Senior HR Specialist (Talent Management Unit) - P4

cinfo; Roma; In loco; EUR 70.000 - 90.000; Tempo pieno

Descrizione del lavoro

A specialized international financial institution seeks a Senior HR Specialist to provide expert HR services and lead performance management initiatives. The role requires extensive experience in HR management within a multicultural setting, along with strong leadership skills and the ability to influence senior management. This position is crucial for fostering a client-focused HR culture and implementing talent development strategies.

Competenze

• At least eight (8) years of progressively responsible experience in human resources management.
• Experience in HR management, preferably in an international financial institution.

Mansioni

• Deliver full range of HR services with technical leadership.
• Oversee design and implementation of performance management programs.
• Advocate for continuous learning and monitor corporate learning programs.

Conoscenze

Analytical skills

Project coordination

Stakeholder management

Career management

Compensation expertise

Diversity & inclusion dynamics

Performance management

Formazione

University degree (Master or equivalent)

Descrizione del lavoro

Organizational Setting

The International Fund for Agricultural Development (IFAD) is an international financial institution and a specialized United Nations agency dedicated to eradicating rural poverty and hunger. It does so by investing in rural people. IFAD finances programmes and projects that increase agricultural productivity and raise rural incomes, and advocates at the local, national and international level for policies that contribute to rural transformation.

The Corporate Services Department (CSD) provides IFAD with the human resources, administrative services, safety and security, information technology resources, and medical support services required to allow IFAD to meet its objectives of enabling rural people overcome poverty. CSD is led by an Associate Vice‑President, CSD, and is comprised of three (3) divisions: People and Culture Division (PCD), Information and Communications Technology Division (ICT), Management Services Division (MSD) and one unit: the Health & Wellness Unit (HWU).

The People and Culture Division (PCD) provides high‑quality HR expertise, nurturing a culture of excellence and contributing towards an inclusive and diverse workplace where People come first. It is a strategic, business‑oriented and trusted partner for IFAD managers and staff across the globe. It supports corporate initiatives aimed at implementing key HR processes at the organizational level and developing a shared Workplace Culture based on IFAD's core values. PCD is led by a Divisional Director, and is comprised of three (3) units: the Strategic Partnering and Talent Acquisition Unit (SPTA), the Talent Management Unit (TMU), and the People Operations and Policy (POP) unit.

Job Role

The Senior HR Specialist is responsible for the delivery of the full range of HR services. The level of senior professionalism allows the incumbent to provide technical leadership in HR specialty and commensurate expert advisory services. Within their areas of responsibility, the Senior HR Specialist exercises a high degree of independence in providing reliable HR programme delivery. The incumbent performs the entire range of complex HR tasks independently, including the analysis and approval of complex and / or precedent‑setting cases with the aim of ensuring consistency in the interpretation and application of regulations and rules. The level of senior professionalism allows the incumbent to provide technical leadership to all of the mentioned HR initiatives and commensurate expert advisory services on programme design and implementation.

The Senior HR Specialist (TM) provides technical leadership in Performance Management within IFAD’s Integrated Talent Management Framework (ITMF), overseeing the design, implementation, and continuous improvement of related programmes, processes, and systems. The role ensures that performance management is fully embedded within the broader talent management architecture, linking performance outcomes to career development, learning, and mobility opportunities. Performance data are systematically used to inform succession planning, leadership pipeline development, and workforce decisions, while recognition and accountability mechanisms are aligned with IFAD's organizational values and strategic workforce priorities. In doing so, the Senior HR Specialist fosters transparency, fairness, and merit‑based advancement across the organization. Given the cross‑cutting and often high‑profile nature of performance discussions, the role requires strong diplomatic skills and the capacity to influence and build trust with senior leaders while maintaining objectivity and accountability.

Key Functions and Results

1. Human Resources Advocate‑promoting PCD’s reputation as a value‑added, technically competent and reliable service provider. The incumbent demonstrates expert knowledge of the Fund’s governing structure, mandate, long‑term business strategy, organizational dynamics and culture and uses senior‑level professionalism to advocate for new or revised policies, procedures and initiatives. The specialist reaches out to managers, supervisors and staff, listening and responding effectively and efficiently to common issues and problems and builds relationships based on respect and trust. From the perspective of diversity and respect for a multi‑cultural client base, the Senior HR Specialist demonstrates communications skills that promote the Division's strategy and the equitable management of IFAD staff.
2. Agent of Change‑applying change‑management principles and promoting new methods of work and technology tools. The incumbent uses knowledge of information technology to analyse and promote acceptance of new methods and effective communication skills to persuade managers, supervisors and staff to adopt change. They manage change through consultations with IFAD senior management, HR management and colleagues and outreach to client management, supervisors and staff to establish and maintain collaborative, open and regular communication pertaining to current and planned changes in HR strategy, policies, regulations and rules.
3. Managerial Functions‑team leadership, resource and knowledge management. The incumbent is a team leader accountable for integrity, transparency, and equity in managing IFAD resources. The specialist may supervise an HR specialised unit or HR generalists, planning work, supervising the unit’s performance, and establishing performance indicators of success, including:
   • People Management through recruitment, performance, career and learning management, establishing learning plans and ensuring staff meet development needs.
   • Resource Management by contributing strategic and data inputs into the divisional budget preparation.
   • Knowledge and Content Management by ensuring that knowledge content is continuously updated and available to colleagues and clients, best practices are identified and distributed, and appropriate tools are available.
   • Information Technology Management by leveraging ERP functionality to improve business results, simplify transaction and reporting processes, and improve client services.

Position Specifics

1. Talent Development Initiatives‑strategic alignment with IFAD's mission. The Senior HR Specialist (TMU) defines and implements corporate organisational development and capability development strategies, plans policies that align with IFAD’s mission, and works with senior leaders and HR partners to align talent development with business requirements. The specialist provides high‑level technical insight into talent development and leadership development, particularly in new learning techniques for a multicultural workforce.
   • Leverages relationships to open opportunities and thought leadership in talent development.
   • Enhances the design and framework for leadership development based on best practices and collaborates in designing programmes for emerging leaders.
   • Enhances the design, procurement and delivery of resources and tools for managers to be successful talent managers, including 360 feedback and assessment solutions.
2. Design and Implementation of Performance Management. The Specialist leads the design and implementation of the corporate performance management process as an enabler for a fit‑for‑purpose workforce, conducting periodic reviews of the process to enhance efficiency and effectiveness. The role is the highest technical expert on performance management policies, procedures and practices, providing authoritative advice to senior leaders, supervisors and staff.
3. Staff Development Programmes. The Specialist advocates the culture of continuous learning and supports programmes to enable individuals to perform and manage their own careers, leading the corporate learning programme, planning, designing and guiding implementation, monitoring and evaluating, and ensuring offerings are current and appropriate, including mandatory training, corporate induction for all new recruits, functional and competency training courses.
4. Staff Surveys and Engagement. The Specialist designs and implements organization‑wide surveys based on management guidance and supports management actions and change management by providing advice and tools.
5. Programme Quality through Data‑Driven Insight. The Specialist defines annual objectives of PM, Corporate Learning, and other initiatives, action plans, milestones and metrics of success, leading the development of a learning M&E framework, using data to drive progress in talent management and retention, and conducting external research to maintain best‑in‑class results.
6. Partnership Building. The Specialist partners with senior leaders across IFAD to understand talent needs at the corporate, departmental and divisional levels, consulting with HR Business Partners and stakeholders, and building relationships with UN agency colleagues and the private sector in learning and development.

Key Performance Indicators

The work requires development of new or modified policies, practices and techniques as well as the revision of HR work performed at lower levels, taking corrective and adaptive actions. The Senior HR Specialist is accountable for convincing management of the utility of improved approaches, addressing problems in interpreting policies, satisfying organizational and HR needs, and developing expert advice recognised as fully sound. Detailed analysis of the interrelationships of HR issues with programme, political and resource considerations is required. The work is defined by support to one major or a group of IFAD’s departments and offices whose impact encompass PCD as a whole, requiring continuous collaborative exchange of technical expertise with peers and management to ensure PCD is seen as speaking with one voice.

Working Relationships

Internally, the Senior HR Specialist is an authoritative HR technical adviser to the Fund in developing new or modified policies and practices and providing expert advice in their area of specialization. Working relationships involve interactions with Senior Management (AVPs / Directors / MDs), peers within PCD at all levels, hiring managers, and employees. External contacts include counterparts in other United Nations organisations, international financial institutions, vendors, agencies, and inter‑agency groups to exchange information on HR policies and negotiate common practices.

Job Profile Requirements

Organizational Competencies

• Building relationships and partnerships – Builds and maintains strategic partnerships internally and externally.
• Communicating and negotiating – Acquires & uses a wide range of communication styles & skills.
• Demonstrating leadership – Leads by example, initiates and supports change.
• Focusing on clients – Contributes to a client‑focused culture.
• Learning, sharing knowledge and innovating – Challenges, innovates & contributes to learning culture.
• Managing performance and developing staff – Manages wider teams with greater impact on others and on the organisation.
• Managing time, resources and information – Coordinates wider use of time, information and/or resources.
• Problem‑solving and decision‑making – Solves complex problems and makes decisions that have wider corporate impact.
• Strategic thinking and organisational development – Staff in management and / or strategic leadership roles.
• Team working – Fosters a cohesive team environment.

Education

• Level - Advanced
• University degree (Master or equivalent)
• Focus areas - Human Resources Management, Public Administration, Business Management, or related field.
• Degree must be from an accredited institution.
• Note: For internal candidates, this requirement will be assessed in line with IFAD's Human Resources Implementing Procedures.

Experience

• At least eight (8) years of progressively responsible professional experience in human resources management.
• Experience in HR management of which three (3) years preferably in the United Nations or an international financial institution, or another multi‑cultural organization or national organisation providing support on a global scope is highly desirable.

Languages

• Required: English (Excellent)
• Desirable: French, Spanish, and/or Arabic (Good)

Skills

• Analytical skills – Outstanding ability to analyse and synthesize qualitative and/or quantitative information and filter key insights.
• Project coordination – Ability to work with others, coordinate and structure work to meet deadlines, and manage project‑related risks.
• Stakeholder management – Strong alignment capabilities and consultation skills, building effective relationships.
• Career management – Know‑how in mobility plans and career development programmes.
• Compensation – Expertise in compensation methodologies and practices, benefits and entitlements.
• Diversity & inclusion dynamics – Expertise in diversity & inclusion dynamics applications in HR.
• HR knowledge – Expertise in principles and concepts of HR management, including HR business partnering and client outreach.
• HR systems – Know‑how in the design and management of HR systems and tools.
• Learning & Development – Expertise in learning & development methodologies and strategies.
• Performance management – Expertise in performance management methodologies and strategies.
• Workforce management – Know‑how in organisational development and design and strategic workforce planning.
• Basic ICT & digital fluency – Expertise relevant to the specific role (e.g. computer information systems, software, hardware, and office technology).
• Confidentiality & discretion – Establishes self and division as trusted advisor, maintains discretion and confidentiality, and demonstrates good governance.
• Leadership – Group thought leader, providing mentorship and effective guidance.
• Systemic thinking – Ability to understand interlinkages and their implications in specific areas.
• Verbal communication – Clear, succinct and convincing verbal communication.
• Written communication – Clear, succinct and convincing written communication in required language(s).

Other Information

IFAD staff members are international civil servants subject to the authority of the President of IFAD. In accordance with IFAD's Human Resources Policy, the President can decide to assign them to any of the activities of the Fund. All International Professional staff members are required to be geographically mobile and positions in the professional category are subject to changes in location at any time in line with strategic priorities and reform initiatives in IFAD.

In accordance with IFAD's provisions, all new staff members will normally be placed at the first step in the grade level for which they have been selected. For information on IFAD's remuneration package, please visit our website. Applicants are invited to use the ICSC compensation calculator to estimate the salary and benefit entitlements.

Candidates may be required to take a written test and to deliver a presentation as well as participate in interviews. In the interest of making most cost‑effective use of funds and resources, we are only able to respond to applicants who are short‑listed for interview. Candidates who do not receive any feedback within three months should consider their application unsuccessful.

IFAD is an Equal Opportunity Employer and does not discriminate on the basis of ethnic, social or political background, colour, nationality, religion, age, gender, disability, marital status, family size or sexual orientation.

Please be aware of fraudulent job offers. IFAD does not charge any fees at any stage of the recruitment process. Official communication from IFAD will always come from e‑mails ending in @ifad.org.

Applicants are required to complete the Personal History Form (PHF) in full, as this is the official document considered in the selection process. Incomplete PHFs may lead to disqualification. (Please note that CVs will not be reviewed). However, supporting documents such as certifications and covering letter may be attached.

Important Application Information

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