RECRUITER & CAREER MANAGER - MOROCCO (Covering Maternity Leave)

Family: Human Resources

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

Workplace: Amman with working mobile/remotely between Jordan and Morocco.

Reports to (Hierarchical and Functional): Amman MENA Office Head of Recruitment and Career Management

Duration: Fixed Term Contract (covering maternity leave) from mid-September 2026 to mid-January 2028.

Context

OCA MENA Regional Office

OCA has been present in Amman since 2015. However, 2017 marked the first institutional investment in comms, followed by recruitment, which transitioned into the OCA MENA Regional Office by late 2021, providing support to the whole movement by managing several intersectional units/services:

• The Amman Regional Communication Regional Hub (ARCH) provides operational and institutional comms services movement-wise in Arabic and English, including press, digital, social media, audio-visual, public-facing events and editing services.

• The Amman Psycho-Social Care Unit (PSCU) is an intersectional unit with the objective to preserve the well-being of MSF Arabic-speaking staff engaged in MSF operations, mainly focusing on dedicated support to MSF Locally Hired Staff (LHS) in the region and beyond.

• The Recruitment and Career Management (RCM) Unit provides such services for all OCs working in 6 countries in the MENA region: Jordan, Palestine, Algeria, Libya, Tunisia, and Morocco.

• The Amman Mutualized Support Office (AMSO) is a shared back office supporting MSF teams based in Amman to fulfil their role. It provides direct support in terms of HR, Administration, Facilities (Logistics, ICT, Supply) and Finance to 3 OCs (OCA, OCBA, and OCG), as well as hosted entities and staff that might need to be permanently/temporarily relocated to Amman.  

Main Purpose:

 Recruitment & Career Management Department scope of work:

 The Recruitment and Career Manager within MSF is responsible for attracting, selecting, developing and retaining high-quality medical and non-medical International Mobile Staff (IMS) for overseas deployments. MSF has a strong focus on developing the quality of staff, investing in both learning and development and talent management.

The Intersectional Recruitment and Career Management Team based in Amman covers Algeria, Palestine, Jordan, Libya, Tunisia, and Morocco.

They work with functional support and line management through the Head of Recruitment and Career Management in the Amman MENA office.

They play a pivotal role in building up and maintaining relationships with the Moroccan universities, relevant civil societies and NGOs, and networking with medical institutions.

Recruitment for overseas deployment:

For International positions, MSF utilizes a pool of both medical and non-medical candidates. When staff are recruited by MSF for future deployment, they are not recruited for a specific location but rather validated onto this pool.

Following the acceptance on the pool, staff are then matched to a position depending on their availability and MSF’s needs in the operational activities around the world.

The RCM is not the line manager of the IMS, but functions as a support role for the IMS before, during, and after the assignment. They manage the IMS’ further career within MSF, by means of learning and development opportunities, by check-ins during assignments, as well as finding a next assignment for them.

Job Purpose:

· To provide the MSF movement with the right candidates for positions within MSF operational activities in sufficient quantities and qualities, and at the right time.

· To contribute to the talent management initiatives to aid field staff development and retention.

· To independently provide HR advice, support and career management to MSF field staff throughout their involvement with MSF.

· Is an active member of the Amman MENA Office, contributing to its objective definitions and strategic plans.

· With line and functional managers, defines HR strategy to ensure recruitment and placement of staff with necessary capacities and competencies to best respond to HR needs of all Operational Centers (OC) in a timely manner (right person, right place, right time).

 Accountabilities:

• Recruitment

· Continue to develop and implement integrated recruitment strategies for Morocco.

· Identify the best source of recruitment according to the needs and objectives of all. OC’s as well as define recruitment strategy based on the analysis of labor market with the objective of recruiting professionals and people with potential to develop within the organization.

· Screen and respond to applications in a professional and timely manner.

· Actively work alongside the Team of Recruiters & Career Managers to provide creative content for the development of appropriate recruitment material, including website and social media.

· Plan and deliver on a variety of recruitment activities in line with the recruitment strategy and the annual plan.

· Organize and facilitate applicant info sessions, job fairs, local association presentations to attract qualified personnel and ensure clear expectations of applicants.

· Monitor and analyze the relevant labor market trends (in terms of profiles available, level of qualifications, specificities, etc.) in the region and tailor recruitment activities in response to this.

· Proactively and regularly liaise with relevant staff in the Operating Centers on demand and supply issues, adjusting recruitment and selection activities accordingly.

· Proactively collaborate with line manager in Amman to plan and organize recruitment activities in Morocco and potentially other countries in the region.

· Carry out appropriate and timely screening and interviewing of suitable candidates, ensuring sufficient availability of candidates in the pool to meet operational needs.

· Is responsible for the correct use of HR Systems for applications and placements and systematically ensures the quality of data.

• Placement:

· Coordinate with relevant stakeholders to match available candidates with suitable vacancies, balancing organizational and individual needs.

· Focal point and liaison between IMS and the International Contracting Office (ICO), ensuring correct contracting, scaling, salary, and other benefits for staff.

· Maintain regular contact with individual IMS before, during, and after deployment in order to provide HR support and advice.

· Brief departing and debrief returning field staff in order to learn from their experiences and to offer them practical support (re-integration, career evolution and future assignments).

• Retention:

 Facilitate the career development of IMS by:

· Identify and meet learning and development needs of individuals in order to meet operational needs and aid retention.

· Actively apply learning and development policy and funding to IMS, including screening and approval of application.

· Identify key IMS interested in long-term career path / development plan offered by some OCs: vocationer, Extended Emergency Pool, Emergency Unit pool, etc.

· Ensures assignment feedback received on behalf of all IMS in their pool via evaluations and/or other means.

· Organize and facilitate induction sessions.

· Contribute actively to the talent management program by identifying talent and promoting their development and retention.

· Reports regular HR statistics to the line manager in order to feed decision making, planning and fine tuning of HR strategies.

· Ensure, in collaboration with relevant OC personnel, that all international and internal movements of departing/returning IMS are properly managed (visas, tickets, per diem when necessary, dates of arrival/departure, etc.).

· Act as contact person with IMS’ family in case of security or medical incidents, and/or evacuation.

· Effectively manage disciplinary and grievance procedures related to IMS in their pools. 

• Professional networks & Engagement:

 · Establish and maintain effective relationships with relevant professional institutions and other organizations and stakeholders to produce creative and innovative recruitment and retention initiatives

·Actively collaborate on operational level with pool managers in MSF OCs regarding operational HR needs adjusting recruitment and selection activities accordingly

· Actively collaborate in MSF regional strategic partnerships such as with Lebanon, Egypt, and Dubai.

· Actively develop and maintain effective working relationships with HR staff in operational centers. Where relevant, participate in working groups addressing specific HR issues within the movement.

· Develop relationships with professional bodies and relevant organizations in the region in order to mutually increase appropriate knowledge and aid retention

·In partnership with the Amman MENA Office, keep in close contact with returned IMS and organize associative activities to retain their involvement and enthusiasm in MSF Morocco.

· Network with colleagues in other local and regional NGOs to share ideas and to promote good practice

· Represents MSF to local authorities, embassies, and other external actors regarding ad hoc field staff support, such as but not limited to repatriation and associated negotiations required (financial checking, etc.)

• Teamwork and cooperation:

 · Collaborate with team members in ensuring there is consistency in use of tools, systems, and procedures among the team.

·  Share relevant information on vacancies and OC policies proactively with team members.

·  Cover for team members’ pools when there is absence.

· Part of team analysis towards modifications internally in the team setup/roles to ensure transparent recruitment processes and efficient career management.