SENIOR HUMAN RESOURCES DEVELOPMENT SPECIALIST, Singapore At The World Bank


Closing date: Thursday, 8 June 2023

SENIOR HUMAN RESOURCES DEVELOPMENT SPECIALIST

Start Date: July 03, 2023

Express Interest By: 6/8/2023

Duration: 100

Topics: Not Available

Business Function: Not Available

Skills: Building Skills and Leadership Capability;Integrated Talent Management;Organization Design;Culture and Employee Value Proposition;HR Transformation and Change Management;

Language Skills: English

Assignment Location: Singapore

Institution: IFC

VPU: EAP – China/Indonesia/Singapore (GGOEA)

Contact Person: Graeme Andrew Harris (gharris@ifc.org)

Task Description: SCOPE OF WORK The main responsibility of the Consultant is to support the FIG Advisory Asia Pacific team in achieving its program objectives by supporting implementation of IFC client projects in the Asia Pacific region, in one or multiple areas of human resource management, potentially to include building skills and leadership capability, integrated talent management, organizational design, culture, employee value proposition and HR transformation & change management. Scope of work may include one or more of the below areas of expertise: 1. Future-proof organizations by strengthening leadership capability, and to make it future fit and aligned with organizational culture, values, and mission. Facilitate leadership culture diagnostics and definition of to-be culture, oversee application of leadership assessments, and build roadmaps for targeted leadership development. 2. Support our clients with end-to-end solutions of how to hire, develop and retain talent through an integrated talent management. Implement frameworks thttps://wbappse.worldbank.org/gmsapps/WorldBankJobsWeb/pages/default.aspx?Page=STOppor&noop=senior-human-resources-development-specialisthat create a high-performance culture through established benchmark of behaviors, skills and knowledge to drive Bank success. 3. Guide current state organizational assessment, establishing baseline on HR practices, identification of gaps in current talent management strategy and defining scope for improvement. Re-engineer workflows strengthen HR function and support operationalizing of recommendations. 4. Support clients to drive desired organizational culture and help to define proposition for their employees. Support in development of frameworks to identify change leaders to drive cultural change. Co-create unique, differentiated, and competitive employee value proposition models that resonates with employee aspirations and inspires them to deepen association with the Bank. 5. Support clients to upskill their HR function to drive the change agenda. Develop change Management and Communications plans.

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