tendersglobal.net
04/14/2024
Human Resources Department (HRD) is responsible for the development and implementation of AIIB’s human resource strategies, policies, and programs to attract, hire, develop and retain talents. HRD also provides advice on Human Resources and Corporate Culture related issues to ensure that all relevant policies and actions are aligned with, and supporting the realization of AIIB’s mission, vision, corporate culture, corporate strategy and business goals, specifically in the areas of strategic staffing, talent management, change management, organizational and performance management, succession planning, training and development, compensation and benefits, and recognition and rewards. The HRD strives to be a high performing business enabler, acting as a trusted partner to deliver strategic, proactive and client-oriented solutions.
AIIB’s internal legal framework includes Articles of Agreement, Code of Conduct, Staff Regulations & Policies, Staff Rules & Directives, and Administrative Guidance. With the growth and expansion of AIIB, there is a need to review the HR related Regulation, policies, rules and Administrative Guidance in a holistic manner so that the policies and rules can be seamlessly aligned with the Bank’s mission, vision and strategies, and is comparable with those of our peer organizations.
Meanwhile, since 2018, SAP SuccessFactors has been successfully implemented for HR system across seven modules, including Recruiting, Onboarding, Employee Central, Learning, Performance & Goals, Payroll, and Compensation. After five years of development and enhancement, there is a need to review the HR system in a holistic manner so as to integrate various modules seamlessly, identify opportunities to reduce the gaps between the system and the process, and more importantly, provide a more solid IT support on HR matters for the continuous growth of the bank.
The HR Advisor is required to help review AIIB’s existing HR policies and systems, collect the latest HR policies of peer organizations, identify areas for further improvement and propose revision on the policies for HR management’s consideration. The Advisor is also required to, in collaboration with Information Technology Department, spearhead the solutions approved by the HR Management (the Solution). The primary responsibilities of the HR Advisor include, but not limited to, –
• reviewing AIIB’s existing HR policies and systems, gathering views from various stakeholders and identifying gaps (if any) between the existing practice and the proposed solutions;
• conducting benchmarking analysis about good market practice and peer organization’s experience;
• based on the views collected and the gaps identified, proposing updates of the existing policies, procedures, guidelines and systems arrangement for HR Management’s consideration;
• helping draft an user friendly manual based on the revised policies according to the employee life cycle need;
• assisting in launching of the new HR policies and systems, such as devising and preparing briefings for various stakeholders, when necessary;
• proposing a digital roadmap for HR services which should align with the IT delivery plan;
• partnering with Information Technology Department to prepare project business case, expected timeline and business requirements for the Solution;
• spearheading the implementation of the Solution, and devising and reviewing training manual and user manual for the Solution if necessary; and
• performing other ad-hoc assignments as need.
i) Review of HR Policies and Systems:
Assessment of AIIB’s existing HR policies, rules, and Administrative Guidance.
Collection and analysis of latest HR policies from peer organizations.
Identification of areas for improvement and proposal of revisions to align policies with the Bank’s mission, vision, and strategies.
ii) HR System Review:
Evaluation of SAP SuccessFactors HR system implementation across seven modules.
Identification of gaps between the system and HR processes.
Recommendations for integrating modules and enhancing IT support for HR functions.
iii) Benchmarking and Analysis:
Conduct benchmarking analysis of market practices and peer organizations’ HR policies.
Provide insights and recommendations based on the analysis to improve AIIB’s HR policies and systems.
iv) Policy and Manual Development:
Draft user-friendly manuals based on revised HR policies, addressing employee life cycle needs.
Assist in launching new HR policies and systems, including preparing briefings for stakeholders.
v) Digital Roadmap for HR Services:
Propose a digital roadmap aligning HR services with IT delivery plans.
vi) Project Management and Implementation:
Partner with IT Department to prepare project business case, timeline, and business requirements.
Lead the implementation of approved solutions, including devising and reviewing training manuals if necessary.
vii) Ad-Hoc Assignments:
Perform other ad-hoc assignments as needed by HR Management.
We expect the selected consultant to work remotely (from home) to provide advisory services on HR policies and systems. If the consultant needs to travel for business purposes, HRD will cover the travel costs based on the bank’s official travel policy.
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• Master’s degree or equivalent in HR, or a related field.
• At least 20 years of experience in HR in relation to policy review and development, and workforce analysis advice, preferably in a consulting role for at least three years.
• Experience in working with market leading Human Capital Management (HCM) solutions, in particular SAP SuccessFactors, understanding the new technologies such as deep learning, generative and growth portfolio modules will be preferred.
• Strong analytical, critical, creative, and problem-solving skills.
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