Management. Commitment, flexibility and Results

Benefits