Netherlands Job Openings
European Medicines Agency
HR Specialist - Talent & Career Development
August 22, 2024
Job grade: AD06
Internal job grade: AD06 and above
Type of position: Temporary agent
Selection procedure reference: EMA/AD/10387
Job title: HR Specialist - Talent & Career Development
Talent Pool: AD06 Human Resources
Deadline for applications: 12 September 2024 23:59 CET
Salary: 7045,76 Euro (including local weighting) [1] plus benefits (see calculators on the right) (based on a fulltime contract (40hrs/week))
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About the role
The European Medicines Agency (EMA), also referred as ‘the Agency’, is a decentralised agency of the European Union (EU) responsible for the scientific evaluation, supervision and safety monitoring of medicines in the EU. Its mission is to foster scientific excellence in the evaluation and supervision of medicines, for the benefit of public and animal health in the EU.
The Agency is looking to recruit a HR Specialist (Talent and Career Development) to contribute to delivering the strategic objectives and initiatives in the area of talent management and career development.
We are seeking a candidate who will play a pivotal role in designing, implementing and managing talent development programmes and initiatives and who will be responsible for designing and executing transformative strategies that cultivate the skills, capabilities, and leadership potential of our workforce.
In this job you will:
Reporting to the Head of Talent Development Service within the Strategic Planning and Governance Department, you will have the following responsibilities:
- In the context of the overarching HR Strategy of the Agency, manage, design, deliver, and coordinate programs and strategic initiatives within the Talent Development Service to accelerate talent and career development, and build organizational capabilities. This includes concept development, external benchmarking, and collaboration with internal and external stakeholders.
- Provide advice, guidance, and foster a culture of continuous learning.
- Develop and revise programs, procedures, guidance documents, and policies in a result-oriented and compliant manner, within the legal framework and in coordination with relevant stakeholders.
- Manage learning needs by aligning talent management practices with organizational strategy and objectives, including the identification of new talent initiatives, trends, and innovations.
- Actively engage in developing and implementing digital learning and tools with a focus on providing a higher impact of learning.
- Assess and evaluate the effectiveness of talent and development initiatives, applying the notion of continuous improvement.
- Act as a learning partner to dedicated entities and serve as a topic lead for a defined set of talent management topics.
- Coach and mentor colleagues on the Talent Development team.
- Proactively establish and maintain external working relationships (EC, EUAN, other agencies, international organizations, universities).
- Perform other duties as required.
Full role description outlining generic duties and responsibilities is available here.
Apply if you meet those eligibility criteria:
General conditions:
1. Full rights as a citizen of a European Union Member State, Iceland, Liechtenstein or Norway;
2. Thorough knowledge of English (at least level C1) and a satisfactory knowledge of another official language of the European Union (at least level B2);
3. Fulfilled any obligations imposed by applicable laws concerning military service.
Specific conditions:
1. Possess a level of education which corresponds to completed university studies of at least three years attested by a diploma.
And
2. At least 3 years professional experience from the time when a university degree was awarded on completion of study above.
General condition 1 and for specific conditions 1 and 2 you will be verified firstly based on the application form, and then you will be required to provide documentary evidence at the interview stage. Failing to present these documents may result in the disqualification from the selection procedure.
Only candidates eligible will be assessed by the Selection Committee in accordance with the Assessment Criteria below.
You will also need:
- Out of the 3 years required as part of the eligibility at least 2 years should be in the area of talent management;
- Proven professional experience in designing and implementing HR concepts, programmes, initiatives in the area of talent and career management;
- Strong aptitude for technology - proactive and inquisitive mindset in relation to identifying opportunities for further digitalisation, adoption of AI, and gaining efficiency through technology and tools;
- Ability to balance strategic thinking and planning with strong execution.
Competencies you need to have:
Role competencies
Continuous improvement Intermediate
Influencing and persuading Intermediate
Influencing and persuading Intermediate
Sub-family competencies
Administrative excellence Intermediate
Human resources expertise Intermediate
Applied knowledge Intermediate
Human resources expertise Intermediate
Applied knowledge Intermediate
Grade competencies
Adaptability and agility Intermediate
Analysing and problem solving Intermediate
Prioritising and organising Intermediate
Analysing and problem solving Intermediate
Prioritising and organising Intermediate
Core competencies
Ethics and Integrity Intermediate
Team collaboration Intermediate
Customer centricity Intermediate
Results orientation Intermediate
Communication Intermediate
Cross-cultural sensitivity Intermediate
Continuous learning and self-development Intermediate
Team collaboration Intermediate
Customer centricity Intermediate
Results orientation Intermediate
Communication Intermediate
Cross-cultural sensitivity Intermediate
Continuous learning and self-development Intermediate
For more information about definitions of competencies and associated proficiency levels, please refer to the EMA Competency Framework which you can find here: EMA Competency Framework (europa.eu).
These are considered as nice to have:
- Understanding of adult learning principles and instructional design methodologies;
- Balance creativity and innovation with a pragmatic and results-oriented approach to provide the best-in-class talent experience for staff;
- Experience in managing budgets, framework contracts, and external service providers;
- Ability to work collaboratively with team and stakeholders in a multicultural environment;
- Proven experience in evaluating the impact of learning.
Selection procedure timelines
Deadline for applications
12 Sep 2024 23:59 CET
Preliminary Assessments
week of 21 October 2024
Final assessments
week of 18 November 2024
Decision expected
end of November 2024
Selection process
Only eligible candidates (see eligibility criteria) will be assessed by the selection committee.
Suitability and qualifications of eligible candidates will be assessed against the assessment criteria and competences in different steps of the selection procedure.
Note: Candidates who fail any assessment linked to any Need to Have requirement, Sub-family, grade specific competencies, role competencies and Core Competencies at any stage of the process are disqualified, despite getting points on other criteria.
Before the start of the selection procedure, it is decided which criteria and competences will be assessed at each stage of the process. Certain criteria / competences will be assessed / scored only for shortlisted candidates during interviews (and/or tests). Please consult the Careers at EMA - Guidance on selection and recruitment (section 1.3. selection procedure) for an overview of the criteria and competences assessed at each stage of the process.
Shortlisting
In order to allow the selection committee to carry out an objective assessment of all candidates in a structured way, as part of their application, all candidates must answer the pre-defined set of questions based on Need to have criteria and sub-family competencies.
The Selection Committee will therefore assess eligible candidates using the information provided in the responses to those questions and in their application. When answering a question, you should include all relevant information, even if it is already mentioned in other sections of your application form. Please do not provide links to external sources, but rather fully explain your skills and experience.
To carry out this assessment, each of your responses will be awarded points (0 to 10). The points are added up to identify those candidates whose profiles best match the duties to be performed as advertised in the vacancy notice.
Only the candidates with the highest total marks at the shortlisting stage will progress to the next stage. The Selection Committee will decide to limit the number of candidates invited to the next stages. Please consult the Careers at EMA - Guidance on selection and recruitment (table on section 1.3.6 Preliminary and final assessments) for an overview of the thresholds.
Assessments
Next steps of selection may include a preliminary assessment. Most assessments will be conducted remotely (i.e. Webex/Teams, remote test, etc.). All assessments are based on the assessment criteria listed in this vacancy notice.
Shortlisted candidates will participate in personality assessments (e.g. SHL occupational personality questionnaire OPQ32) to assess their Core Competencies (pass score is 26 out of 100 points and above).
Additional assessments, such as cognitive (e.g. deductive reasoning) assessments might also be foreseen as part of the selection process. Furthermore, motivation and overall fit for the job and knowledge of EU relevant to role may be assessed.
Please consult the Careers at EMA - Guidance on selection and recruitment (section 1.3.3 selection procedure) for an overview of the criteria and competences assessed at each stage of the process and the type of assessment tolls used.
Reserve list and/or job offers
The aim of this selection procedure is to create a reserve list of qualified and suitable candidates. Each candidate having reached the final step of the selection procedure will be notified via e-mail whether she/he has been placed on the reserve list, and relevant Talent Pool. Candidates should note that the placement on a reserve list and/or Talent Pool does not guarantee an employment offer.
We strongly encourage that candidates do not apply for the vacancies that are at the same grade and the same subfamily as the Talent Pool they have been placed on, as this will not improve their chances of being considered for a vacant post within the Agency.
When a vacancy becomes available, candidates on the reserve list may be contacted for an additional interview.
More information about selection and recruitment (including administrative complaint procedure) at the EMA is available at our careers website.
If Temporary Agent posts are not available, if justified in the interest of the service, candidates on the reserve list may be approached to provide written consent to be considered for Contract Agent positions. . These candidates will remain on the Temporary Agent reserve list and will be considered for a Temporary Agent post should a suitable post become available.
Contract Agent posts differ from Temporary Agent posts in terms of categories, function groups, grades and remuneration and career progression.X
Conditions of employment
In principle, the Agency offers a five-year renewable contract. Contracts of a shorter duration may be offered to the candidates.
The successful candidate will be required to relocate to the Netherlands to pick up duties.
[1] The local weighting adjusts salaries to the cost of living in the Netherlands compared to Brussels. The current weighting for the EMA's location in Amsterdam, the Netherlands, is 114.6. Please consult the Eurostat and Commission websites for more information on weightings.
Domenico Scarlattilaan 6 - 1083 HS Amsterdam - The Netherlands
Telephone +31 (0)88 781 6000 - Email recruitment@ema.europa.eu
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