About MSF-USA | Doctors Without Borders
Doctors Without Borders/Médecins Sans Frontières (MSF) is an international humanitarian organization providing medical care to people affected by conflict, epidemics, disasters, or exclusion from health care in over 70 countries. We were formed in France in 1971 as an association by a group of doctors and journalists to go to emergency situations and to treat patients with dignity while bearing witness independently of geopolitical boundaries. MSF is now a global movement of more than 25 MSF organizations, working in over 70 countries. We cooperate as an international, independent, medical humanitarian association that offers medical assistance to populations in distress, victims of natural or manmade disasters, and civilian victims of armed conflict, without discrimination and irrespective of race, religion, age, gender/sex, national or ethnic origin, color, disability, sexual orientation, genetic information, or political affiliation and provides assistance to the population in distress and intervenes worldwide. MSF staff also “bear witness” by speaking out about our work and what is experienced on the ground, not only to draw the world’s attention to crises, but to stand in solidarity with our patients and colleagues who are experiencing these emergencies firsthand.
We welcome candidates who bring a wide variety of backgrounds and experiences to join us in working toward MSF’s social mission.
Role Overview
The Senior Employee Relations Manager will provide a broad range of professional employee relations activities, including but not limited to employee consulting, conflict resolution, complaint investigation, policy interpretation, and the preparation and delivery of related summary reports and recommendations. The position will interact with all levels of leadership regarding investigations, discipline, performance management, terminations, and negotiated separations.
Department Accountabilities
Organizational Culture & Create a Safe Space
Set and drive transparent goals, targets and ADEI&B initiatives that yield the most significant, scalable, quantifiable, and sustained impact for a more human-centered, engaged, and productive workplace.; building a culture that fosters trust, collaboration high performance, respect, and belonging among diverse teams and peoples.
Performance Management & Talent Development-
Develop and implement policies and processes that provide an integrated, structured approach to individual development planning, performance goal setting, performance feedback, and formal appraisal to meet business needs and to support individuals in realizing their potential. The review is done one time per year after which decisions are taken on whether the employee's pay should be changed or increased.
Employee Engagement
Create a workplace culture that is engaging and motivating for employees. This involves creating opportunities for employees to connect with each other, providing professional development opportunities, and creating a positive work environment.
Compliance and HR Operations
Execute and manage P&C operations using predetermined protocols and procedures to achieve specified operational performance standards.
Compensation & Benefits Review
Designed and administered compensation and benefits packages for staff. This includes setting salaries, providing health insurance and other benefits and managing payroll..
Talent Acquisitions
Fill permanent or temporary positions within an organization by attracting, shortlisting, selecting, hiring, appointing, and integrating the best-qualified candidates in a timely and cost-effective manner.
Payroll Administration
Carry out the payroll administration processes required to ensure that employees are paid correctly at the right time.
Roles Specific Outcomes
Employee Relations Case Management
Investigate, and propose solutions for, very complex and/or contentious employee relations cases in liaison with line managers; coordinate the organization's response to legal cases brought by individuals; contribute to the preparation of legal submissions, and ensure all parties complete casework accurately and within deadlines.
Policies and Procedures Development
Contribute to the drafting of policies, procedures, and related guidelines within an area of expertise to meet defined key principles and ensure compliance with external requirements.
Solutions Analysis
Analyze specific problems and issues to find the best solutions. Solutions could be technical or professional in nature.
Operational Compliance
Maintain and renew a deep knowledge and understanding of the organization's policies and procedures and of relevant regulatory codes and codes of conduct, and ensure own work adheres to required standards.
Stakeholder Engagement
Develop stakeholder engagement by identifying stakeholders; by finding out their needs, issues, and concerns; and by reacting to these needs, issues, and concerns to support the communication of business information and decisions.
Performance Management and Talent Development
Contribute to the design and delivery of performance management and talent development methods and processes; deliver elements of the technical design; plan and deliver job evaluation programs or ad hoc evaluations; and monitor outcomes and propose remedial actions where appropriate.
These core accountabilities should not be construed to contain every function/responsibility that may be required to be performed by an incumbent in this job. Incumbents are required to perform other functions as assigned.
Complexity and Problem-Solving Skills
Works with full competence to shift into and out of a mental mindsets associated with assessing the facts and circumstances of the current situation and/or environment and making the appropriate/innovative adjustments to thinking and work habits to thrive in any scenario. Typically works without supervision and may provide technical guidance.
Behavioral Competencies
THOUGHT: How MSF USA staff understand the organization, manage complexity, and contribute by creating the new and different.
People Focus
Builds strong relationships and delivers solutions geared to aiding others. Solicits feedback and data; conveys a clear understanding of the level of service the team is providing; takes action when standards are not met by team; aligns processes with organizational needs.
Manages Complexity
Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems. Consistently looks at complex issues from many angles; obtains a rich and deep understanding; swiftly cuts to the core issue; skillfully separates root causes from symptoms.
Global Perspective
Takes a broad view when approaching issues, using a global lens. Shows global thinking at work; adjusts organizational practices to meet the unique needs of different regions or countries. Uses a broad perspective when addressing issues and challenges.
Cultivates Innovation
Creates new and better ways for the organization to be successful. Approaches professional work in unique or innovative ways. Offers original ideas. Appreciates others' creative ideas and solutions and provides helpful input to enhance them.