Médecins Sans Frontière is hiring Personal Development Manager.


Following OCG institutional strategic positioning and willingness to “invest in people”, OCG positioning “HR principles” and recent statements on “people, people, people” and furthermore recommendations done during HRCo week 2018, it has been proposed to create the position of PDM referent in Senegal, Dakar hub. The pertinence of this position, as part of strategic approach to develop our staff and its competencies, was validated by the Comdir (during the PoA exercise) and endorsed by the board of Directors.

The PDM in Dakar will have the following main responsibilities (based on HR PoA Dakar 2019)

Be the front office support for all PDM (based on PDM job desk content) in OCG missions on the following focus areas : Support missions to identify Key National & Mobile Staff (talent identification process) in lines with operational needs
Contribute to people capacity building (development plan, career management, pool management, quality of matching) of Key National and Mobile Staff to prepare managers/coordinators of tomorrow
Create OCG related PDM tools when relevant
liaise with back office PDM supports such as Pool Management, L&d, RHOP or Recruitment services when relevant
Lead the « HR dossier de fonds » to harmonize selection criteria between expatriates and mobile staff above level 7
Your Responsibilities at Médecin Sans Frontière
Knows OC’s recruitment and development policies, procedures and tools, adapt them to the Mission’s context and ensure an equitable, fair, transparent, efficient and accountable implementation throughout the Mission by all relevant people in the mission
Provide expertise to all people involved in recruitment process on how to lead it properly with the aim of recruiting professionals and people with potentials to be developed.
Ensures alignment with existing policies and provides expert support to coordinators, activity managers and supervisors in recruiting and developing people under their supervision: first screening of CVs, interview methods, content, detection of potentials, best practices, PMS, alignment of development with operational objectives, etc.
Knows OC’s induction policies, procedures and tools, adapt them to the Mission’s context and ensure its proper implementation for all newly recruited/arrived staff and for previously hired staff in the Mission who had no access to them when being recruited.
Ensures (together with the coordinator/supervisors/activity manager) that pre-established specific preparation or specific briefings for newly recruited/arrived staff on the basis of the profile sheet received (OCBA) or development plan are properly done in due time.
Ensure that all newly recruited/arrived staff receive a briefing agenda upon recruitment/arrival and that they are properly briefed by her/his hierarchical and functional supervisor (if applicable) and receive all the due information according to the established procedures & standard briefing content.
Follow up the quality and impact of whole briefing and induction processes, collects data and suggest improvements to HRCo if advisable.
Suggests career paths and support plans for specific persons to HRCo and line managers, ensuring a proper liaison with the Operational needs and objectives set, the results of PMS, the training possibilities (local, international, intersectional, regional, etc.) and the potentials identified.
Together with HRCo, HRO/REHUCO and Training Unit in HQ, contributes to create and implement a mission training policy adapted to the Mission in order to respond to the needs identified among the staff, prioritizing those needed to ensure the Operational objectives set.
Together with HRCo, HRO/REHUCO and Training Unit in HQ, contributes to the identification of training options at local / regional / international / intersectional level, and provide expertise upon request to line managers with regards to the assessment of training needs within the teams they supervise.
In close collaboration with HRCo, HRO/REHUCO and Training Unit in HQ, ensures proper implementation of the Training Policy, procedures and tools in the Mission and support and develop training for Coordinators/supervisors/activity managers (i.e. HR Management, PMS, etc.)
Support and empower administration managers and HR/administration staff of the Mission in her/his area of expertise (i.e. recruitment, development, induction, detection of talent, training, etc.)
Provide expertise and support to all coordinators/supervisors/activity managers on how to implement PMS (tool , method, setting up objectives, follow up of action plan and best practices) with the aim to evaluate and develop competencies of the staff they supervise.
Look for synergy/exchanges with other MSF sections and other NGOs in terms of trainings, coachings and other development tools
Shares with HRCo all information/suggestions/activities which may have an impact in planning, budget or HR strategies (i.e. suggested career path, requested trainings, development events, mobility, etc.), and does not implement them without previous authorization of HRCo.
Collaborate with HRCo in building/updating the annual plan and budget, with regards to her/his area of work and responsibilities.
Job requirements

Working experience of at least two years in HR.
Desirable previous experience in MSF or other NGO in developing countries.
Education & skills

Degree in HR
Ability to design, to develop, to create HR tools
Fluency in French and English
People Management
Terms of Employment

Field contract, fixed-term of 12 months, 100%
Based in Dakar
Start date : 1st March, 2019
Salary according to the Swiss salary grid IRP2 : L12
How to apply
Candidates submit their application following the requirements: CV 2 p. max. – letter of motivation 1p. max. – in French or English.

Closing date for application is 13th February, 2019.

The applications will be treated confidentially.

Only short-listed candidates will be contacted.

Médecins Sans Frontière is hiring Personal Development Manager

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