Senior HR Specialist (Talent Management Unit) - P4

international fund for agricultural development ifad Organizational Setting 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.
Job Role The Senior HR Specialist is responsible for the delivery of the full range of HR services.
The level of senior professionalism allows the incumbent to provide technical leadership in HR specialty and commensurate expert advisory services.
Within their areas of responsibility, the Senior HR Specialist exercises a high degree of independence in providing reliable HR programme delivery.
The incumbent performs the entire range of complex HR tasks independently, including the analysis and approval of complex and/or precedent setting cases with the aim of ensuring consistency in the interpretation and application of regulations and rules.
The level of senior professionalism allows the incumbent to provide technical leadership to all of the mentioned HR initiatives and commensurate expert advisory services on programme design and implementation.
The Senior HR Specialist (TM) provides technical leadership in Performance Management within IFAD's Integrated Talent Management Framework (ITMF), overseeing the design, implementation, and continuous improvement of related programmes, processes, and systems.
The role ensures that performance management is fully embedded within the broader talent management architecture, linking performance outcomes to career development, learning, and mobility opportunities.
Performance data are systematically used to inform succession planning, leadership pipeline development, and workforce decisions, while recognition and accountability mechanisms are aligned with IFAD's organizational values and strategic workforce priorities.
In doing so, the Senior HR Specialist fosters transparency, fairness, and merit-based advancement across the organization.
Given the cross-cutting and often high-profile nature of performance discussions, the role requires strong diplomatic skills and the capacity to influence and build trust with senior leaders while maintaining objectivity and accountability.
Key Functions and Results 1.
HUMAN RESOURCES ADVOCATE: The incumbent projects PCD's reputation as a value-added, technically competent and reliable service provider as part of the Division's HR strategy.
The focus is on expert knowledge of the Fund's governing structure, mandate, long-term business strategy, organizational dynamics and culture and on their senior-level professionalism, the incumbent advocates for new or revised policies, procedures and initiatives.
The incumbent reaches out to managers, supervisors and staff, listening and responding effectively and efficiently to common issues and problems and builds relationships based on respect and trust.
From the perspective of a value for diversity and respect for a multi-cultural client base, the Senior HR Specialist demonstrates communications skills that serve to promote the Division's strategy and the equitable management of IFAD staff. 2.
AGENT OF CHANGE: The incumbent understands and applies the principles of change management and proactively serves 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 incumbent manages 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 an understanding of their purpose and functional advantages. 3.
MANAGERIAL FUNCTIONS: The incumbent is typically a team leader with accountability for integrity, transparency, and equity in the management of IFAD resources.
The incumbent may also directly supervise an HR specialized unit and/or HR generalists with responsibility for work planning and organization, supervision of the work of the unit/section assigned and establishing and monitoring performance management indicators of success.
This includes: (i) People Management through recruitment, performance and career and learning management of staff establishing learning plans and ensuring staff supervised meet their development needs while meeting the needs of IFAD. (ii) Resource Management by providing strategic and data inputs into the divisional budget preparation exercises. (iii) Knowledge and Content Management by ensuring (1) knowledge content within the functional area is continuously updated and available to colleagues and clients (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. (iv) Information Technology Management through leveraging ERP functionality for improved business results, simplification of transaction and reporting processes and improved client services.
Position specifics: 4.
TALENT DEVELOPMENT INITIATIVES DESIGNED TO MEET IFAD STRATEGIC OBJECTIVES: The Senior HR Specialist (TMU) defines and implements corporate organizational development and capability development strategies, and plans policies that align and facilitate the delivery of IFAD's mission.
In line with IFAD's focus on talent development, the incumbent plays a key role in creating and providing staff development initiatives that will enable the transformational change in the skills, knowledge and capability of the IFAD workforce.
The incumbent works with senior leaders in the organization and HR business partners to align talent development with IFAD's business requirements and provides high level technical insight in IFAD's thinking on talent development and leadership development, particularly in new learning techniques and the challenge presented by delivering to a multicultural workforce located around the world.
The Senior HR Specialist (TMU): - Leverages relationships to open opportunities and thought leadership in talent development and provides authoritative advice and practical solutions to enable development of talent for IFAD's key leadership roles - Enhances the design and framework for leadership development based on best practices and collaborates in the design and development of a programme for emerging leaders in collaboration with the team leading youth talent and the strategic sourcing and succession team, - Enhances the design, procurement and delivery of resources and tools to enable managers to be successful talent managers including 360 feedback and assessment solutions and collaborates in the design of solutions for programmes that support leadership development 5.
LEADS THE DESIGN AND IMPLEMENTATION OF PERFORMANCE MANAGEMENT: The Senior HR Specialist (TMU) leads the design and implementation of the corporate performance management process as an enabler for a fit-for-purpose workforce in terms of both capacity and capability and conducts periodic reviews of the process to enhance its efficiency and effectiveness.
In this context, the incumbent is the highest technical expert on performance management policies, procedures and practices, and provides authoritative advice to senior leaders, supervisors and staff on PM matters. 6.
LEADS AND IMPLEMENTS STAFF DEVELOPMENT PROGRAMMES: The Senior HR Specialist (TMU) advocates the culture of continuous learning and development sustained by the right tools, services and programmes to enable individuals to perform and to manage their own careers.
The incumbent leads the corporate learning programme by planning, designing and guiding the team in implementation as well as monitoring and evaluating, ensuring the offerings are current and appropriate including mandatory trainings, corporate induction for all new recruits, functional and competency training courses and supports the design and development of a tangible career development model for IFAD with increased transparency of career development opportunities for all.
This includes preparation and line management of the corporate training budget providing oversight to the budget assistant ensuring value for money. 7.
MANAGEMENT OF STAFF SURVEYS AND SUPPORT FOR MANAGEMENT ACTION ON STAFF ENGAGEMENT, WORKPLACE CULTURE AND ENVIRONMENT: The Senior HR Specialist designs and implements organization-wide surveys based on management guidance and supports management actions and change management by providing advice and tools. 8.
PROMOTE PROGRAMME QUALITY THROUGH DATA DRIVEN EVIDENCE AND INSIGHT: In collaboration with Chief, TMU, the Senior HR Specialist (TMU) defines annual objectives of PM, Corporate Learning, and other Corporate Initiatives under assignment, action plans, milestones and metrics of success.
The incumbent: - Is the lead in developing an learning M&, E framework with measures, benchmarks, or scorecards to monitor the effectiveness of learning and leadership development efforts and applies these measures to drive progress in talent management and retention.
In addition, the incumbent uses insight from data and feedback to identify opportunities to better deliver to meet the business needs, - Conducts external research and benchmarking to ensure strategy, content and delivery model for all products are positioned to deliver best-in-class results and best value and evaluates and advises on the impact of long-range planning of new programmes as these impact the motivation, development attraction and retention of personnel. 9.
PARTNERSHIPS BUILDING: The Senior HR Specialist (TMU) partners with senior leaders across IFAD to understand the talent needs of the organization at the corporate, departmental and divisional levels.
The incumbent consults with HR Business Partners, senior leaders and other key stakeholders and partners to ensure integration with other core talent programmes including the youth talent initiatives and succession planning.
The Senior HR Specialist (TMU) builds working relationships with UN agency colleagues and the private sector in learning and development to formulate common policies and approaches.
The incumbent also advocates for IFAD's approach to learning and knowledge sharing and engages with best-in-class external providers for provision of learning and development solutions for the organization.
Key Performance Indicators The work requires the development of new and/or modifications of existing policies, practices and techniques as well as the revision of HR work performed at lower levels and taking corrective and adaptive actions.
The Senior HR Specialist is accountable for (a) convincing management of the utility of improved approaches to the delivery of assigned HR services, (b) addressing problems involved in formulating the Fund's position on the interpretation and application of policies, regulations and rules to highly contentious cases, (c) satisfying the organizational, programmatic and HR needs related to the field of work, and (d) developing expert advice for the Fund that is recognized and accepted as being fully sound.
Detailed analysis of the interrelationships of HR issues with those of programme, political and resource considerations is required.
The work is defined by support to one major or a group of the Fund's departments and offices yet the impact of work encompass PCD as a whole requiring continuous and collaborative exchange of technical expertise with peers and management to ensure PCD is seen as speaking with one voice.
Position specifics: The key performance indicators for the Senior HR Specialist include leadership, technical and team as well as programmatic.
As a supervisor, the incumbent provides guidance to staff through clear planning and communication, coaching for performance, and supporting their career development.
The KPI are technical excellence of team members and their cohesiveness as well as continuous commitment to learning and development.
Working Relationships Internally, the Senior HR Specialist is an authoritative HR technical adviser to the Fund in the development of new or modified policies and practices and in the provision of expert advice within their area of specialization.
Working relationships involve interactions with Senior Management (AV Ps/ Directors/ M Ds), peers within PCD at all levels as well as hiring managers and employees. .
The advice and recommendations provided are normally considered technically accurate and are provided to senior managers inside and outside PCD.
External contacts include: counterparts in other United Nations organizations or International Financial Institutions, in order to exchange information on approaches to similar HR problems, etc. , vendors and agencies in the area of expertise, and inter-agency groups such as the CEB and ICSC to provide information on the Fund's HR policies and practices and negotiate the adoption of common system practices.
The Senior HR Specialist may also represent the Fund in consultations with staff representatives, formulating management's position with respect to grievances and appeals, as well as in inter-agency coordination committees dealing with human resources questions.
The Senior HR Specialist (TM) may represent IFAD in interagency for a related to performance management community of practices.
Job Profile Requirements Organizational Competencies: Level 2: - Building relationships and partnerships - Builds and maintains strategic partnerships internally and externally - Communicating and negotiating - Acquires &, uses a wide range of communication>, - Demonstrating leadership - Leads by example, initiates and supports change - Focusing on clients - Contributes to a client-focused culture - Learning, sharing knowledge and innovating - Challenges, innovates &, contributes to learning culture - Managing performance and developing staff - Manages wider teams with greater impact on others and on the organization - Managing time, resources and information - Coordinates wider use of time, information and/or resources - Problem-solving and decision-making - Solves complex problems and makes decisions that have wider corporate impact - Strategic thinking and organizational development - Staff in management and/or strategic leadership roles - Team working - Fosters a cohesive team environment Education: - Level - Advanced* university degree ( Master or equivalent) - Areas of focus - Human Resources Management, Public Administration, Business Management or other job-related field.
Degree must be an accredited institution listed on Degree must be an accredited institution listed on * Note: For internal candidates, this requirement will be assessed in line with the provisions set forth in IFAD's Human Resources Implementing Procedures.
Experience: - At least eight (8) years of progressively responsible professional experience in human resources management. - Experience in human resources management of which three (3) years preferably in the United Nations or an international financial institution, or another multi-cultural organization or institution or a national organization providing support on a global scope is highly desirable.
Languages: - Required: English (4 - Excellent) - Desirable: French, Spanish, and/or Arabic (3 - Good) Skills: - Analytical skills: Outstanding ability to analyse and synthesize qualitative and/or quantitative information from a variety of sources and filter out key insights and recommendations - Project coordination: Identification of key-priorities, ability to work with others, coordinate and structure work to meet deadlines and adjustment of workplan/resource allocation when needed, identification and management of project-related risks - Stakeholder management: Strong alignment capabilities and consultation skills, building on effective interactions and relationships with different stakeholders (e. g. for the co-creation of communication material with member states) and ability to build and maintain a strong network (e. g. with journalists, media outlets, etc. ) - Career management: Know-how in career management (e. g. mobility plans, career development programmes) - Compensation: Expertise in compensation methodologies and practices, benefits and entitlements - Diversity &, inclusion dynamics: Expertise in diversity &, inclusion dynamics applications in human resources - HR knowledge: Expertise in principles and concepts of human resources management, including HR business partnering and client outreach, job classification - HR systems: Know-how in the design and management of HR systems and tools (e. g. learning platforms, performance platforms, etc. ) - Learning &, Development: Expertise in learning &, development methodologies and strategies - Performance management: Expertise in performance management methodologies and strategies - Workforce management: Know-how in organizational development and design and strategic workforce planning - Basic ICT &, digital fluency: Expertise relevant to the specific role (e. g. in-depth, computer information systems, including micro-computer operating systems software, hardware and applications software and other office technology equipment), end-user computing configuration management - Confidentiality &, Discretion: Establishes self and division as trusted advisor to internal stakeholders by maintaining high level of discretion and confidentiality in assignments, demonstrates sound judgement when dealing with sensitive and/or confidential matters, drives good governance and is a ", Culture Carrier", demonstrating IFAD institutional conscience through their work. - Leadership: Group thought leader, sought out by others and providing mentorship and effective guidance to others - Systemic thinking: Ability to understand interlinkages and their implications in specific area of expertise (e. g. thorough understanding of interlinkages between crops) - Verbal communication: Clear, succinct and convincing verbal communication, highly professional, balanced and diplomatic language - Written communication: Clear, succinct and convincing written communication in the language needed for specific role, highly professional, balanced and diplomatic language (e. g. for drafting of position papers, briefings, etc. ) Other Information IFAD staff members are international civil servants subject to the authority of the President of IFAD.
In accordance with IFAD's Human Resources Policy, the President can decide to assign them to any of the activities of the Fund.
All International Professional staff members are required to be geographically mobile and positions in the professional category are subject to changes in location at any time in line with strategic priorities and reform initiatives in IFAD.
In accordance with IFAD's provisions, all new staff members will normally be placed at the first step in the grade level for which they have been selected.
For information on IFAD's remuneration package, please visit IFAD's compensation and benefits page on our website.
Applicants are invited to use the ICSC compensation calculator to estimate the salary and benefit entitlements.
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Candidates may be required to take a written test and to deliver a presentation as well as participate in interviews.
In the interest of making most cost-effective use of funds and resources, we are only able to respond to applicants who are short-listed for interview.
Candidates who do not receive any feedback within three months should consider their application unsuccessful.
IFAD is an Equal Opportunity Employer and does not discriminate on the basis of ethnic, social or political background, colour, nationality, religion, age, gender, disability, marital status, family size or sexual orientation in line with its Diversity, Equity and Inclusion (DEI) Strategy and the Policy to prevent and respond to sexual harassment, sexual exploitation and abuse.
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