Location of vacancy: Parma, Italy.
Deadline for applications: 09 November 2020
Are you a highly motivated professional with experience in learning and development in a science-based organisation? Do you wish to play a central role in shaping EFSA’s learning and development plan for its staff and scientific experts’ community in line with its strategic goals?
We are looking for an enthusiastic and innovative Talent Development Officer who will work with key business and science stakeholders and shape an enabling organisational culture.
Your key responsibilities
- Lead and be responsible for the development of policies, programs, and processes to support the continuous learning and development of staff and experts in a scientific organization;
- Lead transformational initiatives in the area of Learning & Development by identifying and assessing the impact of current and future training needs and designing innovative training programs;
- Design learning & development solutions and lead their implementation, to continuously improve the effectiveness of trainings and the training offering;
- Foster a culture of digital dexterity within the organisation;
- Develop and implement communication strategies to build awareness of learning programs/ initiatives available to the organisation;
- Partner with stakeholders, support managers and staff to address strategic and tactical business objectives to ensure appropriate competency, skills, and knowledge requirements are addressed;
- Manage training contracts and budget.
- The Officer will join the Human Capital Unit (HUCAP), a strategic Unit which supports EFSA in the realisation of its core objectives by selecting, developing, engaging and retaining the right talents in alignment with EFSA’s strategies and values.
With the introduction of the new Transparency regulation, HUCAP will play a central role in designing and delivering comprehensive trainings on risk assessment to the EFSA scientific expert community.
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;
• 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.
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. 
In addition to the above, at least three (3) years of relevant and proven professional experience gained after obtaining the diploma. 
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  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.
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