HR CONFLICT MANAGER (BASED IN ANY OCBA HUB) JOB DETAILS | MEDICOSSIN

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Promoting an early detection and a consistent follow up of cases of mismanagement and misconduct in OCBA   GENERAL CONTEXT Médecins Sans Frontières is an international independent medical-humanitarian organization, which offers assistance to populations in distress, to victims of natural or man-made disasters and to victims of armed conflict, without discrimination and irrespective of race, religion, creed, or political affiliation.
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 working with MSF does it out of conviction and is ready to uphold the values and principles of MSF.
The MSF movement is built around several operational directorates.
MSF OCBA is one of those directorates.
The operations are implemented by field teams and the mission coordination teams; together with the organizational units based in Barcelona and decentralized in Nairobi, Dakar, Amman, and Bogota.
The field operations are guided and supported by 5 Operational Cells, the Emergency Unit, and other departments supporting operations.
CONTEXT AND GENERAL OBJECTIVE OF THE POST As stated in OCBA's Strategic Orientations, one of the main priorities at organizational level is to ensure a safe and healthy working environment for all staff, beneficiaries, and the communities in which we work.
OCBA has been gradually investing in different resources in order to support this healthy working environment, for example.
The Staff Care Unit, assisting MSF staff with medical care and specifically with psychological support.
The Learning Unit and the TPSU (Teams Performance Support Unit), equipping line managers and all MSF staff with optimal managerial and leadership skills.
The DEI Unit (Diversity, Equity, and Inclusion), ensuring that main policies and strategies integrate a DEI lens.
The Behaviour Unit, working to prevent and manage cases of misbehaviour.
To complete this mapping of resources, OCBA is looking for an HR Conflict Manager, with the ambition to reinforce the early detection and continuous follow-up of cases of mismanagement and misconduct (some of them related to the lack of adapted team management, inappropriate individual behaviour or harmful links between team members, colleagues, or stakeholders).
These HR conflicts have a negative impact on the stability, performance, and individual well-being of teams, thus compromising a trusting, safe and transparent working environment.
The management of these situations needs to be channeled through the HR functional line in a proactive and consistent manner; if not addressed promptly and effectively, these situations could escalate into a behavioural problem, congesting existing grievance mechanisms.
The new HR conflict manager will work to reinforce the current structure of HR teams at all levels (field, F2F and HQ), providing tailored frameworks, resources, and tools to ensure that HR managers have the skills and tools to manage these situations, and where necessary and requested this new role could take on direct management of cases.
GENERAL RESPONSIBILITIES AND MAIN TASKS AND OBJECTIVES Reporting to (hierarchically).
OCBA HR Director Working in collaboration with.
HR Heads of Area Networking with.
Behaviour Unit, OCBA Heads of Department/Unit   The main responsibilities for this new position will be the following.
1.
DESIGN and DEPLOY an OCBA HR Conflict Management Framework for the global workforce.
Identify current gaps in the HR conflict management process, including a clear definition of the typology of events, grievance mechanisms, investigation and case management, governance and decision-making, updated framework of sanctions and support measures, follow-up of recommendations, appeal mechanisms, criteria, and support package in case of reintegration… Develop a global framework that integrates the different processes and phases for an adequate HR conflict management integrated in the dynamics of OCBA teams.
Define a 2-year plan to guide the deployment of an HR Conflict Management culture in OCBA, specifying the needs for the next annual and strategic plan.
Identify the tools needed to facilitate a gradual adoption of the new conflict management framework in the different teams.
Define and deploy the resources required as to ensure the framework is integrated in all teams and dynamics.
Define and support capacity to channel HR conflict at F2F level; define flying support for field cases.
Advise and accompany HR actors for a consistent deployment and application of the framework in their specific contexts, if requested.
Ensure an iterative process of assessing the impact of the new framework on conflict management in OCBA; draw lessons learned that will contribute to further developing the necessary capacity in this regard.
2.
SUPPORT the teams in the daily management of HR conflicts while promoting a gradual adoption of the new HR conflict framework.
Define preventive initiatives and strategies to support a healthy working environment for the global workforce at all levels.
Coordinate the global management of these cases; ensure networking of capacities at different levels and availability of internal and external resources supporting a timely, unbiased, and adapted evaluation and case management.
Accompany and advise the management of these cases at field level, ensuring best practices and policies are applied, with specific in situ support when required and direct involvement for more complex cases, if requested.
Give continuity and assume cases involving IMS staff, supporting the link with the managing/contracting section if required.
Support decision making with a clear and updated typology of facts and a proportional and transparent set of recommendations.
3.
Ensure proper REPORTING and FOLLOW UP of cases of mismanagement and misconduct within the HR line management Propose standard and quality case management reports that support decision making process.
Define a system to compile all documents and data related to these cases in compliance with GDPR and Data protection regulation.
Update the defined database in a timely manner to allow proper follow up, continued reporting and identification of trends (promoting prevention initiatives).
Liaise with HR management in the field on record keeping and reporting on this regard.
Ensure follow-up and implementations of recommendations and sanctions.
4.
Promote consistency and added value within the full mapping of resources on conflict management through a fluent NETWORKING with main stakeholders.
Full partnership with OCBA Behaviour Unit to share best practices, tools, processes, and provide joint management of complex HR cases.
Alignment with Operational Cells and CMTs at field level to accompany HR conflict management (or to assume it if required/requested).
Collaboration with Pool/Career Management to support consistency on cases involving IMS.
Coordination with other Operational centers for any update on HR cases Direct link with OCBA Head of Departments and Units to accompany the management of HR conflict cases (or to assume them when required/requested).
Support to focal points in F2F teams to ensure early detection and support on the management of HR conflict cases.
Exchange with Admin and Labor Relations to ensure alignment with legal labor frameworks.
Direct link with HR Direction to ensure informed and consistent decision making and alignment/consistency at intersectional level.
Collaboration with Staff Care Area to ensure mental health support to any of the parties.
Collaboration with Learning Unit, TPSU and DEI Unit to identify support mechanisms for a proper reintegration (if considered).
SELECTION CRITERIA Degree / studies in leadership and workplace conflict resolution will be an added value Demonstrated experience managing cases of misconduct  Excellent conflict management and problem-solving skills Strong organizational, analytical and leadership skills Demonstrated experience at different levels in HR policies and practices Good communication skills in English (written & oral); French, Arabic or Spanish are an asset Digital skills (Word, Excel, Power BI, SAP…) Minimum 2 years MSF field experience will be an asset   CONDITIONS Position based in any MSF OCBA Hub (Barcelona, MSF-Spain office delegations, Amman, Bogota, Dakar or Nairobi).
Final location will be subject to the employability of the preselected candidate (residency, work permit, etc.).
Duration.
Permanent in full time.
Minimum commitment of 2 years Annual gross salary.
HQ-4A + secondary benefits based on MSF OCBA Reward Policy.
Subjected to local conditions Starting date.
October   HOW TO APPLY To apply, all applicants should please attach their CV and cover letter over the application process Closing date.
September 22nd   at hours CET (Central European Time).
MSF is committed to achieving workforce diversity in terms of gender, race, nationality and culture.
Individuals from minority groups, indigenous groups and persons with disabilities are encouraged to apply.
We are committed to achieving a balanced gender distribution and therefore encourage women to apply.
All applications will be treated with the strictest confidence.
MSF provides a work environment that reflects the values of gender equality, teamwork, integrity and a healthy balance of work and life.
MSF does not tolerate sexual exploitation and abuse, any kind of harassment, including sexual harassment and discrimination.
All selected candidates will, therefore, undergo reference checks.
Médecins Sans Frontieres, as a responsible employer, under article 38 of “Ley de Integración Social del Minusválido de (LISMI)” invite those persons with a recognized disability and with an interest in the humanitarian area to apply for the above-mentioned position