HR Analyst

HR Analyst

Description

• Skills and Organizational Effectiveness partners strategically with IFC units to advance business priorities. The team promotes a skills-based approach to workforce reshaping; supports workforce planning, organizational design, and effectiveness; delivers corporate and Board reporting and analytics to inform management decisions; and develops IFC business understanding and career paths/support through flagship initiatives and programs.
• Client Services provides strategic HR partnership, program implementation, and tailored support to staff and management globally through its HR Business Partnership network.

• Directly support organizational design and effectiveness (OE) initiatives to improve how work is structured and delivered in support of business outcomes. Maintain the OE Dashboard, underlying data, and organizational effectiveness framework, and conduct organizational assessments to identify and address span of control and influence anomalies.
• Develop concepts, tools, and resource materials that enable HR Client Services to apply organizational design and effectiveness methodologies effectively.
• Ensure IFC's organizational structure and related data remain current and accessible. Stay informed of organizational changes and provide guidance on designing optimal team structures.
• Develop a strong understanding of workforce planning processes, including workforce insights, grade mix, and staffing ratios, and leverage these to complement broader organizational effectiveness efforts.
• Build expertise in the job architecture and skills framework, understand their connection to organizational effectiveness work, and support the implementation and maintenance of the job evaluation framework.
• Prepare and analyze organizational-level data, including financial and non-financial metrics, and provide staffing and workforce analyses to assess and support HR programs, policies, and organizational decisions.
• Coordinate closely with People Insights, Workforce Planning, Corporate Analytics, Budget teams, and other HR functions to ensure alignment of deliverables, data initiatives, and recommendations.
• Support organizational restructurings and realignments by providing data-driven insights to HR Business Partners, while also delivering ad hoc workforce planning support, workforce analyses, people insights, monthly integrity reporting, contingency pool management, and guidance to HR Client Services on workforce plan administration.

Selection Criteria

• Master's degree in Business Administration, Human Resources, Statistics, Business Analytics, Data Science, or a related field with a minimum of 2 years of relevant experience, preferably in a global organization; or a Bachelor's degree with a minimum of 4 years of relevant experience.
• Good working knowledge of AI tools, including large language models (e.g., Claude, GPT) and Microsoft Copilot, with demonstrated understanding of their capabilities and practical applications for AI integration, automation, and process improvement.
• Demonstrated experience in organizational effectiveness, HR analytics, and workforce analysis, including assessing organizational operating models, identifying relationships between people metrics and business outcomes, and designing solutions that improve productivity, efficiency, agility, and overall organizational performance.
• Strong analytical and research capabilities, including data mining, report generation, development of compelling narratives behind the data, identification of trends and insights, and translation of findings into actionable recommendations.
• Experience connecting to multiple data sources, transforming and analyzing data, and creating meaningful visualizations using Power BI or similar analytics platforms. Proficiency in HR systems and Microsoft Office applications, particularly advanced Excel, Word, and PowerPoint skills.
• Strong written, verbal, and presentation skills in English, with the ability to communicate complex analytical findings to diverse audiences and develop client-ready reports, presentations, and visual materials.
• Demonstrated ability to build collaborative relationships with cross-functional stakeholders across HR, corporate functions, and business units, while maintaining a strong quality-control orientation, attention to detail, and commitment to professional integrity.
• Flexible, proactive, and results-oriented, with the willingness to roll up sleeves and contribute across the full spectrum of HR work, from analysis and solution design through implementation, while effectively managing shifting priorities in a fast-paced environment.

As the World Bank Group continues to evolve, we value candidates who:

• Demonstrate the ability to collaborate effectively across teams, disciplines, cultures, and institutional boundaries.
• Responsibly leverage digital and AI-enabled tools to enhance productivity, learning, and decision-making.
• Bring experience working in fragile, conflict-affected, and violent (FCV) contexts and are encouraged to highlight relevant experience in their application materials, where applicable.

WBG Culture Attributes:

1. Sense of urgency: Anticipate and quickly respond to the needs of internal and external stakeholders.
2. Thoughtful risk-taking: Challenge the status quo and push boundaries to achieve greater impact.
3. Empowerment and accountability: Empower yourself and others to act and hold each other accountable for results.

World Bank Group Core Competencies

The World Bank Group offers comprehensive benefits, including a retirement plan; medical, life and disability insurance; and paid leave, including parental leave, as well as reasonable accommodations for individuals with disabilities.

We are proud to be an equal opportunity and inclusive employer with a dedicated and committed workforce, and do not discriminate based on gender, gender identity, religion, race, ethnicity, sexual orientation, or disability.

Learn more about working at the World Bank and IFC including our values and inspiring stories.