Head of the Talent Management and Culture Division

The European Space Agency (ESA) is recruiting a Head of its Talent Management and Culture Division to join a dynamic, international team in the Human Resources Department, comprising over 100 internal and external professionals delivering high-quality HR services to a workforce of more than 7,700 across the Agency.

The Division is composed of two sections: the Talent Development and Culture Section and the Talent Acquisition Section.

• The Talent Development and Culture Section is responsible for career and mobility frameworks, performance management, leadership development, onboarding and offboarding processes, employee engagement and culture, employee listening, organisational development, and change management.
• The Talent Acquisition Section oversees employer branding and outreach activities, sourcing strategies and campaigns, recruitment and selection processes, and employment offers.

In this role, you will play a key strategic role in shaping and fostering a skills-based talent strategy and a strong organisational culture, as well as in developing and governing talent management policies and solutions that directly support ESA's missions and ensure long-term workforce sustainability.

Description

Duties

Reporting to the Head of the Human Resources Department, your responsibilities will include:

• Supporting the implementation of the ESA People Strategy by translating its priorities into coherent talent management and organisational culture strategies, policies and frameworks.
• Providing overall leadership and coordination for Agency-wide talent development, organisational culture and talent acquisition activities across the two sections of the Division.
• Developing and maintaining talent management frameworks and solutions that support the development, mobility and retention of a future-ready workforce.
• Defining and steering Agency-wide talent acquisition and recruitment approaches, including employer branding, outreach, sourcing strategies, selection processes and hiring practices, aligned with current and future skills needs.
• Ensuring strategic oversight of workforce planning by identifying emerging capability requirements and aligning internal talent development initiatives with external recruitment and labour market realities.
• Leading and managing a diverse, multinational team of experts, specialists and administrators, fostering professional excellence, collaboration and engagement in a complex international environment.
• Acting as a senior advisor to management on talent, organisational culture and workforce evolution matters, contributing to informed decision-making and organisational change.
• Embedding data-driven, digital and inclusive practices across talent management and recruitment activities, including the use of people analytics.

Technical competencies

• Leading and managing talent management, organisational culture and HR policy frameworks in large, complex and multicultural organisations
• Leading, motivating and developing diverse, multidisciplinary and multinational teams, including setting clear objectives, managing performance, fostering engagement and accountability, and creating a high-performing working environment
• Driving organisational change and continuous improvement, including the effective use of people analytics and evidence-based decision-making
• Analysing and interpreting workforce and HR data, advising on its strategic implications and added value for different audiences
• In-depth knowledge of HR best practices and methodologies across talent management and recruitment, including awareness of current and emerging trends, tools and labour market developments
• Strong stakeholder management and collaboration skills, with a track record of working across organisational levels and serving as a trusted source of professional expertise
• Excellent drafting and communication skills in English, with the ability to synthesise complex information clearly and persuasively for diverse audiences, including senior management and Executive Board level forums

Behavioural competencies

• Result Orientation
• Operational Efficiency
• Fostering Cooperation
• Relationship Management
• Continuous Improvement
• Forward Thinking

Education and professional experience

A master's degree in a relevant discipline, such as human resources, business administration, engineering, law or psychology, is required for this post. Alternatively, candidates with a bachelor's degree, complemented by an additional four years of relevant professional experience in the above-mentioned domains, may be considered.

At least 15 years of professional experience is required in HR/talent management, including talent development and acquisition, strategy, policy, solution design and implementation.

Additional requirements

• Proven experience in carrying out qualitative studies, including surveys and focus groups, and reviewing literature
• Solid and senior-level experience in the following areas: sourcing strategies, selection processes and toolkits, mobility frameworks and employee listening initiatives, from design and communication to implementation and follow-up actions
• Strong digital and data savviness and experience
• Experience of latest methodologies, such as agile, design thinking and lean management
• Proven experience of leading, motivating and developing multinational teams
• The ability to provide clear strategic direction to individuals and teams within the Division, translating People Strategy priorities and organisational changes into aligned objectives and deliverables
• The ability to drive performance and foster cooperation within the Division and across HR teams
• Demonstrated excellent leadership, relationship management and communication skills, both oral and written
• A proven track record of representing the Agency's interests to external interfaces
• Excellent cognitive, analytical, delegation, planning and organisational skills
• The ability to anticipate problems, resolve complex issues and relate situations to their context
• The ability to make solution-oriented, pragmatic and timely decisions of a high standard and with integrity, as well as to support others, such as team members, upper management and other stakeholders, in this process

At least 10 years of leadership/management experience, including at least five years as a manager of managers or team leads, is required. International experience is an asset, including outside your home country, as well as experience in diverse functional areas relevant to ESA activities.

Mobility is inherent to management functions and this position may be subject to rotation.

Therefore, mobility opportunities may be offered to you as part of your career evolution at ESA, beginning after approximately five years in this role.

Nationality and Languages

Applications are only considered from nationals of the following States: Austria, Belgium, Czechia, Denmark, Estonia, Finland, France, Germany, Greece, Hungary, Ireland, Italy, Luxembourg, the Netherlands, Norway, Poland, Portugal, Romania, Slovenia, Spain, Sweden, Switzerland, the United Kingdom, Canada, Cyprus, Latvia, Lithuania and Slovakia.

According to the ESA Convention, staff shall be recruited on the basis of their qualifications, taking into account an adequate distribution of posts among nationals of the Member States.

The working languages of the Agency are English and French. A good knowledge of one of these is required. Knowledge of another Member State language would be an asset.