The Advisor, BPMSD and Head, Strategic Workforce Unit will lead the full range of work on institutional issues including workforce planning; staff position management; changes in organizational arrangements; business process re-engineering of non-operational departments and offices; updating, clarifying and maintaining consistency on administrative orders; and promoting internal communications. The incumbent is expected to provide high-level advice and support to the Director General (DG) in carrying out the Department’s work program with particular focus on institutional matters.
The incumbent will report to DG, BPMSD and will supervise International Staff, National Staff, and Administrative Staff. Responsibilities: Strategic Workforce Planning and Skills Gap Analysis:
Develop corporate strategic workforce plan and related corporate write-ups for the Work Program and Budget Framework (WPBF) and Budget papers. Work closely with BPBM and SPD to ensure consistency between the overall work program, staffing requirements, and the preliminary internal administrative expense (IAE) budget proposal presented in the WPBF and Budget
Conduct skills needs assessment and identify skills gap in consultation with BPHP and concerned departments, to ensure efficient resources allocation and quality talent acquisition in line with the Strategy 2030 and corporate initiatives, especially the New Operating Model.
Review and identify other institution related issues and improve operations efficiency, including developing common understanding and/or solutions for issues on staff contracts, talent and skills matching, benchmarking, and coefficient on key operational outputs in emerging areas (e.g. climate change, gender, PSD/PSO, knowledge work, safeguard, financial management, project quality at entry and administration).
Position Management and Streamlined Business Process:
Develop policies and guidelines on staff position management. Review, monitor, and conduct: (i) the Bank-wide and departmental level complement for staff positions upgrade/downgrade, (ii) long-standing vacancy management, including sequestration and management of vacancy pooling system and related staffing reallocation, (iii) redeployment and redesignation of staff positions and (iv) proposal for job title.
Lead business process review and efficiency improvement in priority and critical areas of position management for better clients’ service delivery.
Review and improve both the TMS and position management data and dashboards in coordination with peer divisions in BPMSD for timely, transparent, and integrated HR data to be used towards analytical inputs for better HR decisions.
Review, update, and ensure greater clarity and consistency of Administrative Orders and related HR policies and guidelines.
Institutional Alignment and Effective Coordination:
Under the guidance of DG, BPMSD and in consultation with concerned departments/offices, conduct overall organizational reviews, identify needs for organizational realignments including resident mission strengthening and make recommendations to DG, BPMSD.
Review and recommend to DG, BPMSD on individual departmental realignment requests, ensure consistency across ADB, and promote greater organizational effectiveness.
Take the lead role in job/task identification, on division of roles, and developing terms of reference for key positions, and other organization arrangements. Provide insights and support to the Job Architecture project.
Support and advise DG, BPMSD in all matters relating to management services, organizational development, and reviews and assessment of organizational structure and resourcing, and proactively communicate and coordinate with departments/offices concerned. Participate in working group, executive and Board meetings at DG’s request on institutional matters other than HR and budget matters.
Create and lead multidisciplinary teams and ensure the overall quality of its work.
Manage the performance of teams and individuals providing clear direction and regular monitoring and feedback on performance.
Provide coaching and mentoring to team and individuals and ensure their on-going learning and development.
Master’s degree in Business Administration, Human Resources Management, Organizational Development, Economics, Social Sciences, or related fields; a university degree combined with specialized experience in similar organization may be considered in lieu of a Master’s degree.
At least 15 years of relevant experience and demonstrated technical competence related to the assigned sector/area
Excellent oral and written communication skills in English
International experience working in several countries