Closing on: July 29, 2024 at 11:59pm (China Standard Time)
Based in: Shanghai, China
Target Market: Global recruitment
Position Objective
The Human Resources Department, under the Office of the Vice President for Administration, is functionally responsible for effectively managing and optimizing the organisation's workforce to achieve its strategic goals and objectives. The Principal Professional, Human Resources, provides authoritative advice and guidance, leading to the development of new strategies in human resources management, providing high-value specialist expertise in organisational development, organisation design, staff engagement, staff wellness and culture expertise to the Bank. This position will be responsible to continuous assessment of the Bank's organisational development strategy whilst aligning it with the goals and strategy of the Bank in motivating and retaining talent to facilitate the realization of the Bank's growth aspirations in partnership with all internal stakeholders.
Purpose (Innovate)
Designing an optimal organisational structure through workforce planning that promotes clear reporting lines, decision-making processes, and the efficient flow of information and resources.
Determining the appropriate grouping of functions, departments, and teams to support the organisation's operations and strategy.
Develop and lead the implementation of innovative organisational development programs that directly address emerging organisational priorities.
Assist in the implementation of the competency framework of the Bank, aligning to the Bank's general strategy and integrating the framework into talent acquisition, performance management, learning and development, and other HR areas.
Identifying and addressing any gaps or misalignments between the current and desired organisational culture.
Developing and implementing strategic plans to facilitate cultural transformation and continuous improvement.
Engagement (Advocate)
Responsible for managing change within NDB by working alongside key stakeholders to identify and implement changes that are necessary to drive growth, improve performance, and meet business objectives.
Collaborate with Talent Advisors and Reporting Managers to build consensus and ensure alignment with Organisational Development and Change Management initiatives.
Advocate for innovations in assigned HR functional areas, building stakeholders' support and positioning HRD as a partner.
Manage the employee engagement survey process and the implementation of initiatives to build a more inclusive and supportive workplace by focusing on the employee experience within the organisation.
Identify initiatives to create a work environment that supports employees' physical and mental wellbeing.
Developing and implementing strategic plans to facilitate cultural transformation and continuous improvement.
Delivery (Define Project Cycle)
Develop a retention strategy to increase employee retention rates and productivity.
Streamline operational processes and workflows to accelerate the rollout of bank processes allowing the Bank to swiftly respond to changing business needs and opportunities.
Establish rigorous metrics and standards to maintain consistent quality Change Management.
Review staff concerns regarding Employee Engagement.
Support and collaborate with HR team members on various projects and assignments.
Requirements
Master's Degree or equivalent in the Human Resources or relevant field from a recognized university.
Relevant certification/s from globally recognized certification agencies in the related field would be preferred.
9 - 12 years of relevant HR work experience in a multilateral development bank, international development sector, or private sector.
In-depth experience in Organisational Design and Development.
Good communication skills, fluent in the English language, with the ability to convey complex information in an engaging way.
Relevant experience in a multicultural or international development work environment.
Demonstrated experience in working with and influencing management and other stakeholders on HR matters.
Demonstrated capacity gained through experience in performance management, rewards, compensation and benefits, job evaluation and organisational development.
Very strong analytical skills, with MS Excel and HR systems (SAP HR desirable).
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