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The South Asia Region (Afghanistan, Bangladesh, Bhutan, India, Maldives, Nepal, Pakistan and Sri Lanka) is at a crucial stage of development. Rapid economic growth, driven by urbanization and demographic dividend, has brought down poverty rates, but severe forms of exclusion and disparities based on ethnicity, caste, and gender remain. Concerns over unequal development have occasionally spilled into civil unrest, with calls for improved governance and better job prospects particularly for the region’s large cohort of youth entering the labor force.

Rapid growth has also come with congestion and pollution in cities. South Asia is more than other regions affected by changes in temperature and extreme weather event. Additional challenges are that South Asia is underperforming in exports, has large informal sectors and low female labor force participation rates. All these challenges must be addressed to sustain rapid growth in coming decades.

The countries in the South Asian region are relatively closed to international trade, and regional integration is low albeit with some limited progress in recent years. Regional connectivity could greatly improve development prospects in the smaller, landlocked countries in the Himalaya, and lower the cost of the energy transition thanks to the seasonal complementarities between hydro, solar and wind resources in the region. Shifts in global value chains open new opportunities for investment and job creation in the region, subject to adopting more open economic policies.

The World Bank in South Asia: https://www.worldbank.org/en/region/sar

South Asia Regional Integration and Engagement (SARRE) Context

SARRE is responsible for: (i) providing strategic direction to and working with CMUs, Chief Economist’s office and Global Practices on the Regional Integration activities in SAR including the formulation and implementation of the SAR regional integration strategy, (ii) providing strategic advice to the RVP on effective engagement with clients and the Board, especially around sensitive issues, (iii) overseeing development of a robust pipeline of regional projects and implementation of the regional portfolio; (iv) managing the partnerships and engagements with SAR and global development partners, and (v) the management and administration of regional trustee funds and the regional trust funds portfolio and advising CMUs on country-specific TFs. SARRE’s actions are guided by the SAR Regional Integration, Cooperation and Engagement (RICE) approach 2020-2025. SARRE manages the RICE Umbrella TF which is underpinned by the Resilient Asia Program with UK FCDO and new programs under development with FCDO and Australia DFAT on connectivity.

SAR is looking for a dynamic candidate who will lead the regional integration program and oversee the Engagement with its Partners and main stakeholders and its internal and external communication in line with corporate priorities. The Director of Regional Integration and Engagement will report to the Regional Vice President.

ROLES AND RESPONSIBILITIES

I. Regional Integration Agenda

• Work with the RVP and Regional Leadership Team (RLT) to identify the strategic direction and priorities for the RI program and translate this into action.
• Update the Regional Integration Strategy for SAR in FY26 and work with CDs, GPs on implementation.
• Manage and Chair regional programs (TFs, ASA) in collaboration with CMUs and GPs.
• Work collaboratively with RLT members in ensuring there is strong alignment and mainstreaming of RI programs in country dialogue and operations and that geo-political considerations are well taken into consideration.

II. Engagement and External and Corporate Relation Agenda

Business and Relationship Management

• Build and lead coalitions of like-minded stakeholders to bring about policy change, and advocate credibly on a broad range of issues, balancing proactive and reactive influencing work.
• Oversee the Region’s work to build strategic relationships with governments, private philanthropists, public policy experts, civil society organizations and other key partners that are critical to the success of the WBG’s mission.
• Build, through strategic advocacy, political and financial support for the Region and development priorities among policy makers and opinion leaders.
• Develop relationships with critical internal and external stakeholders to influence and seek win-win partnerships.
• Represent the WB externally on RICE activities by engaging with key stakeholders such as Ministries of Foreign Affairs, think tanks, development partners, etc. and participating in key events.
• Manage external communications through regular webinar series, in country events, blogs, op-eds, etc. • Provide strategic advice to the RVP and the regional leadership team on the political economy of program development and delivery; work with CMUs to develop meaningful engagement strategies.

III. People Talent Management Responsibilities

• Manage staff and ETCs (plus STCs) both in country offices and HQ. This includes recruitment, evaluation, and career development of staff in conjunction with other managers where applicable.
• Undertake responsibility for the training, career development, and performance of staff, including field-based staff.

IV. Resource Management Responsibilities

• Manage the unit’s budget
• Ensure effective formulation of the unit’s budget proposal, input into budget decisions and managing the unit’s financial resources effectively and efficiently.

V. Knowledge Management Responsibilities

• Disseminates best practices and lessons learned.
• Manages the learning and knowledge flows.

Selection Criteria

• Masters or PhD degree in relevant field, and typically the successful candidate will have 15 or more years of relevant experience in positions of increasing complexity and responsibility
• Prior work experience in achieving results on the ground in more than one region (including both pre-Bank or Bank experience). A corporate assignment may substitute for experience in a second world region.
• Strong ability to engage with large number of Partners and stakeholders in a variety of sectors in countries and themes led by Global Practices.
• Strong experience in working across the World Bank Group would be advantageous.
• Solid knowledge of Bank operations and policies.
• Solid experience in and knowledge of SAR.
• Demonstrated leadership values, passion for the World Bank’s mission and exemplification of WBG managerial and core competencies, as referenced below.
• Personal leadership in shaping and leading new agendas, bringing thought leadership and analysis together with delivery capacity for maximum client impact.
• Recognized expert within WBG or among one or more of the following: academia, partners, private sector actors, and policymakers, and with track record of applying practice know-how and effective policy dialogue to achieve development results.
• Track record of managing complex and large work programs, budgets, portfolio monitoring and supervision, with proven results.
• Proven ability to effectively implement complex change management initiatives.
• Strong written and oral communication skills with proven experience in dealing with the media, external constituencies and/or expert groups.

WBG Managerial Competencies: https://bit.ly/2kDjXkr

The World Bank Group values diversity and encourages all qualified candidates who are nationals of World Bank Group member countries to apply, regardless of gender, gender identity, religion, race, ethnicity, sexual orientation, or disability. Sub-Saharan African nationals, Caribbean nationals, and female candidates are strongly encouraged to apply.