Division: Office of the Executive Secretary
Section:
Human Resources Services
Unit: Type of Appointment: Fixed Term Appointment
Date of Issuance: 23 February 2026 (re-advertised)
Deadline for Applications: 16 March 2026
Vacancy Reference: VA158-2362-2025
Reporting Date: As soon as possible
This vacancy announcement is being re-advertised. Candidates who have already applied are not required to submit a new application. Please note that all candidates should adhere to CTBTO Values of Integrity, Professionalism and Respect for Diversity.
Qualified female applicants and persons with disabilities are encouraged to apply.
A roster of suitable candidates may be established for similar positions at the same level as a result of this selection process for a period of two (2) years.
Organizational Background
The Preparatory Commission for the Comprehensive Nuclear-Test-Ban Treaty Organization with its headquarters in Vienna, Austria is the international organization setting up the global verification system foreseen under the Comprehensive Nuclear-Test-Ban Treaty (CTBT), which is the treaty banning any nuclear-weapon-test explosion or any other nuclear explosion. The Treaty provides for a global verification regime, including a network of 337 stations worldwide, a communications system, an international data centre and on-site inspections to monitor compliance.
Organizational Setting
This position is located in the
Human Resources Services, Office of the Executive Secretary, OES/HRS.
Organizational Context
The Preparatory Commission for the Comprehensive Nuclear-Test-Ban Treaty Organization maintains a policy of fixed-term appointments with a maximum tenure of seven (7) years. This framework supports the Organization's principles of staff rotation and knowledge transfer and places particular emphasis on effective succession planning to maintain continuity in operations and institutional expertise.
Reporting Lines
Under the supervision of the Executive Secretary.
Duties and Responsibilities
Act as a trusted strategic partner, providing expert counsel to the Executive Secretary and Secretariat Divisions on all areas of
human resources that shape organizational culture and performance, including workforce planning, talent acquisition, staff development, performance management, staff administration, staff well‑being, and institutional modernization.
Provide strategic leadership and direction in implementing the
Human Resources Services (HRS) mandate, including HR process transformation, modernization of ERP systems and tools, and the formulation, interpretation, and consistent application of progressive HR policies that ensure transparency, fairness, and accountability while enabling a high‑performing and inclusive workforce.
Oversee the overall management and strategic vision of HRS, ensuring effective resource allocation, including budget management, and work planning, performance monitoring, and timely delivery of results aligned with CTBTO's strategic objectives.
Lead and oversee the design and implementation of change management initiatives that strengthen organizational capability, promote engagement, and enhance efficiency across HR processes and systems.
Lead, empower, develop, and coach staff in HRS, promoting collaboration, continuous learning, accountability, and open communication within HRS and across the Organization.
Lead the preparation of documentation, working papers, and reports to intergovernmental and oversight bodies on HR‑related programmatic and substantive matters; ensure the implementation of related decisions and recommendations.
Provide strategic leadership and direction for the Organization's talent acquisition policies, ensuring recruitment processes align with Organizational objectives and uphold core values of transparency, diversity, and balanced geographical and gender representation.
Promote effective staff‑management relations, fostering open communication, consultation, and trust through collaboration with staff representatives, advisory bodies, and other internal mechanisms.
Chair meetings, seminars, and other forums on HR or organizational issues to promote dialogue and knowledge sharing across the Organization.
Represent the Organization at inter‑agency meetings, governance mechanisms, conferences, and high‑level discussions with Permanent Representatives and visiting senior officials, promoting cooperation, exchange of best practices, alignment with international standards, and securing States Signatories' support for recruitment priorities.
Perform other duties as assigned.
Education
Advanced university degree in
Human Resources Management, Business or Public Administration, Law, Social Sciences, or a related field.
Work Experience and Qualifications
At least fifteen (15) years of progressively responsible experience in
human resources management, organizational reform, and change management is required.
A minimum of five (5) years of senior managerial experience leading and managing diverse teams in an international organization, or similar setting, is required.
Proven leadership and policy expertise in developing and applying staff regulations and rules, HR policies, and organizational change strategies in an international environment.
A track record of successfully introducing innovative HR systems and reforms, managing organizational change, and resolving complex and sensitive staff matters in private and/or public sectors.
Experience in workforce planning using data‑driven approaches and implementing Enterprise Resource Planning (ERP) systems (e.g. SAP) relevant to HR management.
Experience in strategic planning, budgeting, and audit processes, and in building cohesive, high‑performing teams to achieve organizational goals within approved resources.
Experience in negotiation, advocacy, and employee dispute resolution, including internal appeals.
Experience with compensation management, job classification, and salary surveys would be an asset.
Experience with the United Nations Common System or other international organizations would be an asset.
Languages
Excellent written and oral communication skills in English are essential.
Knowledge of other official CTBTO languages (Arabic, Chinese, French, Russian and Spanish) is desirable.
Professionalism – Shows pride in work and in achievements; demonstrates professional competence and mastery of subject matter; is conscientious and efficient in meeting commitments, observing deadlines and achieving results; is motivated by professional rather than personal concerns; shows persistence when faced with difficult problems or challenges; remains calm in stressful situations.
Communication – Speaks and writes clearly and effectively; listens to others, correctly interprets messages from others and responds appropriately; asks questions to clarify, and exhibits interest in having two‑way communication; tailors language, tone, style and format to match the audience; demonstrates openness in sharing information and keeping people informed.
Planning and organizing – Develops clear goals that are consistent with agreed strategies; identifies priority activities and assignments; allocates appropriate amount of time and resources for completing work; foresees risks and allows for contingencies when planning; monitors and adjusts plans and actions as necessary.
Team work – Works collaboratively with colleagues to achieve organisational goals; solicits input by genuinely valuing others' ideas and expertise; is willing to learn from others; places team agenda before personal agenda; builds consensus for task purpose and direction with team members; supports and acts in accordance with final group decisions, even when such decisions may not entirely reflect own position; shares credit for team accomplishments and accepts joint responsibility for team shortcomings.
Accountability – Takes ownership of all responsibilities and honors commitments; delivers outputs for which one has responsibility within prescribed time, cost and quality standards; operates in compliance with organisational regulations and rules; supports subordinates, provides oversight and takes responsibility for delegated assignments; takes personal responsibility for his/her own shortcomings and those of the work unit, where applicable.
Creativity – Actively seeks to improve programmes or services; offers new and different options to solve problems or meet client needs; promotes and persuades others to consider new ideas; takes calculated risks on new and unusual ideas; thinks “outside the box”; takes an interest in new ideas and new ways of doing things; is not bound by current thinking or traditional approaches.
Client orientation – Considers all those to whom services are provided to be “clients” and seeks to see things from clients' point of view; establishes and maintains productive relationships with clients by gaining their trust and respect; identifies clients' needs and matches them to appropriate solutions; monitors ongoing developments inside and outside the clients' environment to keep informed and anticipate problems; keeps clients informed of progress and setbacks in projects; meets timeline for delivery of products or services to clients.
Commitment to continuous learning – Keeps abreast of new developments in own occupation/profession; actively seeks to develop oneself professionally and personally; contributes to the learning of colleagues and subordinates; shows willingness to learn from others; seeks feedback to learn and improve.
Technological Awareness – Keeps abreast of available technology; understands applicability and limitations of technology to the work of the office; actively seeks to apply technology to appropriate tasks, shows willingness to learn new technology.
Leadership – Serves as a role model that other people want to follow; empowers others to translate vision into results; is proactive in developing strategies to accomplish objectives; establishes and maintains relationships with a broad range of people to understand needs and gain support; anticipates and resolves conflicts by pursuing mutually agreeable solutions; drives for change and improvement; does not accept the status quo; shows the courage to take unpopular stands.
Vision – Identifies strategic issues, opportunities and risks; clearly communicates links between the Organization's strategy and the work unit's goals; generates and communicates broad and compelling organizational direction, inspiring others to pursue that same direction; conveys enthusiasm about future possibilities.
Empowering Others – Delegates responsibility, clarifies expectations, and gives staff autonomy in important areas of their work; encourages others to set challenging goals; holds others accountable for achieving results related to their area of responsibility; genuinely values all staff members' input and expertise; shows appreciation and rewards achievement and effort; involves others when making decisions that affect them.
Building Trust – Provides an environment in which others can talk and act without fear of repercussion; manages in a deliberate and predictable way; operates with transparency; has no hidden agenda; places confidence in colleagues, staff members and clients; gives proper credit to others; follows through on agreed upon actions; treats sensitive and confidential information appropriately.
Managing Performance – Delegates appropriate responsibility, accountability and decision‑making authority; makes sure that roles, responsibilities and reporting lines are clear to each staff member; accurately judges the amount of time and resources needed to accomplish a task and matches task to skills; monitors progress against milestones and deadlines; regularly discusses performance and provides feedback and coaching to staff; encourages risk taking and supports creativity and initiative; actively supports the development and career aspirations of staff; appraises performance fairly.
Judgment/Decision Making – Identifies the key issues in a complex situation, and comes to the heart of the problem quickly; gathers relevant information before making a decision; considers positive and negative impact on others and on the Organization; proposes a course of action or makes a recommendation based on all available information; checks assumptions against facts; determines that the actions proposed will satisfy the expressed and underlying needs for the decision; makes tough decisions when necessary.
Remuneration
CTBTO offers an attractive compensation and benefits package in accordance with the policies of the International Civil Service Commission. For more information on UN salaries, allowances and benefits, see link: Salary Scales. The salary offered may be subject to deductions to the United Nations Joint Staff Pension Fund and/or Health Insurance Scheme.
Additional Information
All applications must be submitted through the CTBTO e-Recruitment system before the deadline stated in the vacancy announcement.
Incomplete applications and submission of employment history in formats other than the CTBTO Employment Information Form will not be considered.
The CTBTO Preparatory Commission retains the discretion not to make any appointment to this vacancy; to make an appointment at a lower grade in particular if the candidate has less than the qualifications required; to make an appointment with a modified job description, or to offer a contract term for a shorter duration than indicated in the vacancy announcement.
Please note that the CTBTO will only consider academic credentials or degrees obtained from an educational institution recognized in the IAU/UNESCO list.
The CTBTO reserves the right to undertake correspondence only with shortlisted candidates.
Candidates under serious consideration for selection will be subject to a reference-checking process.
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