The cells are the direct interface between the HQ and the field.
Each member is in charge of a specific component under the supervision (hierarchical link) of an Operations Coordinator, with a functional link (technical link) with the coordinator of the corresponding department.
In the cell, the HR department is represented by the HR Officer.
Following the Regrouping process, the cells and RSTs (Regional Support Teams where the Field Recentralisation process is implemented) have been reorganized by region.
Each of the four cells remaining with a classic set up, Cell2, Cell3, Cell4 and Cell6, currently have an operational portfolio of 5 to 6 missions to support.
To allow the HR Officer of Cell 4 and Cell 6 to take charge of the strategic dimension of the role, these cells are supported by an additional HRO Duo.
As the HRO Duo, you are familiar with all the projects of the two cells you are supporting.
You have a role of first line support to missions, are part of two cells, working hand in hand with the HRO and in close collaboration with the HR Department and are assisted by the Centre of Expertise in the HR Department.
You are under the direct managerial line of the Operational Coordinators of the two Cells.
You are the main guarantor of the HR OPS demands’ coherence and quality, the matching process, administrative and legal management, team management and HR Eprep (Emergency preparedness strategy) in missions.
MAIN RESPONSIBILITIES 1.
Definition of operational HR Demand in the HR Department Manage the organic growth:
new post validation, exceptions management, etc.
During the ARO (Annual Review of Operations) process, support the missions in the elaboration of the Annual Detachment Plan and the Annual Training Plan 2.
Matching process and Mobility Take part in the International Mobile Staff (IMS) selection for the missions according to the defined frame for the matching process Monitor the quality of the use of HR for the movement and the adequacy of resources with the project(s)/mission(s).
Participate to common efforts needed for the institution to create a healthy HR pyramid in terms of positions in our projects Mobilize the projects teams to provide an HR demand which is clear, precise, complete, quality-driven and predictable.
Vacancy on time, Wedoo clean, documents updated on OOPS/I drive.
Supervise the quality of set up in the mission (coordination and project) Manage the Departure Form (DF) and Welcome Back file (WBF) in Wedoo Manage exception and specific case management for IMS (families, exception on Ccmp&Ben, etc.).
Follow and manage the early returns and ensure the link with the Staff Health Unit when it comes to IMS health Ensure the planning for briefing and debriefing and that mission Coordinators are briefed and debriefed accordingly Be the cell referent for the follow up of Locally Hired Staff (LHS) detachment 3.
Coherence and quality of administrative management Ensure that decisions applying to employees take into account legal requirements and good HR management principles Together with the HRO (according to the topic), support and guide missions in implementing the new policies (from HQ to Field) Steer the HR Coordinator (HRCo) towards an optimal management of HR information tools (Homere, Wedoo,…) and their use as a management tool Ensure the quality of the Homere and Wedoo databases Follow the good implementation of HR insurances in missions 4.
Legal management Ensure support for the management of the punctual legal cases, together with the Legal Department Support Coordination teams on legalizations (MSF registration, Power of Attorney, etc.) 5.
Team Management Ensure the empowerment of HR chain in Behaviour management Ensure that MSF values are appropriated and respected in missions Play a key role in the resolution and/or management of conflicts Support Coordination on team management 6.
HR Eprep Support the mission in the definition of the mission’s Red Organigram Guide the mission to build the necessary back up for the staff embedded in the Red Organigram 7.
Formative supervisor of the HRCos Frame, support, follow and develop HRCo competencies, together with the HRO, and with the career manager/pool manager who has identified the areas of development and this in the specific frame of formative supervision 8.
Various Ensure the needed Field visit in the supported missions and the related feedback to Pool Managers Get involved in vertical files upon request from the CO and/or the Head of Field HR According to availability, experience, and/or affinity, may play the role of referent or key user in certain fields (Homere, WeDoo, …) for the rest of the team Participate actively in platforms (cell meeting, HRO platform, HR department, HRCo Gathering, ARO and Project Intention, Quarterly Monitoring Meeting, B&O, etc.) Be the backup of the HROs upon request and according to availability/workload Co-present training sessions (HR Onboarding & HR Foundations & AHRMC) ACODEV
