| Background / General description |
As one of the premier development organizations, the Bank has a critical role in assisting countries to reach their development goals. To that end, the Bank needs to attract, develop, and retain staff of the highest technical and leadership caliber. In order to maintain the Bank’s competitive advantage as a provider of global expertise, Human Resources (HR) need to develop and maintain policies and succession systems which provide the Bank with the diversity, flexibility, and mobility necessary to respond to a changing business environment and support greater decentralization of the Bank’s business. The Bank is operating in a rapidly changing global environment which brings a variety of challenges. In addition, several factors affect the Bank’s operational model, including an increasing need for decentralization to ensure efficient and effective delivery of services, technological evolution, outsourcing and off shoring, and the dramatically changing demographics of the labor markets. In addition, over the past few years, the Bank is seeking to attain productivity gains through internal budget allocation and a flat overall budget. Most of all, the Bank needs to be flexible and agile to meet rapidly changing client needs and corporate priorities in a global business environment. Following a wide-ranging renewal, HRS reflects three key pillars of activity, which together form the HR platform for implementing the Bank’s five business priorities. These components also form the basis for HR’s new organizational structure which consists of three Departments, each headed by a Director: (a) Client Services; (b) Employment Policy & Compensation, and (c) Performance & Development. The Leadership and Organizational Effectiveness (HRSLO) is part of the Performance and Development Pillar and a Center of Expertise that engages in Organizational change and provides learning programs to leaders to meet global challenges and respond to the diverse needs of the Bank’s clients and partners. HRSLO works to acquire and deploy industry best practices in change management, leadership learning and staff development, and also mobilizes internal and external expert resources to help clients address issues of organizational effectiveness and team performance. The Program Manager, Executive Coaching Program, reports to the Manager of HRSLO and operates as part of the Management Development Group, and works collaboratively with all HRSLO groups WB Leaders: VPs, directors, managers and Team Leaders. S/he will also engage in compiling and preparing Management and Board papers, drafting and finalizing P&D policy papers on behalf of the Director of P&D, to whom he/she will report on these matters. Note: If the selected candidate is a current Bank Group staff member with a Regular or Open-Ended appointment, s/he will retain his/her Regular or Open-Ended appointment. All others will be offered a 4 year renewable term appointment. |
| Duties and Accountabilities |
Serves as a recognized expert resource for WB VPs, directors and managers as well as WB HR community - for appropriate use of coaching services.
Sources, vets, selects, hires, orients and supervises international, competent group of coaches who also can contribute in developing the program – in collaboration with HR Teams, in HQ and the field, by strengthening the international outreach and extending pool of international, also local, coaches. Managing up to 20 STC and vendor contracts.
Carries budget responsibility, monitors monthly invoicing and chargeback. Monitoring Changes in market Fee Structure and maintains fair remuneration for Executive Coaches
Plans, develops, co-ordinates and manages the delivery of coaching services. Links the program with business through partnerships – internal and external (HRSLO, HR Teams, Learning Board, Learning Co-ordinators, ER, Ethics, Ombudsman, HSD; externally with colleges and universities at the forefront of executive coaching research, Conference Board, Corporate Leadership Council as well as organizations and companies with benchmarked coaching programs).
Contributes and educates other HR client service providers on effective use of coaching service on different organizational levels, in different positions, for different purposes, including spreading knowledge about coaching as a skill; being a competent and cutting-edge partner for clusters of evolved and demanding coaching clients
Prepares and/or co-ordinates major reports, presentations to stakeholders
Maintains Program Quality and momentum through developed monitoring systems and continuous evaluation of program effectiveness and individual coaches’ performance
Develops coaching approach and concepts for the WB, based on coaching experiences in our institution as well as benchmarked best practice experiences in other organizations
Creates added value through organizational learning – strategic feedback to VPUs through identification of strategic challenges of interest and/or concern for the various levels and management categories being coached – sharing general themes with WB regional management and HR.
Cooperates on Pillar 3 related activities (e.g.: Management Development, Leadership Development programs, Talent Management, etc..) as Executive Coaching is an integral part of those programs.
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| Selection Criteria |
Advanced degree (MS/MA), Human Resources, Business Administration, Psychology or related discipline and minimum of 8 years relevant experience.
Certification in Coaching with specific experiences in managing coaching programs in other Organizations is desirable.
A strong academic qualification in Development Organizations with relevant international experience is preferable.
In-depth broad-based knowledge of and extensive experience in all major facets of HR management, trends, and practices in diverse organizations
Strong client orientation, understanding of the Bank’s business and the challenges that managers face.
Ability to balance client interests/needs with Institutional values, guidelines, practices.
Authoritative knowledge and command of client needs and institutional policies, priorities and practices related to HR. Eight years of relevant experience in Human Resources (succession planning, strategic staffing, assessment, leadership development, career counseling) is preferable.
Ability to see big picture, think strategically and deliver the details.
Ability to manage a large number of external contractors, their client load and contracts.
Sound developmental skills, including team building, facilitation, listening, resolving conflicts and negotiating. Advanced consulting skills, including the ability to interact on sensitive issues with senior management – and to influence without formal authority. Strong reputation for discretion and tact.
Demonstrated skills in providing sound advisory services to managers, giving feedback and coaching others to do so effectively.
Ability to present and market an internal service.
Excellent team and collaborative skills across boundaries, within HR, the WB learning community and with clients.
Proven track record of learning agility, innovation, creativity and quality improvement.
Excellent verbal and written communication skills. The World Bank Group is committed to achieving diversity in terms of gender, nationality, culture and educational background. Individuals with disabilities are equally encouraged to apply. All applications will be treated in the strictest confidence.
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