- International Staff, NATO HQ
- Brussels, Belgium (Remote)
- Full-time
Human Resources Project Officer
- International Staff, NATO HQ
Brussels, Belgium
Full-time
Published:
Application Deadline: November 24, 2024
- International Staff, NATO HQ
Brussels, Belgium
Full-time
Published:
Application Deadline: November 24, 2024
SUMMARY:
Within the Executive Management Division (EM), NATO’s International Staff (IS) Human Resources (HR) Directorate is comprised of five pillars: Talent Management and HR Integration (TMHRI); Staff Services (StS); HR Policy and Strategy Coordination (IS and NATO-wide HR policy); Data Analytics, Leave & PMIS Support; and the Medical Service.
The HR Policy and Strategy Coordination (PSC) Section is responsible for developing HR Policies applicable for the employment of staff in NATO. The Section stays abreast of contemporary developments in HR and coordinates with HR Managers in all NATO bodies as well as with HR experts in the Coordinated Organisations to develop and improve upon the employment framework for all NATO civilian staff. The Section provides, through the Deputy Assistant Secretary General for Human Resources, expert and executive advice to the Secretary General and other Heads of NATO bodies, senior leadership and HR Managers within NATO.
Under the overall responsibility of the Head PSC, the incumbent provides legal and HR support and advice on the implications associated with the introduction of the new remuneration structure in NATO (known as the ‘single salary spine’) related to the pension schemes, staff allowances, step on appointment and career progression paths, including statistical pay calculations. The incumbent assists in the analysis of the implications of the completed transition of staff to the new remuneration structure which is financially sensitive and technically complex. The incumbent must have the ability to collaborate with diverse stakeholders in a demanding international environment. They are responsible for setting up plans (scope, timelines, budget, resources) to include risk management and mitigation plans, design of new processes and effective communication during the implementation phase of the change.
QUALIFICATIONS AND EXPERIENCE:
Essential
The incumbent must:
Desirable
The following would be considered an advantage:
MAIN ACCOUNTABILITIES:
Policy Development
Contribute knowledge to the development of HR policies. Amend current policies as required following progress through HR project working groups. Provide input to HR policy, strategy and conceptual papers. Contribute to the development of concepts, policies and procedures designed to promote and facilitate NATO IS and NATO-wide HR policy development.
Project Management
Conduct the implementation and evolution of the single salary spine project. Carry out research and benchmarking. Provide HR legal advice as well as technical and methodological support for payroll adjustment and calculation of savings in support of the single salary spine. Analyse and provide advice on the implications of the implementation of the single salary spine for the step on appointment, allowances, career progress, pension schemes, etc. Provide input, and oversight during the implementation phase. Identify and manage project risks and issues. Take responsibility for ensuring timely completion of assigned tasks.
Stakeholder Management
Liaise with subject matter HR experts involved in the single salary spine under the supervision of the Head PSC. Communicate sensitive information tactfully and manage stakeholders’ expectations effectively. Act as a facilitator and support meetings. Deliver informative and well organised presentations to various stakeholders, as required. Actively advocate for the single salary spine to all stakeholders. Maintain a customer service-oriented culture and achievement focus.
Knowledge Management
Contribute to the development of effective procedures to communicate implications of the single salary spine. Prepare correspondence, documents, presentations or reports, as required. Contribute to knowledge management through timely and accurately archiving of all single salary spine documentation. Contribute to the development of appropriate technology and systems required to manage the single salary spine work effectively.
Expertise Development
Support the analysis of the HR and legal implications of the single spine implementation. Provide internal and external advice and guidance on change management of the single salary spine and promote best practices and continuous improvement initiatives. Apply change management skills, with a good understanding of NATO’s political environment and within the wider context of NATO’s activities. Be open to changing circumstances on the implications of the implementation of the single salary spine over time and develop resourceful and effective solutions to the complex issues in a timely manner. Provide expert advice to stakeholders on the communications and implementation activities, as well as on legal matters related to the single spine.
Information Management
Contribute to research, compilation, and analysis of data required to manage the single spine effectively. Support the improvement of the internet/intranet for contact and main information including updates of the single spine website. Initiate and advise on processes and procedures for the Information Management in PSC section and support the change management effort required to implement them. Participate in the development of the single salary spine communication strategy.
Perform any other related duty as assigned.
INTERRELATIONSHIPS:
The incumbent reports to the Head PSC within the HR Directorate. They maintain good working relationships with other staff across the HR Directorate and relevant stakeholders of other NATO bodies.
COMPETENCIES:
The incumbent must demonstrate:
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:
Before you apply to any position, we encourage you to click here and watch our video providing 6 tips to prepare you for your application and recruitment process.
Do you have questions on the application process in the system and not sure how to proceed? Click here for a video containing the information you need to successfully submit your application on time.
More information about the recruitment process and conditions of employment, can be found at our website.
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 generative artificial-intelligence (AI) tools, including and without limitation to chatbots, such as Chat Generative Pre-trained Transformer (Chat GPT), or other language generating 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 generative or creative AI applications may be rejected without further consideration at NATO’s sole discretion, 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.
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.
Within the Executive Management Division (EM), NATO’s International Staff (IS) Human Resources (HR) Directorate is comprised of five pillars: Talent Management and HR Integration (TMHRI); Staff Services (StS); HR Policy and Strategy Coordination (IS and NATO-wide HR policy); Data Analytics, Leave & PMIS Support; and the Medical Service.
The HR Policy and Strategy Coordination (PSC) Section is responsible for developing HR Policies applicable for the employment of staff in NATO. The Section stays abreast of contemporary developments in HR and coordinates with HR Managers in all NATO bodies as well as with HR experts in the Coordinated Organisations to develop and improve upon the employment framework for all NATO civilian staff. The Section provides, through the Deputy Assistant Secretary General for Human Resources, expert and executive advice to the Secretary General and other Heads of NATO bodies, senior leadership and HR Managers within NATO.
Under the overall responsibility of the Head PSC, the incumbent provides legal and HR support and advice on the implications associated with the introduction of the new remuneration structure in NATO (known as the ‘single salary spine’) related to the pension schemes, staff allowances, step on appointment and career progression paths, including statistical pay calculations. The incumbent assists in the analysis of the implications of the completed transition of staff to the new remuneration structure which is financially sensitive and technically complex. The incumbent must have the ability to collaborate with diverse stakeholders in a demanding international environment. They are responsible for setting up plans (scope, timelines, budget, resources) to include risk management and mitigation plans, design of new processes and effective communication during the implementation phase of the change.
QUALIFICATIONS AND EXPERIENCE:
Essential
The incumbent must:
- Possess a university degree in relevant legal, HR, or management disciplines;
- Have at least 2 years of professional experience in remuneration policies, processes orCHR projects;
- Have proven project management experience;
- Have experience in labour law matters;
- Have experience in statistical calculations;
- Have experience in drafting HR policies;
- Possess excellent written and oral communication skills;
- Have good interpersonal and communication skills within a multi-cultural environment;
- Demonstrate strong drive for teamwork, customer service attitude, and flexibility;
- Have advanced competence in the use of computer software: Microsoft Word, Excel,CPowerPoint and SharePoint;
- Possess the following minimum levels of NATO’s official languages (English/French): V (“Advanced”) in one and I (“Beginner”) in the other.
Desirable
The following would be considered an advantage:
- Project or program management certification;
- Experience in or knowledge of NATO structure, practices and procedures;
- Knowledge of NATO’s Civilian Personnel Regulations;
- Experience in a national administration or and/or international organization;
- Knowledge of or experience in international labour law.
MAIN ACCOUNTABILITIES:
Policy Development
Contribute knowledge to the development of HR policies. Amend current policies as required following progress through HR project working groups. Provide input to HR policy, strategy and conceptual papers. Contribute to the development of concepts, policies and procedures designed to promote and facilitate NATO IS and NATO-wide HR policy development.
Project Management
Conduct the implementation and evolution of the single salary spine project. Carry out research and benchmarking. Provide HR legal advice as well as technical and methodological support for payroll adjustment and calculation of savings in support of the single salary spine. Analyse and provide advice on the implications of the implementation of the single salary spine for the step on appointment, allowances, career progress, pension schemes, etc. Provide input, and oversight during the implementation phase. Identify and manage project risks and issues. Take responsibility for ensuring timely completion of assigned tasks.
Stakeholder Management
Liaise with subject matter HR experts involved in the single salary spine under the supervision of the Head PSC. Communicate sensitive information tactfully and manage stakeholders’ expectations effectively. Act as a facilitator and support meetings. Deliver informative and well organised presentations to various stakeholders, as required. Actively advocate for the single salary spine to all stakeholders. Maintain a customer service-oriented culture and achievement focus.
Knowledge Management
Contribute to the development of effective procedures to communicate implications of the single salary spine. Prepare correspondence, documents, presentations or reports, as required. Contribute to knowledge management through timely and accurately archiving of all single salary spine documentation. Contribute to the development of appropriate technology and systems required to manage the single salary spine work effectively.
Expertise Development
Support the analysis of the HR and legal implications of the single spine implementation. Provide internal and external advice and guidance on change management of the single salary spine and promote best practices and continuous improvement initiatives. Apply change management skills, with a good understanding of NATO’s political environment and within the wider context of NATO’s activities. Be open to changing circumstances on the implications of the implementation of the single salary spine over time and develop resourceful and effective solutions to the complex issues in a timely manner. Provide expert advice to stakeholders on the communications and implementation activities, as well as on legal matters related to the single spine.
Information Management
Contribute to research, compilation, and analysis of data required to manage the single spine effectively. Support the improvement of the internet/intranet for contact and main information including updates of the single spine website. Initiate and advise on processes and procedures for the Information Management in PSC section and support the change management effort required to implement them. Participate in the development of the single salary spine communication strategy.
Perform any other related duty as assigned.
INTERRELATIONSHIPS:
The incumbent reports to the Head PSC within the HR Directorate. They maintain good working relationships with other staff across the HR Directorate and relevant stakeholders of other NATO bodies.
- Direct reports: N/a;
- Indirect reports: N/a.
COMPETENCIES:
The incumbent must demonstrate:
- Analytical Thinking: Sees multiple relationships;
- Clarity and Accuracy: Checks own work;
- Conceptual Thinking: Applies learned concepts;
- Customer Service Orientation: Takes personal responsibility for correcting problems;
- Empathy: Is open to others’ perspectives;
- Impact and Influence: Takes multiple actions to persuade;
- Initiative: Is decisive in a time-sensitive situation;
- Organizational Awareness: Understands organisational climate and culture;
- Teamwork: Expresses positive attitudes and expectations of team or team members.
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.
Before you apply to any position, we encourage you to click here and watch our video providing 6 tips to prepare you for your application and recruitment process.
Do you have questions on the application process in the system and not sure how to proceed? Click here for a video containing the information you need to successfully submit your application on time.
More information about the recruitment process and conditions of employment, can be found at our website.
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 generative artificial-intelligence (AI) tools, including and without limitation to chatbots, such as Chat Generative Pre-trained Transformer (Chat GPT), or other language generating 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 generative or creative AI applications may be rejected without further consideration at NATO’s sole discretion, 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.
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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