MSF Eastern Africa is looking for a Rewards and Organization Development Specialist
Do your skills and experience not precisely match the requirements? At MSF EA, we strive to create a safe, diverse and inclusive workplace, recognizing the need to increase access to professional opportunities for historically underrepresented groups. If you’re interested in this position but your experience doesn’t align perfectly with the selection criteria, we encourage you to apply anyway. You might be the ideal candidate for this or other positions.
Firmly committed to safeguarding patients, community members, staff, and all those in contact with the organization from all forms of abuse, including sexual exploitation, abuse, and harassment (SEAH), we will take all necessary steps, through rigorous vetting processes, to ensure that confirmed perpetrators of abuse do not join the organization.
For this position, contact level with patients and children is categorized as Low Risk and will be monitored with this in regard.
Introduction
Médecins Sans Frontières/Doctors Without Borders (MSF) is an international independent medical humanitarian organisation that provides assistance to people affected by conflicts, epidemics, and natural or human-made disasters and excluded from healthcare. We provide this assistance without discrimination, irrespective of race, religion, creed or political affiliation.
About MSF Eastern Africa
MSF Eastern Africa is the regional institutional office of MSF. It focuses on representation and networking, recruiting and supporting staff from the region, communications and fundraising, as well as working on other dossiers of importance to MSF such as Diversity, Equity and Inclusion (DEI), Data Protection, mutualization, training, medical operational support and environmental health.
Rationale/Objective for Position
The Rewards and Organization Development Specialist is responsible for developing and executing MSF EA and Ubuntu job evaluation, rewards, organization design, workforce planning, workforce analytics, competency, performance management, and related organization effectiveness strategies, frameworks and initiatives that contribute to equitable, sustainable and effective total rewards, organizational structures and capacities.
This position will be hierarchically and functionally accountable to the Rewards and Organization Development Manager.
Tasks & Responsibilities
Rewards & Organization Development Strategy
- Implement, monitor, and contribute to the periodic review of rewards & organization development strategies, ensuring alignment with the organization’s strategic plan, P&C strategy, workforce priorities, and operational objectives.
Rewards Governance, Compliance & Policy
- Develop, implement and promote the consistent application of reward policies, procedures, governance frameworks, and operational guidelines.
- Monitor and ensure reward policies and practices comply with applicable employment legislation, taxation requirements, donor obligations, internal policies, and MSF governance standards.
- Maintain accurate, confidential, and auditable reward records, documentation, and governance files.
- Review and update reward policies, procedures, templates, and guidance materials to reflect organizational and legislative changes.
- Represent MSF EA and Ubuntu in MSF regional and global platforms on rewards, contributing to the development of global policies, knowledge sharing, and continuous improvement of reward practices.
Job Design & Evaluation
- Conduct job analysis and role profiling to ensure roles are accurately documented and aligned with organizational requirements.
- Develop, review, and maintain job descriptions, job profiles, and role documentation across the organization.
- Conduct job evaluation exercises using approved methodologies and facilitate evaluation panels where required. Ensure consistent application of job evaluation principles and governance across the organization.
- Prepare job evaluation documentation, grading recommendations, and evaluation reports. Maintain job evaluation records, grading structures, and job architecture documentation.
Market Benchmarking, Compensation & Pay Structures
- Design, implement and periodically review compensation structures, salary scales and remuneration frameworks.
- Conduct benchmarking analyses comparing the organization’s compensation practices and pay positioning with relevant humanitarian, NGO, and regional labour markets.
- Participate in salary surveys by collecting, validating, analyzing, and submitting organizational reward data.
- Analyze salary structures, grading distributions, remuneration trends, workforce costs, and internal pay equity.
- Carry out annual salary review processes, salary adjustments, and remuneration initiatives in accordance with market data, organizational affordability, and internal equity.
- Maintain compensation databases, salary structures, grading records, and remuneration documentation to ensure accuracy and integrity.
Organization Design
- Develop and implement the organization’s design frameworks, methodologies, principles and governance.
- Conduct organization-wide reviews, diagnostics, benchmarking and continuous improvement of organizational structures, layers, spans of control, reporting relationships, governance arrangements, and operating models that support organizational strategy and operational effectiveness.
- Maintain organization charts, documentation and repositories.
Workforce Planning
- Develop and implement the organization’s workforce planning frameworks and methodologies, to ensure workforce capacity and composition aligns with current and future organizational needs.
- Conduct workforce planning analyses and modelling to inform unit capacity and planning decisions.
- Develop workforce planning dashboards, forecasts, scenarios and recommendations informed by unit plans and workforce analytics.
- Maintain workforce planning data and documentation.
Workforce Analytics & Reporting
- Collect, validate, analyze, and interpret organizational, workforce, reward, and employee data from multiple sources.
- Carry out rewards and organization development related employee engagement surveys, pulse surveys, listening sessions, focus groups, and other employee feedback mechanisms. Analyze employee data to identify organizational trends, strengths, and improvement opportunities.
- Develop dashboards, scorecards, diagnostics that support evidence-based organizational and reward decision-making.
- Evaluate the effectiveness of reward and organization development indicators and initiatives using qualitative and quantitative methodologies.
- Prepare regular reports on workforce metrics, remuneration trends, grading outcomes, employee experience, and other rewards and organization development metrics.
Organization Effectiveness, Transformation & Change/Project Management
- Execute rewards and organization development transformation projects/ initiatives across the organization, that strengthen organizational effectiveness, capacity, and agility.
- Prepare and maintain project plans, stakeholder engagement plans, communication materials, implementation guides, and governance documentations.
- Conduct change readiness assessments and identify organizational risks and mitigation strategies.
- Monitor implementation progress, employee adoption, project milestones, risks, issues, and dependencies throughout organizational change initiatives.
- Conduct post-implementation reviews and document lessons learned to inform continuous improvement.
- Conduct research on emerging trends, innovations, and best practices in rewards and organization development, and prepare recommendations.
Development of Competency Framework
- Design, develop, and periodically review the organization’s competency framework, ensuring competencies support organizational strategy, leadership expectations, culture, and MSF values.
- Define core leadership, managerial, technical, and functional competencies across all job families.
- Conduct competency mapping for new and existing roles and update job descriptions.
- Maintain the organization’s competency framework and libraries’ documentation and associated reference materials.
Development of Performance Management Framework
- Design, develop, and periodically review the organization’s performance management framework, ensuring alignment with MSF’s strategic objectives, values, and people strategy.
- Develop the performance management philosophy, principles, components, policies, and governance mechanisms that promote consistency, fairness, accountability, and employee development.
- Maintain performance management policies, guidelines, templates, standards, and supporting documentation.
Other Responsibilities
- Integrate EDI & Safeguarding aspects in area of work responsibility, including policies and practices.
- Recognize, respond, and document any form of abuse or inappropriate behavior and alert the safeguarding unit of any suspected potential abuse.
- Proactively participate in the individual performance management process including objective setting, performance monitoring and performance evaluation.
Qualifications
Education
- A Bachelor’s degree in Human Resource Management, Business Studies, Psychology, Humanities, Organization Development or an equivalent qualification from a recognized institution.
- Knowledge of MS Office Tools (PPT, Excel).
- Fluency in English is required, and knowledge of French and a third language is an added advantage.
Experience
- At least three (3) years’ experience working in a P&C role, with significant experience specifically on rewards and compensation management, organization design, workforce planning, workforce analytics, organization development, change management, competency and performance management.
- Experience working with Hay and other grading methodology/tools is an advantage.
- Experience executing complex cross-functional projects and organizational transformation initiatives.
- Previous experience with MSF or other humanitarian NGOs is an added advantage.
Competencies
- Technical Competencies
- Excellent organizational skills with demonstrated ability to execute projects on time.
- Strong analytical and problem-solving abilities, with ability translating complex data into actionable recommendations.
- Ability to interact effectively at all levels in a complex international organization through excellent communication, negotiation, and conflict management skills.
- Strong facilitation and presentation skills.
- Behavioral/General Competencies
- Ability to work independently and with minimal supervision.
- Ability to work across diverse cultural, regulatory, and operational contexts.
- Commitment to delivering high-quality work and achieving measurable outcomes.
- Flexible, resilient, and able to adapt to fast-changing environments.
- Commitment to MSF’s Principles.
- Ethics: High ethical standards and a commitment to protecting the data of individuals and furthering MSF mandate.
Conditions and Benefits:
- Job Location: MSF Eastern Africa office in Nairobi (Kenya).
- Contract: 5-Months, full-time contract/ etc.
- Start date: ASAP.
- Salary: An annual salary of EUR 23,296 at HQ Grade 7 based on a full-time appointment with an annual increment of 2% every year up to a maximum of 10 years.
- Work-life balance financial benefit; ranging between EUR 247 to 295/month based on individual & administrative status. This amount may be used to cover accommodation and utilities, transportation, etc.
- Other benefits include; 25 days of annual leave, Employer Pension contribution and medical insurance cover (staff and family) based on MSF EA terms/conditions.
How to apply
- The vacancy closing date is: 10thAugust 2026.
- This vacancy is open to Local Applicants (Kenyan residents with valid authorization to work).
- By applying to this position, the applicant confirms they have read, understood and agreed to fully comply with MSF Charter and MSF Behavioral Commitments and Data Privacy Policy.
- In line with MSF’s Safeguarding Principles, successful candidates undergo a rigorous vetting process that includes background checks and self-declaration.
- If you recognize yourself in this profile, we welcome you to apply directly via the vacancy link. The vacancy can be found on various MSF websites, digital channels, ReliefWeb and other job boards.
- Applicants are required to submit a single PDF document containing a Letter of Motivation and a Curriculum Vitae (CV) (in English). Please note that applications submitted without a Letter of Motivation will not be considered.
If you have any questions regarding your application, please contact [email protected] before the vacancy closing date. Kindly use this email only for technical issues related to your application, for example, if you do not receive an automated response or encounter problems uploading documents. Applications sent directly to this email will not be considered.
Information
The protection of your personal data is important to MSF. By submitting your application, you consent to MSF using your personal data only for the recruitment process to have all the information and documents necessary to proceed with the recruitment, validation of your application and selection of the most suitable candidate. Your personal data will be treated confidentially. MSF will not use your personal data in any other way not foreseen for purposes of recruitment.
MSF is an equal opportunity employer and does not charge any application/ recruitment fee.
Lately, MSF is a civil society initiative that brings together individuals committed to the assistance of other human beings in crisis. As such MSF is by choice an association. Each individual applying for MSF roles does it out of conviction and is ready to uphold the values and principles of MSF.
More Information
- Job City Kenya
