Role Overview 

The 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 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.; 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. 

Financial Acumen 

Interprets and applies understanding of 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 that is collected to assist in compiling reports that will help in decision-making.  

Project Management Skills 

The ability and skill to plan and manage small project work 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. Considers the needs of clients, constituents, and the organization; shifts priorities appropriately 

Supervisory Responsibility 

The position holds no supervisory responsibility for direct reports. 

Desired Qualifications & Experience 

At a minimum the Job Holder should possess: 

• BS/BA degree or equivalent combination of education and relevant experience
• 2–4+ years of recruiting or talent acquisition experience, preferably in a nonprofit, mission‑driven, healthcare, or complex organizational environment
• Demonstrated experience managing full‑cycle recruitment, including sourcing, screening, interviewing, and offer coordination
• Familiarity with Applicant Tracking Systems (ATS) and recruiting technologies (e.g., Greenhouse)
• Strong stakeholder management skills, with the ability to partner effectively with hiring managers and internal teams
• Excellent written and verbal communication skills, with experience engaging candidates and stakeholders professionally and inclusively
• Strong organizational skills, attention to detail, and comfort working with data, reporting, and documentation 

Fixed-term Employment Notice

This position is a fixed‑term appointment established to provide leave coverage and is anticipated to conclude on or about December 31, 2026. Continuation of employment beyond this date is not guaranteed and is subject to organizational needs and business requirements. 

Travel Requirements

Must be willing to travel for work as needed. 

Location

NYC or Washington DC (Hybrid- in office Tuesdays and Wednesdays) 

This role is based in New York or Washington DC, where most of the team and operational infrastructure are located. Due to current staffing and budget constraints, we’re unable to support this position in our California office. 

Compensation 

$67,350 - $101,025; In alignment with MSF USA’s compensation framework, new hires are generally offered between the minimum and midpoint of the range based on relevant experience, skills, and internal equity.