AIIB - Asian Infrastructure Investment Bank
Utility shut date
04/14/2024
1. Mission Background
Human Assets Division (HRD) is answerable for the event and implementation of AIIB’s human useful resource methods, insurance policies, and packages to draw, rent, develop and retain skills. HRD additionally supplies recommendation on Human Assets and Company Tradition associated points to make sure that all related insurance policies and actions are aligned with, and supporting the belief of AIIB’s mission, imaginative and prescient, company tradition, company technique and enterprise objectives, particularly within the areas of strategic staffing, expertise administration, change administration, organizational and efficiency administration, succession planning, coaching and growth, compensation and advantages, and recognition and rewards. The HRD strives to be a excessive performing enterprise enabler, performing as a trusted associate to ship strategic, proactive and client-oriented options.
2. Targets of the Project
AIIB’s inside authorized framework consists of Articles of Settlement, Code of Conduct, Workers Rules & Insurance policies, Workers Guidelines & Directives, and Administrative Steering. With the expansion and growth of AIIB, there’s a must assessment the HR associated Regulation, insurance policies, guidelines and Administrative Steering in a holistic method in order that the insurance policies and guidelines may be seamlessly aligned with the Financial institution’s mission, imaginative and prescient and methods, and is comparable with these of our peer organizations.
In the meantime, since 2018, SAP SuccessFactors has been efficiently applied for HR system throughout seven modules, together with Recruiting, Onboarding, Worker Central, Studying, Efficiency & Objectives, Payroll, and Compensation. After 5 years of growth and enhancement, there’s a must assessment the HR system in a holistic method in order to combine numerous modules seamlessly, establish alternatives to scale back the gaps between the system and the method, and extra importantly, present a extra strong IT help on HR issues for the continual development of the financial institution.
3. Scope of Companies
The HR Advisor is required to assist assessment AIIB’s current HR insurance policies and programs, accumulate the most recent HR insurance policies of peer organizations, establish areas for additional enchancment and suggest revision on the insurance policies for HR administration’s consideration. The Advisor can be required to, in collaboration with Info Expertise Division, spearhead the options authorised by the HR Administration (the Resolution). The first obligations of the HR Advisor embrace, however not restricted to, –
• reviewing AIIB’s current HR insurance policies and programs, gathering views from numerous stakeholders and figuring out gaps (if any) between the present observe and the proposed options;
• conducting benchmarking evaluation about good market observe and peer group’s expertise;
• primarily based on the views collected and the gaps recognized, proposing updates of the present insurance policies, procedures, tips and programs association for HR Administration’s consideration;
• serving to draft an consumer pleasant guide primarily based on the revised insurance policies in line with the worker life cycle want;
• helping in launching of the brand new HR insurance policies and programs, reminiscent of devising and getting ready briefings for numerous stakeholders, when mandatory;
• proposing a digital roadmap for HR providers which ought to align with the IT supply plan;
• partnering with Info Expertise Division to organize mission enterprise case, anticipated timeline and enterprise necessities for the Resolution;
• spearheading the implementation of the Resolution, and devising and reviewing coaching guide and consumer guide for the Resolution if mandatory; and
• performing different ad-hoc assignments as want.
4. Consultancy Output / Deliverables
i) Evaluation of HR Insurance policies and Techniques:
Evaluation of AIIB’s current HR insurance policies, guidelines, and Administrative Steering.
Assortment and evaluation of newest HR insurance policies from peer organizations.
Identification of areas for enchancment and proposal of revisions to align insurance policies with the Financial institution’s mission, imaginative and prescient, and methods.
ii) HR System Evaluation:
Analysis of SAP SuccessFactors HR system implementation throughout seven modules.
Identification of gaps between the system and HR processes.
Suggestions for integrating modules and enhancing IT help for HR features.
iii) Benchmarking and Evaluation:
Conduct benchmarking evaluation of market practices and peer organizations’ HR insurance policies.
Present insights and proposals primarily based on the evaluation to enhance AIIB’s HR insurance policies and programs.
iv) Coverage and Guide Improvement:
Draft user-friendly manuals primarily based on revised HR insurance policies, addressing worker life cycle wants.
Help in launching new HR insurance policies and programs, together with getting ready briefings for stakeholders.
v) Digital Roadmap for HR Companies:
Suggest a digital roadmap aligning HR providers with IT supply plans.
vi) Mission Administration and Implementation:
Companion with IT Division to organize mission enterprise case, timeline, and enterprise necessities.
Lead the implementation of authorised options, together with devising and reviewing coaching manuals if mandatory.
vii) Advert-Hoc Assignments:
Carry out different ad-hoc assignments as wanted by HR Administration.
5. Implementation Association
We anticipate the chosen guide to work remotely (from house) to supply advisory providers on HR insurance policies and programs. If the guide must journey for enterprise functions, HRD will cowl the journey prices primarily based on the financial institution’s official journey coverage.
6. Assist to the Guide by the Financial institution
N/A
7. Data Switch and Coaching
N/A
Qualification Requirement
• Grasp’s diploma or equal in HR, or a associated discipline.
• Not less than 20 years of expertise in HR in relation to coverage assessment and growth, and workforce evaluation recommendation, ideally in a consulting position for a minimum of three years.
• Expertise in working with market main Human Capital Administration (HCM) options, specifically SAP SuccessFactors, understanding the brand new applied sciences reminiscent of deep studying, generative and development portfolio modules shall be most popular.
• Sturdy analytical, crucial, inventive, and problem-solving abilities.
Functions from non-qualifying candidates will most certainly be discarded by the recruiting supervisor.
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