SNE/HR Specialist (Talent Development)
Type of position: Seconded National Expert Job Type: 31 October 2025 23:59 CET Type of position: Seconded National Expert
Job title: SNE/HR Specialist (Talent Development)
Deadline for applications: 31 October 2025 23:59 CET
The European Medicines Agency is a decentralized body of the European Union with all its offices and Headquarters based in Amsterdam, the Netherlands. Its core responsibility is the protection and promotion of public health through the evaluation and supervision of medicines.
We are looking for National experts on secondment. This means staff from other European public-sector bodies can work at the European Medicines Agency (EMA) for short periods of time through the national expert on secondment (SNE) programme. The aim of this programme is to enhance and develop the relationship between European public administrations.
SNEs serve a dual role: they bring their expertise to EMA and take back to their home administration the knowledge acquired during their period of secondment. SNEs remain in the service of their employer. Secondment is not equivalent to employment, nor does it lead to employment by EMA. Periods of secondment may last between six months and two years. This is renewable once or more, up to a total of four years.
About this position:
European Medicines Agency is seeking an HR Specialist focused on Talent Development to lead strategic learning initiatives, enhance development frameworks, and drive impactful career growth programs.
In this job you will be:
Contributing to the development and implementation of talent development initiatives and strategic programmes, including the design and rollout of succession planning mechanisms and career pathing frameworks. This involves identifying critical roles within the Agency, mapping key competencies, and facilitating pathways for employees to grow into future leadership or specialist positions, thereby strengthening organisational continuity and workforce agility; Assessing the effectiveness and impact of learning and development interventions through comprehensive evaluation mechanisms. This includes the application of feedback tools such as post-training surveys and learner engagement metrics, the use of key performance indicators (KPIs) to track alignment with organisational goals, and conducting in-depth impact assessments to determine behavioural change, knowledge retention, and practical application in the workplace; Fostering a culture of knowledge-sharing and continuous improvement by encouraging participation in communities of practice, internal networks, and peer-to-peer learning platforms. These initiatives support cross-functional collaboration, surface tacit knowledge, and facilitate the dissemination of innovative practices and lessons learned across the Agency; Playing a key role in the co-creation and refinement of a comprehensive, agency-wide learning strategy, which articulates a coherent vision for workforce development. This includes developing structured learning pathways tailored to specific roles, functions, or grades, and designing modular learning plans that integrate formal training, experiential learning, and developmental assignments to meet both immediate capability needs and long-term strategic goals; Championing inclusive and accessible approaches to learning and talent development by advocating for equitable access to opportunities for all staff. This includes proactively identifying and mitigating barriers experienced by individuals with disabilities or those with specific learning or physical needs, and embedding inclusive design principles into learning environments, content, and delivery formats to foster a truly supportive and empowering learning culture; Driving innovation in learning by exploring, piloting, and integrating cutting-edge formats and methodologies, such as microlearning modules for just-in-time learning, artificial intelligence-enhanced content personalisation, immersive learning technologies (e.g., AR/VR), and blended learning approaches that combine in-person sessions with digital resources. These innovations aim to enhance learner engagement, knowledge retention, and flexibility in access. Apply if you meet these eligibility criteria:
Enjoy full rights as a citizen of an EU Member State, Iceland, Lichtenstein, Norway, Republic of Moldova or Ukraine;
Have a thorough knowledge of English (at least level C1) and a satisfactory knowledge of another official language of the European Union;
Currently employed in the public sector (such as a university, research institute, public hospital or regulatory body) in a European Union (EU) Member State, the European Free Trade Area (EFTA), candidate countries and public intergovernmental organisations (IGOs). You will also Need to Have:
Education:
A level of education which corresponds to completed university studies of at least three years attested by a diploma. Experience:
3 years professional experience from the time when a university degree was awarded on completion of a minimum of three years of study;
Proven professional experience in HR, learning and development, talent development, career management;
Prior work with EU institutions, UN agencies, NGOs, or government bodies;
Good understanding of public administration, policy frameworks, or civil service training. Skills and Knowledge:
Knowledge of the EU legal framework. These are Nice to Have:
Experience:
In developing HR concepts, programmes, practices;
In using and implementing modern tools;
In data analytics;
In working within an EU or national regulatory body;
In public administration or HR department.
Certificates
CIPD or similar HR certificate and/or related field of study (Sociology, HR, Social science, Law, Administration, Psychology).
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