Position title: Division Manager CHRM.3 – Policy Programmes and Strategy
Grade: PL-2
Position N°: NA
Reference: ADB/13/072
Publication date: 10/05/2013
Closing date: 24/05/2013
Objectives
Reporting to the Human Resources Director, the HR Policy, Programmes and Strategy Manager will work with identified stakeholders, to develop and implement a programme of innovative corporate Human Resources strategies that incorporate the development and future HR interventions required in transforming the Bank to a world-class organisation.
The Manager develops and implements proposals, strategies and programmes for embedding change in the following centres of excellence:
Compensation and Benefits
Performance and Talent Management
Career Development and Mobility
Strategic Sourcing
Leadership Development and Learning
Duties and responsibilities
Identify and mitigate risk to the organisation whilst optimising resources to deliver highly effective and creative solutions.
Develop excellent communication channels to work in partnership with external partners and senior stakeholders. Identify the need for and design bespoke interventions to build capacity and capability of services and the Bank, evaluating interventions to ensure they meet agreed targets.
Work with teams across CHRM to manage complex or politically sensitive projects, supervising project teams. Adopt best practice approaches to project management and use management information and data effectively to ensure added value is identified and delivered.
Supervise, mentor and/or coach staff and colleagues to build knowledge and capacity, ensuring a consistent standard of service delivery and strengthen talent management and succession planning within the Bank.
Continuously review policies, practices, procedures and management systems, driving improvements in a way that engages customers and improves service delivery whilst ensuring the consistency and quality of CHRM service. Ensure agreed strategies are implemented in accordance with service or corporate requirements and best practice.
Work in collaboration with senior Management in the Bank proactively seeking out opportunities for and implementing bespoke HR interventions that build organisational resilience, capacity and capability of services, evaluating interventions to ensure they meet agreed targets.
Continuously Liaise with the Human Resources Business Partners to establish strong links.
Utilise sophisticated behaviours and expertise, to work in collaboration with senior colleagues, providing a knowledgeable and respected HR and Organisational Development service.
Engage and influence senior managers and develop a deep understanding of the business area and economic drivers in which it operates.
Individual:
Implement a continuous review of current working practices and exploit opportunities for improvement.
Manage resources and agree priorities to maximise efficiency and work performance against targets.
Promote a customer-focussed and team-based culture which identifies and implements improvements.
Work closely with other Human Resources Managers to ensure a consistent service is provided from CHRM.3.
Develop specialist expertise in defined areas such as project management, organisational development, or change management to provide authoritative specialist advice to colleagues within HR.
As a member of Management actively contribute to the development and direction of the professional function, shaping the people strategy and modelling organisational behaviours to a high standard.
Service Management:
Ownership for the delivery of HR Service levels within CHRM.3. To act as the key point of contact for all queries regarding HR service levels.
Provide reports and regular updates on CHRM.3’s performance against agreed targets. To develop improvement plans and ensure these plans are implemented successfully.
Team Management:
Lead, motivate and develop teams within CHRM.3, participating in resourcing, recruitment, performance and development activities.
Act as a role model to encourage development of high performing individuals and teams; motivating employees to deliver consistently high levels of performance and continuous improvement.
Promote a customer focused and team based culture which identifies, communicates and addresses customer needs.
Establish an environment that strives for continuous improvement by encouraging contributions from employees. Provide constructive ideas for improvements in processes and procedures that would deliver efficiencies and service enhancement.
Ensure employee potential is maximised by devising training and development strategies; encouraging cross-team activities/participation and a coaching/mentoring approach.
Lead the selection and recruitment of key CHRM.3 HR roles.
Ensure employees operate professionally e.g. with regard to confidentiality.
Ensure that Job Descriptions are relevant and up to date, team and person-based objective setting is in place, performance appraisals and development reviews are undertaken in a timely manner.
Regularly review the performance of the CHRM.3 HR teams.
Respond to and action queries escalated by the CHRM.3 team and investigate service issues, communicating results to key customer contacts.
Promote team co-operation within the Division’s HR Team.
Facilitate staff learning, including across the operational teams of CHRM.3 to promote multi-skilling.
Contribute to CHRM.3’s culture through supporting the vision and values.
Review and manage performance of CHRM.3 delivery teams.
Selection Criteria
Including desirable skills, knowledge and experience
At least a Master's or equivalent degree in Human Resources Management, Organisational Development, Business Administration, Public Sector Management or related discipline.
A minimum of 8 years relevant experience in any of the following areas: Recruitment and Selection, Learning and Development, Compensation and Benefits, Policy and Programme, of which at least three years should have been in a management or leadership role.
Knowledge of international organisational employment practices and policy challenges will be an added advantage.
Experience of working in a team oriented, multi-cultural professional environment.
Demonstrated capacity to lead and advice on HRM and change management initiatives.
Track record of leading and developing teams and managing projects and programmes.
Good coaching, mentoring and conflict resolution skills.
Strong analytical and problem solving skills.
Strong written and oral skills to communicate effectively with a diverse group of people (clients, peers, supervisors and subordinates).
Strong and proven client orientation skills and initiative in anticipation of business needs and finding solutions. Effective consulting and advisory skills that enable clients and help them build their confidence and skills to deal with HR issues.
Demonstrated ability to multi-task and manage time effectively to deal with multiple demands and deadlines.
Excellent spoken and written English or French, with a working knowledge of the other language
Competence with standard Ms Office software.
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Division Manager CHRM.3 – Policy Programmes and Strategy (423 KB)
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To apply for this position, you need to be national of one of AfDB member countries.
Submitted by: Mr Clement Opare, O.I.C, CHRM.1
Approved by: Mr Joseph O. Badaki, Director, CHRM
Only applicants who fully meet the Bank's requirements and are being considered for interview will be contacted. Applicants will only be considered if they submit an online application, and attach a comprehensive Curriculum Vitae (CV). The AfDB President reserves the right to appoint a candidate at a lower level. The African Development Bank is an equal opportunities employer and female candidates are strongly encouraged to apply: www.afdb.org/jobs