In this role, the HR/ Sr. HR Analyst (Succession Management) will support the development and implementation of talent assessment strategies, policies and programs related to succession management of the IMF managerial cadre. S/he will provide high-touch logistical and analytical support for two corporate Committees (the Senior Review Committee and the Review Committee), covering operations related to managerial selections and promotions, talent reviews (RC List and B3 promotions) and term appointments/decisions.

This includes partnering with the members of the team to: (i) Ensure all the materials are prepared with the highest quality and in a timely manner; (ii) Draft summary notes for monthly Review Committee meetings; (iii) Keep track of RC policy/guidelines/procedure changes and updates (handbook, websites etc.) ; (iv) Prepare/review/circulate memos and communications for management and HR Director’s approvals and notifications to departments; (v) Keep track of action items/workflow for the team, oversees the Secretariat’s calendars and mailboxes, including flagging issues needed to be addressed, impeccably organize and maintain all relevant records; (vi) Keep track of committees’ memberships and support new appointments/extensions; (vii) maintain databases and perform data analyses; (viii) leads one or more projects or contributes to part of larger projects; and (ix) other job-related duties as assigned.

We are looking for a collaborative colleague able to jump in and learn flexibly, while producing high volumes of work in an area of work that is highly visible. To be successful in this role, the following characteristics are critical: detail orientation; ability to cross check work for accuracy; ability to manage stressful situations; ability to make recommendations on issues and problems faced by the team.

Minimum Qualifications:

Educational development, typically acquired by the completion of a university degree in Human Resources or related field, supplemented by a minimum of three years of relevant work experience, or equivalent, is required.Alternatively, a minimum of two years of experience in HR work at Grade A6, or equivalent, is required.

Detailed competencies needed in this role are listed below:

Competencies :

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 (PeopleSoft, Workday, SharePoint, ServiceNow), Microsoft Office tools (Word, Excel and PowerPoint) and Adobe.

Only candidates physically residing in the Washington D.C. Metropolitan area will be eligible for consideration.

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.

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.