The Inter-American Development Bank (IDB) is devoted to improving lives. Established in 1959, it is the largest and leading source of financing for economic, social, and institutional development in Latin America and the Caribbean (LAC). In addition to lending, the IDB partners with its 48 member countries to provide Latin America and the Caribbean with cutting-edge research on relevant development issues, policy advice to inform decisions, and technical assistance to improve the planning and execution of projects for both the public and private sectors. The Human Resources Department (HRD) serves the IDB Group, which includes the IDB, the Inter-American Investment Corporation (IIC/”IDB Invest”) which is committed to development through the private sector, and the Multilateral Investment Fund (MIF), an innovation lab for the Group.

An IDB Group Human Capital Strategy (HCS) 2020 was approved in 2017 with a view to hire skilled and diverse talent, manage it, retain it effectively, and leverage its full potential in direct response to the needs of the strategic business areas and provide the Institution with the foundation to achieve its mission of improving lives in the LAC region. This includes efforts to attract and provide opportunities to women and under-represented groups across professional and leadership levels, as well as career development opportunities. The HCS is at the service of the priorities defined by the IDB Group as a knowledge organization and catalyst for public and private partnership, focusing on four strategic priorities: flexible and efficient workforce management; an attractive employee value proposition; the development of critical competencies; and key process improvements for an enhanced and efficient service delivery. The IDB Group’s clients look to it to deliver highly specialized and knowledge-rich operations in current and new emerging areas. The changing environment in which the IDB Group operates requires greater flexibility and agility going forwards in terms of workforce management. A focus on critical competencies to help better manage in the current environment of constant change includes stressing the importance at all levels of the capacity to embrace and be resilient to change, managing complexity and acting flexibly with emotional intelligence, applying a multi-disciplinary approach to identifying solutions to complex problems, using innovation, creativity, and analytical capabilities, managing resources efficiently, and actively collaborating, among others.

HRD is made up of 3 Divisions (Talent Management, Compensation and Benefits, and Leadership and Employee Development) and a state-of-the-art Analytics Unit as an integral part of talent management. Recent transformations include the development of the HR Service Center in Costa Rica, the provision of all HR services to the IIC/IDB Invest via a Service-level agreement, SAP implementation in the HR function, the approval of the Diversity Framework leading to EDGE certification, and the design and deployment of the Leadership Development Program for current and emerging leaders. The Department has led the development and approval of the Total Rewards Framework for the IDB Group and the successful HR component of the merger initiative leading to the creation of IDB Invest in 2016.

A critical component of the Human Resources Manager’s responsibilities, therefore, will be to provide a continued vision of innovation, strategic advice, and decision support to client Departments, and collaboration with other business units. The role requires a highly strategic approach to ensure the HCS initiatives and components are successfully delivered, develop and effectively administer the human capital of the IDB Group in the context of a multilateral development organization, and support all activities related to human resources planning.

The successful candidate will exercise leadership in developing strong relationships with the Board of Executive Directors, client Departments and field offices that operate under a matrix system. This includes developing and implementing new HR policies and procedures required to support the Bank’s business model and provide for a high performance, motivated workforce.

A member of the Executive management team, the Human Resources Manager reports directly to the Vice-President for Finance and Administration (VPF) and is a member of the VPF Management Team, coordinating and collaborating closely with the other corporate managers to provide outstanding strategic services to the business units. A summary of specific responsibilities includes: leading a team of approximately 75 human resources professionals & support staff devoted to client departments and field staff, as well as consultants and contractors at Headquarters and in the Costa Rica Service Center; ensuring that the Bank's President and Vice-Presidents and the Board of Directors are fully supported and well-informed regarding the Institution's talent management programs, risks, and initiatives; serving the needs of over 2,000 IDB Group international & national staff and Board members, as well as approximately 1,400 full-time equivalent on-site consultants; and managing the budget for the HR Department.

Main responsibilities
  • Provides overall strategic HR leadership to the Bank; brings vision and leads the implementation of the IDBG Human Capital Strategy 2020, delivering comprehensive HR programs and services aligned with institutional business strategies and using analytics to develop insight-driven solutions and support business decision-making.
  • Creates and implements human resources programs and methodologies in direct support of the Bank’s results-based business model and oversees the definition of metrics and output indicators aligned with this model.
  • Designs and administers compensation and benefits for international and national staff, ensuring competitiveness and business strategy alignment.
  • Administers HR policies for international and national staff and monitors their maintenance and updating.
  • Coordinates human resources planning for all Bank Group units. As a strategic partner, develops organizational workforce planning processes that evaluate structure, job design, and staff forecasting in order to obtain the necessary skills mix in keeping with budgetary limitations and needs for succession management. Provides technical support via Business Partners responsible for specific departments/offices and countries and advises Management on talent matters.
  • Oversees the development and administration of effective talent sourcing & attraction programs (including initiatives to attract and provide opportunities to women and under-represented groups across professional and leadership levels, and special programs for young talent), career development options including mobility and work assignment opportunities, promotion processes, diversity and inclusion, performance management, and labor relations issues.
  • Designs and implements programs for leadership development, including the identification and development of emerging leaders, based on a set of identified core competencies, state-of-the-art instruments, tools, and methodologies.
  • Reviews the framework for incentives and rewards systems in order to strengthen their link with business priorities and to support a culture of merit. Directs the development and administration of compensation and benefits programs, including the administration of salaries, insurance (medical, dental, and life), visa processing, and tax reimbursement for U.S. staff and retirees. Continually assesses the competitiveness of all IDB Group programs and practices against comparator institutions.
  • Oversees the Bank’s HR Service Center in Costa Rica that carries out centralized transactional HR-related services for the Bank Group, ensuring quality, timeliness, and efficiency in the related processes (includes contractual contract management).
  • Develops communications strategies to maintain employees informed of the latest and future HR developments.
  • Determines and recommends HR employee relations practices necessary to establish a positive employer-employee relationship to further the Bank's business objectives and promote a high level of employee morale. Ensures consistent and equitable application of human resources policies and procedures including final review of termination decisions. Promotes institutional labor relations through the maintenance of a positive working relationship with the Staff, Retirees, and Family Associations, as well as the Ombudsperson, Ethics Officer, and Mediation Secretary, taking active part in the conflict resolution system.
SUPERVISORY COMPETENCIES
  • Acting Strategically to Deliver Results:  Delivers results for the client and IDB that ensure sustainability and support the organization’s strategy, mission, and vision.
  • Developing People and Teams to Deliver Results:  Builds talent and capability inside the organization through coaching, mentoring, training, developmental assignments and knowledge-sharing.
  • Leading Change:  Accelerates organizational transformation through the management of change and support for employee innovation.
  • Building Engagement and Commitment:  Develops engagement and commitment by setting challenging goals, acknowledging employee efforts, creating involvement and participation, hearing multiple perspectives, and driving a unified approach.
  • Promoting Diversity and Inclusion:  Improves and ensures a diverse environment and actively works to build, coach, and empower teams with diverse backgrounds (e.g. gender, ethnic origin, disability, sexual orientation, background, perspective).
Qualifications

A seasoned and innovative HR professional with best practice knowledge and experience in areas such as global recruitment, performance management, incentive and compensation systems, HR policies, leadership development, and HR systems platforms.  Candidates should possess a keen understanding of the work of multilateral development organizations, with comprehensive views of how the Human Resources Department operates as a strategic partner to the business. Further, should be an outstanding people manager and effective manager of resources (budget, cost management, processes, and efficiencies for overall Bank and HR), fostering a culture of efficiency, good planning, and accountability.  Experience in change management is critical, as well as the following minimum requirements:

Education Requirement:  Master's degree or equivalent Licenciatura/advanced degree in HR Management, Business Administration, Economics, or related fields required.  Post-graduate degree or complementary studies in specific HR areas, such as global compensation management, labor relations, or organizational change management, is desirable.

Language Requirements:  Excellent verbal and written communications skills in English and Spanish required; working knowledge of Portuguese or French is desirable.

Relevant Experience Requirements:  At least 12-15 years of relevant experience, with a proven track record of 8-10 years at the senior leadership level in international organization/s, plus:

  • Ability to bring innovative and workable concepts and ideas to meet client’s needs, translating them into policies, processes and systems.
  • Results-orientation, with ability to meet organizational goals and client expectations while producing high-quality results.
  • Proven managerial skills with track record of building high performing teams with strong client service orientation.
  • Established experience in managing relations at Board level.
  • Proven superior communication and presentation skills, including the ability to effectively translate complex concepts and data and convey them to Staff, and Management.
  • Excellent negotiation and influencing skills; demonstrated ability to exercise sound judgment and take difficult decisions.
  • Ability to have a “big picture” perspective but also able to understand the business, and design, implement and manage HR processes from a strategic and operational perspective.
  • Change management experience in complex organizations, restructurings and process redesign.
  • Strong interpersonal skills with demonstrated ability to quickly establish and maintain trust and credibility with all stakeholders. Sound judgment and emotional intelligence.
  • Impeccable integrity and highest ethical standards.
  • Demonstrated cultural sensitivity and experience in working in multicultural environments.
  • Collaborative team player who can inspire trust and passion in the IDB Group’s mission, establish productive relationships, and treat all individuals with fairness and respect.

The IDB offers a competitive benefits and compensation package, including relocation expenses (if applicable).  Executive level position.

The Human Resources Manager will be subject to the IDB Personnel Policies, the IDB Code of Ethics and Professional Conduct, and IDB policies.

Applicants must be a citizen of one of the 48 IDB Member Countries in order to qualify for any type of employment at the IDB.

Individuals with relatives working for the IDB and IIC/IDB Invest within and including the fourth degree of consanguinity and the second degree of affinity are not eligible.  This includes staff members and contractuals/consultants.

APPLY HERE

To apply, please send a CV and cover memo by October 9, 2018 to the following e-mail address:  hrdmanagersearch@iadb.org

The IDB is committed to diversity and inclusion and to providing equal opportunities in employment. We embrace diversity on the basis of gender, age, education, national origin, ethnic origin, race, disability, sexual orientation, religion, and HIV/AIDs status. 

We encourage women, Afro-descendants and persons of indigenous origins to apply.