Personnel Development Manager M/F At Doctors Without Borders

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Experience 0-2

Médecins Sans Frontières, an international humanitarian medical association created in 1971, provides medical assistance to populations whose lives are threatened: mainly in the event of armed conflicts, but also epidemics, pandemics, natural disasters or even exclusion from care.

MSF West Africa is looking for a:

Personnel Development Manager M/F

Position in the Organization
Responsible (hierarchical): HR Manager Headquarters
Responsible (functional): HR Manager Headquarters
Professional field: HR
Supervises (Function): HR Assistant

Mission

Ensure HR has the required capacities: assess and improve staff skills, contribution and active participation in order to effectively achieve mission objectives. Act in accordance with MSF’s vision and values in terms of human resources.

Main responsibilities:

Know OC’s recruitment and development policies, procedures and tools, adapt them to the mission context and ensure that their implementation by all concerned is fair, just, transparent, effective and accountable throughout the mission.
Provide expertise to all those involved in the recruitment process on how to conduct it correctly with the aim of recruiting professionals and people with potential to be developed.
Ensure alignment with existing policies and provide expert support to coordinators, activity managers and supervisors in the recruitment and development of the staff they will supervise: initial review of CVs, interview methods, content, detection of potential, best practices, performance management system, alignment of development with operational objectives, etc.
Know OC’s integration policies, procedures and tools, adapt them to the mission context and ensure their correct implementation for all recently recruited/arrived staff and for staff previously hired but who did not have access to them.
Ensure (with the coordinator/supervisor/activity manager) that the specific pre-established preparation or specific briefings intended for recently recruited/arrived staff, based on the profile sheet received or the development plan, are correctly done and in a timely manner.
Ensure that newly recruited/arrived staff receive their briefing schedule, upon recruitment/arrival, are well briefed by their line and functional supervisor (if applicable) and receive mandatory information according to established procedures and standard content of the briefing note.
Monitor the quality and impact of all information and integration processes, collect data and suggest improvements to RHCo if necessary.
Suggest career paths and support plans for specific individuals at HRCo and operational executives, consistent with operational needs and objectives set, performance management system results, training opportunities (local, international, intersection, regional, etc.) and identified potentials.
In collaboration with the HRCo/HR Advisor and the HQ Training Unit, contribute to creating and implementing a mission-specific training policy to meet identified staffing needs and prioritizing personnel needed to ensure defined operational objectives.
In collaboration with the RHCo, ARH/HR Advisor and the training unit at headquarters, contribute to the identification of training opportunities at the local/regional/international/intersection level and, upon request, provide expertise to operational managers for the assessment of training needs within the teams they supervise.
In close collaboration with the RHCo, ARH/HR Advisor and the Training Unit at HQ, ensure the correct implementation of the training policy, procedures and tools in the mission, and support and develop the training of coordinators/supervisors/activity managers (e.g. HR management, performance management system, etc.)
Support and empower administrative managers and HR/administrative staff of the mission in their area of expertise (e.g. recruitment, development, integration, potential detection, training, etc.)
Provide expertise and support to all coordinators/supervisors/activity managers on how to use the performance management system (tool, method, objective definition, action plan monitoring and best practices) so that they can assess and develop the skills of the staff they supervise.
Seek synergies/exchanges with other MSF sections and other NGOs in terms of training, coaching and other development tools.
Share with the RHCo any information/suggestions/activities that may impact HR planning, budget or strategies (e.g. suggested career path, requested training, development activities, mobility, etc.) and not implement them without prior authorization from the RHCo.
Work with the RHCo to establish/update the annual plan and budget in his/her area of activity and responsibility.

RESPONSIBILITIES SPECIFIC TO THE MSF SECTION / CONTEXT

Provide expertise and support to all coordinators/supervisors/activity managers on the implementation of the performance management system (tool, method, setting objectives, monitoring the action plan and best practices) with the aim of assessing and developing the skills of the staff they supervise.
Set evaluation periods (annual, mid-term if necessary) with managers, the HR Manager at MSF Senegal headquarters
Ensure the periodic collection and archiving of all objectives and evaluations for each MSF Senegal staff member
Monitor trial periods for all staff, provide necessary support for trial periods and ensure that each staff member receives timely feedback on their trial period and enforce the consequences of this feedback
Design the assessment tools and models to be used for each profile.
Analyze staff evaluation and supervisor engagement on areas for improvement
Monitor training provided by staff and ensure that it is entered into the HRIS
Define with the coordination team the ideal set of skills and levels that each MSF Senegal position should have.
Develop and implement strategies, policies, procedures and tools and adapt them to the context of MSF Senegal
Sourcing existing and possible training for MSF Senegal staff and maintaining active networking with reference training and education institutions and providers
Seek partnership opportunities outside MSF that can enrich the portfolio of available solutions and learning resources.
Liaise with the various L&D departments of the various MSF headquarters/hubs and other offices
Draft the training policy and other policies related to the development and career management of MSF Senegal staff and ensure their popularization
Develop the training budget by entity of the MSF Senegal office
Support MSF Senegal office team managers/supervisors in analyzing needs for everything related to skills building.
Propose career paths or a development plan for each member of MSF Senegal in collaboration with the HR team at headquarters and line managers, ensuring a good link between the needs and operational objectives set, the results of the performance management system, training opportunities and identified potentials.
Assess the current level of skills and competencies of the entire MSF Senegal team.
Disseminate/relay training offers open to MSF Dakar staff, compile applications and send them to the organizing section
Coordinate staff mobility, in liaison with the Dakar office and possibly other pool managers.
Implementing 360° evaluations of MSF Senegal staff
Ensure backup of PAM and HR in case of absence on delegated tasks.