Human Resources Account Manager
The International Finance Corporation (IFC), the private sector arm of the World Bank Group, is a leader in sustainable investments in emerging markets. IFC applies sophisticated financial tools to finance projects that are profitable, have a positive development impact and comply with high environmental and social standards.
Investing in progress, innovation and partnership, the Corporation has strong values, unique expertise and a highly diverse, talented and committed staff of over 3.000. Headquarters are in
IFC's Department of human resources & administration (CHA) helps the Corporation to achieve its business goals through the implementation of HR policies and practices to attract, retain and motivate a highly qualified and performing staff. The HR strategy for the next 3 years emphasizes:
§ Management of growth, decentralization and recruitment under the 2010 strategy
§ Enhancement of leadership development
§ Strengthening of monetary and non-monetary incentives
§ Alignment of performance and pay
§ Further improvement of diversity and inclusion
IFC’s HR Client Services are part of the Central Human Resources and Administration Department (CHA). HR Account Managers are assigned to a number of departments at HQ and in the field. They are the first focal point for all HR issues from recruitment to separations, embracing matters such as performance management, strategic staffing, compensation and benefits, learning, career counseling, succession planning, and more. And they are the HR advisors to department directors and managers on issues such as organizational development and change management.
Day-to-day Responsibilities
Operating within the framework of the World Bank Group Human Resources policies, the role of the Senior HR Account Manager includes, but is by far not restricted to:
§ Advising managers on HR policies and best practices, as well as on organizational development issues
§ Staff and career counseling
§ Staff and succession planning
§ Management of staff movements, rotations and developmental assignments
§ Coaching and advising managers and staff on performance management issues
§ Compensation and promotion matters
§ Field office staffing matters, such as preparation of staff for field assignments and assistance in redeployment upon their return
§ Terminations and separations
§ Analyzing staffing mix and staffing needs with focus on the Corporation’s diversity objectives
§ Selection of, and negotiation with, final candidates to be recruited for the Corporation.
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