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Latest Jobs at The African Development Bank (AfDB)

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African Development Bank (AfDB) - Established in 1964, the African Development Bank is the premier pan-African development institution, promoting economic growth and social progress across the continent. There are 80 member states, including 54 in Africa (Regional Member Countries). The Bank's development agenda is delivering the financial and technical support for transformative projects that will significantly reduce poverty through inclusive and sustainable economic growth.

SENIOR LEADERSHIP AND EMPLOYEE DEVELOPMENT OFFICER


Reference: ADB/17/023/2
Location: Côte d’Ivoire
Grade: PL5
Position N°: 50053027

THE COMPLEX
The Vice-Presidency, Human Resources and Corporate Services ensures the delivery of efficient, people-centered, client-oriented, corporate services to ensure overall institutional effectiveness in all aspects of the Bank’s corporate services.
The complex leads efforts to ensure the competitiveness of the Bank as the employer of choice and is responsible for providing leadership in the formulation and implementation of Bank’s strategies on people, information technology, general services and institutional procurements, language services, business continuity and, health and safety strategies.

THE HIRING DEPARTMENT/DIVISION

The role of the Human Resources Management department is to develop and execute a People Strategy, Policies, processes and practices which will enable the Bank to achieve its strategic Agenda. Core to the Human Resources Strategy will be the attraction, development, engagement, motivation and retention of a best-in-class workforce.
In order to create a truly transformed human resources work-way, the Human Resources Management department is structured around a triangular Model: Business Partnerships for strategy, client contracting and human resources delivery; Centers of Expertise/Subject Matter Experts for internal consulting, thought leadership, design, talent and staff development and training and best practice benchmarking; Human Resources Shared Services for transactional excellence and employees outreach. This new Human Resources Model will deliver a world-class employee life-cycle experience.
The Staff Training and Development Division embeds a strategic approach to human resource development and management that results in more effective talent and performance management including strategic sourcing and career development and mobility, leadership development, compensation and reward,  policy and compliance.

THE POSITION
Reporting to the Chief Training and Development Officer, the Leadership and Employee Development Officer is responsible for planning, administration and delivering of the training and capacity development programs in the Bank.
S/he oversees the operational delivery of learning programs for staff capacity building and leadership development in the Bank to support organisational change.

DUTIES AND RESPONSIBILITIES
Under the overall supervision of the Chief Training and Development Officer, the incumbent will undertake the following:

Support the Chief Training and Development Officer in designing and learning and development plans, programs and material that meet identified learning needs; and enhance performance, support individual development plans and responds to organizational changes.
Identify available staff training and development opportunities both in-house and externally and recommend strategies for harnessing such opportunities to management using multiple instructional methodologies and technologies.
Ensure that programs designed and implemented are targeted to accomplish competencies for leadership roles, specific jobs or job families. Ensure that the Bank’s leadership programs fully embed a culture that exhibits ideal leadership behaviours for self, others and leadership of other leaders.
Identify and implement key metrics to determine overall effectiveness and relevance of learning programs and leadership initiatives in supporting business needs/ strategic goals.
Analyze and assess the Learning and Development delivery mechanisms, processes, procedures and tools and identify efficiency improvement opportunities towards more efficient use of training resources and enhanced effectiveness of Learning and Development policies and programs.
Take the lead in preparing the annual training and staff development budget in consultation with the Chief Training and Development Officer. Accordingly, act as the Division budget coordinator to administer and monitor budget implementation and provide for adequate control and monitoring mechanisms.
Develop and analyse post-training evaluations to determine relevance and impact of programs offered.
Ensure that all training activities are adequately recorded, maintain related Learning and Development bases and provide all training related reporting; statistics and key performance indicators.
Provide input in the annual appraisal reports and on training and development activities and recommend process improvements to these.
Participate in (and where necessary, lead) the selection of training providers and provide related contract administration and management.
Manage and coordinate work of training team; including effective training delivery, vendor management, work program planning and budget management/ monitoring, on boarding, mentorship, and training evaluation.
Ensure that training offer is adequately communicated across the Bank.

SELECTION CRITERIA

Including desirable skills, knowledge and experience:
Hold at least a Master's Degree or its equivalent in Human Resources Management, Organisational Development, Social Sciences, Business Administration, Public Sector Management or related discipline. Additional professional qualification/certification in Human Resources Management, Learning and Development is advantageous.
Have a minimum of five (5) years of relevant experience in Human Resources, especially in Training and Development, Service Delivery etc. other related Human Resources field.
Having private sector experience will be an added advantage
Knowledge and understanding of recruitment, workforce planning and talent acquisition theory and practices.
Strong analytical and numerical skills; advanced knowledge and mastery of spread sheets, database software and related tools.
Ability to compile, analyse complex data with high numerical proficiency.
Ability to plan, organise, coordinate, multitask  and prioritise under pressure with minimal supervision
Ability to drive change.
Marked ability to influence policy development and relate work to wider operational needs of the business.
Ability to interact with senior management and influence decision making.
Ability to manage multi-disciplinary projects.
Previous supervisory/management experience is an added advantage.
Communication.
Problem solving.
Client Orientation.
Team working and relations.
Ability to communicate effectively (written and oral) in French or English, preferably with a good working knowledge of the other language.
Competence in the use of standard Microsoft Office Suite applications; Experience with Learning Management Systems and virtual/ e-learning technology.

SENIOR PERFORMANCE MANAGEMENT OFFICER

Reference: ADB/17/025/2
Location: Côte d’Ivoire
Grade: PL5
Position N°: 50071262

THE COMPLEX
The Vice-Presidency, Human Resources and Corporate Services ensures the delivery of efficient, people-centered, client-oriented, corporate services to ensure overall institutional effectiveness in all aspects of the Bank’s corporate services.
The complex leads efforts to ensure the competitiveness of the Bank as the employer of choice and is responsible for providing leadership in the formulation and implementation of Bank’s strategies on people, information technology, general services and institutional procurements, language services, business continuity and, health and safety strategies.

THE HIRING DEPARTMENT
The role of the Human Resources Management department is to develop and execute a People Strategy, Policies, processes and practices which will enable the Bank to achieve its strategic Agenda. Core to the Human Resources Strategy will be the attraction, development, engagement, motivation and retention of a best-in-class workforce.
In order to create a truly transformed human resources work-way, the Human Resources Management department is structured around a triangular Model: Business Partnerships for strategy, client contracting and human resources delivery; Centers of Expertise/Subject Matter Experts for internal consulting, thought leadership, design, talent and staff development and training and best practice benchmarking; Human Resources Shared Services for transactional excellence and employees outreach. This new Human Resources Model will deliver a world-class employee life-cycle experience.
The Staff Training and Development Division embeds a strategic approach to human resource development and management that results in more effective talent and performance management including strategic sourcing and career development and mobility, leadership development, compensation and reward,  policy and compliance.

THE POSITION
The responsibility of the Performance Management Officer is to provide support to the Chief Total Rewards and Performance Management Officer in developing strategic and operational leadership in the design, development, implementation, administration, and communication of Performance Management Framework in the Bank.
S/he oversees and manages all activities related to the performance management cycle and manages all communication, sensitization and monitoring of the process to ensure its effectiveness and relevance to the business needs.

DUTIES AND RESPONSIBILITIES
Under the overall supervision of the Chief - Total Rewards and Performance Management Officer, the incumbent will undertake the following:

Design, implement and monitor Performance Management to enable employees and teams understanding of the goals of the Bank and to identify how individual and team outputs contribute to the achievement of the Bank’s objectives; specifically through managing the performance cycle to ensure cross-Complex alignment and intra-Complex cascading of business goals and Key Performance Indicators across the Bank.
Work in liaison with key stakeholders e.g. budget, strategy and Human Resources Business Partners to establish and support the link between strategic business objectives and people's day-to-day actions and tasks by implementing a process for tracking progression from goal setting, mid-year reviews and end of year evaluations to support individual, team and organizational performance.
Ensure targeted communication and capacity building programs in the performance management process to enable managers to effectively evaluate and measure individual and team performance and to optimize performance and productivity.
Manage and coordinate organization-wide efforts to ensure that performance management and performance improvement programs are developed and managed using a data-driven approach that sets priorities for improvements in line with on-going strategic imperatives.
Develop and communicate the strategic vision, scope, priorities, processes, systems and tools of the performance management unit.
Provide leadership and coordination for Performance Management and improvement initiatives, ensuring their alignment to improving the Bank’s operational and program efficiencies and effectiveness; and ultimately evaluating the impact that these initiatives have on organizational performance.
In liaison with the Total Rewards & Recognition Officers, contribute to the design, implementation and management of effective Recognition Programs to reward staff contributions.
In liaison with the Learning & Leadership Development and Talent Management and Mobility Officers, contribute to the design, implementation and management of effective leadership and employee development and talent management initiatives to address performance gaps related to capacity/knowledge gaps among staff and overall talent sourcing, management and mobility programs.
Design, implement and manage organization-wide performance training/capacity building for all levels of employees and management to drive for positive and measurable impact on the culture and performance of the Bank.
Work with Human Resources Information System and Corporate Information Technology Services to ensure the development, enhancement or acquisition of the Information Technology tools needed to support the performance management activities
Collaborate and advise on the design of Human Resources Information System infrastructure required to support a Bank-wide performance system; ensuring that needed data is collected on a timely basis, regular reports on progress are distributed and recommendations are made for future improvements, based on the data.
Drive bank-wide processes for sharing best practice, tools/materials and on-going communication activities for performance improvement. In line with this, establish and disseminate guidelines and manuals which will serve as reference documents on staff performance management for appraises as well as appraisers.
In liaison with the Human Resources Business Partners, support the development and implementation of monitoring systems for Complex or departmental performance indicators and standards, including ensuring data quality and compliance with internal and external performance measurement requirements.
Coordinate with the Human Resources Business Partners for the implementation by the Human Resources Management department and managers of consequences related to performance evaluation results, e.g. performance pay, Performance Improvement Plans, responses to requests for revision of the evaluation, reward and recognition activities, learning and development activities, etc.
Oversee the implementation of key performance measures, core competencies and core values into performance appraisal system.
Lead, manage and monitor the design, implementation and effective use of 360-degree feedback process; including the dissemination of individual reports and coordination of development discussions between managers and their staff.
Design capacity development interventions and coordinate the implementation of learning programs and coaching activities to address areas of development (in liaison with Leadership and Development Officer); in order to enhance the people management/performance management practice across the Bank
Facilitate the approval by Senior Management of the corporate guidelines and standards for performance management to be communicated from time to time to staff members and managers.
Keep the Senior Management of the Bank informed on critical issues concerning the implementation of the performance management process; make recommendations to Senior Management on key decisions points regarding this process; and seek for guidance from Senior Management on critical issues.
Lead initiatives for introducing/maintaining best practices, including benchmarking relevant policies and practices with similar organizations or market leaders, as may be approved from time to time.

SELECTION CRITERIAIncluding desirable skills, knowledge and experience:
Hold at least a Master's Degree or its equivalent, in Human Resources Management, Organisational Development, Social Sciences, Business Administration, Public Sector Management or related discipline.
Additional professional qualification/certification in Human Resources Management, or in performance management is advantageous.
Have a minimum of five (5) years of relevant experience in Human Resources, especially in Staff Performance management processes and tools, or other related Human Resources field.
Having private sector experience will be an added advantage
Experience in leading performance improvement programs.
Familiarity with HRIS tools that support Performance Management processes/activities; Management of 360-degree feedback processes in a multi-cultural, complex business environment.
Communication.
Problem solving.
Client orientation.
Team working and relations.
Innovation and creativity.
Knowledge and understanding of people management theories/ principles and ability to coach others around best practices.
Ability to plan, organise, coordinate, multitask and prioritise under pressure with minimal supervision.
Client and results oriented individual holding “a can-do attitude”.
Marked ability to influence policy development and relate work to wider operational needs of the business.
Ability to communicate effectively (written and oral) in French or English, preferably with a good working knowledge of the other language.
Competence in the use of standard Microsoft Office Suite applications; preferably experience of SAP HR and reporting tools (Business Intelligence).

SENIOR TALENT ACQUISITION ASSISTANT

Reference: ADB/17/254
Location: Côte d’Ivoire
Grade: GS8
Position N°: 50000453

THE COMPLEX
The Vice-Presidency, Human Resources and Corporate Services) ensures the delivery of efficient, people-centered, client-oriented, corporate services to ensure overall institutional effectiveness in all aspects of the Bank’s corporate services.
The complex leads efforts to ensure the competitiveness of the Bank as the employer of choice and is responsible for providing leadership in the formulation and implementation of Bank’s strategies on people, IT, general services and institutional procurements, language services, business continuity and, health and safety strategies.
The Hiring Department

The role of the Human Resources Management department is to develop and execute a People Strategy, Policies, processes and practices which will enable the Bank to achieve its strategic Agenda. Core to the HR Strategy will be the attraction, development, engagement, motivation and retention of a best-in-class workforce.
In order to create a truly transformed human resources work-way, CHHR department is structured around a triangular Model: Business Partnerships for strategy, client contracting and HR delivery, Centers of Expertise/Subject Matter Experts for internal consulting, thought leadership, design, talent and staff development and training  and best practice benchmarking, Human Resources Shared Services for transactional excellence and employees outreach. This new HR Model will deliver a world-class employee life-cycle experience.
The Staff Development and Training Division embeds a strategic approach to human resource development and management that results in more effective talent and performance management including strategic sourcing and career development and mobility, Leadership Development, compensation and reward and policy and compliance.

THE POSITION

Reporting to the Recruitment Officer, the Senior Talent Acquisition Assistant contributes to the development of the talent acquisition policy and programs in alignment to the business objectives of the Bank.
The incumbent provides a wide range of professional and administrative support to ensure effective and high quality recruitment administration support which is consistent across the organisation and complies with legislation.
This diverse role is responsible for supporting the Bank’s hiring needs in an expedient and quality fashion and the Talent Acquisition Team in all aspects of recruitment administration including advertising vacancies, arranging interviews, preparing interview / selection packs and processing invoices.

GENDER INVESTMENT OFFICER

Reference: ADB/17/240
Location: Côte d’Ivoire
Grade: PL5
Position N°: 50091794

THE COMPLEX
The Vice Presidency for ‘Agriculture, Human, and Social Development’ is a Sector Complex focusing on the Bank’s TYS High 5s priority of “Feed Africa” and “Improve Quality of Life for the People of Africa”.
The complex objectives are:
To develop, policy and strategy;
Provide deep sector expertise to the Regions by gathering pool of experienced individuals who can be consulted to provide sector expertise on complex transactions;
Develop new financing instruments;
The VP will act as the spoke person to represent the Bank with external stakeholders on aspects of “Feed Africa” and Improve Quality of Life for the People of Africa”.

THE HIRING DEPARTMENT
The role of the Gender, Women and Civil Society Department (AHGC) is under the Agriculture, Human and Social Development Complex focusing on the Bank’s TYS High 5s priority of “Feed Africa” and “Improve Quality of Life for the People of Africa”.
Furthermore, “Improve Quality of Life for the People of Africa” will be operationalized with focus on Gender, Women and Civil Society.

THE POSITION

The Gender Investment Officer  is responsible for the promotion of women’s entrepreneurship and integration in public and private sectors across the High 5s, , as well as to other relevant flagships. He/ She will contribute to the implementation of the Gender Strategy by providing support from a gender lens to the implementation of AfDB strategies and operations.
He/ She will work with other complexes and regional departments to ensure that Bank operations, policies and guidelines reflect the Bank’s commitment to gender equality in order to promote gender results in Regional Member Countries.
He/ She will provide strategic gender advice and implementation support to develop an operational approach to gender mainstreaming that supports increasing the number of women beneficiaries and the number of grantee companies with women in key decision-making positions.


TO APPLY
Click on Job Title below:

SENIOR LEADERSHIP AND EMPLOYEE DEVELOPMENT OFFICER
https://www.afdb.org/en/about-us/careers/current-vacancies/senior-leadership-and-employee-development-officer-2694/
SENIOR PERFORMANCE MANAGEMENT OFFICER
https://www.afdb.org/en/about-us/careers/current-vacancies/senior-performance-management-officer-2692/
SENIOR TALENT ACQUISITION ASSISTANT
https://www.afdb.org/en/about-us/careers/current-vacancies/senior-talent-acquisition-assistant-2698/
GENDER INVESTMENT OFFICER
https://www.afdb.org/en/about-us/careers/current-vacancies/gender-investment-officer-2696/

DUE DATE: 15 June, 2017

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