Senior HR Specialist (Strategic Talent Acquisition), Rome, Italy

Job Title : Senior HR Specialist (Strategic Talent Acquisition) - Rome, Italy

ID : 27512

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 Talent Acquisition Leader (Senior HR Specialist) Drive the Future of Global Talent at IFAD - Reimagining our Global Talent sourcing approach

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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. You'll lead cutting-edge talent sourcing initiatives, leveraging innovative recruitment technologies and strategies to build a world-class workforce:

• Make a global impact - attract world-class talent that drives our transformative mission
• Innovate and grow - through strategic initiatives that redefine talent acquisition in a multicultural environment
• 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 Senior HR Specialist (Strategic Talent Acquisition), you will be the visionary leader responsible for designing and implementing ground-breaking talent acquisition strategies that align with IFAD's strategic objectives. Working closely with senior leadership and reporting into the Chief, Business Partnering Unit (BPU), you'll drive initiatives that enhance our employer brand and build a future-ready workforce. You will drive the selection, implementation and continuous improvement of advanced recruitment tools and techniques. Your expertise will guide decisions on aptitude test providers and enable IFAD to capitalize on innovative methods from gamification and psychometrics to robust employer branding and digital outreach.

What You'll Do

• Innovate Talent Acquisition Processes Design and implement next-generation recruitment strategies that integrate state-of-the-art tools and methodologies.
• Optimize Technology Solutions Evaluate, select, and deploy talent acquisition tools and psychometric assessment platforms to streamline sourcing and enhance candidate engagement and experience.
• Elevate IFAD's EVP Lead initiatives to position IFAD as an employer of choice, leveraging digital channels and targeted outreach Advise on the selection of leading aptitude test providers and best practices for integrating these solutions into our recruitment process.
• Strategic Advisory Advise on the selection of leading aptitude test providers, assessment tools and best practices for integrating these solutions into our recruitment process.
• Drive Data-Informed Decisions Utilize advanced analytics to monitor recruitment metrics, refine sourcing strategies, and provide actionable insights for continuous improvement.
• Stakeholder Engagement Collaborate with senior leaders to forecast talent demands and implement proactive, diversity-driven recruitment strategies.
• Global Collaboration Work closely with cross-functional teams and regional stakeholders to tailor recruitment strategies to diverse markets and evolving talent needs.
• Lead Change Champion continuous improvement and best practices in recruitment, ensuring compliance and excellence across the talent acquisition lifecycle.

What We're Looking For

• A minimum of eight years of demonstrated experience in strategic talent acquisition within global or multicultural organizations, with a proven track record of deploying advanced recruitment technologies.
• In-depth familiarity with talent acquisition tools and psychometric assessment platforms - as well as experience advising on aptitude test providers.
• Strong expertise in employer branding, social media recruitment, and proactive outreach (including engagement with head-hunter networks across diverse regions).
• A strategic mindset combined with excellent analytical, communication, and stakeholder management skills.
• An advanced degree in HR Management, Public Administration, Business Management, or a related field
• CIPD accreditation or equivalent is an asset.
• An advanced degree in Human Resources Management, Business Administration, or a related field; CIPD accreditation (or equivalent) is an asset.
• A passion for innovation and a proven ability to drive transformative change in dynamic environments.
• An excellent command of English; additional proficiency in French, Spanish, or Arabic is desirable.

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 HR Services Unit (PSSU).

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 full complexity range of HR work 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 (Strategic Talent Acquisition), is responsible for leading and implementing strategic initiatives in talent acquisition across the organization. This role requires an in-depth understanding of workforce requirements, recruitment needs, and talent strategies to attract and retain top talent from diverse backgrounds. The incumbent will work closely with HR leadership and senior managers to ensure alignment with organizational goals, diversity and inclusion objectives, and the overall workforce strategy.

Key Functions and Results

1. HUMAN RESOURCES ADVOCATE: The Senior HR Specialist 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 Senior HR Specialist 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 Senior HR Specialist 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:

4. HUMAN RESOURCES MANAGEMENT: At this level Senior HR Specialists are senior HR professionals with the capacity to develop, interpret and apply a broad range of HR policies, rules and regulations as well as standards and techniques related to the UN's and the Fund's HR strategy, principles, policies, regulations, rules and procedures. The Senior Specialists also identify improved approaches to the delivery of HRM services in assigned areas. They may lead an HR generalist team providing support to a large, complex group of clients or serve as a senior specialist in one or more closely related HR occupations (recruitment, administration of entitlements, classification, staff development, performance management, social security, etc.) with accountability for technical leadership of on-going HR casework characterized by: (a) planning and implementing recruitment strategies and programmes;

(b) support to managers and supervisors in recruitment and monitoring the appropriate use of contractors/ short-terms and consultants;

(c) reviewing and approving the classification levels of unique professional and general service positions by analysing content of jobs, conducting classification surveys (desk interviews) and managing related review mechanisms;

(d) identifying the need for additional Job Profiles (JPs) and overseeing the association of JPs to new or revised posts;

(e) providing advisory services to managers on organizational and workforce planning, job design and career planning needs in light of programme and skill requirements; (f) reporting and coordinating

(f) monitoring utilization of staff resources; and evaluating and determining training needs including planning and implementing structured training programmes.

In particular the Senior HR Specialist (Strategic Talent Acquisition)'s, main responsibilities include: Develop and implement the IFAD's Talent Acquisition Strategy:

• Lead the development and implementation of innovative talent acquisition strategy to meet the current and future talent needs of the organisation, aligning them with IFAD's goals, priorities, and evolving workforce needs,.
• Labor Market Analysis - conduct macro-level research on Talent availability and trends relative to IFAD's current and future needs providing insights and and , advising on the most effective approaches for attracting top talent, particularly for senior and highly specialised roles.
• Identify gaps in talent (in close collaboration with Departments/Divisions/Offices) and propose recruitment strategies to address these gaps proactively, ensuring diverse and qualified candidates are attracted to key positions.
• Ensure IFAD's recruitment strategy promotes diversity and inclusivity, contributing to the achievement of gender parity and the equitable representation of all Member States.
• Evaluate, select, and deploy talent acquisition tools (e.g. Pyrex, gamification platforms, psychometric assessments) to streamline sourcing and enhance candidate engagement and experience.

Stakeholder Engagement & Advisory on Recruitment and Selection

• Engage with senior stakeholders to understand talent needs, workforce requirements, and organisational objectives, and ensure talent acquisition strategies are aligned with business needs.
• Provide expert HR advice and guidance to senior leadership and hiring managers across the organisation on the recruitment process and policies, job classification and descriptions, and selection criteria.
• Oversee and manage high-level recruitment processes for senior and highly specialized roles, ensuring compliance with IFAD recruitment policies and standards.
• Build and maintain strong relationships with internal stakeholders to ensure a collaborative approach to recruitment.

Talent Sourcing, Employer branding & Recruitment Process Management

• Oversee and manage the full recruitment lifecycle for senior and specialist positions, from drafting job descriptions to final selection, ensuring compliance with IFAD policies, rules and regulations.
• Develop and implement proactive talent sourcing strategies, including using various digital platforms, talent pools, and networking strategies to attract top-tier candidates.
• Create or enable innovative recruitment approaches, techniques and methodology (including use of Artificial intelligence) to identify, engage and hire qualified candidates.
• Establish strong relationships with external organizations, professional associations, `UN Volunteers, recruitment agencies, and educational institutions for targeted recruitment marketing and outreach programs to enhance IFAD's talent pipeline.
• Spearhead employer branding initiatives to position IFAD as an employer of choice through proactive outreach campaigns including use of diverse social media channels to reach more targeted and diverse audiences.
• Develop an approach to build an effective talent pipeline across all levels of the organization, leveraging internship, Junior Professional Officer, Graduate development, and Mid- Career and senior level recruitment programs

Talent Acquisition and selections Tools

• Identify and promote use of most effective assessment tools to enhance quality of hires, reduce unconscious bias while delivering impactful candidate experience
• In close partnerships with the External Vendors, build internal capacity for use of assessment tools
• Advise on the selection of leading aptitude test providers, assessment tools (eg. SHL, Hogan, Thomas, Predictive) and best practices for integrating these solutions into our recruitment process.

Data Analysis & Reporting

• Lead efforts to continuously evaluate and improve outreach and recruitment processes, using data-driven insights to assess effectiveness and inform talent acquisition decisions.
• Develop and maintain monthly metrics and reports on key performance indicators (KPIs) for talent acquisition, including time-to-hire, quality of hire, and candidate satisfaction.
• Regularly report on recruitment trends and outcomes to HR leadership, offering strategic recommendations for process enhancements. eqpXAT9 PHMNB
• Utilize advanced analytics to monitor recruitment metrics, refine sourcing strategies, and provide actionable insights for continuous improvement.

People Management and Capacity Building

• Supervise and manage a Team of recruiters
• Identify skill gaps and provide tailored training for HR staff and Hiring managers on effective recruitment techniques, tools and best practices, including interviewing skills diversity and inclusion, and innovative sourcing technique
• In liaison with the Talent management unit, build and champion the development of talent pipelines and succession planning strategies for senior and critical roles within the organisation

Compliance

• Ensure compliance with all relevant IFAD and UN regulations, policies, and frameworks related to recruitment and talent acquisition.
• Stay abreast of industry trends, technological innovations, and best practices in talent acquisition, integrating relevant practices into IFAD's recruitment processes.

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 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 advisor 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 include advice and interactions with Senior Management (AVPs, Directors and MDs), peers within the People & Culture Division, including Chief, Talent Management, Business Partnering, Policy & HR services and Lead Culture Transformation, 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 (IFI) peers, 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:

• Eight (8) or more years of postgraduate professional experience in the field of Talent Acquisition, of which preferably at least 4 years at an international or regional level in a multi-cultural, global organization in the private sector, IFIs or in the United Nations

Position specifics:

• Experience in Employment Branding / Employee Value Proposition concepts / use of Customer Relations Management tools to drive talent attraction campaigns and execute sourcing strategy focused on passive talent.
• Practical experience with psychometric tests (Hogan, SHL, Korn Ferry), AI-driven screening tools, and gamified hiring (Pymetrics, HireVue) to evaluate candidates effectively and use of predictive hiring analytics.
• Employer Branding & Candidate Experience - Strong EVP, social media recruitment, and seamless hiring processes.

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 their 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.