Sr. HR Officer (Org. Effectiveness) (HR Client Services)
Drive Fund effectiveness through HR organizational strategies.
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Overview
Drive Fund effectiveness through HR organizational strategies.
You have:
- Minimum of eight years of relevant progressively responsible work experience in HR.
- Educational development typically acquired by the completion of a relevant advanced university degree.
- Experience in a broad range of HR areas including staffing, training, and development, compensation and benefits.
- Ability to analyze complex HR policy issues and provide strategic recommendations.
- Established analytical standards for the team.
- Expert knowledge and comprehensive experience in Organizational Effectiveness.
Work for the IMF. Work for the World.
The Senior Human Resources Officer, Organizational Effectiveness collaborates with multiple HR areas to enhance Fund effectiveness, performance and innovation. Primary activities include researching external trends, monitoring internal performance against external benchmarks, and developing meaningful strategies and content to drive a culture of continuous improvement.
Major Duties and Responsibilities
- Analyzes current-state Fund structure and culture to identify gaps and solutions. Synthesizes findings and reports insights.
- Proactively seeks feedback from stakeholders to gauge current state organization design and structure, developing meaningful, objective questions and engaging stakeholders to facilitate the development of indicative insights and path to organizational objectives.
- Drives organizational culture through development and management of the employee value proposition (EVP). Aligns ongoing HR initiatives with the EVP, leveraging insights from engagement surveys, data analytics, and industry best practice tools.
- Conducts external research to determine industry benchmarks and best practices, transforming themes into proposed strategies to improve Fund efficiency, innovation, and workflows.
- Designs innovative program and policy concepts that enhance multiple areas of Human Resources, such as cultural, workforce planning, and competency models – liaising with other COEs as appropriate.
- Leads, implements, and monitors performance of institutional workforce planning, staffing, and development plans, which may include forecasting future talent needs and monitoring short-term gaps in critical business areas.
- Contributes to implementation of Fund initiatives, leveraging insights on employees to determine effective change management strategies and communications materials.
- Contributes to the development of research studies that leverage data analytics and business analytics to gauge HR effectiveness. Aggregates, analyzes, and synthesizes data to identify key insights, reporting results as requested.
- Performs other job-related duties as assigned.
Specialized Skills/ Knowledge
- Educational development, typically acquired by the completion of a relevant advanced university degree, supplemented by a minimum of eight years of relevant progressively responsible work experience, is required. Alternatively, a university degree and fourteen years of professional HR experience is required.
- Has seasoned experience in a broad range of HR areas, e.g., staffing, training and development, and compensation and benefits.
- 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 Organizational Effectiveness.
- 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 Fund
- Establishes analytical standards for work area
- Recommends new policies/processes
- 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 for work areas
Versatility
Technological/Data Management Skills
- Demonstrates more collaboration across divisions and departments
- Significant fungibility across departmental work
- Teaches and provides a role model for others on how to use technology more effectively and apply data management skills
Innovativeness
Knowledge of Fund Operations/Policies
- Demonstrates innovation and creativity on solving problems with Fund-wide impact
- Understands the strategic outcomes/business impact of department’s work
Communication
Interpersonal Skills
- 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
- Has an established network with peers and senior staff
- Deals proficiently with executive/deputy directors and senior staff
- Displays strong negotiating and/or influencing skills
Work Management
Supervisory (Where Applicable)
- Responsible for planning and organizing work of large or complex teams/projects
- Participates in hiring/staffing decisions
- Helps develop 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.
Contractual employees are ineligible to apply for staff positions that are advertised internally only. This is in alignment with the Fund’s Categories of Employment (CoE) framework EBAP/14/89.
Department:
HRDOE Human Resources Department Organizational EffectivenessHiring For:
A13, A14The 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. We welcome requests for reasonable accommodations for disabilities during the selection process.
Potential interview questions
| Can you describe a time when you identified a gap in an organization's effectiveness? | This assesses your ability to analyze and improve organizational performance. | Discuss the situation, the gap you identified, and the steps you took to address it. |
| How do you ensure stakeholder engagement in HR initiatives? | This evaluates your communication and interpersonal skills in HR contexts. | Pro members can see the explanation. |
| What innovative strategies have you implemented in previous HR roles? | Pro members can see the explanation. | Pro members can see the explanation. |
| How do you leverage data analytics in HR decision making? | Pro members can see the explanation. | Pro members can see the explanation. |
| What is your approach to developing an employee value proposition? | Pro members can see the explanation. | Pro members can see the explanation. |
Added 3 years ago
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Updated 1 year ago
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Source:
imf.org
