International Monetary Fund (IMF)

IMF Washington

Work for the IMF. Work for the World.

The HR Department (HRD) of the International Monetary Fund (IMF) has transitioned to a new HR Service Delivery Model that will modernizes service delivery throughout the institution. This entails leveraging technology and work processes differently and adopting a new way of working for both Human Resources (HR) professionals and clients. Leading the specialty knowledge, expertise, and change management effort required in one’s respective functional area is a critical success factor for any would-be candidate.

The Client Services Division, HRD (HRDCS) is seeking a number of Human Resources Business Partners (HRBP) for roles in IMF HQ in Washington, DC. The roles are grades A11/12. Successful candidates will receive an initial 3-year Term staff appointment.

Under the supervision of the HRDCS Division Chief and Deputy, and the day-to-day guidance of the Strategic HR Partners (SHRPs), the primary responsibility of the HRBP is to coordinate with HRD colleagues on HR matters and ensure consistent application of the Fund’s HR policies and practices across assigned client departments to meet clients’ needs. The HRBP also supports the implementation of HR programs and initiatives in the areas of recruiting, staffing, performance management, career development, organizational development, and associated business needs.

1. Contributes to the development of staffing strategies, and discusses staffing and skills needs with line managers; liaises with managers and SHRPs to ensure appropriate diversity and skills mix in the department; collaborates with departmental managers to understand specific business and workforce planning needs.

2. Cultivates and maintains a strong relationship between HRD and the broader Fund, assisting SHRPs in advising on the management of departmental resources, in and outside of Headquarters, and synthesizing insights from assigned departments to identify key business needs and inform relevant HR programs.

3. Leverages and acts as a super user of the new HR system, Workday, to deliver HQ people HR services for assigned departments; leverages HR systems to provide HR analytics and data analysis in the service of HR delivery and strategic, analytical input.

4. Acts as a conduit between assigned departments and all areas of HRD to ensure client needs are met; communicates departmental-specific business needs to HR Operations to ensure that the recruitment process is aligned with expectations.

5. Refines, enhances, and supports the execution of Fund-wide programs, such as the Economist Program (EP), Special Appointee Program (SAP), and Externally Financed Appointee (EFA) program. Clearly communicates program objectives to relevant stakeholders and collects feedback from participants to drive program improvement.

6. Advises, interprets, and implements the Fund’s HR policies, practices, and procedures. Contributes to the Fund’s HR policies and initiatives through participation in working groups.

7. Provides coaching to clients on career management by identifying relevant training opportunities, guides in the preparation of Individual Development Plans (IDPs) and follows up on development goals as needed. Supports departments with the implementation of succession planning systems, including identifying potential internal candidates for future departmental needs.

8. Facilitates intradepartmental, interdepartmental, and external mobility. Assists employees and managers in preparing individualized development programs. Participates in the design of departmental training needs, orientation, and mentoring programs, including identifying mentors for new hires.

9. Implements and utilizes performance management tools. Liaises within HR Operations and the Talent Centers of Expertise (COE) on improving managerial competencies. Works closely with relevant stakeholders to identify performance issues, proposes solutions, and monitors results of performance improvement plans. Assists SHRPs during the Annual Performance Review (APR), merit, and promotions exercises, midyear performance and talent review, and ad hoc exit strategies.

10. Stays abreast of new policy and program developments and identifies impacts; ensures consistency in the application of departmental and Fund-wide HR policies/programs as part of the accountability framework. Provides key input in drafting the department’s accountability framework on HR management.

11. Proactively anticipates need for change and understands the theoretical basis of change management; effectively applies the change management framework in the diagnosis, design, and implementation of an effective intervention to facilitate an individual or group-level change.

12. Performs other duties as assigned.

Minimum Qualifications:

In addition to the qualifications set forth in the job standards, the ideal candidate should have the following:

  • Master’s Degree, or equivalent, in Human Resources, Business Administration, Psychology, or related discipline plus a minimum of four years of professional HR experience, OR Bachelor’s Degree plus 10 years of relevant professional work experience.
  • Broad HR proficiency, demonstrating a broad theoretical understanding of, and experience in major HR areas, including recruitment, rewards, and talent management.

  • Outstanding interpersonal skills and approach to teamwork, and proven ability to establish and maintain effective relationships with staff and managers at all levels
  • Able to learn quickly about client department’s core work and the Fund’s human resources policies and practices; willingness to question the status quo while at the same time having a solutions-oriented mindset.
  • Excellent organizational, communication and presentation skills, both oral and writing, and the proven ability to handle multiple/conflicting priorities and to work effectively under pressure.
  • Sound judgment and utmost discretion in dealing with confidential and sensitive personnel cases; uses strategic judgment in understanding departmental business needs to initiate improvements to HR tools.
  • Strong background in HR analytics, data analysis, and integrated talent management platforms (for example PeopleSoft, Workday, etc.) and ability to identify and apply HR trends and industry best practices.

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. 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

Department:

HRDCS Human Resources Department Client Services

Hiring For:

A11, A12

The 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.

Tags: career development, change management, data analysis, development plans, economist, human resources, organizational development, peoplesoft, performance management