Head of Career Management

Overview:
**Scope**

The Head of Career Management and Recruitment coordinates the team of Career Managers and Recruiters, and manages the activities of the Field HR Department, related to the recruitment, selection, matching, and retention of qualified and well-suited humanitarian workers to meet the needs of MSF field operations.

The position ensures quality and consistency in departmental practices and decisions, oversees the implementation of relevant initiatives, and provides the first line of response in the case of escalated issues coming from humanitarian workers. The Head of Career Management and Recruitment will work closely with the FHR Director on strategy and will be required to work with other departments in MSF Italy to ensure that projects are properly implemented. In addition to management responsibilities in the department, the Head of Career management and Recruitment will manage one pool.

**Responsibilities**:
**Essentials functions and responsibilities**
- 1. Career Managers and Recruiters Management and Coordination_
- 2. Pool Management_
- 3. Relations with Operational Centers and other MSF IT Departments_
- 4. Networking with external actors_

**Main activities**
- 1. Career Managers and Recruiters Management and Coordination_
- Appoints, leads, evaluates, and manages Career managers and Recruiters. Sets clear objectives for staff, evaluates employee job performance, in accordance with established MSF procedures, and collaborates with staff to establish appropriate development paths. Approves leaves, determinates work priorities of the unit, tasks and work organization in the unit (including absence cover arrangements).
- S/he represent the unit in the department and ensure optimal flow of communication between the unit, the rest of the HRF Department and the rest of MSF IT’s departments. Resolves team problems requiring senior management intervention. She/he can replace the HRF Director if and when needed.
- Organizes and leads agenda for regular unit meetings to coordinate activities and exchange information.
- Takes part in the induction process of field workers (e.g. PPD), for preparation of first time MSF field workers.
- In collaboration with HRF Director, develops the creation of relevant aspects of departmental Annual Plan, and facilitates input of department. Oversees implementation of relevant aspects of Annual Plan including the transversal projects involving career managers and recruiters. Prepares and administers relevant parts of department budget planning and control and reports regularly to the HRF Director.
- Monitors and reports on the quantity and quality of field placements with each OC and the effectiveness of the partnerships in meeting field needs. When matters that are of particular concern under Italian Labor Law arise, such as harassment, s/he works with Career Managers, HR F Director, legal counsel (if needed) and OC partners to ensure all appropriate steps are taken to promptly investigate and remediate the problems. Ensures that all steps taken are documented thoroughly, and that aid workers are aware of steps taken.
- 2. Pool Management_
- Responsible for placement and career management of one of the MSF IT pools (most likely Field Coordinator and Head of Mission pool) Provides feedback and coaching to active field workers based on performance evaluations.
- Confers with network colleagues (Pool managers, Desks, HR Managers, HR coordinators and Technical referents in OCs as well as with FC/HoM pool managers across the movement) to identify personnel needs, job specifications, job duties, qualifications, and skills needed on the field. After placement to a specific field assignment, ensures OC briefings are arranged and Informed consent is signed. Conducts briefings and debriefings for departing aid workers of her/his pool, provides on-mission support when appropriate.
- Follows up on disciplinary measures taken by MSF, communicating decisions to employee such as suspension or exclusion from the pool. Meets with returning aid workers identified as having high potential to evaluate skill sets and career goals and to discuss ongoing career and training opportunities both within and outside MSF.
- 3. Relations with Operational Centers and other MSF Italy Departments_
- Works closely with other MSF IT Departments to ensure HRF support for relevant projects and initiatives, and vice versa. Ensures that Career Managers are working closely with HR partners in OCs to identify personnel needs, job specifications, job duties, qualifications, and skills; to effectively and efficiently place Italian field workers to adapted field positions; to learn about job performance of returning volunteers; to assess effectiveness of placement decisions and to plan for future missions.
- Analyzes, together with the HRF Director trends at each Operational Center in placement, turnover, retention and grievances to determine support or action needed to adjust unfavorable trends