SUMMARY
Within NATO’s International Staff (IS), the NATO Human Resources (NHR) Office is comprised of five pillars: Talent Management; HR Services; NATO-wide HR Policy and Strategy Coordination; Organisational Design and Development and the HR Digital Services.
Under Talent Management, the incumbent leads the Talent Acquisition Service (TAS) which serves the IS in all outreach, sourcing, selection and onboarding matters. In line with the strategic objectives of the Organization, the Head TAS leads the Talent Acquisition strategy and the initiatives to optimize/transform the function into a modern and proactive service, to attract the best diverse talent to the Organization.
QUALIFICATIONS AND EXPERIENCE
The incumbent must:
- possess a university degree in human resources, business management or a related field;
- have at least 7 years’ professional experience in the area of talent acquisition within an international environment, including experience managing or leading teams;
- have experience with modern sourcing technology, employer branding, state-of –the-art assessment methods and talent strategies;
- have experience in business process reengineering and implementation of new Applicant Tracking system (ATS) and/or HCM (Human Capital Management system); and
- have the following minimum levels of NATO’s official languages (English/French): V (“Advanced”) in one; III (“Intermediate”) in the other.
The following would be considered an advantage:
a graduate degree (Masters or Ph.D.) in a related field;
a certification in testing and assessment;
experience in project and program management tools and methodologies.
MAIN ACCOUNTABILITIES
Planning and Execution. Manage the end-to-end attraction, selection and onboarding process. Act as the lead recruiter for the recruitment of senior posts. Manage the section’s budget. Ensure an efficient and timely delivery of all activities and operations pertaining to the talent acquisition cycle. Develop a compelling Employee Value Proposition (EVP) to attract top talent and build talent communities to reduce time-to-hire.
Organisational Efficiencies. Keep continuously improving, optimizing and transforming the recruitment and selection process and the tools supporting it, while ensuring their adoption by the business. Lead the adoption of new talent acquisition technology. Make use of diverse sourcing strategies to achieve recruitment objectives. Equip hiring managers with the right skills and tools to select the best talent by using leading selection and assessment tools and instruments. Establish, monitor and report on Key Performance Indicators relevant to recruiting.Contribute to broader HR policy development from a talent acquisition perspective.
People Management. Lead and coach TAS to the highest standards of quality. Create a motivating and effective workplace. Provide in-depth mentoring, coaching and development opportunities and offer continuous guidance and feedback. Ensure that all staff under their responsibility are clear on Organizational and NHR objectives and projects and manage performance accordingly.
Knowledge Management. Draft memoranda and office notices. Manage and contribute to the update of relevant reference guides, procedures, assessments and talent acquisition communication channels.
Perform any other related duty as assigned.
INTERRELATIONSHIPS
Reporting Line: The incumbent reports to the Head, Talent Management.
Interactions: The incumbent works in close coordination with the broader NATO HR organisation and interacts daily with representatives from the business areas, hiring managers, the Staff Association, national Delegations and NATO entities on all matters relating to Talent Acquisition. The incumbent also collaborates with other international organisations and external partners.
Direct Reports: 7
Indirect reports: 12
COMPETENCIES
The incumbent must demonstrate:
Achievement: Creates own measures of excellence and improves performance;
Change Leadership: Personally leads change;
Clarity and Accuracy: Monitors data or projects;
Conceptual Thinking: Applies learned concepts;
Flexibility: Adapts own strategy;
Impact and Influence: Takes multiple actions to persuade;
Initiative: Plans and acts up to a year ahead;
Leadership: Promotes team effectiveness;
Organisational Awareness: Understands organisational climate and culture;
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Self-Control: Responds calmly.
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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When submitting your application, please ensure that your Taleo Candidate Profile is updated and that your CV is correctly uploaded in the Taleo attachments section.
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 reference documents without proper quotes (plagiarism), or any tools available on internet, including but not limited to translation facilities, or generative artificial-intelligence (AI) 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 tools will be rejected without further consideration, 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.
NATO is committed to fostering an inclusive and accessible working environment, where all candidates living with disabilities can fully participate in the recruitment and selection process. If you require reasonable accommodation, please inform us during your selection process.
Candidates will be required to provide documented medical evidence to support their request for accommodation.
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.
NATO does not charge any application, processing, training, interviewing, testing or other fee in connection with the application or recruitment process. For more info please click here.