Médecins Sans Frontières (MSF) is an international humanitarian aid organization that provides assistance in more than 60 countries to populations in distress, to victims of natural or manmade disasters and to victims of armed conflicts, without discrimination and irrespective of religion, creed or political affiliation. https://www.msf-azg.be
The People Deployment Hub coordinator has a strategic role in the HR department as s/he co-constructs the HR vision and strategy of the OCB HR department together with the HR committee (HR dept management team composed by the HR Director, the three other Hub Coordinators and the Department assistant).
The People deployment hub covers the following 4 areas: administration, international mobility (travel), reward and the staff health.
For those HR domains, the People Deployment Hub develops, promotes and monitors the implementation of a fair HR policy for OCB, in line with the needs of the social mission of the organization and coherent with MSF's values.
The culture of the hub, as defined by the whole team is accountability, professionalism (expertise, confidentiality and efficiency) and humanity (between us and with the others) ... and always with a touch of humor..
This position has the direct supervision over the 4 heads of area (staff health, administration, reward and international mobility). In total 30 people are working in the People Deployment Hub.
Strategic management and coordination of the hub
For the four areas covered by the deployment, the Hub Coordinator analyzes the environment, challenges, results, evolutions of the domain of the hub, incl. consultation of stakeholders and clarifies how the activity is affected by the changes of the organization.
Based on this analysis, and together with the teams, the coordinator translates the mission, the vision and the needs of the organization into a multi-year strategy.
The coordinator monitors regularly how the strategy is evolving and whether adjustments are required, especially in a fast-moving environment as MSF.
When it comes to processes and policies, the coordinator:
● Together with his/her team, specifies who does what when for any process that leads up to the expected results of the hub and keeps these processes up to date.
● If the process is supported by a policy, makes sure that the policy is adapted to the ambition of the organization.
● Makes sure that these processes and policies are known and available for all stakeholders
● Challenges the status quo and make sure that anything that is related to the domain of the hub is questioned with the sole purpose of making sure that HR and OCB as a whole is more successful at achieving its goals.
● Gets external information on new evolutions and insights concerning the domain and make this information available to the contributors of the domain.
● Develops initiatives to make sure that the strategy, results, processes, tools, policies, ... evolve to a better alignment to HR's objectives
Person and team management and development
As direct supervisor of the 4 circle referents and the facilitator of the psy team, acts as a coaching leader: regular feedback and follow-up, helps them to grow in their role, guides them to successfully fulfill their role.
The coordinator has the accountability over the setup, budget and FTE planning of the hub together with the circle referents.
The coordinator makes sure that the stakeholders of the hub are timely informed on changes in strategy, results, process and co-ordinates with others to make sure that communication is well aligned and relevant.
Main ongoing challenges:
1. Global workforce approach: until recently, the organization was organized in terms of HR around 3 separate staff groups: national staff, international staff and headquarter staff. The ambition and vision of the organization and the HR department is to move away from these labels and aim for a global workforce approach. The People Deployment Hub coordinator is the driving force to make this happen for the 4 domains covered by the hub. A specific challenge is related to adapt MSF's reward policy to this ambition. This is done through an international project to which the coordinator will get the chance to participate actively.
2. Recentralization and networked OC: the operational center Brussels of MSF has undertaken the direction to bring decision making closer to the projects. With this move, the current setup of support positions and structures around the projects is changing. The coordinator will be involved in the concrete translation of this direction in terms of People deployment support but also on what deployment will look like in a less centralized organization.
Education / experience
● Master Degree and/or equivalent experience in HR management and more specifically in HR administration and/or reward
● Legal/fiscal background/experience/knowledge is a strong asset.
● Knowledge of the Belgian social legislation
● 5 years in a people management position
● MSF Field experience is a strong asset
● Strategic vision
● Planning and organizational skills
● Coaching leadership
● Capacity to network, represent, negotiate and influence: to manage resistances, to be able to arbitrate, empathy
● Result and quality oriented
● Very good level of French and English, Dutch is an asset
● Expected starting date: 16/08/2021
● Contract type: Open-ended Contract (CDI), Full-time
● Location: based in Brussels
● Salary according to MSF-OCB HQ grid - Hospital Insurance (DKV) - Pension Plan - 100% reimbursement for public transportation costs
● Adhere to the MSF principles and to our managerial values: Respect, Transparency, Integrity, Accountability, Trust and Empowerment
● Adhere to the MSF Behavioral Commitments