The Human Resources Director (HRD) is responsible for the overall management of all HR-related functions within the MSF SA section and, in collaboration with the Management Team to contribute to a well-functioning, conducive working environment.
The purpose of the Career Manager is to be responsible and accountable for the HR Department’s matching process in its entirety from the demands, placement, development, and retention. The role is responsible for building a coalition of networks to enable access to relevant information and key stakeholders to drive the matching strategy. The position entails a balance between the operational demands and the individual fieldworker to contribute HR to operations both in quantity and quality of the profiles.
The purpose of the Career Manager is to be responsible and accountable for the HR Department’s matching process in its entirety from the demands, placement, development, and retention. The role is responsible for building a coalition of networks to enable access to relevant information and key stakeholders to drive the matching strategy. The position entails balance between the operational demands and the individual fieldworker to contribute HR to operations both in quantity and quality of the profiles.
To provide specialist advice and implantation oversight over the MSF SA Field HR unit through developing the Field HR operational plan, managing implementation of the operational plan, managing and overseeing Field HR administration, recruitment, placement, retention, and employee wellness/mental health. The role provides oversight on ensuring that FHR functions according to best practices as established by MSF globally, the MSF Section and the humanitarian industry
The main purpose of my role is to work together with the L&D Regional Focal person in the development, implementation, maintenance and monitoring of the L&D work in the MSF SA Section.
My role plays a critical part in raising awareness, engagement, and conversion of the profiles and the right skills we required for the organisation within MSF Southern Africa by Managing the targeting, selection and recruitment process.
Responsibility toward Medical and Non-Medical field staff. Implement correct administration procedures regarding MSF SA staff mobility, such as visa applications, flights, accommodation, and insurance. Ensure good communication between the MSF SA office, Operation Centres, and all relevant stakeholders. Liaise with relevant service Providers as and when necessary, travel agencies. Work closely with staff mobility platforms to seek out opportunities, synergies, and collaborations. Organizing, scheduling, and communicating briefings and debriefings of fieldworkers to relevant stakeholders
The position is on the Recruitment process of identifying candidates that understand MSF core principles and are most suitable for open vacancies in DHR/FHR this is achieved through adherence to MSF recruitment policy and collaborating with departmental Managers to attain the correct profile.
The purpose of the Recruitment Manager is to oversee the Organisation’s recruitment process in its entirety, from the demands, awareness, engagement, conversion, assessments, and induction. This includes designing and modifying recruiting policies, and procedures, recording recruiting metrics, supervising the recruiting team and monitoring the recruiting team’s performance. The role is responsible for building a coalition of networks to enable access to relevant information and key stakeholders to drive the recruitment strategy.
Leads the organisational Human Resource Management through developing the operational plan, managing implementation of the operational plan, managing and overseeing HR Administration, remuneration, benefits, payroll and organisational design. Defining and managing the implementation of all HR management processes and systems and providing technical support and expertise in performance management, disciplinary and grievance matters to maintain a productive organisation.
Staying in regular communication with fieldworkers fosters engagement and contributes to overall retention strategies. Additionally, working with many fieldworkers across different operational centres in different project locations creates administrative layers where information is easily lost or not shared timeously. By staying in regular direct contact with fieldworkers, the HR officer is able to provide timeous admin support to fieldworkers and flag challenges in real-time to the HR manager.