Principal Human Resource Specialist

Job Vacancy | Tuesday, June 21, 2022


Close relatives1 of ADB staff, except spouses of international staff, are not eligible for recruitment and appointment to staff positions. 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.
1Close relatives refer to spouse, children, mother, father, brother and sister, niece, nephew, aunt, and uncle

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 two performance reviews after the appointment at the new level, they will return to the level occupied immediately prior to their appointment in the new category.


Asian Development Bank (ADB) is an international development finance institution headquartered in Manila, Philippines, and is composed of 68 members, 49 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, People, and Management Systems Department (BPMSD). BPMSD provides operational support to ADB in areas of position management, recruitment, and selection, HR business partnering, HR operations administration including HR systems and analytics, reward management, talent management, learning and development, and ADB budget management. BPHP is responsible for providing(i) strategic staffing and resource requirements support (e.g. staffing plan, skills requirement, diversity agenda); (ii) HR advice on talent management, performance management, and HR policy and initiatives; and (iii) access to HR services from the other units across the wider HR functions.

To view ADB Organizational Chart, please click here.

Job Purpose

The Principal Human Resource Specialist will oversee a broad range of human resources functions to provide support for the development, implementation, and improvement of HR policies and programs to achieve the goals of the HR Framework in support of Strategy 2030. The incumbent will serve as the HR Business Partner of assigned client departments, and will lead initiatives related to strengthening talent management including (i) recruitment and selection; (ii) performance management; (iii) career progression; and (iv) employee relations and communications.

The incumbent will report to Director, BPHP, and will supervise National and Administrative staff.


a. Talent Management

  • Leads discussions with clients to identify, develop and evaluate their talent pipeline to meet the future business needs of their own departments while contributing to ADB’s overall talent pool.
  • In the context of a strategic staffing plan and in line with ADB’s HR policies and procedures on talent management, heads the overall review and provides advice on addressing skills, knowledge, and leadership gaps.
  • Advises managers on the promotion, deployment, and relocation/reassignment of staff, both in the headquarter and in the field.
  • Leads the vacancy filling process in partnership with the client departments and provides oversight on the quality assurance of the selection process.
  • Provides guidance and inputs on succession planning and other talent management plans.
  • Assists client managers in increasing their accountability for people management.

b. Strategic Policy Advisor

  • Participates in client management team meetings to obtain a clear understanding of their mission and resulting business priorities.
  • Communicates HR policies and initiatives to the client so that HR solutions and practices of the client comply with HR policies and guidelines. Provides feedback to the Culture and Talent Division (BPCT) to help inform policy development.
  • Move diversity and inclusion agenda forward. Advises client managers on strategies and activities to enhance teamwork and collaboration within the department.
  • Works with HR team members to share best practices, develops consistent coordinated approaches and supports business process improvements.

c. Internal Capacity Development

  • Advises the Strategic Workforce Unit (SWU) on clients’ requirements for new or revised positions based on clients' skills needs, strategic staffing plan and talent management,
  • Identifies training and development needs, mentoring, individual executive coaching needs, and management development programs and makes recommendations for appropriate solutions.
  • Reviews and assesses the effectiveness of training programs undertaken by clients and recommends new/revised learning initiatives based on client needs.
  • Provides or recommends facilitation, team coaching, and individual training interventions, as appropriate, for client departments.
  • Provides 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.
  • Guides managers in the implementation of performance management programs in line with ADB policies
  • Advises managers on delivering appropriate development feedback.

d. Employee Relations and Communications

  • Works closely with managers and staff to improve work relationships, build morale, and increase productivity and retention.
  • Helps resolve complex employee relations issues. Serves as an objective facilitator, summarizes opposing points of view, and moves parties toward conciliation.
  • Advises and guides clients on strategic planning, visioning, change management, and team building.
  • Collects relevant HR information and provides input to information systems that store HR-related data and knowledge.
  • Analyzes and presents employment-related data, such as turnover, retention rates, attrition, training gaps, exit interview results, etc. to client management for action.

e. HR Program and Policies

  • Leads, or co-leads with BPCT, in the design, and implementation of HR programs.
  • Participates in BPCT’s initiatives related to the formulation and improvement of HR policies and procedures.
  • Participates in information system enhancement and process improvement. Leads discussions on information management tools for BPHP and user groups.
  • Participates in other HR-related initiatives within BPMSD (e.g. BPOD-SWU, BPCT, or BPRS) and ensures that these are aligned to the strategic needs of ADB.

f. Division Management

  • Assists Director, BPHP in setting the work plan of the Division in line with the department work program, goals, and objectives.
  • Supports Director, BPHP to ensure optimal utilization of the budgetary and staff resources of the Division.
  • Functions as the Division’s Officer-in-Charge (OIC) in the absence of Director, BPHP.
  • Leads the Division’s initiatives related to knowledge sharing and management.

g. Staff Supervision

  • Creates and leads multi-disciplinary teams and ensures the overall quality of its work.
  • Supervises the performance of teams and individuals, providing clear direction and regular monitoring and feedback on performance.
  • Provides coaching and mentoring to teams and individuals and ensures their ongoing learning and development.


Relevant Experience & Requirements

  • Master's degree, or equivalent in Human Resources, Business or Public Administration, Social Sciences or any related fields. University degree and at least 5 years specialized experience relevant to the position can be considered. Preferably affiliated with and/or certified/accredited by recognized professional HR associations, such as CIPD, IPMA, SHRM, etc.
  • At least 12 years of experience 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

General Considerations

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.