Senior HR Specialist - Workforce Planning & Organization Design

The Senior HR Specialist plays a critical role in shaping the World Bank Group's talent strategy by leading strategic workforce planning, driving organizational design initiatives, and governing the talent architecture. The role supports aligning human capital with business priorities and operational integration of the skills framework within job roles.

Responsibilities

• Lead the design, implementation, and continuous improvement of the strategic workforce planning (SWP) framework and processes, enabling forward-looking skills-based workforce planning aligned with business priorities and budget projections.
• Provide visibility into current versus future skill needs, identifying skill gaps, and supporting talent action planning.
• Enable business owners and HR Client Services with essential frameworks and expertise to effectively execute workforce plans.
• Drive organizational design initiatives, developing robust frameworks and methodologies to align organizational structures, roles, and capabilities with WBG strategic priorities.
• Lead the governance of WBG Job Architecture, ensuring consistent and accurate job titles and role definitions.
• Apply structured job analysis to identify opportunities for automation, process simplification, and alternative delivery models, guiding the evolution and redefinition of work across the organization.
• Collaborate closely with specialized internal teams to ensure seamless integration of the organization's skills framework and its digital enablement into talent architecture processes.
• Leverage talent insights and advanced data science solutions for strategic workforce planning and job architecture initiatives.
• Build and nurture strong working relationships with business leaders, WBG HR colleagues, and key internal and external stakeholders to ensure alignment with business needs and responsiveness to emerging trends.
• Engage with external peer organizations to stay abreast of emerging trends and best practices in talent architecture, organizational design, and strategic workforce planning, applying relevant insights into the WBG's approach.

Requirements

• Master’s degree in Human Resources, Business Administration, Organizational Development/Behavior, or a related field.
• Minimum of eight (8) years of relevant professional experience.
• Proven expertise leading strategic workforce planning initiatives, including skill gap analysis and talent action planning.
• Experience contributing to organizational design initiatives, including framework development and supporting alignment of job titles and role definitions within complex organizations.
• Strong understanding of job architecture governance and its operational implementation.
• Familiarity with the integration and application of skills frameworks into job roles, including exposure to maintaining skill profiles in talent systems.
• Strong change management and stakeholder engagement skills, with experience influencing adoption of new frameworks and building client capability through communication, training, and hands-on support.
• Demonstrated ability to build trusted, long-term relationships and collaborate effectively across diverse client groups and WBG HR teams.
• Superb project management, planning, coordination, and organizational skills, with the ability to manage multiple initiatives concurrently and deliver against deadlines.
• Exposure to design thinking or human-centered approaches in developing HR or organizational solutions is an advantage.
• Strong analytical and problem-solving skills, with the ability to synthesize complex quantitative and qualitative data into clear insights and actionable, data-driven recommendations.
• Experience with AI-enabled tools is an advantage, or a demonstrated ability to quickly learn and apply such tools.
• Excellent written, verbal, and presentation skills, with the ability to communicate complex information clearly and concisely to varied audiences, including senior management.
• Ability to interact confidently with senior management, contributing to effective relationships and partnerships at all levels of the organization.
• Strong learning agility and curiosity, with the ability to stay abreast of emerging trends and best practices in talent architecture, organizational design, and workforce planning.
• Knowledge of data governance and ethical considerations related to talent data is an advantage.

Skills

• Strategic Workforce Planning
• Skill Gap Analysis
• Talent Action Planning
• Organizational Design
• Framework Development
• Job Architecture Governance
• Skills Framework Integration
• Talent Systems Management
• Change Management
• Stakeholder Engagement
• Client Capability Building
• Project Management
• Planning Coordination
• Design Thinking
• Human-Centered Approaches
• Data Analysis
• Data-Driven Recommendations
• AI-enabled Tools Deployment
• Written Communication
• Verbal Communication
• Presentation Skills
• Senior Management Interaction
• Learning Agility
• Talent Data Governance

Languages

English