Senior HR Business Partner I
Hong Kong
JOB DETAIL
Description
IFC — a member of the World Bank Group — is the largest global development institution focused on the private sector in emerging markets. We work in more than 100 countries, using our capital, expertise, and influence to create markets and opportunities. Our mission is to leverage the power of the private sector to end extreme poverty and boost shared prosperity on a livable planet.
IFC’s Human Resources (HR) Department partners with the business to develop and implement workforce strategies. The HR department includes three Centers of Expertise (COEs)—Strategy & Organizational Effectiveness, Global Talent Acquisition & Mobility, and Talent & Incentives—and two Client Services teams that provide support to HQ and regions.
The Regional HR Client Services team in Asia and Pacific is looking to recruit an Senior HR Business Partner I to facilitate the HR agenda in partnership with IFC Management and staff. On a day-to-day basis, the partner will serve as an advisor to staff and management and will be the focal point for her/his clients regarding all HR matters throughout the employment lifecycle, including but not limited to onboarding, staff development and deployment, performance management, workforce planning, compensation and benefits, learning, career counseling, and policy advice.
The position is based in Hong Kong, and the selected candidate will report to the HR Client Services Regional Lead.
Duties and Accountabilities:
• Strategic Alignment: Partner with management to develop and implement effective HR policies and practices that is aligned with the business’s strategic growth. Support the HR Client Services Regional Lead in developing the Asia and Pacific region’s HR agenda and transformation plan.
• Thought Leadership: Offer insights on organizational and people-related strategy and execution, demonstrate a comprehensive understanding of human resource management processes and best practices, and possess in-depth knowledge of HR and organizational development methods and tools.
• Employee Development: Educate, coach, and partner with managers on goals for performance management and employee development. Guide staff and managers on HR policies and practices.
• HR Expertise: Have prior experience in recruitment, talent and performance management, organizational development, HR advisory, management coaching, and change implementation. Provide expertise in feedback, employee relations, compensation, and organizational development.
• Program Development: Collaborate with the HR team to enhance/ co create programs related to recruiting, retention, compensation, benefits, and learning and development. Advise managers and staff on effective talent and career development and performance management and take the lead in identifying, assessing, and resolving issues, problems, and conflicts, utilizing additional resources as needed.
• Culture Champion: Champion a culture of excellence where people feel engaged and inspired to deliver top business results. Look for action opportunities to reduce bureaucracy, generate efficiencies, reduce delays, and take other actions that help move HR-related actions at a faster pace.
• Organizational Effectiveness: Develop people strategies and approaches to enhance organizational effectiveness and employee satisfaction. Support the design and implementation of organizational effectiveness initiatives and facilitate the development and management of high-performing teams.
• Core HR Processes: Support and lead core HR processes (e.g., performance calibration, compensation cycles, promotions). Collaborate with IFC HR Centers of Excellence (COEs) and WBG resources, as necessary, to ensure effective delivery of the HR agenda and manage critical HR cases (e.g., performance, health, and exit) within the client area.
• Data-Driven Insights: Analyze employee reports to guide decision-making and provide proactive solutions. Exhibit strong analytical skills and proficiency with analytical tools. Gain a deep understanding of the client’s business model and assist managers in identifying HR implications for their workforce.
• Proactively generate and utilize HR analytics to understand staffing, workforce, and other trends within the client area and present these in ways that provide input and value to client strategy development.
• Assist managers in creating staffing plans by analyzing trends and scenarios, advising on succession planning, determining appropriate staffing levels and skills mix, and promoting workforce diversity that aligns with work program requirements and corporate talent management goals.
Selection Criteria
• Possess a master’s degree in HR or a related field, with at least eight years of relevant work experience.
• Demonstrate a comprehensive understanding of human resource management processes and best practices, with in-depth knowledge of HR and organizational development methods and tools.
• Have prior experience in recruitment, talent and performance management, organizational development, HR advisory, management coaching, and change implementation.
• Show excellent workflow project management and task organization skills, with the ability to manage complex, multi-functional projects across diverse conditions.
• Exhibit strong analytical skills and proficiency with analytical tools. Ability to gather inputs, assess risk, develop scenarios, and articulate the benefits of decisions for internal and external stakeholders over the long term.
• Display a track record of being organized, structured, and tactful, with a strong focus on quality. Ability to identify necessary resources, resolve obstacles, and achieve key deliverables involving multiple stakeholders.
• Ability to maintain client relationships amidst conflicting demands and provide evidence-based advice and solutions.
• Be results-driven with a positive attitude, high degree of initiative, responsiveness, agility, and solution orientation while understanding different options’ risks, benefits, and potential adverse consequences.
• Demonstrate flexibility and the ability to work in a fast-paced environment with shifting priorities and demands, multitask effectively, meet tight deadlines, and pay attention to detail while staying focused on critical priorities.
• Possess skills and experience in designing and implementing client projects and engagements. Lead in sharing best practices, trends, knowledge, and lessons learned.
• Exhibit excellent interpersonal, cross-cultural, and team-building skills, with experience in building and maintaining strong client relationships. Demonstrate the capability to establish oneself as a trusted advisor for management and staff.
• Have a track record of maintaining high integrity, tact, and discretion when handling sensitive and confidential information.
• Ability to train, mentor and coach other team members, onboard new comers.
• Have international experience and an understanding of multicultural issues. Possess strong communication skills, both oral and written.
World Bank Group Core Competencies
The World Bank Group offers comprehensive benefits, including a retirement plan; medical, life and disability insurance; and paid leave, including parental leave, as well as reasonable accommodations for individuals with disabilities.
We are proud to be an equal opportunity and inclusive employer with a dedicated and committed workforce, and do not discriminate based on gender, gender identity, religion, race, ethnicity, sexual orientation, or disability.
Learn more about working at the World Bank and IFC, including our values and inspiring stories.
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