Temporary Recruiter (Leave Coverage)

Temporary Recruiter (Leave Coverage)New York, New York, United States About MSF USA | Doctors Without BordersDoctors Without Borders/Mdecins Sans Frontires (MSF) is an independent international organization that provides medical care to the people who need it most. The organization cares for people affected by conflict, disease outbreaks, disasters, and social exclusion in more than 70 countries. MSF offers medical humanitarian assistance solely based on need, regardless of race, ethnicity, religion, or politics. Our international project teams include medical, logistical, and administrative staff, most of them hired locally and working with their own communities. Our actions are guided by medical ethics and the principles of independence, impartiality, and neutrality. We also bear witness and speak out about the experiences of our colleagues and patients. MSF USA is one of 24 sections supporting the global movement, primarily through staff recruitment, fundraising, advocacy, and communications. We welcome candidates who bring a wide variety of backgrounds and experiences to join us in working toward MSF's social mission. Role OverviewThe People & Culture Recruiter is responsible for supporting organizational hiring goals by filling open positions with talented and qualified candidates. This role researches, develops, and implements effective recruiting and staffing strategies to attract a diverse pool of qualified and capable talent. This position is a fixed-term appointment established to provide leave coverage and is anticipated to conclude on or about December 31, 2026, with responsibilities aligned to ongoing hiring priorities and operational needs during this time. Department AccountabilitiesOrganizational Culture & Create a Safe Space Set and drive transparent goals, targets and ADEI&B initiatives that yield the most significant, scalable, quantifiable, and sustained impact for a more human-centered, engaged, and productive workplace; building a culture that fosters trust, collaboration high performance, respect, and belonging among diverse teams and peoples. Performance Management & Talent Development Develop and implement policies and processes that provide an integrated, structured approach to individual development planning, performance goal setting, performance feedback, and formal appraisal to meet business needs and to support individuals in realizing their potential. The review is done one time per year after which decisions are taken on whether the employee's pay should be changed or increased. Employee Engagement Create a workplace culture that is engaging and motivating for employees. This involves creating opportunities for employees to connect with each other, providing professional development opportunities, and creating a positive work environment. Compliance and HR Operations Execute and manage P&C operations using predetermined protocols and procedures to achieve specified operational performance standards. Compensation & Benefits Review Designed and administered compensation and benefits packages for staff. This includes setting salaries, providing health insurance and other benefits and managing payroll. Talent Acquisitions Fill permanent or temporary positions within an organization by attracting, shortlisting, selecting, hiring, appointing, and integrating the best-qualified candidates in a timely and cost-effective manner. Roles Specific Outcomes Recruitment Work on attracting, shortlisting, selecting, and appointing suitable candidates for mid-level jobs (either permanent or temporary) within an organization. Ensure the hiring and integration of the new employees to the organization. Candidate Pipeline Develop and maintain a candidate pipeline for specialist and management roles, developing a variety of talent attraction and engagement processes and tools. Recruitment Campaigns Contribute to the creation of recruitment campaigns; identify the characteristics of key candidate target groups; propose channel and media selections and messaging content; design events; draft communications content and agency briefings. Screen Candidate Applications Carry out online research and telephone interviews and review career histories to validate applications for senior management and executive roles and to screen out those that do not meet key criteria. Advance Diversity, Equity, & Inclusion Contribute to the management of diversity, equity, and inclusion (D, E, and I) initiatives and research within the organization, providing high quality professional services and personal example to internal partners to support improved D, E, and I practices. These core accountabilities should not be construed to contain every function/responsibility that may be required to be performed by an incumbent in this job. Incumbents are required to perform other functions as assigned. Complexity and Problem-Solving Skills Works without supervision and provides technical guidance when required on planning, organizing, prioritizing, and overseeing activities to efficiently meet business objectives. Behavioral Competencies THOUGHT: How MSF USA staff understand the organization, manage complexity, and contribute by creating the new and different. People Focus Builds strong relationships and delivers solutions geared to aiding others. Solicits feedback and data; conveys a clear understanding of the level of service the team is providing; takes action when standards are not met by team; aligns processes with organizational needs. Manages Complexity Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems. Consistently looks at complex issues from many angles; obtains a rich and deep understanding; swiftly cuts to the core issue; skillfully separates root causes from symptoms. Global Perspective Takes a broad view when approaching issues, using a global lens. Shows global thinking at work; adjusts organizational practices to meet the unique needs of different regions or countries. Uses a broad perspective when addressing issues and challenges. Cultivates Innovation Creates new and better ways for the organization to be successful. Approaches professional work in unique or innovative ways. Offers original ideas. Appreciates others' creative ideas and solutions and provides helpful input to enhance them. RESULTS: MSF USA staff achieve results by cultivating a forward-thinking environment that produces solutions for changing stakeholder needs. Drives Results Consistently achieves results, even under tough circumstances. Regularly pushes self to achieve outstanding outcomes; consistently establishes bold goals for own performance; is passionate about excellent results and significant contributions. Shows great tenacity to complete goals/initiatives in a timely way. PEOPLE: MSF USA staff understand their impact on others through collaboration and inclusion of different perspectives to achieve common goals. Collaborates Builds partnerships and works collaboratively with others to meet shared objectives. Readily involves others to accomplish goals; stays in touch and shares information; discourages "us versus them" thinking; shows appreciation for others' ideas and input. Values Differences Recognizes the value that different perspectives and cultures bring to an organization. Confronts stereotyping and offensive comments promptly. Consistently behaves with great sensitivity toward differences in cultural norms, expectations, and ways of communicating. Communicates Effectively Develops and delivers multi-mode communications that convey a clear understanding of the unique needs of different audiences. Listens attentively and takes an interest. Keeps others well informed; conveys information clearly, concisely, and professionally when speaking or writing. SELF: MSF USA staff demonstrate self-awareness by having an open mindset and by continuously seeking opportunities to learn, grow, and improve. Instills Trust Gains the confidence and trust of others through honesty, integrity, and authenticity. Models honesty and authenticity and encourages others to be up front with one another. Demonstrates reliability and places a strong emphasis on the team meeting its commitments. Fairly represents others' positions. Manages Ambiguity Operates effectively, even when things are not certain or the way forward is not clear. Responds effectively to unclear situations, seeks to resolve ambiguity and make progress. Seeks guidance on how to adapt to changes, responds with appropriate composure and effectiveness. Situational Adaptability Adapts approach and demeanor in real time to match the shifting demands of different situations. Serves as an example of adaptability and provides guidance and support to help others adapt to new situations. Considers the needs of clients, constituents, and the organization; shifts priorities appropriately. Technical Competencies Plans and Aligns Planning and prioritizing work to meet commitments aligned with MSF-USA goals.