The Nuclear Energy Agency - Human Resources and Administration Manager

The Organisation for Economic Co-operation and Development (OECD) is an international organisation comprised of 38 member countries, that works to build better policies for better lives. Our mission is to promote policies that will improve the economic and social well-being of people around the world. Together with governments, policy makers and citizens, we work on establishing evidence-based international standards, and finding solutions to a range of social, economic and environmental challenges. From improving economic performance and creating jobs to fostering strong education and fighting international tax evasion, we provide a unique forum and knowledge hub for data and analysis, exchange of experiences, best-practice sharing, and advice on public policies and international standard-setting.

THE NUCLEAR ENERGY AGENCY

The Nuclear Energy Agency (NEA) is an intergovernmental agency which operates under the framework of the OECD. NEA leads co-ordinated, innovative, international action with respect to the OECD’s work on nuclear energy. The Agency implements the priorities of the Programme of Work and Budget (PWB) set by Member Countries and the Secretary-General in its area of business. The mission of the NEA is to assist its 34 member countries in maintaining and further developing, through international cooperation, the scientific, technological, and legal bases required for a safe, environmentally sound, and economical use of nuclear energy for peaceful purposes. It strives to provide authoritative assessments and to forge common understandings on key issues as input to government decisions on nuclear technology policies. 

THE POSITION

NEA is seeking an experienced professional in the field of human resources and administration to lead the Agency’s Human Resources and Administration (HRA) Unit, which includes managing a team of at least two staff.  The HRA Unit is responsible for co-ordinating the personnel management of the Agency and implementing administrative processes. The successful candidate will manage the interface between the Agency and external actors related to management areas assigned to the HRA Manager. S/he will provide strategic guidance and advice on human resources activities in line with corporate policies and procedures and  will collaborate closely with the Deputy Director-General on HR issues, and with related OECD Corporate Services.  S/he will have co-ordination and project management responsibilities, ensuring good team work, the professional development of staff members and an effective collaboration between managers, staff members and OECD Human Resource Management (HRM).  The selected candidate will work under the direct supervision of the Deputy Director-General.

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 field’s 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 Agency’s 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 Agency’s 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 NEA’s 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.

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.

Closing Date

• This vacancy should be filled as soon as possible, and applications should reach us no later than 17 August 2025 (23h59 Paris time).

Contract Duration

• Open-ended appointment, with no foreseen end date.

What the OECD offers 

• 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 OECD’s new contractual modalities.
• 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.
• 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.