As one of the premier development organizations, The World Bank has a critical role in assisting countries to reach their development goals. The Bank is operating in a rapidly changing global environment which brings a variety of challenges. In addition, several factors affect the institution’s operational model, including an increasing need for decentralization to ensure efficient and effective delivery of services, technological evolution, outsourcing and off shoring, and the dramatically changing demographics of the labor markets. Importantly, over the past few years, the Bank is seeking to attain productivity gains through internal budget allocation and a flat overall budget.
Delivery of top quality global knowledge and financial services to serve clients around the world requires a highly talented, adaptable, mobile and diverse workforce. HR reforms are underway and will continue through the next two to three years. Their focus will be on recruiting, developing and keeping the right talent, increasing flexibility and mobility, and enabling the implementation of other institutional reforms. At the same time, HR will continue to deliver the huge volume of day-to-day services while seeking to improve their efficiency and effectiveness.
The HR Vice Presidency has engaged a significant change management initiative and has profoundly reformed its structure and operating standards in order to allow the demand for services from our clients to drive how HR develops solutions and deploy resources. The need for change was mainly driven by pressures, both internally and externally, that demonstrated that the HR function needs to be agile and in a position to respond and adapt aggressively when required.
The new HR Vice Presidency Unit’ structure has three core roles designed to provide world class HR services to a globally dispersed and diverse workforce:
• Global Business Partners: lead the implementation of workforce strategies and plans within their partner VPUs. Will report directly to HR Vice President.
• Global Centers of Expertise: where expert teams design and deliver HR products and services for human capital and business outcomes. For example, a global center for recruitment where previously competing HR areas will now converge into one with greater ownership for this process. In all there will be six centers of expertise and all will report to HRVP.
• Global Shared Services: provide world class delivery of HR services to staff and drive automation and self-service to redirect HR resources to tasks that directly impact the ability of the Bank to capitalize on the talent of its people.
This structure will allow the HR function to be in a position to connect all talent management processes, mainstream diversity and inclusion, create the conditions to differentiate performance, and ensure our managers are held to account in their role as managers of people.
The first line HR partnership and services to managers and staff across the Bank are provided by the Global Business Partners teams. These teams offer customized and increasingly strategic HR support and solutions that help the Bank’s units to ensure the capacity to deliver products and services to the Bank’s partner countries.
HR work covers a wide range of issues from global HR strategies, policies and programs that support the business objectives at corporate level, to strategic staffing, decentralization, OD interventions, performance management, exit management and policy support at the unit level. HR Business Partners report to HR Managers, who have accountability for HR Partnership and Services for a business unit or units in the Bank.
We are actively seeking qualified candidates for one position in the HRSR1 team that serves the Africa region which is comprised of approximately 1800 staff members of whom around 60% are based in 38 field offices.
Duties and Accountabilities:
There are five areas of technical competence critical for success in this role. The Senior HR Business Partner should be recognized by clients and peers as an expert in human resources generally; have broad-based knowledge of and extensive experience in all major facets of HR management, current and emerging trends, and practices; and in-depth knowledge and experience in one or more functional areas of specialization:
• Strategic and thinking partners – Close partnership with clients in thinking strategically about business model while providing diverse scenarios to support the client business strategies and direction; in-depth discussion on available and needed talent to deliver on the business at hand; provide guidance on change process map and engagements; partner in the implementation phase; and provide advice on the necessary capacity building for staff affected by possible shifts.
• Fact-Based Planning and Work Force Management:
o Proactive use of HR analytics to effectively map out the staffing landscape and trends in the client area
o Partner with managers in developing their talent strategies and create effective and holistic framework, such as help create explicit line of sight, fact find and analyze talent landscape and hiring behaviors, advise on staff development and succession planning, help establish staffing levels, skills mix, and work force diversity and advances corporate goals, including support to job definition and selection of candidates, reassignment, mobility issues, and exit strategies and processes;
o In-depth understanding of the clients’ business and respective model, and sound identification of the emerging HR implication and decisions that affect people.
• Policy Advice:
o Advise staff and managers on HR policies and practices;
o Provide expert level strategic advice to develop innovative HR approaches and solutions to complex problems. Using sound judgment, consulting with others and leveraging HR resources as appropriate;
o Contribute to policy development by actively working with the Policy Unit on the need to adjust policy and by contributing to policy reviews.
• Management of Performance and Development:
o Support client managers and staff in proactive performance management throughout the year providing expert advice on motivating staff for optimal performance, on support to staff with performance deficiencies, on establishing clear performance expectations and continuous feedback and feedforward;
o Advise managers on developing high performance cultures;
o Advise client managers on talent identification and career development options;
o Provide expert level of support on managing complex cases (e.g. performance, health and exit)
o Assist in identification of learning and development needs, and as required, design and implementation of capacity building interventions, provide advice on professional development and career related issues;
o Mentors junior staff.
• Organizational Effectiveness/Business Consulting:
o Contribute to Corporate HR programs and deliverables;
o Advise and support managers in the design and implementation of organizational effectiveness interventions, facilitation and development of high performing teams;
o Lead teams and/or participate as a team member on HR projects, working groups, task forces, etc. in the client area and/or at corporate level;
o Leverage HR resources within the Bank as required to support effective HR management;
o Develop sound understanding of the Bank operational business to support the managers and staff in establishment, leadership, development and management of high performing units and teams;
o Support the effective functioning of the Bank’s matrix organization at all levels of the institution.
• Masters Degree in Human Resources Management, Organizational Development, Business Administration, Public Sector Management, or related disciplines; and eight or more years of relevant HR experience;
• HR Functional Excellence - Knowledgeable about HR best practices, demonstrates command of institutional HR policies, priorities and practices. Tailors HR advice based on client needs in support of business needs. Able to develop innovative HR solutions to complex problems;
• Business Acumen – In depth understanding and knowledge of the Bank’s business, the working of Matrix organization, line of sight between clients’ business strategy and direction and capacity to deliver on work programs
• HR Policy Acumen - Demonstrate command of institutional HR policies. Advises and provides integrated approaches to policy development initiatives. Resolves complex issues which lack precedent. Initiates policy discussion and policy revision initiatives;
• Staffing, Workforce Planning, and Analytics - Able to advise and assist client managers in moderately complex issues related to strategic staffing, such as: skills mix, staffing levels, recruitment, reassignments, exit strategies and processes;
• Development and Performance – Ability to roll out the annual Performance Management cycle. Undertakes skill / learning needs assessment and design, and implements customized capacity building engagements;
• Manage Organizational Change – Lead, contribute and project manage the implementation of clients’ organizational changes. Apply sound organization development skills such as design of OD interventions, facilitation of business sessions, team building, resolution of conflicts, and analyze learning needs of clients.
Additional desired competencies:
• Tasks and Workflow Management - Has excellent workflow and project management and task organization skills; able to take responsibility for all aspects of coordination of the workflow of assigned responsibilities as they relate to the implementation of complex, multi-functional projects in varied geographical and economic conditions;
• Business Judgment and Analytical Decision Making - Gathers inputs, assesses risk, develops scenarios, considers impact and articulates benefits of decisions for internal and external stakeholders over the long term. Demonstrated analytical skills and proficiency with analytical tools;
• Excellent communication skills, both written and verbal. Facilitate/lead discussions and ensures productive exchange of ideas;
• Client Orientation - Maintains client relationships in the face of conflicting demands or directions and provides evidence-based advice and solutions based on sound diagnosis and knowledge;
• Drive for Results - Identify the needed resources to accomplish results involving multiple stakeholders and finds solutions to obstacles affecting key deliverables;
• Teamwork (Collaboration) and Inclusion - Show leadership in ensuring the team stays organized and focused, and actively seek and consider diverse ideas and approaches;
• Knowledge, Learning and Communication - Lead in the sharing of best practice, trends, knowledge and lessons learned across units and with clients and partners, articulating ideas verbally and in writing in a clear and compelling way across audiences of varied levels.
The World Bank Group is committed to achieving diversity in terms of gender, nationality, culture and educational background. Individuals with disabilities are equally encouraged to apply. All applications will be treated in the strictest confidence.
The World Bank - 2 years ago
Collectively known as the World Bank, the International Bank for Reconstruction & Development (IBRD) and its sister organization the...