HUMAN RESOURCES ADMINISTRATION MANAGER
MEDECINS SANS FRONTIERES
مجموع سنوات الخبرة :16 years, 4 أشهر
Complete understanding of the Lebanese Labor Law, NSSF Law and remain informed of any
amendment made in labour legislation by regularly checking legislation sources and/or
regularly meeting with lawyer, other local authorities at this level;
In charge of adapting MSF policies, procedures, tools, standards and principles regarding all
staff’ (national, international, regional, etc.) working conditions, benefits and remuneration,
job profiles and function grids, health coverage, etc., to the Mission reality and ensuring an
equitable, efficient, transparent, fair and accountable implementation by all relevant staff
throughout the Mission.
Responsible for the proper implementation and follow up of internal regulations and terms of
employment contracts of all national staff.
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In close collaboration with HR Coordinator (Head of Department), ensure regular
administrative meetings with all staff throughout the mission take place in order to ensure
they are aware and respect their rights and duties and to inform them of any change in Labour
legislation and general employment framework which may affect them.
Responsible to ensure that National Staff remuneration (salary, post adjustments,
compensations, final settlements, etc, ) and benefits (holidays, leaves, social coverage, health
coverage, etc.) meet with the Mission’s salary grid validated by HQ, Internal Regulations and
HR policies, ensuring MSF acts as a responsible employer at any time.
In close coordination with the Financial Coordinator, ensures fulfillment of national legislation
regarding employees’ taxes and social security at Mission level.
Informs HR Coordinator in case a legal risk is detected within the area of responsibilities and
suggests actions to take in order to prevent it.
Ensure that MSF, as an employer, as well as all MSF employees comply with safety and risk
prevention measures as stated by local legislation and/or MSF standard policies and
procedures.
Ensure an efficient filing system (physical and electronic files) of all administrative files at
Mission level, granting strict confidentiality of employees’ personal files and other
administrative private documents, and ensuring preparedness in case of evacuation.
Maintain regular contact with ministries, national administrations, other MSF sections and
other NGOs to improve/keep up to date with administrative practices.
Knows HR Software in depth and ensures a proper parameterization, use of the system and
quality of data throughout the Mission
Ensure that all international and internal movements in the Mission are properly managed
(visas, tickets, per diem when necessary, dates of arrival/departure, etc.), and ensures proper
accommodation conditions (i.e. room, food, etc.)
Manage Flats and leases of the organization and is responsible of the contractual terms in
collaboration with the lawyer
Responsible of the administration of the Staff Insurance file
Management of 1 HR Assistant
Development/refinement and implementation of the HR Development Strategy, activity-plan,
policies and tools, based on the mission-specific needs
Revised on April 2018 Page 3
Ensure the quality of- and the link between the different phases of the Employee
Development Cycle (Recruitment, Induction, Performance, Feedback, Learning & Mobility)
Refinement of existing policies (recruitment, induction, performance, learning, mobility, ..) and
tools to the mission context and supporting its implementation throughout the mission
Implementation of a learning path for national staff in Supervisor positions, in order to
strengthen their supervisory competencies
Support managers in the identification of potentials, and in the development and
implementation of personal development plans for national staff
Support expats in their role as people managers, by briefing them on their roles and
responsibilities regarding key HR Development processes, informing them on all relevant tools
available, and providing punctual advice when needed
Assist managers with their learning needs analysis, and propose learning strategies and
methods that are most relevant to the needs.
Provide pedagogical support to trainings being developed in-house, ensuring coherence with
MSF’s policies and protocols, and supporting managers in their training skills
Suggesting improvements to HR- and Management practices identified in the mission
Collaborating with the HR Coordinator in building/updating the annual plan and budget
Functioning as a link between staff and management, bringing up strategic challenges that
management might not be aware of.
in Malawi Mission on his role
Helped the mission to develop a 2 years capacity building plan for the mission for all their staff
Lead and Managed the HR Department in Save the Children Zahle Office
Prepared, developed and implemented procedures, policies and processes on staff
recruitment
Provide advice and assistance to supervisors on staff recruitment
Lead and participated in the recruitment process at all levels (Advertising, Shortlisting,
Interviewing, Selecting, Offering and On-Boarding)
Conducted exit interviews and exit interview analysis for all leavers
Supported the development of an organisational culture that reflects values, promotes
accountability and high performance, encourages a team culture of learning, creativity and
innovation, and frees up people to deliver outstanding results for children and excellent
customer service for Members and donors
Supported managers through the performance management process including Orientation
sessions, guidance in setting performance objectives, employee development plans and
communications; assist managers in assessing employee performance and addressing
deficiencies
Ensured that accurate job descriptions are in place and Provide advice and assistance with
writing job descriptions
Conducted HR induction for new joiners and ensure that every staff has a copy of employee
handbook and understands all sections properly
Provided clarity on HR policy and procedures to staff as required
Managed, coached and mentored HR Assistant
Followed the interviewing process for hiring skilled and qualified candidates
Developed and maintained job descriptions
Developed and maintained contacts with educational institution, employment agencies,
placement firms, and other sources of applicants
Determined internet online recruiting strategies to attract and recruit candidates
Developed and managed temporary employee, internship and volunteer staffing programs
Developed and implemented new employee orientation programs
Developed and managed on campus and off-site recruitment programs such as job fairs
Maintained data of recruitment activities, applicant flow, interviews, hire, transfer,
promotions and terminations.
Prepared and analyzed statistical reports and other data to monitor applicant flow, selection
and turnover for compliance with legal regulations and with organization goals and policies.
Held exit interviews.
Recorded employee information such as personal data, compensation and benefits, tax data,
attendance, performance reviews or evaluations, termination date and reason.
Processed employment applications and assisted in other employment activities
Updated employee files to document personnel actions and to provide information to payroll.
Examined employee files to answer inquiries and provided information to authorized persons.
Compiled data from personnel records and prepared reports.
Processed and maintained health insurance and workmen compensation programs.
Revised on
– AUB
