Re-Advertised Announcement: Human Resources Operational Partner Support

Family: Human Resources

Level: 10 IRFFG (2,234 JOD Monthly Gross)

Workplace: Amman

Hierarchical and Functional line management of: Cell 5 Human Resources Operational Partner (HROP)

Mobility: Possible travels to Cell 5 mission countries (currently Iraq, Lebanon and Yemen) and other HQ locations

Starting date: 1st November 2026

Duration: 12 Months.

Context

OCG presence in Amman Hub:

OCG has been developing its presence in Amman with a delocalized structure created to support the quality of our operations in the region and beyond. It includes: 

·   The Operational Cell 5 directly managed by a Program Responsible, which current portfolio includes Syria, Iraq, Lebanon and Yemen. The team is composed of the Program Responsible, Deputy Program Responsible, Medical Program Responsible, HR Operational Partner, Fin Controller, Log Operational Responsible, Strategic Communication Advisor, Supply Referent, Flying Pharma and HROp Support.

·   The MESO (Middle East Support Office) is directly managed by the Head of MESO, that includes advisory, implementers and support positions providing technical and operational support to the field missions. The team is composed by Strategic Medical Advisor/Team Leader, Lab, IPC, Nursing Care and AMR Advisors and flyings, Humanitarian Affairs Advisor, Project Officer, Legal Advisor, Ops and Med Flying, Staff Mobility Coordinator and Implementer, Regional Technical Referent Energy and HVAC, Water & Sanitation and a MESO Assistant.

·   Delocalized & Hosted positions.

·   An intersectional Amman Mutualized Support Office (AMSO) for Finance/HR/Admin/Log/IT that supports both OCG, OCBA and OCA teams in Amman. The AMSO is under the direct management of OCBA.

At the heart of the Operations Department of the Operational Center of Geneva (OCG), the "cells" are multidisciplinary teams of 8 to 9 experts (Program Manager, Deputy Program Manager, Programme Medical Referent, Operational HR Partner, Operational Logistics Manager, Operational Finance Controller, Operational Communication Advisor, Supply referent and flying Pharma Referent). The cells supervise and coordinate MSF's activities in several countries and are the direct interface between the headquarters and the field. Each member oversees a specific field of activity under the supervision (functional link) of a Program Manager and with a hierarchical link to the coordinator of the relevant department.

The HROP centralizes and acts as a referent for mission’s HR and administrative issues in front of the various HR units at HQ and other members of the cell, mission’s Human Resources Coordinator (HRCo) or Head of Mission (HoM) and other MSF operational centers (OCs).

With the need to focus more on strategic HR mentoring and support to missions, the HROP support will be the focal point of different HR files identified and delegated by the HROP.

Scope of responsibilities:

1- Operational Planning & Translation of Ambitions into HR Needs:

Participates in discussions on optimal setup requested by the field to ensure staffing is sufficient in number and coherent in composition to meet operational and institutional ambitions, especially during MYR and POA.

IMS Staffing Requests

·  Verifies IMS staffing requests formalized by HRCos for compliance with planning, accuracy and clarity

·  Identifies inconsistencies against POA/MYR HR guidance and works with the HROP to adjust setups (IMS and LHS) and HR ambitions

·  Propose changes to the cell and missions based on analysis of long-term HR objectives.

MYR & POA Review

·  1st round review of MYR and POA HR matrices and reports to HROP any issues (technical, settings, analytical)

·  Provides first feedback to HROP on forecast and variances compared to last validated budget

·  Follows up with missions on job descriptions of international staff (MI); flags missing or outdated MIs and files received MIs.

Gap-fill & DEI Planning

·  Follows up on IMS staffing setups based on HR planning as per LVB.

·  Carries out DEI checks and follow-up linked to HR planning

·  Follows up gap-fill and back-up plans in coordination with HRCo and GPO.

2- IMS Lifecycle Management — from Opening to Return:

Single point of contact for IMS administrative and HR management, owning the relationship with the FMR, FAR and GPO across the full cycle. Manages the informed consent process, HR restriction table, BIC documents, mandatory mission documents and POL follow-up.

2A- Job Openings & Matching

Job Openings

·  Follows up job openings in HRIS/Ligo in coordination with HRCo and cell.

·  Compiles a weekly table of cell 5 missions’ positions to be opened as long as the system of TDM lives in parallel of Ligo.

·  Follows up on position management and vacancy tracking.

Matching Process

·  Support HRCo (as per the need) in the matching process for IMS profiles, including liaison with GPO and mobility officers.

·  Keeps a close follow up to ensure all proposed IMS are compliant with missions' HR restrictions

·  Organizes and follows up on 'PAPOUs' (ad hoc meetings for urgent positions to be filled).

·  Prepares and maintains the Tour du Monde document and cell TDM document.

2B- Pre-Departure & Departure

Movement & Visas

·  Coordinates with FMR for visa and movement logistics, including Schengen visas, mission-country visas.

·  Provides support to FMRs in case of specific movements or visa complexity.

·  Follows up with international staff on all documents required for departure (informed consents BIC, proof of life, digital hygiene policy etc.).

·  Updates and maintain tracker table for BIC, POL etc. at the cell level.

·  Consolidates, monitors and updates pre-departure briefing materials for international staff.

Admin & Contract Setup

·  Follows up on briefing plans and BIC documents.

·  Ensures Ligo updates for departing IMS are completed.

HR Briefings

·  Carries out or participates in HR briefings according to policy.

·  Ensure all documents in the mission welcome package are updated for all cell 5 missions.

·  Arrange BIC briefing with RP/ARP and ensure all IMS have received BIC briefing before their departure.

2C-During Mission

Monthly Follow-up

·  Monthly salary verification of IMS in post: start/end date changes and project/position allocations with FAR.

·  Keeps the IMS HR Update file continuously updated, with collaboration from HRCos.

·  Ensures updating of the international staff tracking table (HR Update) and communicates discrepancies to HROP and HRCos.

·  Confirms monthly IMS payroll information to FAR as part of IMS salary payment.

Indicators & Tracking

·  Tracks first and second mission indicators.

·  Ensure statistics and indicators are collected and analyzed, at minimum at POA, MYR and year-end (HRNS).

·  Liaises with FMR and FAR for any mid-mission administrative change; follows up on salary advance requests when PD process disappears.

2D- Return from Mission

Early Return

·  Coordinates early returns: administrative processing and support to HRCo and HoM.

·  Follows up on anticipated returns of IMS and files related documents.

Debriefings & Formalities

·  Ensure SHU is alerted when needed at return.

·  Tracks mission-end formalities with FAR.

3- HRIS (Ligo) — Maintenance, Quality & Deployment Support :

Act as focal point in the cell for the monitoring, follow-up and deployment of Ligo, providing first-line support to HRCos and cell members.

Routine Maintenance

·  Verifies routine HR updates in Ligo: positions, Contracts, amendements, allocations.

·  Follow up on position management and job opening status.

·  Follow up on mandatory mission documents and compliance tracking.

Data Quality

·  Performs data quality checks and maintains dashboards for IMS indicators.

·  Identifies and resolves discrepancies in the IMS tracking system; escalates to HROP where needed.

Deployment Support

·  Acts as first-line support for HRCos and cell members on Ligo usage.

·  Monitors progress and challenges in Ligo deployment across cell missions.

4- Focal Point for Specific HR Dossiers (under HROP supervision):

Act as focal point for specific cross-cutting dossiers, ensuring coordination between missions, HQ units and the HROP.

Mobility Programme

·  Initiates and streamlines communication between HRCos, PDMs and Mobility Coordinators on mobility needs.

·  Coordinates and laise with mission and mobility team, administrative formalities related to LHS detachment process from/to cell missions.

Compensation & Benefits

·  Focal point for all topics related to IMS Compensation & Benefits (IRFFG, IMS benefits, etc.) with special focus on Rewards Review.

·  Manages information flow and streamlines communication between missions and HQ on rewards changes.

·  Supports the HROP on Benchmark topics: manages BM requests, coordinates with hosting sections and follows up on timely submission of requested information.

·  Solicits and coordinates the intervention of Comp&Ben referents when needed.

·  Supports HRCos facing questions on the implementation of rewards changes.

5- Information, Reporting & Meetings :

Acts as a pivot between the HR department and the missions, ensuring sufficient information sharing to allow the HR department to provide appropriate and timely support.

Reporting & Indicators, information sharing

·  Ensure statistics and indicators (FM, 2M, LHS in coordination positions, DEI) are collected, passed on and analyzed — at least at POA, MYR and year-end.

·  Participates in the analysis of HR data and contributes to reporting to the HROP.

·  Ensure cell SharePoint is updated with mission HR policies, reports and other relevant documents from the mission and relevant cell members are having access to those documents.

Meetings

·  Participates in the monthly 'Tour du Monde' meetings to open IMS positions and present the cell's HR/operational news.

·  Participate in the weekly mini-desk of the cell and take minutes of the meeting.

·  Participates in regular catchup meetings between HRCo and HROP and keep the follow up points updated.

Education:

• Master’s degree in HR management (People Management or similar), Social Sciences, Political Science, Humanitarian or Development Studies, or other relevant degrees

• Additional operational & HR MSF training an asset.

Experience:

• At least one year’s experience as Field/office HR Admin with MSF or Cell Assistant with MSF OCG.

 Technical Competencies:

• IT: Windows 10, database, Excel (use of macros), Power BI.

• HR Tools and HR Fundamentals.

 Languages:

• English

• French and/or Arabic an advantage.

 Other:

• This position is open to both Jordanian and non-Jordanian applicants.

 Compensation & Benefit:

• MSF loyalty will be considered on the gross salary.

• Relocation package will be applicable for non-Jordanian staff.