We advance future-ready public administrations by strengthening modern human resource management systems grounded in professionalism, integrity, and political neutrality. Our work promotes competency-based recruitment, merit-based career progression, and equal opportunities, while fostering continuous learning to address emerging challenges such as demographic change, digital transformation, artificial intelligence, and the greening of public administration.

We empower civil servants with the knowledge, tools, and strategic insight needed to strengthen organisational culture and position HR units as drivers of change. Our support focuses on building trusted, merit-based systems that attract talent, support long-term career development, and enhance institutional legitimacy.

Key areas of engagement include talent attraction and retention, employee engagement, agile leadership development, knowledge management, innovation, inclusion and diversity, integrity frameworks, and the advancement of digital skills, laying the foundation for resilient, high-performing public administrations across the region.

Our activities concentrate on four priority areas shaping the future of public service:

• Leadership development - We nurture a new generation of effective and ethical public sector leaders, placing integrity, accountability, and ethical behaviour at the core of leadership. Our approach strengthens strategic vision and people management skills, promotes inclusion and diversity, and reinforces public trust in public institutions.
• Transforming HR departments - We support the professional development of HR units to act proactively as strategic partners in evidence-informed decision-making. HR departments are equipped to address the evolving needs of a diverse workforce in an increasingly digital and globalised environment, including teleworking arrangements, and the ethical use of artificial intelligence in HR management.
• Attractiveness of the public service - We enhance the appeal of the public sector for young and highly skilled professionals by improving employer branding, promoting inclusion and diversity, and leveraging digital transformation. This includes using data analytics to streamline recruitment and onboarding, strengthen talent management, improve employee engagement, and support strategic workforce planning.
• Performance management and well-being - We expand performance evaluation beyond compliance, using it as a tool for skills development and value creation. This includes individual development plans, career pathways, mobility schemes, and a stronger focus on employee well-being, ethical standards, and inclusive work environments that support both personal and professional growth.

We continue to invest in civil servants’ development by actively listening to their needs and connecting them with the latest HR trends and career development practices. In doing so, we enable public administrations to thrive amid rapid change and respond effectively to the challenges posed by demographic shifts, digitalisation, artificial intelligence, and the green transition.