Head, Talent Management and HR Integration

Job content

Primary Location

Belgium-Brussels

NATO Body

NATO International Staff (NATO IS)

Schedule

Full-time

Application Deadline

21-Feb-2024, 10:59:00 PM

Salary (Pay Basis)

10,163.37

Grade

NATO Grade G22

• SUMMARY
  
  

Within the Executive Management Division (EM), NATO’s International Staff (IS) Human Resources (HR) Directorate is comprised of five pillars: Talent Management and HR Integration (TMHRI); Staff Services (StS); HR Policy and Strategy Coordination (IS and NATO-wide HR policy); Data Analytics, Leave & PMIS Support; and the Medical Service.

Under the strategic direction of the Assistant Secretary General for Executive Management (ASG EM), and under the direct supervision of the Deputy Assistant Secretary General for Human Resources (DASG HR), the Head, Talent Management and HR Integration, oversees and directs the work of all areas of talent management. S/he is responsible for the management, development, expansion and implementation of Talent Acquisition, Talent Development, and Organisational, Design, Development and Change Management policies and practices; as well as HR Business Partner services that contribute to the overall enhancement of HR capabilities and services offered to the International Staff (IS).

S/he contributes to the implementation of the NATO-wide HR Strategy for the International Staff and ensures that all other HR regulations falling under the TMHRI portfolio are fully aligned and integrated with the new HR Strategy. S/he leads change projects in the area of talent management and development and strengthens coordination across HR. S/he is responsible for the development of expertise in the functional domains under her/his responsibility (talent acquisition, talent development, diversity and inclusion and organisational design, development and change management).

S/he deputises for the DASG HR, as requested.

Key challenges facing the successful candidate will include:

• 1. Contributing to the strategic, forward-looking implementation of the new NATO-wide HR Strategy for International Staff.
• 2. Aligning and integrating the existing HR policies falling under the TMHRI portfolio with the new NATO-wide HR Strategy, without disrupting the day-to-day HR operations.
• 3. Preparing a comprehensive, strategic assessment of the TMHRI team structure in order to optimize efficiencies, foster collaboration, and ensure full alignment with HR’s objectives and the NATO-wide HR Strategy.
  
  

In addition to the application form, candidates are expected to submit a Word or PDF document (maximum one A4 page), summarising their views on the key (and possible other) challenges, and how they would address them if selected for the position. This essay will be evaluated as part of the longlisting assessment (see point 7 “Recruitment Process”).

Candidates should note that, although they may not possess knowledge of, or experience with the NATO-wide HR Strategy, they are invited to provide answers based on their relevant professional experience and their knowledge of HR concepts and best practices.

• QUALIFICATIONS AND EXPERIENCE
  
  

Essential

The incumbent must:

• possess a university degree or equivalent level of qualification in human resources management, public/business administration, law or related field;
• have at least 10 years of relevant experience in progressively responsible positions, out of which 5 years in team management and coordination;
• have knowledge of HR concepts, particularly in the Talent Management area of work;
• have experience in developing and implementing HR strategies, policies, implementing rules, guidelines and processes at different organisational levels;
• have experience in a strategic partnership role, supporting and influencing senior executive leadership;
• have the capacity to lead, inspire and engage a diverse and multidisciplinary team;
• possess experience in leading change management projects;
• have excellent networking, communication and negotiation skills;
• demonstrate tact, discretion and diplomacy when dealing with staff sensitive issues;
• possess the following minimum levels of NATO’s official languages (English/French): V (“Advanced”) in one; III (“Intermediate”) in the other .
  
  

DESIRABLE

The following would be considered an advantage:

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

Vision and Direction

Develop, communicate and implement a vision for the development of the TMHRI team to face the future challenges 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 Organisation’s business needs and facilitate the implementation of a NATO HR Strategy.

People Management

Provide guidance and coordinate a team of HR professionals, including HR Advisors within the Section. Support the Organisation in developing career and development programmes tailored to the specific organisational context. Provide 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 through the HQ Performance Review and Development (PRD) system. Identify possible development and mobility opportunities for team members.

Planning and Execution

Set the annual objectives and plans for the Section in coordination with other HR Sections. Regularly evaluate and report on the status and outcomes of Section activities.

Project Management

Direct and improve the entire Section by supporting initiatives such as innovations across NATO’s talent acquisition methods and development of its employer branding, improving diversity and inclusion within the IS, update of the performance management system, and implementing specialised development and mobility programmes for posts and individuals.

Stakeholder Management

Liaise with other Sections in HR 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 Organisation to its changing environment.

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.

Knowledge Management

Facilitate the communication and distribution of high-quality content about HR development programmes and managerial innovation projects within the Organisation. 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 Organisation’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.

• INTERRELATIONSHIPS
  
  

The incumbent reports to the Deputy Assistant Secretary General (DASG), Human Resources. S/he works with divisional clients and line managers to meet their organisational needs through the development of appropriate HR solutions and programmes. In addition, s/he establishes and maintains good working relationships with external service providers as well as HR Managers throughout a network of international organisations and corporations.

Direct reports: 8

Indirect reports: 25

• 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

Contract to be offered to the successful applicant (if non-seconded): Definite duration contract of three years; possibility of renewal for up to three years, during which the incumbent may apply for conversion to an indefinite duration contract.

Contract clause applicable:

In accordance with the contract policy, this is a post in which turnover is desirable for political reasons in order to be able to accommodate the Organisation’s need to carry out its tasks as mandated by the Nations in a changing environment, for example by maintaining the flexibility necessary to shape the Organisation’s skills profile, and to ensure appropriate international diversity.

The maximum period of service foreseen in this post is 6 years. The successful applicant will be offered a 3-year definite duration contract, which may be renewed for a further period of up to 3 years. However, according to the procedure described in the contract policy the incumbent may apply for conversion to an indefinite contract during the period of renewal and no later than one year before the end of contract.

If the successful applicant is seconded from the national administration of one of NATO’s member States, a 3-year definite duration contract will be offered, which may be renewed for a further period of up to 3 years subject also to the agreement of the national authority concerned. The maximum period of service in the post as a seconded staff member is six years.

Serving staff will be offered a contract in accordance with the NATO Civilian Personnel Régulations.

• USEFUL INFORMATION REGARDING APPLICATION AND RECRUITMENT PROCESS
  
  

Please note that we can only accept applications from nationals of NATO member countries. Applications must be submitted using e-recruitment system, as applicable:

• For NATO civilian staff members only: please apply via the internal recruitment portal ( link );
• For all other applications: www.nato.int/recruitment
  
  

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More information about the recruitment process and conditions of employment, can be found at our website (http://www.nato.int/cps/en/natolive/recruit-hq-e.htm)

Appointment will be subject to receipt of a security clearance (provided by the national Authorities of the selected candidate), approval of the candidate’s medical file by the NATO Medical Adviser, verification of your study(ies) and work experience, and the successful completion of the accreditation and notification process by the relevant authorities.

NATO will not accept any phase of the recruitment and selection prepared, in whole or in part, by means of generative artificial-intelligence (AI) tools, including and without limitation to chatbots, such as Chat Generative Pre-trained Transformer (Chat GPT), or other language generating tools. NATO reserves the right to screen applications to identify the use of such tools. All applications prepared, in whole or in part, by means of such generative or creative AI applications may be rejected without further consideration at NATO’s sole discretion, and NATO reserves the right to take further steps in such cases as appropriate.

• ADDITIONAL INFORMATION
  
  

NATO is committed to diversity and inclusion, and strives to provide equal access to employment, advancement and retention, independent of gender, age, nationality, ethnic origin, religion or belief, cultural background, sexual orientation, and disability. NATO welcomes applications of nationals from all member Nations, and strongly encourages women to apply.

Building Integrity is a key element of NATO’s core tasks. As an employer, NATO values commitment to the principles of integrity, transparency and accountability in accordance with international norms and practices established for the defence and related security sector. Selected candidates are expected to be role models of integrity, and to promote good governance through ongoing efforts in their work.

Due to the broad interest in NATO and the large number of potential candidates, telephone or e-mail enquiries cannot be dealt with.

Applicants who are not successful in this competition may be offered an appointment to another post of a similar nature, albeit at the same or a lower grade, provided they meet the necessary requirements.

The nature of this position may require the staff member at times to be called upon to travel for work and/or to work outside normal office hours.

The organization offers several work-life policies including Teleworking and Flexible Working arrangements (Flexitime) subject to business requirements.

Please note that the International Staff at NATO Headquarters in Brussels, Belgium is a non-smoking environment.

For information about the NATO Single Salary Scale (Grading, Allowances, etc.) please visit our website . Detailed data is available under the Salary and Benefits tab.