Close relatives1 of ADB staff, except spouses of international staff, are not eligible for recruitment and appointment to staff positions. 1Close relatives refer to spouse, children, mother, father, brother and sister, niece, nephew, aunt and uncle. Applicants are expected to disclose if they have any relative/s by consanguinity/blood, by adoption and/or by affinity/marriage presently employed in ADB.
Staff on probation are not eligible to apply. Applicants for promotion must have served at their position for at least one year and must have normally served at their personal level for at least two years immediately preceding the date of the vacancy closing date. Applicants for lateral transfer must have served at their position and personal level for at least one year immediately preceding the date of the vacancy closing date (reference A.O. 2.03, paragraphs 5.8 and 5.9)
In the event that the staff appointed to a new category (i.e. from AS to NS, or from NS to IS) is rated at 2 or lower in the first performance review after staff has completed at least one full year in the new level, they will return to the level occupied immediately prior to their appointment in the new position.
Asian Development Bank (ADB) is an international development finance institution headquartered in Manila, Philippines and is composed of 68 members, 48 of which are from the Asia and Pacific region. ADB is committed to achieving a prosperous, inclusive, resilient, and sustainable Asia and the Pacific, while sustaining its efforts to eradicate extreme poverty. ADB combines finance, knowledge, and partnerships to fulfill its expanded vision under its Strategy 2030.
ADB only hires nationals of its 68 members.
The position is assigned in the HR Business Partners Division (BPHP) within the Budget, Personnel and Management Systems Department (BPMSD). BPHP provides strategic advice and support to line managers in attracting, managing and retaining the best talent in line with ADB Strategy 2030 and departmental goals. In close collaboration with ADB departments and offices, it also implements HR initiatives and policies, particularly in the areas of organizational development, talent and performance management, career development, and change management. The Principal Human Resource Specialist is the client departments' point of contact for recruiting, retaining, and managing staff and for strategic advice on HR policies and initiatives.
To view ADB Organizational Chart, please click here.
The Principal Human Resource Specialist will oversee a broad range of human resources functions to provide support for the development, implementation, and improvement of personnel policies and programs to achieve goals of the HR Framework in support of Strategy 2030. Acting as the HR Business partner of assigned client departments, the position will take the lead in initiatives related to strengthening talent management including (i) recruitment and selection; (ii) performance management; (iii) career progression; and (iv) employee relations and communications. The selected candidate will work within a framework of broad policies, principles and goals, applying a high degree of autonomy in selection of work methods. The incumbent will report to Director, BPHP and will supervise national staff and administrative staff.
- Lead discussions with clients to identify, develop and evaluate their talent pipeline to meet the future business needs of their own department while contributing to ADB's overall talent pool.
- In the context of their strategic staffing plan and in line with ADB's HR policies and procedures on talent management, head the overall review and provide advice on addressing skills, knowledge and leadership gaps. Advise managers on the promotion, deployment and relocation/reassignment of staff, both in HQ and in the field.
- Lead the vacancy filling process in partnership with the client departments and oversight the quality assurance of the selection process
- Provide guidance and input on succession planning and other talent management plans.
- Assist client managers in increasing their accountability for people management Strategic Policy Advisor
- Participate in client management team meetings to obtain a clear understanding of their mission and resulting business priorities.
- Communicate HR policies and initiatives to the client so that HR solutions and practices of the client comply with HR policies and guidelines. Provide feedback to the HR Policy and Program Division (BPPP) to help inform policy development.
- Move diversity and inclusion agenda forward. Advise client managers on strategies and activities to enhance teamwork and collaboration within the department.
- Work with HR team members to share best practices, develop consistent coordinated approaches and support business process improvements. Internal Capacity Development
- Advise the Unit for Institutional Coordination (UIC) on clients' requirements for new or revised positions based on clients' skills needs, strategic staffing plan and talent management,
- Identify training and development needs, mentoring, individual executive coaching needs and management development programs and make recommendations for appropriate solutions.
- Review and assess the effectiveness of training programs undertaken by clients and recommend new/revised learning initiatives based on client needs.
- Provide or recommend facilitation, team coaching and individual training interventions, as appropriate, for client departments.
- Provide day to day performance management guidance to managers to enable them to apply appropriate tools and techniques (e.g., coaching, counseling, career development, disciplinary actions) for different situations.
- Guide managers in the implementation of performance management programs in line with ADB policies
- Advise managers on delivering appropriate development feedback.
Employee Relations and Communications
- Work closely with managers and staff to improve work relationships, build morale, and increase productivity and retention.
- Help to resolve complex employee relations issues. Serve as an objective facilitator, summarize opposing points of view, and move parties toward conciliation.
- Advise and guide clients on strategic planning, visioning, change management and team building.
- Refer clients to HR Operations and Health Division (BPOH) for day-to-day HR-related needs and information
- Collect relevant HR information and provide input to information systems that store HR-related data and knowledge.
- Analyze and present employment-related data, such as, turnover, retention rates, attrition, training gaps, exit interview results, etc. to client management for action. HR Program and Policies
- Lead, or co-lead with BPPP, the design and implementation of HR programs
- Participate in BPPP's initiatives related to the formulation and improvement of HR policies and procedures
- Participate in BPOH's information system enhancement and process improvement. Lead discussions on information management tools for BPHP and user groups/
- Participate in other HR-related initiatives within BPMSD (e.g. BPOD-UIC, BPPP, or BPOH) and ensure that these are aligned to the strategic needs of ADB. Division Management
- Assist Director, BPHP in setting the work plan of the Division in line with the department work program, goals and objectives
- Support Director, BPHP to ensure optimal utilization of the budgetary and staff resources of the Division
- Function as the Division's Officer-in-Charge (OIC) in the absence of Director, BPHP
- Lead the Division's initiatives related to knowledge sharing and management
- Create and lead multi-disciplinary teams and ensure the overall quality of its work.
- Supervise the performance of teams and individuals, providing clear direction and regular monitoring and feedback on performance.
- Provide coaching and mentoring to teams and individuals and ensure their on-going learning and development.
Relevant Experience & Requirements
- Master's degree, or equivalent. University degree combined with specialized experience in similar organization/s, may be considered in lieu of a Master's degree. Preferably affiliated with and/or certified/accredited by recognized professional HR associations, such as CIPD, IPMA, SHRM, etc.
- At least 12 years and knowledge on HR Business Partnering, Recruitment and Selection, Organizational Development, Business Process Administration and Management, and related areas
- International experience working with several countries or in international development institutions
- Strong interpersonal, conceptual, and analytical abilities
- Ability to undertake new initiatives, with sound judgment and decision-making capacity
- Ability to deal effectively with staff, Management, Board Members, staff of other international organizations, and external counterparts
- Excellent oral and written communication skills in English
- Please refer to the link for ADB Competency Framework for IS6
The selected candidate, if new to ADB, is appointed for an initial term of 3 years.
ADB offers competitive remuneration and a comprehensive benefits package. Actual appointment salary will be based on ADB's standards and computation, taking into account the selected individual's qualifications and experience.
ADB seeks to ensure that everyone is treated with respect and given equal opportunities to work in an inclusive environment. ADB encourages all qualified candidates to apply regardless of their racial, ethnic, religious and cultural background, gender, sexual orientation or disabilities. Women are highly encouraged to apply.
Please note that the actual level and salary will be based on qualifications of the selected candidate.