Purpose of Job

The Principal, HR Policy is responsible for the delivery of the policy workstream as part of the HR Transformation programme (known internally as Compass tendersglobal.net HROD). The objectives of this workstream are the simplify and standardise the people-related policies, procedures and directives to:

• Bring EBRD in line with standard market practice (as far as possible) with regards to people policies
• De-risk and simplify the build ask for the Systems integrator (SI) who will implement the new HCM platform
• Address the ambiguity and poor user experiences that some elements of the staff handbook have introduced

The Principal, HR Policy, will also have responsibility for a limited amount of ongoing ‘BAU’ engagement with HR CoEs, especially as it pertains to the role out and handover of new or changed policies to ‘BAU’ owners.

Pivotal to the role are close interactions with HROD CoE’s, Business Partnering, Employee Relations, OGC and OCCO to ensure the policy-related elements of the programme objectives are met.

Accountabilities & Responsibilities

The accountabilities for this role can be considered in two distinct groups: Transform and Run. For 2024-2026, most of the effort expended in this role will be on ‘Transform’ responsibilities. The on-going prioritisation will be undertaken in conjunction with the AD, HR Transformation, and the Programme Sponsor.

Transform

Policy Review and Analysis

• Conduct a thorough review of existing HR policies to identify gaps, redundancies, or areas for improvement
• Refer to other IFI best practices to inform policy updates
• Review the Staff Handbook against the proposed future process maps to identify 1) where the wording needs to change to align to the process 2) where wording can be reinforced 3) areas of ambiguity
• Design and prepare workshops with relevant stakeholders to identify policy related goal posts for each functional area to feed into the SI RFP
• Documenting workshop outputs and working with the appropriate people to address next steps
• Complete cost/benefit analysis with OGC to quantify the financial and nonfinancial benefits of potential policy changes
• Prepare relevant proposals for ExCom
• Support CoEs to draft changes to policy wording and act as a co-ordinator between the programme team, the CoE and all other relevant parties

Stakeholder Consultation

• Collaborate and consult with key stakeholders, including HRMT, SMEs and CoEs to gather input and insights
• Lead Policy engagement with OGC & Staff Council

Documentation and Standardisation

• Lead on the complete redesign of key people-information products to ensure that information is accessible and intuitive and at the appropriate level of detail for the audience
• Simplify existing policy and guidance documentation
• Standardise policy documentation formats, ensuring clarity and consistency across all policies
• Develop a centralised repository for easy access and reference
• Document recommended wording revisions to support future processes
• Document solution options for policy opportunities

Project Planning

• Develop a comprehensive plan for rolling out new or updated policies with HR PMO
• Work with the HR Transformation Change Lead to establish communication strategies and required documentation including development and maintenance of a stakeholder engagement tracker for all policy-related engagement

Technology

• Explore opportunities to leverage the new HCM and other supporting technologies within the remit of this programme for policy management

Run

• Provides advice, guidance, and close collaboration and consultation with HR centres of excellence as well as other support functions in the Bank to review existing and develop new HROD policies, guidance and procedures.
• Establish and maintain a repository of all HROD policies, directives and procedures (inside and outside of the staff handbook), ensure timely reviews and consultation cycles.
• Assess gaps between policies and Bank strategy and strategic objectives.
• Draft policy change wording with input from relevant parties and manage the delivery of processes through established and approved process to deliver the agreed policy changes.

Knowledge, Skills, Experience & Qualifications

• Bachelor’s degree or equivalent professional experience.
• Intimate knowledge of the Bank, its history of past policy changes and the stakeholder landscap.
• Excellent written English, especially as it pertains to successful development of guidance, policies and procedures.
• Excellent stakeholder management skills, especially in a complex and political setting
• Ability to work collaboratively with a number of key stakeholders and to influence without always holding the “pen”.
• Excellent presentation and facilitation skills. Comfortable engaging effectively with colleagues at all levels of the organisation.
• Experience delivering change and transition through others.
• Effective in dealing with complexity and managing conflicting priorities within tight deadlines.
• Strategic / critical thinker with good business acumen.

What is it like to work at the EBRD?

Our agile and innovative approach is what makes life at the EBRD a unique experience! You will be part of a pioneering and diverse international organisation, and use your talents to make a real difference to people’s lives and help shape the future of the regions we invest in.

The EBRD environment provides you with:

• Varied, stimulating and engaging work that gives you an opportunity to interact with a wide range of experts in the financial, political, public and private sectors across the regions we invest in;
• A working culture that embraces inclusion and celebrates diversity;
• An environment that places sustainability, equality and digital transformation at the heart of what we do.

Diversity is one of the Bank’s core values which are at the heart of everything it does. A diverse workforce with the right knowledge and skills enables connection with our clients, brings pioneering ideas, energy and innovation. The EBRD staff is characterised by its rich diversity of nationalities, cultures and opinions and we aim to sustain and build on this strength. As such, the EBRD seeks to ensure that everyone is treated with respect and given equal opportunities and works in an inclusive environment. The EBRD encourages all qualified candidates who are nationals of the EBRD member countries to apply regardless of their racial, ethnic, religious and cultural background, gender, sexual orientation or disabilities. As an inclusive employer, we promote flexible working and expecting our employee to attend the office 50% of their working time.

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