Officer, Talent Acquisition (Assessment and the selection design)
Brussels, Belgium
JOB DETAIL
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 TMHRI Section is responsible for Talent Acquisition Service (TAS), Talent and Organisational Development (TOD) and HR business partnership
Within Talent Management and HR Integration, the Talent Acquisition Service is serving the IS in all outreach, sourcing, selection and onboarding matters for civilian permanent posts, interns, young professionals as well as temporary staff.
The Service is looking for an Officer, Talent Acquisition who will actively support the recruitment efforts of the Talent Acquisition Service, regarding the assessment and the selection design.
The incumbent is expected to focus on the development and proper implementation of selection and assessment tools leading new ways of assessing in line with best practice in the market. S/he will create a thorough understanding of the current way of selecting and assessing candidates. S/he will assess effectivity and efficiency, and need for potential redesign of the complete assessment and selection processes. The incumbent will be responsible for driving change in the way of working and advising leadership regarding selection and assessment.
S/he may deputise for the Head, Talent Acquisition in their absence.
2. Qualifications and experience
ESSENTIAL
The incumbent must:
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have a university degree from an institute of a recognized standing, preferably in Human Resources Management, Organizational Psychology or a related field;
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have at least 3 years’ professional experience in Human Resources Management, particularly in the area of talent acquisition;
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have proven experience in recruitment assessments and selection design processes and tools (e.g. psychometric testing, general aptitude testing, virtual interviews tools;
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have working experience in candidate assessment software and interpretation of psychometric testing;
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have a proven experience on a large scale in change management related to assessment/selection tools;
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be able to demonstrate excellent public relations, communication, presentation and negotiation skills;
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experience in explaining in simple terms the benefits of new assessment tools to stakeholders and final users;
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possess good drafting skills in at least one of the two NATO languages;
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have strong drive for teamwork, inclusion and diversity;
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be able to exercise tact and discretion and manage sensitive information with confidence;
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demonstrate good interpersonal communication and negotiation skills;
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be proficient in the use of computer software support packages, e.g. word processing, spreadsheets, databases, PowerPoint presentations, and internet/intranet;
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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:
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a graduate degree (Masters or Ph.D.) in a related field;
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higher level of proficiency in NATO’s second official language;
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degree and/or certification in a related field;
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experience in or sound knowledge of project management tools and methodologies;
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technical aptitude in managing data as well as the ability to offer compelling insights through HR metrics and talent analytics;
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experience in a national administration and/or international public sector organisation.
3. MAIN ACCOUNTABILITIES
Stakeholder Management
Contribute to the recruitment and selection process in collaboration with key stakeholders within the Organization on all selection and assessment tools. Gain understanding and build knowledge on divisional business requirements to be in a position to support them with the most adapted selection tools. Liaise with multiple stakeholders to ensure a smooth transition to a new way of working. Be the HR point of contact for Procurement for vendor management, e.g. drawing up statement of work.
Information Management
Use an evidence-based approach to inform benefits, risks, costs, direction, and options on assessment tools. Manage the existing tools and design new ways of working in consultation with HR and stakeholder group.
Knowledge Management
Ensure that selection and assessment tools are inclusive for all candidates, data is timely collated and analysed to inform decisions on Diversity & Inclusion, thereby strengthening NATO’s ability to attract and select diverse talent. Participate in selection processes as HR Representative. Prepare material on all assessment tools for any presentations to leadership or nations. Deliver presentation to nations as requested, based on market findings, data and other relevant information.
People Management
Provide guidance and coaching to the talent acquisition team on selection, in the capacity of Deputy Head TAS when required, driving a strong performance culture and providing opportunities to grow. Promote diversity and teamwork, ensuring high quality recruitments in respect of organizational rules and procedures. Ensure the development of team members through sound and inclusive management principles.
Expertise Development
Remain abreast of the latest developments in Talent Acquisition, including HR trends and tools applicable to the field. Introduce and conduct effectively recruitment assessments and selection design processes and tools (psychometric testing, general aptitude testing). Continuously improve, with the TAS team, the frameworks and models underlying the core TAS work, especially related to assessment and recruitment tools. Be on the lookout for new and improved options in order to ensure an excellent customer/candidate experience. Lead and support selection campaigns. Contribute to selection decisions by objectively appraising the skills, competencies and performance of candidates in the recruitment and selection process. Ensure that all Assessment functions operate according to agreed policies and procedures.
Project Management
Assist the Head, Talent Acquisition and the team as a whole in providing divisions with the tools to support to ensure successful recruitment campaigns. Design, develop and monitor data analytics tools to verify quality of selection tools and process. Conduct market research for selection and assessment solutions that match the organizational needs. Report on the findings and the effects of implemented changes. Suggest changes to enhance the efficiency and effectiveness of the TAS team and processes, within the stakeholders involved in selection and assessment procedures.
Perform any other related duty as assigned.
4. Interrelationships
The incumbent reports to the Head, Talent Acquisition. S/he works in close coordination with the HR Advisors and other functions within the broader HR organisation. S/he interacts daily with Divisional Administrative Officers/Executive Officers (AO/XOs), hiring managers as well as representatives of the Staff Association, national Delegations and NATO agencies on all matters relating to Talent Acquisition. S/he also collaborates actively with peers from other NATO entities and other International Organisations.
Direct Reports: N/a
Indirect reports: N/a
5. COMPETENCIES
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Achievement: Works to meet standards;
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Analytical Thinking: Sees multiple relationships;
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Clarity and Accuracy: Checks own work;
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Conceptual Thinking: Applies learned concepts;
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Customer Service Orientation: Takes personal responsibility for correcting problems;
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Empathy: Is open to others’ perspectives;
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Impact and Influence: Takes multiple actions to persuade;
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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 3 years
Contract clause applicable:
This post is required for a limited period to support the NATO2030 project. As employment in this post is of limited duration, the successful applicant will be offered a definite duration contract of 3 years duration , which may be renewed for a period of up to 3 years if required to support this project.
If the successful applicant is seconded from the national administration of one of NATO’s member States, a 3 years definite duration contract will be offered, which may be renewed for a period of up to 3 years if required to support this project, and subject also to the agreement of the national authority concerned.
Serving staff will be offered a contract in accordance with the NATO Civilian Personnel Regulations.
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:
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For NATO civilian staff members only: please apply via the internal recruitment portal (link);
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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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