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 optimise/transform the function into a modern and proactive service, to attract the best diverse talent to the Organization. Qualifications and Experience
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 Meet the following minimum levels of NATO's official languages (English/French): V (Advanced) in one; III (Intermediate) in the other. Advantages
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.
Continuously improve, optimise and transform 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 organisational 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. Competencies
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; Self‑Control: Responds calmly. Contract
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. The maximum period of service foreseen in this post is six years. If seconded from a NATO member state, the same contract terms apply with the possibility of renewal and a maximum of six years in service. 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.
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