The Compensation and Benefits Unit (PACCB) is one of the units under the People and Culture (PaC) Department for Employment Policy, Compensation and Systems. Its role is to design, develop, implement, and administer Bank Group-wide compensation and benefits policies and programs for staff and contingent workforce in WBG Headquarters (Washington, D.C.) and over 140 WBG country offices around the world.
The unit manages the WBG global compensation and benefits programs and its governance, including financial and administrative management, associated communications and engagement with all relevant stakeholders (such as the Board, Regional VPUs, WFA, BPS, ITS, Staff Association, Management, Staff members and dependents, Retirees and dependents, and other plan members). The unit is also responsible for contract management and vendor relationships.
Duties and Responsibilities:
The Analyst will work as part of the Compensation Team and will report to a Team lead/Senior Specialist (Compensation). The job focuses on the WBG compensation program and its various tools.
Responsibilities will include the following:
Compensation Program: Provides analytical support to the development of the compensation strategy in line with the overall Bank Group People and Culture strategy. Implements the compensation program and its instruments (including special compensation measures, change in scale and salary denomination, Hazard and Fragility Pay, split disbursement), works on the WBG annual compensation review process and design of WBG salary scales (using an available compensation analysis tool) for HQ and country offices. Contributes to the development of innovative approaches and enhancements to the compensation policy and systems, including the design, development, and implementation of merit matrices (the mechanism for annual salary increase distribution to staff), rewards and recognition programs, scarce skills premium, ad hoc increases, promotion increases, special compensation measures, split disbursement arrangements, pay equity or addressing special categories such as contingent staff. Contributes to special projects or initiatives such as the compensation methodology review, variable pay design or total rewards statement. Coordinates with HR Operations and other stakeholders (e.g., WFA, BPS, ITS, IFC) on work related to the compensation program and its implementation (such as implementation of salary merit increases, other compensation-related payments, inputs into the budget preparation).
Research and Benchmarking: Reviews, analyzes, and works with market compensation and benefits survey reports submitted by HR consulting firms (vendors), including benchmark matching internal jobs against vendors’ surveys, for HQ and/or country offices. Supports the procurement process related to the selection of survey vendors, including preparation of terms of reference, or review of requirements and contract management. Researches and monitors relevant indicators needed for the compensation program (e.g., inflation, exchange rates, changes in tax rules) and provides information on market movements and trends in various country labor markets.
Communication and Engagement: Develops communication materials and presentations related to the compensation program. Supports Compensation Officers in the communication and engagement with key stakeholders on compensation policies and their updates, using various tools (such as presentations, briefings, written communications, videos). Partners with PaC/IFC HR Business partners and staff on providing advice on the compensation policy and program. Works with the Knowledge Management team on content of the WBG Compensation webpage and manages uploading of files related to the annual compensation cycle (e.g., salary scales, fee matrices, salary increases matrices). Maintains contacts with other international agencies, private sector organizations and consulting firms. Provides information to other international organizations and corporate partners.
Support in Other Areas – Works on ad hoc special studies or projects for internal use. Gathers and analyzes data and writes reports. Provides analytical inputs for compensation data surveys where the WBG participates. Works with the Analytics Team on Competitiveness Indicators and other compensation relevant initiatives. Works with ITS and HR Operations on HR systems enhancements.
Selection Criteria:
Master’s degree with 2 years of experience or equivalent combination of education and experience;
Proven experience in similar roles;
Solid knowledge of WBG compensation policies and program; good knowledge of HR (Peoplesoft) and other WBG administrative IT systems;
Strong analytical skills; demonstrated ability to conduct research and analysis; ability to articulate issues, proactively anticipate data analytics based on presented issues and recommend solutions to aid management in decision-making;
Proficient in Microsoft Windows applications, namely Excel, Word, and Power Point, including advanced spreadsheet design, lookup tables, manipulation, and analysis skills;
Demonstrated professional integrity, willingness, flexibility, and adaptability to engage in various aspects of HR work from identification and design to implementation;
Strong organizational and time management skills; ability to work effectively in a rapidly changing and fast-paced environment, with tight deadlines;
Strong quality control orientation; attention to detail;
Strong oral and written communications and presentation skills, ability to translate complex data for a variety of audiences, and experience with preparing client-ready materials;
Ability to collaborate and share knowledge with colleagues, clients, and teams across different VPUs and levels;
Ability to handle confidential and sensitive information (e.g., HR information, individual staff cases).
