Associate HR Officer

World Bank Group•Washington, DC

2d•Onsite

About The Position

At the International Finance Corporation (IFC), a member of the World Bank Group (WBG), you’ll join a diverse, global community working across cultures, disciplines, and borders to address the world’s most pressing development challenges. With 1.2 billion young people reaching working age in the decade ahead, the challenge of job creation has never been greater. Through partnerships across 145 countries and more than 182 offices worldwide, we work with governments, private sector, development partners and other stakeholders to invest in people, strengthen markets, and deliver scalable, data-driven solutions that generate more and better jobs and improve lives. In fiscal year 2026, IFC committed a record $105.6 billion to private companies and financial institutions in developing countries. For more information, visit www.ifc.org. IFC’s Human Resources (CHR) Department provides strategic partnership to the business to ensure IFC has the relevant skills, organizational model, leadership pipeline, and insights needed to deliver growth, scale impact, and realize productivity gains in an increasingly AI-enabled environment. To achieve this, CHR is structured into key functional areas that deliver specialized HR expertise and solutions: Skills & Organizational Effectiveness (CHRSO) – and two Client Services teams providing support to HQ and regions. • Skills and Organizational Effectiveness partners strategically with IFC units to advance business priorities. The team promotes a skills-based approach to workforce reshaping; supports workforce planning, organizational design, and effectiveness; delivers corporate and Board reporting and analytics to inform management decisions; and develops IFC business understanding and career paths/support through flagship initiatives and programs. • Client Services provides strategic HR partnership, program implementation, and tailored support to staff and management globally through its HR Business Partnership network. The Skills and Organizational Effectiveness unit (CHRSO) is looking to recruit an Associate Human Resource Officer in Washington, D.C., to directly support and lead Workforce Planning. The position will report to the Team Lead for the above-mentioned work program.

Requirements

Master's degree in human resources management, business administration, organizational development, economics, statistics, data science, information systems, or a related field.
Minimum of 5 years of relevant professional experience, including substantive experience designing, leading, or implementing strategic workforce-planning processes.
Demonstrated command of workforce-planning methodology — workforce demand and supply analysis, capacity planning, skills-gap analysis, scenario modeling, forecasting, and translation of business strategy into workforce requirements — and experience connecting it to budgeting, recruitment, talent management, skills, job architecture, succession planning, or organizational design.
Strong quantitative and analytical capabilities with complex HR or workforce datasets, including advanced Excel and Power BI (data modeling, dashboard development, analytical visualization) and hands-on proficiency in at least one analytical or programming language, preferably Python, R, or SQL.
Demonstrated experience building reproducible analyses and improving or automating analytical, reporting, or business processes using appropriate digital tools.
Practical experience using generative AI in a professional context and developing, configuring, or prototyping AI-enabled solutions, agents, copilots, or similar tools — directly or with technical teams — including identifying relevant use cases, designing workflows, and evaluating output quality.
Strong understanding of data quality, analytical validation, documentation, privacy, confidentiality, human oversight, and responsible use of HR data and AI, combined with sound judgment, discretion, and integrity in handling confidential workforce and employee information.
Excellent written, verbal, facilitation, and presentation skills in English, with the ability to explain analytical methods, assumptions, limitations, and findings clearly to both technical and nontechnical audiences.
Strong project and product management capabilities, including defining requirements, prioritizing use cases, coordinating stakeholders, testing solutions, and supporting adoption.
Ability to work independently and as a team, manage competing priorities, and collaborate effectively across HR, business, finance, data, and technology teams.

Nice To Haves

Demonstrate the ability to collaborate effectively across teams, disciplines, cultures, and institutional boundaries.
Responsibly leverage digital and AI-enabled tools to enhance productivity, learning, and decision-making.
Bring experience working in fragile, conflict-affected, and violent (FCV) contexts and are encouraged to highlight relevant experience in their application materials, where applicable.

Responsibilities

Facilitate IFC's end-to-end strategic workforce planning process and manage the annual and periodic planning cycles — including methodology, assumptions, tools, guidance, stakeholder engagement, quality assurance, and consolidated outputs — translating business priorities into future workforce requirements related to capacity, positions, skills, workforce composition, location, and affordability.
Develop workforce forecasts, scenarios, analytical models, and tools to help HR and management assess workforce demand and supply and to test planning assumptions on hiring, attrition, mobility, and reskilling.
Partner with business leaders, HR, Finance, and other stakeholders to identify workforce-related gaps and needs, organizational risks, and recommended actions.
Drive integration of workforce planning with budgeting, recruitment, talent management, succession planning, skills initiatives, and organizational design.
Monitor workforce plans and provide senior management with clear insights on progress, deviations, risks, and required adjustments.
Develop advanced analyses, dashboards, visualizations, presentations, and executive-ready decision-support products that translate complex analytical findings into concise recommendations for workforce-related and broader HR priorities.
Improve data quality, analytical methods, documentation, presentation, and validation to ensure outputs are accurate, explainable, and reproducible.
Identify and implement opportunities for continuous process improvement and specifically to simplify and automate recurring workforce planning, reporting, and HR analytical processes, including designing and prototyping AI-enabled solutions with effective testing, human oversight, and responsible data governance.
Build workforce planning and analytical capability across HR through practical tools, guidance, workshops, and knowledge sharing.