Senior Human Resources Business Partner Job #: req34660 Organization: World Bank Sector: Human Resources Grade: GG Term Duration: 4 years 0 months Recruitment Type: Local Recruitment Location: Nairobi,Kenya Required Language(s): English Preferred Language(s): Closing Date: 11/6/2025 (MM/DD/YYYY) at 11:59pm UTC
Description
Do you want to build a career that is truly worthwhile? Working at the World Bank Group provides a unique opportunity for you to help our clients solve their greatest development challenges. The World Bank Group is one of the largest sources of funding and knowledge for developing countries; a unique global partnership of five institutions dedicated to ending extreme poverty, increasing shared prosperity and promoting sustainable development. With 189 member countries and more than 120 offices worldwide, we work with public and private sector partners, investing in groundbreaking projects and using data, research, and technology to develop solutions to the most urgent global challenges. For more information, visit www.worldbank.org
In positioning the WBG as an employer of choice and leader within the development community and to better respond to the diversified needs of the organization’s shareholders and staff, World Bank Group Human Resources Vice Presidency realigned itself by building a One WBG Future-Ready Workplace composed of the following departments:
• IBRD and IFC Client Services Departments that incorporate an end-to-end staffing model and support the implementation of HR plans and processes for their respective client teams.
• One World Bank Group Talent Acquisition & Global Mobility Department, a newly established department that supports the implementation of strategic recruitment and mobility related initiatives including program management, insightful and forward-looking analytics, process reengineering, while contributing to a positive experience for candidates and staff worldwide.
• One World Bank Group Employment Policy, Compensation and Systems Department that provides an integrated approach to managing employment policy and staff rules, driving compensation and benefit programs, and supporting service solutions, systems and analytics.
• One World Bank Group Performance, Career and Learning Department that brings together the entire talent management lifecycle to maximize and leverage innovative solutions and strategies for increasing the WBG’s organizational and individual performance and capabilities.
This position reports to the HR Manager for Africa regions (HRDC1). The HRDC1 team supports the two Africa region VPUs - Africa West and Central region (AFW) and Africa Eastern and Southern region (AFE) regional vice presidency departments.
Duties and Accountabilities:
The Senior HR Business Partner provides advisory services to Africa Region units and leadership teams and contributes to business and talent strategy, career management framework, policy formulation and implementation of people management related agenda. Under general guidance, s/he is expected to routinely lead complex projects and integrate the work of other professional staff, contribute to strategy, analysis and policy formulation and interact with clients at policy level. S/he possesses broad-based knowledge and extensive experience in all major facets of HR management, current and emerging trends and practices; and in-depth knowledge and experience in the following areas:
Strategic and thinking partners:
• Establish close partnership with clients in thinking strategically about business model and in providing scenarios to support business strategies and direction;
• Provide in-depth analysis and insight on available and needed talent to deliver on the business at hand- taking into account local cultural context;
• Provide guidance on change process and engagements;
• Partner in implementation; and provide advice on the necessary capacity building for staff affected by possible shifts.
Fact based Analysis and Work Force Planning and Management:
• Proactive use of HR analytics to effectively map out the staffing landscape and trends in the client area;
• Partner with managers in developing their talent strategies and create an effective and holistic framework, such as help create explicit line of sight, fact find and analyze talent landscape and hiring behaviors, advise on staff development and succession planning, help establish staffing levels, skills mix, and work force diversity and advances corporate goals, including support to job definition and selection of candidates, reassignment, mobility issues, and exit strategies and processes;
• In-depth understanding of the clients' business and respective model, and sound identification of the emerging HR implication and decisions that affect people.
Policy Advice:
• Advise staff and managers on HR policies and practices;
• Provide expert level strategic advice to develop innovative HR approaches and solutions to complex problems. Using sound judgment, consulting with others and leveraging HR resources as appropriate;
• Contribute to policy development by actively working with the Policy Unit on the need to adjust policy and by contributing to policy reviews.
Management of Talent and Performance:
• Support client managers and staff in proactive talent and performance management throughout the year providing expert advice on motivating staff for optimal performance, on support to staff with performance deficiencies, on establishing clear performance expectations and continuous feedback and feed forward;
• Advise managers on developing a high performance culture;
• Advise client managers on talent identification and career development options;
• Provide expert level of support on managing complex cases (e.g. performance, health and exit)
• Assist in identification of learning and development needs, and as required, design and implementation of capacity building interventions, provide advice on professional development and career related issues;
• Mentor junior staff.
Organizational Effectiveness Business Consulting:
• Contribute to Corporate HR programs and deliverables;
• Advise and support managers in the design and implementation of organizational effectiveness interventions, facilitation and development of high-performing teams;
• Lead teams and or participate as a team member on HR projects, working groups, task forces, etc. in the client area and or at corporate level;
• Leverage HR resources within the Bank as required to support effective HR management;
• Develop sound understanding of the Bank operational business to support the managers and staff in establishment, leadership, development and management of high-performing units and teams;
• Support the effective functioning of the Bank's matrix organization at all levels of the institution.
Selection Criteria
• Master’s Degree in Human Resources Management, Organizational Development, Business Administration, Public Sector Management, or related disciplines; and eight or more years of relevant HR experience or equivalent combination of education and experience.
• HR Functional Excellence - Knowledgeable about HR best practices, demonstrates command of institutional HR policies, priorities and practices. Tailors HR advice based on client needs in support of business needs. Able to develop innovative HR solutions to complex problems;
• Business Acumen In-depth understanding and knowledge of the Bank's business, the working of Matrix organization, line of sight between clients' business strategy and direction, and capacity to deliver on work programs.
• HR Policy Acumen - Demonstrate command of institutional HR policies. Advises and provides integrated approaches to policy development initiatives. Resolves complex issues that lack precedent. Initiates policy discussion and policy revision initiatives;
• Staffing, Workforce Planning, and Analytics - Able to advise and assist client managers in moderately complex issues related to strategic staffing, such as skills mix, staffing levels, recruitment, reassignments, exit strategies, and processes;
• Development and Performance Ability to roll out the annual Talent and Performance Management cycle. Undertakes skill learning needs assessment and design and implements customized capacity-building engagements.
• Manage Organizational Change. Lead, contribute and project manage the implementation of clients' organizational changes. Apply sound organization development skills such as design of OD interventions, facilitation of business sessions, team building, resolution of conflicts, and analysis of learning needs of clients.
COMPETENCIES:
Tasks and Workflow Management - Has excellent workflow project management and task organization skills; able to take responsibility for all aspects of coordination of the workflow of assigned responsibilities as they relate to the implementation of complex, multi-functional projects in varied geographical and economic conditions.
Business Judgment and Analytical Decision Making - Gathers inputs, assesses risk, develops scenarios, considers impact, and articulates benefits of decisions for internal and external stakeholders over the long term. Demonstrated analytical skills and proficiency with analytical tools;
Excellent communication skills, both written and verbal. Facilitate lead discussions and ensure productive exchange of ideas.
Client Orientation - Maintains client relationships in the face of conflicting demands or directions and provides evidence-based advice and solutions based on sound diagnosis and knowledge;
Drive for Results - Identify the needed resources to accomplish results involving multiple stakeholders and find solutions to obstacles affecting key deliverables.
Teamwork (Collaboration) and Inclusion - Show leadership in ensuring the team stays organized and focused, and actively seeks and considers diverse ideas and approaches;
Knowledge, Learning and Communication - Lead in the sharing of best practices, trends, knowledge, and lessons learned across units and with clients and partners, articulating ideas verbally and in writing clearly and compellingly across audiences of varied levels.
WBG Culture Attributes:
1. Sense of urgency: Anticipate and quickly respond to the needs of internal and external stakeholders.
2. Thoughtful risk-taking: Challenge the status quo and push boundaries to achieve greater impact.
3. Empowerment and accountability: Empower yourself and others to act and hold each other accountable for results.
World Bank Group Core Competencies
The World Bank Group offers comprehensive benefits, including a retirement plan; medical, life and disability insurance; and paid leave, including parental leave, as well as reasonable accommodations for individuals with disabilities.
We are proud to be an equal opportunity and inclusive employer with a dedicated and committed workforce, and do not discriminate based on gender, gender identity, religion, race, ethnicity, sexual orientation, or disability.
Learn more about working at the World Bank and IFC, including our values and inspiring stories.