Recruitment Co-ordinator– Executive Leadership

Main Responsibilities

Executive Leadership Recruitment Support

• Support the planning execution and monitoring of each EL recruitment process under the supervision of the EL Recruitment Lead.
• Track EL recruitment updates and milestones for the team and collaborate with cross-functional teams within HRM and across EXD as relevant to ensure alignment with recruitment goals.
• Coordinate and schedule kick-off meetings and interviews liaising as needed with key stakeholders.
• Support the EL Recruiter to ensure the Applicant Tracking System (ATS) is up to date for each step of the recruitment process including job posting and timely candidate communication via the platform.
• Conduct reference checks of recommended candidates and ensure the liaison with the Assessment Centre and Executive Search providers.
• Support the EL Recruitment Lead with data collection and analysis developing presentations document reviews.
• Identify initiate and/or support process improvement projects and initiatives to deliver greater efficiency and effectiveness particularly through the use of digitalisation and automation.
• Provide administrative support to all aspects of the recruitment process for EL positions and ensure recruitment activities comply with Staff Rules and Regulations.

CSG Administrative Support

• Provide back-up administrative support to the Client Services Group (CSG) including projects planning or internal coordination efforts.
• Organise CSG All staff meetings act as note-taker and track follow-up actions.
• Coordinate the inputs to the monthly RMA Reminder newsletter.
• Assist with the management of the generic mailboxes responding to requests and liaising with relevant team members.
• Provide administrative support to the Client Services Group as necessary.
• Maintain and organise content on CSGs internal document management site.
• Support the Head of CSG with team-wide projects and initiatives (

Continuous learning and process improvement

• Stay informed about HRM commitments key activities and milestones.
• Adopt a continuous learning approach with regard to evolving corporate systems and procedures and other relevant IT tools.
• Keep abreast of the relevant HR rules pertaining to assigned workflows.

Qualifications :

Ideal Candidate Profile

Academic Background

• Secondary education preferably with training in human resource management post-secondary education is a plus.

Professional Background

• Proven professional experience in Human Resources Recruitment and/or related field.
• Experience demonstrating the ability to work independently and with good judgement
• Strong organisation and time management skills and ability to manage competing priorities
• Experience demonstrating the ability to communicate foster and maintain excellent working relations with colleagues at all levels within the HR Service and across the Organisation.
• Experience in Human Resource management in an international organisation would be an advantage.
• Good knowledge and understanding of the human resources (HR) management policies procedures and practices or the ability to acquire this knowledge rapidly.

Tools

• Proficiency in Microsoft Office applications.
• Experience with ATS e.g. SmartRecruiters.

Languages

• Fluency in one of the two OECD official languages (English and French) and ability to work efficiently in the other.
• Knowledge of other languages would be an asset.

Core Competencies

• OECD staff are expected to demonstrate behaviors aligned to six core competencies which will be assessed as part of this hiring processes: Vision and Strategy (Level 1); Enable People (Level 1); Ethics and Integrity (Level 1); 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.

What the OECD offers

• Depending on level of experience monthly salary starts at 3 80951 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 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.