Chief, Talent Acquisition (P4)

Background:

The OSCE has a comprehensive approach to security that encompasses politico-military, economic and environmental, and human aspects. It therefore addresses a wide range of security-related concerns, including arms control, confidence- and security-building measures, human rights, combating human trafficking, national minorities, democratization, policing strategies, counter-terrorism and economic and environmental activities. All 57 participating States enjoy equal status, and decisions are taken by consensus on a politically, but not legally binding basis.

The OSCE Secretariat in Vienna assists the Chairpersonship in its activities, and provides operational and administrative support to the field operations, and, as appropriate, to other institutions. 

The Department of Human Resources (DHR) ensures that the OSCE has the human resources capacity necessary to successfully implement its mandates. DHR sets the policies and provides services in the areas of talent acquisition, administration of benefits and entitlements, payroll, performance management, talent development, and policy and employee relations across the Organization.

Talent Acquisition Unit is responsible for the development, implementation and monitoring of recruitment and selection strategies, frameworks, standard operating procedures and guidelines, related outreach and branding; timely and accurate workforce and recruitment planning; administration of the recruitment and selection procedures for the OSCE Secretariat and for high-level international positions in other OSCE executive structures. It also facilitates exchange with and consultation by OSCE executive structures regarding appointment/assignment of other international fixed-term mission members.

Tasks and Responsibilities:

Chief, Talent Acquisition is primarily responsible for developing, formulating and adapting recruitment-related strategies, frameworks, standard operating procedures and guidelines; managing a thorough and timely recruitment and selection of international and locally-contracted Secretariat staff, high-level international officials in OSCE field operations; overseeing rule-compliant recruitment and selection of temporary staff, consultants and junior-level professionals at the Secretariat; as well as overseeing the Organization’s job design and job classification system. In close collaboration with the Chief, HR Analytics, Systems, and Payroll, the incumbent is also responsible for development of the recruitment systems and tools.

As one of the senior staff of DHR, the incumbent assists and, as necessary, advises the Deputy Director for Human Resources (DD/DHR) and Director for Human Resources (D/DHR) in the discharge of his/her functions by providing advice and functional support in the development, implementation, maintenance, monitoring and co-ordination of talent acquisition strategies, frameworks, procedures, tools, reports, training and communication to the Department and Secretariat staff, OSCE Delegations, OSCE Institutions and Field Operations.

Chief, Talent Acquisition reports directly to the Deputy Director for Human Resources, while the Director for Human Resources serves as the second-level supervisor. In turn, Chief, Talent Acquisition supervises one Talent Acquisition Officer, one Associate Talent Acquisition Officer and one Junior Professional Officer, while acting as second-level supervisor to two Talent Acquisition Associates and a number of Talent Acquisition Assistants.

More specifically, the successful candidate will be tasked with the following duties:

1. Co-ordinating workforce planning in close collaboration with clients and stakeholders, gaining insights into future hiring needs and proactively advising on strategies to meet organizational priorities, including achieving or maintaining gender parity and geographical diversity;
2. Leading the team in thorough and timely recruitment and selection of international and locally-contracted staff members, temporary staff, consultants, junior-level professionals and interns at the Secretariat, as well as in supporting the recruitment of international contracted and seconded mission members in the Institutions and field operations, to the extent required;
3. Leading the development and delivery of employer branding and outreach strategies and initiatives to facilitate reliable rosters and pipelines of highly qualified, diverse candidates from across all participating States; to that end, partnering with participating States and other stakeholders to conceptualize innovative measures in improving sourcing, branding and outreach and thus enhance the pool of qualified candidates and market OSCE employment opportunities;
4. Ensuring ongoing capacity-building of the talent acquisition function regarding modern talent acquisition approaches; promoting best practices and modern recruiting methods across the Organization; conceptualizing strategies, frameworks, standard operating procedures and tools to ensure the Organization is able to recruit best available talent based on merit and in compliance with the Organization’s regulatory framework and best practices;
5. Cultivating effective relationships within the Organization and the hiring community (appointing authorities, hiring managers, HR professionals), enhancing the recruiting process and selection decisions; driving efforts to recruit diverse talent; delivering innovative solutions to attract under-represented diverse candidates; in close collaboration with the HR Analytics team developing metrics, key performance indicators (KPIs) and related reporting to promote effective and efficient service delivery;
6. Reviewing and improving the efficiency and effectiveness of recruitment and selection tools and procedures with the objective to achieve both solid and thorough candidate vetting as well as cost-control; participating in all stages of recruitment and selection procedures operations as required, in particular for higher-level posts;
7. Within delegated authority, dealing with specific policy and decision-making issues as indicated by the supervisors or identified in the course of duty and actively contributing to the development of solutions; this includes, but is not limited to, overseeing the implementation of the Organization’s job design and job classification system;
8. Fostering a positive workplace environment that promotes internal communication, teamwork and client orientation; ensuring that the work of the unit is integrated into coherent and impactful deliverables; providing leadership on all aspects of people management in the unit, including task distribution and performance management and development; ensuring optimal management of allocated resources;
9. Performing other relevant duties as assigned.

For more detailed information on the structure and work of the OSCE Secretariat, please see https://www.osce.org/secretariat

Necessary Qualifications:

• A second-level university degree in Human Resources, Business Administration, Management, or a related field, such as Law, Social and Political Sciences, Economics, Education and Psychology; a first-level university degree in the said fields in combination with two additional years of relevant experience will be accepted in lieu of the second-level university degree;
• A minimum of seven years (nine years with a relevant first-level university degree) of progressively responsible professional hands-on experience in talent acquisition, preferably within an international environment;
• Proven experience in managing the full recruitment process, from sourcing to interviewing, onboarding and retention strategies;
• Experience working across different industries or various business functions is desirable to demonstrate a broad understanding of recruitment needs;
• A thorough understanding of HR management principles and practices and organizational and general management concepts;
• Professional experience in other areas of HR management (talent development, performance management, people analytics, staff administration, HR policy) is highly desirable;
• Proven experience in supervising and leading teams with diverse functions and responsibilities;
• Proven experience in business process improvement and automation/digitalization is desirable;
• Demonstrated ability to think strategically, innovate and manage change;
• Professional fluency in English with excellent communication (both oral and written) skills; knowledge of other OSCE official languages is considered an asset;
• Demonstrated gender awareness and sensitivity, and an ability to integrate a gender perspective into tasks and activities;
• Ability and willingness to work as a member of team, with people of different cultural, and religious backgrounds, different gender, and diverse political views, while maintaining impartiality and objectivity;
• Computer literacy with practical experience using Microsoft applications.

Remuneration Package:

Monthly remuneration is around EUR 9,400, with the actual monthly salary depending on post adjustment and family status. OSCE salaries are exempt from taxation in Austria. Social benefits will include possibility of participation in the Cigna medical insurance scheme and the OSCE Provident Fund. Other allowances and benefits are similar to those offered under the United Nations Common System.

Please note that appointments are normally made at step 1 of the applicable OSCE salary scale.

If you wish to apply for this position, please use the OSCE's online application link found under https://vacancies.osce.org/. 

The OSCE retains the discretion to re-advertise/re-post the vacancy, to cancel the recruitment, to offer an appointment at a lower grade or to offer an appointment with a modified job description or for a different duration. 

Only those candidates who are selected to participate in the subsequent stages of recruitment will be contacted.

Candidates interviewed and found suitable in the recruitment process for this vacancy notice will be placed on a roster of suitable candidates (valid for three years) for fixed-term posts, should a suitable opportunity arise. The placement on a roster does not guarantee a future appointment or assignment.

Please note that vacancies in the OSCE are open for competition only amongst nationals of participating States, please see https://www.osce.org/participating-states.

The OSCE is committed to diversity and inclusion within its workforce, and encourages qualified female and male candidates from all religious, ethnic and social backgrounds to apply to become a part of the Organization.

Candidates should be aware that OSCE officials shall conduct themselves at all times in a manner befitting the status of an international civil servant. This includes avoiding any action which may adversely reflect on the integrity, independence and impartiality of their position and function as officials of the OSCE. The OSCE is committed to applying the highest ethical standards in carrying out its mandate. For more information on the values set out in OSCE Competency Model, please see https://jobs.osce.org/resources/document/our-competency-model.

The OSCE is a non-career organization committed to the principle of staff rotation, therefore the maximum period of service in this post is 7 years.

Please be aware that OSCE appointments are subject to medical clearance. 

The mandatory retirement age at the OSCE is 65 years for contracted positions at the general service, professional and director level. The Organization shall apply an age limit of 62 years at the time of appointment as the incumbent selected is normally expected to carry out the contractual obligation of two years. 

Please be aware that the OSCE does not request payment at any stage of the application and review process.