Job grade: AD06
Interagency/internal: AD06-AD08
Type of position: Temporary agent
Selection procedure reference: EMA/AD/1153
Deadline for applications: 8 January 2020 23:59 CET
About this role
The Agency is looking to recruit a Human Resources Business Partner (AD06) to provide human resources (HR) and strategic workforce planning advice to business areas of the Agency.
Human Resources Business Partner are responsible for supporting EMA's organisational units on a variety of strategic issues relating to HR and strategic workforce planning.
Job description
Reporting to the Head of Strategic Planning and Governance, you will carry out tasks in the following areas:
Stakeholder engagement and Management
- Act as ambassador for EMA's Administration Division and link between Administration and other divisions to ensure HR strategy and resource management strategy are implemented across the Agency;
- Act as a bridge to ensure coordination within the Administration Division in providing employee lifecycle support services, both at organisational level and to individual staff members (e.g. working closely with the Competency Development team, Talent Acquisition team and Staff Matters team);
- Act as HR partner to an EMA division, task force or advisory function as assigned, and facilitate organisational changes and possible restructuring;
- Shape new business needs or challenges into solutions;
- Engage stakeholders in developing innovative and effective initiatives that support EMA's strategies.
Contribution to Strategic human resource management
- Provide strategic expertise in achieving the Administration Division's vision, mission and objectives;
- In coordination with Competency Development and Talent Acquisition, contribute to and implement EMA's strategic plans through an integrated planning strategy (e.g. Annual Work Plans, Staff Policy Plan, Unit Plan, Multi-annual Strategic Plan, etc.);
- In coordination with Competency Development and Talent Acquisition, work with the Agency's divisions and their leaders to create an HR strategy for their organisational entity, which is in line with Agency's Business Strategy and HR Strategy;
- Assist divisions to translate HR Strategy, policies and procedures into tangible results and actions;
- Identify organisational capability gaps and, together with relevant teams within Administration (e.g. Planning, Staff Matters, Competency Development, Resource Planning and Talent Acquisition), develop solutions to address those gaps.
Workforce planning
- Facilitate talent reviews to identify current and future capabilities required within business area, and partner with Competency Development and Talent Acquisition to build and/or acquire those capabilities;
- Contribute to design and enabling of services that fully respond to user, customer and stakeholder needs, while continuously improving the EMA services and infrastructure of the division in ensuring the organisational design, resources and talent are fit for current and future requirements.
Change management
- Champion and advocate changes relating to human resources and their management to help embed them within a division;
- Participate in the HR and administration transformation process, bringing experience and knowledge of Agency business areas.
Eligibility Criteria
To be eligible for consideration for this position, you are required to:
- Enjoy full rights as a citizen of an EU Member State or Iceland, Lichtenstein and Norway;
- Possess a university degree (minimum of three years or more) that must have been obtained by the closing date;
- In addition to the above, have at least 3 years' relevant professional experience after obtaining the relevant degree, that must have been obtained by the closing date, including competence and experience in the field of the above mentioned areas and duties;
- A thorough knowledge of English (at least level C1) and a satisfactory knowledge of another official language of the European Union (at least level B2);
- Have fulfilled any obligations imposed by applicable laws concerning military service.
For criteria 1, 2, and 3 above it will be necessary to provide proof of each one at the interview stage.
Only candidates eligible will be assessed by the Selection Committee in accordance with the Assessment Criteria below.
Essencial Criteria
- Professional experience as an HR specialist (e.g. talent development, talent acquisition, resource management, etc.) and/or generalist in a business partnering/advisory role;
- Experience in talent management, in particular in identifying organisational capabilities and addressing capability gaps;
- Experience in translating strategies and strategic plans into human resource capability and resourcing requirements and practical HR solutions;
- Experience in supporting and managing change;
- Ability to anticipate future consequences and trends accurately, being sensitive to how people and organisations function;
- Ability to negotiate skilfully in tough situations with both internal and external parties;
- Knowledge of organisational development.
Desirable criteria
- Professional certification in HR topics related (CIPD or equivalent);
- Knowledge of business related to the Agency's activities (healthcare, pharmaceutical, regulatory, IT);
- Practical experience with organisational development;
- Experience in designing, implementing and monitoring HR strategies and initiatives.
Behavioural competencies
- Analytical and problem solving - Able to tackle difficult problems/tasks. Evidence-based approach gathers information from a wide range of sources and viewpoints, analyses and evaluates it and reaches sound conclusions. Proposes constructive solutions;
- Communicating - Presents a professional image of self, team and Agency. Conveys information clearly and concisely, adjusting style according to purpose and audience. Able to persuade and challenge diplomatically. Listens carefully, checks out understanding and provides information wanted. Open to others' views and being persuaded;
- Delivering quality and results - Seizes opportunities, anticipates & deals with problems, making decisions & achieving objectives. Knows when to harness the leverage of more senior staff or to seek advice of specialists to deliver results;
- Prioritising and Organizing - Proactively spots when priorities may need to change. Makes use of basic project management techniques to deliver outcomes, including identifying risks and mitigating actions. Understands the Agency 'machinery' and makes effective use of this to organise own work;
- Resilience - As effective in times of normal business as in times of great pressure. Recognises some organisational frustrations are a feature of working life, but remains upbeat and persists, to deliver despite them. Supports organisational resilience by offering own or team's support where there is pressure elsewhere. Tackles organisational frustrations within own area of control, and is able to mitigate impact of difficulties or frustration originating elsewhere;
- Working with others - Treats everyone with fairness and respect regardless of work pressure. Understands and anticipates others' needs and motivation. Builds co- operative and productive working relationships with others regardless of status. Thinks about how to add value to the team & how others can contribute; Includes others in decision-making, keeping interested parties informed;
- Learning and Development - Open and curious approach to new ideas, drawing on them and on experience to improve performance. Enthusiastic about personal development. Contributes to and supports corporate policies.
Selection Process
The Agency establishes a selection committee for each vacancy notice whose members are of the same or higher grade than the advertised position.
The selection committee only considers eligible candidates (for more information, see the eligibility criteria). It assesses their suitability and qualifications against the assessment criteria in a number of stages. The selection committee decides before the start of the selection procedure which of the assessment criteria it will use to assess candidates at each stage of the process. Certain criteria will only be used to assess shortlisted candidates during interviews (and/or tests).
Shortlisting
You can apply via the ''Apply'' button. As part of the online application, all candidates must answer a pre-defined set of questions, based on the essential and desirable assessment criteria, as well as behavioural competencies included in this vacancy notice. The aim of this is to enable the selection committee to carry out an objective assessment of all candidates in a structured way.
The selection committee assesses applications at this stage of the process using solely the information provided in candidates' responses to these questions. Applicants are, therefore, advised to include all relevant qualifications and experiences in their responses to these questions, even if these are already mentioned in other sections of the application form.
The selection committee normally makes its decision using a scoring system (on a scale of one to ten, with appropriate weighting applied to more important questions) and by setting either a minimum pass rate or a maximum number of candidates to shortlist.
Assessments
The next stages of selection process include preliminary assessments (for example a virtual interview and/or a remote test) and/or a final assessment interview and/or test at EMA's premises. All assessments are based on the assessment criteria listed in this vacancy notice.
At this stage, the selection committee looks at applications in full, including on educational background and work experience.
Following the assessment stage(s), the selection committee recommends the most suitable candidate(s) to be placed on a reserve list for future recruitment.
When a vacancy becomes available, candidates on the reserve list may be contacted for an additional interview.
Each interviewed candidate will be notified in writing whether he or she has been placed on the reserve list, and for how long the reserve list will be valid. Candidates should note that the placement on the reserve list does not guarantee an employment offer.
More information about selection and recruitment at the EMA is available at Careers at EMA Guidance on selection and recruitment.
Conditions of employment
In principle, the Agency offers a five-year renewable contract.
The monthly basic salary is € 5.524,91, excluding the local weighting , which adjusts salaries to the cost of living in the Netherlands compared to Brussels.
In addition to the basic salary, the jobholder may be entitled to various additional allowances, including, for example, expatriation or family allowances such as education allowance for dependent children of school age. EMA also offers a final salary pension scheme and a world-wide medical insurance. Relocation and/or resettlement allowances may also be available upon entry into employment.
this job offer is not open for applications
