Career Niche

All Information about Carrer

Carrer Management




Médecins Sans Frontières is a world unbiased medical-humanitarian group, which gives help to populations in misery, to victims of pure or man-made disasters and to victims of armed battle, with out discrimination and no matter race, faith, creed or political affiliation.

MSF is a civil society initiative that brings collectively people dedicated to the help of different human beings in disaster. As such MSF is by selection an affiliation. Every particular person working with MSF does it out of conviction and is able to uphold the values ​​and ideas of MSF.

The MSF motion is constructed round six operational directorates. MSF OCBA is a type of directorates. The operations are carried out by subject groups and the mission coordination groups; along with the organizational items based mostly in Barcelona and decentralized in Nairobi, Dakar and Amman. The sphere operations are guided and supported by 5 Operational Cells, the Emergency Unit and different departments supporting operations.


The Profile Supervisor is hierarchically accountable to the Head of Recruitment, Growth and Pool Supervisor and goals at contributing to guaranteeing the presence within the MSF OCBA tasks vital professionals based mostly on high quality and amount wants within the quick, mid and long run. This will probably be achieved by managing a pool of execs matching the Group’s necessities.

The place is positioned throughout the HR Division together with the Administration and Assistant to the Division and 5 items: Coverage Making; HR Administration Unit; Recruitment, Growth and Pool Administration; Coaching; and Administration of Individuals. The Recruitment, Growth and Pool Administration Unit is made up of a workforce of Profile Managers and one Recruitment unit.


1. Growth of his/her Pool based mostly on Operational Wants

  • The Profile Supervisor is the skilled answerable for growing a pool of Worldwide Workers (and Nationwide Workers holding subject coordination positions) aligned with the Operations wants in MSF-OCBA.
  • Design and implement methods to construct the HR capability wanted for brief, medium and lengthy phrases.
  • Make sure the quantitative and qualitative follow-up of his/her pool and analyze it accordingly in order to anticipate future recruitment, choice and growth wants.
  • Improve DEI (Range-Fairness-Inclusion) throughout the coordination swimming pools.
  • S/he will probably be liable for designing and implementing the retention methods and insurance policies outlined within the unit and the HR division and measuring the outcomes based on the indications set.
  • Assure the follow-up and growth of Worldwide Workers (and Nationwide Workers holding subject coordination positions) throughout the Group with future perception by way of future missions based mostly on Operational wants.
  • Comply with up and analyze the evaluations and establish transversal growth wants of the pool based mostly on present gaps of capacities or foreseen future wants in Operations.

2. HR Growth and Profession Administration

  • The Profile Supervisor is the reference individual for the Worldwide Workers (and Nationwide Workers holding subject coordination positions) by way of Growth and Profession Administration of our HR in MSF-OCBA.
  • Establish the event wants of every individual of the pool by way of competencies, languages ​​and technical enchancment areas.
  • Assist every individual of the pool to bolster their strengths and assimilate the areas of enchancment detected.
  • Present an ample induction to MSF (BF, PPD, particular help…) and to the precise positions to be held within the subject. Assure that every one pre-matched candidates have entry to the wanted and up to date details about the place, advantages, undertaking, safety…
  • Debrief the pool on the finish of project, specializing in their future skilled motivations and the reinforcement of their growth challenges.
  • Comply with and keep in touch with every individual of his/her pool and help their skilled growth, orienting their profession path throughout the Group based mostly on the person’s pursuits and the organizational wants.
  • Present growth options to help the reinforcement of the advance areas of every individual (matching, accountability project, coaching, mentoring, shadowing and coaching) and help and follow-up the method of utility to trainings for all of the folks of the pool.
  • Assist and revise the trainings supplied by the training unit to examine in the event that they correspond to the wants based on the weakest factors of the pool and operations.
  • Make investments growth efforts based mostly on the dedication to MSF, efficiency and potential/curiosity in important positions of every individual of the pool, giving precedence by way of growth to folks underneath Lengthy-Time period Dedication and Honesty.
  • Design and implement Growth Plans (in round 3 years perspective) to folks underneath Lengthy-term Dedication and Sincere.

3. Matching

  • Looking, figuring out and appointing the folks to fill subject vacancies, seeing in flip to the event of a profession path for the Worldwide Workers (and Nationwide Workers holding subject coordination positions) all through their skilled life within the Group.
  • Primarily based on the Annual Plan drawn up by the HR Administration, fill the vacancies effectively upfront, conveying the data to HR reference officers within the Operational Cells (Rehucos) and the Journey Unit in order that departure to the mission may be accordingly organized.
  • Guarantee the supply within the Group of individuals having profiles matching operational wants, prepared to depart for the tasks, whereas coordinating with the Medical and Operations departments to know and anticipate wants in MSF-OCBA.
  • Guarantee communication / consulting with different profile managers about frequent positions with the intention to appoint the candidates greatest suited to the job necessities.
  • Guarantee along with the REHUCO ​​that Worldwide Workers (and Nationwide Workers holding subject coordination positions) have been topic to all normal and technical evaluations required.
  • Maintain details about the supply and {qualifications} of the candidates updated within the SAP database.
  • Assure that every one pre-matched candidates have entry to the wanted and up to date details about the place, undertaking, residing and dealing situations.
  • Be the liaison with the Conduct Unit to make sure members of the pool are conscious of and cling to the OCBA Conduct Body.

4. Interplay with the Recruitment Unit

  • Set the precedence wants for the Recruitment Unit by way of recruitment and number of Worldwide Workers for his/her pool effectively upfront in order to make sure sufficient HR has the {qualifications}, coaching and competencies wanted to handle operational wants. The pool supervisor would be the hyperlink between operations (TELOCOs) and referents (Technical, Provide) to arrange the wants coming from the sphere and be certain that they match the profiles getting into into the pool. Advocate for 1st mission positions for technical positions.

5. Interplay with different OC’s and Companion Sections

  • Collectively with the Head of Unit, outline, comply with and make sure the achievement of within the HR settlement with Companion Sections.
  • Coordinate with the pool managers of the opposite OC’s, sharing wants, data and sources when wanted and doable.
  • Revise frequently the emptiness checklist to be shared with the opposite OC’s and Companion Sections.
  • Collect and share HR greatest practices with different OCs/PSs or coaching facilities (Bioforce) and take part in worldwide conferences when required.

6. Different duties

  • Actively take part within the PPD (Preparation for Main Departure course).
  • Actively take part, every time is required, within the Evaluation Facilities (MSF choice checks).
  • Actively take part within the validation course of for MCT positions collectively with the Technical Division (Medical, Logistics, Operations).
  • Take part within the division and unit planning in addition to in defining and/or adjusting the MSF Spain/OCBA HR coverage.
  • Take part as a facilitator in coaching programs and workshops organized by MSF Spain/OCBA.
  • Take part within the implementation of outplacement insurance policies for MSF Spain/OCBA Worldwide Workers throughout the MSF Coverage framework.


  • Provable training and/or expertise in HR.
  • Having a profile just like the pool will probably be a plus.
  • Area expertise with MSF in numerous tasks (any sections) will probably be a plus.
  • Good command of English and Spanish. French fascinating.
  • IT information as a consumer (Microsoft Workplace settings).
  • Information/expertise in ERP/SAP programs will probably be a plus.


  • Place based mostly in any MSF-OCBA Hub (Barcelona, ​​MSF-Spain workplace delegations, Amman, Dakar or Nairobi). Remaining location will probably be topic to the employability of the preselected candidate (residency, work allow, and so on.).
  • Full-time job.
  • Minimal dedication with the place of three years.
  • Annual Gross Wage: stage HQ-4A ​​(divided in 12 month-to-month funds) + secondary advantages based mostly on MSF OCBA Reward Coverage. Subjected to native situations.
  • Beginning date: Mid-April 2023.

Learn how to apply

To use, please submit yours CV and cowl letters:

deadline: January twenty fifth, 2022, 23:59 CET (Central European Time).

MSF is dedicated to attaining workforce range by way of gender, race, nationality and tradition. People from minority teams, indigenous teams and individuals with disabilities are inspired to use. We’re dedicated to attaining a balanced gender distribution and subsequently encouraging ladies to use.

All purposes will probably be handled with the strictest confidence. MSF gives a piece atmosphere that displays the values ​​of gender equality, teamwork, integrity and a wholesome stability of labor and life. MSF doesn’t tolerate sexual exploitation and abuse, any sort of harassment, together with sexual harassment and discrimination. All chosen candidates will, subsequently, endure reference checks.

Médecins Sans Frontieres, as a accountable employer, underneath article 38 of “Ley de Integración Social del Minusvalido de 1982 (LISMI)” invitations individuals with a acknowledged incapacity and with an curiosity within the humanitarian space to use for the above-mentioned place.


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