Human Resources Officer (People Analytics), Org Effectiveness, HRD

Work for the IMF. Work for the World.

The Human Resources Officer, People Analytics is an inquisitive thinker who balances advanced quantitative reasoning expertise with an understanding of human resources to develop key metrics and research studies that gauge workforce trends and enhance HR processes. The role reports to the Division Chief, Org Effectiveness.

Major Roles and Responsibilities:

1. Develops meaningful metrics across multiple HR areas during both everyday operations and key change initiatives, ensuring metrics are objective.

2. Collaborates with HR leaders to identify key HR issues, designing objective, well-aligned research studies that gauge organizational performance along agreed upon criteria.

3. Reviews and analyzes data and conducts statistical research (often in Python, R, SAS, or a similar language), including correlation, regression analysis, etc. Synthesizes insights and report findings with recommended follow-up activities as requested.

4. Reviews metrics related to multiple areas of HR (e.g. workforce planning statistics, diversity measures, etc.), identifying key issues and presenting findings and proposed areas of focus to leadership.

5. Analyzes internal and external workforce trend requests, developing benchmarks and leveraging analytics to identify talent insights and areas for improvement. Reports insights as requested.

6. Leverages analytical data to identify areas to streamline processes, by distilling complex statistical analyses to identify key takeaways and recommendations.

7. Analyzes recruitment and headcount data, accurately forecasting Fund staffing needs and gauging program effectiveness. Communicates insights to HR leadership and other COEs.

8. Analyzes diversity and inclusion data from multiple sources, including surveys and interviews, to assess diversity levels across departments / levels, minority group engagement / integration, pay equity, and diversity and inclusion initiative effectiveness.

9. Analyzes talent pipeline data related to talent levels, gaps, and trends. Compares findings to current succession planning, talent acquisition, and workforce assessment / development activities to ensure proper alignment. Escalates gaps as needed.

10. Performs other job-related duties as assigned.

Specialized Skills/ Knowledge

• Educational development, typically acquired by the completion of an advanced university degree in Human Resources, Analytics, Data science, Information Management or related field, supplemented by a minimum of four years of relevant, professional work experience, is required. Alternatively, a university degree and ten years of professional experience in relevant field is required.
• Experience in a broad range of HR areas, e.g., staffing, training and development, and compensation and benefits is preferred
• Establishes analytical standards for the team.
• Able to leverage cross-functional expertise in contributing to the shaping of coherent HR strategies, policies and programs.
• Has expert knowledge of, and comprehensive experience in People Analytics.
• Able to influence the strategic direction and approach of the area.
• Able to analyze complex, interdisciplinary HR policy issues that require sophisticated technical skills and sound business judgment.

Competencies

Analytical Skills

Specialty Knowledge

• Demonstrates ability to develop and execute an analytical approach, applying skills to build and implement a plan which addresses broader/more complex problems
• Understands implications of findings for the department and the Fund
• Establishes analytical standards for work area
• Recommends new policies/processes.

Specialty Knowledge

• Performs important tasks and/or high risk, high visibility projects
• Identifies issues (often complex in nature) for consideration (e.g., inconsistencies in articles, rules, etc.) and assists in resolution
• Represents the department (and its’ position) on more complex Fund-wide issues
• Serves as expert advisor

Versatility

• Demonstrates more collaboration across divisions and departments
• Significant fungibility across departmental work

Technological/Data Management Skills

• Teaches and provides a role model for others on how to more effectively use technology and apply data management skills

Innovativeness

• Demonstrates innovation and creativity on solving problems with Fund-wide impact

Knowledge of Fund Operations/Policies

• Understands the strategic outcomes/business impact of department’s work

Communication

• Assimilates information; drafts output from team/project
• Communicates effectively with division chief and demonstrates the ability to tailor communication to senior staff
• Responsible for drafts with few edits and revisions needed; independently drafts papers

Interpersonal Skills

• Has an established network with peers and other staff
• Has effective business relationships outside the Fund
• Deals proficiently with executive/deputy directors and country officials
• Displays strong negotiating and/or influencing skills

Work Management

• Responsible for planning and organizing work of large or complex teams/projects.

Supervisory Responsibilities (where applicable)

• Participates in hiring/staffing decisions
• Develops staff
• Manages relationships with vendors, consultants, working groups
• Leads working groups, collaborates with outside departments
• Leads projects spanning multiple divisions

This vacancy shall be filled by a 3-year Term appointment in accordance with the Fund’s new employment rules that took effect on May 1, 2015. All applicants are expected to include a Statement of Interest as an attachment to the application, which may be used in the screening process for this vacancy.

Department:

HRDOE Human Resources Department Organizational EffectivenessHiring For:

A11, A12The IMF is committed to achieving a diverse staff, including age, creed, culture, disability, educational background, ethnicity, gender, gender expression, nationality, race, religion and beliefs, and sexual orientation.