IT Workforce Development and Engagement Analyst

Job #: req36020
Organization: World Bank
Sector: Information Technology
Grade: GE
Term Duration:  3 years 0 months
Recruitment Type: Local Recruitment
Location: Washington, DC,United States
Required Language(s): English
Preferred Language(s):
Closing Date: 3/30/2026 (MM/DD/YYYY) at 11:59pm UTC

Description

Do you want to build a career that is truly worthwhile? Working at the World Bank Group provides a unique opportunity for you to help our clients solve their greatest development challenges. The World Bank Group is one of the largest sources of funding and knowledge for developing countries; a unique global partnership of five institutions dedicated to ending extreme poverty, increasing shared prosperity and promoting sustainable development. With 189 member countries and more than 130 offices worldwide, we work with public and private sector partners, investing in groundbreaking projects and using data, research, and technology to develop solutions to the most urgent global challenges. For more information, visit www.worldbank.org
ITS Vice Presidency Context:
The Information and Technology Solutions (ITS) Vice Presidential Unit (VPU) enables the World Bank Group to achieve its mission of ending extreme poverty and boost shared prosperity on a livable planet by delivering transformative information and technologies to its staff working in over 150+ locations. For more information on ITS, see this video:https://www.youtube.com/watch?reload=9&v=VTFGffa1Y7w
Unit Context:  
IT People Engagement & Development (ITSPE) operates at the intersection of technology upskilling, learning, IT workforce strategy, and agile transformation. Its mandate is twofold:  1)Ensure the WBG organization has the right technology skills, digital fluency, and adoption capability—at the right time—to realize value from technology investments and enable successful digital transformation, 2)Build and sustain the right technology workforce, skills, leadership, and engagement in IT — at the right time—to enable agile delivery of business priorities and support digital transformation. The unit leads: 
• Technology Learning Strategy & Roadmaps – Defining the critical technical capabilities ITS must build (cloud, data, AI, cybersecurity, agile, DevOps, etc.) and orchestrating structured, role-based learning pathways aligned to product and platform strategies. 

• IT Workforce Strategy, Workspace & Skills Planning – Using workforce analytics, skills intelligence, and labor market insights to anticipate capability gaps and inform build/buy/borrow decisions in IT. This includes strategic workspace planning, global talent distribution, follow-the-sun models, and high-performing team collaboration environments. 

• IT-Specific Talent & Career Architecture – Designing skills-based role clarity, career pathways, and capability progression frameworks tailored to a modern technology organization. Developing partnerships  

• Engagement & Agile Culture Enablement – Translating engagement insights into operational and environmental improvements that strengthen psychological safety, team effectiveness, inclusion, and delivery performance in an agile technology organization. 

ITSPE collaborates with partners across the WBG including WBG Talent Management and Development teams in HR, Global Corporate Solutions and Knowledge & Learning Teams across the WBG.  ITSPE is part of the ITS Business Administration Department which is comprised of several horizontal activities that span all ITS departments, namely IT Governance and Performance Management, Technology Financial Management, People Engagement & Talent Management, Transformation and Change Management, IT Policy & Compliance, ITS Strategy and Advisory functions.  The department is an extension of the office of the CIO, ensuring the effective strategy and operations of ITS result in an improved IT Operating Model focused on the role of technology in value creation.
Duties and accountabilities: 
The IT Workforce Development and Engagement Analyst supports the operational delivery of IT workforce development and engagement programs aligned with ITS strategy and digital transformation objectives. Working under general supervision, the role contributes to a coordinated portfolio of initiatives designed to build technology capabilities, generate workforce insights, and foster an engaged, agile, and product-oriented IT culture.
The analyst applies data analysis and program coordination skills to support technology learning roadmaps, skills gap identification, and talent pipeline development. The role serves as an informed operational contributor — translating workforce data and stakeholder input into program delivery and actionable insights that help IT leadership understand capability trends and skill priorities. The analyst also supports the team's agile operating model by facilitating coordination and tracking delivery across workstreams.
Key Responsibilities: 
• Coordinate the operational delivery of technology learning and upskilling programs aligned with strategic IT domains ensuring schedules, content, and participant tracking are maintained and up to date.

• Maintain and analyze IT workforce and skills data to produce dashboards, reports, and visualizations that support IT leadership's understanding of technology capability gaps, workforce trends, and learning program effectiveness.

• Support the integration of workforce analytics and skills intelligence into technology learning roadmaps and capability-building initiatives, contributing data-informed recommendations.

• Coordinate operational aspects of IT talent pipeline programs, including internship and early-career technology initiatives, and support relationships with academic institutions and industry partners that contribute to future IT talent development.

• Contribute to engagement and culture initiatives that strengthen collaboration, inclusion, and agile ways of working across IT teams, including recognition programs, community-building activities, and team experience improvements.

• Assist in administering and analyzing results from culture and psychological safety surveys, synthesizing findings to inform program adjustments and present insights to the team.

• Coordinate communications related to IT workforce capability initiatives, learning programs, and engagement activities, ensuring consistent messaging across digital platforms and stakeholder channels.

• Support workspace and collaboration initiatives by gathering and synthesizing workforce insights and employee feedback to inform recommendations on physical and virtual working environments.

• Contribute to the team's agile operating model by facilitating sprint ceremonies and team planning activities, maintaining backlog visibility, monitoring delivery milestones, and promoting continuous improvement practices across team workstreams.

Selection Criteria

• Experienced in coordinating technology learning, upskilling, IT talent, and leadership development programs, including data tracking and program metrics support.

• Proficient in implementing and supporting employee engagement, culture, and inclusion initiatives in technology organizations undergoing agile or digital transformation, including survey administration and community-building activities.

• Proficient in agile methodologies and AI literacy, with demonstrated ability to partner effectively with IT teams to support digital workforce transformation.

• Advanced skills in program coordination, metrics tracking, and translating workforce data into actionable insights and recommendations for IT leadership.

• Strong analytical, strategic thinking, and problem-solving skills with a focus on continuous improvement and accountability.

• Strong technology literacy across general digital skills, AI, and current and emerging technologies, with a demonstrated ability in using technology as a force multiplier in supporting business practices.

• Skilled in IT workforce and workforce development data analysis, analytics, data visualization and reporting to support strategic planning and evidence-based decision-making.

• Exceptional written and verbal communication skills with proven effectiveness in stakeholder collaboration across IT, HR, and enterprise partners.

• Skilled in design thinking practices, learning and development processes, and applying good business acumen to workforce program design.

• Demonstrated ability to manage multiple priorities and support cross-functional initiatives in a complex and dynamic environment.

Education and Experience 
• Bachelor’s or Master’s degree in Business Administration, Organizational Development, Information Technology, Digital Transformation or a related field  with 2 years of experience or equivalent combination of education and experience (for example in IT field: Bachelor’s Degree with min 1 year of related work experience.) 
Certifications 
• SAFe Agilist  or related

• ATD Associate Professional in Talent Development (APTD)  or related

• Design Thinking certification a plus 

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.

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Before applying, please make sure that you have read the requirements for the position and that you qualify. Applications from non-qualifying applicants will most likely be discarded by the recruiting manager.