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Sector Manager, Health, Nutrition & Population (MNSHD) Job Details
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| Sector Manager, Health, Nutrition & Population (MNSHD) (Ref: 110435) | |
| Sector, Sub Sector: | Other |
| Compliance Type: | Regulatory/Compliance |
| Expertise: | - |
| Company: | World Bank |
| Location: | Washington , District Of Columbia |
| Employment Type: | - |
| Job Description: |
Duties and Accountabilities The Sector Manager, Health/Nutrition/Population reports to the Sector Director, MNSHD, and maintains a close relationship and coordination with other members of the MNSHD management team on Bank-wide technical, staff development and knowledge management issues. She/he is responsible for the quality and timely delivery of the HNP work program, and collaborates with other members of the MNSHD management team in managing the department, and with HD Coordinators, team leaders and task teams working on HNP activities. In addition, each Sector Manager in MNSHD undertakes coordination activities for a group of countries for the unit. The Sector Manager, Health, Nutrition & Population, is responsible for: 1. Managing MNSHD HNP staff and deliverables: The Sector Manager is primarily responsible for managing and providing guidance, support, and mentoring to MNSHD HNP staff, including those based in the field (jointly with country managers). She/he is responsible for developing a high quality team and for promoting an effective working environment. This includes strategic staffing (building and maintaining a team with appropriate skills mix), fostering teamwork and information sharing, promoting innovation, coaching and advising staff on effective program approaches, encouraging learning and knowledge management activities, and managing staff development, feedback, and performance. She/he is also responsible for helping staff deliver on the work program and deliverables as agreed with the country management units who are the primary budget-holders. The Sector Manager supports MNSHD staff to be active participants in the development of Country Assistance and Partnership Strategies, to ensure that HNP issues are appropriately identified and prioritized for future Bank support. She/he promotes knowledge management in MNSHD to ensure that its HNP products and services are drawing on current knowledge and evidence. She/he is responsible for managing all health activities in the Region including investment and development policy lending (or components of such lending), knowledge transfer and Economic and Sector Work (ESW) and AAA products. She/he works with health staff to ensure that the delivery of high quality analytical work, technical assistance, lending projects and partnerships are undertaken. She/he works closely with team leaders to ensure that task team composition is appropriate to the task, that all products are adequately reviewed, are responsive to client needs and of the highest quality, and for monitoring their timely and cost-effective delivery. 2. Providing leadership and strategic vision on health policy. The selected candidate is expected to provide intellectual leadership on health issues in MENA and lead the development (or updating) and dissemination of HNP strategies for MENA clients, which are aligned with country needs and corporate priorities. She/he provides advice to task teams, country directors, and clients, on strategies and “best practice” approaches to HNP policy and management, and will work across sectors, notably with Country Sector Coordinator (CSCs), to identify opportunities for achieving improved human development outcomes. In addition, the SM participates in the network activities providing leadership in developing the Bank knowledge base and products in HNP globally. 3. Contributing to the overall management of the department: The Sector Manager is an integral part of the MNSHD management team. The team deliberates and shares in the decision making on major management issues, and is responsible for the overall effectiveness of the unit. As a member of the team, the selected candidate will be expected to contribute to the management of the unit, back-up other sector managers and the Director, as appropriate, and actively seek synergies between the various units and professional groups within MNSHD, and in other units within MENA Region. Together with other members of the management team, she/he is responsible for the management of resources. This includes proactively participating in a) the development and negotiations of work program agreements with country directors, together with country sector coordinators and other members of the MNSHD management team; b) management of cross-support with sector directors and sector managers to ensure the adequacy of resources for HNP contracted tasks; c) oversight of budgets and responsible use of trust fund resources; and d) ensuring that the unit is in compliance with all Bank guidelines on resource management. 4. Representing the MENA Region on the HNP Sector Board participates in the full range of corporate responsibilities vested in the Board. These include responsibilities for establishing the strategic directions of the network, human resource management within the network, and general oversight of the products of the network. Ability to work in collaboration with other members of the Sector Board and contribute to consensus is essential, as is the willingness to volunteer for Sector Board-led activities. 5. Building partnerships, internal to the Bank, regional and global: The HNP Sector Manager will work to increase exchanges and share activities with other bank units, including Education, Social Protection, and World Bank Institute (WBI). The Sector Manager maintains contact on HNP and more generally on HD issues with relevant outside partner institutions in MENA, including, for example, IsDB, EU, WHO, OECD, UNDP, UNICEF, AfDB and others. Personal and Professional Attributes: The selected candidate should feel comfortable working in a matrix structure in which decisions are taken in a consultative manner and are frequently shared with other departmental managers, country directors, or the network. In addition, the Sector Manager should be able to work easily across sectors both within MNSHD and with other units. A collaborative style and the ability to actively seek and implement cross-sector approaches to operational work are essential. A strong desire and ability to manage people and exert active leadership on strategy and vision, together with an excellent grasp of substantive issues in human development policy and social services management are essential. If an economist, a good understanding of health systems and public health issues is required. Personal Qualities: - Ability to inspire, excite, motivate and sustain staff commitment to technical excellence, and to foster a collaborative team environment, inclusive of field-based staff; - Strong communication skills including presentation, facilitative, negotiation, and conflict resolution skills; - An appetite and ability to take principled, balanced, and practical decisions on important, complex, or difficult issues; - Well organized, able to manage multiple demands effectively, and to maintain high degree of access to staff (in HQ and field); - Strong results-focus, ensuring implementation and execution of key decisions and strategies; - Strong conceptual and technical skills, and respected and recognized in her/his sector(s); - Entrepreneurial and creative in finding opportunities to influence, even when operating without formal boundaries and authority; - A constructive, collegial working manner, able to argue persuasively but gracefully, while maintaining the respect of colleagues; - Models MENA values of personal honesty, integrity, and commitment; working together in teams with openness and trust; empowering others and respecting differences; encouraging risk taking and responsibility; and, work/life balance. Selection Criteria • An advanced degree (Masters or PhD) in a relevant discipline (e.g. public health, economics, public policy). • Prior substantive and sustained work experience in achieving results on the ground in more than one world region. • Ability to work and lead cross-sectoral teams across human development and with other sectors. • A passion for development and for delivering results on the ground within Human Development • Demonstrated track record in addressing, intellectually and operationally, the complex policy, financing and management issues facing the social sectors; • Excellent knowledge of the Bank, its matrix structure, and its processes and products; • Outstanding written and verbal communication skills • Knowledge of Arabic and/ or French is an advantage. Prior knowledge of MNA, its culture and challenges is an advantage. Bank Managerial Competencies 1) Focusing on the Big Picture and Overall Strategic Framework for Development Identifies and pursues strategic initiatives which provide the greatest value and sustainable impact; balances long and short-term trade-offs; communicates clearly and precisely the development goals and the strategies for achieving them. 2) Inspiring Trust & Passion in the Bank Group's Mission Shows great drive and commitment to Bank mission; helps others understand how their daily work contributes to the Bank's mission and inspires others to proactively meet the Bank's development objectives in partnership with clients. Treats everyone fairly, consistently, and with respect. Maintains high standards of personal integrity. 3) Promoting Client Orientation Balances a responsive and proactive approach to meeting client needs; encourages staff to understand client needs and concerns; ensures provision of customized services and products as appropriate; Responds promptly and effectively to client needs. 4) Driving for Results Makes things happen; Is proactive; Balances "analysis" with "doing"; Sets high standards for self and others; identifies work objectives that are fully aligned with the Bank Group’s mission and goals. 5) Selecting, Coaching, Appraising & Developing Staff Builds a team diverse in gender and nationality; appraises their ability and potential; give candid and timely performance feedback; rewards desirable behavior; provides support for professional development efforts linked to business objectives; Coaches staff to help them perform effectively. 6) Planning & Managing Staff to Achieve Quality Results Develops realistic plans with available human resources; establishes high standards of performance and demonstrates a commitment to excellence; empowers staff by removing obstacles to achieve business goals; focuses on results and delivers what is promised, on time and within budget; take accountability, i.e., accept responsibility for successes and failures; does not blame others if things go wrong; holds others accountable; support others to succeed and acknowledges their contributions. 7) Encouraging Innovation in an Open, Team Based Environment Creates an environment conducive to teamwork, continuous learning and innovation; Thinks beyond existing paradigms; builds alliances and promotes open communication and collaboration to achieve joint objectives. 8) Creating an Environment that Supports Continuous Learning & Knowledge Sharing Uses knowledge to equip clients and staff; promotes continuous learning environment; Shares knowledge and information; Builds partnerships and creates an environment for learning and knowledge sharing 9) Influencing & Resolving Differences Across Boundaries Gains support and commitment from others even without formal authority; resolves differences by determining needs and forging solutions that benefit all parties; promotes collaboration and facilitates teamwork across organizational boundaries; Breaks down barriers between units. 10) Promoting Diversity and Inclusion (D&I) Builds diverse teams and manages differences to achieve business results. Demonstrates commitment to D&I through staffing decisions (recruitment, promotion recognition, etc.). Respects and values differences; listens with an open mind and enables all staff to actively, visibly contribute. Challenges preferences in self and others that may affect workplace decisions. Models behaviors that promote a more inclusive organizational culture. |
| Job Ref No: | 110435 |
