Chief, Talent Development (P4)

Background:

The OSCE has a comprehensive approach to security that encompasses politico-military, economic and environmental, and human aspects. It therefore addresses a wide range of security-related concerns, including arms control, confidence- and security-building measures, human rights, combating human trafficking, national minorities, democratization, policing strategies, counter-terrorism and economic and environmental activities. All 57 participating States enjoy equal status, and decisions are taken by consensus on a politically, but not legally binding basis.

The OSCE Secretariat in Vienna assists the Chairpersonship in its activities, and provides operational and administrative support to the field operations, and, as appropriate, to other institutions.

The Department of Human Resources (DHR) ensures that the OSCE has the human resources capacity necessary to successfully implement its mandates. DHR sets the policies and provides services in the areas of talent acquisition, administration of benefits and entitlements, payroll, performance management, talent development, and policy and employee relations across the Organization. DHR provides organizational structure and support to meet business needs by effectively managing the employee lifecycle. Human resources play an essential role in supporting, developing, and co-creating a positive culture in the workplace.

Talent Development, as part of the Department of Human Resources, is responsible for developing, implementing and updating the learning and development aspects of the DHR strategy with a view of it staying relevant to the evolving needs of the Organization. The Unit ensures coherent and consistent planning and delivery of learning and development services across DHR, the Secretariat, and the OSCE. Talent development activities include facilitation of leadership development and other programmes, campaigns on values-related culture-shaping topics, acquisition and development of e-learning, activities that enable staff to learn from each other, and innovative ways to support internal communication such as podcasts. Talent development is also responsible for the performance management process and supports team effectiveness through tailored support.

Under the direct supervision of the Deputy Director, DHR, the Chief of Talent Development is responsible for managing the Talent Development Unit of DHR. He/she is responsible for developing, implementing and updating the learning and development aspects of the DHR strategy with a view of it staying relevant to the priority needs of the Organization, as well as informed of and adapted to the latest developments in the area concerned, to the extent feasible.

Tasks and Responsibilities:

Under the overall supervision of the Deputy Director for Human Resources, the successful candidate will be tasked with the following duties:

1. Directing, managing, supervising and carrying out the sub-programme on learning and development in the OSCE; Developing and implementing related policies and strategies, ensuring consistency of standards and establishing quality control across the OSCE;
2. Providing recommendations and strategic advice to the Deputy Director on learning and development aspects of the DHR strategy with a view of ensuring its relevance to the priority needs of the Organization, as well as alignment with the latest development in the area, where applicable and feasible;
3. Initiating, supporting the development of and/or access to relevant prioritized learning and development courses, including e-courses, with supporting materials, systems and tools, and managing the maintenance and update of those, whenever necessary; Initiating, promoting and supporting learning and development initiatives throughout the OSCE, including by supporting (line) managers in their people development capacities;
4. Managing the effective employment of the OSCE Corporate Learning Management System (LMS) and the necessary enhancements to it, where feasible; Evaluating and reporting on the impact and effectiveness of OSCE capacity-building and training;
5. To achieve the goals of the Talent Development unit, managing the budget of the unit, driving efforts to mobilize additional funds beyond the unified budget; Facilitating selected learning offerings, based on the expertise;
6. In close cooperation with the Deputy Director and Director for Human Resources, ensuring effective implementation of the OSCE Performance Management Process (PMP) across the Organization; Providing recommendations and strategic advice to the Deputy Director and Director for Human Resources on ways PMP is to be improved, together with the supporting systems, taking stock of good applicable practices in the area; Leading the Talent Development unit as the focal point for the OSCE PMP, collaborating effectively with all OSCE executive structures on consistent policy implementation and maximizing opportunities for organizational learning created through the OSCE PMP; Ensuring systems are in place to solicit feedback on the PMP and maintaining mechanisms to ensure feedback is incorporated into interim reviews of PMP policy and practice;
7. Managing and supervising staff in the Talent Development unit; Under the delegated authority of the Deputy Director, managing the budget of the Talent Development unit, ensuring its utilization towards the prioritized learning and development offerings; Ensuring that the outputs produced by the Talent Development unit maintain high-quality standards; Carrying out programmatic and administrative tasks necessary for the functioning of the unit, including preparation of programme outline unified budget proposal, project budget and performance reports within the guidelines of PBPB as well as the evaluation of staff performance and recruitment of staff for the unit including interviews of candidates for vacant positions, design and evaluation of appropriate tests and questions; Encouraging and supporting learning and development opportunities for the staff members;
8. Providing general advice to Institutions and Field Operations on capacity-building and training activities, which includes reviewing and monitoring their activities and adherence to the existing framework of policies and procedures, and coordinating their contribution to the effective and efficient programme delivery. This includes collaboration with the established network of Learning Focal Points in all Field Operations and Institutions;
9. Coordinating a network of learning focal points in participating States with a view to provide the necessary support to pre-mission training activities, liaising closely with partner organizations of the OSCE on learning and development issues to ensure consistency of talent development policies and standards as well as co-operative use of available resources; Identifying and implementing joint projects with other international organizations such as the Career Roundtable; Providing substantive input in the preparation of position papers and reports for presentation to intergovernmental bodies such as the ACMF or the Permanent Council;
10. Performing other related tasks as assigned.

For more detailed information on the structure and work of the OSCE Secretariat, please see: Secretariat | OSCE.

Necessary Qualifications:

• Advanced university degree in Public or Business Administration, Human Resources Management, Learning and Development, Education or a related area such as Social Sciences, International Relations or Law. A first-level university degree in combination with two (2) years of additional qualifying experience may be accepted in lieu of the advanced university degree;
• A minimum of eight (8) years of progressively relevant professional-level experience at national and/or international environment;
• Experience in administration and monitoring of large budgets, leading the development of a learning strategy, and developing realistic implementation plans for new strategies, standards and guidelines;
• Thorough knowledge of modern learning and development approaches, methods and techniques; good knowledge of modern theory of adult learning and management concepts; good knowledge of office automation technology;
• Previous experience in implementing Performance Management at an organizational level is an advantage;
• Previous professional experience in change management in the area of corporate Learning Management Systems is desirable;
• Experience of working in a field operation is desirable and previous professional experience within other International Organizations would be an asset;
• Professional fluency in English with excellent communication (both oral and written) skills; working knowledge of one or more of the official OSCE languages is desirable;
• Demonstrated gender awareness and sensitivity, and an ability to integrate a gender perspective into tasks and activities;
• Ability and willingness to work as a member of team, with people of different cultural, and religious backgrounds, different gender, and diverse political views, while maintaining impartiality and objectivity;
• Computer literate with practical experience using Microsoft applications.

Remuneration Package:

Monthly remuneration is approximately EUR 8,807 with the actual salary depending on post adjustment and family status. OSCE salaries are exempt from taxation in Austria. Social benefits will include possibility of participation in the Cigna medical insurance scheme and the OSCE Provident Fund. Other allowances and benefits are similar to those offered under the United Nations Common System.

Appointments are normally made at step 1 of the applicable OSCE salary scale.

If you wish to apply for this position, please use the OSCE's online application link found under https://vacancies.osce.org/. 

The OSCE retains the discretion to re-advertise/re-post the vacancy, to cancel the recruitment, to offer an appointment at a lower grade or to offer an appointment with a modified job description or for a different duration. 

Only those candidates who are selected to participate in the subsequent stages of recruitment will be contacted.

Please note that vacancies in the OSCE are open for competition only amongst nationals of participating States, please see https://www.osce.org/participating-states.

The OSCE is committed to diversity and inclusion within its workforce, and encourages qualified female and male candidates from all religious, ethnic and social backgrounds to apply to become a part of the Organization.

Candidates should be aware that OSCE officials shall conduct themselves at all times in a manner befitting the status of an international civil servant. This includes avoiding any action which may adversely reflect on the integrity, independence and impartiality of their position and function as officials of the OSCE. The OSCE is committed to applying the highest ethical standards in carrying out its mandate. For more information on the values set out in OSCE Competency Model, please see https://jobs.osce.org/resources/document/our-competency-model.

The OSCE is a non-career organization committed to the principle of staff rotation, therefore the maximum period of service in this post is 7 years.

The mandatory retirement age at the OSCE is 65 years for contracted positions at the general service, professional and director level. The Organization shall apply an age limit of 63 years at the time of appointment as the incumbent selected is normally expected to carry out the contractual obligation of two years. 

Please be aware that the OSCE does not request payment at any stage of the application and review process.