Officer, Organizational Design and Development

**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, personnel support); HR Policy and Strategy Coordination (IS and NATO-wide HR policy); and the Medical Service. 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, consultancy, support and advice in the area of Organizational Design and Development (ODD) for NATO International Staff. In addition, s/he will participate in the review and improvement of existing organisational processes and procedures to implement cutting-edge practices in close collaboration with clients and HR Advisors (HRAs).

**2. QUALIFICATIONS **AND **EXPERIENCE**

**ESSENTIAL**
- The incumbent must:
- possess a university degree;-
- have at least 5 years of relevant experience in Human Resources Management, Business Analysis, Performance Audit, Consulting; or any other relevant fields;-
- have experience in conducting qualitative and quantitative research and analysis;-
- have demonstrated analytical and conceptual thinking;-
- have experience in client facing roles;-
- have minimum two years of experience in people management; and-
- 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;-
- experience in a broad range of project management activities related to Human Resources Management;-
- 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**

**People Management**

To further develop the ODD function within the Organization, provide in depth mentoring to a team of specialists through sound and inclusive management practices. In alignment with TOD, create a learning, development and growth culture within ODD. Keep the team aligned and clear in terms of Organizational, Divisional, Directorate and Section objectives, and make performance feedback and continuous improvement a part of the team culture. Particularly in critical moments, be present, listen, and provide guidance and support. Provide regular and fair feedback on performance, informally as appropriate and via the HQ Performance Review and Development (PRD) system. Promote integrity, professionalism and accountability; be a role model.

**Project Management**

**Stakeholder Management**

Liaise with and support HRAs and line managers concerning their ODD queries and requests. Collaborate with and educate clients and other services in HR to ensure that ODD models and frameworks are understood and integrated into recruitment, learning and development, and performance management programmes.

**Knowledge Management**

Ensure that the IS establishment and headcount is properly documented based on data from involved stakeholders. Stay abreast of ODD developments, policy and technology, and share this knowledge with colleagues. Develop, implement and/or leverage the most agile knowledge management tools to effectively manage large sets of data.

**Information Management**

Develop, implement or leverage procedures and tools for post description creation, tracking, and dissemination, ensuring effective and efficient treatment. Contribute to the optimisation of the information flow for TOD, particularly in relation 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 staff in Talent Acquisition Service and HRAs, as well as the broader HR team. Therefore, coordination, collaboration, 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 line managers. 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 matters related to organisational development, organisational structure, job classification and grading issues.
- Direct reports: 3
- 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 w