Performance Management Officer
il y a 2 semaines
The
EIB, the European Union's bank, is seeking to recruit for its Human Resources Directorate (HR), HR Policies Department (HRPLC), Organisation & People Development Division (O&PD) at its headquarters in Luxembourg, a
(Associate) Performance Management Officer.
This is a full-time position at grade 4/5 for which the EIB offers a permanent contract.
- _Internal benchmark:_ _Analyst/Officer Human Resources
_ Panel interviews are anticipated from April onwards. _
Purpose:
The (Associate) Performance Management (PM) Officer is responsible for the implementation of EIB's main performance management processes.
You will in addition initiate and project manage process improvements and contribute to design and implementation of the EIB Performance management policies.
As a member of the Organization and People Development Division, the PM Officer will be expected to contribute to other domains within the division to ensure integrated People Management policies and services.
You will make sure that the PM process and probation milestones are met and the processes are implemented consistently across the EIB.
To be successful in this role you need to be a pro-active and rigorous executioner, have a high attention to detail, at ease with numerical data and analysis, with a pragmatic and logical thought process.
Operating Network:
You will work closely with a Senior PM Officer and assistant, and report to the Head of Division, Organizational and People Development.
You will cooperate closely with other specialists in the division (Talent Management, DEIB and Learning and Development) and other HR professionals contributing to the Performance cycle e.g.
Compensation and Benefits, Budget, Organizational Design, HR Systems, Employee Relations and Internal Communication as well as be in contact with the managers of the Bank and external consultants working on process improvements projects.
You will also have contact with the EIF HR colleagues, aligning the implementation steps and system setup during the year-end finalization.
Accountabilities:
- Together with the (senior) performance officer, take endtoend responsibility for operating the annual performance cycle including, objective setting, Mid-Year Reviews, yearend performance evaluations, promotions, performance awards and salary adjustments decisions for all staff and particular populations (e.g. Local Agents)
- Ensure the smooth implementation of the probation processes and managerial practices, provide advice on probation policy implementation to the HR BPs and managers
- Document the performance processes, work flows and controls, monitor their proper execution, contribute to the Internal Control Frameworks and audits as required
- Propose and implement process, tools and system improvements supporting best practice
- Contribute to (re)designing performance and probationary policies and services by researching best practices, contributing to draft proposals, analyses and reports
- Update and disseminate performance knowledge and good practices through e.g. the annual management guidelines, performance document templates, information in MyPortal, courses on performance, communication to HR BPs and other relevant parties in and beyond HR
- Provide input to related processes and policies such as talent management, DEIB, learning, strategic workforce, skills modelling to ensure coherent HR policies
Qualifications:
- University degree, preferably in fields such as Human Resources, Social sciences, Organisational behaviour, Business administration and management, Law
- Minimum of 3 years of relevant experience in areas such as analytical / complex processing preferably in HR related field, gained in larger organisations
- Experience in operating processes including analytics, process improvement, process documentation, process execution and monitoring, preferably related to HR performance management processes
- Good understanding / interest of best practices and tools to manage performance
- Clear communicator, able to engage and influence various audiences and face resistance
- Good knowledge and understanding of the EIB mission, organisation and activities Thorough knowledge of advanced functions of Excel, handson knowledge of PeopleSoft, Success Factors or other HR cloud computing is an advantage
- Excellent knowledge of English and/or French (*), with a good command of the other. (Knowledge of other EU languages would be an advantage).
Competencies:
- Find out more about EIB core competencies _here
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