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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), led by the Associate Vice-President, 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. The work of the CSD is undertaken by three divisions: (i) Administrative Services Division (ADM); (ii) ย Human Resources Division (HRD); and (iii) Information and Communication Technology Division (ICT) and two units: (a) Field Support Unit (FSU) and (b) Medical Services Unit (MSU).ย
The Human Resources Division (HRD) is fully integrated within the Corporate Services Department (CSD), providing services to colleagues at Headquarters and in the field, with the ambition of being a strategic, business-oriented and fully trusted professional partner with IFAD managers and staff. HRDโs mission is to provide best practice HR policies, advice, and solutions, all of which are designed to recruit and develop the best and most appropriate talent to carry out IFAD's mandate.
The division is currently comprised of the Talent Management Unit, Policy and Strategic Support Unit, and Business Partner Unit. Each Unit is bound with the same team spirit and has specific responsibilities to help achieve HRDโs vision of offering management and staff comprehensive and seamless solutions.
The Business Partner Unit (BPU) is responsible for a full range of HR services across IFAD and shapes a workplace where individuals thrive and teams excel. The BPU provides best practice HR policies, advice and services, thanks to dedicated customer-oriented professionals. The BPU is the first point of contact for staff members and managers. Business Partners aim to develop deep relationships with client divisions in order to add substantive value through advice and support on recruitment, succession planning, career development and performance management centred on IFAD's core values and competency framework and aligned with the organizational strategic direction.
The HR Specialist's works under the overall strategic, policy and management guidance of the Director of the Human Resources Division (HRD) and the direct supervision of the Chief of Business Partner Unit. HR Specialist (BPU) supervises staff at GS level.
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Job Role ย
Human Resources (HR) Specialists are seasoned professionals reflecting an in-depth, complete understanding of at least one specialised HR occupation in the context of the Fund's mandate and work programme; they may additionally perform a range of additional human resource occupations as part of an HR full service centre dedicated to specific departments/ divisions/ offices.
Within their areas of responsibility, the Specialist exercises a high degree of independence in providing reliable HR programme delivery. HR Specialists perform a large range of HR work independently; the supervisor is consulted in the analysis of complex and/or precedent setting cases to ensure consistency in the interpretation and application of regulations and rules and to document such decisions.
The HR Specialist (BPU) is responsible for talent acquisition and re-assignments, benefits and entitlement, case management, and provides sound advice to managers and staff on HR matters in the assigned portfolio of client divisions.ย
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Key Functions and Results ย
1. BUSINESS PARTNER: Human Recourses Specialistsโ customer service focus is on client outreach and the provision of seasoned advice and guidance on a range of HR practices, policies and procedures. They do this both verbally and in writing to managers, supervisors and staff, to proactively build a mutual understanding. Specialists support HR best practices in the Fund through outreach to counterparts in other private and public sector organizations to identify potentially innovative solutions to IFAD client concerns as well as maintaining open communications with counterparts in other UN and IFI organizations for further discussion with HR Specialists, internal committees and/or review boards.ย
2. HUMAN RESOURCES MANAGEMENT: HR Specialists are seasoned HR professionals with the capacity to interpret and apply a broad range of HR policies, rules and regulations as well as standards and techniques related to the UN's as well as the Fund's HR strategy, principles, policies, regulations, rules and procedures. They may be assigned to an HR generalist team providing support to a large, complex group of clients or serve as a specialist in one the various HR occupations (recruitment, administration of entitlements, classification, staff development, performance management, social security, etc.) with accountability for independent performance of on-going HR casework comprising the full range of complexity of work including the establishment of precedent-setting determinations on entitlements; with respect to highly sensitive/political cases, they recommend solutions that are considered technically accurate and, therefore, are not subject to technical review. They may prepare special reports and participate in or lead ad hoc human resources projects.ย
3. HUMAN RESOURCES ADVOCATE: HR Specialists establish a foundation for HRD's reputation as a value- added service provider as part of the Division's HR strategy. The focus is on thorough knowledge of the Fund's governing structure, mandate, long-term business strategy, organizational dynamics and culture and through their seasoned professionalism. They reach out to supervisors and staff, listening and responding effectively and efficiently to common issues and problems and building relationships based on respect and trust. From the perspective of a value for diversity and respect for a multi-cultural client base, Specialists demonstrate communications skills that serve to promote the Division's strategy and the equitable management of IFAD staff.ย
4. AGENT OF CHANGE: HR Specialists understand and apply the principles of change management and proactively serve as role models 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, Specialists manage change through consultations with HR colleagues and outreach to client offices to ensure 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.ย
5. MANAGERIAL FUNCTIONS: Is accountable for integrity, transparency, and equity in the personal use of assigned IFAD resources, including equipment, supplies and, as applicable, staff supervised.
Key Performance Indicators ย
The work requires the identification of the need for changes to HR policies, as well as the interpretation and application of HR policies, rules and regulations to a broad range of complex casework. Specialists ย analyse proposals and requests received from managers, supervisors and staff and make recommendations or take technical sound actions. Examples of such actions ย include the resolution of a range of staff entitlement matters, the recruitment of staff to atypical positions within the Fund requiring the use of outreach recruitment services, such as social networks, revisions to procedures for the classification of jobs or the design of specific training programmes to meet new staff development needs.ย
As seasoned HR professionals, the Specialists' work reflects directly on the professionalism of the incumbent and the overall reputation of HRD for technical quality in terms of both substantive depth and adaptive relevance to client needs and customer service approach to problem resolution.
Generalist positions cover a range of HR specialties and would normally have access to advice from experts in the individual specialties (broad in scope but restricted depth of treatment of subject matter). Specialist positions, on the other hand, are more restricted in scope but require more in-depth analysis in order to solve case-by-case problems independently.
Position specifics: HR Specialists (BPU) have an impact on the entire lifecycle of staff members, through talent acquisition, hiring, onboarding, separation and post-employment. Consistency and continuous improvements are achieved by adhering to and revision of internal procedures in line with the governing HR framework.ย
Working Relationships ย
Internally HR Specialists are required to explain, clarify and achieve consensus for HR decisions taken or procedural changes planned. These contacts are with managers, supervisors, staff members and staff association representatives and may cover such matters as the determination of non-routine or difficult staff entitlement cases, new types of selection or recruitment activities, the results of job classification reviews, etc.
External work relationships for Specialists ย are normally required to obtain information from and exchange views with a range of outside sources dealing with such matters as obtaining information from insurance companies on the coverage of plans and resolution of claims, identifying and assessing candidate qualifications through personal interviews and consultations with counterparts in local UN organizations to discuss classification issues. Contacts may also be established with the UNJSPF on a range of pension matters.ย
Both internally and externally, HR Specialists establish and maintain effective, collaborative relationships and project the image of a credible/reliable partner.
Internal contact can reach the Director`s level to clarify specific situation in relation to their job role and key functions and results.ย
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Job Profile Requirements ย
Organizational Competencies:
Level 1:
Building relationships and partnerships - Builds and maintains effective working relationships Communicating and negotiating - Communicates effectively; creates understanding between self and others Demonstrating leadership - Personal leadership and attitude to change Focusing on clients - Focuses on clients Learning, sharing knowledge and innovating - Continuously seeks to learn, shares knowledge & innovates Managing performance and developing staffย Managing time, resources and information - Manages own time, information and resources effectively Problem-solving and decision-making - Demonstrates sound problem-solving and decision-making ability Strategic thinking and organizational development - Personal influence Team working - Contributes effectively to the teamEducation:
Advanced university degree (Masters or equivalent) in Human Resources or related field Degree must be an accredited institution listed on https://www.whed.net/home.phpย (*)Note: For internal candidates, this requirement will be assessed in line with the provisions set forth in the IFADโs Human Resources Implementing Procedures.ย
Experience:
At least five (5) years of progressively relevant experience is required.ย Position specifics: Experience in human resources management of which three (3) years in a multi-cultural organization or national organization providing support on a global scope is highly desirableCertifications:
CIPD accreditation or equivalent is an assetLanguages:
English (4 - Excellent) French, Spanish, and/or Arabic an asset (3 โ Good)Skills:
Procedure interpretation: Ability to interpret established, formal guidelines to address and recommend solutions or further actions required 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 Risk management (e.g. reputational): Identification and assessment of potential liabilities and risks in IFAD's activities, particularly vis-ร -vis third parties; ability to handle risks via contingency and mitigation strategies 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.) Talent acquisition: Know-how in recruitment and talent acquisition methods and processes, including proactive talent acquisition 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 Adaptability: Adaptability and flexibility when facing new or unexpected situations, and to specific constraints and circumstances and managing complex processes Client orientation: Strong critical thinking combined with communication skills to liaise between the business and technologies to understand business problems and needs, document requirements and identify solutions 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 theย work. Integrity and ethics: Strong emphasis on acting with honesty, not tolerating unethical behaviour, demonstrating equity, impartiality and sensitivity in exercising authority and interacting with staff, and otherย stakeholders. Conduct must be guided by IFAD core values, the Code of conduct and a high sense of ethics. Listening: Effective and active listening to others; understanding and acting upon indirect statements 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 ย
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.
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.ย
Please be aware of fraudulent job offers. IFAD does not charge any fees at any stage of the recruitment process. Official communication from IFAD will always come from e-mails ending in @ifad.org
In accordance with IFADโs 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 IFADโs remuneration package, please visit IFADโs compensation and benefits page on our website. Applicants are invited to use the ICSC compensation calculator to estimate the salary and benefit entitlements.ย
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.
Candidates may undergo pre-screening tests and to deliver a presentation as well as participate in interviews.