Human Resource Advisor in the Emergency Preparedness and Support Unit

Job Offer
(strictly no recruitment agencies)

Join MSF OCG as a Human Resource Advisor in the Emergency Preparedness and Support Unit

We are looking for passionate candidates ready to contribute to our humanitarian mission.

Below, you will find the job details and the qualifications we are looking for.

Inclusivity and Diversity at MSF

Do your qualifications and experience not exactly match all requirements of the job?

At MSF OCG, we are committed to an inclusive culture that supports and amplifies the diverse voices of our staff members. We strive to create workplaces where teams of people with diverse backgrounds, characteristics, perspectives, ideas and experiences work together to advance MSF's social mission and create better outcomes for our patients and the communities we work with.

We understand that some people may hesitate to apply for employment if they don't meet all listed job requirements. Research shows that this is especially true for women. If you believe your profile is a good match for this position, we invite you to apply even if you don't fulfil every listed qualification.

We encourage applications from individuals of all genders, ages, sexual orientations, ethnicities, background, religions, beliefs, ability status, and all other diversity characteristics.

MSF does not tolerate sexual exploitation and abuse, any kind of discrimination or harassment, including sexual harassment. All selected candidates will undergo reference checks.

Context & mission

Médecins Sans Frontières is an independent, international medical and humanitarian organization that provides care to people in need, people affected by natural or man-made disasters, and victims of armed conflict, without discrimination and without regard to race, religion, creed or political affiliation (MSF Charter).

The Emergency Preparedness and Support Unit builds on the various mechanisms established by OCG since 2017 to enhance its capacity for emergency response, a critical pillar of the OCG Strategic Plan. The Unit takes a transversal and multidisciplinary approach aiming to strengthen emergency preparedness and response and foster the integration of emergency management into the planning of all departments and teams at every level of the organization.

The HR Advisor is a pivotal role designed to enhance the strategic readiness and emergency management of MSF Operational Center in Geneva (OCG). This position is part of the Emergency Preparedness and Support Unit, which aims to bolster OCG ambitions in emergency response.

Reporting to the Head of Emergency Preparedness and Support Unit, the HR Advisor contributes to the delivery of effective emergency operations by aligning human resource strategies with organizational priorities. The responsibilities of this role are structured around the four workstreams outlined in the OCG emergency management framework, including Scanning, Preparedness, Response, and Strategic Learning and Adaptation.

Tasks & Responsibilities

Under the supervision of the Head of Emergency Preparedness and Support Unit (EU), the HR Advisor plays a pivotal role in ensuring the effective delivery of human resource support within OCG's emergency preparedness and response framework.

Specifically, this role involves:

• Ensuring a global overview of HR strategies and plans related to emergency preparedness and response.

• Contributing to the design and implementation of HR frameworks and strategies for emergency preparedness and response.

• Strengthening the HR surge capacity in emergency, including working closely with L&D Unit on the L&D strategy related to emergency preparedness and response.

• Addressing operational HR challenges and risks related to emergency contexts.

• Contributing to the alignment of HR priorities with OCG's strategic goals and movement-wide orientations.

The responsibilities of the HR Advisor are described below, aligned with the four workstreams on emergency management.

Surveillance

• Collaborate with the HR department to align staffing strategies with surveillance and scanning outcomes, ensuring personnel with the required competencies are available to address immediate needs effectively.

• Work with the HR department to develop and implement training programs aimed at building staff capacity to respond proactively to long-term trends identified through surveillance and scanning efforts.

EPREP

• Contribute to the OCG global EPREP strategy by ensuring that HR readiness activities are aligned with the priorities, including integration with surge capacity initiatives and resource mobilization.

• Maintain an overview of global and mission-level HR EPREPs, ensuring coherence across local, regional, and global levels.

• Support cells and mission to develop and regularly update mission-specific HR EPREP plans, providing guidance, tools, and frameworks to strengthen local capacities.

• Review and advise on the different HR surge models (such as red organigram, emergency teams, roster) to guide on the development of context-specific strategy.

• Coordinate with GPOs, Mobility Managers, the HROP of the E desk and other stakeholders to develop and maintain a roster of emergency-ready personnel for rapid deployment and closely monitor their readiness.

• Contribute to the development and execution of a comprehensive capacity-building plan for emergency response, as part of the medops learning path, ensuring the workforce is equipped with the competencies required for effective response.

Response

• Anticipate and improve the HR intervention scenarios, strategies and tools specific to emergencies, proposing alternative HR strategies when needed and feasible.

• When required, provide support and collaborate with the operational cells to develop timely mechanisms for HR-related emergency response objectives, results, and outcomes.

• Work with operational cells and stakeholders to establish an adapted framework for implementing Mission HR Fundamentals in emergencies, with a strong focus on staff well-being, Duty of Care as well as adherence to behavioral commitments.

Adaptation & Learning

• Support lessons learned and after-action reviews to capitalize on experiences, ensuring relevant recommendations and best practices are integrated into HR emergency management in the future.

• Manage knowledge to optimize access to and sharing of relevant resources and best practices related to HR emergency preparedness and response.

• Network and collaborate with other MSF operational centers or entities to create synergies in HR preparedness and response, in alignment with broader organizational strategies.

• Collaborate with operational and technical platforms to identify HR challenges and solutions in response to climate crises and other emerging humanitarian needs. Develop HR scenario planning frameworks to anticipate workforce needs in rapidly evolving contexts.

• Draft and refine HR policies to enhance the organization's readiness for emergencies, focusing on adaptability and resilience. Lead initiatives to integrate equity, diversity, and inclusion into HR emergency practices.

Transversal / Management

• Advocate for emergency related HR priorities and address concerns in organizational decisions.

• Serve as a representative of the Emergency HR function on the Operations Career Committee, contributing to discussions on Ops staff development and career progression.

• Play a key role in disseminating crucial Emergency HR-related operational information within the organization.

• Encourage thoughtful reflection and debate on Emergency HR matters at executive and associative levels.

• Represent the values and culture of the organization, embodying MSF's associative identity and participative dimension.

• Actively participate in emergency forums.

• Contribute to organizational change initiatives that enhance HR responsiveness and adaptability.

• Ensure alignment of Emergency HR strategies with MSF's overarching values and strategic objectives.

Your profile

Education

• A university-level degree in Human Resources, Organizational Development, or a related field or equivalent.

Experience

• Expertise in analyzing and managing workforce challenges in complex contexts, with a strong understanding of factors influencing HR strategies.

• Demonstrated ability to design and implement HR frameworks that address the unique needs of humanitarian crises, ensuring alignment with organizational goals and operational priorities.

• MSF HR operational experience with involvement in emergency response at field level and in the HQ as part of an operational cell, or equivalent.

Languages

• English and French are the working languages of MSF Switzerland. Fluency in both English and French is required for this position (oral and written).

Skills/ Technical competencies

• Strong experience in HR management and strategy development.

• Familiarity with emergency preparedness and response frameworks.

• Good capacity to network and develop strategic partnership with internal and external stakeholders.

• Strong experience in people development, including coaching, mentoring, and capacity-building in emergency contexts.

• Excellent written and oral communication abilities.

Personal Abilities/Qualities

• Commitment to MSF values and culture.

• Dynamism, flexibility, and adaptability.

• Strong interpersonal skills.

• Team player and collaboration across teams.

• Proactive, solution-oriented and open-minded.

• Resistant to stress.

• Sense of diplomacy.

Terms of employment

• Full-time position 100% (40h/week).

• Open-ended contract.

• Working place: Geneva, Switzerland.

• Ideal start date: May 2025.

• Gross annual salary (for 100%): from CHF 102'180.- to CHF 116'484.- (salary commensurate with equivalent experience and internal salary grid).

• Paid vacation: 25 days per year, prorate temporis, plus any Swiss public holidays falling within the contract period.

• Pension plan: pension contribution covered 3/4 by MSF, 1/4 by staff member.

• Relocation package if moving from a different country to Switzerland.

How to apply

Candidates are invited to submit their application exclusively through our recruitment platform, following these guidelines:

• CV (maximum 2 pages).

• Cover letter (maximum 1 page).

• Documents must be submitted in either English or French.

The application deadline is 13th April 2025.

We reserve the right to close this vacancy earlier if we receive a sufficient number of quality applications.

APPLY

All applications will be treated confidentially.

Only shortlisted candidates will be contacted.

Please note that we do not wish to use the services of recruitment or placement agencies.

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