Collaborate with stakeholders involved with developing the EDT, AI, data, and cyber literacy lines of effort, under different NATO policies and strategies, to provide digital competency inputs into the upcoming NATO-wide HR Strategy, which is due to be updated by end of 2023. Considerations for inputs could include: 1. Review and update the Peacetime Establishment numbers and NATO staff Job Descriptions, to ensure workforce capacity and competencies in digital and data skills as well as in supporting functions, such as HR, Procurement, Legal, etc., for implementing digital transformation and EDT agendas. 2. Develop appropriate training curricula and establish agreements with commercial training providers (online/ on-premises) to develop and upskill staff digital competences, as well as customised NATO training (e.g. in NCI Academy) to be pursued for bespoke training requirements. 3. Implement a professional digital competency development framework and incentivised capacity building programmes to generate both generic digital literacy and dedicated technical digital skills, based on priority areas, competencies and skills for different roles within the Organization. 4. Deliver fit-for-purpose talent acquisition and retention strategy for a digital-ready workforce, including considerations to recruit and retain personnel prepared to engage with DT efforts from a SME perspective, and deliver a digitally enabled recruiting process that leverages automation to expedite the process, optimize the time-to-recruit, and assesses the digital competencies of candidates