PROJECT HR MANAGER
15 – 18
Reports to (Hierarchical)
Is responsible for the
implementation of Human Resources policies in the project and the correct
Administrative Management of all staff working in the project (National,
International, Regional, etc).
- Advise Project Coordinator on set up (org chart) and together with the HR Coordinator, update the project’s organizational chart and job descriptions
- In close coordination with the Project Coordinator and the HR Coordinator, calculate the HR operational needs and the associated budget in order to efficiently ensure the required sizing and capabilities of the project and to facilitate budget following-up.
- Ensure hiring, carry out amendments and contract termination formalities for employees at project level, according to labour local laws, archiving and updating individual employee files, informing them on their rights and preparing all mandatory tax declarations, in order to ensure legal compliance..
- Assist the Project Coordinator, and/or team leaders and supervisors to draw up annual holiday planning and staff shifts in order to forecast HR needs and to ensure HR availability for the project activities..
- Supervise/perform payroll procedures, ensuring that all data related to monthly salary calculation of national employees of the project are correctly entered in Homere (days off, unpaid leaves, sick leaves, overtime, salary advance, etc.), in order to ensure on time and accurate salary payments.
- Under supervision of the HR Coordinator, ensure indexation process of national staff salary grids in order to ensure internal equity, cost-of-living adjustments and the correct application of employment conditions in the project sites.
- Support, in close coordination with the HR Coordinator, the project line managers in detecting training needs, in properly evaluating people performance and in potential identification, in order to improve people capabilities, and their end results contribution to mission goals.
- Plan and supervise, in close coordination with the HRCo, the associated processes (recruitment, training/induction, evaluation, potential detection, development and communication) of the staff under his/her responsibility in order to ensure both the sizing and the amount of knowledge required
- Together with the Project Coordinator, support the line managers in implementing the internal communication policies in order to boost staff active participation and MSF commitment.
- In close collaboration with the Project Coordinator and HRCo, applies the administrative procedures part of any Memorandum of Understanding (MoU) in force between local partners (eg. Ministry of Health, etc.) and MSF.
- In close collaboration with the Project Coordinator and HRCo, looks for the best options to avoid and/or solve possible labour conflicts in the project.
- Ensures all staff in the Project (National, International, Regional, visits, etc.) is properly briefed and/or inducted.
- Is responsible for all movements and/or accommodation of staff in the Project.
- Ensures all HR reporting of the Project .
Degree in management
(business, HR) or administration.
At least one year in administration management Desirable, good knowledge of local administration.
Language Level Description
Vantage or upper intermediate
- Can understand the main ideas of complex text on both concrete and abstract topics, including technical discussions in his/her field of specialisation.
- Can interact with a degree of fluency and spontaneity that makes regular interaction with native speakers quite possible without strain for either party.
- Can produce clear, detailed text on a wide range of subjects and explain a viewpoint on a topical issue giving the advantages and disadvantages of various options.
Able to explain and ensure the proper implementation of policies, tools and processes related to legal management of the project (contract, rent,...)
Able to follow up legal aspects of the project management
Able to put in place a system to ensure the proper legal management of the project
Able to analyze the local legal context with the support of MSF tools
Able to organize the legal protection of the mission by identifying a local legal expert able to advise the organization, using guidelines and with the advise of legal adviser in HQ if necessary
Able to ensure the follow up of court cases, liaising with the HQ and the local legal expert
Able to write / co write a draft of any contractual document taking into account the local law and MSF policies and submit if necessary to the local and or HQ legal advisor
Able to ensure the follow up of the different taxes payment (fiscal obligation)
IT HR Tools
Able to use the IT system as a management tool, by extracting all the relevant data, analyzing them and drawing conclusion
Commitment to MSF’s Principles
Demonstrates loyalty, awareness and respect for MSF’s values
- Expresses his/her interest by talking/asking/giving informed opinions about MSF’s activities.
- Expresses he/she wants to work with MSF because of its principles and mission.
- Overtly expresses his/her satisfaction at belonging to MSF and defends MSF’s social mission.
- Refers to beneficiaries* when speaking about his/her own work.
- Always transmits a positive image of MSF in front of both colleagues and external people.
- Translates the principles of MSF into actions.
Adapts behaviour to the needs of the situation
- Accepts decisions which are not completely in line with his/her personal opinions.
- Is flexible in applying and adapting procedures.
- Adapts his/her behaviour to the characteristics of the interlocutor and/or situation.
- Learns from problems and difficulties, becoming more competent at resolving similar
situations in the future.
- Looks for adaptable solutions in order to achieve objectives.
- Reassesses priorities when circumstances change, focusing on objectives.
Results and Quality Orientation
Improves performance and sets ambitious and realistic goals
- Strives to continually improve work methods.
- Suggests news ways of increasing efficiency in his/her field of action.
- Demonstrates a continuous learning attitude.
- Sets as an objective the improvement of the process.
Teamwork and Cooperation
Encourages, engages and motivates people to work as a team
- Shows he/she values the experience and input of other team members through
- Makes decisions taking into account how they affect the team.
- Actively seeks input from team members to define how they will work together.
- Makes sure the common objective is known and supported by all the team.
- Works to achieve cohesion and a spirit of cooperation in the team.
- Involves the team in the decision-making process that may affect all its members.
People Management and Development
Gives feedback and sets limits
- Informs and gives feedback about results achieved by the team.
- Individually rectifies ineffective behaviour through constructive feedback.
- Acknowledges the positive performance of his/her collaborators, using suitable
techniques for the follow-up appraisal.
- Manages any discrepancies between team members’ expectations and the reality of
- Is approachable and makes time for all team members.