Recruitment

Compliance with MSF recruitment and development policies, procedures and tools, adapt them to the Mission’s context and ensure an equitable, fair, transparent, efficient and accountable implementation throughout the Mission by all relevant people in the mission.
Provide expertise to all people involved in recruitment process on how to lead it properly with the aim of recruiting professionals and people with potentials to be developed.
Ensures alignment with existing policies and provides expert support to coordinators, activity managers and supervisors in recruiting and developing people under their supervision: first screening of CVs, interview methods, content, detection of potentials, best practices, PMS, alignment of development with operational objectives, etc.

Induction & On Boarding:

Knows MSF’s induction policies, procedures and tools, adapt them to the Mission’s context and ensure its proper implementation for all newly recruited/arrived staff and for previously hired staff in the Mission who had no access to them when being recruited.
Follow up the quality and impact of whole briefing and induction processes, collects data and suggest improvements to HRCo if advisable.
Lead Welcome to MSF two days induction package to all new staff.

Talent Management:

Deployment of new performance management tool and receive compliance from the staff.
Suggests career paths and support plans for specific persons to HRCo and line managers, ensuring a proper liaison with the Operational needs and objectives set, the results of PMS, the training possibilities (local, international, intersectional,
regional, etc.) and the potentials identified.
Together with HRCo, HRO/REHUCO and Training Unit in HQ, contributes to create and implement a mission training policy adapted to the Mission in order to respond to the needs identified among the staff, prioritizing those needed to ensure the Operational objectives set.
Together with HRCo, HRO/REHUCO and Training Unit in HQ, contributes to the identification of training options at local / regional / international / intersectional level, and provide expertise upon request to line managers with regards to the assessment of training needs within the teams they supervise.
Support and empower administration managers and HR/administration staff of the Mission in her/his area of expertise (i.e. recruitment, development, induction, detection of talent, training, etc.)

Other Tasks

 Look for synergy/exchanges with other MSF sections and other NGOs in terms of trainings, coaching and other development tools
 Collaborate with HRCo in building/updating the annual plan and budget, with regards to her/his area of work and responsibilities.

Recruitment: Handle end to end process of recruitment and selection with effective talent requisition strategies to acquire best talent forthe organization.
Employee Engagement: Understand Employee Engagement best practices. Create, plan and manage employee engagement activities. Carry outanalysis, identify of key findings and communicate to senior management.
Talent Management 

Develop processes to engage and involve employees in achieving the objectives of the organization.
Assist employees in identifying career paths, establishing learning plans and activities required for achieving personal andorganizational success.
Develop and implement training and development initiatives to address current capabilities and future training needs.
Conduct training needs assessments.
Develop Budgets & TOR’s for Training Consultants.
Ensure impact assessment of trainings through feedback reports and post training assessment forms.
Assist in developing policies and procedures for ensuring a respectful and inclusive workplace.
Develop; standardize and update staff Job Descriptions for existing and new positions.

Coordinate with hiring managers to identify staffing needs Determine selection criteria Source potential candidates through online channels (e.g. social platforms and professional networks)
Plan interview and selection procedures, including screening calls, assessments and in-person interviews Assess candidate information, including resumes and contact details, using our Interviewed database.
Design job descriptions and interview questions that reflect each positions requirements.
Lead employer branding initiatives Organize and attend job fairs and recruitment events Forecast quarterly and annual hiring needs by department Foster long-term relationships with past applicants and potential candidates.

Develop talent acquisition strategies and hiring plans
• Lead employment branding initiatives
• Plan and conduct recruitment and selection processes (interviews, screening calls etc.)
• Have taken steps to ensure positive candidate experience
• Supervised attendance leaves of both labors and management staff.
• Supervised all the HR administration tasks, along with labor retrenchments at the end of season.
• Handling of Tax and EOBI, Social Security for employees.
• Took the first steps to initiate trainings in the company. Conducted Training Need Assessment on all three levels Organizational, Departmental & Individual level.
• Trained 80 + employees on effective communication skills.
• Policies revision & documents revamping.
• Assisting the management with employee retention and development.
• Leading the overall working of compensation and benefit team.
• Looking after Labor daily issues

Capability & Development:

Complete support in training & development processes and development of Local Operative Regulations from Group Practice.
Developing Training plans of all the departments based on their learning need assessments. Maintain & update training records in terms of cost and budget utilization.
Coordinate with the leading local and international training institutes; analyze their training content and trainers profile and recommending the best in terms of quality and cost.
Conducted trainings across the board and have coordinated several in-house training.
Developing consolidated training calendar from the major training institutes.
Follow up with finance department for the payments of training invoices.

Talent Acquisition:

Head Hunting from out of the box sources including headhunting firms, jobsites & from LinkedIn and CV database.
Designed and maintained CV data base Arranging & scheduling of interviews & psychometric tests for final shortlisted candidates.

Personnel file management
Orientation of new employees
Maximum support in MOL Pakistan’s talent acquisition programs Development of talent acquisition Local Operative Regulations from Global Practice.
Talent Acquisition Programs:
Growww: Running of promotional campaign to shortlisting, interview scheduling and final onboarding of Fresh Graduate Trainees .

UPPP: Running of promotional campaign to final execution of the program
FRESHHH: Running of promotional campaign to final execution of program.
Summer Internships Merit based shortlisting to final onboarding of internees
Femme: Running of promotional campaign to final execution of program is due by the end of 2016.

Employee Engagement: Part of Ministry of Fun and organized several employee engagement events. Employee Services: Issuance of reference letter to employees for different purposes i.e. visa, bank account, insurance, credit card issuance, vehicle purchase through lease etc. Creative wri