The Nuclear Energy Agency - Human Resources and Administration Manager

Main Responsibilities

Co-ordination and advice

• Provide HR and administration advice to the Deputy Director-General on a wide range of HR topics.
• Supervise the HRA team liaising closely with the Budget and Finance team.  Ensure good communication and teamwork and facilitate the team members professional development. Coordinate the work of the team taking into account peaks in workload.

• Foster effective collaboration between NEA divisions and between the HRA team.
• Contribute to defining and updating internal HR and Administration policies and procedures ensuring their alignment with OECD Best Practices and provide advice and guidance on these to the wider NEA.

HR and Administration Management

• Undertake the responsibility of the management and administration of human resources in the Agency in line with OECD staff rules and regulations ensuring proper and consistent implementation of policies governing staffing management.
• Proactively contribute to the management of and advise on recruitment activities workforce planning and human resources activities ensuring timeliness and efficiency while providing relevant guidance to managers and staff as needed.

• Control all staff related actions; and oversee the staff management of the whole Agency working with Senior Staff to ensure that their staffing needs are met within resource availability providing budget estimate for new staff hiring and ensure that it is affordable.
• Monitor and follow up the preparation and implementation of Memoranda of Agreement (MOA) for Associated Staff and ensure that the MOAs are respected and complied with and at the same time when issues are identified collaborate with HoDs and address these issues.
• Use expertise in HR policies and practices and the ability to synthesise the interests of multiple  stakeholders keeping abreast of the human resources fields latest trends.
• Ensure the recruitment and deployment of all staff members is done efficiently and support their integration; maintain the NEA Welcome Package up-to-date and keep developing effective tools which facilitate recruitment and deployment.

Staffing strategy

• Proactively contribute to the senior management by providing proposals and advise on performance management activities and plan co-ordinate and implement performance management exercises including  annual People Review meetings related preparations.
• In combination with performance management activities contribute to the promotion of learning and development within the NEA making the link with strategic staffing objective related to skills needs career progression and well-being. Naturally the function covers area of actvities for ensuring the appropriate office environment.
• Take core role in developing enriching and implementing the Agencys strategic staffing strategy providing input on key drivers issues and solutions while providing guidance to the Deputy Director-General and Heads of Division as needed.

• Provide insightful and relevant reporting and analysis when possible and needed improvement of existing practices to the Deputy Director-General on the human resources aspects of all of the Agencys activities both on regular basis (quarterly) and on adhoc basis as per needs and provide forecasts for medium and long-term resource needs and expected expenditure.

• Make sure that all HR matters with budget and finance implication are communicated to the Deputy Director-General and ensure the financial appropriateness of all HR plans and arrangements.
• Working with the Deputy Director-General act as the NEAs lead for the launch of various initiatives (university partnerships new framework agreements etc.).

Other

• Represent the NEA in the OECD Resource Management Advisor Group and participate regularly in human resources working groups that provide input to the design and enhancement of new software applications.
• Serve as NEA focal point for audit purposes and ensure that all information is documented and available for consultation reporting and auditing purposes.
• Keep abreast of and provide input on reforms in human resources procedures and systems ensuring that the NEA needs are taken into account.
• Monitor mission orders/expense claims prepared by NEA divisions and when necessary apply corrective actions.

• Carry out other related duties as assigned by the Deputy-Director General and the Director-General.

Qualifications :

Ideal Candidate Profile

Academic and Professional Background

• A university degree in a relevant area or relevant experience in a similar position.
• At least three years professional experience in human resources and/or general administration in a national or preferably international organisation.
• Proven experience in all elements of operational and administrative HR activity and capacity to elaborate proposals and constructive solutions.
• Proven experience in drafting communication targeted to senior management and to prepare presentations to staff.
• Excellent knowledge of OECD Financial Regulations Rules Instructions and Procedures as well as Staff Rules of international organisations.
• Experience in the management and supervision of a team and proven capacity to create a good working environment.

Tools

• Expert level of experience in using resource management applications such as SmartRecruiters HR Renewal Power BI  SAP Business Objects SEM or other reporting/ data extraction tools Concur.
• Good user knowledge of Microsoft Excel and other Microsoft Office applications.

Core Competencies

• OECD staff are expected to demonstrate behaviours aligned to six core competencies which will be assessed as part of this hiring processes: Vision and Strategy (Level 1); Enable People (Level 2); Ethics and Integrity (Level 2); Collaboration and Horizontality (Level 2); Achieve Results (Level 1); Innovate and Embrace Change (Level 1).
• To learn more about the definitions for each competency for levels 1-3 please refer to OECD Core Competencies.

Languages

• Fluency in one of the two OECD official languages (English and French) and knowledge of the other with a commitment to reach a good working level.

• Monthly salary starts at 7 346 EUR plus allowances based on eligibility exempt of French income tax.
• Click here to consult the Staff Regulations applicable to officials of the OECD. Please note that from 1 July 2025 all Official appointments will be made under the OECDs new contractual modalities.
• Click hereto learn more about what we offer and why the OECD is a great place to work.  
• Click here to browse our People Management Guidebook and learn more about all aspects relating to people at the OECD our workplace environment and many other policies supporting staff in their daily life.
• Please note that the appointment may be made at one grade lower in the specified job family based on the qualifications and professional experience of the selected applicant.
• This vacancy may be used to create a pool of candidates for comparable positions both for open-ended and fixed-term functions. 

Selection Process

For retained candidates the selection process may include a video-recorded interview job-based assessment and panel interviews.

The OECD is an equal opportunity employer and welcomes the applications of all qualified candidates who are nationals of NEA or OECD member countries* irrespective of their racial or ethnic origin opinions or beliefs gender sexual orientation health or disabilities.

The OECD promotes an optimal use of resources in order to improve its efficiency and effectiveness. Staff members are encouraged to actively contribute to this goal.