GENERAL OBJECTIVE AND JOB ENVIRONMENT
The Profile Manager (PM) is hierarchically accountable to the Head of Recruitment, Development and Pool Manager and aims at contributing to develop the necessary professionals to support OCBA needs in terms of international positions in the short, mid and long term.
The position is placed within the HR Department including the Management and Assistant to the Department and 5 units: Policy Making; HR Management Unit; Recruitment, Development and Pool Management; Training; and Administration of Persons.
MAIN RESPONSIBILITIES AND TASKS
Responsible of composition and matching of the pools assigned
Analyse and continuously update the Ops needs in order to define the inflow of new candidates to respond to current and future needs in OCBA projects and missions. Advocate for 1st mission positions.
Enhance DEI (Diversity-Equity-Inclusion) within the coordination pools.
Set the priority needs for the Recruitment Team well in advance to ensure enough HR having the qualifications, training and competencies needed to address the operational needs.
Define and continuously update, in coordination with Head of Pool and the PM of each profile, the targets of 1st mission candidates by profile.
Ensure communication / consulting with other profile managers about common positions in order to appoint the candidates best suiting the job requirements and ensuring a global team view of the balance in projects.
Participation in field team meetings and with HRCOs to ensure flow of communication and pertinence in terms of team dynamics and team balance.
Ensure communication with HRM in order to revise the files of the key local staff identified by missions interested in to be part of the mobile pool.
Liaise with the technical referents in the technical departments for technical briefings, validation and the development of the pool as necessary.
Career Management of the profiles assigned
Provide an adequate induction to MSF (BF, PPD, specific support…) and to the specific positions to be hold in the field.
Guarantee that all the candidates pre-matched have access to the needed and updated information about the position, benefits, project, security…
Be responsible for searching, identifying and appointing the people to fill field vacancies, seeing in turn to the development of a career path for the Mobile Staff pool.
Keep information about availability and qualifications of each candidate in data base in order to define the most appropriate assignment in the field.
Keep regular communication with the people in the pool.
Follow up together with the HR Advisor that Mobile Staff receive the evaluations & upward feedbacks required.
Support each person of the pool to gain awareness and assimilate the improvement areas detected during the recruitment phase and during the first 12 months on the field.
Based on the profile, previous experience and/or level of performance shown on the field assess which is the most appropriate career path in MSF for each person of the pool considering the professional ambitions of the candidates, the MSF opportunities and the field needs.
Be the liaison with Behaviour Unit to ensure members of the pool are aware and adhere to OCBA Behaviour Frame.
Feedback the Recruitment Team to enable a continuous improvement of selection tools
The quality of the recruitment process and the newcomers joining the organization is a crucial procedure to be continuously improved. Not only the Competency Profile, the Technical Expertise and the Flexibility, but also the long-term engagement with MSF and the commitment to Humanitarian Principles, are key assets to protect from the Recruitment side.
Analyse the main strengths and weaknesses that 1stM/junior show in their first assignment, by profile, recruitment actor, nationality, etc.
Identify the core behaviours that make 1st missioners to succeed and collaborate with Recruitment Unit in the design of recruitment solutions.
Report and feedback the Recruitment Unit of OCBA and all PSs with the lessons learnt in terms of Competencies, Technical know-how and Commitment/Flexibility of each 1stM/junior assigned to the field.
Interaction with other OC’s and Partner Sections
Coordinate with the pool managers of the others OC’s , sharing needs, information and resources when needed and possible.
Coordinate with the Career Managers in the Partner Sections to increase the people from other PS engaged with OCBA operations. Collaborate with CM in the follow up of the development needs and career management of these people.
Other responsibilities
Actively participate in the PPD (Preparation for Primary Departure course).
Participate in the department and unit planning as well as in defining and/or adjusting the MSF Spain/OCBA HR policy.
Participate as a facilitator in training courses and workshops organised by MSF Spain/OCBA.
SELECTION CRITERIA
Experience in HR.
Field experience with MSF in various projects.
Good command of English and French. Spanish desirable.
IT knowledge as a user (Microsoft Office setting).
Knowledge / experience in ERP/SAP systems will be a plus.
Professional background matching with one of the pools will be a plus.
COMPETENCIES
Identification with MSF
Cross-cultural Awareness and Flexibility
Analytical thinking
Information Search and Management
Quality and Result orientation
Planning and organising
Initiative and Innovation
Internal User and / or End Beneficiary orientation
Teamwork
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