MSF-OCBA is looking for a DEI HR and culture responsible (Position based in any MSF-OCBA hub)

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 six operational directorates. 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 and decentralized in Nairobi, Dakar and Amman. The field operations are guided and supported by 5 Operational Cells, the Emergency Unit and other departments supporting operations, including the Human Resources Department.

BACKGROUND AND POSITION OBJECTIVE

In line with OCBA Strategic Orientations, we are looking for a DEI HR and Culture Responsible working in the Human Resources Department – with direct report to the HR Direction – in close collaboration with the DEI[1] Lead (General Direction) and with the People Center Advisor (Operations Department).

The main objectives of the position are to ensure the adoption of a diverse, equitable and inclusive culture in OCBA from an HR perspective and to contribute to the global change by playing an essential role in the dynamics, plans and groups created for that purpose. In this sense the DEI HR and Culture Responsible will be a member of the DEI management committee in OCBA.

MAIN RESPONSIBILITIES

Recruitment, Learning and Development

o Advice all HR actors (Pool Managers, Career Managers, Rehucos, HRCos, Development Managers) to embed the DEI lens in all reflections, policies, frameworks and dynamics to ensure equal opportunities and balanced access to learning and development initiatives

o Together with the HR teams revisit HR policies, tools and practices related with recruitment, contracting, learning and career management under a DEI perspective

o Support recruitment teams (HQ & Missions) to establish more inclusive procedures and requirements assessing affirmative actions when considered appropriate

o Support internal development actors at all levels to enhance visibility and opportunities for local hired staff development and gender balance in all initiatives, assessing affirmative actions in development packages when considered pertinent

o Advise how to integrate DEI lens in career management and validation processes

o Support Learning Unit to ensure policies and practices are focused to provide equal opportunities to all staff; ensure specific support to learning initiatives for local hired staff in all Missions and assess affirmative actions when considered relevant

o Ensure all informative packages (induction, onboarding, trainings, workshops…) and HR Communications integrate MSF values and DEI lens

o Support affirmative actions to enhance diversity in gender and origin for Senior and Middle Manager pools at Field and HQ level

Leadership and Management Model

o Ensure current strategies to disseminate the new Leadership model in OCBA

o Ensure Management style training packages are aligned with leadership model and DEI values

Culture of feedback

o Review current culture of feedback in OCBA from the perspective of fairness, professionalism, transparency and simplicity, and as first step for a fruitful and equitable development

o In this sense, support the review and upgrade of current feedback framework and tools for all OCBA staff

Monitoring and evaluation

o Ensure data collection in HR Department supports strategic discussions and DEI bets on recruitment, learning and career management

o Ensure HR reporting is adapted to organization culture and DEI bets and is regularly communicated and accessible to everyone

o Analyze trends and identify lessons learned and best practices in regular bases

SELECTION CRITERIA

• A deep passion on Diversity, Equity and Inclusion issues
• Experience in developing programs, guidelines and/or tools on gender equality, and in intersectional gender analysis and gender mainstreaming
• Experience working and/or researching racial relations will be valued
• Experience in transformation and change management
• Humanitarian/development experience desirable
• Diversity, Equity & Inclusion specific education will be valued

COMPETENCES:

• Commitment to MSF principles
• Cross-cultural awareness
• Leadership
• Analytic thinking
• Strategic vision
• Teamwork and cooperation
• Initiative and innovation
• Capacity to negotiate
• Networking and building relationships

CONDITIONS

• Position based in any MSF-OCBA Hub (Barcelona, MSF-Spain office delegations, Buenos Aires, Amman, Dakar or Nairobi).**
• Full time job
• Minimum commitment of 3 years
• Annually gross salary: HQ-4C (divided in 12 monthly payments) + secondary benefits, based on MSF OCBA Reward Policy
• Starting date: Immediately

MSF is committed to achieving workforce diversity in terms of gender, race, nationality and culture. Individuals from minority groups, indigenous groups and persons with disabilities are encouraged to apply. We are committed to achieving a balanced gender distribution and therefore encourage women to apply. All applications will be treated with the strictest confidence.

MSF provides a work environment that reflects the values of gender equality, teamwork, integrity and a healthy balance of work and life. MSF does not tolerate sexual exploitation and abuse, any kind of harassment, including sexual harassment and discrimination. All selected candidates will, therefore, undergo reference checks.

Médecins Sans Frontieres, as a responsible employer, under article 38 of “Ley de Integración Social del Minusválido de 1982 (LISMI)” invite those persons with a recognized disability and with an interest in the humanitarian area to apply for the above-mentioned position.

[1] Diversity refers to different values, attitudes, cultural perspectives, beliefs, race, ethnicities, nationalities, sexual orientation, gender, disability, health, social and economic status, marital status, faith, skills, age, and other specific personal characteristics. Diversity characteristics vary from person to person and intersect, making each person unique.

Equity is the fair treatment, access, opportunity, and advancement for all people, while at the same time striving to identify and eliminate barriers that have prevented the full participation of some groups. Improving equity involves increasing justice and fairness within the procedures and processes of institutions or systems, as well as in their distribution of resources. Tackling equity issues requires an understanding of the root causes of outcome disparities within our society.

Inclusion refers to the degree to which any individual or group can be and feel welcomed, respected, supported, and valued to fully participate in processes, activities, development opportunities and decision-making within the organisation.