The Client Services Unit (CSU), HRD Immediate Office, has vacancies for HR Business Partner (HRBP) roles in Functional and Specialized Career Stream (SCS) departments.

Working under the supervision of the Strategic HR Partner (SHRP), the primary responsibility of the HRBP will be to support the design and implementation of the departmental HR strategy and ensure consistent application of the Fund's HR policies and practices by effective coordination with HRD colleagues, client department, and other stakeholders. The HRBP supports recruitment, staffing, performance management, career development, organizational development, position management and other HR programs to meet the business needs of the department (“client”) and the Fund. Key areas of responsibility include:

• In collaboration with departmental managers, contributes to the development of staffing strategies, considering skills needs and diversity objectives; supports managers in sourcing and recruitment; with SHRPs, provides guidance to clients management of departmental resources and relates trends and business needs information to HRD to guide program and policy design.

• Communicates program objectives to relevant stakeholders and collects feedback from participants to drive program improvements and serves as a Point of Contact (PoC) to a selected Center of Expertise (CoE) when assigned.

• 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, including identifying potential internal candidates for future departmental needs.

• Implements and utilizes performance management tools. Works closely with relevant stakeholders to identify performance issues, proposes solutions, and monitors results of performance improvement plans. Assists SHRP during Annual Talent Management Exercise, midyear check-ins, and talent reviews, as applicable to the client departments.

• Contributes to HR Analytics and performs Workday transactions, as needed. Provides guidance to a shared HR Project Analyst on HR systems and guides on data/reporting functionalities to ensure timely processing of HR actions and to provide HR analytics to the department.

• 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.

• Supports the execution of Fund-wide programs, where applicable, such as the Economist Program (EP), Fund Internship Program (FIP), Special Appointee Program (SAP), Externally Financed Appointee (EFA) program, mid-career recruitment, B-list, Mobility Support Program (MSP) and others.

• Other duties assigned by the direct manager.

Qualifications, Skills, and Competencies

The minimum qualification is a 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 a bachelor’s degree plus 10 years of relevant professional work experience. See the HR job ladder at Human Resources Ladder (imf.org).

In addition to the above, the ideal candidate should have the following:

• Broad HR proficiency, demonstrating a general understanding of, and experience in major HR areas, including recruitment, rewards, workforce planning, career development, 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

• Ability to learn quickly about client department’s core work and understand the impact of the Fund’s HR policies and practices on the business; 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.

• High level of proficiency in HR analytics, data analysis, and integrated talent management platforms (particularly in PeopleSoft and Workday) and ability to identify and apply HR trends and industry best practices.

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.