African Development Bank Vice President, People and Talent Management, PTVP at the (AfDB)
The first of these will be focusing on interfacing directly with staff clients through integrated Client Services to internal and external stakeholders (through HR Operations, Recruitment and Talent Acquisition, HR Business Partnering, and Staff Engagement initiatives).
The second team hosts the HR Centers of Expertise focusing on Talent, Performance and Staff Development, and will be responsible for developing insights, programs and policies in the areas of Performance Management, Staff Recognition, Careers, Learning and Staff Development.
The third team will host Staff Welfare Services and the various elements of Employment Policy (Reward & Compensation, Employment Policy and Program Management), as well as the Medical Services & Staff Welfare Unit.
Key Functions
Under the overall supervision of the President (PRST) and in close consultation with the Senior Vice President (SVP), the Vice President, People and Talent Management will be responsible for contributing to the Bank’s goals, success and development impact by:
Supporting the President in the implementation of bold institutional reforms and change management programs, based on the DBDM and the Ten Year Strategy (TYS), to make the Bank a high-performing organization.
Providing leadership and direction to management in the implementation of institutional and HR reforms that establish appropriate linkages with the operational strategy of the Bank.
Advising senior management on the vision and strategic framework for the management of its human resources, and the supporting policies and practices, in order to make the most effective use of Bank staff; driving change management programs and effective culture changes that are required to ensure the success and sustainability of the organisation.
Ensuring that institutional resources and commitment are mobilized towards the full implementation of the People Strategy (2021 – 2025), the full complement of HR-related ADF and GCI-7 commitments, the relevant HR Action Plan and related operational anchors such as the Gender and Fragility strategies. Support the optimal deployment of Bank resources to develop regional business delivery units that will grow and solidify the regional footprint of the Bank in line with its business and income trajectory.
Providing leadership in the development of Bank Group’s human resources policies, rules, regulations, norms and standards; ensuring their successful dissemination across the Bank and alignment to international practice and legal requirements.
Formulating and recommending human resources policies and programs in line with the Bank’s strategies and priorities, in the different aspects of Human Resources Management, including institutional capacity building; career development; staff mobility; performance management, compensation and benefits management, and employee health and well-being.
Establish and implement a rigorous performance-based culture within the Bank, with transparent and merit-based systems for career progression (including appointments, promotions and strategic reassignments).
Collaborating with other stakeholders in the Bank (Ethics, Staff Council, Ombudsman, etc.) to build and foster the right Culture, employee brand and employee value proposition across the Bank’s workforce, regardless of location, and particularly within the context of a virtual/hybrid workforce in the future. Provide leadership to drive an institutional culture that fosters staff creativity, innovation, participation, shared values and inclusiveness, with special attention to gender balance.
Promoting a focused and team-based culture to ensure consistent service and delivery across the Complex, in dealing with internal and external stakeholders and partners. Manage and supervise HR Directors and Managers, supporting them to achieve strategic and operational goals within a cohesive team environment.
Planning and supervising targeted programs around human resources planning, recruitment, performance management, career development, compensation and benefits, with measures to ensure a robust risk management approach to HR, including the resolution of adverse audit findings.
Ensuring that appropriate systems for performance management and talent development, communications, quality measures, monitoring and review are in place to support organizational change, culture and values.
Planning, organizing, and coordinating the Complex’s work plan and related (budget) resource planning and utilization; assign projects and programmatic responsibilities; review and evaluate work methods and procedures; engage staff to identify, prevent and/or resolve problems. Drive cost efficiencies and value for money in the use of all corporate resources, and ensure transparency, fairness and equity in the application and administration of all human resource policies, rules and regulations.
Principal Accountabilities of the Function
Lead the execution of the Complex work program and budget, for each of the component Departments and Units within the Complex. Evaluate the performance of direct and indirect reports in terms of successful delivery of the work program and budget.
Lead the development of policies, guidelines and processes for the full delivery of the Ten-Year Strategy and the People Strategy. Drive work and delivery of a realigned Complex for implementation of the new operating model. Oversee the application of the “One Bank” approach in the provision of human resources support and impact across the institution.
Collaborate with CAHR and other relevant Board Committees to ensure the timely delivery and submission of key strategies and policies to Board organs and the Board for approval and implementation.
Provide leadership and oversight for implementation of the People Strategy (PS25). Ensure effective implementation of the strategy with emphasis on gender mainstreaming and other diversity goals.
Lead and provide oversight for key organizational committees. Report before the committees on behalf of Senior Management.
Work with other Vice Presidents and Complexes to ensure effective buy-in for all initiatives piloted by PTVP. Liaise effectively with peer VPs for successful rollout and sustainability of such initiatives. Articulate PTVP-driven corporate strategies and policies through effective written and oral communication.
Lead the change management function in the Bank. Support the President and Senior Management by providing holistic advice as and when required.
