HR Transformation & Program Management Office Lead - (Senior) Human Resources Officer
Washington D.C.
- Organization: World Bank Group
- Location: Washington D.C.
- Grade: Level not specified - Level not specified
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Occupational Groups:
- Human Resources
- Project and Programme Management
- Managerial positions
- Closing Date: 2025-12-04
IFC — a member of the World Bank Group — is the largest global development institution focused on the private sector in emerging markets. We work in over 100 countries, using our capital, expertise, and influence to create markets and opportunities. Our mission is to harness the power of the private sector to end extreme poverty and boost shared prosperity on a livable planet. For more information, visit www.ifc.org.
IFC’s Human Resources (HR) Department partners with the business to develop and implement workforce strategies. The HR department includes three Centers of Expertise (COEs)—Strategy & Organizational Effectiveness, Global Talent Acquisition & Mobility, and Talent & Incentives—and two Client Services teams supporting headquarters and regions.
The Strategy and Organizational Effectiveness unit is the backbone of the HR function, driving the delivery of strategic initiatives. Key projects include HR transformation, organizational design, digital HR, employee engagement, change management, and strategic workforce planning.
The HR Transformation and Program Management Office (PMO) Lead —(Senior) Human Resources Officer plays both a strategic and hands-on role driving key initiatives, including the execution of the WBG HR Strategy for IFC and the IFC HR Talent Strategy to enable the business to deliver on IFC 2030, leading the HR PMO including change initiatives, driving employee-centric improvements, and fostering a culture of continuous innovation.
This role requires an experienced professional who can collaborate with senior stakeholders to ensure project execution excellence and influence organizational change to enhance HR’s impact and effectiveness.
Duties and Accountabilities
Program Management Office (PMO)
• Drive PMO Governance and Execution: Lead the implementation of the HR PMO framework, ensuring structured project governance, accountability, and alignment with HR’s strategic priorities.
• Deliver Strategic Reporting and Insights: Oversee project tracking and reporting, producing clear, data-driven insights on initiative progress, risks, and outcomes through monthly and quarterly reporting cycles.
• Reinforce Project Management Discipline: Ensure consistent application of the whole project lifecycle, driving PMO adoption across HR teams and embedding project management standards and compliance.
• Advance PMO Maturity and Tool Utilization: Lead efforts to enhance PMO processes, improve tool usage, and build team capacity—supporting real-time visibility, continuous improvement, and delivery excellence.
Change Management & Transformation Hub
• Lead Change Management for HR Transformation: Drive the application of change management principles and practices across HR to enable successful delivery of the HR transformation agenda and enhance business alignment.
• Sustain and Evolve the Transformation Hub: Manage and embed the HR Transformation Hub as a platform for innovation, process improvement, and user-centered design, ensuring long-term impact and engagement.
• Serve as HR’s Change Management Partner: Collaborate closely with the IFC Corporate Change Management Team to apply standardized approaches, contribute to enterprise-wide capability building, and reinforce a consistent change methodology across HR initiatives.
• Build a Culture of Innovation and Collaboration: Facilitate ideation workshops, cross-functional collaboration, and challenge-driven solutions aligned with business needs to foster a forward-thinking, agile HR culture.
• Advise and Enable HR Change Delivery: Provide hands-on support and advisory services to HR project managers and business partners, acting as a change management lead or coach on key strategic HR initiatives.
Employee Experience & Listening
• Support Employee Listening Integration: Contribute to the effective use of employee insights by aligning listening activities—such as surveys and feedback mechanisms—with HR’s strategic priorities, ensuring they inform change management efforts and project planning where relevant.
• Embed Feedback into HR Delivery: Collaborate with HR teams to strengthen the connection between employee feedback, change initiatives, and project outcomes, supporting a more responsive and data-informed HR function while aligning with evolving institutional ownership of listening tools.
We do our best to provide you the most accurate info, but closing dates may be wrong on our site. Please check on the recruiting organization's page for the exact info. Candidates are responsible for complying with deadlines and are encouraged to submit applications well ahead.
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.
Applications from non-qualifying applicants will most likely be discarded by the recruiting manager.