Officer, Organizational Design and Development

NATO - OTAN
  • Location
    Brussels, Belgium
  • Sector
    Non Profit
  • Experience
    Mid Career
  • Posted
    Jan 14

Position description

Officer, Organizational Design and Development (200019)

 

Officer, Organizational Design and Development-200019

 

Primary Location

 Belgium-Brussels

NATO Body

 NATO International Staff (NATO IS)

Schedule

 Full-time

Salary (Pay Basis)

 : 5,554.93Euro (EUR) Monthly

Grade A.2/A.3

 

Description

:  

For its Talent and Organizational Development Section, the Human Resources Directorate of the NATO International Staff in Brussels is looking to hire an Organizational Design and Development (ODD) Officer. Are you interested in best ways to structure organizations and posts to deliver on strategic priorities? Do you have experience advising managers and leaders on ways to design and develop their organizations? Have you contributed your analytical and conceptual skills to broader strategic Human Resources projects as workforce planning, talent management, change and communications plans? Then you could be the next colleague to join our Human Resources Directorate!

 

1. SUMMARY


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 (TMHRI); Staff Services (pay and benefits, personnel support); and HR Policy and Strategy Coordination (IS and NATO-wide HR policy). The TMHRI Section is responsible for Talent Acquisition, Talent and Organizational Development and HR business partnership.
As part of Talent and Organizational Development within TMHRI, the incumbent will provide expertise, organisational consultancy, support and advice in the areas of organisational design, workforce planning, job classification and organisational development for NATO International Staff. In addition, s/he will participate in the review and enhancement of Human Resources and organisational processes and procedures currently in place at NATO.
Furthermore, s/he will carry out management studies, contribute to potential reform activities and projects and lead other projects on classification and organisational development aspects as required.

2. QUALIFICATIONS AND EXPERIENCE


ESSENTIAL


The incumbent must:

• possess a university degree with relevant HR or management specialisation;
• have at least 5 years of relevant experience in Human Resources and/or Human Resources consulting;
• have a good knowledge or experience of organisational design and development;
• have experience or knowledge of strategic Human Resources Management, in particular talent management, and organisational development;
• have experience conducting and presenting research and analyses;
• have experience with HR information systems or Business Intelligence;
• possess the following minimum levels of NATO’s official languages (English/French): V (“Advanced”) in one; II (“Elementary”) in the other.

DESIRABLE


The following would be considered an advantage:

• a graduate degree (Masters or Ph.D.) in a related field;
• have experience providing consulting and/or training at various levels;
• experience in other fields of Human Resources Management;
• familiarity with policy work in a national or international organisation of similar size;
• a higher level of the second official language;
• 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, construction and general services, etc.).


3. MAIN ACCOUNTABILITIES

         
Expertise Development

Oversee the constructive, consistent and practical advice to line managers for the preparation and update of post descriptions, including advising on the necessary skills, education, expertise and competency requirements as well as on fairness, structure and accuracy. Interpret policies and carry out ad hoc management studies and provide written and oral advice and recommendations on establishment levels, job classification, organisational structures, working methods and management processes. Analyse staffing and organisational proposals, and assess justifications for related budgetary requests. Contribute to the growth of the ODD function in the IS and increase its role in the management of HR issues. Propose, discuss, and implement as appropriate initiatives to improve the work and expertise of the Service. Maintain as appropriate the frameworks and models underlying the job and competency management for the IS.

Project Management
Manage the process for the annual workforce planning exercise. Contribute to projects and studies related to organisational design and development, change management, and organisational effectiveness. Lead or contribute as a team member to further HQ reform.

Stakeholder Management
Liaise with HR Advisers (HRAs) and divisional points-of-contact to ensure Section needs are understood when developing or updating a post description. Collaborate with the other TMHRI Services to ensure that post and competency management are understood and integrated into recruitment, training and development as well as performance management programmes. Contribute to change initiatives by communicating and coaching on new HR initiatives and processes for OD and TM. Support HRAs on topics related to OD.

Knowledge Management
Coordinate with the Budget, Planning and Analysis team and HR Systems’ owners to ensure that the IS establishment is properly documented. Research organisational, job design and HR techniques, policies, best practices and related technological advances. Identify the requirements for new or modified policies in the area of job classification, post descriptions or organisational design and development at NATO. Participate in studies affecting job classification methods and advise other NATO bodies as appropriate. Contribute database expertise to the development and maintenance of other TOD databases.

Information Management
Develop and implement procedures for post description creation, tracking, and dissemination, ensuring fair and efficient treatment to clients. Contribute to the optimisation of the information flow for TOD, particularly as related to the further implementation of NATO’s Enterprise Resource Planning (ERP) solution.
Perform any other related duty as assigned.


4. INTERRELATIONSHIPS


The incumbent reports to the Head, Talent and Organizational Development and works in close coordination with other staff in TMHRI (Talent Management and HR business partnership) as well as the broader HR team so coordination, teamwork, customer service, and adaptability will be necessary. S/He will develop close working relationships with staff at all levels including Administrative and Executive Officers and divisional line management. S/He will provide expertise in support of HR Policy and Strategy Coordination work, and serve as a contact with other NATO bodies and national and international organisations on organisational development, organisational structure, job classification and employee grading issues.
Direct reports: N/a
Indirect reports: N/a


5. COMPETENCIES


The incumbent must 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.

 

 

6. 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.

 

 

NOTE

Irrespective of previous qualifications and experience, candidates for twin-graded posts will be appointed at the lower grade. Advancement to the higher grade is not automatic, and will not normally take place during the first three years of service in the post.

Under specific circumstances, serving staff members may be appointed directly to the higher grade, and a period of three years might be reduced by up to twenty four months for external candidates.  These circumstances are described in the IS directive on twin-graded posts.

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