HR Conflict Manager

hace 4 meses

Colombia Huila Médecins Sans Frontierès A tiempo completo

**HR CONFLICT MANAGER (BASED IN ANY OCBA HUB)**:

ES
Full Time
Human Resources

**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.
- 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 f

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