Rewards and Organization Development Specialist at Medecins Sans Frontieres (MSF)

Tasks & Responsibilities

Rewards & Organization Development Strategy

• Implement, monitor, and contribute to the periodic review of rewards & organization development strategies, ensuring alignment with the organization's strategic plan, P&C strategy, workforce priorities, and operational objectives.

Rewards Governance, Compliance & Policy

• Develop, implement and promote the consistent application of reward policies, procedures, governance frameworks, and operational guidelines.
• Monitor and ensure reward policies and practices comply with applicable employment legislation, taxation requirements, donor obligations, internal policies, and MSF governance standards.
• Maintain accurate, confidential, and auditable reward records, documentation, and governance files.
• Review and update reward policies, procedures, templates, and guidance materials to reflect organizational and legislative changes.
• Represent MSF EA and Ubuntu in MSF regional and global platforms on rewards, contributing to the development of global policies, knowledge sharing, and continuous improvement of reward practices.

Job Design & Evaluation

• Conduct job analysis and role profiling to ensure roles are accurately documented and aligned with organizational requirements.
• Develop, review, and maintain job descriptions, job profiles, and role documentation across the organization.
• Conduct job evaluation exercises using approved methodologies and facilitate evaluation panels where required. Ensure consistent application of job evaluation principles and governance across the organization.
• Prepare job evaluation documentation, grading recommendations, and evaluation reports. Maintain job evaluation records, grading structures, and job architecture documentation.

Market Benchmarking, Compensation & Pay Structures

• Design, implement and periodically review compensation structures, salary scales and remuneration frameworks.
• Conduct benchmarking analyses comparing the organization's compensation practices and pay positioning with relevant humanitarian, NGO, and regional labour markets.
• Participate in salary surveys by collecting, validating, analyzing, and submitting organizational reward data.
• Analyze salary structures, grading distributions, remuneration trends, workforce costs, and internal pay equity.
• Carry out annual salary review processes, salary adjustments, and remuneration initiatives in accordance with market data, organizational affordability, and internal equity.
• Maintain compensation databases, salary structures, grading records, and remuneration documentation to ensure accuracy and integrity.

Organization Design

• Develop and implement the organization’s design frameworks, methodologies, principles and governance.
• Conduct organization-wide reviews, diagnostics, benchmarking and continuous improvement of organizational structures, layers, spans of control, reporting relationships, governance arrangements, and operating models that support organizational strategy and operational effectiveness.
• Maintain organization charts, documentation and repositories.

Workforce Planning

• Develop and implement the organization's workforce planning frameworks and methodologies, to ensure workforce capacity and composition aligns with current and future organizational needs.
• Conduct workforce planning analyses and modelling to inform unit capacity and planning decisions.
• Develop workforce planning dashboards, forecasts, scenarios and recommendations informed by unit plans and workforce analytics.
• Maintain workforce planning data and documentation.

Workforce Analytics & Reporting

• Collect, validate, analyze, and interpret organizational, workforce, reward, and employee data from multiple sources.
• Carry out rewards and organization development related employee engagement surveys, pulse surveys, listening sessions, focus groups, and other employee feedback mechanisms. Analyze employee data to identify organizational trends, strengths, and improvement opportunities.
• Develop dashboards, scorecards, diagnostics that support evidence-based organizational and reward decision-making.
• Evaluate the effectiveness of reward and organization development indicators and initiatives using qualitative and quantitative methodologies.
• Prepare regular reports on workforce metrics, remuneration trends, grading outcomes, employee experience, and other rewards and organization development metrics.

Organization Effectiveness, Transformation & Change/Project Management

• Execute rewards and organization development transformation projects/ initiatives across the organization, that strengthen organizational effectiveness, capacity, and agility.
• Prepare and maintain project plans, stakeholder engagement plans, communication materials, implementation guides, and governance documentations.
• Conduct change readiness assessments and identify organizational risks and mitigation strategies.
• Monitor implementation progress, employee adoption, project milestones, risks, issues, and dependencies throughout organizational change initiatives.
• Conduct post-implementation reviews and document lessons learned to inform continuous improvement.
• Conduct research on emerging trends, innovations, and best practices in rewards and organization development, and prepare recommendations.

Development of Competency Framework

• Design, develop, and periodically review the organization's competency framework, ensuring competencies support organizational strategy, leadership expectations, culture, and MSF values.
• Define core leadership, managerial, technical, and functional competencies across all job families.
• Conduct competency mapping for new and existing roles and update job descriptions.
• Maintain the organization's competency framework and libraries’ documentation and associated reference materials.

Development of Performance Management Framework

• Design, develop, and periodically review the organization's performance management framework, ensuring alignment with MSF's strategic objectives, values, and people strategy.
• Develop the performance management philosophy, principles, components, policies, and governance mechanisms that promote consistency, fairness, accountability, and employee development.
• Maintain performance management policies, guidelines, templates, standards, and supporting documentation.

Other Responsibilities

• Integrate EDI & Safeguarding aspects in area of work responsibility, including policies and practices.
• Recognize, respond, and document any form of abuse or inappropriate behavior and alert the safeguarding unit of any suspected potential abuse.
• Proactively participate in the individual performance management process including objective setting, performance monitoring and performance evaluation.

Qualifications

Education

• A Bachelor’s degree in Human Resource Management, Business Studies, Psychology, Humanities, Organization Development or an equivalent qualification from a recognized institution.
• Knowledge of MS Office Tools (PPT, Excel).
• Fluency in English is required, and knowledge of French and a third language is an added advantage.

Experience

• At least three (3) years’ experience working in a P&C role, with significant experience specifically on rewards and compensation management, organization design, workforce planning, workforce analytics, organization development, change management, competency and performance management.
• Experience working with Hay and other grading methodology/tools is an advantage.
• Experience executing complex cross-functional projects and organizational transformation initiatives.
• Previous experience with MSF or other humanitarian NGOs is an added advantage.

Competencies

Technical Competencies

• Excellent organizational skills with demonstrated ability to execute projects on time.
• Strong analytical and problem-solving abilities, with ability translating complex data into actionable recommendations.
• Ability to interact effectively at all levels in a complex international organization through excellent communication, negotiation, and conflict management skills.
• Strong facilitation and presentation skills.

Behavioral/General Competencies

• Ability to work independently and with minimal supervision.
• Ability to work across diverse cultural, regulatory, and operational contexts.
• Commitment to delivering high-quality work and achieving measurable outcomes.
• Flexible, resilient, and able to adapt to fast-changing environments.
• Commitment to MSF’s Principles.
• Ethics: High ethical standards and a commitment to protecting the data of individuals and furthering MSF mandate.