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HR Systems Administrator

About MSF-USA | Doctors Without Borders

Doctors Without Borders/Médecins Sans Frontières (MSF) is an international humanitarian organization providing medical care to people affected by conflict, epidemics, disasters, or exclusion from health care in over 70 countries. We were formed in France in 1971 as an association by doctors and journalists to go to emergencies and treat patients with dignity while bearing witness independently of geopolitical boundaries. MSF is now a global movement of more than 25 MSF organizations working in over 70 countries. We cooperate as an international, independent, medical humanitarian association that offers medical assistance to populations in distress, victims of natural or manmade disasters, and civilian victims of armed conflict without discrimination and irrespective of race, religion, age, gender/sex, national or ethnic origin, color, disability, sexual orientation, genetic information, or political affiliation and aids the population in distress and intervene worldwide. MSF staff also “bear witness” by speaking out about our work and what is experienced on the ground to draw the world’s attention to crises and stand in solidarity with our patients and colleagues experiencing these emergencies firsthand.

We welcome candidates with various backgrounds and experiences to join us in working toward MSF’s social mission.

Role Overview

The HR Systems Administrator plays a pivotal role in ensuring the smooth operation of technology within the People & Culture department. This role manages P&C systems, addresses reporting requirements, oversees vendor relationships, provides training, and safeguards data integrity. This position combines technical expertise with a collaborative spirit. As a liaison between development teams and end-users, the HR Systems Administrator configures, customizes, and optimizes HR systems to meet organizational needs. The HR Systems Administrator's responsibilities also encompass offering technical assistance to end-users and collaborating with cross-functional teams to uphold data integrity, regulatory compliance, and user satisfaction.

Department Accountabilities

Organizational 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. Build a culture that fosters trust, collaboration, high performance, respect, and belonging among diverse teams and people. 

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 support individuals in realizing their potential. The review is done once a year, after which decisions are made 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, providing professional development opportunities, and creating a positive work environment. 

Compliance and HR Operations 

To achieve specified operational performance standards, execute and manage P&C operations using predetermined protocols and procedures. 

Compensation & Benefits Review 

Designed and administered compensation and benefits packages for staff, including 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. 

Payroll Administration 

Carry out the payroll administration processes required to ensure employees are paid correctly at the right time. 

Roles Specific Outcomes

Automating manual processes
The HR System Administrator's role will/may involve reviewing new/existing P&C processes that support a program or initiative or streamlining an existing process to determine if and how it can be automated and then using existing or new software to automate it.

Moving print and fill forms online
This process provides potential savings by eliminating paper and ink, reducing the time required for data entry, minimizing storage needs, and enhancing accuracy with spell checkers. It also offers a sophisticated experience for employees and candidates.

The HR System Administrator will provide various services to support the P&C team's reporting needs. This includes developing and enabling access to on-demand reports, providing ad hoc reports, and investigating/implementing new reporting tools if needed.

Manage HR/Operational systems

There are four areas where the HR system administrator will/may apply their expertise to the company's HR systems:

  • Investigate and enhance the current HRMS: One of the critical responsibilities of the HR System Administrator is to use the current HRMS to support HR and company goals. This may involve configuration changes, editing existing workflows and forms, or enabling and configuring functionality not previously used.
  • Identify and implement applications that support the P&C team: P&C teams use various applications, including Microsoft Office and eLearning tools, in addition to an HRMS. The HR Systems Administrator evaluates, and updates applications as needed.
  • Evaluate and implement a new HRMS: The HR System Administrator may lead or support system management to find a suitable replacement and schedule training and integration for P&C around the new HRMS implementation.
  • Support other teams: Besides supporting P&C, they may also be the main point of contact for IT/Systems or another group implementing an application that involves P&C or P&C data.
  • Training: The P&C subject matter expert, the HR System Administrator, may also be responsible for developing training material and delivering training sessions related to P&C systems.
  • Talent Management: Make the process more efficient for candidates applying for open positions. Also, with the help of an onboarding system, they will be able to automate many of the forms and processes required of new hires.

Complexity and Problem-Solving Skills

  • Strong technical proficiency in administering and configuring P&C systems such as SAP SuccessFactors, Greenhouse, ADP, or similar platforms
  • Knowledge of HR processes and best practices, including but not limited to employee lifecycle management, talent acquisition, performance management, and learning and development
  • Excellent problem-solving/analytical skills with the ability to troubleshoot complex system issues and recommend effective solutions
  • Strong project management skills with the ability to prioritize tasks, manage multiple projects simultaneously, and meet deadlines
  • Excellent communication and interpersonal skills, with the ability to collaborate effectively with cross-functional teams and communicate technical concepts to non-technical stakeholders
  • Detail-oriented with a focus on accuracy and data integrity
  • Ability to adapt to changing business requirements

Behavioral Competencies


THOUGHT: How MSF USA staff understand the organization, manage complexity, and contribute by creating new and different.

People Focus

Build strong relationships and deliver solutions geared to aiding others. Solicits feedback and data; conveys a clear understanding of the level of service the team provides; acts when standards are not met by the 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 different regions or countries' unique needs. Use a broad perspective when addressing issues and challenges.

Cultivate 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.

Strategic Mindset

Sees ahead to future possibilities and translates them into breakthrough strategies.

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 challenging circumstances. Regularly pushes self to attain 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.

Ensures Accountability

Holds self and others accountable to meet commitments.

PEOPLE: MSF USA staff understand their impact on others through collaboration and inclusion of different perspectives to achieve common goals.


Build partnerships and collaborate with others to meet shared objectives. Readily involve others to accomplish goals; stay in touch and share information; discourage "us versus them" thinking; and show appreciation for others' ideas and input.

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 concisely and professionally when speaking or writing.

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 communication methods.

Builds Effective Teams

Build strong identity teams applying diverse skills and perspectives to achieve common goals.

Manage Conflicts

Handles conflict situations effectively, with a minimum of noise.

Build Networks

Effectively builds formal and informal relationship networks inside and outside the organization.

Drives Vision and Purpose

Paints a compelling picture of the vision and strategy that motivates others to action.

SELF: MSF USA staff demonstrate self-awareness by having an open mindset and 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 encourage others to be upfront with one another. Demonstrates reliability and places a strong emphasis on the team meeting its commitments. Fairly represents others' positions.

Manages Ambiguity

Operate effectively, even when things are uncertain, or the way forward is unclear. Responds effectively to ambiguous situations, seeks to resolve ambiguity, and makes progress. Seeks guidance on how to adapt to changes and 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. Considering the needs of clients, constituents, and the organization shifts priorities appropriately.

Being Resilient

Rebounds from setbacks and adversity when facing difficult situations.

Technical Competencies

Plans and Aligns

Planning and prioritizing work to meet commitments aligned with MSF-USA goals.

Financial Acumen

Interprets and applies to understanding key financial indicators to make better business decisions.

Tech Savvy

Anticipating and adopting innovations in organizational digital and technology applications.

Data Collection and Analysis

The ability and skill to determine and analyze trends from data collected to assist in compiling reports that will help in decision-making.

Project Management Skills

The ability to plan and manage small project assignments within desired cost, time, and quality parameters.

Presentation and Written Communication Skills

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. Considering the needs of clients, constituents, and the organization shifts priorities appropriately.

Organizational Insight

Applying knowledge of MSF-USA and industry to advance the organization’s goals.

Supervisory Responsibility


Desired Qualifications & Experience

  • 4-6 years of Experience in an HRIS (e.g., SuccessFactors, Greenhouse, Oracle) role within a high-growth organization
  • 1-3 years of Experience with administering human resources policies, programs, and practices
  • Familiar with and proficient in the navigation of HRIS and other related systems (Success Factors, Greenhouse, Oracle, ADP, eTime, and/or PeopleSoft)
  • Experience working with a broad range of technology solutions in Global HR and Talent Management
  • Strong organizational skills, perform and prioritize multiple tasks seamlessly, attention to detail, Excellent analytical and problem-solving skills.
  • Advanced proficiency in the use of the Microsoft Office suite of applications, specifically Excel
  • Knowledge of basic human resources practices and principles
  • Knowledge of federal, state, and local employment laws and strategic understanding of data and HR systems use.
  • Strong verbal and written communication skills

Travel Requirements 

Will be determined within the onboarding plan


$88,822 to $133,233; based on experience

MSF-USA is dedicated to creating a diverse, impartial, and inclusive workforce. We are an equal opportunity employer and do not discriminate based on gender identity or expression, sexual orientation, race, religion, age, national origin, disability, marital status, pregnancy status, veteran status, genetic information, or any other differences as per applicable laws. We also provide reasonable accommodation for disabilities or religious beliefs and practices. We encourage individuals from underrepresented communities in the Humanitarian Aid sector to apply.


If you have a disability and require accommodations to use our website to apply for a position, please contact Human Resources at We consider reasonable accommodation requests on a case-by-case basis.

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