Job Description

Position: International Compensation & Benefits Manager

Reporting to: Senior HR partner for Compensation & Benefits

Location: Any MSF Office

Contract: 18 months

Deadline to apply: 28.10.2025

Working time: 100%

Starting date: 1 December 2025

*By default, the successful candidate will be offered a contract in the MSF office of their country of residence at the time of application.

I. MSF INTERNATIONAL

Médecins Sans Frontières (MSF) is an international, independent, medical humanitarian organisation that delivers emergency aid to people affected by armed conflict, epidemics, healthcare exclusion and natural disasters. MSF offers assistance to people based only on need and irrespective of race, religion, gender or political affiliation. MSF International is the legal entity that binds MSF’s 24 sections, 28 associations and 19 branch offices together. Registered in Switzerland, MSF International provides coordination, information and support to the MSF Movement, as well as implements international projects and initiatives as requested.

II. POSITION BACKGROUND

MSF is currently developing and implementing new rewards policies and tools to address longstanding problems identified and explored through an extensive process known as the Rewards Review. These new policies and tools are grouped into three Rewards Review deliverables (Minimum Standards for Pay and Benefits; a new model for how staff are grouped; and a Global Grading Framework), each of which is made up of several workstreams. The implementation of these new policies and tools, which is ongoing since 2023, requires changes in existing HR practices, support structures and governance.

The changes aim at creating a rewards system that provides more equity, transparency and consistency. This will better enable MSF to nurture an increasingly diverse workforce with the right balance of skills for today’s operational needs and tomorrow’s humanitarian challenges.

MSF’s leadership (the Full ExCom) have validated an implementation roadmap which encompasses changes to be rolled out in the coming years after different phases of design, feasibility and preparation for each workstream, including the Global Grading Framework, a Global Pay Policy Framework, a new Mobile Salary Grid, the removal of per diem for mobile staff, work on individual pay, global policies on leaves and others.

The set-up of the IHR team working to support design and implementation is agile, with team members moving between work on different deliverables and activities in line with needs at different stages of roll out. Planning and timelines are regularly reviewed and adjusted to take account of progress, resources and priorities. As a result, team members are required to be willing and able to work on different topics and project components as required within their comp & ben technical field.

III. PLACE IN THE ORGANISATION

The Compensation & Benefits Manager is part of the International HR (IHR) team of MSF International. They report to the senior HR partner for Compensation & Benefits and work closely with the Rewards Review Senior Partner, the Project Management Lead and the other members of the IHR team, which is crucial given the interdependencies between the different workstreams. They also interact closely with Compensation & Benefits referents in Operational Centres and sections and other HR stakeholders.

IV. OVERALL PURPOSE OF THE POSITION

The purpose of the position is to contribute to the design and implementation of the rewards deliverables, including project managing components of these deliverables as assigned and engaging with comp & ben and other HR stakeholders across MSF, with a focus on the mobile salary grid and individual pay. The position will also provide support for managing, adjusting, monitoring existing global rewards policies as required.

V. MAIN RESPONSIBILITIES

Ensure progress with design and implementation of rewards deliverables - mobile salary grid and individual pay - as outlined the Implementation Roadmap (as agreed by the ExCom) including the following:

Consulting with stakeholders and/or coordinating working groups if relevant, to design rewards solutions, develop policy content and tools
Developing and documenting proposals and options for new policies and supporting decision making through provision of relevant information and analysis, including data using own expertise, external research, knowledge of MSF and internal consultations.
Liaising with and advise the IHR Financial Modelling Advisor on information to enable the analysis of the financial impact of proposed new policies/solutions per workstream, and support data collection if relevant.
Liaising with IHR team leadership to provide progress updates and enable the necessary decision making at GRP and/or IDRH
Coordinating activities related to the preparation for the roll out of changes, including developing final policy content and the necessary tools to support implementation, monitoring tools and maintenance processes where needed, in collaboration with the relevant stakeholders. In particular for Individual Pay, tools to simplify the management of individual pay (including ‘scaling’) and train stakeholders on the new system, guidance for entities to adjust their HRIS and training tools are considered key.
Ensuring documentation and knowledge management of project progress, policy content, tools in the relevant SharePoint sites and project management tools.
Supporting contracting entities in preparing for implementation and adjusting their systems, in particular for mobile staff

2. Contributing to other activities necessary to ensure progress of other rewards deliverables, including:

Support follow up of on-going implementation of benefits changes as needed
Support entities in implementing Global Pay Policy Framework as workload allows
Contribute to the development of monitoring and reporting tools policies & support their implementation
Support management and maintenance of existing global rewards policies as needed
Ensure progress with design and/or implementation of other reward topics as assigned, in particular after the roll-out of the mobile salary grid is complete (from mid-2026)

3 Contributing to other International HR team activities including: