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.
We are recruiting to fill the position below:
Job Title: Senior Recruitment Officer
Reference: ADB/17/214
Location: Côte d’Ivoire
Grade: PL5
Position N°: 50000300
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 Recruitment Officer contributes to the development of the talent acquisition policy and programs in alignment to the business objectives of the Bank. S/he identifies, develops and implements proposals, strategies and programs aligned with the Bank’s strategic focus and direction through talent acquisition, workforce planning, assessments and job evaluation/ classification processes. S/he will contribute to the design and implementation of policy, programs, tools and systems to ensure the Bank’s ability to attract top talent required in the Bank.
Duties and Responsibilities
Under the overall supervision of the Chief Training and Development Officer, the incumbent will undertake the following:
- Lead strategic and operation policy and program design and delivery for talent acquisition; including specific programs for sourcing required expertise/ talent pools.
- Manage the end-to-end services for recruitment/ talent acquisitions in line with approved staffing and recruitment plans and budgets, including ensuring updates to job descriptions, preparation of accurate vacancy announcements, authorizing advertising costs and media (intranet, website, etc.), timelines and lead times, etc.
- Analyze staffing and vacancies data to provide regular status reports on the staffing of the Bank, departures, recruitment planning and vacancies together with actionable recommendations to address staffing issues and provide projections/ scenario plans for the year.
- Participate in the development of the staffing plans, together with the respective Human Resources Business Partners and the Programming and Budget department and departmental Budget Coordinators; maintain and control the approved positions of the Bank and approve the launch of recruitment based on budgeted positions.
- Provide Human Resources Business Partners with the guidelines, templates and support needed in the process of developing the staffing plans for their respective Complex / Department.
- Assess and review adequacy of Human Resources policy initiatives against medium and long term staffing objectives.
- Advise and provide consultancy services to organisational structures on staffing trends and associated measures.
- Review the staffing requests submitted by the Departments, analyse them taking into consideration inputs from Human Resources Business Partners and Budget Coordinators and advise the Human Resources Director on the appropriate response.
- Work with the classification of positions unit to ensure that all changes to the staffing structure are duly documented and undergo job evaluation/ classification.
- Develop, create and revise comparative reports on staffing evolution through time; including reports on staff geographical distribution and individual country shares.
- In liaison with the Leadership and Employee Development officer and the Talent Management and Mobility officer, support the Bank’s talent reviews and succession planning, analyze and report skills gaps, staffing/recruitment plans, and on projected staff movements.
- Provide reviews, analyses and associated recommendations in respect of recruitment activities, ensuring adequacy of future staffing skills and numbers.
- Draft reports on staffing/ recruitment activities or status and staffing situations based on analysed data; providing management reports as may be required.
- Plan work programs and relevant budgets, following up on recruitment budget expenses to ensure that commitments do not exceed allocated amount and calculating and justifying a revised cost estimates for incremental funding, if necessary.
- Conduct special projects as assigned by extracting, developing, analysing and revising historical and/or statistical data on staffing or recruitment and staff turnovers and writing replies in response to inquiries or requests from management and Senior Management.
- Supervise junior staff and ensure effective delivery of their work programs specifically relating to talent acquisition, workforce planning, job evaluation & classification and assessment centre management.
- Responsible for monitoring the Bank Position Management Subsystem by investigating anticipated vacancies, maintaining a vacancy roster, analysing staffing statistics and reconciling assigned and vacant positions with authorized budgeted staffing level in each organizational unit.
- Where necessary, identify vendors, consultant firms or individual consultants for expertise to support work programs, or bring in the thought leadership required for successful deliver. Effectively manage vendor relationships, budgets and evaluation of services provided.
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 disciplines.
- Additional professional qualification/certification in Human Resources Management, Talent Sourcing/Management is advantageous.
- Have a minimum of five (5) years of relevant experience in Human Resources, especially in Staff Planning, Resourcing, and other related Human Resources field.
- Experience in designing and delivering strategic and operational policies and programs for talent acquisition.
- Good planning and organisation skills; Data analytics and reporting skills; People management skills.
- Ability to work independently with little supervision as well as part of a diverse team building professional relationships with diverse stakeholders at all organisational levels.
- 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; preferably experience of SAP HR.
Application Closing Date
9th June, 2017.
How to Apply
Interested and qualified candidates should:
Click here to apply online