The EIB, the European Union's bank, is seeking to recruit for its Personnel - Corporate Services Directorate (CS-PERS) – HR Strategy and Governance

Head of Department

This is a full time position at grade 8

The term of this contract will be 4 years

The EIB offers fixed-term contracts of up to a maximum of 6 years, according to business needs, with a possibility to convert to a permanent contract, subject to organisational requirements and individual performance

Assessment Centers for selected applicants would take place in early March and the subsequent interviews at the end of March

Purpose

Plan, organise and manage the activities of the department. Provide support and advice to the Director General Personnel on all legal matters within Personnel ’s remit(internal formal and informal procedures involving issues or conflicts in work relationships). Define and develop Personnel’s strategy and ensure that it can be successfully implemented.

Operating network

Reports to the Director General Personnel and supervises the managers and staff under her/his responsibility. S/he interacts with senior management and staff of Personnel and all EIB services at all levels, will have internal contacts with the Management Committee, the EIB’s Board of Directors and its sub-committees and external contacts with Peers from other EU institutions/international organisations.

The Department is organised as follows (due to the ongoing reorganisation in Personnel, this might change in the future):

i. The Employee Relations and Wellbeing Division brings together the legal expertise within the Personnel Directorate and serves as the key interface with the Legal Directorate on legal matters. The Division also drives the Bank's policies and initiatives for healthy working conditions and staff wellbeing, including in particular occupational risk management and advisory services in the domains of work related stress, resilience, and work relations, and conflict management. Furthermore, the Division contributes to the social dialogue in the Bank by coordinating and supporting the implementation and update of the framework for social dialogue.

ii. The HR Strategy and Transformation Division is a newly created Division within Personnel to ensure strategic orientation, drive the transformation programme and provide support to other teams and Senior management in Personnel in areas such as Communication and Engagement, Internal Control, Knowledge Management, Process improvement, Project Management and Analytics.

Accountabilities

• Support and advise the Head of Personnel on all legal matters within Personnel ’s remit.
• Lead, coordinate and supervise the Personnel’s legal activities, ensuring consistency with EIB regulations, policies and best practices.
• Provide advice on internal formal and informal procedures involving issues or conflicts in work relationships (i.e. Dignity at Work, Conciliations, Appeals, Disciplinary Procedures).
• Lead and coordinate within Personnel the definition, development and implementation of its strategy.
• Ensure the collection and analysis of relevant information, ensuring its efficient flow within Personnel as well as between Personnel and all related services in order to promote an efficient cooperation.
• Develop the strategy for the Department, with a short, medium and long-term perspective in close cooperation with other parts of Personnel in order to support the overall strategy of the Directorate and of the Bank.
• Understand and anticipate issues in the different areas of his/her responsibilities, proactively managing required change and foresee potential contribution by the Department in evolving situations impacting Personnel and the Bank.
• Ensure and enhance good relations with the other Directorates in order to build co-operation and promote Personnel's image and in order to enable a smooth implementation of HR Strategy throughout the Bank.
• Ensure the optimal allocation of resources and budget necessary to implement the formulated strategy/policies.
• Manage, coach and develop staff in the Department. Ensure that performance and competency management is carried out in a consistent manner within the Department.

Qualifications

• University degree in a business related subject and/or in law. Knowledge of law and of the specific framework applicable to EIB and/or EU institutions and of managing complex cases with sensitive staff issues would be an advantage.
• At least 10 years of professional experience, and 5 years in a managerial position.
• Deep understanding and extensive knowledge of EIB objectives, strategies, policies and processes.
• Developed sense of integrity and justice. Empathy, excellent interpersonal and diplomatic skills; and ability to handle diverging interests, conflict and ambiguity.
• Ability to propose and implement practical solutions according to EIB needs, priorities and rules.
• Critical thinking and clarity of vision, sensitivity to business and political issues, analytical skills and sound judgement.
• Personal and professional credibility, with excellent communication skills.
• High service orientation, focused on organisational contribution and efficiency, results and effectiveness.
• Creativity, openness to innovation and ability to support and manage change.
• Cross–cultural and diversity awareness, flexibility and adaptability.
• Excellent knowledge of English and/or French (*) and good knowledge of the other language. Knowledge of other European Union languages would be an advantage

Competencies

• Achievement Drive: continually keeps an eye on performance, focusing on improving it, showing drive and determination to meet short and long-term goals.
• Change Orientation: Adapts to differences and changes in the environment; takes a flexible approach to reach outcomes.
• Collaboration: Works cooperatively as part of a team; works collaboratively with peers across organisational boundaries based on a genuine interest in and an accurate understanding of others and their individual perspectives and concerns.
• Organisational Commitment: Is willing to commit to an organisation whose mission is to support Europe and is open to diversity, and to align her/his own behaviour with the organisation’s needs and intrinsic values, acting  with integrity in ways that promote the organisation’s mission, policies and rules. 

Managerial competencies

• Developing Others: Builds the long -term capability of others by guiding and developing them to make the most of their competence and potential, based on an accurate understanding of their true strengths and development needs.
• Strategic Thinking: Thinks about the long-term organisation strategy and how to align to and implement it; comes up with useful new strategic insights.
• Team Leadership: Builds a high performing team, ensuring it is focused, motivated and inspired to achieve organisational objectives, encouraging performance excellence and addressing underperformance when required.

(*) There may be certain flexibility on this requirement, but limited to particularly suitable candidates who may not yet be proficient in French. If selected, such candidates will be hired on the condition that they rapidly build up knowledge of French and accept that their future career in the EIB may be subject to the attainment of sufficient proficiency in both of the Bank's working languages.

We believe that diversity is good for our people and our business. We promote and value diversity and inclusion among our staff and candidates; irrespective of their gender, age, nationality, race, culture, education and experience, religious beliefs, sexual orientation or disability.

Deadline for applications: 31st January 2019

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