Job Description

About MSF:

Doctors without Borders (MSF) Southern Africa is a global network of principled professionals who specialise in medical humanitarian work driven by our common humanity and guided by medical ethics. We work together in teams, small and large, to respond to the medical needs of people affected by conflict, disasters, epidemics and those excluded from healthcare.



Doctors Without Borders team members are on the ground, working directly, every day. We bear witness and describe what is happening, to raise awareness about the experiences of the people we assist and the situations where we work. We alert the public to emerging crises, acute emergencies and serious challenges, such as lack of access and exclusion from healthcare - and to mobilise support for MSF's work and social mission, provoking change.



Today, MSF is present in more than 70 countries, where thousands of MSF doctors, nurses, logisticians, water-and-sanitation experts, and other medical and non-medical professionals work together to bring essential health services to people caught in humanitarian crises. MSF South Africa is in Johannesburg with an office in Cape Town too. MSF SA is governed by the MSF Southern Africa Association, which is made up of more than 300 members from seven countries in the region.

Level:

08

Generic Function:

HR Manager / Advisor / Specialist

Reports to (Hierarchical/ Functional):

Senior HR Manager

Job Family:

HR Generalist

Supervises (Function):

Domestic HR Officer

Main Purpose

Managing or providing technical specialist inputs into a section within a department. Responsible for implementing and managing tasks and responsibilities, managing the day-to- day functioning of the relevant team (where relevant), managing contacts with local authorities according to MSF protocols, standards and procedures to contribute to the optimal functioning of the relevant team or section within a department.

Accountabilities:

Do what? To what? With what outcomes?



1. Do what? To contribute to the development and implementation of the operational plan. To what? For the relevant team. With what outcome? To manage operational performance in line with the strategic objectives and to address any areas of non-performance.



2. Do what? To manage compliance and reporting. To what? Of the relevant policies, regulations and processes? With what outcome? To meet legal, regulatory and policy compliance requirements.



3. Do what? To contribute to and manage the budget. To what? For the relevant team. With what outcome? To meet the financial and budget targets for the financial year.



4. Do What? To implement staff management activities. To what? With current and future staff within the team. With what outcome? To be able to deliver on performance objectives and commitments in line with the allocated roles and responsibilities.



5. Do what? To implement risk management actions as reported in the risk register. To what? For the relevant team. With what outcome? To mitigate and manage the risk and security exposure.

MSF Section/Context Specific Accountabilities;

MSF Purpose:

To manage the organisational Human Resource management through implementation of the operational plan, managing, and overseeing HR Administration, remuneration, benefits, payroll and organisational design. Managing implementation of all HR management processes and systems and providing technical support and expertise in performance management, disciplinary and grievance matters to maintain a productive organisation.

MSF Context/Specific Accountabilities;

HR Function

1.

Operational Planning:

Do what? Contribute to developing the HR operational plan. To what? HR functional strategies and good practices. With what Outcome? An approved HR operational plan aligned with best practices. Do What? Implement the HR operational plan. To what? Planned HR initiatives and tasks. With what outcome? Efficient tracking, delivery, and reporting of HR activities

2.

HR Policy and Procedure Management:

Do what? Maintain HR policies and procedures. To what? Statutory requirements and organizational needs. With what outcome? Updated and compliant HR policies Do what? Implement HR policies. To what? HR policies and procedures. With what outcome? Consistent application and compliance.

3.

HR Administration, Remuneration, and Benefits Management:

Do what? Manage HR administration. To what? HR administrative protocols. With what outcome? Efficient HR administration meeting organizational standards. Do what? Update staff benefit information. To what? Benefit changes and provider updates. With what outcome? Accurate and timely benefit management. Do what? Communicate benefit changes. To what? Employees and relevant stakeholders. With what outcome? Informed staff with updated benefit details. Do What? Submit legislated HR compliance reports. To what? Legislative bodies. With what outcome? Timely and compliant HR reporting.

4.

Payroll Management:

Do what? Supervise payroll. To What? Employee details and monthly payroll data. With what outcome? Accurate and timely payroll processing. Do what? Resolve payroll queries. To what? Payroll-related concerns from employees. With what outcome? Swift resolution of payroll issues. Do what? Conduct payroll audits and reconciliations. To what? Payroll data and staff lists. With what outcome? Payroll accuracy and compliance. Do What? Report on payroll. To what? Payroll data and trends. With what outcome? Data-informed payroll decisions.

5.

Performan

ce Management System (PMS) Management:

Do what? Implement performance management system. To what? PMS tools and stakeholders. With what outcome? Effective performance tracking and feedback. Do What? Review and evaluate PMS data and results. To What? PMS reports and organizational trends. With what outcome? Identified improvement areas and informed decisions. Do what? Report on PMS. With what outcome? PMS data and insights. With what outcome? Enhanced performance management.

6.

Discipline and Grievance Management:

Do what? Support disciplinary matters. To what? Line managers and disciplinary cases. With what outcome? Fair and compliant disciplinary processes. Do what? Ensure performance and disciplinary issues are managed. To what? Employees with performance concerns. With what outcome? Improved performance and accountability. Do what? Coordinate grievance handling. To what? Employee grievances. With what outcome? Fair and timely grievance resolution. Do what? Report on disciplinary and grievance matters. Do what? HR data on discipline and grievances. With what outcome? Proactive and informed employee relations strategies.

7.

Budget and Financial Management:

Do what? Contribute to HR budget development. To what? HR operational plan and financial planning. With what outcome? Well-planned and approved HR budget.

8.

Staff Management:

Do what? Resource the HR team. To What? Recruitment, selection, and onboarding. With what outcome? Competent and well-inducted HR staff. Do what? Develop HR staff. To what? Training and learning programs. With what outcome? Skilled and continuously improving HR workforce. Do what? Manage performance. To what? HR staff performance monitoring. With what outcome? High-performing HR team. Do what? Implement HR policies and procedures. To what? HR compliance tracking. With what outcome? Consistent adherence to HR policies.

Requirements Education:

NQF level 7 in Human Resource Management, Industrial Psychology, Business Management or similar is required. NQF level 7 in project or business management or similar is preferred Experience 3 to 5 years in Human Resources Management or related field. 2 to 4 years staff management. Experience within an NGO and working in developing countries is desirable. Languages: English at native speaker level.

Competencies:

Commitment to MSF principles-L2. Cross-cultural awareness-L2. Behavioural flexibility-L2. Stress management-L2. Analytical thinking-L1. Strategic vision-L2. Results and quality orientation-L2. Service orientation-L1. Planning and organising-L1. Initiative and innovation-L2. Capacity to negotiate-L2. Teamwork and cooperation-L2. Leadership-L2. People management and development-L2. Security awareness and management. Networking and building relationships-L1.

Adhere to the MSF principles and to our values: Respect, Transparency, Integrity, Accountability, Trust, and Empowerment.

Adhere to the MSF Behavioural Commitments.

Remuneration and resources:

The Salary R44 479-49

13th Cheque in November. 100% Medical aid contribution. 10% additional pension allowance. Transport allowance. Cell Phone Allowance. Resources needed such as working space, computer, internet, stationery, and other resources will be made available.

Commitment/Contract Duration:

Length of commitment: 12 Months.

Closing date: 1 May 2025

Start date:

1 June 2025

or

ASAP

Please note that only shortlisted candidates will be contacted.

NB: Information

The protection of your personal data is important to MSF SnA. By submitting your application, you consent to MSF using your personal data only for the recruitment process to have all the information and documents necessary to proceed with the recruitment, validation of your application and selection of the most suitable candidate. Your personal data will be treated confidentially. MSF SnA will not use your personal data in any other way not foreseen for purposes of recruitment.



MSF values diversity and is committed to create an inclusive working environment. We welcome applications from all qualified candidates regardless of disability, gender identity, marital or civil partnership status, race, colour or ethnic and national origins, religion or belief, or sexual orientation, and all other diversity characteristics.






Lately MSF is a civil society initiative that brings together individuals committed to the assistance of other human beings in crisis. As such MSF is by choice an association. Each individual applying for MSF roles does it out of conviction and is ready to uphold the values and principles of MSF.

By applying, the applicant acknowledges that he/she has read, understood and accept this document.

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