Senior Human Resources Business Partner

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 HRS 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 VPU 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 HRVP.

 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 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 Partner report to HR Managers, who have accountability for HR Services for a business unit or units in the Bank.

122467

Senior Human Resources Business Partner

Human Resources

Professional & Technical

GG

Washington, DC

1-Nov-2012