Assistant Secretary General, Innovation, Hybrid and Cyber

1. SUMMARY

The Innovation, Hybrid & Cyber (IHC) Division provides a coordinated approach for NATO to the emerging security challenges of the 21st Century. It serves as NATO HQ’s focal point for policy development on issues linked to innovation and Emerging and Disruptive Technologies (EDTs), Data and Artificial Intelligence (AI) Policy, cyber, hybrid, energy security, security of critical undersea infrastructure, as well as the impact of climate change on security.

The Division also promotes security cooperation on these challenges through a variety of different programmes, with Allies and with Partner nations, as well as with industry, academia and with other International Organisations (IO).

The Assistant Secretary General for Innovation, Hybrid and Cyber Division (ASG/IHC) is responsible for the development and delivery of NATO’s policies in the aforementioned areas. In this capacity, s/he is the Secretary General’s primary advisor on maintaining NATO’s innovative edge, and on all issues relating to technological challenges, including policy development for cyber defence and hybrid challenges, and their far-reaching implications for Alliance security. S/he is also the Secretary General’s Liaison Officer for the Defence Innovation Accelerator for the North Atlantic (DIANA) and acts as NATO’s observer to the board of the NATO Innovation Fund (NIF).

Domains of responsibility include:

• Policy development in the area of cyber and hybrid challenges;
• Emerging and Disruptive Technologies (EDTs);
• Data and Artificial Intelligence (AI) Policy;
• Energy Security;
• Security of critical undersea infrastructure;
• The impact of Climate Change on Security;
• Innovation;
• Cooperation with partner nations and with other international organisations, in particular with the United Nations and the European Union, as appropriate, on all aspects of emerging security challenges;
• NATO’s Science for Peace and Security programme.

The ASG/IHC will manage the IHC Division, which is composed of approximately 54 International Staff members. The Assistant Secretary General is supported by one Deputy ASG.

There are 8 Assistant Secretaries General, all of whom report to the NATO Secretary General and are also accountable to the North Atlantic Council. As a member of the Secretary General’s senior management team, each Assistant Secretary General is also expected to contribute to overall policy development and delivery, including in areas beyond their direct set of responsibilities.

2.  QUALIFICATIONS AND EXPERIENCE

The candidate must:

• have a solid background in security policy matters developed through 15 years of experience at senior level;
• have a university degree (Master’s level preferred) or equivalent level of qualification, in a relevant field for this position;
• have experience working in a multilateral environment or an environment with a variety of stakeholders from diverse backgrounds including for example from the military, the industry and the science and technology communities;
• have a proven track record of experience in progressively senior posts, recent experience in senior-level leadership positions and significant people management experience with the capacity to lead, motivate and engage a diverse multidisciplinary teams;
• have experience facilitating high-level dialogue and consensus;
• have a proven track record of creating a high-level vision and directing organisations to develop and implement the necessary policies;
• be conversant with the Alliance’s political and military consultative processes;
• possess the following minimum levels of NATO’s official languages (English/French): VI (“Proficiency”) in one; I (“Beginner”) in the other.

3.  ACCOUNTABILITIES

The ASG/IHC will deal directly with NATO members and partners on issues relating to emerging security challenges, and will chair and co-chair high-level committees of Nations.

These committees include the Cyber Defence Committee, the Deputy Permanent Representatives Committee, the Operations Committee, the Resilience Committee, and other senior Committees, as appropriate.

The ASG/IHC will speak in public fora and to the Press on behalf of the Secretary General. There is a substantial representation function associated with this appointment.

In her/his role as manager of the Division, the incumbent will lead and oversee a team of international staff which are under the direct supervision of the Heads of Section.

In her/his role as manager of the Division, the incumbent leads and oversees a team of IS, including Voluntary National Contributions (VNCs). Towards that end, the ASG-IHC will aim to achieve the following objectives:

• Vision and Direction: Develop, communicate and implement a vision to face the future challenges of the Alliance. Support the team around common objectives, ensuring that vision guides its mid and long-term programme of work. Act as a role model of inclusive leadership and promote resilience, flexibility and innovation. Ensure the proper management and coherent tasking of human resources in the IHC Division.
• People Management: In her/his role as manager of the Division, the incumbent will lead and oversee a large team of international staff working under the direct supervision of the Heads of Section, promoting integrity, professionalism and accountability through a sound and inclusive leadership culture. Specifically, the ASG will aim to achieve the following objectives:
  • Talent Attraction: Ensure recruitment panels for posts in her/his Division are fair, objective and inclusive of candidates with diverse backgrounds, and that selection recommendations are in the best interests of the Organization;
  • Talent Development: Adhere to sound and inclusive management principles with staff, and provide in depth mentoring, coaching and training opportunities; be available for guidance at critical moments; ensure that all Divisional staff are clear on Organizational and Divisional objectives; provide regular and fair feedback on performance, informally as appropriate and via the performance management system;
  • Performance Management: Participate in a collegial review of performance at Divisional level to discuss possible development and mobility opportunities for individuals, identify high potentials and help ensure common standards are applied in the process across the Organization. Make contract renewal or conversion recommendations with the best interests of the Organization in mind;
• Continual improvement culture: Act as a member of the International Staff senior management, actively contribute to the improvement of the Organization; participate in the Senior Leader Orientation Programme, the Chairman Training Programme, and other programmes related to the successful execution of his/her duties.

4.  COMPETENCIES

Candidates must demonstrate the following competencies:

• Achievement: Demonstrates decisiveness based on solid considerations and trade-offs.
• Change Leadership: Champions change.
• Conceptual Thinking: Creates new concepts.
• Developing Others: Provides in-depth mentoring, coaching and training.
• Impact and Influence: Uses complex influence strategies.
• Initiative: Plans and acts for the long term.
• Leadership: Communicates a compelling vision.
• Organizational Awareness: Understands underlying issues.
• Self-Control: Stays composed and positive even under extreme pressure.

5. KEY CHALLENGES

Key challenges facing the successful candidate for ASG/IHC during the next 3 years will likely include:

1. Taking forward NATO’s Cyber Defence Policy to strengthen the cyber defences of both NATO and Allied Nations.
2. Foster the adoption of emerging and disruptive technologies and protect the Alliance from risks posed in this space.
3. Developing policy with regards to artificial intelligence and promote its responsible use, ensuring NATO’s energy transition, and addressing the security implications of climate change.
4. Further enhancing NATO’s contribution to countering hybrid threats including the protection of undersea critical infrastructure.

Candidates are asked, as part of this application, to attach one MS Word document, summarising their views on these key (and possible other) challenges and how they would address them if selected for the position. This essay, which should be no more than 2 A4 pages long, will be evaluated as part of the longlisting assessment.

6. CONTRACT

The successful applicant will be employed for an initial period of 3 years. Exceptionally, there may be possibility of a one-year extension thereafter.

For more information on how to apply, please click the 'Apply' button.

Closing date: 01 May 2024, 23h59 (CET Brussels time).