HR Specialist (Talent Management), Rome, Italy

Job Title : HR Specialist (Talent Management) - Rome, Italy

ID : 27509

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-3

Other Information

HR Specialist - Talent Management Help shape the Future of Global Talent & Performance at IFAD

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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. This role is your opportunity to drive a holistic talent management strategy that integrates performance management, learning, and leadership development - shaping careers and fostering a culture of continuous improvement;

• Make a global impact - play a pivotal role in shaping an organization that transforms rural livelihoods worldwide
• Innovate and grow - be part of a forward-thinking team that values continuous learning and career development
• Be part of a global, inclusive culture - thrive in a diverse environment that champions professional integrity, respect, and ethical leadership.

The Role

As our new HR Specialist (Talent Management), you will be part of a dynamic team of HR experts, within the People and Culture Division (PCD) supporting corporate initiatives aimed at implementing key HR processes 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 Sourcing and Business Partner Unit (BPU), the Talent Management Unit (TMU), and the Policy and HR Services unit (PSSU). You will play a key role in supporting the design, implementation, and continuous enhancement of our talent management processes. Reporting directly to the Chief of the Talent Management Unit (TMU), you will play a pivotal role in ensuring that our people processes - from probation, performance management, learning, to leadership development - come alive. You will help design, implement, and oversee talent programs that enhance performance, build skills & capability, and support career growth. You will work closely with HR Business Partners, managers, employees and senior leaders (Internally), vendors and service providers in the training, design, delivery to create seamless experiences that empower employees at all levels.

What You'll Do

• Provide strategic support to Performance & Talent Development Provide qualitative and substantive insights and industry best practice to shape the design and execute integrated performance management, learning and talent management frameworks that support professional growth and align with IFAD's goals.
• Strengthen Learning & Leadership Development Support the design and implementation of a suite of learning and leadership development programmes along the career path from first-line manager through to the executive team so that leadership potential is developed in line with organizational needs
• Foster technical skills development Provide innovative thinking and work closely with technical teams to support the design of solutions for technical skills development in close liaison with the IFAD technical teams to technical capabilities and enhance organizational effectiveness.
• Promote Coaching and Leadership Support the development of a culture of coaching as a key leadership style by ensuring that coaching principles and skills are built into performance and development programmes
• Provide Data & Insights Leverage HR analytics to evaluate the impact of existing performance management approach and learning programs, measure progress, identify areas for improvement and opportunities to enhance the current offer to support IFAD People in achieving their full potential
• Support Change Management Serve as a change agent, in collaboration with the PCD/HR team, guiding the organization through evolving talent management practices and technology enhancements.
• Foster a Culture of Excellence Support and implement initiatives that reinforce continuous learning, accountability, and high performance.
• Be a Strategic Advisor Provide expert guidance to HR Business Partners and senior leaders on performance, learning, and career development.

What We're Looking For

• Strong expertise in Talent Management, with practical experience gained in Performance Management, Learning, and Leadership Development roles
• A proactive, team-oriented people-first mindset - someone who understands the full employee journey and strives for service excellence
• At least 5 years of progressive HR management experience, with a strong focus on performance management and learning in multicultural or global settings
• An advanced degree in Human Resources Management, Public Administration, Business Management, or a related field
• CIPD accreditation or equivalent is an asset; coaching certification is an added advantage
• An excellent command of English; additional proficiency in French, Spanish, or Arabic is desirable.

Ready to Shape the future of Talent at IFAD? If you are passionate about developing people, driving performance, and delivering service excellence, we want to hear from you.

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 Talent Management Unit's (TMU's) work encompasses staff mobility, performance and probation management, learning & career development, and other strategic talent initiatives.

The HR Specialist, Talent Management (TM) reports to Chief TMU and works closely with colleagues in PCD in designing and implementing learning and career development and supporting the implementation of PM at IFAD. The incumbent is responsible for supervising the work of staff and non-staff supporting the PM process compliance, systems and training.

Job Role

Human Resources (HR) Specialists are seasoned professionals reflecting an in-depth, complete understanding of at least one specialised HR occupation in the context of the Fund's mandate and work programme; they may additionally perform a range of additional human resource occupations as part of an HR full service centre dedicated to specific departments/ divisions/ offices. Within their areas of responsibility, the Specialist exercises a high degree of independence in providing reliable HR programme delivery. HR Specialists perform a large range of HR work independently; the supervisor is consulted in the analysis of complex and/or precedent setting cases to ensure consistency in the interpretation and application of regulations and rules and to document such decisions.

Position specifics:

The HR Specialist (TM) will be PCD's specialist, providing substantive qualitative advice on Performance Management (PM) within PCD. The role involves coordinating the design, implementing, and overseeing PM systems to align with organizational goals, core values, and leadership expectations. The incumbent will integrate PM with learning and development, skills analysis, mobility and HR data analytics to drive continuous improvement. They will provide guidance to HR Business partners on PM best practices while leveraging data to assess trends. The incumbent will work in a team environment composed of staff, consultants and interns and will ensure a smooth knowledge sharing process.

Key Functions and Results

1. BUSINESS PARTNER: Human Recourses Specialists' customer service focus is on client outreach and the provision of seasoned advice and guidance on a range of HR practices, policies and procedures. They do this both verbally and in writing to managers, supervisors and staff, to proactively build a mutual understanding. Specialists support HR best practices in the Fund through outreach to counterparts in other private and public sector organizations to identify potentially innovative solutions to IFAD client concerns as well as maintaining open communications with counterparts in other UN and IFI organizations for further discussion with HR Specialists, internal committees and/or review boards.

2. HUMAN RESOURCES MANAGEMENT: HR Specialists are seasoned HR professionals with the capacity to interpret and apply a broad range of HR policies, rules and regulations as well as standards and techniques related to the UN's as well as the Fund's HR strategy, principles, policies, regulations, rules and procedures. They may be assigned to an HR generalist team providing support to a large, complex group of clients or serve as a specialist in one the various HR occupations (recruitment, administration of entitlements, classification, staff development, performance management, social security, etc.) with accountability for independent performance of on-going HR casework comprising the full range of complexity of work including the establishment of precedent-setting determinations on entitlements; with respect to highly sensitive/political cases, they recommend solutions that are considered technically accurate and, therefore, are not subject to technical review. They may prepare special reports and participate in or lead ad hoc human resources projects.

3. HUMAN RESOURCES ADVOCATE: HR Specialists establish a foundation for PCD's reputation as a value-added service provider as part of the Division's HR strategy. The focus is on thorough knowledge of the Fund's governing structure, mandate, long-term business strategy, organizational dynamics and culture and through their seasoned professionalism. They reach out to supervisors and staff, listening and responding effectively and efficiently to common issues and problems and building relationships based on respect and trust. From the perspective of a value for diversity and respect for a multi-cultural client base, Specialists demonstrate communications skills that serve to promote the Division's strategy and the equitable management of IFAD staff.

4. AGENT OF CHANGE: HR Specialists understand and apply the principles of change management and proactively serve as role models 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, Specialists manage change through consultations with PCD colleagues and outreach to client offices to ensure 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 understanding of their purpose and functional advantages.

5. MANAGERIAL FUNCTIONS: Is accountable for integrity, transparency, and equity in the personal use of assigned IFAD resources, including equipment, supplies and, as applicable, staff supervised.

Position specifics:

The HR Specialist (TM) contributes to the full range of Talent Management activities, in close coordination with other PCD units on: Performance Management: (underperformance and performance evaluation), and Learning and Development (including leadership and career development and training).

Main responsibilities include: 6. PERFORMANCE MANAGEMENT PROCESS (PMP) AND TALENT DEVELOPMENT:

• Develop, implement, and maintain performance management frameworks, guidelines, procedures and inform PM related policy development. in line with the evolving PM process in the organization;
• Provide guidance on goal setting, performance monitoring, feedback mechanisms, and individual development plans.
• Collaborate with senior PCD managers, business partners and other units across PCD (BPU, PSSU) to ensure the performance management system aligns with organizational goals, business strategies, and employee career progression.
• Ensure PM process compliance through training, audits, briefings as well as a monitoring system.
• Is responsible for ensuring PM reflect the HR policies and procedures by collaborating with PSSU.
• Develop, update, and review performance management guidelines, training, tools, supporting initiatives to effectively systematise the PMP (eg. Performance Improvement Process).
• Provide qualitative and substantive insights and industry best practices to shape and execute integrated performance management, learning, and talent management frameworks that support professional growth and align with IFAD's goals.
• Strengthen Learning & Leadership Development by contributing to the design and implementation of a suite of learning and leadership development programmes along the career path from first-line manager through to the executive team so that leadership potential is developed in line with organizational needs.
• Provide innovative thinking and work closely with technical teams to support the design of solutions for technical skills development and enhance organizational effectiveness.

7. INTERNAL CAPACITY BUILDING IN PERFORMANCE MANAGEMENT:

• Prepare and deliver workshops, HR clinics and provide training to managers and staff on performance management tools and techniques, including setting objectives, giving feedback, and performance appraisal processes.
• Coordinate PM coaching programme to support performance improvement process for supervisors and staff
• Conduct PM audits on compliance with the PM policies and procedures and follow through the recommendations in close collaboration with the HRBPs. Prepare analytical reports and internal communications for evidence-based approach to enhancing the PM processes and activities.
• Promote the development of a culture of coaching as a key leadership style by ensuring that coaching principles and skills are built into performance and development programs.

8. MANAGE PERFORMANCE CYCLE

• Coordinate the performance cycle milestones (planning, midyear review and year-end review for staff, ensuring consistency, fairness, and adherence to established timelines.
• Analyse PM data, providing reports and insights to HR colleagues (HRBPs), PCD management and leadership.
• Address challenges or issues raised during the PM process and implement solutions as necessary.
• Support managers and staff in the development of performance improvement plans (PIPs) for underperforming employees.
• Coordinate Underperformance Management process by providing support and guidance to HR business partners and supervisors.
• Collect and analyze feedback from employees and managers on the effectiveness of the performance management system and identify areas for improvement.
• Implement strategies to improve staff PM skills, performance standards, and recognition practices.
• Implement initiatives that reinforce continuous learning, accountability, and high performance.

9 DATA MANAGEMENT AND REPORTING:

• Manage and track performance data, ensuring proper documentation, accuracy, and confidentiality.
• Provide regular reports and analytics on performance trends, highlighting key performance metrics and areas for development.
• Support the preparation of management reports, summarizing individual and organizational performance. eqpXDMj PHMNB
• Leverage HR analytics to evaluate the impact of existing performance management approaches and learning programs, measure progress, and identify areas for improvement.

10. COLLABORATION AND ADVISORY:

• Work closely with HR colleagues to ensure the integration of performance management processes with other HR functions (e.g., recruitment, business partners, learning and development).
• Advise line managers on best practices for managing performance, addressing performance gaps, and fostering an environment of accountability.
• Serve as a subject-matter expert on performance management, providing guidance and support to various stakeholders across the organization.
• Serve as a change agent, in collaboration with the PCD/HR team, guiding the organization through evolving talent management practices and technology enhancements.

Key Performance Indicators

The work requires the identification of the need for changes to HR policies, as well as the interpretation and application of HR policies, rules and regulations to a broad range of complex casework. Specialists analyse proposals and requests received from managers, supervisors and staff and make recommendations or take technical sound actions. Examples of such actions include the resolution of a range of staff entitlement matters, the recruitment of staff to atypical positions within the Fund requiring the use of outreach recruitment services, such as social networks, revisions to procedures for the classification of jobs or the design of specific training programmes to meet new staff development needs. As seasoned HR professionals, the Specialists' work reflects directly on the professionalism of the incumbent and the overall reputation of PCD for technical quality in terms of both substantive depth and adaptive relevance to client needs and customer service approach to problem resolution.

Position specifics:

Key performance indicators for the HR Specialist (Talent Management) include the timely completion of PM cycle milestones, in compliance to PM policies, procedures and guidelines, increased skills level of supervisors in PM skills, timely and successful implementation of development and improvement plans, and the effective use of data-driven decision-making to enhance the overall performance management process.

Working Relationships

Internally HR Specialists are required to explain, clarify and achieve consensus for HR decisions taken or procedural changes planned. These contacts are with managers, supervisors, staff members and staff association representatives and may cover such matters as the determination of non-routine or difficult staff entitlement cases, new types of selection or recruitment activities, the results of job classification reviews, etc. External work relationships for Specialists are normally required to obtain information from and exchange views with a range of outside sources dealing with such matters as obtaining information from insurance companies on the coverage of plans and resolution of claims, identifying and assessing candidate qualifications through personal interviews and consultations with counterparts in local UN organizations to discuss classification issues. Contacts may also be established with the UNJSPF on a range of pension matters. Both internally and externally, HR Specialists establish and maintain effective, collaborative relationships and project the image of a credible/reliable partner. Internal contact can reach the Director`s level to clarify specific situation in relation to their job role and key functions and results.

Job Profile Requirements

Organizational Competencies:

Level 1:

• Building relationships and partnerships - Builds and maintains effective working relationships
• Communicating and negotiating - Communicates effectively; creates understanding between self and others
• Demonstrating leadership - Personal leadership and attitude to change
• Focusing on clients - Focuses on clients
• Learning, sharing knowledge and innovating - Continuously seeks to learn, shares knowledge & innovates
• Managing performance and developing staff
• Managing time, resources and information - Manages own time, information and resources effectively
• Problem-solving and decision-making - Demonstrates sound problem-solving and decision-making ability
• Strategic thinking and organizational development - Personal influence
• Team working - Contributes effectively to the team

Education:

• Level - Advanced* university degree
• 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 five (5) years of progressively relevant experience is required
• Experience in human resources management of which three (3) years in a multi-cultural organization or national organization providing support on a global scope is highly desirable

Certifications:

• CIPD accreditation or equivalent is an asset

Languages:

• Required: English (4 - Excellent)
• Desirable: French, Spanish, and/or Arabic (3 - Good)

Skills:

• Performance management: expertise in performance management methodologies and strategies
• HR systems: know-how in the design and management of HR systems and tools (e.g. learning and PM platforms)
• Procedure interpretation: Ability to interpret established, formal guidelines to address and recommend solutions or further actions required
• 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
• 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.)
• Talent acquisition: Know-how in recruitment and talent acquisition methods and processes, including proactive talent acquisition
• 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
• Adaptability: Adaptability and flexibility when facing new or unexpected situations, and to specific constraints and circumstances and managing complex processes
• Client orientation: Strong critical thinking combined with communication skills to liaise between the business and technologies to understand business problems and needs, document requirements and identify solutions
• 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 the 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.
• Listening: Effective and active listening to others; understanding and acting upon indirect statements
• 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.)

Position specifics:

• Advanced Project Management
• High Emotional Intelligence
• Conflict Resolution and Mediation
• Coaching and Mentoring Expertise
• Advanced Digital Analytics and Data Visualization
• Change Management Certification and Agile HR Methodologies
• Cross-Cultural Competency

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.