Human Resources Analyst (Talent Management) - HRDTM
Assist in the performance management program and support related HR initiatives.
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Overview
Assist in the performance management program and support related HR initiatives.
You have:
- A combination of training and experience equivalent to completion of a secondary school education, supplemented by a minimum of four (4) years of relevant experience, is required.
- A combination of training and experience equivalent to completion of a secondary school education, supplemented by a minimum of six (6) years of relevant experience, is required. Alternatively, a minimum of two (2) years of experience in HR work, or related field, at Grade A04, or equivalent, is required.
- Educational development, typically acquired by the completion of a university degree, or equivalent, in Human Resources or related field, is required. Alternatively, a minimum of two (2) years of experience in HR work, or related field, at Grade A05, or equivalent, is required.
Work for the IMF. Work for the World.
Under the supervision of the Career and Performance Management Area Lead, the HR Officer in the Performance Management Team, and with overall guidance from the Deputy Division Chief of Talent, the Human Resources Analyst will assist in the day-to-day operations related to the performance management program with additional responsibilities supporting work related to the LIC/FCS program.
Main areas of responsibilities include but are not limited to:
- Provide day-to-day support for the performance management program.
- Support drafting key communications of the performance management program, ensuring relevant stakeholders have been engaged and coordinating timing of distribution.
- Maintain and update relevant data related to the program and support the team’s analytical work.
- Provide foundational support for the year-end APR process, including performing time-sensitive eligibility and rating validations and four-eye checks, according to policy.
- Ensure information related to performance management on HRD’s website is updated regularly.
- Undertake logistical coordination to support briefings with client services, and schedule regularly held team meetings.
- Aid in responding to staff inquiries through ServiceNow as they escalate to Tier 3.
- Provide support for B4/B5 annual performance review – including analytical and data preparation, and document/materials preparation.
- Provide general support to ad-hoc projects within the division as needed and support the career team during peak periods of the business cycle.
- Support LIC-FCS program through coordination with OE Division on quarterly review and disseminate review file to Client Services. Update Workday following ad-hoc reviews.
- Work with Functional Admin on system enhancements for business processes and reporting capabilities for performance, career, and LIC/FCS work programs.
- Back up HRA on the Career Team on program implementation, analytics, Workday-related automation, and responses to staff queries.
Minimum Qualifications:
GRADE A04
A combination of training and experience equivalent to completion of a secondary school education, supplemented by a minimum of four (4) years of relevant experience, is required.
GRADE A05
A combination of training and experience equivalent to completion of a secondary school education, supplemented by a minimum of six (6) years of relevant experience, is required. Alternatively, a minimum of two (2) years of experience in HR work, or related field, at Grade A04, or equivalent, is required.
GRADE A06
Educational development, typically acquired by the completion of a university degree, or equivalent, in Human Resources or related field, is required. Alternatively, a minimum of two (2) years of experience in HR work, or related field, at Grade A05, or equivalent, is required.
Desired Experiences and Attributes
- Experience coordinating multiple large-scale programs/projects.
- Experience with website development and spreadsheet maintenance
- Experience with the Fund’s performance management cycle and process
- Excellent written and verbal communication skills.
- Ability to build relationships and collaborate across diverse stakeholder groups.
- Strong problem-solving skills, and the ability to work through ambiguity.
- Strong organizational skills and attention to detail.
- Ability to drive results in a dynamic, fast-paced work environment.
Detailed Competencies needed in this role are:
Specialty Knowledge—Knowledge of HR policies, practices, and programs. Broad understanding of, and experience in, major HR areas.
Knowledge of Fund Operations/Policies—Broad experience and knowledge of Fund policies and procedures and how they impact one’s own job.
Work Management— Ability to handle multiple priorities with competing deadlines. Exhibits good judgement in managing workflow and delegating work. Ability to respond quickly to varied priorities and adapt to changing client needs while paying utmost attention to details. Composure and calm under pressure.
Interpersonal Skills—Excellent team spirit; models and encourages teamwork consistently. Nurtures good relationships within and outside team/division/department.
Analytical Skills—Demonstrates ability to analyze and synthesize information and data into cohesive output. Provides solutions to problems in situations that are atypical or infrequently occurring.
Versatility—Has the ability to work in multiple areas and/or on more complex tasks with light supervision. Makes sound decisions based on seasoned experience.
Innovativeness—Identifies opportunities for improvement or innovative ideas and proposes feasible solutions.
Communication—Drafts written communications for review.
Technological/Data Management Skills—Good understanding of the technology and data required to perform job duties, incl. HR platforms (Workday, PeopleSoft, SharePoint, ServiceNow), Microsoft Office tools (Word, Excel and PowerPoint) and Adobe.
A regular staff member who is selected to fill the vacancy will maintain their open-ended status. If the selected candidate is a contractual employee, they will be offered a Term staff appointment. Staff members already on a term appointment will continue their current term but may receive an extension provided that their current term appointment has not already been extended.
Only candidates who are currently residing in the Washington DC metro area will be considered.
Department:
HRDTM Human Resources Department TalentHiring For:
A04, A05, A06The IMF is guided by the principle that the employment, classification, promotion, and assignment of staff shall be made without discrimination against any person. We welcome requests for reasonable accommodations for disabilities during the selection process. Information on how to request accommodations will be provided during the application process.
Potential interview questions
| Describe a time when you had to coordinate multiple projects simultaneously. How did you ensure their success? | The interviewer wants to assess your project management and organizational skills. | Provide an overview of the projects, your role in coordinating them, and the strategies you used to keep them on track. |
| Can you provide an example of how you handled a complex problem in the workplace? What steps did you take? | This question aims to evaluate your problem-solving skills in a work environment. | Pro members can see the explanation. |
| Explain how you would maintain effective communication with diverse stakeholders during a project. | Pro members can see the explanation. | Pro members can see the explanation. |
| Tell us about a time you had to adapt to a fast-paced work environment. How did you manage your priorities? | Pro members can see the explanation. | Pro members can see the explanation. |
| What strategies do you use to ensure accuracy in your work, especially when managing data? | Pro members can see the explanation. | Pro members can see the explanation. |
| Describe your experience with HR platforms like Workday. How did you utilize these for your tasks? | Pro members can see the explanation. | Pro members can see the explanation. |
| How do you approach drafting communications for a team or department? | Pro members can see the explanation. | Pro members can see the explanation. |
| What do you consider important when evaluating employee performance? | Pro members can see the explanation. | Pro members can see the explanation. |
Added 1 year ago
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Updated 1 year ago
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Source:
imf.org
