F/H personnel development manager

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Country: Senegal Organization: Doctors Without Borders Closing Date: 27 Mar 2025

Doctors Without Borders, an international humanitarian medical association created in 1971, provides medical assistance to populations whose life is threatened: mainly in the event of armed conflicts, but also epidemics, pandemics, natural disasters or even exclusion of care.

MSF West Africa is looking for a:

F/H personnel development manager

Position in organization
Responsible (hierarchical): HR manager headquarters
Responsible (functional): HR manager headquarters
Professional field: RH
Supervise (function): Assistant-e rh

Mission

Ensure that HR has the required capacities: assess and improve staff skills, contribution and active participation so as to effectively achieve the objectives of the mission. Act in accordance with MSF’s vision and values ​​in human resources.

Main responsibilities:

• Know the recruitment and development policies, OC procedures and tools, adapt them to the context of the mission and ensures that their implementation by all the persons concerned is fair, fair, transparent, efficient and responsible throughout the mission.
• Bring your expertise to all people involved in the recruitment process on how to carry it out properly with the aim of recruiting professionals and people with potential to develop.
• Ensure harmonization with existing policies and provide expert support to coordinators, activity managers and supervisors during the recruitment and staff development they will supervise: first CV examination, maintenance methods, content, detection of potentials, best practices, performance management system, alignment of development on operational objectives, etc.
• Know the OC policies, procedures and tools in terms of integration, adapt them to the context of the mission and ensure their correct implementation for all recently recruited/arrived staff and for staff previously hired but having not had access to it.
• Ensure (with the coordinator/supervisor/activity manager) that specific pre -established preparation or specific briefings intended for recently recruited/arrival staff, on the basis of the profile sheet received or the development plan, are correctly done and in due time.
• Make sure that the recently recruited/ arrival staff receive their briefings calendar, during recruitment/ upon arrival, whether he is well informed by his hierarchical and functional supervisor (if applicable) and that he receives the compulsory information according to the established procedures and the standard content of the information note.
• Follow the quality and impact of all information and integration processes, collect data and suggest improvements to the RHCO if necessary.
• Suggest professional careers and support plans for people specific to RHCO and operational executives, consistent with operational needs and set objectives, performance management system results, training possibilities (local, international, intersection, regional, etc.) and identified potentials.
• In collaboration with the RHCO/HR advisor and the headquarters training unit, help create and implement a training policy adapted to the mission in order to meet the needs in identified personnel and by giving priority to the personnel necessary to ensure the operational objectives that have been defined.
• In collaboration with the RHCO, ARH/HR advisor and the training unit at headquarters, contribute to the identification of training possibilities at local/regional/international/intersection level and, on request, bring its expertise to operational executives for the evaluation of training needs within the teams they oversee.
• In close collaboration with the RHCO, ARH/HR advisor and the training unit at headquarters, ensure the correct implementation of the training policy, procedures and tools in the mission, and support and develop the training of coordinators/supervisors/activity managers (eg HR management, performance management system, etc.)
• Support and empower administrative managers and HR/administrative staff of the mission in its field of expertise (eg recruitment, development, integration, detection of potentials, training, etc.)
• Bring your expertise and support to all coordinators/supervisors/activity managers on how to use the performance management system (tool, method, objectives definition, action plan monitoring and best practices) so that they can assess and develop the skills of the personnel they supervise.
• Finding synergies/exchanges with other MSF sections and other NGOs in terms of training, coaching and other development tools.
• Share with the RHCO all the information/suggestions/activities that may have an impact on planning, budget or HR strategies (e.g. suggested career plan, requested training, improvement activities, mobility, etc.) and not implement them without the prior authorization of RHCO.
• Collaborate with the RHCO to establish/update the annual plan and the budget in its field of activity and responsibility.

SPECIFIC RESPONSABILITIES AT THE MSF / Context section

• Bring expertise and support to all coordinators/supervisors/activity managers on the implementation of the performance management system (tool, method, objectives, monitoring of the action plan and good practices) in order to assess and develop the skills of the personnel they supervise.
• Set evaluation periods (annual, mid-term if necessary) with managers, the HR manager of MSF Senegal
• Ensure periodic collection and archiving of all objectives and assessments for each staff of MSF Senegal
• Follow the test periods for all the staff, give the necessary support for test periods and ensure that each staff receives the feedback on its trial period on a good date and apply the consequences of these returns
• Design the assessment tools and models to use for each profile.
• Analyze the staff assessment and the supervisor’s commitment to the fields to be improved
• Follow up training made by the staff and ensure their encoding in the SIRH
• Define with the coordination team the ideal skills and level set that each MSF Senegal post should have.
• Develop and implement strategies, policies, procedures and tools and adapt them to the context of MSF Senegal
• Sourcing existing and possible training for MSF Senegal staff and maintaining active networking with establishments and benchmark training and education providers
• Look for opportunities for MSF out -of -the -art partnerships that can enrich the portfolio of available learning solutions and resources.
• Make the link with the different L&D departments of the various seats /hubs and other MSF offices
• Write training policy and other policies related to the development and career management of MSF Senegal staff and ensure their popularization
• Develop the training budget by entity of the MSF Senegal office
• Support managers/team supervisors of the MSF Senegal office in the analysis of needs for everything related to skills.
• Propose career paths or a development plan for each member of MSF Senegal in collaboration with the HR team headquarters and the hierarchical superiors, by ensuring a good connection between the needs and the operational objectives set, the results of the performance management system, the training possibilities and the identified potentials.
• Evaluate the current level of skills and skills of the entire MSF Senegal team.
• Distribute /relay training offers open to MSF Dakar staff, comply applications and send them to the organizing section
• Coordinate staff mobility, in conjunction with the Dakar office and possibly other pool managers.
• Implement 360 ° assessments of MSF Senegal staff
• Ensure the PAM and RRH backup in the event of absence on delegated tasks.

Profile sought:

Formation : Human resources diploma

Experience :

• Professional experience of at least two years in the HR field
• Prior experience desired with MSF or another NGO in developing countries

SKILLS :

• Staff management and development
• Membership of MSF principles
• Flexibility of behavior
• Results and sense of quality
• Teamwork and cooperation

LANGUAGES :

• French essential
• English an asset

Status and conditions:

CDD of 12 months full time. Post based in Dakar.

Salary: Level 10 of the MSF Senegal wage grid.

How to apply

F/H staff development manager | Doctors Without Borders

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