Talent Development Officer

Reporting to the Head of Competency Development within the Administration & Corporate Management Division, you will:

 Competency Development Framework

• Under the supervision of the Head of Competency Development, develop transition and embed a competency-based approach to the Agency’s strategic planning of organisational capabilities and human resource management. This includes development of a framework for, and mapping of, jobs, staff competencies and organisational capabilities that the agency has and those that are needed by the Agency to deliver its mission; development of framework for addressing the gap between existing skills and competencies of staff in comparison to those required by the increasing demands of the job;
• Contribute to strategic workforce planning initiatives, in coordination with Talent Acquisition, HR Business Partners and Resource Planning Officer, to ensure present and future competency needs are met;
• Manage leadership and management development programme including coaching and mentoring techniques aligned with the cultural values of the organisation;

Staff Talent Development

• Design career paths and opportunities for staff in line with competency framework;
• Contribute to analysis of training needs, and suggest training and development solutions to address any gaps;
• Develop training curricula for the jobs and competencies identified in the Agency’s framework;
• Provide technical expertise on training design and delivery mechanisms to Agency teams considering innovative learning and development interventions (e.g. job shadowing, coaching, peer support, simulation, etc.);
• Keep abreast of current and emerging learning and development tools, good practice and to ensure this is reflected in the Agency’s talent development offerings;

Relations Management

• Build strong relationships with Administration team, in particular with HR Business Partners, Talent Acquisition and  Workforce Planning to deliver jointly business objectives and resolve issues, as well as other external and internal stakeholders (EMA divisions, EU network, EMA Staff Committee, etc.).

Other duties

• Assist experts in development of internally delivered trainings;
• Contribute to content discussions with service providers on proposals for new courses, signing off substantive content changes to existing courses; Assist in selection of preferred training and development suppliers;
• Manage and administer a portfolio of a training offer, ensuring the delivery of training material and courses designed to meet the Agency’s needs using modern technology and modern ways to deliver courses;
• Further develop and implement Success Factors Learning Management System to create a compelling learning platform.

To be eligible for consideration for this position, you are required to:

1. Enjoy full rights as a citizen of an EU Member State or Iceland, Lichtenstein or Norway.
2. Possess a university degree (minimum of three years or more) that must have been obtained by the closing date.
3. In addition to the above, have at least 3 years’ relevant professional experience after obtaining the relevant degree, that must have been obtained by the closing date, including competence and experience in the field of the above mentioned areas and duties.
4. A thorough knowledge of English (at least level C1) and a satisfactory knowledge of another official language of the European Union (at least level B2).
5. Have fulfilled any obligations imposed by applicable laws concerning military service

For criteria 1, 2, and 3 above it will be necessary to provide proof of each one at the interview stage. Only candidates eligible will be assessed by the Selection Committee in accordance with the assessment criteria below.

• Professional experience in supporting development and implementation of a competency based-approach;
• Experience in designing career paths for an organisation’s workforce providing development and growth opportunities for staff
• Experience in establishing framework and methodology for gap analysis of future competencies and existing organizational capabilities required for an organisation to achieve its strategic goals and to adapt to changing business environment and evolving operating model;
• Experience in  the delivery of a planned curriculum of training and development courses designed to meet the organisation’s strategic workforce planning needs;
• Experience in implementation of innovative ways of learning and new training tools adapted to the organisation’s and staff needs;

• HR qualification (CIPD or equivalent);
• Knowledge of business related to the Agency’s activities (healthcare, pharmaceutical, regulatory, IT);
• Experience in providing technical expertise on training design and delivery mechanisms to different teams and areas;
• Experience in creating and management a leadership and management development programme including coaching and mentoring techniques aligned with the cultural values of the organisation;
• Experience in contributing to content discussions with service providers on proposals for new courses.

• Analytical and problem solving - able to tackle difficult problems/tasks. Evidence-based approach, gathers information from a wide range of sources and viewpoints, analyses and evaluates it and reaches sound conclusions. Proposes constructive solutions.
• Communicating - presents a professional image of self, team and Agency. Conveys information clearly and concisely, adjusting style according to purpose and audience. Able to persuade and challenge diplomatically. Listens carefully, checks out understanding and provides information wanted. Open to others’ views and to being persuaded.
• Delivering quality and results - seizes opportunities, anticipates & deals with problems, making decisions & achieving objectives.  Knows when to harness the leverage of more senior staff or to seek advice of specialists to deliver results.
• Prioritising and Organizing - proactively spots when priorities may need to change. Makes use of basic project management techniques to deliver outcomes, including identifying risks and mitigating actions. Understands the Agency ‘machinery’ and makes effective use of this to organise own work
• Resilience - as effective in times of normal business as in times of great pressure. Recognises some organisational frustrations are a feature of working life, but remains upbeat and persists, to deliver despite them. Supports organisational resilience by offering own or team’s support where there is pressure elsewhere. Tackles organisational frustrations within own area of control, and is able to mitigate impact of difficulties or frustration originating elsewhere.
• Working with others - treats everyone with fairness and respect regardless of work pressure. Understands and anticipates others’ needs and motivation. Builds co- operative and productive working relationships with others regardless of status. Thinks about how to add value to the team & how others can contribute; includes others in decision-making, keeping interested parties informed.
• Learning and Development - open and curious approach to new ideas, drawing on them and on experience to improve performance. Enthusiastic about personal development. Contributes to and supports corporate policies.