HR Cell Manager (W/M) - Based in Nairobi

Main Activities

1. Mission HR Responsibility – South Sudan, Kenya & Chad

• Hold direct responsibility for Cell-level HR management of South Sudan, Kenya, and Chad missions, working hands-on with each mission's HRCO.
  
• Conduct weekly one-on-one meetings with HRCOs across the three missions.
  
• Apply a directive-support approach: provide clear, practical, field-relevant HR guidance that adds direct value to mission operations rather than purely advisory input.
  
• Provide ongoing mentoring, guidance, and career development support to HRCOs and Deputy HRCOs in conjunction with the Cell HR Coordinator.
  
• Conduct regular check-ins with Deputy HRCOs and Administrative Managers in the field across the three missions.
  
• Support mission HR teams in developing and reviewing HR strategies, policies, and action plans tailored to each mission's operational context.
  

2. Strategic Partnership with the Cell HR Coordinator

• Act as a strategic partner – not solely an implementing role – to the Cell HR Coordinator, contributing directly to Cell-level HR strategy.
  
• Lead or co-lead strategic topics including duty of care and the implementation of gender and diversity initiatives across Cell 6 missions.
  
• Serve as a filter for strategic issues: identify emerging strategic HR concerns arising from day-to-day mission conversations and engagement, and flag these proactively to the Cell HR Coordinator.
  
• Collaborate closely with the Cell HR Coordinator to design and implement strategic interventions tailored to specific mission scenarios.
  
• Contribute to Cell-wide reflections on HR policy, workforce planning, and operational HR priorities.
  

3. Field Coverage & Continuity

• Sometimes, cover for HRCOs in the field at times of absence (leave, vacancy gaps) to ensure HR leadership continuity in missions with no coverage gaps.
  
• Act as designated backup to the Cell HR Coordinator during leaves, field visits, or other absences.
  
• Represent the Cell HR team in internal and external meetings when the Cell HR Coordinator is unavailable.
  

4. Learning & Development Leadership

• Take the lead on all elements relating to Learning & Development (L&D) across Cell 6 missions.
  
• Support and supervise L&D Managers and L&D Supervisors/Specialists embedded within missions.
  
• Ensure mission-level L&D strategies are coherent, well-resourced, and aligned with Cell-wide capacity-building priorities.
  
• Promote a culture of continuous learning, capacity building, and career development within mission HR teams.
  
• Drive implementation of the Performance Management (BILAN) process across missions.
  
• Ensure proper onboarding and staff orientation procedures are in place across the three missions.
  

5. Operational HR Management & Field Support

• Oversee day-to-day HR operations including recruitment, contracts, disciplinary processes, and separation procedures across South Sudan, Kenya, and Chad.
  
• Ensure consistent, hands-on HR support to field projects and mission HR teams.
  
• Ensure compliance with HR policies, procedures, and national labor laws within the Cell's mission perimeter.
  

6. International Mobile Staff (IMS) & Pool Management

• Oversee, in collaboration with pool managers, the matching of International Mobile Staff to field positions excluding Head of missions.
  
• Support the missions for placements of all international staff, including senior roles.
  
• Take lead in the implementation and maintenance of Human Resource Information’s related systems and processes.
  
• Lead onboarding and offboarding processes for IMS going to and returning from the field.
  
• Liaise with the Travel, Movement and Departure Unit and GRH/ Field Administration on IMS-related topics.
  
• Develop, review and update matching documentation on SharePoint to reflect realities and anticipate changes.
  

7. Knowledge Management & HR Systems

• Strengthen documentation and capitalization of HR practices across Cell 6 missions.
  
• Ensure effective use of SharePoint (HR pages), HRIS platforms (Ligo, Homere), and other HR information management tools.
  
• Guarantee data quality for HR reporting and decision-making.
  
• Ensure a smooth HR reporting system to steer and monitor team activity.
  

8. Internal Communication & Staff Engagement

• Contribute to the definition and implementation of internal communication strategies within the Cell HR team.
  
• Ensure consistent information flow across all staff categories in South Sudan, Kenya, and Chad missions.
  
• Promote transparency, inclusion, and meaningful staff dialogue.
  

Job profile

Experience:

• Significant experience (4 years minimum) as an HR Coordinator (HRCO), or a strong HR Deputy Coordinator, or Project Coordinator with HR/Admin background and experience, in MSF or a comparable international humanitarian organization.
  
• MSF field experience is an asset.
  
• Significant experience in HR project management; experience in an HR cell position is desirable.
  
• Demonstrated experience in International Mobile Staff management and field HR operations.
  
• Experience supporting or implementing learning and development initiatives is an asset.
  

Languages:

• At least C1 (fluency) in French is required.
  
• At least B2 (intermediate) level in English is required.
  

Skills:

• Strong management and supervision skills.
  
• Negotiation and conflict resolution skills.
  
• Significant experience and knowledge in human resources management including HR information systems (Ligo, Homere).
  
• Project management and change management skills.
  
• A global vision of OCP and the MSF Association, with knowledge of humanitarian operations, including emergency response.
  
• Aptitudes:
  
• Leadership, vision, anticipation, and ability to identify strategic and operational priorities and find solutions.
  
• Strong dialogue, listening, and interpersonal skills.
  
• Ability to analyze complex situations and produce clear summaries and recommendations.
  
• Ability to identify strategic signals within day-to-day operational conversations and escalate appropriately.
  
• Resilience and ability to work effectively in complex, multi-mission environments.
  
• Comfort operating in a support model, balancing hands-on guidance with respect for mission team autonomy.