Officer, Talent Acquisition (Operational Excellence)
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, insurances); 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. The incumbent will drive operational excellence in this area, by continuously monitoring operations and improving performance while ensuring excellent customer service.
The incumbent is expected to supervise the day-to-day operational activities of the team. S/he will foster the operational excellence by collecting, assessing and analyzing quality of recruitment data at each stage of the process and the associated risks. Moreover, the incumbent will help to translate what “hiring success” looks like in terms of analytics/data. S/he will develop and continuously evaluate best practices related to talent acquisition and associated processes. The incumbent will report on the findings drawn from the data and the effects of implemented optimizations. In alignment with the Head of Talent Acquisition, the incumbent will drive change to improve efficiency and accuracy of the full recruitment process.
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, preferably in Human Resources Management, Economics, 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; or have at least 3 years’ professional experience in Operational Excellence related to Human Resources or relevant field.
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possess experience in setting, reporting and monitoring relevant Key Performance Indicators (KPIs) and related HR dynamic dashboards;
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have experience working towards operational excellence for the recruitment function, ensuring efficiencies are implemented;
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have experience in running risk reports on data for audit processes;
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possess experience in data analytics and be able to present the findings in a clear and concise manner to all levels of the organization;
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be able to demonstrate excellent public relations, communication, presentation and negotiation skills;
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have strong drive for teamwork, inclusion and diversity;
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good drafting skills in at least one of the two NATO languages;
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be able to exercise tact and discretion and manage sensitive information with confidence;
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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 data analytics or related field;
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experience in or sound knowledge of project management tools and methodologies;
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experience in or sound knowledge of change management;
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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. Gain understanding and build knowledge on divisional business requirements to be in a position to support them as HR representative in their selection initiatives – including screening of applications, support in the evaluation of selective testing, preparation of questions for each stage of the selection process, and participation in the interview panel. Develop and deliver presentations to nations based on an agreed programme of work, when requested. Provide internal clients with relevant and timely data analysis, to help them make informed decisions. Liaise with multiple stakeholders to ensure a smooth transition to new ways of working. Drive quality control and continuous improvement at all stages of the recruitment process.
Information Management
Provide statistics on candidates, competitions and associated selection processes as requested by the management. Handle and/or supervise the end-to-end selection process for permanent posts of the IS, as well as other staffing programmes, such as the Internship Programme, the Young Professionals Programme and temporary assignments. Support the team in delivering on standards of timeliness and quality. Be responsible for the quality and accuracy of recruitment records ensuring adherence to regulatory and legal requirements.
Knowledge Management
Ensure that data is timely collated and analysed to inform decisions on Diversity & Inclusion, thereby strengthening NATO’s ability to attract and select diverse talent. Establish, monitor and report on Key Performance Indicators relevant to recruiting. Participate in selection processes as HR Representative. Prepare a yearly programme of presentations based on data analytics, process improvements and other relevant information. Deliver the HR systems and processes roadmap alongside the Head of Talent Acquisition.
People Management
Provide guidance and coaching to the talent acquisition team, in the capacity of Deputy Head TAS when required, driving a strong performance culture and providing opportunities to grow. Ensure the development of team members through sound and inclusive management principles. Promote diversity and teamwork, ensuring high quality recruitments in respect of organizational rules and procedures. Promote a continuous improvement mindset within the TAS team.
Expertise Development
Remain abreast of the latest developments in Talent Acquisition, including HR trends, new business models and technology applicable to the field. Continuously improve, with the TAS team, the frameworks and models underlying the core TAS work. Propose, discuss, and implement initiatives to improve the work, the expertise of the team as well as its performance. Set up clearly defined goals and actions accordingly and align with the TAS team. Contribute to further improving processes and supporting tools. Oversee and document all HR processes and recommend and implement process improvements, ensuring the accurate and efficient flow of data through all HR systems and processes.
Project Management
Assist the Head, Talent Acquisition and the team as a whole in providing divisions with the support they need to ensure successful recruitment campaigns. Design, develop and monitor data analytics tools to support organisational effort in attracting, sourcing, and hiring of a diverse workforce and with the view to inform decision-making, advise HR and internal clients. Report on operational activities.
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 for data requests 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;
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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 a 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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