Senior HR Policies Officer – Strategic Workforce Planning & Change Management Entity: EIB – Job ID: 106537
Job offer European Bank
(Senior) HR Policies Officer – Strategic Workforce Planning & Change Management (Entity: EIB – Job ID: 106537)
|Entity:||European Investment Bank|
|Deadline:||Monday 3rd August 2020|
The EIB, the European Union’s bank, is seeking to recruit for its Corporate Services – Personnel Directorate – HR Policies Department – Remuneration and Resource Planning Division (CS-PERS/HRPLC/R&RP) at its headquarters in Luxembourg, a (Senior) HR Policies Officer – Strategic Workforce Planning & Change Management. This is a full time position (working arrangements for part-time (minimum 80%) could be accommodated) at grade 5/6.
The term of this contract will be 4 years.
Panel interviews are anticipated for mid/end of September.
The EIB offers fixed-term contracts of up to a maximum of 6 years, according to business needs, with a possibility to convert to a permanent contract, subject to organisational requirements and individual performance.
Support EIB’s strategic and operational business priorities by;
- defining the workforce planning policies and processes and related employment policies allowing EIB to have a workforce of the right size, with the right profiles and skills, as well as optimal flexibility
- managing related change activities, projects and process improvements,
- ensuring the proper execution of the workforce planning activities,
- advising and training internal clients and HR on workforce issues
- reporting on workforce planning activities
Reports to the Head of Division Remuneration and Resource Planning, liaising very closely with the Resources Planning Team for all outputs and co-operates closely with colleagues within the CS-PERS Directorate, the HR interfaces from all Directorates, the legal directorate, as well as the Bank’s planning and budgeting teams.
In a context where the Bank needs organisational flexibility to respond to new challenges faced by the EU and changing business opportunities, the Bank is looking to strengthen its workforce planning function to ensure that it has the capacity to
- identify what profiles and critical skills it needs to successfully meet its current and future business goals,
- assess the gap vis-à-vis its existing staff and contingent workers,
- engage its governing bodies and activate HR solutions to bridge the gap,
- adapt its organisational culture to support the strategic business goals, while complying with the decisions from the Governing Bodies of the Bank.
Define the workforce planning policies and processes and related employment conditions
- Understand EIB’s strategy and business priorities and related staffing needs (number, profiles, skills, type)
- Develop and adjust as needed EIB’s Strategic Workforce Planning strategy, policies, processes, methods and tools as well as for related aspects of the Employment Conditions
- Back up proposals with relevant analyses of current and projected EIB population, including scenario planning and staff projections
- Align workforce planning and employment policies with connected HR policies like organizational design, talent management, competency framework, employee relations
- Document workforce planning policies, processes, and methods
- Plan and coordinate the implementation of new or changing strategies, policies and processes
Manage related change activities, projects and process improvements;
- Engage decision-makers in the policy making, in line with EIB’s formal consultation and decision-making frameworks
- Analyse and evaluate the impact of existing and proposed policies for various stakeholders and find ways of effectively communicating the changes/new policies to the wider audience creating awareness and buy-in
- Lead to projects, workstreams and process improvements in own or connected domains
- Assess the need for external expertise or support, select consultants and guide their work
Ensuring the proper execution of the workforce planning activities;
- Define the master plan, timelines and specifics for the annual workforce planning exercises in line with EIB Operational Planning approach
- Inform and ensure that managers and their HR Interface properly execute the workforce planning activities
- Solve and escalate critical issues as needed
Advise and train internal clients and HR on workforce issues;
- Provide expert advice on complex workforce planning issues or punctual strategic initiatives or projects in the field of strategic workforce planning
- Train and guide managers and relevant HR specialists in assessing specific workforce needs in terms of number, profile, critical skills as well as organizational flexibility needed
- Whenever relevant, provide input for policies in other HR or EIB domains (e.g. Talent management, Organisational design, External mandates)
- Continuously scan research and workforce planning practices in the market and in other IFIs and EU Institutions; including through an active network
- Disseminate knowledge on workforce planning methods and tools within HR and amongst the managers, decision-makers, strategists and budget planners as may be needed
Report on workforce planning activities;
- Develop and enhance reports for Management and other stakeholders
- Monitor the achievement of KPIs, the effectiveness and efficiency of strategies to ensure appropriate workforce.
- Report regularly on the suitability and effectiveness of EIBs workforce
- Ensure the quality of reports including data quality and decision-oriented insights
- University degree in a relevant field, preferably Public or Business Administration, Human Resources, Economics, International Relations, Political Science, Law or related field.
- Minimum 5 years of professional experience gained in Strategic workforce planning in a large Organization.
- Solid project and change management experience
- Knowledge and experience with best practices and tools in at least one of the following areas: Employment conditions, competency framework, organisational design, talent management, job evaluation techniques
- Knowledge and understanding of and ability to adapt to the EIB mission, organisation and activities
- Solid negotiation skills
- Advanced analytical and quantitative skills, developed through experience with scenario planning, modelling and data processing techniques
- Excellent knowledge of MS Excel, knowledge of SuccessFactors and PeopleSoft HR would be a plus
- Excellent knowledge of written and spoken English and a good command of French (*); knowledge of other European languages would be an advantage
Find out more about EIB core competencies here
(*) There may be certain flexibility on this requirement, but limited to particularly suitable candidates who may not yet be proficient in French. If selected, such candidates will be hired on the condition that they build up rapidly knowledge of French and accept that their future career in the EIB may be subject to the attainment of sufficient proficiency in both of the Bank’s working languages.
We are an equal opportunity employer, who believes that diversity is good for our people and our business. As such, we promote the inclusion of suitably qualified and experienced staff without regard to their gender, age, racial or ethnic origin, religion or beliefs, sexual orientation/identity, or disability (*).
By applying for this position you acknowledge the importance of maintaining the security and integrity of the Information of the EIB Group. In case of selection for the position you agree to comply with all measures (policies, controls, document classification and management) implemented by the EIB Group to prevent unauthorized disclosure of any information or any damage to the EIB Group reputation.
Deadline for applications: 3rd August 2020
(*). We particularly welcome applications from women and persons with disabilities.