Chief, Talent and Organizational Development (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) provides organizational structure and support to meet business needs by effectively managing the employee lifecycle, playing an essential role in supporting, developing, and co-creating a positive culture in the workplace. To fulfil this role, DHR is organized as a single main programme currently consisting of four units led by the Director with the support of the Deputy Director.

Talent and Organizational Development Unit,   as part of the Department of Human Resources, develops and delivers learning and development activities and products to our people across the OSCE. Talent development activities include facilitation of leadership development and other programmes, campaigns on values-related culture-shaping topics, acquisition and development of e-learning, activities that enable staff to learn from each other, and innovative ways to support internal communication such as podcasts. Talent development is also responsible for the performance management process and supports team effectiveness through tailored support.

Tasks and Responsibilities:

The Chief, Talent and Organizational Development leads the design and execution of forward-looking frameworks, programmes, and initiatives to strengthen talent management, people management, performance management, leadership development, organizational agility, and staff engagement across the OSCE.

Managing a team of five staff members, this role acts as a strategic advisor and thought partner to senior leadership across the Secretariat, institutions, and field operations, fostering a culture of continuous learning, innovation, and performance excellence, as well offering support on change management.

The position plays a critical role in preparing the OSCE workforce for the Future of Work, ensuring the Organization remains adaptive, resilient, and future-ready.

Under the direct supervision of the Deputy Director of DHR, the Chief, Talent and Organizational Development is responsible for managing the Talent and Organizational Development Unit of DHR. In collaboration with the senior management of DHR and Chiefs of other DHR units, he/she will participate in developing, implementing and updating the DHR strategy with a view to keeping it relevant to the Organization’s priority needs on the one hand, while driving transformational change and effectiveness on all levels.

More specifically, the Chief, Talent and Organizational Development, performs the following duties: 
 

1. Strategic Leadership and Planning

• Shaping the OSCE Secretariat’s Talent and Organizational Development strategy, aligned with the HR strategy, organizational mandate, and evolving geopolitical and technological context, and consulting other executive structures upon a request of and in collaboration with their senior management;
• Advising senior leadership on emerging talent trends, leadership pipeline readiness, organizational health, and cultural transformation;
• Driving future-focused workforce capability initiatives that anticipate shifting skill requirements, succession gaps, and new leadership demands in an increasingly digital and hybrid workplace;
• Developing strategic projects and leading resource mobilization efforts to advance organizational development priorities, maximizing external and internal funding opportunities;
• 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.

2. Talent Development, Upskilling, and Reskilling

• Designing and implementing an integrated learning and capability-building strategy that addresses current needs while anticipating future skill requirements;
• Leading large-scale upskilling and reskilling initiatives;
• Overseeing the design of technical, managerial, and leadership learning frameworks, ensuring alignment with organizational priorities and needs;
• Integrating digital learning platforms (e.g., LinkedIn Learning, in-house LMS) into a seamless, personalized learning ecosystem that uses analytics to measure impact and adapt content to learners' needs;
• Ensuring learning programmes are data-driven, inclusive, accessible, and designed for measurable impact.

3. Leadership Development

• Driving a coherent, multi-tiered leadership development approach - from first-time supervisors to senior executives - encompassing coaching, leadership assessments, and talent acceleration pathways;
• Partnering with leading external providers to deliver high-impact and cost-efficient leadership interventions;
• Embedding inclusive, ethical, and values-based leadership principles across all programmes, using neuroscience and behavioural science principles to enhance leadership effectiveness.

4. Organizational Development, Change, and Transformation

• Leading organizational effectiveness initiatives, including team performance, and adaptive change management programmes; 
• Guiding leaders through complex change using neuroscience and behavioural science principles to improve decision-making, and sustain transformation;
• Supporting leaders in designing and implementing organizational structures that promote agility, collaboration, and innovation, while being human-centric in process of implementation;
• Championing the adoption of technology to enable more agile, transparent, and data driven decision-making across the organization.

5. Performance, Engagement, and Employee Experience

• Transforming the performance management approach to emphasize growth, accountability, and meaningful feedback; 
• Designing and implementing a continuous engagement strategy, leveraging real-time pulse surveys, annual engagement data, and other workforce analytics; 
• Providing actionable insights and targeted interventions to strengthen employee experience, retention, and organizational health.
   

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

Necessary Qualifications:

• Second-level university degree in Human Resources, Organizational Psychology, Business Administration, Public Administration, or related field. A first-level university degree in combination with two years of additional qualifying experience may be accepted in lieu of the second-level university degree;
• A minimum of seven years (nine years with a relevant first-level degree) of progressively responsible experience in HR, learning and development, organizational development, or related areas;
• Proven experience managing a professional team and delivering results through others;
• Demonstrated expertise in leading large-scale change management initiatives in complex, multicultural environments;
• Experience in integrating technology and digital learning tools into talent development strategies;
• Experience in multilateral or international public sector organizations is a strong asset;
• Strategic foresight with the ability to anticipate and adapt to future workforce and technology needs;
• Expertise in leadership development, adult learning methodologies, organizational diagnostics, and change management;
• Skilled in applying neuroscience and behavioural science principles to learning and change transformation;
• Strong facilitation, coaching, and stakeholder engagement skills;
• High emotional intelligence, cultural awareness, and political acumen;
• Strong analytical, and influencing skills;  
• Excellent oral and written communication skills in English;
• 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.
   

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.

Appointments are normally made at Step 1 of the applicable OSCE salary scale. In exceptional cases, an initial appointment at up to Step 3 may be considered. This depends on factors such as relevant experience exceeding minimum requirements or higher previous remuneration. Any such request by a candidate must be reviewed and approved by the OSCE before the appointment

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.