HR Business Partner

World Bank Group • Washington, DC

3d • Onsite

About The Position

Build a career with impact. Working at the World Bank Group (WBG) provides a unique opportunity to help countries solve their greatest development challenges. As one of the largest sources of funding and knowledge for developing countries, the WBG is a unique partnership of five global institutions dedicated to ending poverty, increasing shared prosperity, and promoting sustainable development. With 189 member countries and more than 120 offices worldwide, the WBG works with public and private sector partners, investing in groundbreaking projects and using data, research, and technology to develop solutions to the most urgent global challenges.

The International Finance Corporation (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 more than 100 countries, using our capital, expertise, and influence to create markets and opportunities in developing countries. In fiscal year 2025, IFC committed a record $71.7 billion to private companies and financial institutions in developing countries, leveraging private sector solutions, and mobilizing private capital to create a world free of poverty on a livable planet. For more information, visit www.ifc.org.

IFC’s Human Resources (CHR) Department provides strategic partnership to the business to develop and implement workforce strategies and meet organizational goals, including attracting, developing and deploying diverse and skilled talent. To achieve this, CHR is structured into key functional areas that deliver specialized HR expertise and solutions:
• Client Services provides strategic HR partnership, program implementation, and tailored support to staff and management globally through its HR Business Partnership network.
• Skills and Organizational Effectiveness drives a knowledge-sharing culture, cultivates a skills based approach to talent management, manage IFC flagship leadership programs, oversee corporate board reports, leads organizational design and workforce planning.
The Washington‑based Global HR Client Services team is seeking an HR Business Partner to deliver advanced HRBP support with selected Lead-level accountabilities for an assigned client cluster.
This position provides day-to-day operational leadership, process ownership, and high‑level advisory support across the full employee lifecycle, ensuring continuity, responsiveness, and excellence in service delivery. The role carries cluster‑wide operational accountability, including formal supervision of support staff, and requires autonomous execution of the HR agenda . The position will work closely with the HR Manager/HR Lead, who engages with VP‑level stakeholders and will continue to have the final decision-making authority.

Requirements

• Master’s degree in Human Resources, Organizational Development, Business Administration, Public Policy/Public Sector Management, or a related field.
• At least 8–10 years of significant, progressively responsible HR experience, ideally within an international organization or complex, matrixed environment.
• Demonstrated experience working in HR Centers of Expertise (COEs) (e.g., Talent & Incentives, Talent Acquisition & Mobility, Strategy & Organizational Effectiveness) and/or in roles requiring deep, end‑to-end process ownership.
• Working knowledge of IFC vs IBRD operating model differences that affect HR processes, case pathways, and stakeholder expectations.
• End‑to-end HR expertise across major facets of HR management and organizational development, including emerging trends and practices.
• Demonstrated hands‑on competence and credibility in implementing WBG HR’s annual processes.
• Proven ability to identify, design, and implement business‑relevant HR interventions and to leverage COE resources to deliver high‑quality client services.
• Strong project/process management capability (design, coordination, implementation), including establishing disciplined operating rhythms and managing multiple workstreams under tight timelines.
• Strong analytical mindset and proficiency with analytical tools; ability to develop scenarios, assess risk, and articulate implications and trade‑offs.
• Demonstrated ability to operate autonomously, manage complexity, and exercise sound judgment while understanding risks, benefits, and potential adverse consequences of options.
• Experience supervising and coaching junior staff (or equivalent lead/coordination responsibility)
• Clear, compelling written and verbal communication; ability to lead structured discussions.
• Client Orientation: evidence‑based diagnosis and practical, credible advice.
• Business Judgment & Analytical Decision‑Making: scenario development, risk assessment, and sound recommendations.
• Workflow and Execution Discipline: ability to organize, prioritize, and deliver across multiple stakeholders.
• Collaboration and Inclusion: effective partnering across COEs and CS colleagues.
• Communication & Facilitation: clear, compelling written and verbal communication; ability to lead structured discussions.

Responsibilities

• Serve as the primary operational HR partner for Directors, Managers, and staff within the assigned client cluster and work in close partnership with the HR Manager/HR Lead, maintaining clear escalation channels and role clarity.
• Translate the priorities and direction set by the HR Manager/HR Lead into execution plans, timelines, deliverables, and operating rhythms.
• Ensure end‑to-end coordination and delivery of the cluster HR agenda across the employee lifecycle (staffing, onboarding, development/deployment, performance, workforce planning, learning, mobility, and exits).
• Gain and maintain a deep understanding of the client business model and proactively surface HR implications, risks, and decision points for management.
• Act as the first point of contact for most HR matters, ensuring clear and timely escalation of complex, high‑risk, or precedent‑setting issues.
• Lead workforce planning for the cluster.
• Support management in creating staffing plans by analyzing trends and staffing scenarios, advising on succession considerations, determining appropriate staffing levels and skills mix, and promoting workforce diversity aligned with work program needs and corporate talent goals.
• Proactively use HR data and analytics to identify trends related to headcount, skills, diversity, mobility, performance, and attrition, and translate insights into practical recommendations.
• Own the operational execution and governance of core talent processes for the cluster, including the Annual Talent Review cycle, Performance Review process, Career Development Planning (CDP).
• Provide guidance to managers on performance differentiation, development actions, and talent identification below the most senior levels, escalating sensitive or cross‑cluster implications.
• Ensure process integrity, consistency, and timeliness in partnership with relevant COEs; proactively identify bottlenecks and drive resolution.
• Provide guidance to managers and staff on HR policies, staff rules, and practices, applying sound judgment and ensuring consistent interpretation.
• Manage HR cases end‑to-end within the cluster (e.g., performance, health, conduct, and exit matters) in close coordination with COEs, Legal, and relevant stakeholders.
• Maintain strong working knowledge of WBG Staff Rules and practical application, including awareness of current differences between IFC and IBRD frameworks that affect case handling and process options.
• Support the implementation of change initiatives within the cluster, ensuring alignment with broader HR priorities and minimizing disruption for clients.
• Act as a change integrator, coordinating multiple HR initiatives to ensure coherence and clear communications for managers and staff.
• Lead or coordinate cluster‑level special initiatives and cross‑cutting deliverables as delegated by the HR Manager/HR Lead.
• Provide day‑to-day supervision, work direction, and quality assurance for the HR Analyst and HR Assistant supporting the cluster.
• Allocate work, manage priorities, maintain a clear workflow system, and coach staff to strengthen accuracy, responsiveness, and client experience.
• Act as first escalation point for operational issues within the cluster support team, while formal performance management, role design, and structural decisions remain with the HR Manager/HR Lead.

Benefits

• 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.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level