Director, HRD – D1/D2 level

  • Location:
  • Salary:
    negotiable / YEAR
  • Job type:
  • Posted:
    3 weeks ago
  • Category:
    Human Resources, Management and Strategy
  • Deadline:



The International Fund for Agricultural Development (IFAD) is an international financial institution and a specialized United Nations agency dedicated to eradicating rural poverty and hunger. It does so by investing in rural people. IFAD finances programmes and projects that increase agricultural productivity and raise rural incomes, and  advocates at the local, national and international level for policies that contribute to rural transformation.

The Corporate Services Department provides IFAD with the human resources, administrative services, safety and security and information technology resources required to allow IFAD to meet its objectives of enabling rural people overcome poverty.

The Human Resources Division (HRD) is fully integrated within the Corporate Services Department (CSD), servicing colleagues at Headquarters as well as in the field, with the ambition of being a strategic, business oriented and fully trusted professional partner with IFAD managers and staff. Its mission is to provide high quality HR expertise, nurturing a culture of excellence and contributing towards an inclusive and diverse workplace where People come first. We empower our People and support them throughout their career paths. We invest in our People to create a dynamic and high-performing workforce that is motivated and engaged to drive IFAD’s success in transforming the lives of small landholders and other rural people.. The division has three work units Talent Management, Policy and Strategic Support and HR Business unit and each unit has specific responsibilities to help achieve this vision and are bound with the same team-spirit, to offer comprehensive and seamless HR solutions to management and colleagues.

The Director, HRD, works under the direct supervision of the Associate Vice President (AVP), CSD.


Job Role


Directors are responsible for managing a Fund division or office. The main focus of Director positions is strategic leadership, innovation and management. Most typically as a member of a departmental management team, they are responsible for managing and supervising the delivery of a division’s programme of work within an allocated budget.

The Director, HRD is a member of the Senior Management team and provides strategic direction for the HR Division in a dynamic environment by planning, co-ordinating and directing human resources activities. Furthermore, the incumbent is a member of IFAD’s Operations Management Committee and other select Working Groups.

Position Specifics: The Director, HRD will play a critical role in attracting, developing and retaining a diverse and high-performing workforce, leading on workplace culture practices and providing expertise and support in the areas of Talent Acquisition, Performance Management, Employee Relations, Employee Engagement, Learning and Development, Diversity, Equity & Inclusion, Policy and Procedure Development, and HR Compliance.


Key Functions and Results


1.VISION & STRATEGY: Directors develop and promote a strategic vision for translating IFAD’s corporate and departmental mandates; strategies, goals and objectives into a divisional programme of work and for ensuring evolving divisional programme activities are integrated in the evolution of departmental goals and objectives. They participate in the design of IFAD’s and departmental strategic approaches and ensure that corporate strategies are fully integrated in the design of assigned activities. Directors set and communicate clear strategic and operational objectives and are held accountable for the division being seen as a credible and trusted partner in  managing for results and as an innovator in its field.

2. POLICY DEVELOPMENT & ADVICE: Directors provide leadership in the development and interpretation of major policies, regulations and rules, and systems that govern the work of a division and ensure they support divisional goals and objectives within the overall Fund mandates and strategies. Directors also serve as a trusted business/programme advisors with a significant role in authoritative policy advice within the Fund at the senior management level as well as in policy dialogue in their representational activities.

3.PROGRAMME MANAGEMENT: Directors provide leadership in
(a) all phases of the division’s medium term planning and management, including operational requirements such as (i) establishing annual work plans, (ii) ensuring regular programme assessment and (iii) identifying opportunities for innovation and implementation of best practices generated within the Fund as well as in peer organizations, both private and public;
(b) reviewing and innovating core processes of the division in order to achieve better efficiency and effectiveness, as well as financial sustainability, of operations;
(c) enhancing synergy among divisional staff and holding staff accountable for results and (d) ensuring the preparation of all divisional publications, reports and governing bodies documents.

4. MANAGEMENT OF RESOURCES: Directors are accountable for integrity, transparency, and equity in the management of IFAD resources (human, financial and material). This includes: People Management through workforce planning, recruitment, performance management, learning and career management of P and GS staff:
(a) Identifies best qualified candidates for vacancies, with appropriate regard for gender balance and geographic distribution;
(b) Motivates, coaches and supports staff of the division, wherever they are located, to create cohesive teams that work effectively to achieve common divisional goals and objectives;
(c) Manages staff performance and development through regular performance feedback, mentoring and career planning.
Divisional Budget Management by leading divisional strategic and data inputs into the departmental budget preparation exercises and by ensuring accountability and fiduciary integrity in the Division’s budget execution;
(i) Material Resources Management through accountability for the material resources assigned to the Division.
(ii) Knowledge and Content Management to achieve innovative outcomes and cost effective processes as well as to promote the generation, validation and dissemination of knowledge by ensuring (a) knowledge content is continuously updated and available, (b) best practices are continuously identified, documented and distributed and (c) appropriate and up-to-date information and tools are available as appropriate. (iii) Information Technology Management through leveraging ERP functionality for improved business results, reporting processes and client services.

5. REPRESENTATION: Directors serve as designated representatives of the Fund. They catalyse effective partnerships with a broad range of institutions including borrowers, bilateral and multilateral development agencies, UN agencies, funds and programmes, international financial institutions (IFls), non-governmental organizations and academic institutions for the purpose of programme co-operation, knowledge sharing, policy dialogue and/or resource mobilization. Directors represent the Fund in official United Nations committees and networks, and in IFls, multilateral and bilateral meetings, symposia, fora and Global conferences upon request of the President, and build organizational networks with peers in major private, public and international institutions.

Position specifics:
6. STRATEGIC HUMAN RESOURCES MANAGEMENT: Under the guidance of the AVP for Corporate Services, the Director, HRD and their team will act as a champion for workplace culture and support management and team leaders, listening to staff and managers whilst providing guidance and advise in support of a fair and constructive dialogue, allowing all members of IFAD staff to develop and grow.

The Director, HRD, sets the Division’s strategy by:
a)    providing strategic direction and driving all aspects of the division’s work.
b)    positioning the organization to proactively anticipate, plan, and meet workforce needs in a dynamic environment.
c)    advocating and building awareness within the organization of the strategic importance of effective people management; and
d)    applying the highest standards of ethics, using result-based management skills and tools to support IFAD in implementing its strategic objectives in order to serve all stakeholders of the organization.

The Director, HRD administers IFAD’s global workforce by managing staff relations and ensuring a) Strategic leadership; b) Integrated talent management; c) Policy development, including compensation; and d) Business partnering. Accountabilities include:
a)    Developing and implementing strategies to increase Diversity, Equity and Inclusion within the organization.
b)    Partnering with internal stakeholders to implement strategies to improve employee engagement, retention, staff wellbeing and workplace culture.
c)    Providing Strategic guidance to Senior Management on all aspects of people management
d)    Ensuring alignment of HR practices with IFAD’s core values
e)    Overseeing the management of staff relations, conflict resolution and grievance procedures

In particular, the incumbent:
a)    directs execution of the delivery of comprehensive people management services in its key unit’s areas including Talent Acquisition, Talent Development, Policy and Strategy Development, Benefits and Entitlements, Employee Relations, Workforce Planning, Performance Management, etc;
b)    influences, facilitates and leads HRM organizational change and development using best practice human resources approaches and change management strategies;
c)    leads a group of 40+ HR professionals in IFAD to deliver the HR strategy, effectively managing performance across the division and develops staff to ensure modern HR approaches are employed in their work.


Key Performance Indicators


Within IFAD’s overall Strategic Framework and Medium Term Plan, Directors establish IFAD’s priorities for and provide leadership to division level programme and operational management activities and are accountable for a results-based approach to meeting assigned goals and objectives. Leadership activities include the optimum utilization of human, financial, technology and material resources for the achievement of greater efficiency and effectiveness. The incumbents’ impact extends beyond the successful achievement of divisional goals and objectives to include larger departmental goals and objectives in strategic planning collaboration. The expected results directly and/or indirectly benefit the ultimate stakeholders, the rural poor in developing countries.

The key performance indicators for Directors include leadership in viable strategic planning, authoritative and relevant policy development and advice, sustainable programme decisions and integrity and accountability in the planning and management of the Fund’s human, financial and material resources assigned to the division.


Working Relationships


Within IFAD, Directors provide authoritative advice to senior management on the division’s or office’s vision, strategic planning, policy, and divisional programme and operational management. They are accountable for collaboration  and coordination  within  the Fund to ensure appropriate consultation, cross-functional synergy and coordination of programme planning and activities.

Externally Directors develop strategic partnerships and collaborative relationships with counterparts spanning a broad range of institutions including borrowers, bilateral and multilateral development agencies, UN agencies, funds and programmes, IFls, non-governmental organizations and academic  institutions for the purpose of programme co-operation, knowledge sharing, policy dialogue and/or resource mobilization.

They are also accountable for the provision of authoritative advice during Executive Board sessions, the annual Governing Council and related subordinate bodies including the audit and evaluation committees. Directors represent the Fund in official United Nations committees and networks, and in international financial institution, multilateral and bilateral meetings, symposia, fora and conferences upon request of the President, and build organizational networks with peers in major private, public and international financial institutions.


Job Profile Requirements


Organizational Competencies:

Level 2:

  • Building relationships and partnerships – Builds and maintains strategic partnerships internally and externally
  • Communicating and negotiating – Acquires & uses a wide range of communication styles & skills
  • Demonstrating leadership – Leads by example; initiates and supports change
  • Focusing on clients – Contributes to a clientfocused culture
  • Learning, sharing knowledge and innovating – Challenges, innovates&contributes to learning culture
  • Managing performance and developing staff – Manages wider teams with greater impact on others and on the organization
  • Managing time, resources and information – Coordinates wider use of time, information and/or resources
  • Problem-solving and decision-making – Solves complex problems and makes decisions that have wider corporate impact
  • Strategic thinking and organizational development – Staff in management and/or strategic leadership roles
  • Team working – Fosters a cohesive team environment


  • Level – Advanced university degree (Masters) in human resources, business administration, management, public administration, law, organisational psychology or other job related field.
  • Degree must be an accredited institution listed on


  • A minimum of twelve (12) to fifteen (15) years of progressively responsible professional experience in human resources management, including a significant part of this period at a managerial level, in a multi-cultural organization or national organization providing support on a global scope;
  • Position-specific experience: Demonstrated experience and ability at leading and managing multicultural teams is required. Thorough understanding and proven experience in people management in a similar setting; knowledge of human resources management theory and general management concepts; Ability to provide leadership and motivation; and to plan the work and manage organizational units involved in diverse human resources functions; Proficiency in main enterprise resource management and related ERP systems and applications relevant to the field of specialization.


  • CIPD accreditation or equivalent is an asset


  • Required English (4 – Excellent)
  • Desirable: French, Spanish, or Arabic


  • Advocacy: Ability to leverage IFAD knowledge and/or communication materials to maintain and promote constructive dialogue around IFAD`s vision and strategic priorities to external actors
  • Risk management (e.g. reputational): Identification and assessment of potential liabilities and risks in IFAD’s activities, particularly vis-à-vis third parties; ability to handle risks via contingency and mitigation strategies
  • Strategy implementation: Ability to lead and manage the development and implementation of medium to longer-term strategies for IFAD / for respective divisions
  • HR knowledge: Expertise in principles and concepts of human resources management, including HR business partnering and client outreach, job classification
  • Organizational psychology: Expertise in organizational psychology applications in human resources
  • Planning: Know-how in the planning of human, financial and material management of IFAD resources
  • Policy dialogue: Know-how in the representation of IFAD as a trusted and strategic partner, advocating and promoting IFAD’s mandate and vision; effective consultations with IFAD counterparts – like ministries and governmental bodies at all administrative levels, donors, civil society
  • Resources management: Know-how in the management of human, financial and material management of IFAD resources
  • Change management: Role modelling, anticipation of key risks & conflicts and formulation of contingency plans/solutions, action-oriented
  • Confidentiality & Discretion: Establishes self and division as trusted advisor to internal stakeholders by maintaining high level of discretion and confidentiality in assignments; demonstrates sound judgement when dealing with sensitive and/or confidential matters; drives good governance and is a “Culture Carrier” demonstrating IFAD institutional conscience through his/her work.
  • Corporate approach: Ability to bring in corporate vision and priorities into one’s area of work (e.g. budgeting going beyond simple budgetary considerations, taking into account strategic priorities)
  • Leadership: Group thought leader, sought out by others and providing mentorship and effective guidance to others; Ability to build trust, inside and outside the organization by acting as a role model for IFAD’s core values and competencies, and to provide a clear sense of direction, mentorship and effective guidance to the team, strategizing the IFAD’s goals, giving the vision, empowering the team and ensuring a positive environment for all.
  • Political acumen: Ability to conduct sound political analysis and understand complex environments, providing options and advice
  • Specialized communication skills: Ability to negotiate on behalf of IFAD and drive for creative and pragmatic solutions in complex negotiations with key partners, both public and private sector
  • Evidence-based policy: Know-how in the formulation of concrete and actionable policy recommendations based on hard evidence (going beyond simple data interpretation)
  • Programme/Project development, management: Know-how in Programme/Project development, implementation, management


Other Information


IFAD staff members are international civil servants subject to the authority of the President of IFAD. In accordance with IFAD’s Human Resources Policy, the President can decide to assign them to any of the activities of the Fund. All International Professional staff members are required to be geographically mobile and positions in the professional category are subject to changes in location at any time in line with strategic priorities and reform initiatives in IFAD.

IFAD is an Equal Opportunity Employer and does not discriminate on the basis of ethnic, social or political background, colour, nationality, religion, age, gender, disability, marital status, family size or sexual orientation.

Please be aware of fraudulent job offers. IFAD does not charge any fees at any stage of the recruitment process. Official communication from IFAD will always come from e-mails ending in

In accordance with IFAD’s provisions, all new staff members will normally be placed at the first step in the grade level for which they have been selected. For information on IFAD’s remuneration package, please visit IFAD’s compensation and benefits page on our website. Applicants are invited to use the ICSC compensation calculator to estimate the salary and benefit entitlements.

In the interest of making most cost effective use of funds and resources, we are only able to respond to applicants who are short-listed for interview. Candidates who do not receive any feedback within three months should consider their application unsuccessful.

Candidates may be required to take a written test and to deliver a presentation as well as participate in interviews.

This position is advertised at D-1 / D-2 grade level. IFAD reserves the right to appoint a candidate at the appropriate grade commensurate with experience and knowledge.