Human Resources Business Partner

The Council of Europe Development Bank (CEB) is a multilateral development bank with an exclusively social mandate from its 43 member countries. The CEB finances investment and provides technical assistance in social sectors such as education, health and affordable housing, while focusing on the needs of vulnerable people, as well as on the social dimensions of climate change and the environment.

The Corporate Services Directorate (CS) delivers client-oriented, integrated services to enable the CEB to deliver its mandate in a context of continuous development. The CS Directorate comprises of Human Resources Management (HR), Information Technology (IT), Corporate Responsibility & ESG Reporting (CRE), and Facility & Travel Management (FTM). These four areas play a pivotal role in ensuring the highest levels of professional practice and performance, and in driving agility and growth across the breadth of the organisation. 

We are looking for a skilled and dynamic Human Resources Business Partner to join our Talent Management team in the Human Resources Division, which is responsible for recruitment, performance management, learning and development, as well as diversity and inclusion. Under the general guidance of the Head of HR and reporting to the Head of Talent Management, the chosen candidate will be part of a team of Human Resources Business Partners, each with their own area of responsibility and focus, with the ability to back each other up in case of absences ou peaks of activity. The successful candidate will collaborate with the rest of the HR Division as well as with external service providers and colleagues across the Bank. 

KEY RESPONSIBILITIES

You will work as a Human Resources Business Partner within the Talent Management team, contributing to a defined range of HR activities across the employee lifecycle. The role combines operational delivery, HR systems oversight, and project participation, requiring strong client orientation, data discipline, and flexibility.

• Act as the first point of contact for employees and managers within the assigned HR population of employees/teams, and support them with HR-related queries, ensuring consistent service delivery
• Accompany the job changes of assigned population of employees throughout their employee lifecycle, by ensuring
  • operationally compliant and up to date HR data in the HRIS
  • contract administration (e.g. extensions, conversions)
  • fluid information and communication from HR to individuals and managers on HR policy and on specific topics related to job changes
• Coordinate recruitments from needs assessment to onboarding, including sourcing, conducting interviews, serving as secretary to selection panels, and reference checking.
• Ensure smooth onboarding for new joiners within the assigned population of employees/teams, in line with the approved recruitment plans.
• Support the performance management cycle by assisting teams and managers with performance management cycle, and work with other HR staff members to ensure full delivery of performance results, including rewards and follow ups of performance meetings.
• Contribute to the planning and coordination of training initiatives and workshops that align with organisational needs.
• Facilitate discussions between staff and managers on career progression and internal mobility opportunities.
• Serve as secretary of committees related to HR processes (e.g. contract review, performance management recruitment reviews,  ..etc).
• Monitor process consistency and high data quality in HR systems, and collect, process and present data for talent management reporting purposes.

Specialist Responsibilities 

• Act as HR administrator for talent management and learning systems, supporting system maintenance, upgrades, testing, and proposing improvements or add-ons.
• Lead small to medium HR-related projects with increased autonomy, and contribute significantly to large-scale or complex HR initiatives.
• Liaise with software editors and service providers to ensure tools are optimally aligned with HR processes and user needs.

PROFILE

Academic background:

• University degree in Human Resources, Social Sciences, Business Administration or Administrative/Employment Law is required.
• Certifications in HR business partnering or Masters in Human Resources is an asset.

 Professional background:

• At least two to four years’ experience in HR business partnering, ideally with a combination of talent acquisition and development (learning, performance management, etc). Experience from another International Organisation, in particular an International Financial Institution, would be an advantage.
• Strong planning and organisational skills, with the ability to handle multiple tasks at once, manage priorities, and deliver accurate work on time with minimal supervision. The role also calls for solid project coordination experience, including keeping track of tasks, following up with others, and finding practical solutions when challenges come up.
• Solid HR generalist knowledge, including understanding of employment lifecycle processes, performance management, and learning & development.
• Excellent command of HR digital tools such as HRIS, applicant tracking systems, LMS platforms, asynchronous interview tools, and online recruitment platforms. Familiarity with SAP-based HR systems is a strong asset.
• Strong data management and reporting skills, with a keen eye for process monitoring and quality control.

Language skills:

• Excellent command of one of the two official languages (English and French), both oral and written, and knowledge of the other, with a commitment to reach a good working level.

Core competencies:

• Adaptability
• Client Orientation
• Communication
• Innovation
• Result Orientation
• Team Work

Nationality:

• Citizen of one of the Bank’s Member States: Albania, Andorra, Belgium, Bosnia and Herzegovina, Bulgaria, Croatia, Cyprus, Czech Republic, Denmark, Estonia, Finland, France, Georgia, Germany, Greece, Hungary, Holy See, Iceland, Ireland, Italy, Kosovo, Latvia, Liechtenstein, Lithuania, Luxembourg, Malta, Republic of Moldova, Montenegro, Netherlands, North Macedonia, Norway, Poland, Portugal, Romania, San Marino, Serbia, Slovak Republic, Slovenia, Spain, Sweden, Switzerland, Türkiye, Ukraine.

EMPLOYMENT CONDITIONS

1) CEB offers an initial contract of 1 year with, under certain conditions, the possibility of a renewal up to a maximum of 24 months.

2) Grade and salary:

• B5
• Depending on level of experience, monthly salary range starts at € 5 786.79, plus allowances based on eligibility, exempt of French income tax.
• Appointment may be made at a lower grade, based on the qualifications and professional experience of the selected applicant.
• Grades are established without any discrimination (including gender discrimination)

For more information, please consult the CEB Basic Salary Scale in section 5. Benefits of the CEB website.

As an international organisation, CEB remuneration is exempt of income tax in France. In addition, our offer includes allowances* and medical and personal insurance.

RECRUITMENT CONDITIONS

The CEB welcomes the applications of all qualified candidates who are nationals of CEB Member States.

The CEB rigorously applies the principle of equal pay for equivalent work. We are committed to workplace gender equality and strive to ensure the recruitment of suitably qualified and experienced staff without regard to their gender, as well as their age, racial or ethnic origin, religion or beliefs, sexual orientation/identity, or disability. In line with peer international financial institutions, the CEB is EDGE certified (Move level), having demonstrated its commitment to diversity, equity, and inclusion and have been assessed against the highest global standards.

Applications (CV and cover letters) from CEB Member States candidates should be made in English or French using the Bank's online application system at CEB Careers before midnight Paris time on 07 September 2025.