Human Resource Partner to APH

Location: Any MSF office*

Contract: Fixed-term contract at 100%

Duration: Ideally 24 months or in compliance with national legislation; extension possible within developing APH criteria

Starting date: Asap

Deadline to apply: 11 Nov 2024

Compensation and benefits: MSF practice is to offer the C&B package current in the MSF entity establishing the contract.

*By default, the successful candidate will be offered a contract in the MSF office of their country of residence at the time of application.

I. MSF INTERNATIONAL

Médecins Sans Frontières (MSF) is an international, independent, medical humanitarian organisation that delivers emergency aid to people affected by armed conflict, epidemics, healthcare exclusion and natural disasters. MSF offers assistance to people based only on need and irrespective of race, religion, gender or political affiliation.

MSF International is the legal entity that binds together MSF’s 27 Institutional Members of which 24 sections, and other offices such as Branch Offices and Satellites. MSF International provides coordination, information and support to the MSF Movement, as well as implements international projects and initiatives as requested.

II. POSITION BACKGROUND

Access to adapted and affordable products of healthcare (APH) is critical to meeting the health needs of the populations MSF assists. MSF has been engaged in a wide variety of ways to improve APH in the past decades. In 2023, the MSF International Board approved the set-up of a new organisational model for APH work in MSF.

III. PLACE IN THE ORGANISATION

The APH Human Resource Partner is line managed by the MSF International HR Director and as delegated reports to the APH Head of Resources. As the APH is a part of the MSF International, this position is part of the International HR Department, under the management of the MSF International HR Director.

As human resources is a transversal area, close collaboration with the rest of the APH Management Team, such as the Executive Director, Heads of Advocacy or Analysis or Regional Coordinators is required. APH objectives and measures are set by the Head of Resources.

IV. OBJECTIVES OF THE POSITION

To us, the HR Partner is the go-to person for all employee-related issues within the APH and not covered by others, such as your local contracting section or the MSF International HR staff. This means managing activities such as job design, recruitment, employee relations, hr support to all APH staff, performance management, training & development and talent management, while upholding our values and principles.

As a transition position, there is several phases to its implementation. In the first phase, the focus is mainly on recruitment management and the hosting of positions around the globe in MSF offices. Additionally, reviewing and updating policies where needed according to the APH needs, working on the APH organisational structure, HR risk and assurance mapping and reporting will be a focal area. This first phase will probably be phasing over to the second, more permanent phase mid-2025. The next phase is then more about setting up and solidifying HR processes, such as 360 review routines, learning and development and others. Also, the strengthening of APH related control processes, policies and others. Here, visits to the APH hubs may be required, to establish a profound understanding of the HR needs and status quo in our different regions. Lastly, from end of 2025 onwards, it will be moving to business as usual, which may then also see an extension of this position beyond the transition phase.

V. MAIN RESPONSIBILITIES

Phase 1: Recruitment Management & APH HR Set-Up (2024 - Mid 2025)

• Oversee global recruitments for APH: Manage, facilitate and coordinate/carry out recruitment processes across MSF offices worldwide with the MSF-I HR team for APH positions and hubs, and develop metrics to monitor progress.
• Develop and Revise HR Policies: As delegated and in line with MSF International HR, review, update and/or create HR policies, guidelines and workflows with APH Head of Resources and MSF-International, to ensure legal compliance and alignment with organizational standards and needs – with a focus on our needs being globally hub-based.
• Assess and Develop Organizational Structure: Analyse and improve current organizational structures in collaboration with APH leadership, focusing on strategic alignment and efficiency based on the APH model.
• Manage APH HR risk and compliance: Identify HR-related risks and ensure compliance, while developing strategies to address emerging needs and help improve complaint/grievance system, insurance provision, absence monitoring, Privacy/Data Protection/GDPR related compliance world-wide (APH hubs and local compliance), and other systems/needs.
• Prepare HR Reports and Analytics: Define and analyse APH metrics and compile reports on recruitment, staff management, well-being and engagement, policy implementation, and risk management to provide insights for decision-making.

Phase 2: APH HR and Process Establishment (Mid 2025 - End 2025)

Continuation of Phase 1 and:

• Establish HR Processes and Frameworks (aligned and based on MSF International systems): Implement regular 360-degree employee reviews, set in place / enhance learning and development programs, standardize workflows, and develop engagement systems to support a global team.
• Strengthen APH Control Processes: Improve HR control measures, enhance operational efficiency with new policies, implement compliance monitoring systems, and review complaint/grievance processes with the APH Head of Resources, MSF International HR and others.
• Conduct Regional Assessments: When needed and as delegated: visit APH hubs to understand regional HR needs, collaborate with local teams to tailor solutions, and build strong relationships with regional offices to support strategic goals.

Phase 3: Transition to Business as Usual (Beginning 2026 Onwards)

Continuation of Phase 1 and 2, plus:

• Maintain HR operational stability: Oversee the transition to regular HR practices with a RACI (or similar) framework, monitor ongoing initiatives for strategic alignment, and refine HR processes to meet evolving needs.
• Support organizational growth and change: Identify role expansion opportunities, integrate HR functions into organizational strategies, and champion continuous improvement and innovation.
• Foster a collaborative HR environment: Engage with cross-functional teams to support goals, lead diversity and inclusion initiatives, and advise leadership on global HR matters.

Additional Contextual Considerations

• Position Evolution: This role will evolve over time, requiring flexibility and adaptability as organizational priorities shift. The APH Strategy is about to be written, only finalised in 2025, hence flexibility is required.
• Global Perspective: The candidate should be prepared for a role that demands a global outlook and understanding of diverse cultural and regulatory environments, understanding the autonomy of MSF contracting sections and a challenging and difficult hosting environment. Additionally, it means occasional work outside of regular working hours to meet different time-zones.
• Long-term Opportunities: While initially a transitional position, this role offers potential for growth and permanent placement, aligning with the organization's ongoing strategic goals.