About MSF USA | Doctors Without Borders

 

Doctors Without Borders/Médecins Sans Frontières (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 Overview 
The People Experience Manager is a senior leader within the People & Culture department who serves as a strategic architect and owner of MSF USA’s employee experience strategy. This role is responsible for designing, scaling, and executing initiatives that ensure employees across HQ, Hosted, and International Mobile Staff (IMS) categories feel valued, connected, and engaged throughout their entire lifecycle. 

With an expanded mandate, the Manager leads key pillars of workforce engagement, resilience, and agility. They oversee orientation, communications, recognition, and feedback mechanisms while driving forward global alignment, continuous improvement, and change-readiness. This includes launching experience dashboards, piloting innovative touchpoints, and embedding DEI through every initiative. 

Reporting to the Director of People Operations, the People Experience Manager partners cross-functionally across MSF USA and the broader movement to ensure that employee experience is inclusive, data-informed, and responsive to the evolving needs of a mission-driven, globally connected workforce. 

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 to support individuals in realizing their potential. The review is done once 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  

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. 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.  

Payroll Administration  

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

Roles Specific Outcomes 

• Design and implement a Global Employee Experience Framework that aligns lifecycle practices across HQ, Hosted, and IMS staff while adapting to local and operational contexts.
• Lead experience-centered change management efforts for major organizational initiatives, including restructures, rebranding, or system shifts.
• Launch the People Experience Innovation Lab, prototyping new engagement tools, technologies, and feedback mechanisms to drive continual evolution.
• Devel