Human Resource Adviser (Reserve List)

  • Location
    Brussels, Belgium
  • Sector
    Non Profit
  • Experience
    Mid Career
  • Posted
    Apr 29

Position description



Within the Executive Management Division (EM), NATO’s International Staff (IS) Human Resources (HR) Directorate is comprised of three pillars: Talent Management and HR Integration (recruiting, talent and organisational development and HR business partnership; Staff Services (pay and benefits, personnel support); and HR Policy and Strategy Coordination (IS and NATO-wide HR policy). 

HR Advisers (HRAs) are the main partners of Divisional/Independent Office management for all human resource matters relating to staff management. Their role is to promote sound people management and to ensure consistent application of Civilian Personnel Regulations (CPRs), policies, and best practices. HRAs deliver HR solutions while partnering with managers as trusted advisers. They work closely with business units to help build capabilities, manage talent and develop people-oriented initiatives.


2. Qualifications and experience




  • possess an advanced university degree in HR or related domain, or equivalent level of professional qualification in HR (e.g. CIPD certification);

  • have at least 5 years’ relevant work experience in the field of HR management gained in an international, multicultural environment; 
  • have demonstrated work experience with the NATO Civilian Personnel Regulations (NCPRs) and/or similar regulatory frameworks of employment law;
  • possess professional experience in cooperating with social partners;
  • are able to express thoughts clearly and succinctly, both orally and in writing;
  • possess the following minimum levels of NATO’s official languages (English/French): V (“Advanced”) in one and III (“Intermediate”) in the other.



The following would be considered an advantage:

  • experience managing projects from design to completion;

  • experience with HR Information Systems or IT tools;
  • experience in a field of NATO core business (international relations, political affairs, defence, security…) and/or a functional area of other HR clients (e.g. IT, finance, resource or facility management, etc.).
  • certification from NATO Executive Development Programme (NEDP), Management Development Programme (MDP) or similar;
  • fluency in both languages.


3. Main accountabilities


Stakeholder Management

Advise managers on a wide variety of complex human resources management issues, in particular effectively managing people resources and solving sensitive and multifaceted issues related to employment and working conditions. As the main HR interface with Divisions’ management, act as change facilitator for implementation of new HR initiatives; advise and facilitate effective policy implementation. Collaborate with Divisions/Offices to develop a good understanding of their priorities in order to effectively diagnose and address potential organisational issues which may imply human resource allocation, redistribution of tasks, and/or restructuring work of any kind with direct impact on staff. Provide HR policy guidance and interpretation to managers on workforce matters and management of their teams. Provide day to day performance management guidance to line management (e.g. coaching, counselling and career development). Work closely with management and employees to improve work relationships, build morale and increase productivity and retention (including counselling, advising, mediating).


Expertise Development 

Align business objectives with employees and management in designated organisational units. Help identify staffing needs and strategies for coping with staffing challenges, as well as opportunities for staff development. Advise on workforce planning, succession planning, reorganization and change management initiatives. Demonstrate high level judgement and analytical skills in dealing with complex and sensitive people management issues. Be the HR lead in managing personnel cases, and in handling such cases from complaint to appeal as appropriate, drawing from a sound knowledge of HR policies and regulations. Seek, share and apply information on “best practices” from outside and inside NATO. Contribute to selection decisions by appraising the skills, competencies and performance of staff members and of candidates in the recruitment and selection process. 


Project Management 

Work on specific HR projects as required in order for HR to continuously improve services and deliveries. Assume accountability and drive projects/initiatives to completion. Find timely and creative solutions to problems that meet client and Organizational needs and priorities while respecting rules and procedures. Provide strategic input to HR policies and contribute to the development of such policies as appropriate.


Information Management 

Stay informed of all HR decisions affecting Divisions/Offices within their responsibility. Ensure the accurate and timely distribution and flow of HR-related information to the relevant personnel (e.g. senior management, line managers, Administrative Officers (AOs) or Executive Officers (XOs), staff) in the Division/Office. Analyse trends and metrics to propose solutions, programmes and policies.


Knowledge Management 

Monitor staffing and other HR processes in close collaboration with the appropriate HR functional services. Keep current with NATO’s regulatory framework and stay abreast of HR developments and trends within and outside NATO in order to provide input and advice to changes in related policy and its implementation.


Perform any other related duty as assigned.


4. Interrelationships 

You repors to the Head, Talent Management and HR Integration and interact directly with the Deputy Assistant Secretary General, HR, on sensitive and complex HR matters. Depending on the nature of support being provided, and the issue at stake, the points of contact between the HRA and the Division/Office may be senior managers, line managers, AOs or XOs. Therefore, HRAs establish and maintain effective collaborative working relations at all levels in the Divisions/Offices as well as throughout HR, and use excellent interpersonal skills to generate trust and confidence. 


Direct reports: N/a 

Indirect reports: N/a.


5. Competencies


You demonstrate: 

  • Analytical Thinking: Sees multiple relationships;

  • Achievement: Works to meet standards;

  • 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;
  • Teamwork: Solicits inputs and encourages others.

Application instructions

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