Senior HR Specialist (Business Partner), Rome

Job Title : Senior HR Specialist (Business Partner) - Rome, Italy

ID : 27516

Location : ROME

Date of issue : 03/27/2025

Close Date : (Midnight, Rome Time) 04/10/2025

Organizational Unit : People and Culture Division

Full/Part Time : Full-Time

Regular/Temporary : Regular

Assignment Duration : 2 Years

Grade : P-4

Other Information

Strategic HR Business Partner (Senior HR Specialist) Drive People Excellence and Transformative Partnerships at IFAD

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Why join Us? https://www.youtube.com/@IFADTV (IFAD: Investing in the first mile)

At IFAD, we are dedicated to eradicating rural poverty and hunger through strategic investments in rural people. As a specialized United Nations agency and IFI, we operate in a dynamic, international environment where innovation and collaboration drive our success. Our work is dedicated to creating lasting change in rural communities by investing in people. Be part of a global team where you can:

• Make a global impact - drive strategic HR solutions that empower our people to achieve excellence
• Innovate and grow - lead transformation by aligning HR practices with IFAD's mission and objectives
• Be part of a global, inclusive culture - flourish within an inclusive culture that values innovation, professional integrity and ethical leadership.

The Role

In the role of Senior HR Specialist (Business Partner), you will serve as a trusted strategic advisor to IFAD's senior leadership. You'll report to the Chief, Strategic Talent Acquisition and Business Partner Unit (BPU) and coordinate a team of HR professionals working collaboratively across divisions to design and implement People and Culture strategies that enhance organizational performance and foster a high-performing, inclusive workplace. You will be expected to provide leadership and expertise in human resources management, and serve as a key point of contact for senior leadership and other stakeholders on the full complex range of HR-related issues.

What You'll Do

• Strategic HR Leadership Partner with senior managers to align People and Culture strategies with IFAD's organizational goals and drive transformation.
• Innovate & Influence Develop innovative People and Culture solutions and provide specialised expertise, contributing to improve organizational design, workforce planning as well as talent management.
• Champion Change Act as an agent of change by implementing best practices, guiding transformational initiatives and ensuring a smooth transition to new HR processes.
• Team & Stakeholder Engagement Lead and mentor a team of HR Business Partners while cultivating robust relationships with internal and external stakeholders.
• Data-Driven Insights Use HR analytics to inform strategic decisions, monitor performance, and continuously refine HR policies and practices.

What We're Looking For

• At least eight years of progressively responsible HR management experience, with extensive expertise in business partnering within international or multicultural organizations.
• An advanced university degree (Master's or equivalent) in HR Management, Public Administration, Business Management, or a related field.
• CIPD accreditation or equivalent is an asset.
• Proven strategic leadership with outstanding analytical, communication and stakeholder management skills.
• A visionary with a strong ability to drive change, mentor diverse teams and ensure HR practices support organizational excellence and inclusivity.
• An excellent command of English; additional proficiency in French, Spanish, or Arabic is desirable.

Ready to Make a Difference? Then apply now and take the lead in redefining HR strategy at IFAD.

Selected candidates will be required to participate in a pre-screening call, record a video-interview and deliver a presentation. Short-listed candidates will be required to participate in a task/competency-based interview.

Deadline for applications - 10 April 2025 (23.59 CET) Click here for Recruitment FAQs

FULL JOB PROFILE

Organizational Setting

The International Fund for Agricultural Development (IFAD) is an international financial institution and a specialized United Nations agency dedicated to eradicating rural poverty and hunger. It does so by investing in rural people. IFAD finances programmes and projects that increase agricultural productivity and raise rural incomes, and advocates at the local, national and international level for policies that contribute to rural transformation.

The Corporate Services Department (CSD) provides IFAD with the human resources, administrative services, safety and security, information technology resources, and medical support services required to allow IFAD to meet its objectives of enabling rural people overcome poverty. CSD is led by an Associate Vice-President, CSD, is comprised of three (3) divisions: People and Culture Division (PCD), Information and Communications Technology Division (ICT), Management Services Division (MSD) and one unit: the Health & Wellness Unit (HWU).

The People and Culture Division (PCD) provides high quality HR expertise, nurturing a culture of excellence and contributing towards an inclusive and diverse workplace where People come first. It is a strategic, business-oriented and trusted partner for IFAD managers and staff across the globe. It supports corporate initiatives aimed at implementing key HR processes at the organizational level and developing a shared Workplace Culture based on IFAD's core values. PCD is led by a Divisional Director, and is comprised of three (3) units: the Strategic talent Acquisition and Business Partner Unit (BPU), the Talent Management Unit (TMU), and the Policy and Strategic Support Unit (PSSU).

Position specifics: The Strategic Talent Acquisition and Business Partner Unit (BPU) is responsible for a full range of HR services across IFAD and shapes a workplace where individuals thrive, and teams excel. The BPU provides best practice HR policies, advice and services, thanks to dedicated customer-oriented professionals. The BPU is the first point of contact for staff members and managers. Business Partners aim to develop deep relationships and strategic partnerships with client divisions in order to add substantive value through advice and support on talent acquisition, management, workforce planning and management, career development and performance management, centred on IFAD's core values and competency framework and aligned with the organizational strategic direction.

The Senior HR Specialist (BP) works under the overall strategic, policy and management guidance of the Director PCD and the direct supervision of the Chief Strategic Talent Acquisition and Business Partner Unit.

Job Role

The Senior HR Specialist is responsible for the delivery of the full range of HR services. The level of senior professionalism allows the incumbent to provide technical leadership in HR specialty and commensurate expert advisory services. Within their areas of responsibility, the Senior HR Specialist exercises a high degree of independence in providing reliable HR programme delivery. The incumbent performs the entire range of complex HR tasks independently, including the analysis and approval of complex and/or precedent setting cases with the aim of ensuring consistency in the interpretation and application of regulations and rules. The level of senior professionalism allows the incumbent to provide technical leadership to all of the mentioned HR initiatives and commensurate expert advisory services on programme design and implementation.

Position specifics: The Senior HR Specialist (Business Partner) serves as a trusted advisor to senior leadership and department/division/office heads, providing strategic human resources support and aligning HR practices with business objectives. The incumbent plays a strategic advisory role and acts as a strategic partner to senior leadership and line managers, ensuring that HR strategies and initiatives are aligned with the organizational goals and priorities. The incumbent will work closely with business leaders to design and implement HR solutions that meet the needs of the organization while ensuring compliance with IFAD policies and fostering a positive work environment. Provide advice and guidance on complex HR issues, including providing specialized support to organizational design, workforce planning, and talent management, to ensure alignment with the business strategy.

Key Functions and Results

1.HUMAN RESOURCES ADVOCATE: The incumbent projects PCD's reputation as a value-added, technically competent and reliable service provider as part of the Division's HR strategy. The focus is on expert knowledge of the Fund's governing structure, mandate, long-term business strategy, organizational dynamics and culture and on their senior-level professionalism, the incumbent advocates for new or revised policies, procedures and initiatives. The incumbent reaches out to managers, supervisors and staff, listening and responding effectively and efficiently to common issues and problems and builds relationships based on respect and trust. From the perspective of a value for diversity and respect for a multi-cultural client base, the Senior HR Specialist demonstrates communications skills that serve to promote the Division's strategy and the equitable management of IFAD staff.

2.AGENT OF CHANGE: The incumbent understands and applies the principles of change management and proactively serves as a role model for transformation and capacity for acceptance of change. They use a solid knowledge of information technology to analyse and promote acceptance of new methods of work and effective communication skills to persuade and influence managers, supervisors and staff to adopt change. Going beyond acceptance to change in methods and technology tools the incumbent manages change through consultations with IFAD senior management, HR management and colleagues and outreach to client management, supervisors and staff to establish and maintain collaborative, open and regular communications pertaining to current and planned changes in HR strategy, policies, regulations and rules. They explain the scope and ramifications of proposed HR initiatives, promoting an understanding of their purpose and functional advantages.

3.MANAGERIAL FUNCTIONS: The incumbent is typically a team leader with accountability for integrity, transparency, and equity in the management of IFAD resources. The incumbent may also directly supervise an HR specialized unit and/or HR generalists with responsibility for work planning and organization, supervision of the work of the unit/section assigned and establishing and monitoring performance management indicators of success. This includes: (i) People Management through recruitment, performance and career and learning management of staff establishing learning plans and ensuring staff supervised meet their development needs while meeting the needs of IFAD. (ii) Resource Management by providing strategic and data inputs into the divisional budget preparation exercises. (iii) Knowledge and Content Management by ensuring (1) knowledge content within the functional area is continuously updated and available to colleagues and clients (2) best practices are continuously identified, documented and distributed and (3) appropriate and up-to-date information and learning tools are available to the Fund's managers, supervisors and staff. (iv) Information Technology Management through leveraging ERP functionality for improved business results, simplification of transaction and reporting processes and improved client services.

Position Specifics: The Senior HR Specialist (BP) is a senior HR professional with the capacity to develop, interpret and apply a broad range of HR strategies, policies principles, regulations, rules and procedures. The incumbent coordinates a team of business partners and acts as a strategic partner to managers and staff in the delivery of the full range of HR Management services, identifying improved approaches and solutions to address corporate, departmental, divisional and office priorities, in the following areas: 4.HR BUSINESS PARTNERSHIP AND STRATEGY ALIGNMENT:

• Act as a strategic partner to senior leadership and line managers, ensuring that HR strategies and initiatives are aligned with the organizational goals and priorities.
• Provide expert advice and guidance on complex HR issues, including organizational design, workforce planning, and talent management, to ensure alignment with the business strategy.
• Support the development and implementation of HR strategies that drive employee engagement, retention, and organizational effectiveness. eqpXEu3 PHMNB
• Collaborate with managers to understand their operational needs and translate them into HR solutions that enhance performance and productivity.
• Coordinate a team of HR Business partners providing guidance and aligning strategic solutions to advise management and staff on corporate initiatives. Act as an agent of change by implementing best practices, guiding transformational initiatives and ensuring a smooth transition to new HR processes.

5.CONTRUBUTE TO TALENT MANAGEMENT AND WORKFORCE PLANNING:

• Coordinate with other PCD units and partner with business leaders to identify talent gaps and contribute to the development of strategies for workforce planning, recruitment, and retention of key talent.
• Provide guidance on career development and leadership development, ensuring that talent management practices align with the organization's long-term goals.
• Support managers in identifying high-potential employees and creating development plans to enhance their leadership capabilities.

6.EMPLOYEE RELATIONS AND PERFORMANCE MANAGEMENT:

• Provide expert advice to managers and employees on employee relations issues, ensuring compliance with IFAD policies and fostering a positive and respectful work environment.
• Support the implementation of performance management processes, including setting performance expectations, supporting clients in conducting performance reviews, and addressing performance-related challenges.
• Advise on conflict resolution strategies and provide guidance on managing difficult workplace situations.
• Develop and implement initiatives to improve employee satisfaction, retention, and morale across the organization.

7.ORGANIZATIONAL CHANGE AND DEVELOPMENT:

• Act as a change agent to support organizational transformation initiatives, including restructuring, reorganization, and culture change efforts.
• Collaborate with senior leadership and HR teams to design and implement change management strategies that minimize resistance and ensure smooth transitions.
• Lead efforts to drive organizational development programs that support growth, innovation, and alignment with the UN's mission and values.

8.HR POLICY AND COMPLIANCE:

• Ensure compliance with HR policies, rules, regulations, and ethical standards in all areas of HR management.
• Provide guidance to managers and staff on the interpretation and application of HR policies and procedures, ensuring consistency and fairness across the organization.
• Monitor HR trends, and coordinate with the policy unit to ensure HR policies and practices remain relevant and compliant with business needs.

9.TEAM LEADERSHIP AND CAPACITY BUILDING:

• Lead, coordinate and mentor a team of HR business partners, providing professional development opportunities and ensuring effective synergies with other PCD units while cultivating robust relationships with internal and external stakeholders.
• Support continuous training, alignment and coordination within the team on HR policies, leadership development, and other HR streams to enhance capabilities.
• Foster a culture of continuous improvement within the HR BP function, ensuring that best practices and innovative approaches are embraced.

10. DATA-DRIVEN DECISION MAKING:

• Use HR analytics and data to assess trends, make informed decisions, and support business strategies.
• Develop and report on key HR metrics to senior leadership, to inform strategic decisions, monitor performance, and continuously refine HR policies and practices.

Key Performance Indicators

The work requires the development of new and/or modifications of existing policies, practices and techniques as well as the revision of HR work performed at lower levels and taking corrective and adaptive actions. The Senior HR Specialist is accountable for (a) convincing management of the utility of improved approaches to the delivery of assigned HR services; (b) addressing problems involved in formulating the Fund's position on the interpretation and application of policies, regulations and rules to highly contentious cases; (c) satisfying the organizational, programmatic and HR needs related to the field of work; and (d) developing expert advice for the Fund that is recognized and accepted as being fully sound. Detailed analysis of the interrelationships of HR issues with those of programme, political and resource considerations is required. The work is defined by support to one major or a group of the Fund's departments and offices yet the impact of work encompass PCD as a whole requiring continuous and collaborative exchange of technical expertise with peers and management to ensure PCD is seen as speaking with one voice.

Position specifics: The key performance indicators for the Senior HR Specialist (BP) include leadership, technical and team as well as programmatic indicators. As a supervisor, the incumbent provides guidance to staff through clear planning and communication, coaching and supporting career development. The KPIs are technical excellence of team members and their cohesiveness as well as continuous commitment to learning and development.

Working Relationships

Internally, the Senior HR Specialist is an authoritative HR technical adviser to the Fund in the development of new or modified policies and practices and in the provision of expert advice within their area of specialization. Working relationships involve interactions with Senior Management (AVPs/ Directors/ MDs), peers within PCD at all levels as well as hiring managers and employees. The advice and recommendations provided are normally considered technically accurate and are provided to senior managers inside and outside PCD. External contacts include: counterparts in other United Nations organizations or International Financial Institutions, in order to exchange information on approaches to similar HR problems, etc.; vendors and agencies in the area of expertise; and inter-agency groups such as the CEB and ICSC to provide information on the Fund's HR policies and practices and negotiate the adoption of common system practices. The Senior HR Specialist may also represent the Fund in consultations with staff representatives, formulating management's position with respect to grievances and appeals, as well as in inter-agency coordination committees dealing with human resources questions.

Job Profile Requirements

Organizational Competencies:

Level 2:

' Building relationships and partnerships - Builds and maintains strategic partnerships internally and externally

' Communicating and negotiating - Acquires & uses a wide range of communication styles & skills

' Demonstrating leadership - Leads by example; initiates and supports change

' Focusing on clients - Contributes to a client-focused culture

' Learning, sharing knowledge and innovating - Challenges, innovates & contributes to learning culture

' Managing performance and developing staff - Manages wider teams with greater impact on others and on the organization

' Managing time, resources and information - Coordinates wider use of time, information and/or resources

' Problem-solving and decision-making - Solves complex problems and makes decisions that have wider corporate impact

' Strategic thinking and organizational development - Staff in management and/or strategic leadership roles

' Team working - Fosters a cohesive team environment

Education:

' Level - Advanced university degree (Master or equivalent)

' Areas - Human Resources Management, Public Administration, Business Management or other job-related field

Degree must be an accredited institution listed on https://www.whed.net/home.php.

** For internal candidates, this requirement will be assessed in line with the provisions set forth in the IFAD's Human Resources Implementing Procedures.

Experience:

' At least eight (8) years of progressively responsible professional experience in human resources management, of which three (3) years preferably in the United Nations or an international financial institution, or another multi-cultural organization or institution or a national organization providing support on a global scope is highly desirable.

Languages:

' English (4 - Excellent)

' French, Spanish, and/or Arabic, an asset (3 - Good)

Skills:

' Analytical skills: Outstanding ability to analyse and synthesize qualitative and/or quantitative information from a variety of sources and filter out key insights and recommendations

' Project coordination: Identification of key-priorities, ability to work with others, coordinate and structure work to meet deadlines and adjustment of workplan/resource allocation when needed, identification and management of project-related risks

' Risk management (e.g. reputational): Identification and assessment of potential liabilities and risks in IFAD's activities, particularly vis-à-vis third parties; ability to handle risks via contingency and mitigation strategies

' Stakeholder management: Strong alignment capabilities and consultation skills, building on effective interactions and relationships with different stakeholders (e.g. for the co-creation of communication material with member states) and ability to build and maintain a strong network (e.g. with journalists, media outlets, etc.)

' Career management: Know-how in career management (e.g. mobility plans, career development programmes)

' Compensation: Expertise in compensation methodologies and practices, benefits and entitlements

' Diversity & inclusion dynamics: Expertise in diversity & inclusion dynamics applications in human resources

' HR knowledge: Expertise in principles and concepts of human resources management, including HR business partnering and client outreach, job classification

' HR systems: Know-how in the design and management of HR systems and tools (e.g. learning platforms, performance platforms, etc.)

' Learning & Development: Expertise in learning & development methodologies and strategies

' Performance management: Expertise in performance management methodologies and strategies

' Workforce management: Know-how in organizational development and design and strategic workforce planning

' Basic ICT & digital fluency: Expertise relevant to the specific role (e.g. in-depth, computer information systems, including micro-computer operating systems software, hardware and applications software and other office technology equipment), end-user computing configuration management

' Business acumen, private sector knowledge: Outstanding ability to synthesize and simplify complex technical information for a variety of (non-technical) audiences

' Confidentiality & Discretion: Establishes self and division as trusted advisor to internal stakeholders by maintaining high level of discretion and confidentiality in assignments; demonstrates sound judgement when dealing with sensitive and/or confidential matters; drives good governance and is a "Culture Carrier" demonstrating IFAD institutional conscience through his/her work.

' Integrity and ethics: Strong emphasis on acting with honesty, not tolerating unethical behaviour, demonstrating equity, impartiality and sensitivity in exercising authority and interacting with staff, and other stakeholders. Conduct must be guided by IFAD core values, the Code of conduct and a high sense of ethics.

' Leadership: Group thought leader, sought out by others and providing mentorship and effective guidance to others; Ability to build trust, inside and outside the organization by acting as a role model for IFAD's core values and competencies, and to provide a clear sense of direction, mentorship and effective guidance to the team, strategizing the IFAD's goals, giving the vision, empowering the team and ensuring a positive environment for all.

' Systemic thinking: Ability to understand interlinkages and their implications in specific area of expertise (e.g. thorough understanding of interlinkages between crops)

' Verbal communication: Clear, succinct and convincing verbal communication; highly professional, balanced and diplomatic language

' Written communication: Clear, succinct and convincing written communication in the language needed for specific role; highly professional, balanced and diplomatic language (e.g. for drafting of position papers, briefings, etc.)

Other Information

IFAD staff members are international civil servants subject to the authority of the President of IFAD. In accordance with IFAD's Human Resources Policy, the President can decide to assign them to any of the activities of the Fund. All International Professional staff members are required to be geographically mobile and positions in the professional category are subject to changes in location at any time in line with strategic priorities and reform initiatives in IFAD.

IFAD is an Equal Opportunity Employer and does not discriminate on the basis of ethnic, social or political background, colour, nationality, religion, age, gender, disability, marital status, family size or sexual orientation in line with its Diversity, Equity and Inclusion (DEI) Strategy and the Policy to prevent and respond to sexual harassment, sexual exploitation and abuse .

Please be aware of fraudulent job offers. IFAD does not charge any fees at any stage of the recruitment process. Official communication from IFAD will always come from e-mails ending in @ifad.org

In accordance with IFADs provisions, all new staff members will normally be placed at the first step in the grade level for which they have been selected. For information on IFADs remuneration package, please visit IFADs compensation and benefits page on our website . Applicants are invited to use the ICSC compensation calculator to estimate the salary and benefit entitlements. See here.

In the interest of making most cost-effective use of funds and resources, we are only able to respond to applicants who are short-listed for interview. Candidates who do not receive any feedback within three months should consider their application unsuccessful.

Selected candidates will be required to participate in a pre-screening call, record a video-interview and deliver a presentation. Short-listed candidates will be required to participate in a task/competency-based interview.

Non-selected candidates who have been shortlisted, interviewed and found suitable in this competitive selection process may be included in IFAD's appointable roster and considered for future positions in the same job family and grade level, in line with IFAD's applicable provisions. Candidates included in the appointable roster will be notified by IFAD.