Health Promotion Officer

CONTEXT: The current OCB operational and HR strategies (2023-2025), dictate the focus for learning & development in the field. The People Development Hub aims to develop MSF’s people working globally, so they have the capacity and capabilities to meet MSF’s operational needs and objectives. More specifically, in the 2023-2025 OCB Strategic Orientation, there is a highlight on the importance of mobility for the organization. More specifically “Mobility, both geographic but also functional, remains a key element to maintain our ‘sans frontierism’ identity. This means we must take the traditional labels away and adopt a global HR approach based on organisational needs and people’s competences. We will need a mobile workforce to ensure the right capacity, rapid deployment and adapted support to our projects, with skilled staff that have the relevant operations knowledge.” The focus on mobility is further reinforced in the OCB HR strategic document “A vision for the OCB global workforce”. As the Learning and Development Mobility focal point, you will be responsible for managing staff mobility initiatives within OCB. You will be a key member of the team focused on supporting OCB, specifically L&D profiles in the field, by developing and implementing L&D strategies, and related policies and tools. As Mobility focal point, you will coordinate, develop and manage mobility opportunities for all staff with a specific focus on Locally Hired Staff
- LHS. You will collaborate with other actors involved in mobility throughout the organization. This function is two-fold:
- Strategic Level: Defining a clear vision on mobility for the future, exploring options beyond detachment
- Operational Role: Coordinating and providing immediate responses to operational and development needs You will work under the guidance of the L&D Support and Deployment Team Leader. The team collaborates closely with L&D profiles and HR Coordinators (HRCOs) in countries of intervention, as well as HR Officers and key players in the People Development Hub at the HQ level. MAIN RESPONSIBILITIES: General Establish and maintain a robust network of regional and local mobility roles. Updates the global mobility strategic framework, from which various strategies might be selected from (detachment for development, shadowing, gap filling, internships) in close collaboration with PM’s and HRO’s and other relevant stakeholders and ensure its implementation Build a pro-active posture on mobility by setting correctly the links with key stakeholder (L&D Managers/HRCOs/PMs ) and by providing the needed resources (ie time, tools, processes, coms etc) Define a sustainable model to provide an overview of the mobility activities in OCB Tasks
- Ensure the list of LHS to be detached is up-to-date and validated by relevant parties (projects/missions, PM’s and HRO’s). Redefine and harmonize selection criteria for the identification of the personnel that could be detached
- Organise and update mobile national staff files (availability, evaluation form, profile sheet, competencies and skills) in the HR database. Train and coach L&D Managers and any other stakeholder on how to implement career management for mobile LHS
- Make targeted visits to missions of interest (i.e. missions that have a difficulty to identify/release personnel, missions with high human capital )
- Act as focal point for all communication with and questions from L&D Managers on mobility topics
- Get a clear picture of the HQ staff willing to go to the field and facilitates mobility from the field to HQ and vice versa, together with Brussels HQ HR Referent and equivalent positions in other OCB partner sections Matching
- Liaise with HRO & PM to determine a list of detachment positions or positions where detachment is possible
- Act with a double “casquette”. As PM towards the L&D Managers/HRCO (proposing positions, discussing available profiles, disseminating field HR needs, pool overview) and as a DA towards the PMs (i.e.availability lists, proposing profiles to be matched in open vacancies etc).
- Develop a good understanding of the requested profile for the vacancies by collecting information from the cell concerned (mainly OC and HRO) and integrating information
- Actively looks for swap, shadowing and internship opportunities and organize them with HRO’s/HRCo’s and PMs.
- Encourage HROs to promote mobility and PM to be open to detachments and other mobility possibilities
- Stimulate and engage the missions to ensure that they will release their capacity when needed
- Ensure that L&D Managers and Line Managers systematically brief and debrief the detached staff
- Ensure that a development plan is defined before departure as needed and that evaluations are done by the line manager
- In case of specific situation of gaps in the field, works with the PM and HRO to facilitate detachment of national staff and/or expatriates as an emergency solution REQUIREMENTS: