Head of Unit - Talent Acquisition

Main Responsibilities

Management and Team Oversight

• Lead and co-ordinate the Talent Acquisition function ensuring alignment with HRM priorities organisational needs and the evolving recruitment reform agenda.
• Ensure effective workload management and team support addressing resourcing needs proactively and nurturing a culture of well-being inclusion and high performance.
• Act as a key partner to the recruitment reform project team supporting the delivery of day-to-day operations while helping shape and implement the transition to the target operating model.
• Guide and support a multi-disciplinary TA team through a period of significant change fostering clarity engagement inclusion psychological safety and a shared commitment to recruitment excellence.
• Foster culture shift towards recruitment forecasting via engagement of the TA team with Directorates.
• Play a central role in ensuring the success of the recruitment reform pilot working closely with pilot Directorates and internal partners to embed new ways of working resolve issues and gather feedback for continuous improvement.
• Should the pilot prove successful this role may manage the broader transformation of the TA function across the Organisation helping to shape how recruitment is understood delivered and experienced.
• Serve as the business process owner for end-to-end recruitment ensuring compliance with policies operational effectiveness and integration with relevant systems and governance frameworks.
• Use performance data and KPIs to inform leadership decisions demonstrate impact and drive continuous improvement in delivery quality and candidate experience.
• Stay abreast of external trends in talent acquisition including sourcing strategies employer branding recruitment technology and candidate expectations - to inform and evolve the Organisations approach.

Operational Excellence and Change Delivery

• Support the development of a more targeted and data-informed employer branding strategy elevating the OECDs visibility in underrepresented talent markets.
• Collaborate closely with key stakeholders within and outside EXD/HRM to ensure seamless coordination throughout the recruitment lifecycle.
• Provide strategic direction and input in the development and deployment of recruitment tools guidance and resources to support operational consistency and enhance user experience for both hiring managers and candidates.
• Promote best practice use of recruitment technologies and dashboards (e.g. SmartRecruiters Power BI LinkedIn) and ensure data quality for effective reporting and analysis.
• Foster a culture of continuous learning and knowledge-sharing within the TA team and across EXD/HRM.

Stakeholder Engagement and Talent Strategy

• Act as a key advisor to hiring managers at all levels providing strategic input on recruitment forecasting talent acquisition planning and complex hiring campaigns.
• Oversee the delivery of sourcing and pipelining strategies aimed at diversifying talent pools and enhancing the OECDs presence in new and competitive markets.
• Represent the TA function in internal committees working groups and external forums to share insight drive innovation and build alignment.
• Support the Organisations diversity equity and inclusion goals by embedding inclusive recruitment practices throughout the process and actively tracking progress.

Qualifications :

Ideal Candidate Profile

Academic Background

• University degree in Human Resources Business Administration Public Administration Psychology or a related field.
• An advanced university degree relevant to Human Resource Management organisational behaviour or industrial relations would be an advantage.

Professional Background

• At least eight years of progressively responsible experience in talent acquisition including managing complex recruitment portfolios and delivering high-quality outcomes across diverse stakeholder groups.
• Experience in leading and developing high-performing teams including guiding teams through periods of transition organisational change and evolving priorities.
• Experience leading team leads or senior professionals with the ability to delegate effectively build trust and maintain a high-level view to empower others to lead with autonomy and accountability.
• Demonstrated HR strategic advisory experience in globally complex organisations.
• Experience implementing recruitment systems and modern sourcing approaches including inclusive hiring and assessment frameworks.
• Ability to use relevant key HR data and metrics to influence and guide clients regarding their people and organisational agenda.
• Proven experience in drafting communication for senior management and governing boards.
• Familiarity with change management practices and their practical application in HR transformation is highly desirable.

Tools

• Proven ability to leverage recruitment technologies recruitment technologies and digital platforms including applicant tracking systems (e.g SmartRecruiters) sourcing tools (e.g. LinkedIn Recruiter) and analytics platforms (e.g. Power BI SAP BO) -to support continuous improvement across the TA function

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.

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 2); Enable People (Level 3); Ethics and Integrity (Level 3); Collaboration and Horizontality (Level 2); Achieve Results (Level 3); Innovate and Embrace Change (Level 2).
• To learn more about the definitions for each competency for levels 1-3 please refer to OECD Core Competencies.

• Monthly base salary starting from 9.23573 EUR (CF6/1) plus allowances based on eligibility exempt of French income tax.
• Click here to 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.
• 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.