Latest Job Vacancies at African Development Bank Group (AfDB), 18th April 2017
African Development Bank Group (AfDB) - Established in 1964, the African
Development Bank is the premier pan-African development institution,
promoting economic growth and social progress across the continent.
There are 80 member states, including 54 in Africa (Regional Member
Countries).
The Bank’s development agenda is delivering the financial and technical
support for transformative projects that will significantly reduce
poverty through inclusive and sustainable economic growth. In order to
sharply focus the objectives of the Ten Year Strategy (2013 - 2022) and
ensure greater developmental impact, five major areas (High 5s), all
of which will accelerate our delivery for Africa, have been identified
for scaling up, namely; energy, agro-business, industrialization,
integration and improving the quality of life for the people of Africa.
We are recruiting to fill the position below:
Job Title: Chief - Total Rewards and Performance Management Officer
Reference: ADB/17/021
Location: Côte d’Ivoire
Grade: PL3
Position N°: 50050490
The Complex
- The Vice-Presidency, Human Resources and Corporate Services
ensures the delivery of efficient, people-centered, client-oriented,
corporate services to ensure overall institutional effectiveness in all
aspects of the Bank’s corporate services.
- The complex leads efforts to ensure the competitiveness of the
Bank as the employer of choice and is responsible for providing
leadership in the formulation and implementation of Bank’s strategies on
people, information technology, general services and institutional
procurements, language services, business continuity and, health and
safety strategies.
The Hiring Department/Division
- The role of the Human Resources Management department is to
develop and execute a People Strategy, Policies, processes and practices
which will enable the Bank to achieve its strategic Agenda. Core to the
Human Resources Strategy will be the attraction, development,
engagement, motivation and retention of a best-in-class workforce.
- In order to create a truly transformed human resources work-way,
the Human Resources Management department is structured around a
triangular Model: Business Partnerships for strategy, client contracting
and human resources delivery; Centers of Expertise/Subject Matter
Experts (SMEs) for internal consulting, thought leadership, design,
talent and staff development and training and best practice
benchmarking; Human Resources Shared Services for transactional
excellence and employees outreach. This new Human Resources Model will
deliver a world-class employee life-cycle experience.
- The Staff Training and Development Division embeds a strategic
approach to human resource development and management that results in
more effective talent and performance management including strategic
sourcing and career development and mobility, leadership development,
compensation and reward, policy and compliance.
The Position
- The Chief Total Rewards and Performance Management Officer
provides strategic and operational leadership in the design,
development, implementation, administration, and communication of our
Total Rewards programs and Performance Management in the Bank.
- He/she oversees and administers the employees’ monetary and
non-monetary rewards and benefits by assessing and understanding
employee needs and designing targeted programs that will increase
performance, organizational trust and satisfaction.
- The goal is to ensure effective staff engagement and our ability
to attract, retain and motivate high quality employees while reducing
turnover and enhancing the Bank’s profile as best place to work. He/she
manages the Total Rewards & Recognition as well as the Performance
Management.
Duties and Responsibilities
Key Functions
Under the overall supervision of the Division Manager - Staff
Development and Training, the Chief Total Awards and Performance
Management Officer will undertake two (2) key activities: i) Total
Reward and Recognition, and ii) Performance Management programs and
activities. He/ she will be responsible to:
- Analyse current rewards and recognition programs to ensure they
align with the Bank’s business strategy and ensure that rewards programs
optimize the ability to attract, motivate and retain top talent.
- Lead the definition and designing of the Bank’s Employee Value
Proposition especially in relation to total rewards and recognition
elements.
- Analyse the market competitiveness and cost-effectiveness of
rewards to ensure they optimize our ability to attract top talent using
various methods and techniques to make data-based decisions on direct
financial, indirect financial and non-financial compensation and
benefits elements.
- Assess employees' needs by conducting organizational psychology surveys to find out what motivates and engages employees.
- Provide expertise for job analysis and evaluations in liaison
with recruitment, workforce planning, job descriptions and evaluation
team.
- Participate in salary and labour market surveys to determine
prevailing reward practices, rates and benefits. Monitor comparators
practices, market conditions, and classification and compensation trends
to inform the formulation of baseline standards for the development of
the total rewards strategy and policy in the Bank.
- Partner with corporate and business leadership and Human
Resources Business Partners to leverage compensation and benefits
programs and proposes differentiated pay systems to invest in the
segments of workforce that contribute the most value to meet
organizational objectives.
- Deploy effective communication strategies and success metrics
relating to rewards and performance management in the Bank; Deliver and
execute the Bank’s staff retention strategy.
- Conduct ongoing research into emerging trends, issues and best
practices and periodic audits to assess relevance and compliance reward
practices.
- Oversee the development of high level strategic management
reports including making recommendations for Management and Board
consideration.
- Lead the development and management of Human Resources
Information Systems to enhance Human Resources reporting/analytics
capabilities on rewards and performance management.
- Act as the lead expert to advise and support the Bank and its
management to harness, direct and support teams and individuals to
engage in delivering the organisation's mission and objectives;
designing and leading the necessary initiatives to incubate and promote
performance culture within the Bank.
- In liaison with Management of the Bank, analyse performance
management needs of the Bank and develop relevant long-term programs and
strategies for implementation; including the necessary monitoring for
Bank-wide standards and supervision of cycles, activities, milestones
and communications.
- Assist Human Resources Business Partners in the monitoring and review of staff performance and provide coaching and advice.
- Execute the Bank’s rewards policy and enhance it towards a Total Reward Model and Pay for Performance practices in the Bank.
- Support the department and Human Resources Business Partners on
areas of research, data collection, statistical analysis and performance
reporting and Policies and Procedures. This may include the
investigation of the causes of poor performance and in developing, and
implementing actions for the improvement of performance and delivery.
- Work with teams across the Human Resources Management department
including Human Resources Business Partners to manage more complex
project on total rewards and performance management and ensure internal
capacity building and policy compliance.
- Seek out opportunities for the implementation of bespoke Human
Resources interventions that build organisational resilience, capacity
and capability of services, evaluating interventions to ensure they meet
agreed targets.
- Contribute to the review of existing systems and policies; and
develop new policies and program in the areas of rewards and
recognition, performance management, coaching and mentoring.
- Develop best practice organisational performance policies and
procedures and strategy that supports the implementation of performance
management framework model having regard to: (i) Vision;( ii)
Resources; (iii) Accountability; (iv) Change management process and
education, whilst creating a supporting culture committed to
Organisational Performance.
- Ensure that organisational policies, practices and procedures
are developed, implemented and maintained ensuring legal compliance in
the areas such as: (i) Total Reward (ii) Discrimination and Harassment;
(iii) Performance Management; (iii) Organisational Performance
Management Framework; (iv) Total Reward Administration (v) Learning and
Development; (vi) Human Resource Management.
- Supervise, mentor and/or coach staff and colleagues to build
knowledge and capacity, ensuring a consistent standard of service
delivery and strengthen pay for performance culture within the Human
Resources Management department and Bank wide.
- Plan and budget for all activities within the annual budgets
cycle ensuring that Performance Management and Total Rewards activities
are implemented within the agreed budgets.
- Oversee the management of vendor relationships, contracts and bid negotiation.
- Generate annual reports relevant to the Total Rewards &
Performance management activities of the Bank and recommend relevant
improvements.
Selection Criteria
Including desirable skills, knowledge and experience:
- Hold at least a Master's degree or its equivalent in Human
Resources Management, Organisational Development, Social Sciences,
Business Administration, Compensation, Public Sector Management,
Finance, Accounting, Statistics or related discipline; Additional
professional qualification/certification in Human Resources Management,
Rewards management or in performance management.
- Have a minimum of seven (7) years of relevant experience as a
Human Resources Professional (specialist or generalist) including the
following specific areas: Performance Management, Compensation and
Benefits, Policy and Programme, Human Resources Business Partnerships or
in any other related areas.
- Strong and demonstrated professional experience in Human
Resources Management, compensation and benefits including Total Reward
and performance management or in any related domains.
- Substantial experience of resource management and project management.
- Problem-solving skills; be well organized, and have advanced
ability to plan, prioritize and deliver in a pressured work environment:
ability to make things happen.
- Ability to speak with confidence and conviction, build and present a rational case to win support for ideas.
- Ability to develop effective relationships inside and outside
the institution, promote collaboration and deal constructively with
conflict and disagreement.
- Ability to work in a multi-cultural, multi-ethnic environment
with sensitivity and respect for diversity and the ability to build
trust and provide consultancy to different stakeholders.
- Proven capacity to innovate, and promote change initiatives in Human Resources Management policies in large organizations.
- Expertise, knowledge and an understanding of principles,
practices, and procedures relating to compensation and benefits and
performance management.
- Proven ability and experience leading his/her direct reports
including performance supervision, development and resource management.
- Proven experience in applying policy and a balanced approach to risk and resolving issues promptly.
- Significant experience in the use and application of information & communication systems and software.
- Strong generalist Human Resources experience and in-depth
understanding of Human Resources processes and policies with fully
operational depth in at least three of the under-listed skill areas (i)
Compensation and benefits including Total Rewards (ii) Performance
Management & Change Management (iii) Policies design (v) Learning
& Development, (vi) Human Resources Information system.
- Strong financial skills and mathematical aptitude.
- Sound analytical skills – ability to build and analyze Human
Resources data accurately including Human Resources approved key
performances indicators.
- Ability to work in a client-centric, business partnering environment.
- Sound understanding of the business and operational needs with
proven capacity to innovate, and promote change initiatives in corporate
human resource policies and services in large organizations;
- Comprehensive applied knowledge of the fundamentals of employment relationships, legislation and organizational development.
- Ability to exercise sound judgement and creativity in
identifying options and risks in order to make the right decisions
around issues that have the potential to have a significantly adverse
effect on the organization both in financial and employee relations
terms.
- Ability to communicate effectively (written and oral) in French
or English, preferably with a good working knowledge of the other
language.
- Competence in the use of standard Microsoft Office Suite
applications. Experience of SAP HR, Project Management software and
Access (Database) is advantageous.
Job Title: Lead, Human Resources Operations
Reference: ADB/17/075
Location: Côte d'Ivoire
Grade: PL-2
Position N°: 50083825
The Complex
- The Vice-Presidency, Human Resources and Corporate Services
ensures the delivery of efficient, people-centered, client-oriented,
corporate services to ensure overall institutional effectiveness in all
aspects of the Bank's corporate services.
- The complex ensures that all Human Resources and Corporate
Services are re-aligned to drive greater corporate performance and
execution of the Bank's strategic vision and priorities.
- The complex is responsible for providing leadership in the
formulation and implementation of Bank's strategies on people, IT,
general services and institutional procurement's, language services,
business continuity and, health and safety strategies.
- The complex leads efforts to digitalize and transform the Bank
into a knowledge-driven workforce, promote human resources policies that
enhance talent, drive a performance-driven culture, and ensure the
competitiveness of the Bank as the employer of choice.
The Hiring Department/Division
- The Human Resources Department is responsible for attracting,
developing, motivating and retaining the best-in-class talent as well as
building the organizational capabilities for delivering the Bank's
Strategic Business Agenda.
Duties and Responsibilities
The Position:
- The position of Lead, Human Resources Operations, supports the
Director Human Resources Management in the implementation of the annual
Human Resources programs, oversees the execution of key Human Resources
Projects across the divisions, is the go-to person for all Human
Resources Operational matters; and acts as liaison between the Human
Resources Director and staff on all operational Human Resources matters.
- S/he will work closely with the management teams of the three newly refreshed divisions:
- HR Business Partnerships.
- Human Resources Shared services.
- Human Resources Staff Development and Training to ensure compliance to the Bank’s policies, processes and staff regulations.
- S/he will oversee the Employee Relations function and
participate in Human Resources Engagement routines with internal and
external stake-holders.
- The Lead, Human Resources Operations will steward the company's
culture by recognizing, articulating and shaping the need for change.
- S/he will initiate and sustain continuous dialogue with leaders on change issues, and explore options for resolving the issues.
Key Functions
Under the general supervision of the Director Human Resources Management
the Lead Human Resources Operations is responsible for operationalizing
the HR Strategy, and in particular:
- Act as a credible advisor to the Human Resources Director on all
employee relations matters based on research, staff rules and
regulations.
- Coordinate the Bank's HR related Organization Effectiveness and Change Management initiatives.
- Coordinate Human resources projects or action plans aimed at the
effective implementation of the Bank's Human Resources strategy.
- Overseeing the Budgeting and program execution processes for the
Human Resources Department, including the management of the
tracking/reporting imperatives for the department.
- Lead the Employee Engagement Governance Framework to ensure that
there is a sustainable momentum to close the gaps identified in the
staff surveys.
- Guide the quality assurance of Human Resources outputs and programmes.
- Play the Human Resources Department's Risk Management and Business Continuity Management Lead role.
- Oversee employee relations and manage the resolution of
conflicts, working with others to affect mutually acceptable solutions,
by using highly developed interpersonal skills.
- Oversee and establish the Bank's position in all disciplinary cases with a view to ensuring fairness and effective resolution.
- Take the lead in implementing audit recommendations and
responding to the Human Resources queries and bring closure to
unsatisfactory audit findings.
- Oversee and manage Human Resources analytics to ensure that
relevant metrics and trends are identified and reported to key
stakeholders, including the Human Resources Divisions , and/or business
unit leaders.
- Initiate the development of employee relation's policies, and
ensuring compliance with employment legislation and Bank statutory
requirements.
- Design and lead the People Dashboard for key Human Resources
Performance indicators including the employee engagement index and
managerial effectiveness index.
- Represent the Human Resources Director in corporate level forums and committees, as will be advised from time to time.
Selection Criteria
Including desirable skills, knowledge and experience:
- Hold at least a Master's degree or its equivalent in Human
Resources Management, Organizational Development or related disciplines;
A professional qualification in project management will be an added
value.
- Have a minimum of ten (10) years of extensive and progressive
experience in Human Resource Management, five (5) years of which will be
at managerial level and/or in supervising a team and coordinating work
programs or projects.
- Practical experience in a multilateral development organization will be an added advantage.
- Demonstrable experience of working in a client-centric, business partnering environment.
- Ability to work effectively with other technical and management
professionals of diverse occupational and ability to work under
pressure, prioritize work, and handle multiple tasks simultaneously and
coordination of work programs and resources and lead teams.
- Must be self-motivated, pro-active and results oriented. Must
have good problem-solving skills; be well organized, and have advanced
ability to plan, prioritize and deliver in a pressured work environment.
- Established reputation for integrity, good judgment, fairness
and discretion in dealing with top management, staff and external
parties; strong organizational and analytical ability, attention to
detail and ability to work independently and manage challenges; has a
proven track record of HR Projects Management.
- Strong generalist Human Resources experience with fully
operational depth in at least three of the under-listed skill areas (i)
Human Resources Planning and Forecasting, (ii) Organization
Effectiveness & Change Management (iii) Total Rewards (iv) Employee
Relations Management and Policies design, (v) Performance management and
(vi) Learning & Development.
- Competence with standard Microsoft Office software (Word, Excel,
Access, PowerPoint); preferably experience of SAP Human Resources,
e-Recruitment systems and project management software.
Note
- This position is classified international status and attracts international terms and conditions of employment.
- The successful Candidate will move into the role at their current grade until confirmation of the job evaluation results.
Application Deadline: 8th May, 2017.