CANDIDATE PROFILE

Education        Essential: University Degree in Social Sciences (Health promotion, Anthropology, Sociology…)

Experience      Essential: 2 years of practical experience                        

• Desirable: Experience in group activities and Community work
• Desirable: Experience in working with migrant population
• Desirable: Experience in working in a team
• Desirable: Experience in working for MSF or other NGO
  

Language        Essential: French and English - Desirable: Dutch, Arabic, Dari/Farsi or other languages

Specific           Cultural sensitivity - Interest in qualitative research

Transversal competencies

• Demonstrates loyalty, awareness and respect for MSF’s values
• Adapts behavior to the needs of the situation
• Understand other people’s stress
• Improves performance and sets ambitious and realistic goals
• Shares information and coordinates with team and/or others
• Team player
• Fixed-term contract 11 months, full-time, based in Belgium, Charleroi region (Charleroi, Jumet, Morlanwelz and nearby)
• Hospital Insurance (DKV) - Pension plan – Canteen – 100% reimbursement for public transportation costs
• Starting date for position is 15/01/2018

CONDITIONS

Deadline for applications is 11/12/2017 - Interested candidates should send a letter of motivation and curriculum vitae by e-mail to Anne-Sophie De Scheemaekere, Resource Manager: Anne-Sophie.De.Scheemaekere@brussels.msf.org

Please mention the following reference: “HP “

!! Only shortlisted candidates will be contacted

BACKGROUND

Project outline

MSF is running a pilot project in Belgium targeting asylum seekers and newly arrived refugees (men, women and children) living in accommodation facilities or individual housing. The project aims to decrease morbidity and severity of mental health for the asylum seekers in Belgium with the specific objective to:  publicly demonstrate the need for mental health services for asylum seekers by piloting and documenting the efficacy of mental health and primary health services in a defined target population.

MSF is implementing a Model of Care for mental health activities. The aim is to show that by intervening at an early stage, with not only specialized mental health staff, the mental health for asylum seekers and refugees can improve and reduce the burden of the primary and secondary health care. The project activities will be built on tree pillars: mental health activities – a community approach that also connects to civil society – advocacy.

The mental health activities mainly consist of screening for mental health problems, and offering low threshold activities such as Psychological First Aid (PFA), Psychoeducation, Health Promotion, Group interventions and Individual counseling sessions (e.g. mental health assessment interview before referral). People who are in need of more specialized care will be referred to specialized care. Training and capacity building (e.g. on screening for mental health problems/detection and cultural briefing) will be given to staff of the Reception System (RS) and other (health) care staff.  Care for staff and caretakers will be set up to prevent burnout due to emotional stress.

With a target population of 750 people for the pilot project (of which approximately 400 in the Charleroi region), MSF covers the needs in collective (2 asylum centers) and individual housing. The team composition consists of a Mental Health Activities Manager, 2 Counsellors, a Community Worker, a Health Promotor and translators.

The Mental Health Activities Manager will coordinate and supervise the counsellors, the Community Worker and the translators. The HP will be supervised by the Field Coordinator but will cooperate very closely with the MHAM in developing the HP strategy, tools and the organization of activities, but also to emphasize the community approach within the AC. The HP will receive support and assistance from the HP referent person from MSF HQ.

Main purpose of the position

Evaluate, define, implement and supervise all HP activities in the project zone ; assess the level of knowledge and understanding of our beneficiaries concerning health risks, promote MSF services ; develop the target population’s knowledge on their health situation and its determining factors, develop and support activities on prevention and cooperate with other staff members in order to ameliorate existing services/tools and better orientate/arm the implemented staff in accordance with  MSF protocols and values.

JOB PROFILE

• Analyses community dynamics within reception structures and the impact it has on asylum seekers well-being. This analysis includes the institutional and legal frame of the structure.
• Identify HP needs in the population within the scope of the project.
• Define and elaborate a project strategy accordingly to MSF standards. Participate in the definition, planning, organization and update of the HP activities and its budgeting, in close collaboration with other team members.
• Arise awareness on HP issues among all staff in the Reception System (RS).
• Stimulate the involvement and participation of the beneficiaries in the RS (empowerment), in close collaboration with the staff of the RS, beneficiaries as well as with the CW. Identify and experiment tools improving residents’ expression of needs within the structure.
• Assess communication channels within RS and evaluate its efficiency. Define and elaborate a strategy on improving communication and information sharing within the RS.
• Propose recreational activities in close relationship with MH team and CW. Provide support for their organization.
• Identify, meet and build collaboration with key external actors (civil society) to facilitate the organization of activities within the structure, and referrals of residents to those actors.
• Review and develop in close collaboration with the MHAM the technical material, tools, guidelines and documents elaborated for mental health activities in order to develop appropriate support for patients.
• Share problematic situations and relevant information with the MHAM for help with decision making and problem resolution.
• Collect and analyze data, report regularly about HP activities in order to have reliable information about activities and adapt them accordingly. Participate in monthly reports according to guidelines (SitRep, statistical report, etc.)
• Ensure good communication with the other components of the project (Flemish zone) and put at disposal of these colleagues tools/services developed for the Charleroi zone.
• Participate to regular team meetings .to provide feedback on activities, discuss challenges and inform on possible advocacy issues to guarantee the adaption of the pilot project to the field needs.
• Ensure the implementation of all HP standard protocols and methodologies set by MSF and supervise their application by the CW, in order to provide the most appropriate services for our beneficiaries.
• Identify possible advocacy issues and inform MHAM and Field Coordinator before taking any action.
• Provide training and supervision on a regular basis.

CANDIDATE PROFILE

• Preference for a university degree in HR or Management
• Experience in MSF Field is a must (minimum 1 year)
• Minimum 3 years of professional experience in (HR) management in an international and complex context
• Experience with managing (remote) teams is an asset
• Experience in coaching others
• Proven facilitation & training skills, especially in the field of management skills
  • Strong strategic and analytical stills; experience in developing strategies; proven capacity for analysis and synthesis
  • Strong interpersonal and -cultural  communication skills 
  • Team player and cross functional attitude
  • Very good aptitude for listening and dialogue
  • Adhere to our managerial values: Respect, Transparency, Integrity, Accountability, Trust, Empowerment
  • Fluent both in French and in English
  • Available for regular travels
    

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 December 15th 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 HRDEVNS in the title

 

CONTEXT

OCB’s HR vision for 2016-2019 rests on 3 pillars:

1. Facilitate and co-create a culture of excellence and pass on the DNA.
2. Be a responsible employer and safeguard HR values
3. Provide and develop the talent for today & tomorrow

This vision, which is centred around the performance and development of our staff in order to achieve our operational objectives, is supported by OCB’s Learning Vision: “to contribute to the free flow of human resources within MSF by giving all staff equitable and inclusive access to relevant, innovative, timely and streamlined learning opportunities aligned to strategic operational priorities within OCB.”

Both these visions underline the importance of learning & development opportunities for all staff, in order to increase the quality of operations. 

In order to ensure that our national staff (NS) – who comprise about 90% of all our field staff – have access to all relevant staff development opportunities, while on the other hand helping missions to address their particular mission-specific needs related to HR development, -motivation and -retention, MSF has created the position of HR Development Referent NS.

The HR Development Referent (NS) works in close cooperation with the Development Advice Referent (XP), and other development actors (Mobility Focal Point, MIO Supervision, ..) and reports directly to the L&D Coordinator.

The HR Development Referent (NS) will also be part of the Development Platform which brings together all HR Development related actors at HQ (Development Advice Referent (XP), HQ staff development, Mobility Focal Point,..), and which will define and implement the global HR Development Vision, and which ensures coherency between the different development initiatives within the organisation.

JOB PROFILE

The main areas of responsibility of the HR Development Referent (NS) are to:

• Contribute to the formulation of OCB’s vision & strategy for HR Development for all staff
• Act as a referent for all development-related strategy, policies and tools on mission-level, ensuring coherence with the global MSF HR Development vision and strategy. 
• Develop & train a pool of HR Development Managers, and act as their technical referent 
• Act as the technical referent for the Learning & Development Platform that is under development, ensuring a translation between the field needs and the platform processes. 

Contribute, in close cooperation with all other HR/HR Dev actors within the organisation, to the formulation of OCB’s vision & strategy for HR Development for all staff

• Develop the OCB vision and strategy for HR Development for NS field staff
• Assist in the definition/framing of the management development framework and practical translation into the different phases of the Employee Development Cycle
• Support the analysis of the evaluation process, and assist in the translation of the recommendations into practical solutions for the field (support the transition from ‘evaluation’ to ‘performance management’)

Act as a referent for all development-related strategy, policies and tools on mission-level, ensuring coherence with the global MSF HR Development vision and strategy. 

• Ensure that HQ initiatives (such a Mobility, Supervision Project, Talent Spotting) are translated into the mission’s HR Development strategy and tools
• Develop/refine HR development tools and methods, in close cooperation with the Development Advice Referent, which are in coherence with the OCB vision, strategy and other existing HR Dev tools
• Facilitating the communication and knowledge management between the field and HQ, regarding HR development activities/initiatives
• Coordinates, in close cooperation with the Development Advice Referent, HR Dev related initiatives with counterparts in the other OCs
  

Develop & train a pool of HR Development Managers, and act as their technical referent 

• Defining- and communicating about the rationale of HR development in the field towards Ops and supporting departments
• Framing the position of the HR Development manager in relation to other HR positions
• Promoting the HR Dev role and creating buy-in for HR Development processes in missions
• Developing and training of the HR Development Manager’s pool
• Developing the career-path for the HR Dev Managers
• Development of a supporting HR Development community, facilitating the sharing of know-how, tools and experiences between missions, and between HQ and missions
• Supporting the missions in the development/refinement of mission-specific learning & development strategy, policies and tools
• Acting as the entry point to the L&D unit for the field
• Developing indicators for impact assessment of the HR development strategy and activities in the field 
  

Act as the technical referent for the Learning & Development Platform that is under development, ensuring a translation between the field needs and the platform processes. 

• Supporting the translation, standardization and formalization of the development processes from the field into the PLE/PDE solution
• Defining and following up of a pilot mission
• Ensuring inclusion of key HR Dev actors in the configuration and testing of the PLE/PDE

Profil recherché - diplôme de l'Enseignement Supérieur universitaire ; ou expérience valorisable - une expérience de minimum 4 ans dans un poste de coordination d’équipe dans le secteur associatif - connaissance du paysage institutionnel belge et européen, de l’Afrique centrale et de l’Amérique latine, avec une capacité à travailler avec des partenaires locaux et une disponibilité à effectuer des missions à l’étranger - intérêt/connaissance des thèmes d’expertise de Justice et Paix - Intérêt pour l’actualité et capacité d’analyse socio-politique - capacité de pilotage de la gestion financière et de pro-activité dans la recherche de fonds - capacités d’expression orale, de rédaction et de synthèse - capacités de planification et de gestion de projets, par des processus d’éducation permanente et d’éducation au développement - capacités d'initiative et de travail en équipe, aisance relationnelle connaissance de l’anglais et du néerlandais et si possible de l’espagnol - aisance dans l’utilisation des logiciels informatiques classiques (Excel, Word, Outlook…) - une souplesse horaire est demandée (comme responsable de l’organisation, il/elle peut être amené·e à prester des heures de travail en soirée et le week-end) Offre - un emploi dynamique dans une équipe qui l’est tout autant - l’opportunité de mener de nombreux défis - temps plein à durée indéterminée - barème de la Commission Paritaire 329.02, échelon 5 - l’accès aux conditions ACS est un atout - début de contrat idéalement pour le 1er février 2018 Procédure de recrutement Envoyer une lettre de motivation et un curriculum vitae à arnaud.gorgemans@justicepaix.be pour le lundi 1er janvier 2018 au plus tard. Les candidatures retenues feront l'objet d'un test écrit le lundi 8 janvier 2018 et de deux interviews, la semaine du 15 janvier . Pour plus de renseignements sur la fonction, veuillez prendre contact avec axelle.fischer@justicepaix.be ou par téléphone au 02/738.08.01

Description de l’association La Commission Justice et Paix (CJP) est une association chrétienne soutenue par la Fédération Wallonie-Bruxelles et la Coopération au Développement. Elle sensibilise citoyens et décideurs aux enjeux des conflits et les encourage à devenir des acteurs de paix. Pour ce faire, elle développe des analyses et des méthodologies de travail, en éducation permanente et en éducation au développement, sur la résolution des conflits, en Belgique ou dans les pays du Sud. Pour plus d'informations, voir www.justicepaix.be Tâches - Le/la secrétaire général·e est responsable du bon fonctionnement de l’association. Dans le cadre de sa mission, il/elle assume la gestion quotidienne de l’organisation en cohérence avec les vision et mission décidées par les instances. Il/elle encadre l’équipe (7 permanents) dans la mise en place et le suivi d’un plan de travail efficace et conforme aux options et programme de l’asbl. - Le/la secrétaire général·e garantit une bonne représentation de Justice et Paix auprès des parties prenantes : instances décisionnelles et réseau de volontaires, bailleurs de fonds publics et privés, partenaires associatifs et représentants de l’Église catholique. - Il/elle veille à la bonne gestion financière de l’organisation en concertation avec le responsable du pôle administratif et financier et développe une politique de ressources humaines dans une optique de qualité et de bien-être du personnel.

PROFILE REQUIREMENTS

Competences

• User oriented attitude
• Analytical thinking
• Proactivity and initiative
• Time management
• Capacity for autonomy and self-organization

Skills

• Strong written and spoken communication
  • English and French required
  • Dutch and Spanish an asset
• Tech skill
  • Basic understanding of Windows environment
  • Understanding of complex web based apps
  • Basic Linux OS will be an asset
  • Basic knowledge of SQL will be an asset
  • Basic knowledge of PHP scripting  will be an asset

Experience

• IT support to final user
• E-Learning platform administration and content creation
• MSF or humanitarian experience will be an asset

CONDITIONS

Location:                     Brussels

Contract:                    Permanent contract at 80%

Duration:                    open

Starting date:             15/01/2018

 

Deadline for applications: 04/12/2017

Please submit all applications only by email to IO-recruitment.gva@geneva.msf.org stating “UniData User Support Officer” in the subject

Please submit only ONE file containing your CV and cover letter and name the file with your last name only.

Only short-listed candidates will be contacted.

MSF INTERNATIONAL

MSF International is the legal entity that binds MSF’s 21 sections, 24 associations and other offices together. Based in Geneva, MSF International provides coordination, information and support to the MSF Movement, as well as implements international projects and initiatives as requested.

context

The International Technical Coordination (ITC) was created to maintain consistency in the choice of medical and non-medical articles between MSF sections in order to improve MSF interventions, while taking into account field realities. Proposed and developed by the logistics and medical departments, ITC was officially recognised at International level in 1994 and integrated into MSF International in 2006.

The role of ITC is to coordinate decisions taken, to inform and advise decisional bodies but it is not responsible for taking decisions.

In 2016 UniData was implemented. This Master Data Management system (MDM) contains all the codes created in the MSF movement, avoiding duplication, improving the articles description and thus streamlining supply chain processes. With it, ITC delivers article Master Data to all the MSF movement.

PLACE IN THE ORGANISATION

UniData is delivered by the International Technical Coordination of MSF International.

The UniData Help Desk and Training Manager lead the UniData Support Team. This team is responsible of monitoring and guaranteeing that the Service Level Agreements (SLA) are respected.

The UniData User Support Officer, as part of the UniData Support Team, reports to the UniData Help Desk and Training Manager and works closely with key staff in all five Operational Centres and all 3 European Supply Centres of MSF to fulfil the indicated objectives.

OBJECTIVES OF THE POSITION

The purpose of the position of the UniData User Support Officer is to guarantee the SLA’s are respected following the UniData Service Management System processes and procedures according the FitSM ITSM methodology.

MAIN RESPONSIBILITIES

• Participate in UniData Service Management System (SMS)
  • Help Desksystem management
    • To monitor new tickets received at UniData Help Desk tool
    • To follow the procedures to categorize and assign  the received tickets to the right process and owner
    • To ensure proper data quality level is maintained in the information stored in UniData Help Desk Tool
  • Service ReportManagement
    • To take ownership on most of the service reports
    • Maintain the service report specification for the reports under his/her ownership
    • Produce and deliver the service report according to the specifications
    • Ensure that the input / contributions required to produce the report are provided in time
    • Understand new or changed requirements on the report under his/her ownership, and update the report specification accordingly
  • Incident and Service RequestManagement
    • To take ownership on most of the tickets received
    • Coordinate and take over overall responsibility for all activities in the lifecycle of a specific incident or service request
    • Monitor the progress of incident resolution or request fulfilment taking into account agreed
    • Trigger reminders to those involved in incident resolution or request fulfilment and escalate to the process manager as required
    • In case of a (potential) SLA violation, trigger communication and escalation as defined in the SLM process
    • Ensure an adequate level of documentation for the specific incident or service request
  • ProblemManagement
    • To take ownership on most of the identified problems
    • Coordinate and take over overall responsibility for all activities in the lifecycle of a specific problem, including problem analysis and identification of options to handle the problem
    • Monitor the progress of problem resolution and ensure that the problem is escalated effectively, if required
    • Ensure the information in the KEDB on this problem / known error are up-to-date, including appropriate descriptions of potential workarounds
    • Communicate the problem / known error and potential workarounds to relevant stakeholders (e.g. ISRM staff and users)
    • Depending on the selected option for dealing with the problem / known error, raise requests for changes or trigger the CSI process as required
  • ChangeManagement
    • To take ownership on most of the Request For Change tickets
    • Control and coordinate all activities in the lifecycle of a specific change
    • Monitor the progress of change evaluation and implementation for this change
    • Ensure that the change record is complete and up-to-date at any time from recording the request for change to completion of the post implementation review
    • As applicable, communicate with the release owner of the release containing this change
  • Release and DeploymentManagement
    • To participate in software testing and quality assurance
  • Any other SMS task requested by his/her manager
• To support the UniData Help Desk and Training Coordinator on managing our E-Learning infrastructure
  • Participate in the development of new E-Learning knowledge units (nuggets) and improvement of already existing ones
  • TTS platform administration including:
    • User management
    • Nugget deployment and maintenance
    • Statistics generation
    • Etc.