Belgium

Application Procedures

If you have the right skills and experience please send your CV and motivation cover letter by 14^th November 2017 to hrworkspace@actionaid.org. Interviews are likely to be held w/c 20^th November 2017. You are requested to highlight in the motivation letter how specifically you meet the criteria for this role.  To be considered for this role, you must be able to provide proof of eligibility to work in Belgium. 

 If you do not meet all the essential criteria, please don’t apply as we only invite candidates for an interview if they meet all of the essential criteria listed on the job description. In addition your application will be stronger if you meet at least some of the desirable criteria.

 Due to high volumes of applications received, should you not have received feedback on your application within two weeks of the closing date, please consider your application unsuccessful. We reserve the right to withdraw any of our vacancies at any time.

ActionAid welcomes applications from all sections of the community and we promote diversity. We regret that agency candidates will not be considered.

 

ACTIONAID INTERNATIONAL

DIRECTORATE/CLUSTER: Programmes & Global Engagement   

Position: EU Gender Equality Advocacy Manager  

Duration: Fixed Term Contract – 2 Years

Location: Brussels Office   

AAI Grade: D / Local terms and conditions of employment will apply

Annual gross salary: £36,035

 ActionAid is a leading international organisation, working with over 15 million people in 45 countries for a world free from poverty and injustice. We’re amongst the first few international development organisations with our head office based in Africa. We also have offices right across Asia, the Americas and Europe. We believe the people whose lives our work affects should decide how we’re run. And that’s what makes us different. We help people use their own power to fight poverty and injustice – the Power in People.

 Do you have experience of working on gender equality or women’s rights issues and are passionate about creating change? If yes, this role at ActionAid International is just the opportunity you need to make your mark and drive change. Join us EU Gender Equality Advocacy Officer and lead a major project on gender equality in EU policies and tools.

 As the Advocacy Officer you will lead the implementation of ActionAid two year project for a gender-responsive EU development policy that guarantees meaningful policy and financial support to women’s rights programmes and organisations in the global South.  This will involve, executing project plans, gathering intelligence on EU gender equality issues, connecting women’s rights partners from Southern countries with EU processes as well as acting as our main representative in Brussels on women’s rights matters.  You will also use opportunities to increase the visibility of our work on gender equality, especially with EU institutions, the media and public. You will collaborate with colleagues to ensure strong connections between public engagement and policy work as well as coordinate the production of communication and mobilisation tools, as well as desk research about EU development assistance for women’s rights. In addition, you will help track the project’s impacts, ensure its daily management and delivery, contribute to the donor relationship and ensure compliance with reporting requirements with the support of finance colleagues, as well as the formal donor manager ActionAid USA.

 Ideally qualified at degree level you must have solid experience of working on human rights and gender equality or women’s rights with a multi-country focus. You will have successfully managed multi-country donor-funded projects and gained policy advocacy experience particularly in the EU context. As well as being familiar with commissioning and managing research processes aimed at shaping development assistance or influencing policy too.

 Please visit our website http://www.actionaid.org/jobs for further information

Reg. Charity No: 274467

Candidate profile

• Knowledge and at least three years’ experience working in a national or international aid agency (NGO) , preferably both at headquarters and in the field is required;
• Advanced law degree;
• Minimum three, preferably five years’ experience working in a bilateral and/or multilateral context;
• Experience in employment law related issues;
• Practice of Belgium law is an asset;
• Rigor and ability to adapt to different legal systems, sense of priorities and of organization;
• Ability to translate an operational negotiation in legal language;
• Adhere to our managerial values: Respect, Transparency, Integrity, Accountability, Trust, Empowerment;
• French and English speaking.

We offer

• Long-term contract - Full time - Based in Brussels (Ixelles) with visits on the field
• Hospital insurance (DKV) - pension plan - canteen - 100% reimbursement for public transport costs
• Starting date:  January 2018.

Deadline for applications: 7 December 2017

Curriculum Vitae and covering letter to be sent by e-mail to Recruit-HQ-DG@brussels.msf.org  with “legal advisor” in the subject.

 

Context

Under the hierarchical supervision of OCB General Direction and the functional supervision of the Head of the International Legal Department, the Legal Advisor is responsible for assisting operations/field missions in managing and preventing legal risk in relation to: Human Resources, Duty of Care, Incidents (including road accidents, medical incidents, and other serious events), as well as manage mutualized legal resources and support the OCB HQ with various field-related issues.

As an organisation that employs over 35,000 national field staff, the legal advisor is responsible for assisting MSF operations/field missions in elaborating solutions in line with the Employment Law of the various countries of MSF operations as well as MSF’s Human Resources policies.

(S)he works in a team with other legal advisors of the Movement to ensure harmonious solutions and equivalent quality between the different sections. Based on his/her legal analysis, (s)he proposes an annual action plan tailored to the needs of the section and contributes to the identification and resolution of intersectional legal issues as a team with other legal advisors and with the International Legal Director.

(S)he is a member of the International Legal Department HR Working Group, of which (s)he is foreseen to take the lead.

Job Profile

S(he) will be charged with the following responsibilities

70% dedicated to the Prevention and Management of Legal Risk

• Employment Law and Field Human Resources, which includes
• Collective HR = Internal Regulations and field policies: updates and country openings, support for the definition / writing of HR field policies and contracts, development of tools;
• Individual HR = case management and litigation;
• Possible evolution: ‘Responsable de domaine RH’ for the entire International Legal Department ;
• Incidents / Road Accidents;
• Incidents / Attacks on property and persons: robberies, seizures of vehicles, etc.;
• Medical practice and incidents : medical registration, qualifications of medical personnel, management of medical incidents cases;
• Litigation: definition of legal strategies, follow-up of cases, assignment of legal resources, and provision of an annual overall assessment of the OCB missions’ litigation risk and prescription of mitigations measures.

15% dedicated to the management of shared field legal resources

• Field lawyers and litigation as ‘Responsable de domaine’ for the entire International Legal Department: validation, contractualisation, pooling of resources, data reporting and data analysis on litigation, creation and dissemination of monitoring tools;
• Management of OCB's pool of field legal advisors.
  

15% dedicated to HQ support

Focal point for HQ issues (such as HR, associative governance, admin/finance, etc.), the Legal Advisor is in charge of receiving the request, assessing the technicity of the issue to then either manage the issue directly or identify the right person inside the Legal team or the external pro bono lawyers to provide the service.

Others

• Provide timely legal support on topics assigned by the DG;
• Participate in crisis management teams;
• Participate in the definition of the Legal Department’s strategy and develop annual work plan and objectives in conformity with the Department’s goals.

• Bonne capacité d'analyse, de synthèse et de rédaction 
• Vision critique, sensibilité aux droits humains et à l’égalité des chances
• Intérêt marqué pour les secteurs d'activité de Midnimo (LGBT, Europe, Afrique) 
• Goût et talent pour la communication et l'organisation d'événements 
• Capacité à travailler efficacement dans l'urgence 
• Grande autonomie, rigueur et respect des délais 
• Maîtrise des outils Facebook, Twitter et autres outils de communication 
• Curiosité, humanisme, ouverture d'esprit et envie d'apprendre 
• Atouts : gestion d'un site internet (Wordpress) / connaissance du secteur LGBT 

Infos pratiques

• Stage non rémunéré (avec prise en charge de frais et autres avantages) 
• Disponibilité immédiate (ou rapide) 
• 4/5 temps 
• Durée : entre 3 et 6 mois 

Pour postuler

Pour postuler, nous vous invitons à nous envoyer (dimitriverdonck@gmail.com) :  

• un cv 
• 5 raisons pour lesquelles vous souhaitez nous rejoindre
• un avis sur notre site web (www.midnimo.eu) et/ou quelques lignes de commentaires à propos d’un article de votre choix (relatif à la question LGBT) 

• Rédaction (analyses, rapports, articles et communiqués) 
• Recherche, analyse, échange et traitement d’informations relatives au secteur LGBT bruxellois 
• Conclusion, suivi de partenariats (acteurs locaux bruxellois) et suivi régulier avec la Ville de Bruxelles 
• Organisation de rencontres et de séminaires au niveau local 
• Organisation de visites de travail à Lille, Paris et Montpellier 
• Recherche de financement 
• Mobilisation citoyenne 
• Toute activité liée au fonctionnement d'une asbl 

Candidate profile

• Minimum 3 years of professional experience in HR management position
• MSF experience is a condition
• Experiences or strong interest in HR development programs.
• Analyzing, planning, organization and reporting skills
• Word, Excel are mandatory; HR.net & Homere are an asset.
• Good oral and written communication in English and French
• Behavioral flexibility: ability to work in team, high level of maturity in interpersonal relationships, flexibility.
• An interest in international and humanitarian issues
• Adhere to our managerial values: Respect, Transparency, Integrity, Accountability, Trust, Empowerment

Conditions

• Based in HQ (Brussels) with field visits (minimum twice a year)
• Open-ended contract, full-time, based in Brussels with travels to the field and in Europe
• Hospitalization insurance – Supplementary pension – Canteen – Reimbursement of 100 % public transport costs
• Available to start ideally by mid of January 2017

Deadline for applications before 1st of December 2017

Interested candidates should send a letter of motivation and curriculum vitae by e-mail to Delphine Evrard, Recruit-HQ-Operations@brussels.msf.org, with the following reference: “Hospital Management HR”

Context

The Hospital Management Unit (HMU) is a multidisciplinary, interdepartmental team, set up within the Operational Department. In order to manage hospitals in their proper context and in coherence with OCB strategic objectives, the HMU has a transverse role with respect to the different Cells making up the Operational Department, and therefore depends on each of them for guidance on strategy and context.

The HMU develops expertise in hospital management and, in close collaboration with supporting departments, provides operational support for the team managing the hospitals in its portfolio. For all these issues this Unit is the direct interface between HQ and the field. Each member has responsibility for a specific topic under the supervision of the Unit's coordinator (hierarchical link) with a functional link to the coordinator of the corresponding department (functional link). Within the Unit, the HR Department is represented by the Hospital Management HR Referent.

A Steering Committee, consisting of representatives of the Operational, Medical, HR and Logistic Departments, sets out the strategic and operational axes for the Unit's intervention (including hospitals for which it is responsible) and evaluates its operation.

The Hospital Management HR Referent (HMHRR) is responsible within the Unit for ensuring the development of HR management expertise in OCB's hospitals and providing support for HR management at the various hospitals in the portfolio. The HMHRR is moreover the guarantor of the coherence and quality of HR responses to the operational requirements of hospitals in the portfolio.

Job Profile

1. The HMHRR participates in the development of hospital management expertise in OCB, particularly as concerns expertise in HR management, in close collaboration with the HR Department at HQ.

The HMHRR participates :

• In the development of a horizontal hospital management policy : set up, organisation methods, evaluation mechanisms,...
• In the development, both at HQ and in the field, of HR with expertise in hospital  management, particularly by establishing training programmes, coaching and outside collaboration.
• Development and coordination of management and support tools (protocols, guidelines, specialised software, data management, etc …) for managers in hospitals.
  

2. The HMHRR participates in new pilot projects.

The HMHRR may, as the Steering Committee chooses, participate in establishing new projects, more specifically:

• (Pre)feasibility study, in collaboration with the Mission and the Cell.
• Support for the team implementing the new project.

3. The HMHRR has an operational role vis-à-vis hospital.

The HMHRR has a direct supporting role with the hospital's management team, particularly the hospital's HR Director, for problems connected with management and organisation:

• Development of HR strategy contextualised to the specific requirements of the hospital and its annual revision.
• Supervision of the quality of correct use of HR for movement and appropriateness of resources with the hospital. The HMHRR participates in the joint effort required to create the institution's appropriate HR pyramid for field posts.
• Supervision of the quality of set ups in hospitals.
• Development requirements at LnD level.
• Management of expatriates :
  • Guaranteeing the quality of post vacancies relative to expatriate positions.
  • Participating in the selection of expatriates for hospitals in the portfolio.
  • Contributing to national staff detachment initiatives.

• Management tools: respect and contextualised application of MSF HR principles, policies, procedures and tools with a view to optimal efficiency. The HMHRR is the guarantor of their coherence and sustainability. The HMHRR is responsible for having any exceptions or variations validated by the HRO coordinator or the Exception Committee.

The HMHRR is moreover responsible for:

• The HR budget of hospitals in the portfolio and guarantor of HR commitments at AROs.
• The quality of induction process for expatriates before they arrive at a mission as well as their debriefing at the end of the mission.

In coordination with other members of the Unit, the HHRM participates in the preparation of master plans, in collaboration with relevant people in the hospital, coordination and other HQ departments.

For all these issues and whenever necessary, the HHRM collaborates with, and is the interface of, key contacts in the HR Department.

Furthermore, for any issue having a legal and/or contextual impact, the HHRM reports to the HRCo of the mission concerned.

4. The HMHRR participates in the setting up and development of a Pool of HR profiles capable of having a specific responsibility in Hospital Team Management, in collaboration with Career and Pool Managers. The HMHRR therefore :

• Participates in recruitment to the Hospital Management Team and evaluation of its HR profiles.
• Identifies training requirements for these profiles.
• Increases mobility between resources of the various hospitals in the Unit's portfolio (national and international staff).

5. The HMHRR is responsible for HR information and data management at Unit level:

• The HMHRR ensures that HR information and reports on hospitals are compiled and distributed to the relevant bodies.
• The HMHRR ensures that such information is analysed and that any measures and actions to be adopted are followed up.
• The HMHRR participates in hospitals' budgetary analysis and follow up.

6. The HMHRR participates in the development of external partnership arrangements, in collaboration with the various supporting departments, so as to reinforce OCB's hospital management expertise.

7. The HMHRR participates in evaluation and control missions, in close collaboration with members of the Unit and HQ supporting departments. The HMHRR therefore participates in :

• Development of methodology, evaluation tools, and qualitative and quantitative indicators for hospital management.
• Organisation of visits to evaluate procedures and organisation at OCB hospitals.