Job Deion


Main Responsibilities

Research and Advisory

Provide legal support, analysis and advice on the topics covered by the work of the HR Legal Unit on:

The intepretation and/or implementation of OECD internal rules, particularly in relation to the Staff Regulations, Rules and Instructions and other norms relating to the Organisation’s staff management.
Major HR reforms, notably the New Employment Package (NEP), including as needed drafting related amendments to the Staff Regulations, Rules and Instructions.
Drafting internal regulations, rules, guidelines and information notes on legal and policy matters related to the OECD’s Human resource management framework.
The management of claims received with regard to the compensation and benefits package, the OMESYS System, Pensions, and any issue arising from the employment relations between the OECD and its staff.
Queries regarding internal programmes and internal/external mobility (MoUs and MoAs internships, Junior Professional officer) in liaison with EXD/HRM relevant stakeholders.
Procurement contracts, co-operation arrangements or other agreements relating to matters addressed by EXD/HRM.

Any topic in the HR area, as required.

Conflict resolution and investigation

Supporting the work of the HR Legal unit in the management of formal complaints received by EXD/HRM relating to potential misconduct; following predefined investigation procedures (from the preliminary review carried out to assess the complaint to resulting investigations and/or disciplinary procedures) and ethical guidelines.
Taking part in the overall management of such cases, in support of the Head of Unit and Head of Service, and liaising as necessary with relevant shareholders, along with internal and external investigators, in particular by taking charge of all or part of the relevant contractual procedures and communications.

Co-ordination

Under the supervision of the Head of the HR Legal Unit, ensure efficient liaison on Human resources files and projects with EXD/HRM colleagues, the OECD Legal Directorate and other OECD corporate services as needed.

Qualifications

Ideal Candidate Profile

Academic Background

A master’s degree or other equivalent specialised higher education in law is required.
A specialization in international organisation’s law, and/or in employment law and Human resources policy, would be considered as an asset.

Professional Background

A minimum of three years of professional experience in the legal department of an international organisation or law office, in a position focusing on international organisations, international civil law, employment law and/or human resources policy.
Experience in international civil service law and international organisations law, and/or in employment law and human resources policy would be an advantage.
Experience with the two main legal systems of relevance to the OECD (civil and common law) would be an advantage.

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 2).
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.
Ability to verify the equivalence of texts in both languages would be an advantage.
Knowledge of other languages would be an asset.