Head of Unit - Talent Acquisition

Company Description

THE OECD – Who we are, what we do

The Organisation for Economic Co-operation and Development (OECD) is an international organisation comprised of 38 member countries, that works to build better policies for better lives. Our mission is to promote policies that will improve the economic and social well-being of people around the world.  Together with governments, policy makers and citizens, we work on establishing evidence-based international standards, and finding solutions to a range of social, economic and environmental challenges. From improving economic performance and creating jobs to fostering strong education and fighting international tax evasion, we provide a unique forum and knowledge hub for data and analysis, exchange of experiences, best-practice sharing, and advice on public policies and international standard-setting.

THE EXECUTIVE DIRECTORATE (EXD)

The Executive Directorate (EXD) is the steward of OECD resources, on behalf of the Secretary-General. Our focus is on people and their wellbeing; the effective and efficient management of the budget; the safety and security of staff, Delegations, visitors, and of the OECD’s data; maintaining and sustaining physical and digital infrastructure; and enabling the convening power of the OECD through conferences, meetings and events, whether virtual, physical or hybrid. Ours is a fast-paced environment focused on delivering management excellence across all of our functions.

THE HUMAN RESOURCES MANAGEMENT SERVICE (EXD/HRM)

Within the OECD’s Executive Directorate, the Human Resources Management Service (EXD/HRM) is responsible for the policies and processes that support the Organisation’s evolving staffing needs to attract, engage, develop and retain the best talent for the OECD. Client Service Group (CSG) acts as the point of contact for all people management matters including recruitment, workforce and performance management, as well as being responsible for the deployment of HR policies and any related change management throughout the Organisation.

Overseeing three divisions (HR Operations, the Client Services Group and the Talent Management and Analytics Group), EXD/HRM’s Head Office provides strategic HR direction, leadership in corporate and legal matters and oversight and co-ordination for the Organisation at large.

As part of the recruitment reform, EXD/HRM is transitioning to a new Talent Acquisition (TA) delivery model that is more agile, accountable, and client-centric.  This model will be progressively implemented over the coming years.  To support this transformation, EXD/HRM is seeking an experienced and forward-thinking Talent Acquisition Head of Unit to lead the implementation and continuous improvement of end-to-end recruitment processes across the Organisation.

Reporting to the Head of the Client Service Group (CSG), the Talent Acquisition Head of Unit will oversee multidisciplinary TA teams comprised of recruiters, coordinators, and administrative support staff responsible for hiring across all job families, including Executive Leadership, Policy Analysts, Corporate Functions and General Administrative. The role will be key in embedding modern, data-informed approaches, ensuring consistent, timely and inclusive hiring practices that meet evolving organisational needs and in strengthening a high-performing, collaborative TA function aligned with OECD priorities.

Job Description

Main Responsibilities

Management and Team Oversight

• Lead and co-ordinate the Talent Acquisition function, ensuring alignment with HRM priorities, organisational needs, and the evolving recruitment reform agenda.
• Ensure effective workload management and team support, addressing resourcing needs proactively and nurturing a culture of well-being, inclusion, and high performance.
• Act as a key partner to the recruitment reform project team, supporting the delivery of day-to-day operations while helping shape and implement the transition to the target operating model.
• Guide and support a multi-disciplinary TA team through a period of significant change, fostering clarity, engagement, inclusion, psychological safety, and a shared commitment to recruitment excellence.
• Foster culture shift towards recruitment forecasting via engagement of the TA team with Directorates.
• Play a central role in ensuring the success of the recruitment reform pilot, working closely with pilot Directorates and internal partners to embed new ways of working, resolve issues, and gather feedback for continuous improvement.
• Should the pilot prove successful, this role may manage the broader transformation of the TA function across the Organisation, helping to shape how recruitment is understood, delivered, and experienced.
• Serve as the business process owner for end-to-end recruitment, ensuring compliance with policies, operational effectiveness, and integration with relevant systems and governance frameworks.
• Use performance data and KPIs to inform leadership decisions, demonstrate impact, and drive continuous improvement in delivery, quality, and candidate experience.
• Stay abreast of external trends in talent acquisition, including sourcing strategies, employer branding, recruitment technology, and candidate expectations - to inform and evolve the Organisation’s approach.

Operational Excellence and Change Delivery

• Support the development of a more targeted and data-informed employer branding strategy, elevating the OECD’s visibility in underrepresented talent markets.
• Collaborate closely with key stakeholders within and outside EXD/HRM to ensure seamless coordination throughout the recruitment lifecycle.
• Provide strategic direction and input in the development and deployment of recruitment tools, guidance, and resources to support operational consistency and enhance user experience for both hiring managers and candidates.
• Promote best practice use of recruitment technologies and dashboards (e.g. SmartRecruiters, Power BI, LinkedIn) and ensure data quality for effective reporting and analysis.
• Foster a culture of continuous learning and knowledge-sharing within the TA team and across EXD/HRM.

Stakeholder Engagement and Talent Strategy

• Act as a key advisor to hiring managers at all levels, providing strategic input on recruitment forecasting, talent acquisition planning, and complex hiring campaigns.
• Oversee the delivery of sourcing and pipelining strategies aimed at diversifying talent pools and enhancing the OECD’s presence in new and competitive markets.
• Represent the TA function in internal committees, working groups, and external forums to share insight, drive innovation, and build alignment.
• Support the Organisation’s diversity, equity and inclusion goals by embedding inclusive recruitment practices throughout the process and actively tracking progress.

Qualifications

Ideal Candidate Profile

Academic Background

• University degree in Human Resources, Business Administration, Public Administration, Psychology or a related field.
• An advanced university degree relevant to Human Resource Management, organisational behaviour, or industrial relations would be an advantage.

Professional Background

• At least eight years of progressively responsible experience in talent acquisition, including managing complex recruitment portfolios and delivering high-quality outcomes across diverse stakeholder groups.
• Experience in leading and developing high-performing teams, including guiding teams through periods of transition, organisational change, and evolving priorities.
• Experience leading team leads or senior professionals, with the ability to delegate effectively, build trust, and maintain a high-level view to empower others to lead with autonomy and accountability.
• Demonstrated HR strategic advisory experience in globally complex organisations.
• Experience implementing recruitment systems and modern sourcing approaches, including inclusive hiring and assessment frameworks.
• Ability to use relevant key HR data and metrics to influence and guide clients regarding their people and organisational agenda.
• Proven experience in drafting communication for senior management and governing boards.
• Familiarity with change management practices and their practical application in HR transformation is highly desirable.

Tools

• Proven ability to leverage recruitment technologies recruitment technologies and digital platforms, including applicant tracking systems (e.g SmartRecruiters), sourcing tools (e.g. LinkedIn Recruiter), and analytics platforms (e.g. Power BI, SAP BO) -to support continuous improvement across the TA function

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.

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 2); Enable People (Level 3); Ethics and Integrity (Level 3); Collaboration and Horizontality (Level 2); Achieve Results (Level 3); 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.

Additional Information

Closing Date

• This vacancy will be filled as soon as possible, and applications should reach us no later than 23h59 31 August 2025 (Paris time).

Contract Duration

• Two-year fixed term appointment, with the possibility of renewal.

What the OECD Offers

• Monthly base salary starting from 9.235,73 EUR (CF6/1), plus allowances based on eligibility, exempt of French income tax.
• 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.
• 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.