Officer, Diversity and Inclusion
Il y a 2 mois
**PENDING BUDGET APPROVAL**
**1. SUMMARY**
- Within the Executive Management Division (EM), NATO’s International Staff (IS) Human Resources (HR) Directorate is comprised of four pillars: Talent Management and HR Integration (TMHRI); Staff Services (pay and benefits, pensions, personnel support); HR Policy and Strategy Coordination (IS and NATO-wide HR policy); and the Medical Service.
- The HR Policy and Strategy Coordination Section is responsible for developing HR Policies and HR Strategy 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 the employment framework for NATO international civilian staff. The Section provides, through the Deputy Assistant Secretary General for Human Resources (DASG/HR), expert and executive advice to the Secretary General and other Heads of NATO bodies, senior leadership and HR Managers within NATO.
- As a part of the NATO-wide Policy and Strategy Coordination Section, s/he will also be responsible for the development and drafting of Diversity and Inclusion related NATO-wide policies and IS specific implementing guidelines. In conducting her/his responsibilities, s/he will engage with Nations and NATO partner nations, as directed,to analyse, advise and report on plans, programmes and policies in the context of Diversity and Inclusion in support of the Head PSC.
**2. QUALIFICATIONS AND EXPERIENCE**
**ESSENTIAL**
- The incumbent must:
- possess a university degree in a field relevant for the position (preferably in social sciences) from an institute of a recognized standing or an equivalent level of qualification;-
- have at least 4 years of experience in areas of work relevant for this position;-
- have a broad knowledge of Human Resources;-
- have significant experience in the development and management of HR programmes;-
- have a proven track record of leading organisational change initiatives;-
- be familiar with gender balance, equal opportunities and non-discrimination issues;-
- have experience in developing policies;-
- possess the following minimum levels of NATO’s official languages (English/French): V (“Advanced”) in one; IV (“Upper-Intermediate”) in the other.**DESIRABLE**
- The following would be considered an advantage:
- experience in achieving an inclusive international work environment, addressing the needs of staff with diverse race and ethnicity, sexual orientations, gender identities, religions, beliefs and cultures, disabilities, linguistic diversity.-
- work experience in an international organisation.**3. MAIN ACCOUNTABILITIES**
**Stakeholder Management**
**Expertise Development**
- Analyse policy effectiveness and prepare the diversity and inclusion Action Plan, appropriate data and status reports. Provide insights and recommendations on a broad range of HR topics, with a specific focus on gender balance, diversity and inclusion. Promote linguistic diversity and use of both official languages. To support an inclusive work environment, address the needs of staff with diverse race and ethnicity, sexual orientations, gender identities, religions, beliefs and cultures, disabilities, linguistic diversity.
- Prepare and develop status reports, including the annual report on Diversity and Inclusion, to relevant stakeholders (e.g. Advisory Panel on Administration, Joint Consultative Board, Committees, Nations in support of the Head PSC,). Provide information on suitable and best practices and support to colleagues and managers in Human Resources, Divisions and Independent Offices on the inclusion of equal opportunities in day-to-day activities. Provide advice and exchange information and data, as directed, to other NATO bodies, International Organisations and relevant partners on topics related to gender balance, diversity and inclusion. Support the IS Staff Resource Groups in view of reporting to Head PSC andidentify and implement other initiatives that contribute to better management of a culturally diverse staff.
**Knowledge Management**
- Research, compile, and analyse data on policies, processes and work practices aimed at improving gender balance, diversity and inclusion in the NATO workforce. Assess gender balance, diversity and inclusion at all levels of the Organisation in terms of staff composition. Improve relevant databases for contact and statistical information. Develop effective procedures to communicate and implement the NATO equal opportunities policy, including gender balance, diversity and inclusion issues as well as other HR policy issues as directed. Prepare correspondence, documents, speaking notes, presentations and reports, as directed
**Project Management**
- Ensure the effective operation of the assigned programmes, and the continuous development and communication of materials related to gender balance,diversity and inclusion i
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