International Fund for Agricultural Development (IFAD)


Job Title : HR Analyst (Payroll & Analytics)

ID : 7329

Location : Rome

Date of issue : 09/19/2022

Close Date : 10/09/2022

Organizational Unit : Human Resources Division

Full/Part Time : Full-Time

Regular/Temporary : Regular

Assignment Duration : 2 Years

Grade : P-2

Organizational Setting

The Corporate Services Department provides IFAD with the human resources, administrative services, safety and security and information technology resources required to allow IFAD to meet its objectives of enabling rural people to overcome poverty. The Human Resources Division (HRD) is fully integrated within the Corporate Services Department (CSD), providing services to colleagues at Headquarters and in the field, with the ambition of being a strategic, business-oriented and fully trusted professional partner with IFAD managers and staff. HRD’s mission is to provide best practice HR policies, advice, and solutions, all of which are designed to recruit and develop the best and most appropriate talent to carry out IFAD’s mandate.

The division is currently comprised of the Talent Management Unit, Policy and Strategic Support Unit, and Business Partner Unit. Each Unit is bound with the same team spirit and has specific responsibilities to help achieve HRD’s vision of offering management and staff comprehensive and seamless solutions. The Policy and Strategic Support Unit (PSSU) contributes to the overall effectiveness of HRD by leading overarching HR initiatives, corporate reporting, HR Policy work, HR Payroll and staff analytics, Social Security themes and HR/IT related projects for the effective management and administration of human resources. In line with the evolving strategic priorities of IFAD and with a particular focus on decentralization objectives and corporate reforms, leveraging on the development of solid HR knowledge, PSSU identifies opportunities for innovation, automation and streamlining, transforming HR structures and processes to benefit the organization, HR staff and its client divisions. PSSU is also responsible for the analysis and definition of new and existing policy and procedure in line with the global HR policy architecture and contributes to the modernization of HR policies, practices and procedures and to the systemic sharing of HR knowledge.

Position Specific: The Human Resources (HR) Analyst, Payroll and Analytics, works under the overall strategic, policy and management guidance of the Director of the Human Resources Division (HRD) and the direct supervision of the Chief of Policy and Strategic Support Unit (PSSU). The Analyst is responsible for the integrity of HR data for payroll purposes, monitoring and analyzing results of monthly HR actions and payments generated by HRD to ensure correct output and compliance with payroll processes established by the external auditors. He/she is responsible for the production of effective and accurate corporate reporting on workforce data and analytics in support of the organization’s decision-making process. Lastly, the Analyst is the administrator of all HR/IT systems and supports the Chief PSSU on HR/IT system design and automation, supporting the management of HR/IT projects for the digital transformation of the HR function in support of a field-based organization.

Job Role

The Human Resources (HR) Analyst position is a position designed to build expertise in a broad range of HR occupations.

The HR Analyst performs routine and non-routine work with established precedents independently; complex, precedent setting recommendations are developed in consultation with the supervisor or other subject matter expert.

Position Specific: The HR Analyst, Payroll and Analytics, is responsible the administration of the HR monthly payroll driven by strict system deadlines, to verify and reconcile HR-payroll reports, in liaison with the HR Business Partners Unit, the Payroll and Payments Team in the Financial Controller’s Division (FCD), as well as external entities like Medical Insurance Providers and the UN Joint Staff Pension Fund. He/she is responsible to ensure the integrity of data on salary and pensionable remuneration scales, monthly post adjustment multipliers and other allowances established by the International Civil Service Commission (ICSC) and the UN Common System. He/she maintains and advises the Chief PSSU on enhancements needed on IFAD PeopleSoft Global Payroll areas under HRD’s responsibility, and reviews internal administrative work processes for the administration of payroll, benefits and entitlements, with a view to streamlining and enhancing effectiveness and efficiency, in collaboration with the concerned functional areas. He/she is responsible for the maintenance and integrity of HR workforce data, providing accurate reporting on staffing analytics. He/she proposes HR data metrics and reporting methodologies for IFAD management to use as a tool for strategic and predictive workforce planning, identifying and verifying new reports and queries as required by management, Member States and UN/IFI entities. He/she provides comprehensive formal statistical data for CEB and IFI annual headcount and other reporting, IFAD Enterprise Risk Management indicators, RIDE, UNJSPF year-end schedules, country briefs, etc.

Key Functions and Results

1. AGENT OF CHANGE: The HR Analyst maintains awareness of the principles of change management and proactively serves as a role model for transformation and capacity for acceptance of change. The HR Analyst uses a solid knowledge of information technology to analyse and promote acceptance of new methods of work and effective communication skills to persuade and influence managers, supervisors and staff to adopt change. Going beyond acceptance to change in methods and technology tools, the HR Analyst manages change through information exchange with HR colleagues and outreach to client offices to ensure open and regular communications pertaining to current and planned changes in the HR strategy.

2. MANAGERIAL FUNCTIONS: The HR Analyst is accountable for integrity, transparency, and equity in the personal use of assigned IFAD resources, including equipment, supplies and, as applicable, staff supervised.

3. BUSINESS PARTNER: The Human Resources Analyst`s customer service focus is on client outreach. S/he provides verbal and written advice and guidance to supervisors and staff on human resources regulations, rules and procedures, facilitating a mutual understanding of issues and roles in the management of IFAD`s human resources. The Analyst supports HR best practices in the Fund through outreach to other private and public sector organizations to identify potential solutions to IFAD client concerns as well as maintains open communications with counterparts in other UN and IFI organizations for further discussion with HR Specialists, internal committees and/or review boards.

4. HUMAN RESOURCES EXPERT: At this level the HR Analyst is establishing his/her knowledge base in the UN`s as well as the Fund`s HR strategy, principles, policies, regulations, rules and procedures. S/he may be assigned to an HR generalist team providing support to a large, complex group of clients or rotate through the various HR occupations (talent acquisition, administration of entitlements, classification, staff development, performance management, social security, etc.) to develop an in- depth knowledge of the individual HR activities. The HR Analyst is assigned routine and non-routine casework requiring the analysis and synthesis of issues and problems and interpretation of established, formal guidelines to address and recommend solutions or further actions required.

5. HUMAN RESOURCES ADVOCATE: The HR Analyst supports the foundation of HRD`s reputation as a value-added service provider as part of the Division`s HR strategy. At this level the focus is on building a knowledge base of the Fund`s governing structure, mandate, long-term business strategy, organizational dynamics and culture. S/he reaches out to staff, listening and responding effectively and efficiently to common issues and problems and building relationships based on respect and trust. From the perspective of a value for diversity and respect for a multi-cultural client base, the Analyst develops communications skills that serve to promote the Division`s strategy and the equitable management of IFAD staff.

Position Specific: The HR Analyst (Payroll & Analytic) identifies and analyses evolving functional requirements for PeopleSoft HR module in line with shifting internal and UN Common System changes and efficiency gains to be delivered. He/she keeps track of all payroll deadlines, analysis payroll data, and follows up with HR Business Partners on inconsistencies. He/she works with the Information and Communications Technology Division (ICT) and FCD on HR systems and processes to plan, design, test and implement system and process changes in HR administration. He/she retains overall responsibility for user testing of proposed changes to ERP modules that affect HR and Payroll-related data. This includes documenting fully developments and changes, preparing user manuals and providing training and guidance to HR staff and IFAD staff in general. The Analyst provides ongoing functional support to HR staff on the accurate and efficient use of the system.

Key Performance Indicators

The work requires analysis of individual cases and processes. HR Analyst positions have access to advice and on-the-job training from specialists in the individual HR occupations in the resolution of on-going nonroutine casework.

Working Relationships

The work relationships of HR Analysts involve both written and verbal communications to obtain and provide information regarding decisions on specific cases or to explain why an action has been taken or to obtain information needed to take decisions or support further HR processes. Internal Fund contacts extend to supervisors and staff throughout the Fund. This requires skill in building constructive, effective relationships.

Job Profile Requirements

Organizational Competencies:

Level 1:

  • Building relationships and partnerships – Builds and maintains effective working relationships
  • Communicating and negotiating – Communicates effectively; creates understanding between self and others
  • Demonstrating leadership – Personal leadership and attitude to change
  • Focusing on clients – Focuses on clients
  • Learning, sharing knowledge and innovating – Continuously seeks to learn, shares knowledge & innovates
  • Managing performance and developing staff –
  • Managing time, resources and information – Manages own time, information and resources effectively
  • Problem-solving and decision-making – Demonstrates sound problem-solving and decision-making ability
  • Strategic thinking and organizational development – Personal influence
  • Team working – Contributes effectively to the team


  • Advanced university degree from an accredited institution listed on (link) in a job related field (*): Area – Human Resources or related fields
  • Position Specific: Advanced university degree in Finance, Business Administration, Economics, IT, Statistics or related fields

(*) Note: For internal candidates, this requirement will be assessed in line with the provisions set forth in the IFAD’s Human Resources Implementing Procedures.


  • At least two (2) years of relevant experience is required. Position Specific:
  • Experience in HR, Finance or related fields, data/analytics management, project management/administration of HR/IT systems


  • Accredited HR Certificate – desirable


  • English (4 – Excellent)
  • Desirable: French, Spanish, or Arabic (3 – Good)


  • Procedure adherence: Ability to strictly adhere to established, formal guidelines, including in new situations
  • Analytical skills: Outstanding ability to analyse and synthesize qualitative and/or quantitative information from a variety of sources and filter out key insights and recommendations
  • Data management: Data collection, cleaning, transformation and consolidation; data-base architecture & development; data presentation
  • Stakeholder management: Strong alignment capabilities and consultation skills, building on effective interactions and relationships with different stakeholders (e.g. for the co-creation of communication material with member states) and ability to build and maintain a strong network (e.g. with journalists, media outlets, etc.)
  • Compensation: Expertise in compensation methodologies and practices, benefits and entitlements
  • Diversity & inclusion dynamics: Expertise in diversity & inclusion dynamics applications in human resources
  • HR knowledge: Expertise in principles and concepts of human resources management, including HR business partnering and client outreach, job classification
  • HR systems: Know-how in the design and management of HR systems and tools (e.g. learning platforms, performance platforms, etc.)
  • Workforce management: Know-how in organizational development and design and strategic workforce planning
  • Basic ICT & digital fluency: Expertise relevant to the specific role (e.g. in-depth, computer information systems, including micro-computer operating systems software, hardware and applications software and other office technology equipment), end-user computing configuration management
  • Data architecture: Know-how in the analysis and interpretation of data needs and sources taking into account its operational context, using systems and models to disseminate ensuring integrity, availability to meet reporting and business analytics needs
  • User experience: Strong focus on the delivery of a positive and intuitive user experience, building on a proactive clarification of user needs and requirements
  • Client orientation: Strong critical thinking combined with communication skills to liaise between the business and technologies to understand business problems and needs, document requirements and identify solutions
  • Confidentiality & Discretion: Establishes self and division as trusted advisor to internal stakeholders by maintaining high level of discretion and confidentiality in assignments; demonstrates sound judgement when dealing with sensitive and/or confidential matters; drives good governance and is a “Culture Carrier” demonstrating IFAD institutional conscience through his/her work.
  • Verbal communication: Clear, succinct and convincing verbal communication; highly professional, balanced and diplomatic language
  • Written communication: Clear, succinct and convincing written communication in the language needed for specific role; highly professional, balanced and diplomatic language (e.g. for drafting of position papers, briefings, etc.)

Other Information

Applicants should note that 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 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.

Candidates may be required to take a written test and to deliver a presentation as well as participate in interviews.

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

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