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| Manager, Benefits Unit (HRS) (Ref: 110562) | |
| 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 Manager will report directly to the Director, Employment Policy & Compensation Department. The successful candidate will be responsible for the design and development of the Bank’s benefits policies and ensure that these programs are efficient, cost-effective, externally competitive, and compliant with applicable regulations. S/he will lead the implementation of the ongoing benefit review work program to ensure that it fits the total compensation and benefits strategy and are integrally linked to the World Bank Group’s business objectives. The Manager will manage a team of professionals and will work closely with the HR Compensation team, the Service Delivery team, HR generalists and other teams across the HR function. Key Responsibilities: • Design, develop, and ensure appropriate plans and processes are in place to maintain competitive and effective global benefit policies, plans, and procedures. • Manage ongoing work to effectively address the governance, risk management, and control processes over the administration of WBG benefits. • Provide support on design and implementation of benefits module in PeopleSoft v9.1. • Assess benefit programs with market practices for competitiveness, cost-effectiveness, and compliance. • Manage the overall budget, resources, and communication of benefit elements / program changes. • Foster effective working relationship with external administrators, vendors and other International Financial Institutions. Management functions: • Ensure effective administration of benefits programs by coordinating and directing the unit’s efforts to deliver high quality and professional services on a daily basis. • Provide mentoring, coaching and development support to staff. • Ensure an effective working environment which permits staff to function at their best and to deliver the highest quality of work and service. HRS Corporate Functions: • As a member of the HR Vice-Presidency management team, contribute actively to the development and implementation of HR strategies for the Bank. • Provide a two-way information link between the HR Vice-Presidency and other Bank constituencies on issues that are complex, of high priority, have high visibility and/or are politically sensitive and require institutional attention. • Undertake corporate HR responsibilities as required e.g. leadership of Task Forces or Working Groups as directed by the Director, Employment & Compensation or by HRS Vice President. Selection Criteria • Academic background at graduate or post graduate level (e.g., human resource management, Organizational development, finance and business administration, public sector administration, or related disciplines). • Experience in benefits and prior experience in Board-related activities and/or in managing a benefits department is desired. Experience in compensation would also be a plus. • Demonstrated knowledge of benefits plans, policies, and procedures; working knowledge of PeopleSoft is desirable. • Excellent interpersonal and communication skills (oral and written) including the ability to present complex and technical issues in simple terms to Sr. Management. • Excellent people management skills, with ability to attract and retain excellent staff. • Proven track record of coaching and leading others to achieve high quality results. • Demonstrated strong leadership that promotes an effective and collaborative team environment that works across boundaries in a supportive manner. • Ability to work efficiently and effectively while maintaining attention to detail. • Ability to be flexible and prioritize activities. Selection Criteria for Managerial Effectiveness (Bank-wide Criteria) • 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. • 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. • 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. • 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. • 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. • 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. • 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. • 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. • 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. • 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: | 110562 |
