Talent Development Officer - Science and Corporate
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- Business and Administration Professionals
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- EFSA/X/AD/2020/06 Requisition #
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- Oct 05, 2020 Post Date
Thanks for your interest in the Talent Development Officer - Science and Corporate position.
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WHAT ARE THE SELECTION REQUIREMENTS
You must satisfy the following requirements on the closing date for submission of your application:
I. Eligibility criteria
1. General requirements
• Be national of a Member State of the European Union, Iceland or Norway;
• Enjoy full rights as a citizen;
• Have fulfilled any obligations imposed by laws concerning military service;
• Be physically fit to perform the duties linked to the post;[1]
• Have a thorough knowledge of one of the EU official languages and a satisfactory knowledge of another EU language;
• Meet the character requirements for the duties involved.
2. Qualifications
A level of education which corresponds to completed university studies of at least three (3) years attested by a diploma in one of the following fields: life science, human resources, business administration, social science, communications and any related discipline. [2]
3. Experience
In addition to the above, at least three (3) years of relevant and proven professional experience gained after obtaining the diploma. [3]
II. Selection criteria
The following competencies will be assessed throughout the different phases of the selection procedure. Candidates are also expected to demonstrate effective communication in both spoken and written English as well as strong motivation for the position.
When filling the questionnaire, applicants are requested to indicate their preference for one of the two profiles (science or corporate).
1. Technical Competencies (Common to all profiles)
i. At least 3 years of professional experience in Learning & Development and/or Talent Management in an international and/or multicultural environment;
ii. Experience in aligning subject of expertise with business strategy: Able to translate organizational strategy and priorities into Learning & Development solutions;
iii. Experience in managing human resources: Able to develop and analyse science and non-science competency gaps of the current human resources, in both a quantitative and qualitative way, by comparing current human resources capabilities with the level of competencies required to meet the strategic objectives of the organisation. Knowledge in developing and managing content in IT tools (such as the Oracle HCM solution, in particular FUSION modules);
iv. Experience in communicating information to different target audiences: Able to convey complex/technical/sensitive/scientific learning and development concepts, adapting them to the target audiences when necessary. Able to communicate clearly and effectively in both spoken and written English, and to translate Learning & Development needs and concepts in procurement specifications;
v. Experience in developing internal policies and regulations: Capable of collaborating in the drafting of learning & development policies, to draft internal documents of governance, and to assess the compliance with both the overall learning and development scheme and the legal framework;
For Talent Development Officer – Science Profile
vi. Experience in developing scientific learning & development initiatives with a focus on culture and staff and experts engagement: Able to analyse, identify, design develop and maintain scientific learning & development initiatives [4] enabling cumulative learning. Capable of improving the effectiveness of scientific trainings with the use of talent analytics. Competent in measuring learning outcomes on a range of variables subsumed under different dimensions (impact learning). Capable of planning, developing and managing organisational (e)–learning. Able to stay abreast with new scientific Learning & Development trends (i.e. managing training for remote scientific community), with the ambition of using technology for better business outcomes (digital dexterity). Experienced in the area of scientific training and knowledge management;
For Talent Development Officer – Corporate Profile
vi. Experience in developing corporate learning & development initiatives with a focus on culture and staff and experts engagement: Able to analyse, identify, design develop and maintain corporate learning & development initiatives enabling cumulative learning. Capable of improving the effectiveness of trainings with the use of talent analytics. Competent in measuring learning outcomes on a range of variables subsumed under different dimensions (impact learning). Capable of planning, developing and managing organisational (e)–learning. Able to stay abreast with new Learning & Development trends and technology (i.e. managing training for remote community), with the ambition of using technology for better business outcomes (digital dexterity). Experienced in the area of training and knowledge management.
2. Behavioural Competencies
vii. Deal with ambiguity: Able to work constructively within unexpected and unpredictable situations and show resilience and composure, even in difficult or adverse circumstances. Able to take decisions and act without possessing all the necessary information; accept constructive feedback in a positive manner;
viii. Demonstrate political savvy and strategic agility: Capable of looking beyond the current situation and visualise what the future can bring with a keen sensibility for arising opportunities and a good understanding of how and when to best pursue them; able to think in a creative and innovative way;
ix. Focus on stakeholder needs: Committed to meet the expectations and requirements of internal and external stakeholders, to establish and maintain effective relationships with stakeholders and gain their trust and respect;
x. Plan and measure for results: Motivated to set ambitious goals that exceed the targets and create plans to achieve them; ensuring an efficient and responsible planning and management of resources;
xi. Work with others: Confident to work within a group and to contribute to achieve common goals, understanding own role and how it supports the team and the organisation. Able to cooperate, listen actively, manage conflicts and motivate colleagues.
NOTE
Candidates are invited to read the ANNEX that represents an integral part of this vacancy and provides information on how to complete the application, the steps of the selection process and appeal procedures.
[1] Before appointment, a successful candidate shall be medically examined by an institution’s medical officer in order that the European Food Safety Authority may be satisfied that he/she fulfils the requirement of article 28(e) of the Staff Regulations of the Officials of the European Communities.
[2] Any academic qualification mentioned in the application form shall be duly supported by evidence (original or certified copies of e.g. diplomas, certification, etc.) Only qualifications issued by EU Member State authorities and qualifications recognised as equivalent by the relevant EU Member State authorities will be accepted. In instances where diplomas are obtained from a non-EU Member State, EFSA may request the candidate to provide a relevant document of comparability issued by a recognised authority.
[3] Any professional experience mentioned in the application form shall be duly supported by evidence (original or certified copies of e.g. contracts, payslips etc.). Professional experience shall be taken into account from the date on which the person fulfils the minimum qualifications for engagement. In order for your professional experience to be taken into consideration, it must be supported by relevant documents attesting an actual work relationship defined by the following elements: real, genuine work; on a paid basis; as employee (any type of contract), or provider of a service. Any given period may be counted only once (in order to be calculated as eligible, years of studies or professional experience to be taken into account shall not overlap with other periods of studies or professional experience). Professional activities pursued part-time will be calculated pro-rata on the basis of the certified percentage of full-time hours worked. Remunerated PhDs acquired in a field relevant to the job description can be counted as professional experience up to 3 years. Paid traineeships are counted as working experience. Prior to contract signature, the successful candidate(s) will need to provide original versions of documents proving the candidate’s work experience.
[4] For the following scientific competencies (only for Talent Development Officer – Science Profile):
analyse and interpret data with statistics - define, develop and maintain methodologies on data collection and management - carry out data management activities - lead methodological developments and application in risk assessment - write and review scientific documents - communicate scientific outputs to different target audiences - perform a scientific assessment - develop guidance for scientific assessment - develop and implement scientific strategy.