Job Description

Senior HR Business Partner / Regional HR Cluster Lead Job #: req33900
Organization: IFC
Sector: Human Resources
Grade: GG
Term Duration: 3 years 0 months
Recruitment Type: International Recruitment
Location: Dubai,United Arab Emirates
Required Language(s): English
Preferred Language(s):
Closing Date: 8/11/2025 (MM/DD/YYYY) at 11:59pm UTC
Description
IFC - a member of the World Bank Group - is the largest global development institution focused on the private sector in emerging markets. We work in over 100 countries, using our capital, expertise, and influence to create markets and opportunities. Our mission is to harness the power of the private sector to end extreme poverty and boost shared prosperity on a livable planet. For more information, visit www.ifc.org.
IFC's Human Resources (HR) Department provides strategic partnership to the business to develop and implement workforce strategies. The HR department includes one Center of Expertise (COE) -- Skills & Organizational Effectiveness- and two Client Services teams providing support to HQ and regions.
The Regional HR Client Services team is looking to recruit a Senior HR Business Partner in Dubai, UAE to lead the regional HR agenda in strategic partnership with the regional Vice President, regional Directors, Country Managers and staff in the Middle East, Central Asia, Turkiye, Afghanistan, and Pakistan Region.
Responsibilities include but are not limited to leading the efforts in key HR initiatives (development of talent strategies, new HR programs, and HR policies for business), implementing the people management and development agenda, and collaborating closely with the IFC HR and WBG Centers of Expertise teams to design and spearhead critical HR activities.
The selected candidates will report to the Regional HR Client Services Manager based in Paris, France.
Duties and Accountabilities:
Strategic Partnership:
Establish strategic partnerships with the regional VP, Division Directors, Country Managers, and staff to ensure organizational success. Specific responsibilities include:

• Provide critical insights in the design of advanced HR solutions, proposals, and methodologies at a strategic level to support the regional business strategies and directions.

• Empower leadership with counsel to solve complex issues in key business areas, such as organizational effectiveness, organizational design, talent management, succession, employee development, executive coaching, change management, and employee engagement.

• Advise senior leaders on the application of HR policies and practices with integrated approaches.

• Participate in policy development by proactively collaborating with HR COEs to review and adjust policy as needed.

Planning and Analytics, and Workforce Management:
Work closely with the central HR analytics team to effectively map out the staffing landscape and identify staffing trends in the region:

• Advise senior leaders on workforce planning, aligning existing and future workforce requirements seamlessly with the overarching institutional goals/objectives.

• Have in-depth understanding of clients' business model; identify emerging HR implications and decisions that might affect relevant stakeholders.

Manage Talent and Performance:
Support senior leaders in talent and performance management by providing expert-level advice to motivate staff to peak performance and drive business success, specifically:

• Advise senior leaders on talent identification and staff career development.

• Lead the implementation of a skills-based approach to talent development in the region, aligning workforce capabilities with IFC vision 2030 requirements.

• Partner with HR COEs to manage critical HR cases (e.g., performance, health, and exit).

• Advise senior leaders on the application of HR policies and practices with integrated approaches.

• Participate in policy development by proactively collaborating with the HR COEs to review and adjust policy as needed.

• Work closely with clients to identify staff learning and development needs; participate in the design and implementation of capacity-building interventions.

Selection Criteria

• Master's degree in relevant field (e.g., Human Resources Management, Organizational Development, Business Administration, Public Sector Management, or related disciplines) and ten or more years of relevant HR experience.

• Broad knowledge base and extensive experience in all major facets of HR management, including emerging trends and practices.

• Solid understanding of IFC business, institutional HR policies, priorities, and practices.

• Hands-on experience in mentoring, coaching, and supervising a small team.

• Ability to provide tailored HR advice and innovative HR solutions to support business needs and solve complex issues.

• Capability to advise senior leaders on complex issues related to strategic staffing.

• Ability to roll out the annual Talent and Performance Management cycle.

• Skills and experience in designing and implementing customized capacity-building engagements.

• Ability to lead the implementation of change management initiatives at an organizational level.

• Demonstrated organization development skills, such as design of organizational development interventions, facilitation of business sessions, team building, resolution of conflicts, and staff learning needs analyses.

Competencies:

• Tasks and Workflow Management - Has excellent workflow and project management and task organization skills; able to take responsibility for all aspects of coordination of the workflow of assigned responsibilities as they relate to the implementation of complex, multi-functional projects in varied geographical and economic conditions.

• Business Judgment and Analytical Decision Making - Gathers inputs, assesses risk, develops scenarios, considers impact, and articulates benefits of decisions for internal and external stakeholders over the long term. Demonstrated analytical skills and proficiency with analytical tools.

• Client Orientation - Maintains client relationships in the face of conflicting demands or directions and provides evidence-based advice and solutions based on sound diagnosis and knowledge.

• Drive for Results - Identify the needed resources to accomplish results involving multiple stakeholders and finds solutions to obstacles affecting key deliverables.

• Teamwork (Collaboration) and Inclusion - Show leadership in ensuring the team stays organized and focused, and actively seek and consider diverse ideas and approaches.

• Knowledge, Learning and Communication - Lead in the sharing of best practice, trends, knowledge, and lessons learned across units and with clients and partners, articulating ideas verbally and in writing in a clear and compelling way across audiences of varied levels. Facilitate and lead discussions and ensure productive exchange of ideas.

WBG Culture Attributes:
1. Sense of Urgency - Anticipating and quickly reacting to the needs of internal and external stakeholders.
2. Thoughtful Risk Taking - Taking informed and thoughtful risks and making courageous decisions to push boundaries for greater impact.
3. Empowerment and Accountability - Engaging with others in an empowered and accountable manner for impactful results.
The World Bank Group offers comprehensive benefits, including a retirement plan; medical, life and disability insurance; and paid leave, including parental leave, as well as reasonable accommodations for individuals with disabilities.
We are proud to be an equal opportunity and inclusive employer with a dedicated and committed workforce, and do not discriminate based on gender, gender identity, religion, race, ethnicity, sexual orientation, or disability.
Learn more about working at the and , including our values and inspiring stories.