This call is advertised as a short-term opportunity with a duration of 6-11 months and expected to start shortly after selection.
The International Fund for Agricultural Development (IFAD) is an international financial institution and a specialized United Nations agency dedicated to eradicating rural poverty and hunger.
It does so by investing in rural people.
IFAD finances programmes and projects that increase agricultural productivity and raise rural incomes, and advocates at the local, national and international level for policies that contribute to rural transformation.
The Corporate Services Department (CSD) provides
IFAD with the human resources, administrative services, safety and security, information technology resources, and medical support services required to allow
IFAD to meet its objectives of enabling rural people overcome poverty.
CSD is led by an Associate Vice-President, CSD, is comprised of three (3) divisions: People and Culture Division (PCD), Information and Communications Technology Division (ICT), Management Services Division (MSD) and one unit: the Health & Wellness Unit (HWU).
The People and Culture Division (PCD) provides high quality HR expertise, nurturing a culture of excellence and contributing towards an inclusive and diverse workplace where People come first.
It is a strategic, business-oriented and trusted partner for
IFAD managers and staff across the globe.
It supports corporate initiatives aimed at implementing key HR processes at the organizational level and developing a shared Workplace Culture based on IFAD's core values.
PCD is led by a Divisional Director, and is comprised of three (3) units: the Strategic Partnering and Talent Acquisition Unit (SPTA), the Talent Management Unit (TMU), and the People Operations and Policy (POP) unit.
The POP unit designs and develops HR Policy architecture, regulations and best practices and is responsible for overall management of people operations - including HR services, benefits and entitlements and social security - overseeing pension and insurance administration.
Additionally, the Unit is also responsible for the development of PCD's Technology architecture and roadmap to support integrated HR and talent management processes.
The Unit manages and oversees the monthly HR payroll, ensuring the accuracy, maintenance, and integrity of HR systems and staffing data.
Furthermore, it plays a key role in designing, developing, and publishing reliable corporate staffing and workforce data and analytics to support the organization's corporate strategy and decision-making.
The HR Manager whose level of seniority and professionalism allows the incumbent to provide technical leadership in one or more of the HR specialties and commensurate expert advisory services on policy development, implementation and administration.
Within the areas of responsibility, the HR Manager exercise a high degree of independence in providing reliable HR programme delivery.
HR managers perform the full complexity range of HR work independently, including the analysis and approval of complex and/or precedent setting cases with the aim to ensure consistency in the interpretation and application of regulations and rules.
Position Specifics:
The POP Unit provides overall expert advice and guidance to the organization and the staff on HR Policy architecture and HR regulations and practices.
It also leads the social security function, managing and administering the pension and insurance functions.
POP is also responsible for the development of the HR Division Technology architecture and roadmap that will support integrated HR and talent management processes.
In addition, the Unit is responsible for the management and oversight of the monthly HR payroll and for the update, maintenance and integrity of HR systems and staffing data.
POP is also responsible for the design, development and publication of reliable and consistent corporate staffing and workforce data and analytics in support of the organization corporate strategy and decision-making.
The Chief, POP leads corporate initiatives and technology innovations related to HR management, HR Policy design,
HR/IT architecture and overarching best-practice reforms.
The incumbent constantly works to
• Align PCD`s operations and structure to the changing institutional vision, designing the roadmap of the HR function and the divisional strategic priorities as agreed with
IFAD Senior Management, designing divisional strategic objectives and monitoring compliance;
• Leads the HR corporate reporting function, contributing to
IFAD planning, replenishment and risk management efforts;
• Delivers full range of HR services for all the above integrated HR operations.
The Chief also serves as Secretary to
IFAD Staff PensionCommittee.
1.
HUMAN RESOURCES ADVOCATE:HR Managers ensure PCD's reputation as a value-added, technically competent, and reliable service provider as part of the Division`s strategy.
Based on expert knowledge of the Fund's governing structure, mandate, long-term business strategy, organizational dynamics and culture, HR Managers advocate and implement new or revised HR policies, procedures and initiatives.
They proactively advocate to managers, supervisors and staff, listening and responding effectively and efficiently to policy and other HR-related issues, and build relationships based on respect and trust.
They develop, advise and implement decisions in their HR management domain.
From the perspective of a value for diversity and respect for a multi-cultural client base, HR Managers demonstrate communication skills that serve to promote the Division's strategy and the equitable management of
IFAD staff.
They establish and maintain open communications with counterparts in other UN and International Financial Institutions (IFI) organizations to promote discussions on common policy issues.
2.
AGENT OF CHANGE:HR Manager's understand and apply the principles of change management and proactively serve as a role model for transformation and capacity for acceptance of change.
They use a solid knowledge of information technology to analyse and promote acceptance of new methods of work and effective communication skills to persuade and influence managers, supervisors and staff to adopt change.
Going beyond acceptance to change in methods and technology tools the incumbents manage change through consultations with
IFAD senior management, HR management and colleagues and outreach to client management, supervisors and staff to establish and maintain collaborative, open and regular communications pertaining to current and planned changes in HR strategy, policies, regulations and rules.
They explain the scope and ramifications of proposed HR initiatives, promoting understanding of their purpose and functional advantages.
3. MANAGERIAL FUNCTIONS: HR Managers are accountable for integrity, transparency, and equity in the management of IFAD resources.
This includes:
• Resource Management by providing strategic and data inputs into the divisional budget preparation exercises and execution, development of long-term and annual work plans, and overseeing accountability of material resources assigned to the Division.
• Knowledge and Content Management by ensuring (1) HR knowledge content is continuously updated and available, (2) best practices are continuously identified, documented and distributed and (3) appropriate and up-to-date information and learning tools are available to the Fund's managers, supervisors and staff.
• Information Technology Management through leveraging ERP functionality and providing strategic inputs to innovative IT systems for improved HR business results, simplification of transactions and reporting processes and improved client services.
Position Specifics:
4. HR STRATEGIC PLANNING AND DESIGN OF CORPORATE INITIATIVES: The Chief, POP: (a) focuses on strategic planning and high-level outreach on IFAD's approach and policies for human resource management.
(b) leads corporate initiatives and technology innovations related to
IFAD HR management, HR Policy design,
HR/IT architecture and overarching best-practice reforms.
(c) designs the HR strategic objectives in line with
IFAD HR corporate and workforce priorities according to corporate organizational objectives.
(d) leads and is accountable for the management of the divisional corporate reporting function, working with senior leaders and substantially contributing to
IFAD short, medium and long term planning, replenishment efforts and reporting, as well as corporate risk management exercises.
The incumbent provides strategic and data inputs into the divisional budget preparation exercises and resource planning, and reports to the Director on the efficient use of divisional and corporate financial resources.
5. HR POLICY DESIGN AND KNOWLEDGE SHARING: The Chief, POP is responsible for the analysis and definition of new and existing policy and procedure in line with the global HR policy architecture of the UN Common System and IFI and leads the modernization of HR policies, practices and procedures and the systemic sharing of HR knowledge.
The incumbent is responsible for the design and the provision of senior management advice and guidance, as well as technical leadership on overarching HR policies, regulations and rules.
The Chief supports HR best practices by representing the Fund in inter-agency and international for a, seminars and workshops and sharing innovative solutions to common HR policy issues and concerns, ensuring IFAD's perspective and client needs are included in evolving policies.
6. HR PROJECT MANAGEMENT: The Chief POP leads the development of the HR Division Technology strategy and roadmap to support integrated HR and innovative talent management processes, deploying a technology solution that integrates people, processes, data and intelligence from corporate and satellite systems and databases, and provides workforce analytics and tools.
The incumbent is responsible for the identification and leadership of new HR projects contributing to process streamlining, cost efficiency and effective decentralization.
The Chief POP:
• Undertakes a stocktaking exercise of the existing IT environment and conceptualizes the global HR architecture in terms of IT, in liaison with the ICT Division;
• Analyses and defines the systemic impact of any new system within the
IFAD IT strategy;
• Manages and oversees the integrity and maintenance of HR data, the provision of strategic workforce analytics and manages the monthly HR payroll;
• Proposes HR data metrics reporting for management to use as a tool for strategic and predictive workforce planning, designs new reports to support Management and Member States and UN System entities and revises statistical data for CEB,
IFAD Annual Report, and
UNJSPF.
The Chief POP manages the pension and insurance functions in
IFAD supervising the provision of expert advice and guidance to the organization and the staff on social security strategy, regulations and practices.
The impact of HR Managers' assignment is both conceptual and managerial covering not only such matters as planning, resource management, control of implementation and evaluation of programmes as well as the review and harmonization of the technical work of HR Specialists, but also concerning the positions adopted at inter-agency meetings or the advice provided to senior management on HR policy questions.
Another major activity of the position is the development of new, as well as the adaptation of existing HR policies and practices that have Fund-wide impact.
This extends beyond technical specialization and includes the analysis and evaluation of the positive and negative aspects of courses of action designed to solve IFAD-wide HR problems.
Additional complexity is based on:
• The need to integrate HR technical requirements with the programme, political and resource needs of the Fund, • The responsibil