Location: Abidjan, Côte d'Ivoire
Position Grade: PL2
Position Number: 50092480
Posting Date: 26-Jul-2024
Closing Date: 25-Aug-2024
THE BANK:
Established in 1964, the African Development Bank is the premier pan-African development institution, promoting economic growth and social progress across the continent. There are 81 member states, including 54 in Africa (Regional Member Countries). The Bank’s development agenda is delivering the financial and technical support for transformative projects that will significantly reduce poverty through inclusive and sustainable economic growth. In order to sharply focus the objectives of the Ten-Year Strategy (2024-2033), and ensure greater developmental impact, five major areas (High 5s), all of which will accelerate our delivery for Africa, have been identified for scaling up, namely, energy, agro-business, industrialization, integration and improving the quality of life for the people of Africa.
THE COMPLEX:
The People and Talent Management Complex (PTVP), has the overall responsibility for attracting, developing, motivating, and retaining a strong complement of professionals, support staff and contingent staff to deliver the business of the Bank into the future. The PTVP Complex is responsible for ensuring effective systems and controls for people and talent management from talent sourcing to retirement. The PTVP Complex is also responsible for the effective administration of the Bank’s benefit plans (medical and staff retirement) and ensuring the financial sustainability of these plans.
THE HIRING DEPARTMENT/DIVISION:
The Human Resources Operations, Recruitment & Client Services Department (PTCS) focuses on interfacing directly with staff clients through integrated client services to internal and external stakeholders (through HR Operations, Recruitment and Talent Acquisition, HR Business Partnering, and Staff Engagement initiatives).
This will help the Bank to achieve its strategic agenda through attraction, development, engagement, motivation and retention of a best-in-class workforce.
THE POSITION:
1. Reporting to the Director - Human Resources Operations, Recruitment and Client Services Department (PTCS) , the Division Manager, HR Operations, will work with stakeholders to: plan, develop and implement a programme of innovative human resources strategies on the transactional excellence, including the formulation, control, administration of automation of HR processes, data management and analytics, process reengineering and digitalization, contract administration for all employees; administration of benefits; and plus Payroll management.
2. The position will ensure that the strategies related to HR operational excellence are in compliance with future HR capabilities required to transform the Bank into a world-class organization.
3. The incumbent will identify, develop and implement proposals, strategies and programs aligned to the Bank’s strategic focus and direction through HR service and transactional interventions.
KEY FUNCTIONS:
1. The Division Manager shall ensures smooth and effective implementation of HR processes through technology to enhance the overall employee experience ensuring that the processes are constantly reviewed, reengineered, automated and digitalized as and when necessary.
2. The duties include overseeing the Division budget; the design, drafting and implementation of corporate policies; and the upkeep of internal HR information systems. This role is integral in managing HR-related finances, policy implementation, and systems maintenance, thereby contributing to the Complex’s efficient functioning and alignment with the organization’s broader objectives.
3. The incumbent will lead the team and ensure that all HR processes and workflows are reviewed, and aligned to applicable Bank instruments, including the current Policies, Processes, Procedures, Staff Regulations and Staff Rules, documented to ensure automation and digitization. S/he will work closely with other People and Talent Management Departments and Corporate Information Technology Department, to ensure that the partnership yields on-time delivery of developments and support of HR systems.
The Division Manager will be in charge of the following sections:
1. Human Resources Information Systems and Processes
2. Human Resources Administration
3. Human Resources Benefits
4. Human Resources Payroll
5. Human resources process review and digitalisation.
S/He will be responsible for the following:
1. Plan, develop, revise, organize and implement the Division's work programs, set medium and long term goals and determine financial resource requirements (budget) to fund the various programs efficiently and effectively.
2. Lead the revamping of the Bank’s HR Information technology and digitization process, in line with the Bank’s ongoing business process re-engineering under the WAKANDA project. The Division Manager will be accountable for HR Processes improvement and automation initiatives.
3. Formulate, develop, and update HR operations processes and procedures, in order to optimize the efficiency and reliability of the processes for effective HR operations delivery.
4. Develop feasibility studies and requirements analysis to justify and support the development of new and enhanced information systems to improve the service delivery of the Division.
5. Initiate and formulate new HR administrative policies, frameworks or proposals to modify and improve/update existing ones as circumstances may require.
6. Lead team of experts in Human Resources Information Systems (HRIS) to provide functional input needed by Corporate IT Services to evaluate continuing needs for hardware, software, databases, and operating systems, and further carry out detailed evaluations of operating systems, commercial software, and programming utilities.
7. Lead service delivery to client units and respective People and Talent Management Departments, for all their HR related technology issues and all their systems change requests.
8. Develop and maintain HR databases, including employee records, payroll data, benefits information, and performance metrics. Collaborate with People and Talent Management Complex team members to identify their system needs, develop requirements, and implement solutions.
9. Manage and oversee HRIS projects, including system upgrades, implementations, and integrations.
10. Ensure compliance with data privacy and security regulations, implementing necessary safeguards and protocols.
11. Conduct regular system audits to identify and resolve data discrepancies or errors.
12. Provide inputs to the design of compensation and benefits policies and procedures and provide input in the definition of the set of compensation and benefits rules applicable to existing and newly opened Bank offices, working closely with the Bank’s Staff Welfare Services, Compensation and Employment Policy Department (PTCW).
13. Provide input in the design of staff compensation and benefits system that is internationally competitive and capable to attract and retain highly qualified people.
14. Provide advice and guidance to People and Talent Management team and Human Resources Business Partners (HRBPs) concerning staff issues, from an HR operations perspective.
15. Supervise the overall administration of employee benefits of the Bank (Staff loans, Home Leave, Education Benefits, etc.), excluding the medical and the staff retirement plans.
16. Prepare staff communications and process individual decisions regarding administration of staff employment contract, career movements and separations in line with policies and procedures in an efficient and timely manner.
17. Lead the processing of staff remuneration, benefits and employment contracts within the Bank in line with policies and procedures, in an efficient and timely manner.
18. Ensure that the Division provides consistent and efficient customer service to all employees on the basis of the agreed Service Level Agreements (SLAs).
19. Lead the administration of the Bank’s payroll program accurately; in a timely manner, and in accordance with Bank’s rules and regulations.
20. Provide leadership in the development and the maintenance of systems (DARMS, SharePoint) and procedures for the filing and management of confidential staff files, individual staff-related documents, correspondences, circulars, policy documents, etc., to permit easy and timely retrieval.
21. Clear and maintain statistics and design a variety of HR analytical reports in various HR business areas (recruitment, talent and career development, staff planning, general administration, payroll, benefits, performance management, onboarding etc.).
22. Monitor progress, provide advice and guidance, approve changes in accordance with practices, recommend training, and undertake staff performance evaluations, determine the need for special studies by consultants, develop requests for tender and draw terms of reference for consultants.
23. Oversee consultants' work to ensure that deadlines are met, and that work is being accomplished on time and within budgeted financial resources.
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COMPETENCIES (skills, experience and knowledge):
1. Hold at least a Master's degree in Human Resources Information Technology/Information Systems (HRIS), Process reengineering and digitalisation, IT Project Management, Compensation Management, Finance/Accounting, or any related discipline.
2. Professional qualification/certification in Human Resources Management, Project management, Finance/Benefits Administration, HRIS, Payroll Administration will be a distinct advantage.
3. Demonstrable evidence of having led HR Process reengineering, automation, and digitalisation in a similar organisation.
4. Have a minimum of eight (8) years of relevant experience, three (3) years of which should be at managerial or supervisory level in HR Management, with strong focus on HR Information Management, Staff Benefits Management, Data Management, Payroll, Contract Administration, Compensation and or any other related discipline.
5. Strong understanding of HR processes and systems, including HRIS, payroll, benefits administration, and talent management systems.
6. Proficiency in HRIS platforms, such as SAP, Oracle, Workday, or similar systems.
7. Demonstrable experience of working in a client-centric, business partnering environment.
8. Strong experience with fully operational depth in at least three of the under-listed skill areas (i) Data Management & HR information Systems (ii) Business Process Re-engineering (iii) Total Rewards & compensation, and benefits administration (iv)Payroll administration.
9. Proven experience in coordinating and implementing HR management theories and principles, policy and strategy development related to HRIS, data analytics, contract or HR administration, staff records, compensation including salary and payroll administration.
10. Sound understanding of the business and operational needs with proven capacity to innovate, and promote change initiatives in corporate human resource policies and services in large organizations.
11. Expert knowledge of principles, practices, and procedures relating to human resource management and organizational development.
12. Applied knowledge of the fundamentals of employment relationships, legislation and organizational development.
13. Substantial knowledge of change management/HRIS Project management.
14. Strong project management skills which demonstrate the ability to see the bigger picture without losing sight of the details.
15. Ability to exercise sound judgement and creativity in identifying options and risks to make the right decisions around issues that have the potential to have a significantly adverse effect on the organization both in financial and employee relations terms.
16. Sound analytical skills – ability to build and analyse HR data accuracy including HR approved KPIs.
17. Solid experience in applying experienced level of HR knowledge to deliver full scope of strategic HR services in line with the Bank’s strategy needs/situation.
18. Proven consulting and advisory skills that enable clients and help them build their confidence and skills to deal with HR issues.
19. Ability to deal with sensitive issues in a multi-cultural environment and to build effective working
relations with colleagues.
20. Effective problem solver, strong network, an assertive completer finisher, strong interpersonal communication, diplomat, and multicultural sensibility.
21. Exceptional communication and interpersonal skills to effectively collaborate with HR, IT and other teams.
22. Knowledge of data privacy and security regulations, ensuring compliance in HR data management.
23. Ability to communicate effectively (written and oral) in English or French, with a working knowledge of the other.
24. Competence in the use of standard Microsoft Office Suite applications.
THIS POSITION IS CLASSIFIED INTERNATIONAL RECRUITMENT AND ATTRACTS INTERNATIONAL TERMS AND CONDITIONS OF EMPLOYMENT.
Should you encounter technical difficulties in submitting your application, please send an email with a precise description of the issue and/or a screenshot showing the problem to: HR Direct HRDirect@AFDB.ORG(link sends e-mail)
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Applicants who fully meet the Bank's requirements and are considered for further assessment will be contacted. Applicants should submit a concise Curriculum Vitae (CV) and any additional documents that may be stated as required. The President of the African Development Bank reserves the right to appoint a candidate at a lower level. The African Development Bank is an equal opportunities employer. Female candidates are strongly encouraged to apply. http://www.afdb.org
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