[Closing date: 15 March 2016]
- Set up in 2003 by MSF and Founding partners from disease endemic countries (dndi.org), DNDi started with 4 people. After 12 years of sustained growth, the organization is now working across 9 offices (Geneva, Rio, Kinshasa, Nairobi, New Delhi and Patna (India), Kuala-Lumpur (Malaysia), Tokyo and New York) and employs ~150 FTEs core staff (~50% in Geneva), operating a “virtual” model involving many partners, suppliers and consultants
- DNDi has recently validated a new business plan for the next 8 years, including new disease areas and operating models. The empowerment of DNDi regional offices is expected to continue, to strengthen local capacities and ensure full implementation of the Vision & mission of DNDi. 80% of new staff are expected to join DNDi in Regional offices by 2023.
- In this context of steady growth over the years (20% staff growth is still expected in 2016) with highly entrepreneurial spirit, the organization has grown organically adding up new projects with a sense of urgency to address patients’ needs. DNDi needs to adjust its organizational set up to ensure a smooth implementation of its newly approved strategy, while further clarifying roles and responsibilities across the matrix organization (Disease areas, regions, support function…).
- The HR team has successfully supported the development of DNDi by ensuring effective HR operations. With the growth of the organization and its increasing complexity, there is a need to further structure DNDi HR strategy and roll out its recently updated HR framework and policy. The new HRO director is expected to provide leadership for the HR function globally as well as support organizational design and change management.
- In a very multicultural environment (30+ nationalities), DNDi is even more so characterized by the professional diversity of its profiles mixing in a balanced way talents from the public, private and NGO sectors, who share DNDi values – summarized below:
- Patient driven
- Best science and quality
- Partnership and cooperation
- Pragmatism and responsibility
- Entrepreneurship and innovation
Objectives of the function
- Lead the development and implementation of DNDi human resource strategy and framework (policies, tools…); Articulate HR model (core staff, project staff, consultants, profiles…).
- Accountable of DNDi compliance with HR-related regulatory requirements globally.
- Advise the Executive leadership to sustain the culture and values of DNDi.
- Organize external HR branding to feed talent pool and support our mission.
- Provide leadership on individual development. Develop coaching plans.
- Provide strategic approach to Comp & Ben and global equity across the organization.
- Supervise HR operations, including HR financial estimates & forecast
- Lead and inspire DNDi HR team globally and support their individual development.
- Act as a partner across the organization in anticipating needs, designing relevant positions, identifying critical skills.
- Provide leadership on operational organizational matters. Contribute designing and implementing effective team work and decision-making.
- Review roles and responsibilities across departments, regions and diseases areas: in depth review of competency / skillset in conjunction with full review of Job descriptions across the organogram.
- Supervise office management.
Reporting, team & internal collaborations
The Director of Human Resources & Organization reports to the Operations Director (Operations also include: Finance and Planning; Business development, Legal and Procurement; Information Systems and Technology; International development (strategic planning and global structuring) and small offices; Executive office coordination).
As a member of the Extended Executive team (12 directors), s/he will attend strategic meetings.
His/her team members include:
- Head of HR, Payroll & Admin manager, HR coordinator, Travel coordinator and Geneva Office coordinator;
- Regional offices HR function – 4 Operations Senior Managers (for “big offices”, supported by 2.5 local HR coordinators) and 3 Admin support (small offices) – who also report to their local management and other Directors/Heads in the Operations department
The Director of HRO will work closely with colleagues from the Operations Department and other directors/heads across the organization (R&D, External affairs and Regional offices).
Working Term and Conditions
Time employment: 100%
Mobility: 5% to 10% (Trips to regional offices will be necessary)
Key Competences & Experiences
- Master in Management, MBA, graduate degree in organization / Human resources.
- HR leadership experience in a complex and international organization with diverse profiles.
- Experience in organization transformation and/or consulting in organization/management.
- Cultural awareness and sensitivity, sound work ethics; engagement with DNDi’s objectives and values.
- Hands-on and result oriented, autonomous, trustworthy
- High level interpersonal skills and ability to interact with all levels of hierarchy as an advisor and change agent.
- Good verbal and written communications skills, fluency in English and French
- Open until March 15th, 2016.
- As an exclusive partner, Mercuri Urval has been tasked to undertake the recruitment for this position. We thank you for sending your application to firstname.lastname@example.org, Ref. CH-01306.
For further information please call +41 22 365 44 44. www.mercuriurval.ch.