job
Regional Mobility Manager (Fixed term - 1 year)
Organization Médecins Sans FrontièresLocation ArgentinaType FULL TIMEPosted 13 May 2026Deadline 24 May 2026
Human Resources
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Full Description
*This position may be based in Mexico City, Rio de Janeiro, or Buenos Aires, depending on the selected candidate and their duty station. Flexibility for regular travel between the MSF LAT, MSF Brazil, and CAMINO offices will be required. Initial duration is 1 year, with the possibility of extension.*
*\* This recruitment process is led by the HR Team of MSF-Brazil but is managed jointly with CAMEX/CAMINO and MSF-LAT*
**1. WHAT IS IT LIKE TO BE A REGIONAL MOBILITY MANAGER AT MSF?**
Lead the definition and rollout of a Regional Mobility Strategy across the three entities by translating the strategic orientations of the platform of HR Directors in the region into practical frameworks, policies, processes, and mobility mechanisms. Lead the development, coordinated implementation and continuous improvement of regional mobility practices, ensuring alignment with operational needs, workforce plans, and the development of a future Operational Directorate in the Americas.
**2. SPECIFIC OBJECTIVES:**
**Regional Mobility Strategy Design**
- Lead the design and execution of a Regional Mobility Strategy considering MSF’s entire workforce in the region, aligning it with the overarching organizational and HR strategic objectives of the 3 entities and the future OD.
- Spearhead the development of long-term mobility frameworks, ensuring integration with the operational priorities of the OCs active in Latin America and with existing policies, mechanisms, and structures.
- Engage stakeholders across entities, regional hubs, and country operations to inform and shape the Regional Mobility Strategy.
- Represent the 3 entities at the international level to stay up to date with mobility strategies across OCs, partner sections, regional platforms, and other HR initiatives.
- Advise the 3 entities on the effective implementation of mobility at regional level, including the revision of existing practices and policies.
- Develop intersectional mobility pools for emergencies at regional level.
**Establishment of a robust mobility governance framework**
- Define, review, and update mobility policies to adapt to evolving organizational needs.
- Oversee the evaluation and continuous improvement of tools and methodologies to enhance mobility management.
- Lead the dissemination, understanding and appropriation of policies and tools for management of global workforce mobility in operations across Latin America and the 3 entities.
**Talent pipeline development**
- Promote and facilitate the understanding of detachment and “swap” (between the offices of the 3 entities) opportunities and prospects for staff in operations and in different departments in the 3 entities.
- Build a pipeline of detachable staff in the pools and within operational cells in Latin America.
- Stimulate and facilitate the natural use of mobility to meet needs in the international pool (traditional needs, emergency situations, etc.). Alongside HROPs and HRCOs, normalize use of mobility to address gaps in projects.
- Develop pathways for detachments addressing the specific development needs of the staff aligning with the HR strategy of the three entities and the future OD.
**Regional pool management**
- Once established, manage the running of a regional pool of detachable and deployable staff, coordinating with the existing processes of the OCs in the region whenever necessary.
- Provide strategic leadership to the mobility focal points of the 3 entities, setting a vision for excellence in workforce mobility.
- Strengthen cross-functional collaboration by fostering information sharing and synergy between the 3 entities, operational cells and programmes in the region.
- Build and cultivate a regional network of mobility stakeholders, driving alignment and best practice sharing across sectors.
- Simplify and streamline the administrative, financial, logistical, and medical procedures necessary for the proper deployment of mobility actions.
- Foster a culture of proactive engagement with managers to enhance pre- and post-mobility processes, including briefings, debriefings, and follow-ups.
**Data reporting and evaluation of the mobility progra**m
- Monitoring and Evaluation: Establish key performance indicators (KPIs) to continuously measure the effectiveness of the mobility program.
- Lead data-driven decision-making by conducting comprehensive evaluations and leveraging insights to refine strategies.
- Build an adaptable feedback system to ensure continuous improvement and alignment with organizational goals.
**3. SPECIFIC REQUIREMENTS:**
- Degree with relevant professional experience
- Solid experience in a management and/or HR position within MSF, with direct experience in staff development
- Experience in mobility management within MSF in any role is essential (e.g., HRCo, Personnel Development, Career Manager, Pool Manager, etc.)
- At least 12 months of experience in projects with MSF
- Experience in project management involving multiple stakeholders and a high level of complexity
- Knowledge of project management and strong interest in change management
- Development and workforce planning, gap analysis
- Knowledge and/or experience with staff development frameworks and succession planning
- Data analysis, monitoring and evaluation, proficiency in IT tools
- Fluency in English and Spanish
- Strong organizational skills, networking ability, relationship-building, diplomatic skills, and autonomy
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