Human Resources Business Partner, Business Advisory Team
Main Responsibilities
Client Engagement
- Build and maintain trusted advisory relationships with Directorate leadership and Resource Management Units (RMUs), acting as the primary HR advisory partner, providing clear, consistent guidance on people policies, processes and frameworks, while supporting Directorate objectives and ensuring alignment with corporate frameworks.
- Act as a connector across HRM and relevant corporate functions, including Programme, Budget and Financial Management (PBF) and Resource Management Units (RMU), coordinating expertise as required to provide coherent, actionable and well-integrated people advice for Directorates.
- Leverage workforce data and analytics and available technology to inform decision-making, support strategic planning and provide targeted people insights through concise reporting and presentations.
- Support the development and delivery of Directorate-specific people and workforce plans aligned with the Programme of Work and Budget (PWB), incorporating strategic workforce planning (SWP) to address business priorities, risks and opportunities, including skills and capability requirements, capacity planning, workforce sustainability and mobility.
- Advise on organisational design and job architecture matters within Directorates, including role structuring, grading and classification, and support Directorate leadership in the development of reorganisation proposals, from the inception to the implementation, ensuring appropriate framing, documentation and presentation in line with governance requirements.
- Support Directorate leadership through core HR cycles, including performance management, promoting robust calibration, data-led assessment and consistent application.
- Provide leadership coaching in the form of practical, day-to-day guidance, alongside strategic people advice, to strengthen managerial effectiveness, leadership capability and team performance.
Employee Relations & Case Management
- Ensure effective management of employee relations cases including performance management, probationary and end of appointment scenarios, from identification to resolution, ensuring timely progression, consistent handling and appropriate documentation in line with applicable staff rules.
- Advise and support staff and managers on early-stage complaints, grievances and misconduct matters, supporting early resolution and assessing risks and options in line with staff rules.
- Maintain tracking of ongoing people situations and advice provided, supporting oversight, knowledge sharing, continuity across HR, and timely escalation where issues develop.
- Work in partnership with the HR Legal Unit on sensitive, complex or high-risk matters to understand legal, operational and reputational risks, and translate regulatory considerations into clear, actionable guidance.
HR Service Delivery
- Collaborate with HR product, policy and process owners to support the implementation and embedding of HR frameworks, tools and initiatives, driving consistent adoption across Directorates.
- Support the design and delivery of HR communications to improve awareness, understanding and engagement with HR priorities, cycles and milestones underpinning the HR Strategy.
- Contribute to improvements in HR operational effectiveness through standardisation, automation, and process improvements, including the development and application of SOPs, workflows and digital tools such as ServiceNow.
- Champion diversity, inclusion, and modern working practices.
- As required and agreed, act as a recognised subject matter expert in an HR domain, contributing expertise to corporate initiatives, policy development and capability-building, alongside Directorate portfolio responsibilities.
Qualifications
Ideal Candidate Profile
Academic Background
- An advanced university degree in Human Resources, Business Administration, Public Administration, Psychology or a related field.
Professional Background
- At least five years’ relevant experience in an HR business partnering or comparable people advisory role within a complex, multicultural organisation.
- Proven ability to deliver high-quality, client-focused HR advice, including effective engagement with senior and executive leadership.
- Strong expertise across core HR disciplines, including organisational design, strategic workforce planning, performance management, learning and development and employee relations.
- Demonstrated experience advising on complex employee relations matters, with sound judgement around risk management, fairness and regulatory compliance.
- Well-developed consultative and coaching capabilities, with experience strengthening leadership effectiveness and people management practices.
- Sound organisational and financial acumen, combined with an analytical, evidence-based approach and the ability to use data and insights to inform people decisions.
- Ability to operate effectively in complex and evolving environments, managing ambiguity, competing priorities and change across a portfolio of stakeholders.
- High level of professional maturity, judgement and emotional intelligence, with the presence and credibility to engage confidently with senior stakeholders and a collaborative, pragmatic approach to problem-solving.
Tools
- Working knowledge of HR Information Systems including SAP, ServiceNow and Cornerstone or similar.
- A good understanding of how to use current and emerging technology to increase the efficiency of HR management.
- Knowledge in the use of social media to leverage talent acquisition and development.
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.
- Knowledge of other languages would be an asset.
Additional Information
Closing Date
- This vacancy should be filled as soon as possible, and applications should reach us no later than 22/03/2026 23:59 (Paris time).
Contract Duration
- 24 month fixed-term appointment, with the possibility of renewal to a maximum of 36 months.
- Depending on level of experience, monthly salary starts at 7 782.39 EUR, plus allowances based on eligibility, exempt of French income tax.
- 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.
- 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.
Selection Process
For retained candidates, written tests/video-recorded interviews are foreseen in April 2026 and panel interviews are planned for May 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.