HR Policy and Employee Relations Officer (P3)

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 Chairmanship 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 benefits from a capable and committed workforce that delivers on the security priorities of participating States. DHR provides a range of human resources services throughout the OSCE and is responsible for the development and review of human resources policies.

HR Administration and Policy is one of the business units within the DHR. The Unit is responsible for the accurate and timely administration of employee benefits and entitlements through the employee life cycle; for the development and interpretation of the HR regulatory framework; and for the management of employee relations cases, such as grievances. The Unit develops and delivers timely, client focused and innovative approaches on all aspects of HR administration, policies and employee relations.

Tasks and Responsibilities:

The HR Policy and Employee Relations Officer is responsible for undertaking research into human resource policies of other international and multilateral organizations and into jurisprudence of relevant administrative labour tribunals. Based on this research, s/he prepares briefs, drafts policies and determinations, provides advice, and manages the assigned staff cases concerning staff grievances and/or disciplinary procedures.

Working with minimum supervision, the HR Policy and Employee Relations Officer provides advice: (a) on the course of action and determinations to be made by responsible authority in formal procedures concerning staff grievances and/or disciplinary procedures; and (b) on the development and interpretation of the OSCE’s HR policies, in alignment with the direction provided by the supervisor.

The HR Policy and Employee Relations Officer is supervised by the Chief, HR Administration and Policy (P4), while the Deputy Director for Human Resources (P5) acts as the second-level supervisor.

Concerning staff cases, in drafting recommendations for DHR management, the HR Policy and Employee Relations Officer closely co-operates with the Office of Legal Affairs to ensure legal advice is properly addressed in DHR submissions. In grievance cases, in particular, s/he liaises with investigation panels, including the Office of Internal Oversight, providing support on HR management aspects of cases.

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

1. Conducting comparative and evaluating research on human resources (HR) policies and frameworks across the OSCE and peer international organizations. Proposing evidence-based amendments to the OSCE Common Regulatory Management System (CRMS), as directed by the supervisor, and initiating policy drafting, ensuring alignment with evolving organizational needs and international best practices.
2. Providing guidance on HR regulatory issues by interpreting Staff Regulations, Rules and Instructions. Advising managers and staff across the OSCE on HR policy matters, including exceptions to the CRMS. Exercising delegated authority to formulate and justify recommended actions, supported by evidence-based and strategic analysis.
3. Developing policy implementation tools and interpreting guidance that clarify and strengthen the consistent application of HR regulations. Drafting internal policy documents, advisories and standard operating procedures that address organizational gaps, promote fairness and mitigate risk.
4. Managing and leading the handling of grievance and disciplinary cases, serving as principal case manager. Evaluating submissions from multiple parties, co-ordinating with the Office of Legal Affairs and the Office of Internal Oversight, and drafting comprehensive decisions or proposed outcomes for senior review, ensuring legal compliance, procedural integrity and organizational coherence.
5. Advising on legal and procedural risks in contentious employee relations matters by conducting in-depth reviews of international administrative tribunal jurisprudence and precedents. Preparing detailed legal briefs and procedural analyses for senior HR management and legal counsel, with recommendations on risk-mitigating courses of action.
6. Leading proactive initiatives to promote a respectful and inclusive workplace by designing and implementing preventative strategies in the area of employee relations. Providing expert input into frameworks that foster a professional working environment, including conflict prevention mechanisms, staff engagement strategies and awareness-raising on rights and responsibilities.
7. Performing other related 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:

• Second-level university degree in human resources management, law, public or business administration, social sciences or another related field; A relevant first-level university degree in combination with two (2) years of additional qualifying experience may be accepted in lieu of the second-level university degree;
• A minimum of five (5) years (seven years with a relevant first-level degree) of progressively responsible professional experience in modern human resource management, including experience in developing HR policies and managing staff/management relations, of which at least two years in an international environment;
• Professional experience in other areas of HR management (staff administration, talent acquisition, talent development, performance management, people analytics) is highly desirable;
• Legal or paralegal experience in drafting and analyzing documents of a procedural and technical issues is desirable;
• Computer literate with practical experience with Microsoft applications;
• 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 a team, with people of different cultural, and religious backgrounds, different gender, and diverse political views, while maintaining impartiality and objectivity.
• Professional fluency in English with excellent communication (both oral and written) skills; 
• Knowledge of other OSCE official languages is considered an asset.

Remuneration Package:

Monthly remuneration is around EUR 7,800, 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.