Workforce Planning & Organisational Effectiveness Expert

Function title: Workforce Planning & Organisational Effectiveness Expert

Reference: NOC-DP-2026-AD/1141

Location: Brussels

The selected candidate must reside either at this location or within a reasonable proximity that allows for the satisfactory execution of their duties.

Nature of competition: Internal and external competition

Applicable regulations: Staff regulations governing officials of the EUROCONTROL Agency

Type of post: Administrator

Job level: AD6-AD9 - Check salary simulations for the basic grade

Generic job title: Expert

Number of posts: 1

Duration of appointment: 5 Year(s) - renewal or conversion of the contract is possible under certain conditions see “Useful information” section

Security clearance: Security vetting may be required in accordance with the relevant EUROCONTROL security policies

Directorate/Service: DP/WTA - The Workforce Planning & Talent Acquisition Unit

Working arrangement: EUROCONTROL operates a hybrid working model that combines onsite presence with remote work opportunities. Remote working is subject to specific limits set out in internal rules and must align with business needs and managerial approval. Please note that full-time remote work is not permitted.

Competition publication date: 09/07/2026

Competition closing date: 20/08/2026 (23:59 Brussels time)

Reserve list: Applicable - See details in the "Useful information" section

Your team

Within the Directorate of People, the Workforce Planning & Talent Acquisition Unit is responsible for Strategic Workforce Planning, Job & Organisational Design and Talent Acquisition activities (except when relating to MUAC).

Your role

Your role will be to:

• Contribute to the design, implementation and continuous improvement of strategic workforce planning processes, including workforce forecasting, capacity planning and skills gap analysis and the development of workforce planning outputs to support business planning cycles and decision-making.
• Provide expertise and guidance to the assessment of organisational effectiveness, including providing advice on organisational design principles, development and review of organisational structure and operating models, analysing roles, responsibilities, structures and workflows to ensure alignment with business needs and efficiency objectives.
• Collaborate with business stakeholders to assess workforce and organisational requirements, challenge and clarify needs, and translate them into appropriate organisational and staffing solutions aligned with the Agency’s strategic objectives and operational priorities.
• Provide expertise and support in the development and application of job architecture and job evaluation frameworks, ensuring consistency, transparency and alignment with organisational and business needs.
• Contribute to the management and implementation of the Post Management System, including the review and assessment of requests to create, reclassify or suppress posts, and ensure that posts are correctly defined, classified and positioned within the organisational structure, as well as accurately maintained in the relevant HR systems.
• Analyse workforce and organisational data to identify trends, risks and gaps, and provide structured inputs to support planning and resource allocation decisions.
• Contribute to change management and stakeholder engagement, ensuring smooth implementation of organisational changes and workforce initiatives, including stakeholder engagement and communication activities.
• Collaborate with HR colleagues and business stakeholders, participating in events, studies, projects and continuous improvement initiatives to share expertise that enhances HR services and organisational performance.
• Stay updated on latest methods/best practices/trends and share them within the internal HR community to enhance organisational knowledge.
• Carry out any other task in line with the main purpose of the job.

Required qualifications, experience & competencies

• Candidates must fulfil one of the following educational and professional experience requirements:
• Completion of third level studies in a relevant domain (e.g. Organisational Design, HR, Business Administration, Organisational Psychology, etc) meeting European Qualifications Framework (EQF) level 7 followed by at least 5 years’ relevant professional experience to perform the advertised responsibilities OR

• • Completion of third level studies in a relevant domain (e.g. Organisational Design, HR, Business Administration, Organisational Psychology, etc) meeting European Qualifications Framework (EQF) level 6 followed by at least 6 years' relevant professional experience to perform the advertised responsibilities.
• Internal candidates can check on the intranet to see what level of in-house experience is considered equivalent to educational qualifications where appropriate.
• Certifications in workforce planning, organisational design, job evaluation, or HR analytics from a recognised professional body (such as SHRM, HRCI, CIPD) would be considered an asset.
• Experience in workforce planning or organisational design, including exposure to job evaluation, role classification, and the development and maintenance of job architecture frameworks.
• Knowledge of workforce planning principles (forecasting, gap analysis).
• Ability to analyse organisational data and translate into actionable insights.
• Experience in working with stakeholders to assess needs and provide structured advice or recommendations, ideally in an HR or organisational context.
• The following would be an advantage:
  • Knowledge or understanding of HR broader processes (talent acquisition, performance development).
  • Understanding of change management principles and methodologies.
• Customer focus: You adapt services to respond to customer needs.
• Communication: You are able to foster two-way communication.
• Influencing: You tailor your style and approach to influence others.
• Analytical thinking: You apply a methodical approach to complex information.
• Organisational awareness: You are aware of the instruments driving the Agency’s objectives.
• Ability to work in a multinational and multicultural environment.
• Professional conduct in line with the corporate behaviours of the Agency, i.e. result-driven, readiness to change, customer focus, integrity and team-player approach.
• The working languages of the Agency are French and English. For this particular job, candidates must be proficient users of English at level C1 (oral/written). The selected candidate will be required to become at least a basic user of Frech at level A1 by the end of the probation period. French language skills would be an asset.
  The levels relate to the European-framework-reference Common European Framework of References for languages (CEFR).

Useful information

• Applications will be accepted from nationals of EUROCONTROL Member States only.
• The selected candidate may be required to provide documentary evidence confirming they meet the minimum education requirements. They will be informed if and when specific evidence is needed. Please note that no offer (for external candidates) or appointment (for internal candidates) will be made until the necessary evidence, if required, is validated.
• The selected candidate will be appointed in accordance with the provisions of the Staff regulations governing officials of the EUROCONTROL Agency.
• Conditions depending on current type of engagement
  Internal staff appointed for a determined period
  • Retain their current type of appointment duration.
  • Continue under their existing appointment duration, as appointment durations are not cumulative.
  • The duration of their appointment will therefore not restart upon selection to the new post, i.e. the remaining duration of their current determined appointment continues to apply.
  • Renewal(s): This appointment may be renewed several times, but its total duration, including all renewal periods, may not exceed nine (9) years.
  • Conversion: Conversion to an undetermined duration appointment is possible where all of the following cumulative conditions are met: the post is confirmed as being of a lasting nature; the staff member has completed at least five years of service; the staff member’s performance has been satisfactory; and the conversion is in the interests of the service. Conversion is therefore not automatic.
  Internal staff appointed for an undetermined period
  • Retain their current type of appointment duration.
  At the end of the 5 Year period of the post for which they were selected:
  • If the assignment is extended, they will continue in the post in accordance with the applicable rules.
  • If the assignment is not extended and/or the duties are not confirmed as being of a lasting nature, they will be transferred to another post corresponding to their “previous” type of post, job level, and function group.
• The selected candidate must successfully complete a probationary period of nine (9) months before being established in the post.
• The selected candidate shall be appointed at the grade set out in this vacancy notice, or if a group of grades has been published for a job level, in principle at the basic grade of the published job level.
• Candidates declared suitable who are not selected for the post will be placed on a reserve list for similar roles. The reserve list will be valid for one year from the closing date of applications.
• Information on salary and benefits can be found on our Careers site
• EUROCONTROL is an equal opportunities employer. We are committed to equality and diversity. In the event of equal merit, preference may be given to the applicant from the under-represented diversity characteristics in order to complement diversity of teams and rebalance the workforce.
• Candidates should go to our Careers site and read the tips on how to apply.