Officer, Diversity and Inclusion

☞ NATO - OTAN

看过: 130

更新日: 26-11-2025

位置: Brussels Brussels Capital

类别: 人力资源

行业:

工作类型: Full-time

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工作内容

PENDING BUDGET APPROVAL
1. SUMMARY
Within the Executive Management Division (EM), NATO’s International Staff (IS) Human Resources (HR) Directorate is comprised of four pillars: Talent Management and HR Integration (TMHRI); Staff Services (pay and benefits, pensions, personnel support); HR Policy and Strategy Coordination (IS and NATO-wide HR policy); and the Medical Service.
The HR Policy and Strategy Coordination Section is responsible for developing HR Policies and HR Strategy applicable for the employment of staff in NATO. The Section stays abreast of contemporary developments in HR and coordinates with HR Managers in all NATO bodies, as well as with HR experts in the Coordinated Organisations to develop and improve the employment framework for NATO international civilian staff. The Section provides, through the Deputy Assistant Secretary General for Human Resources (DASG/HR), expert and executive advice to the Secretary General and other Heads of NATO bodies, senior leadership and HR Managers within NATO.
The incumbent will champion, IS and NATO-wide, the importance and value of a diverse and inclusive workplace, and will lead programmes to create a culture for equity, diversity and inclusion as underpinned by the North Atlantic Council approved Human Resources (HR) Strategy. S/he will build a comprehensive IS Diversity and Inclusion action plan, develop and launch Diversity and Inclusion programmes, and will lead organizational change initiatives in support of Head PSC. S/he will act as a subject matter expert, drive NATO IS’s diversity and inclusion agenda, advise Senior Leaders, and develop strong internal and external networks in this portfolio.
As a part of the NATO-wide Policy and Strategy Coordination Section, s/he will also be responsible for the development and drafting of Diversity and Inclusion related NATO-wide policies and IS specific implementing guidelines. In conducting her/his responsibilities, s/he will engage with Nations and NATO partner nations, as directed,to analyse, advise and report on plans, programmes and policies in the context of Diversity and Inclusion in support of the Head PSC.
2. QUALIFICATIONS AND EXPERIENCE
ESSENTIAL
The incumbent must:
  • possess a university degree in a field relevant for the position (preferably in social sciences) from an institute of a recognized standing or an equivalent level of qualification;
  • have at least 4 years of experience in areas of work relevant for this position;
  • have a broad knowledge of Human Resources;
  • have significant experience in the development and management of HR programmes;
  • have a proven track record of leading organisational change initiatives;
  • be familiar with gender balance, equal opportunities and non-discrimination issues;
  • have experience in developing policies;
  • possess the following minimum levels of NATO’s official languages (English/French): V (“Advanced”) in one; IV (“Upper-Intermediate”) in the other.
DESIRABLE
The following would be considered an advantage:
  • knowledge and experience in designing and applying programme monitoring and evaluation processes and tools in areas of diversity and inclusion.
  • experience in achieving an inclusive international work environment, addressing the needs of staff with diverse race and ethnicity, sexual orientations, gender identities, religions, beliefs and cultures, disabilities, linguistic diversity.
  • work experience in an international organisation.
3. MAIN ACCOUNTABILITIES
Stakeholder Management
Interact with stakeholders within Human Resources to support diversity and inclusion initiatives and policies. Prepare the annual updates on NATO’s diversity and inclusion agenda, progress against key strategic initiatives, as well as descriptive statistics and data to support the diversity and inclusion action plan. Report on the diversity and inclusion action plan to Nations and develop dialogue with new member Nations to increase the number of competitive applications. Make progress in promoting gender balance and equality, and undertake work to enable the geographical representation from Focus Nations. Develop initiatives in collaboration with the Advisory Panel on Administration and IS Gender Balance Taskforce to improve and promote NATO’s image as an employer in regard to gender balance, diversity and inclusion. Liaise with relevant representatives within NATO and with other international organisations on gender balance, diversity and inclusion issues and initiatives.
Expertise Development
Analyse policy effectiveness and prepare the diversity and inclusion Action Plan, appropriate data and status reports. Provide insights and recommendations on a broad range of HR topics, with a specific focus on gender balance, diversity and inclusion. Promote linguistic diversity and use of both official languages. To support an inclusive work environment, address the needs of staff with diverse race and ethnicity, sexual orientations, gender identities, religions, beliefs and cultures, disabilities, linguistic diversity.
Prepare and develop status reports, including the annual report on Diversity and Inclusion, to relevant stakeholders (e.g. Advisory Panel on Administration, Joint Consultative Board, Committees, Nations in support of the Head PSC,). Provide information on suitable and best practices and support to colleagues and managers in Human Resources, Divisions and Independent Offices on the inclusion of equal opportunities in day-to-day activities. Provide advice and exchange information and data, as directed, to other NATO bodies, International Organisations and relevant partners on topics related to gender balance, diversity and inclusion. Support the IS Staff Resource Groups in view of reporting to Head PSC andidentify and implement other initiatives that contribute to better management of a culturally diverse staff.
Knowledge Management
Research, compile, and analyse data on policies, processes and work practices aimed at improving gender balance, diversity and inclusion in the NATO workforce. Assess gender balance, diversity and inclusion at all levels of the Organisation in terms of staff composition. Improve relevant databases for contact and statistical information. Develop effective procedures to communicate and implement the NATO equal opportunities policy, including gender balance, diversity and inclusion issues as well as other HR policy issues as directed. Prepare correspondence, documents, speaking notes, presentations and reports, as directed
Project Management
Ensure the effective operation of the assigned programmes, and the continuous development and communication of materials related to gender balance,diversity and inclusion issues as directed by Head PSC. Co-ordinate the timely preparation, execution and follow-up of financial activities, and the costing of plans and projects in support of divisional objectives in support of Head PSC.
Policy Development
Prepare and develop IS and NATO-wide policies and NATO-IS specific implementing guidelines on Diversity and Inclusion. Contribute to the development and review of other HR policies, as directed, to ensure that Diversity and Inclusion is mainstreamed.
Financial Management
Raise funds from the interested member and partner Nations to support cultural engagement programmes
Planning and Execution
Plan and execute the diversity and inclusion action plan, the annual diversity and inclusion report. Support and monitor the Staff Resource Groups. Manage problems and respond quickly to current and future challenges in the area of diversity and inclusion.
Perform any other related duty as assigned.
4. INTERRELATIONSHIPS
The incumbent reports to the Head of Policy and Strategy Co-ordination (PSC), Human Resources and will network with individuals in similar posts at the HQ, NATO-wide and outside of the NATO system as directed. In addition, the incumbent will work with relevant divisional points-of-contact to assess programme needs, provide advice and address diversity and inclusion issues.
5. COMPETENCIES
The incumbent will demonstrate:
Achievement : Works to meet standards.
Analytical Thinking : Sees multiple relationships.
Clarity and Accuracy : Checks own work.
Conceptual Thinking : Applies learned concepts.
Customer Service Orientation : Takes personal responsibility for correcting problems.
Empathy : Is open to others’ perspectives.
Impact and Influence : Takes multiple actions to persuade.
Initiative : Is decisive in a time-sensitive situation.
Teamwork : Solicits inputs and encourages others.
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.
NOTE: Irrespective of previous qualifications and experience, candidates for twin-graded posts will be appointed at the lower grade. Advancement to the higher grade is not automatic, and will not normally take place during the first three years of service in the post.
Under specific circumstances, serving staff members may be appointed directly to the higher grade, and a period of three years might be reduced by up to twenty four months for external candidates. These circumstances are described in the IS directive on twin-graded posts.
7. 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
Please note that at the time of the interviews, candidates will be asked to provide evidence of their education and professional experience as relevant for this vacancy.
Appointment will be subject to receipt of a security clearance (provided by the national Authorities of the selected candidate) and approval of the candidate’s medical file by the NATO Medical Adviser.
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).
8. 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.
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最后期限: 10-01-2026

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