Détails de l'annonce
Organisation : Médecins Sans Frontières - Artsen Zonder Grenzen
Site web : http://msf-azg.be/en/job/pool-manager-ocb-%E2%80%93-development-advisor-msf-belgium-for-supply-m-f
Adresse email : muriel.moussiaux@brussels.msf.org
Lieu de l'emploi : BRUSSELS /
Type d'emploi : Contrat à durée indéterminée
Type de contrat : Temps plein
Fonction : Animation/Formation
Date de publication : 05/02/2017
Date limite : 20/02/2017
Profil
CANDIDATE PROFILE
- 2 years MSF field experience in diverse contexts with supply/log position required (experience as Coordinator an asset)
- Supply Chain background an asset.
- A university degree in HR or social & human science an asset.
- An interest in and a well developed sense of human contacts required.
- Strong communication and negotiation skills required.
- Efficiently combines a strong short term focus on concrete results with a more proactive, strategic and therefore longer term approach.
- Demonstrates analytical skills, critical sense and is able to take decisions.
- Works as a part of a team and cross functionally but also autonomously.
- Stress resilient.
- Fluent English and French.
CONDITIONS
- Open ended contract - 3 years commitment expected - based in Brussels - Full-time
- Hospital Insurance (DKV) – Pension plan – Subsidised Canteen - 100% reimbursement for public transport cost
- Starting position as soon as possible
CV + letter of motivation to be sent before February the 21th 2017, to Human Resources, c/o Muriel Moussiaux, 46, rue de l'Arbre Bénit, 1050 Bruxelles/Brussel, Gewijde-Boomstraat 46 Or via e-mail to :
Recruit-HQ-HR@brussels.msf.org with PMDA in the title
Description
CONTEXT
Driven by MSF’s goals, the OCB Supply chain’s mission is to enable humanitarian action and provide reliable supply chain solutions. It comprises several sites, in each mission on the field (projects and capital), with MSF Supply its European Supply Center, and the Kenya Supply Unit its regional hub. The Supply Chain Department defines the global strategy of this supply chain, pilots its performance, and ensures that each site has the relevant support for its development.
This position’s purpose is to respond to the current and future HR needs of the OCB Supply Chain, in order to have the right people at the right place, at the right time. S/he will:
- Anticipate, identify, accompany and develop the people in order to facilitate the mobility amongst the sites of the OCB supply chain (HQ<>Field<>MSF supply<>KSU…).
- Support the recruitment effort of MSF and assist to evaluate incoming CV’s, promote an MSF supply career on the appropriate platforms and this in close collaboration with the MSF recruiters.
- Advise expatriates recruited by MSF Belgium concerning their career path, ensuring the match between the operational needs in terms of actual/future skills required for the different profiles/pools and the individual development of the expatriates.
- Be the pool manager for the supply pool, ensuring the right match between the vacancies from the field and the candidates available as pool manager of the OCB pool.
The “Pool Manager OCB – Development Advisor MSF Belgium” reports to the Recruitment & Development Coordinator (regarding to HR strategies and policies) and functionally reports to the supply chain department.
JOB PROFILE
POOL MANAGEMENT OCB
- Building the HR pyramid for his/her pool
- Collects the operational needs through open vacancies in short term and the matrice for longer term, assesses the match with the existing pool and works out short and longer term solutions in terms of quantity and competencies in collaboration with the supply department to answer at best to the operational demand.
- Carries out a statistical analysis of his/her pool in order to ensure that the pool matches operational requirements in both short and longer term.
- Participates to the definition of the first mission target for recruitment and accordingly manages the definition and development of his/her pool.
- Ensures the diffusion of the offer defined towards the different actors concerned (Recruitment & Career managers of Partner Sections, Training Unit) and collaborates with them in order to define adapted solutions.
- Upon request, facilitates the sensitisation activities related to his/her pool in collaboration with the recruitment unit.
- Matching
- Develops a good understanding of the requested profile for the vacancies by integrating information from the job profile, the job description, the mission context and specific requirements.
- Collect information (recruitment report if FM, evaluations, feedback from CA) on a potential candidate in order to be able to propose him/her for matching following the matching process.
- Makes the most efficient matching by selecting the best profile for the specific vacancy from the candidates available, as described in the “matching process”.
- Considers the global workforce to answer the operational needs: HQ staff, national staff and international staff.
- When identifying a position that will not be filled with pool members, look for alternative solutions, for example launching recruitment on post, re-discussing the set up in the field, etc.
- When needed according to matching process, discusses candidates with technical referent.
- Communicates regularly with operations through HRO and technical referents in the cells.
- Briefs and debriefs expats according to the policy.
- When identifying a position that will not be filled with pool members, look for alternative solutions, for example launching recruitment on post, re-discussing the set up in the field, etc.
- Works in close collaboration with Partner Sections (OCB and non OCB) to ensure the answer to the operational demand.
- Ensure optimal information exchange with the different CA so that s/he can do efficient and professional mission proposition.
- Facilitates the validation of CV by technical referent for the different recruiters.
- In collaboration with CA concerned, discusses potential identification and works towards retention through career plans that are balancing operations needs and the wishes of the expatriate.
DEVELOPMENT ADVISOR MSF BELGIUM
Facilitating individual and organisational development
- Encourage the employee to reflect on ambitions on a longer term (also after MSF), motivation and commitment, strengths and improvement areas and to translate this in short and long term career and development actions that create a win-win for the employee and the organisation. The individual development plan serves as a guide for the employee and a formalisation that is shared with CDM and PM. (see DA toolbox - content to be developed).
Hold development conversations (see DA toolbox - content to be developed) with the employee to discuss, understand and enrich the development plan. The added value of the DA will be in the:
Facilitating missions
- Coaching of the employee, i.e. provoking in depth reflection but also giving feedback on how the organisation perceives the employee’s performance and potential.
- Guidance in the means of development that MSF can offer (70-20-10 learning model that are summarised in the DA toolbox (content to be developed).
- Establishment of concrete individual plans that creates a win-win between the employee’s and the organisation’s ambitions.
- Maintain regular contact with field workers before, during and after missions. Although concerns on missions are addressed via line management and other channels, the DA is a person of trust to discuss issues during the course of engagement with MSF.
- Ensures that employee career data (e.g. availability dates, individual development plan, evaluations, debriefing notes, etc) are registered and up-to-date in order to allow HR colleagues to use these data efficiently.
- Shares all possible information on the mission/job that the employee needs to start with the right expectations.
- Makes sure that the employee departs in full compliance with the MSF’s policies (e.g. health, duty of care, to check) and legal requirements (e.g. linked to the country of origin and/or the destination country)
- Prepares briefings and de-briefings in liaison with HR Administration Officer.
- Briefing notes are made available to the organisation through the relevant HR IT systems
- Has prepared the concrete actions to undertake during the mission, fitting with the longer-term personal/professional development plan
- At least once during the mission the DA has a personal contact (mail, skype, phone, etc) to follow-up evolution.
- Debriefs expatriates returning from a mission, highlighting the skills acquired and those needing improvement, offering advice for future progress.
- Receives and processes end-of-mission evaluations
CAREER MOBILITY ON OCB SUPPLY UNIT
In close collaboration of the HR coordinators of the sites of OCB supply chain
- Support the movements of the employees across the OCB supply chain.
- Define with the different functions potential career paths for employees around the OCB Supply Chain
- Elaborate current and future mapping of competences of employees and identify employees for mobility.
- In collaboration with the Supply Chain Learning Officer, facilitate and advice on trainings and path for those employees in order for them to progress.
- Identify and report any administrative issue that could be a blockage to the mobility.
OTHER TASKS PM/DA Be
- Ensures systematic references taking with other OC or organization.
- Updates the HR database according to the different responsibilities/steps of the work.
- Carries out field visits when needed and after validation of the Coordinator PM in order to keep abreast of the situation in the field and to assess how the member of his/her pool are settling into their missions and posts.
- Participates to the selection committee for the training concerning his/her pool.
- Participates to the CoPro / ARO.
- Takes part in the HR and supply chain department and related department platforms and meetings and contributes to discussions on its objectives and strategies
