E T Consultant

Contract

This is a World Bank Group grade: EC2 contract. More about World Bank Group grade: EC2 contracts.

E T Consultant

Description

Working at the World Bank Group (WBG) provides a unique opportunity for you to help our clients solve their greatest development challenges. The World Bank Group is one of the largest sources of funding and knowledge for developing countries; a unique global partnership of five institutions dedicated to ending extreme poverty, increasing shared prosperity, and promoting sustainable development. With 189 member countries and more than 120 offices worldwide, we work with public and private sector partners, investing in groundbreaking projects and using data, research, and technology to develop solutions to the most urgent global challenges. For more information, visit www.worldbank.org

WBG Human Resources Vice Presidency (HRD) is focused on delivering high value HR services to drive organizational performance and help make the WBG the employer of choice in international development. In this regard, the HR Careers, Performance and Learning Department (HRDCL) delivers innovative solutions and strategies, and global programs and services across the talent management lifecycle for the World Bank. As an integral part of HRDCL, the Leadership and Staff Development Unit (HRDLS) supports WBG staff in Washington, D.C. and country offices starting in new managerial and pre-managerial roles, or wanting to grow their business and leadership skills, or having a team they would like to equip with these skills, through a variety of structured development programs and solutions, including just-in-time learning. The Unit also supports the WBG through its Learning Management System and pedagogical support for external client training. In FY21, more than 10,000 WBG staff were served by this unit.

In recent years, the World Bank Group has developed a robust leadership development strategy that includes a range of priority skills, anchor behaviors and mindsets required by its talent, to meet demanding client needs and equally ambitious business goals for the next five years. Consequently, a portfolio of leadership development interventions was designed, which focuses on building the capability and capacity of staff to lead effectively both at an individual and collective level.

A recent Workplace Culture Task Force identified leadership development as one area critical to support culture change in the institution by reinforcing the behavior change required through its programs. They recommended that staff at all levels undergo leadership development training which means substantially increasing the current numbers as well as the pace of delivery by way of a ramp up, particularly for team contributors.

Part of this ramp up is to develop leadership skills of staff at all levels through a foundational leadership program currently known as the Foundational Leadership Program (FLP). The culture change initiative will require large scale delivery of FLP from 48 to 250 participants per cohort, with multiple cohorts running at the same time to cover 12,000 team contributors not yet trained in the next three to four years. A new role for an Extended Term Consultant (ETC2) with an administrative support has been created to be totally dedicated to developing and managing the new program. The ETC2 will report to the senior officer, focal point for staff leadership development and to the unit manager.

Duties and Responsibilities The main objective of this role is to develop, design and implement large scale delivery of the Foundational Leadership Program (FLP) aimed at personal leadership skills development for all WBG non managerial/supervisory or team leads staff. Specifically, the role will be responsible for the following:

Lead the RFP and vendor selection: Research the existing market, draft terms of reference and approach; formulate technical evaluation criteria; establish technical evaluation committee, conduct the various phases of the RFP including discrepancy resolution and prepare final report for approval of the selected vendor.

Stakeholder analysis and Program design: Jointly with the vendor, convene focus groups composed of relevant stakeholders to assess current and future learning needs of the target audience; come up with innovative solutions to address the clients’ pain points while ensuring the alignment of the new skills findings to the relevant priority leadership skills identified through an all-grade WBG wide consultations carried out in 2019; co-design with vendor to address the knowledge, skills, and behavior deficits thru micro-burst learning, in-the flow-of-work learning, social learning and digital technology using a range of modern synchronous and asynchronous learning modalities for individual and cohort learning; articulate pedagogical choices and expected outcomes, as well as the reasoning behind them.

Program delivery: Coordinate effective delivery of program for 1200 staff per year comprising of multiple cohorts (250 learners per cohort)- giving equitable access to headquarters staff and those in the field; collaborate with Human Resource Business Partners (HRBPs) to communicate the program to different client groups to ensure adequate staff enrollment ; collaborate with peers in the team to ensure consistency in messaging across the different programs; act as focal point in the unit to address all questions related to the program; collaborate with OLC team (WBG’s Learning Management System and pedagogical support) to design a learning path for program completion; track program completion and report.

Vendor management: Onboard the new vendor; monitor vendor services including validating individual trainers; proactively identify and resolve any specific problems that may hinder achieving the learning outcome; build and manage healthy and effective vendor relationships; as the vendor contract manager, undertake vendor performance reviews in conjunction with Procurement department.

Change and project management: In consultation with vendor, plan and develop schedule for programs delivery and communicate to all internal stakeholders in coordination with HRBPs, incl. on the nature “required” nature of the program; validate cohort composition to ensure WBG diversity targets are met; serve as contact point for participants, clients and vendor(s) for all program related needs and issues; monitor delivery and perform regular quality control of the program; manage program and vendor budget vis-a-vis expenditure; evaluate program effectiveness against target of behavior change (Kirk Patrick level 3); monitor and report on staff participation; in consultation with vendor and supervisor, make content enhancements/adjustments where necessary and: proactively identify and; communicate with supervisor and unit manager adjustments of schedules, targets and any other areas with budget implications.

Selection Criteria

Education: Master's degree in Human Resources, Business Administration or Organization Development (OD) and at least 5 years in leadership development field experience, or equivalent amount of education and experience in the Leadership Development/Organization Development field.

Experience:

• Experience in undertaking large scale learning needs assessment • Instructional Design experience (minimum 5 years) in designing, delivering and evaluating digital and blended learning experiences using a range of modern synchronous and asynchronous learning modalities for individual and cohort learning, in a learner’s centric and agile way Advanced knowledge and practical application of learning design principles, user experience design, familiarity with modern instructional design concepts, and the ability to communicate clearly on pedagogical choices and the reasoning behind them • Familiarity with micro-burst learning, on-the job learning and digital technology • Demonstrable experience in managing large scale leadership development projects including vendor and budget management. • Proven ability to deliver quality and timely outputs under pressure. • Experience in leading change management initiatives.

Skills:

• Project management and analytical skills, and ability to apply these in carrying out complex tasks. • Instructional design, design thinking skills • Ability to thrive under pressure and function effectively in a fast-paced environment under tight deadlines, while working on multiple tasks. • Self-awareness, influencing and communication skills: ability to influence positively and to communicate with empathy, tact, and clarity. • Proven collaboration and engagement experience with colleagues and clients at all levels across the organization, interact professionally, confidently, tactfully and with interracial and cross-cultural sensitivity as well as emotional intelligence incl. handling difficult situations, influencing and resolving conflict. • High level of flexibility, creativity, and dependability • Demonstrated a learning and continuous improvement mindset, and a high level of critical thinking and problem skills.

CORE SKILL AREAS ACCOUNTABILITY FOR RESULTS AND HIGH INTEGRITY Maintains ownership for work responsibilities from initiation through final completion, ensures alignment with client expectations and broader WBG priorities on staff development while maintaining high quality and integrity standards

INTEGRATING INFORMATION Integrates complex information, ideas, and analyses from multiple sources inside and outside the organization; readily identifies interactions, connections, and operational implications.

INFLUENCE, PARTNERSHIPS AND COLLABORATION Proactively builds relationships beyond immediate work team, being inclusive, openly sharing information and perspectives, and works with others across and outside the organization to create integrated outcomes that better serve clients, internally and externally.

PROBLEM SOLVING, CRITICAL THINKING AND SOUND JUDGEMENT Diligence in the identification and analysis of problems using appropriate methodologies. Analyses based on deep understanding of HR, clients, and other relevant data; draws correct conclusions and makes recommendations that balance risks and address needs of clients and the broader WBG.

PROACTIVITY, CONTINUOUS LEARNING AND PROFESSIONAL CURIOSITY Continuously enhances understanding of HR theory and practice; keeps abreast of emerging developments in the broader organizational and professional context. Contributes to own and the learning of others by sharing knowledge, lessons learned, giving feedback, and coaching to further the development of mentoring culture in the WBG.

World Bank Group Core Competencies

We are proud to be an equal opportunity and inclusive employer with a dedicated and committed workforce, and do not discriminate based on gender, gender identity, religion, race, ethnicity, sexual orientation, or disability.

Learn more about working at the World Bank and IFC, including our values and inspiring stories.

Note: The selected candidate will be offered a one-year appointment, renewable for an additional one year, at the discretion of the World Bank Group, and subject to a lifetime maximum ET Appointment of two years. If an ET appointment ends before a full year, it is considered as a full year toward the lifetime maximum. Former and current ET staff who have completed all or any portion of their second-year ET appointment are not eligible for future ET appointments.