Head, Talent Management and HR Integration

1. SUMMARY
NATO’s International Staff (IS) Human Resources (HR) Directorate is comprised of three pillars: Talent Management and HR Integration (talent acquisition, talent and organizational development and HR business partnership); Staff Services (pay, pensions, insurance and other benefits); and HR Policy and Strategy Coordination (IS and NATO-wide HR policy).
As Head, Talent Management and HR Integration, the incumbent will oversee and direct the work of all areas of talent management being offered to the NATO International Staff (IS) by Human Resources (HR). As such, she/he is responsible for the creation, expansion and implementation of Talent Acquisition, Talent and Organisational Development policies and practices as well as HR Business Partner services that will contribute to the overall enhancement of HR capabilities and services offered to the International Staff (IS).
She/he will facilitate the development and implementation of the HR Strategy for the International Staff, ensuring its alignment and integration with the HR policies and NATO-wide HR Strategy. She/he leads change projects in the area of talent management and development and will strengthen coordination across HR to support collaboration between HR Sections. She/he will deputise for the Deputy Assistant Secretary General, HR and represent her/him at all meetings in her/his absence.

2. QUALIFICATIONS AND EXPERIENCE
ESSENTIAL

DESIRABLE
The following would be considered an advantage:

• a professional qualification/certification in areas such as organisational management, change management, programme management;
• multidisciplinary experience in Human Resources management and development;
• experience working for a national government, the public sector or an International Organisation.
  

3. MAIN ACCOUNTABILITIES
Vision and Direction
Develop, communicate and implement a vision for the future development of the TMHRI team to face the challenges of the future in an ever-changing working environment. Champion change and federate the team around common objectives, ensuring that vision guides its mid and long-term programme of work. Act as a role model of inclusive leadership and promote resilience, flexibility and innovation. Identify the Organization’s business needs and facilitate the development and implementation of a NATO IS HR strategy to meet these needs. Work with senior management in HR and throughout the Organization, as well as with the Office of the Assistant Secretary General for Executive Management and the Private Office, to determine the direction of HR services for the Organization.
Planning and Execution
Set the annual objectives and plans for the Section in coordination with other HR Sections and regularly evaluate and report on the status and outcomes of Section activities. Develop, co-ordinate and implement the HR strategy for IS and contribute to its regular review and adaptation to meet changing requirements and allow the Organization to remain flexible and agile.

Project Management
Direct and improve the entire Section by supporting initiatives such as innovative talent acquisition methods, development of NATO’s employer branding, update of the performance management system, or implementation of specialised development and mobility programmes for posts and individuals. Support the initiatives developed by other HR Sections to improve diversity and inclusion within the IS workforce. Contribute to the improvement of HR analytics for more informed decision-making in the IS. Co-ordinate and implement taskers under the direction of the Private Office, the Office of the Assistant Secretary General for Executive Management (ASG, EM) and the Office of the Deputy Assistant Secretary General for Human Resources (DASG, HR).

Stakeholder Management
Liaise with other Sections in Human Resources to determine a unified course of action and implement a coherent HR strategy. Manage external consultants and service providers contracted to offer knowledge, training and expertise in the field of HR development. Liaise with HR managers in other International Organisations and corporations to benchmark HR best practices and adapt the Organization to its changing environment.

People Management
Provide guidance and coordinate a team of HR specialists, including HR Advisors within the Section. Assist the Organization in developing career and development programmes tailored to the specific organisational context. Provide advice and guidance in sensitive cases. Provide in-depth mentoring, coaching and training opportunities and be available to offer guidance at critical moments. Ensure that all staff under her/his responsibility are clear on Organisational, Divisional, Directorate and Section objectives. Provide regular and fair feedback on performance, informally as appropriate and via the HQ Performance Review and Development (PRD) system. Identify possible development and mobility opportunities for team members. Promote integrity, professionalism and accountability through a sound and inclusive leadership culture.

Policy Development
Research and develop coherent HR Development policies and procedures in consultation with senior managers and ensure that such policies can be easily integrated in the existing HR strategy and policy framework.

Representation of the Organization
Represent the Section or NATO HR at senior management level at HQ and in other NATO entities as needed. Deputise for the DASG/HR in her/his absence and make decisions on her/his behalf.

Expertise Development
Organise the development of expertise in the various functional domains under her/his responsibility: talent acquisition, talent development (learning and development, performance management, mobility) and organisational design and development. Facilitate cross-functional training within the Section and promote a continuous learning and improvement culture.

Knowledge Management
Facilitate the communication and distribution of high-quality content about HR development programmes and managerial innovation projects within the Organization. Supervise the design of knowledge management systems, as well as ICT tools developed to facilitate the work of the Section.

Organisational Efficiencies
Conduct periodical analysis of the Organization’s current and future requirements. Explore options on how to improve services offered by HR, based on best practice and industry standards. Identify how to integrate the programme of work of the Section with the strategic objectives of other Sections, Services and Divisions, and ensure consistent application of standards and timely follow-up.

Financial Management
Oversee the use and implementation of the Section’s budget. Allocate budgets to the Heads of Units for certain projects and programmes under development.

Perform any other related duty as assigned.

4. INTERRELATIONSHIPS
The incumbent is responsible to the Deputy Assistant Secretary General (DASG), Human Resources and will direct the work of line managers and team members within the Section. She/she will work with divisional clients and line managers to meet their organisational needs through the development of appropriate HR solutions and programmes. In addition, she/he will establish and maintain good working relationships with external service providers as well as HR Managers throughout a network of international organisations and corporations.
Direct reports: 7
Indirect reports: 11

5. COMPETENCIES
The incumbent must demonstrate:

• Achievement: Sets and works to meet challenging goals;
• Change Leadership: Personally leads change;
• Conceptual Thinking: Clarifies complex data or situations;
• Developing Others: Provides in-depth mentoring, coaching and training;
• Impact and Influence: Uses indirect influence;
• Initiative: Plans and acts for the long-term;
• Leadership: Positions self as the leader;
• Organisational Awareness: Understands organisational politics;
• Self-Control: Stays composed and positive even under extreme pressure.
  

6. CONTRACT