HR Coordinator
Main Responsibilities
Advanced Case Management & Client Service
- Provide specialised advice on medical and social insurance rules, entitlements, and procedures to active and former staff, taking into account complex individual or family circumstances.
- Serve as a second‑level advisor for more intricate or unusual cases, ensuring consistency of interpretation and communicating effectively with staff.
- Act as a primary point of contact for queries on predetermined subjects that require specialist knowledge acquired on the task and that benefit from centralisation of responses.
- Contribute to managing generic email accounts.
- Handle sensitive situations with tact and discretion, ensuring timely escalation when required.
- Support temporary staff and newcomers by explaining applicable cover, entitlements, and procedures.
- Contribute to the delivery of seamless benefits processing for all staff categories, ensuring quality and timeliness.
Administration of Medical & Social System Procedures
- Ensure accurate and timely management of certified sick leave, including auditing certificates, liaising with the socio-medical team, and supporting long‑term sick leave workflows.
- Coordinate work accident declarations and provide support in occupational illness procedures.
- Prepare documentation for medical and invalidity boards, consolidating inputs from different stakeholders.
- Support the implementation of administrative decisions related to sick leave, parental leave, disabled child benefits, or other entitlements in accordance with Staff Rules and the Pension Rules.
- Maintain or update intranet content related to medical and social protection when required.
- Create and maintain a repository of attestations and documentation related to benefits and career history. Issue attestations when required.
Operational Coordination & Knowledge Sharing
- Contribute to the onboarding and functional training of new team members.
- Initiate informal knowledge‑exchange moments within the team to help ensure consistent practices and interpretation of rules.
- Act as a coordination point for specific workflows or thematic areas (e.g., work accidents, long‑term sick leave, French social security benefits coordination), ensuring colleagues are aligned and that cases progress efficiently.
- Support the Head of unit and senior HR coordinator during their absence by ensuring continuity of operations, while escalating matters requiring authority.
Process Improvement, Reporting & Continuous Learning
- Identify and propose improvements to operational processes, based on case experience, data trends, and user feedback. Liaise with relevant HRM teams.
- Contribute to digitalisation and automation initiatives to improve efficiency.
- Prepare and draft clear statistics, dashboards, reports, and briefing notes for internal use or senior management.
- Help maintain databases related to medical protection systems in OECD Member Countries.
- Keep up to date with evolving Staff Rules, OMESYS procedures, and HRM systems.
- Contribute actively to cross‑HRM networks (e.g., the RMA community) to facilitate collaboration and coherence.
Qualifications
Ideal Candidate Profile
Academic Background
- A university degree in business, human resource management, public administration, or a closely related field.
Professional Background
- At least 5 years' experience in in administration of social protection, medical benefits, HR operations, or a related field.
- Strong understanding of OECD medical and social insurance systems, procedures and systems or similar international organisation frameworks.
- Experience analysing case files and providing client‑focused guidance in a regulatory environment.
- Experience contributing to process improvement, digitalisation, or workflow harmonisation initiatives.
- Good knowledge of the host country medical and social protection rules would be an advantage.
- Ability to handle sensitive situations with tact and discretion, escalating to management when necessary.
Tools
- Excellent knowledge and experience in the use of Microsoft Office Suite (Word, Excel, Outlook).
- Very good knowledge of human capital management (HCM) systems (e.g. SAP HCM) and/or the ability to learn new systems quickly.
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 1); Ethics and Integrity (Level 1); 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
- Working knowledge of both OECD official languages (English and French) is required.
Additional Information
Closing Date
- This vacancy will be filled as soon as possible, and applications should reach us no later than 23h59 04 March 2026 (Paris time).
Contract Duration
- Open-ended appointment with no foreseen end date.
Please note that our Rules and Regulations stipulate that the mandatory retirement age is 67.
- Monthly salary starts at 4 502.33 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, written tests/video-recorded interviews are foreseen mid-March 2026 and panel interviews are planned for mid-April 2026.
The OECD is an equal opportunity employer and welcomes the applications of all qualified candidates [who are nationals of 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.