Director, Human Resources

Job Profile:

The incumbent is responsible for the development, implementation and execution of the OPEC Fund’s Human Resources strategy through defined programs, annual work plans and processes with the aim of contributing towards the institution’s strategic objectives. The incumbent also ensures that human resources programs and initiatives are effective, efficient, and aligned to overall business objectives, in accordance with the departmental strategy and framework. S/he manages three functions namely, Payroll, Compensation and Benefits; HR Policy and Business Partnerships; and Talent Management.

Duties and Responsibilities: 

Functional Strategy Formation  

• Define and implement the OPEC Fund People Strategy. Defines the short, medium and long-term objectives of the HR Unit in line with the organization’s Strategic Framework, and formulates the strategies to achieve these objectives to support the institution in reaching its strategic objectives, including the development of workforce planning strategies that deal with immediate and future human capacity requirements and planning policies. The incumbent also participates in the development of the Corporate Services Department strategy.

Guidance and Advice

• Provides advice to (senior) management on the development of the strategy and plans based on reports and analyses from an HR perspective. 

Organizational Structure 

• Updates and recommends changes in the institution’s structure, as needed, to reflect its needs and workload through a workforce planning exercise. Coordinate and Implement all the changes in a timely manner.

Organizational Capability Building 

• Contributes to the institutional strengthening and capacity building of the OPEC Fund by developing and improving the institution’s management and institutional processes and procedures, and participates in the committees relevant to these matters. 

Policies and Procedures Development and Implementation

• Reviews, coordinates and performs the implementation of all strategic human resource related processes, such as the compensation and benefits programs (e.g., Staff Retirement Plan benefits and Medical plan Benefits),  talent acquisition, onboarding, learning & development, performance management, career management, and employee off-boarding, amongst others.
• Analyzes present and expected future human resources capacity needs, succession planning, and ensures the execution of recruitment and selection of employees for key positions.
• Coordinates the maintenance of policies and procedures concerning the institutional, management and human resource processes, as well as related research and studies.
• Coordinates and performs facilitation and assistance programs to the Heads of Departments/Units/Functions concerning the organizational, management and human resource processes.
• Initiates activities pertaining to employee engagement and work/life programs.
• Performs employee facilitation programs, including personal counseling for job related problems.

Data Analysis and Reporting 

• Maintains up-to-date information on competitive compensation practices and trends worldwide; and the monitoring of cost of living and market conditions, which affect the attainment of the OPEC Fund’s objectives in attracting and retaining high quality employees. 
• Ensures that all related HR data is well and continually analyzed; prepares regular and ad-hoc reports, as necessary.

People Management 

• Provides strategic and hands-on leadership to various Professionals across the HR Unit and ensures high staff engagement and performance.
• As a permanent member of the ad-hoc recruitment committee, conducts interviews with job applicants; executes the hiring administration for the selected candidates. 
• Leads the HR Unit by inspiring and motivating the team to maintain the highest level of engagement with the institution.

Carries out other tasks assigned by the Chief Administrative Officer.

Qualifications and Experience:

• Master’s degree in Business Administration, Human Resource Management or a related field. 
• A minimum of 15 years relevant professional experience (institutional, management and Human Resource processes), with at least seven (7) years at a senior level, preferably five (5) of which should have been an international development institution.
• Expertise in Compensation and Benefits policies is an asset.
• Fluent in English. Good working knowledge of Arabic, French or Spanish is an added advantage.

Technical Competencies:

• Workforce Planning and Strategy Development – The ability to define short, medium, and long-term objectives for the HR unit aligned with organizational goals. This includes developing strategies for workforce planning to address immediate and future human capacity requirements, as well as planning policies to support the institution’s strategic objectives.
• Organizational Development and Restructuring – Expertise in evaluating and recommending changes to the organizational structure to meet the institution’s needs and workload. This involves coordinating and implementing structural changes through effective workforce planning exercises.
• Policy Development and Implementation – Proficiency in reviewing, coordinating, and implementing strategic HR processes such as compensation and benefits programs, talent acquisition, onboarding, learning & development, performance management, and employee off-boarding. This includes analyzing present and future human resources capacity needs and ensuring the execution of recruitment and selection processes.
• Data Analysis and Reporting – Competence in maintaining and analyzing HR data to inform decision-making processes. This involves staying updated on competitive compensation practices, cost of living, and market conditions to attract and retain high-quality employees. Additionally, preparing regular and ad-hoc reports based on analyzed HR data.
• People Management and Leadership – Ability to provide strategic leadership to HR professionals, ensuring high staff engagement and performance. This includes conducting interviews with job applicants as a member of the recruitment committee, executing hiring administration for selected candidates, and inspiring and motivating the HR team to maintain a high level of engagement with the institution.

Competencies

• Business Alignment – The ability to align team objectives and undertakings with broader organizational aims; make decisions contributing to the organization’s strategic direction.
• Communication – The ability to relay ideas, information and messages effectively and succinctly to a variety of audiences.
• Effective Planning and Follow Up – The ability to set clear goals and priorities; skillfully organize tasks for efficiency; consistently follow through on commitments and plans. 
• Decision Making – The ability to analyze information comprehensively to make well-informed decisions; assess both immediate and long-term ramifications.
• Leadership & People Management – The ability to guide and empower team members effectively; cultivate a positive work climate; delegate tasks skillfully and nurture team members’ growth.
• Cross-Cultural Sensitivity – The ability to demonstrate respect for diverse cultures and viewpoints; adeptly adapt behavior and communication to effectively function in multicultural settings, ensuring the team collaborates effectively across global contexts.