Belgium

Candidate profile

• 5 or more years relevant professional experience and a degree in management, informatics (e.g. Health Informatics, Information Systems, Computer Science), public health, epidemiology or a related field 
• Background in business and/or systems analysis
• Experience deploying and/or providing support for an enterprise level information system with experience in health IS and IT specifically considered a distinct advantage 
• Project management experience
• Strong pedagogical skills
• Analytical and strategic thinking
• Organizational and communication skills
• Demonstrated leadership and collaboration ability 
• Strong negotiation skills
• Willing to work in an international, multidisciplinary and humanitarian environment
• Available to travel to and work in different field settings several times per year
• Fluent in English and French

Desirable

• Experience implementing and/or maintaining a health information system such as MINOS, openMRS, Bahmni, or DHIS2
• Knowledge of the current tools used by MSF for project monitoring, evaluation, and surveillance
• Experience working with relational databases
• Experience in MSF (at field or HQ level)

Conditions

• 12 months contract - full-time – based in Belgium with field visits/work
• Hospital Insurance (DKV) – Pension Plan – Canteen -  100% reimbursement for public transport costs
• Starting date : immediate

Deadline for applications: 15^th March 2017

Interested candidates should send a cover letter and curriculum vitae stating eHealth manager in the title, by e-mail to Delphine Evrard - Recruit-HQ-Operations@brussels.msf.org

Context

OPS eHealth Support Unit Vision statement

Field-focused, bottom-up approach, governance-minded, we aim to provide MSF operations dedicated digital services support for humanitarian medical services. 

OPS eHealth Support Unit Mission statement 

Médecins sans Frontières Operational Centre Brussels (MSF OCB) understands eHealth as the use in the MSF field of digital tools and electronic components of all kind for medical/operational purposes. This includes, but is not limited to, Telemedicine, GIS, UAV’s, mHealth, Health Information System, EMR… 

We provide first line ICT services and tools, from needs analysis to solutions identification and project management. We identify new tools, assess proposed solutions, support with the implementation and day-to-day maintenance (directly or thought external partners), build and update the eHealth products catalogue. We capitalize on experiences and lessons learned and share them globally to ensure the best solutions for all projects.

Within the eHealth Unit, Monitoring and Surveillance Tools (MAST) includes the processes, data, methods, and software applications used in our projects, mission coordination, and HQ to facilitate project monitoring and evaluation, epidemiological surveillance, and ad hoc decision making using quantitative information on our operational medical activities.

Nature of the function

The eHealth Implementation Manager contributes to the improvement of our Health Information System in driving and managing the deployment and system-wide upgrades/changes of the Medical Information Network for Operational Support (MINOS1) and other eHealth tools in the MSF OCB health facilities, ensuring proper training of field staff on MINOS on an ongoing basis, and working with the rest of the MAST team and external partners to implement non-routine change requests coming from the field on an ongoing basis. 

As a key link between eHealth activities in the field and HQ, the eHealth implementation manager helps ensure the strategic alignment of eHealth tools and activities based out of HQ with the needs of the field while at the same time helping promote the value of common tools and consistent data collection and analysis standards. S/he is instrumental in extracting value from eHealth tools by driving the scale up and the effective usage of eHealth systems that make up the eHealth architecture. 

The eHealth Implementation manager is a field focused position serving as 1) the project and change manager for large scale MINOS deployment and upgrade activities (including line management of the 2-6 Mobile Implementation Officers anticipated for deploying a MINOS version powered by DHIS 2 starting in 2017), 2) the service manager for new non-pilot deployments and shares responsibility with other MAST team member for  non-routine change requests coming from the field after initial deployments, 3) the coordinator of training activities and training material development to ensure effective usage of deployed eHealth tools and adherence with the operational and medical data policy (e.g. protection of personally identifiable information). 

The main eHealth domain currently conducting non-pilot implementations of eHealth supported tools is the MAST program, as such the eHealth Implementation Manager will be under the supervision of the MAST Program Manager.

Job Profile

Project and Change Manager for deployment of eHealth Monitoring and Surveillance Tools

• Act as a change agent providing leadership and support to field project managers to facilitate successful deployments
• Manages the deployment of legacy MINOS instances in the field on an as needed basis
• Decommissions legacy MINOS in deploying DHIS2 architecture iMINOS in the field
• Participates in the migration from legacy MINOS to DHIS2 architecture including line management of 2-6 Mobile Implementation Officers
• Runs the non-pilot eHealth tools implementation (NCD in 2017)
• Point of Contact for work with external DHIS 2 Service Providers related to implementing field requirements/customizations into standard tools

People Management

• Conducts the recruitment, onboarding and technical supervision of the 2-3 MIO MAST in 2017, with additional MIOs anticipated in 2018
• Defines and implements an HR development plan in order to ensure adequate skills at field level
• Train field personnel on supported systems and establish a network of “super users” capable of providing first-line support and training
• Organizes MAST-related trainings for the field, including the iMINOS Training of Trainers
• Assist in coordinating the involvement of MAST MIOs in field testing and piloting new eHealth tools

Service Management

• Communicate with stakeholders before and after field visits to establish goals, resolve outstanding issues, and report on progress
• Liaise with the Applications Administrator in order to ensure continuity of service regarding eHealth tools in following up their usage in the field
• Plays an active role in helping the team establish standard operating procedures/processes    
• Defines and monitors work done by external service providers

Knowledge Management

• Ensures documents related to deployments (e.g. field visit reports, issue logs) are completed and able to facilitate follow-up activities
• Develops and Documents processes related to implementation activities 
• Ensures the availability of documentation and training materials for the users

Votre profil :

• Vous partagez la vision d’Oxfam-Solidarité,
• Vous êtes familiarisé avec la logistique événementielle,
• Vous résistez à la pression tout en respectant les délais,
• Vous êtes sociable et vous avez l’esprit d’équipe,
• Vous êtes autonome, prenez des initiatives et faites preuve de capacités organisationnelles (problem solving),
• Vous avez une bonne maîtrise des outils informatiques,
• Vous disposez d’un permis B,
• Vous avez une très bonne connaissance du français et du néerlandais. La connaissance de l’allemand et/ou de l’anglais est un plus,
• Vous êtes flexible au niveau des horaires et pour le travail en soirée et en weekend. Etant donné que l’évènement principal, ‘Oxfam Trailwalker’, a lieu fin août, il ne vous sera pas possible de prendre de vacances en juillet ni en août.

Oxfam est une organisation internationale de développement qui mobilise le pouvoir citoyen contre la pauvreté.

Votre fonction : 

Vous ferez partie du service Récolte de fonds, et plus particulièrement de l’équipe évènementielle qui organise entre autres Oxfam Peacewalker et Oxfam Trailwalker. Vous serez chargé(e) notamment de la logistique et des relations avec les sponsors et autres partenaires.

Vos tâches principales :

• Gestion de la logistique des évènements :

1. Planification des besoins logistiques (matériel, autorisations, capacité, etc.).
2. Documentation détaillée, complexe et structurée des différentes tâches, lieux, timing, etc.).
3. Planification des schémas de transport et de matériel.
4. Gérer les demandes d’autorisation liées à l’évènement.
5. Gérer les commandes et les relations avec les fournisseurs.
6. Organiser les activités préparatoires.

• Gestion des partenariats

1. Rechercher des sponsors, selon les règles éthiques d'Oxfam-Solidarité en la matière.
2. Gérer les relations avec les sponsors, partenaires et fournisseurs.
3. Représenter occasionnellement Oxfam-Solidarité à des réunions ou évènements externes.

Oxfam vous propose :

• Contrat à temps plein (38h) à durée déterminée de 6 mois
• Lieu de travail : siège d'Oxfam-Solidarité, Rue des Quatre-Vents 60, 1080 Bruxelles
• Salaire mensuel brut : min. 2.146,08 € – max. 3.586,32 € (pour 30 ans d'expérience utile) + 13e mois + chèques-repas et congés extra-légaux
• Entrée en service : dès que possible

Etes-vous la personne que nous recherchons ?

Envoyez votre CV et votre lettre de motivation à jobs@oxfamsol.be avant le 8 mars 2017, avec la référence «coll events».

Pour Oxfam, l’égalité des chances est importante. Les candidats sont donc sélectionnés sur base de leurs qualités et compétences, sans tenir compte de l’âge, l’origine ou le sexe. 

• Master in menswetenschappen, sociale wetenschappen of onderwijs

• Minstens 5 jaar ervaring met ontwikkelings/wereldburgerschapseducatie, presentatietechnieken en jongeren- of volwasseneneducatie

• Kennis van methodes voor uitwerking en opvolging van het DGD-programma (Theory of Change, logisch kader, evaluatie, etc.) is een pluspunt

 

• Nederlandstalig met goede kennis van het Frans. Kennis van een andere taal is een pluspunt.

• Goede kennis van de Vlaamse wereldburgerschapseducatie en de NGO-sector

• Interesse in het werk van Caritas International en kennis van de sector asiel en migratie

• Teamgericht, sociaal in de omgang en een goede netwerker

• Sterk organisatorisch aangelegd, zelfstandig, nauwkeurig, flexibel, creatief en gemotiveerd

• Rijbewijs B is een pluspunt

Caritas International behoort tot een wereldwijd netwerk van 165 organisaties die in 200 landen actief zijn in crisishulp, heropbouw en ontwikkeling. In eigen land begeleiden wij vluchtelingen.

 

Caritas International zoekt een verantwoordelijke wereldburgerschapseducatie voor een voltijds contract van onbepaalde duur in Brussel en Vlaanderen.

 

Caritas International zet sterk in op wereldburgerschapseducatie voor jongeren en dit rond de thema’s migranten en vluchtelingen. De cel educatie heeft een groeiende scholenwerking die zich richt op leerlingen en leerkrachten van de tweede en derde graad secundair. De laatste jaren hebben we ons aanbod vergroot met interactieve workshops over asielzoekers en vluchtelingen. In de toekomst gaan we dit aanbod nog uitbreiden (in de vorm van pedagogisch materiaal, samenwerking met scholen, vorming van leerkrachten, enz.).

Als verantwoordelijke wereldburgerschapseducatie maak je deel uit van de dienst communicatie, die zowel verantwoordelijk is voor educatie als voor fondsenwerving, advocacy en externe communicatie.

 

Functiebeschrijving

• Verantwoordelijke van de Nederlandse educatieve activiteiten en projecten

• Ontwikkeling en uitwerking van een educatieve strategie in samenwerking met het team

• Ondersteunen van de cel educatie, o.a. bij de follow-up van het DGD-programma

• Opmaken van didactische en pedagogische materialen met een focus op asiel en migratie (vluchtelingen en asielzoekers, migranten, samenleven, internationale samenwerking)

• Ontwikkeling en beheer van partnerschappen met andere actoren van de sector (scholen, NGO’s, institutionele actoren, enz.)

• Ontwikkelen van schooltrajecten en vormingen voor leerkrachten in samenwerking met scholen

• (Verder) uitwerken en geven van workshops aan leerlingen uit de 2e en 3e graad secundair onderwijs

• Ondersteunen van de dienst communicatie, o.a. bij het organiseren van de jaarlijkse septembercampagne en het verbinden van deze campagne met onze educatieve activiteiten

 

Ons aanbod

• De mogelijkheid om mee te werken aan interessante en actuele projecten binnen een jong, dynamisch en gemotiveerd team

• Een voltijds contract van onbepaalde duur

• Indiensttreding voor eind maart

• 13de maand, groepsverzekering, maaltijdcheques, een tegemoetkoming woon-werkverkeer

• Onze kantoren zijn gevestigd in het centrum van Brussel, vlakbij het metrostation Kunst-Wet en 15 minuten wandelen van Brussel-Centraal

 

Contact

• Stuur je CV en motivatiebrief naar cv@caritasint.be met als onderwerp ‘Verantwoordelijke Educatie’

• Voor extra informatie, stuur een mailtje naar Gaëlle David (g.david@caritasint.be)

• De geselecteerde kandidaten zullen uitgenodigd worden voor een test en een interview

• Stuur uw sollicitatie vóór 03 maart 2017

CANDIDATE PROFILE

• University degree in social and human sciences
• 1 year MSF field experience essential
• At least 2 years professional experience in HR management in an international organisation is an asset
• Medical or paramedical profile is an asset
• Strong listening and interpersonal  skills
• Coaching attitude and skills. If not present yet, willing to invest in acquiring them.
• Team management experience is an asset.
• Good analytical and synthesis skills
• Able to work as part of a team and cross functionally
• Fluent English and French - Dutch is an asset

CONDITIONS

• Open ended contract - based in Brussels - Full-time
• Hospital Insurance (DKV) – Pension plan – Subsidised Canteen - 100% reimbursement for public transport cost
• Starting position immediate

CV + letter of motivation to be sent before March the 06th 2017, to Human Resources, c/o Muriel Moussiaux, 46, rue de l'Arbre Bénit, 1050 Bruxelles/Brussel, Gewijde-Boomstraat 46 Or via e-mail to :

Recruit-HQ-HR@brussels.msf.org with DAPARAMED in the title

CONTEXT

 The Development Advisor (DA) plays a pivotal role in the employee’s sense of belonging to MSF and MSF’s need to build a healthy HR pyramid that fulfils the organisation’s needs of today and tomorrow.

Therefore the DA is the employee’s partner to support and plan his/her growth as a professional and an individual. This means that the DA will help him/her:

• To clarify long term ambitions and professional goals.
• To identify strengths, improvement areas and identify current development opportunities.
• To identify the right means of development formalised in an individual development plan that is in line with MSF’s L&D vision (incl. learning model 70-20-10). To implement his/her development plan by taking concrete action where needed.
• To gain insight into and align with MSF’s organisational needs of today and tomorrow.
• To start a mission/job fully informed.
• To be compliant to MSF’s internal regulations.

The Development Advisor is also pivotal in MSF’s need to have the right person with the right competence in the right place at the right time, by:

• Aligning individual development (plans) to the needs of the organisation of today and tomorrow.
• Suggesting missions/jobs to candidates and candidates for missions/jobs to pool managers that will lead to a likely success for OCB and the employee.
• Gathering and sharing information on employee’s potential and performance that will allow identifying the appropriate individual development strategy.
• Making or facilitating efficient and fair decisions on means of development. For this Development Advisors will have a common approach (criteria and tools) to differentiate development investment.  
• Registering and continuously updating all information on the employee that :
• Helps to analyse the current population (“offer”)
• Facilitates the matching process and finding other development opportunities.
• Respects the employee’s privacy.
  

JOB PROFILE

FACILITATING INDIVIDUAL AND ORGANISATIONAL DEVELOPMENT

The DA is the reference point for all international staff to discuss their professional development within MSF and their professional growth in general.

In general and throughout the employee’s career the DA will:

• Encourage the employee to reflect on ambitions on a longer term (also after MSF), motivation and commitment, strengths and improvement areas and to translate this in short and long term career and development actions that create a win-win for the employee and the organisation. The individual development plan serves as a guide for the employee and a formalisation that is shared with CDM and PM. (see DA toolbox - content to be developed).
• Hold development conversations (see DA toolbox - content to be developed) with the employee to discuss, understand and enrich the development plan. The added value of the DA will be in the:

• Coaching of the employee, i.e. provoking in depth reflection but also giving feedback on how the organisation perceives the employee’s performance and potential.
• Guidance in the means of development that MSF can offer. Apart from the support by the DA, the means of development are based on the MSF Development Strategy and more particular the 70-20-10 learning model that are summarised in the DA toolbox (content to be developed).
• Establishment of concrete individual plans that creates a win-win between the employee’s and the organisation’s ambitions.

• Maintain regular contact with field workers before, during and after missions. Although concerns on missions are addressed via line management and other channels, the DA is a person of trust to discuss issues during the course of engagement with MSF.

The DA will contribute to the building of the HR pyramid of MSF (pool and/or leadership pyramid) by:

• Giving input to the organisation on the employee’s future potential (e.g. ambition, commitment to MSF) in order to give MSF insight in its current population and to identify the areas where action is needed in order to fulfill future needs.
• Helping the employee to draw up a development plan that integrates the employee’s profile (incl. performance and potential) and takes into account development tools the employee into his/her plans. As formulated in the DA toolbox content to be developed).
• Having regular contact with the pool manager who will give update on current and future needs of the pool.
• The DA is involved once a year by the pool manager in the analysis of the pool and the development of an action plan to make sure MSF’s future needs will be fulfilled.

In order to make this work, the DA ensures that employee career data (e.g. availability dates, individual development plan, evaluations, debriefing notes, etc) are registered and up-to-date in order to allow HR colleagues to use these data efficiently.

Also in case training, coaching, etc… is agreed with the candidate and line management, the CA makes sure that the proper enrollment procedure is initiated.

MATCHING

• The DA ensures maximum number of placements (as set in pre-defined targets), whilst retaining professionalism and quality, for experienced as well as first mission candidates.
• For DA’s in Brussels matching targets concern mainly for OCB.
• The DA ensures the update of the availability of the candidates in his/her pool in the relevant IT systems in order to give candidates all possible chances to be traced by pool managers.
• Throughout the employee’s career, the DA facilitates the process of finding a new mission or job in line with his/her development plan and the organisational needs in the short and long run. Jobs or missions can be in Missions, HQ or OC and can be found in HR.Net and the “Tour du Monde”.
• The DA checks if a candidate may match job/mission requirements before discussing potential matches with a candidate or a pool manager. The DA proposes a candidate to the relevant pool manager in the OC.

• This pre-matching is relevant in order to avoid unnecessary inefficiencies for all stakeholders. DA defends the candidatures with the support of the Recruitment Report/Profile Sheet/Individual Development Plan while ensuring the availability of the people presented.
  • The DA discusses a potential mission/job with the candidate and makes sure the candidate has all available information on the mission/job in order to allow the candidate to decide whether or not to apply for/accept the mission.
  • In case of emergency or absence of the DA the pool manager can contact the candidate directly to propose a new mission.
  • The DA also makes sure that the candidate gets proper feedback in case the candidate is refused.

• The DA is the primary contact for the candidate during the matching process.

FACILITATING MISSIONS

Once the pool manager has made a proposal of a mission to the candidate and the candidate has accepted the mission/job, the DA makes sure the employee starts the mission/job in an efficient way, compliant to legal and MSF’s regulations and procedures. Also, the DA is accountable for MSF’s duty of care at departure, during and after the mission/job.

• AT DEPARTURE
  • The DA shares all possible information on the mission/job that the employee needs to start with the right expectations.
  • The DA makes sure that the employee departs in full compliance with the MSF’s policies (e.g. health, duty of care, to check)  and legal requirements (e.g. linked to the country of origin and/or the destination country)
  • Prepares briefings and de-briefings in liaison with HR Administration Officer.
  • Briefing notes are made available to the organisation (e.g. pool managers) through the relevant HR IT systems
  • Has prepared the concrete actions to undertake during the mission, fitting with the longer-term personal/professional development plan

• DURING MISSION
  • At least once during the mission the DA has a personal contact (mail, skype, phone, etc) to follow-up evolution.

• AT RETURN
  • Debriefs expatriates returning from a mission, highlighting the skills acquired and those needing improvement, offering advice for future progress.
  • Receives and processes end-of-mission evaluations
  • Ensure the PM is informed of the main points of the debriefing and they are registered in the appropriate database