Typically as an ER Generalist:
• Business Agenda and /or external environment in which the business / market sits presents complexity of stakeholder landscape (i.e. political, NGO, external environment, perception of industry, business growth / divestment agenda, etc.) to translate business strategy to Reputation Strategy for enabling value delivery to business / market. COMPLEXITY OF PORTFOLIO TO BE COMPLETED FOR EACH JOB DESCRIPTION, AS REQUIRED.
• Analysis and advice requested by business concentrates on standard topics (guided by many precedents).
• Manages the relation with one or more (groups of) external and internal stakeholders on operational/tactical level.
• Work activities have a limited impact on assigned business area.
• Identifies areas of improvement when applying the existing methodology and suggests changes.
• May be a leader of indirect teams.

This job profile contains generic information and does not describe individual positions or required job competencies. Grading decisions will also depend on other factors.

Typically as an ER Specialist:
• Provides basic level of input concerning own area of expertise.
• Business Agenda and / or external environment in which the business / market sits presents complexity to translate business strategy to Reputation Strategy for enabling value delivery to business / market. COMPLEXITY OF PORTFOLIO TO BE COMPLETED FOR EACH JOB DESCRIPTION, AS REQUIRED.
• Supports a particular business, functional area, or expertise area by providing analysis to support more complex projects.
• Analysis and advice requested by business concentrates on standard topics (guided by many precedents).
• Manages the relation with one or more (groups of) external and internal stakeholders on operational/tactical level.
• Work activities have a limited impact on assigned business area.
• Works within boundaries of CoE External Relations policies, procedures and specific objectives and agreements and has some autonomy in adjusting policies and plans independently.
• Identifies areas of improvement when applying the existing methodology and suggests changes.

This job profile contains generic information and does not describe individual positions or required job competencies. Grading decisions will also depend on other factors.