HR Specialist - Workforce Planning and Skills

World Bank Group•Washington, DC

9d•Onsite

About The Position

The HR Specialist will serve as a versatile and high-impact contributor, supporting priority initiatives across workforce planning, organization design, and skills and digital talent solutions. The role is suited for an individual with strong analytical capability who can operate across multiple workstreams—providing structured analysis, developing high-quality materials, and translating concepts into clear, actionable outputs. The position offers broad exposure to core talent architecture, skills-based approaches, and digital enablement initiatives in a complex, global environment. The position is based in Washington, DC and reports to the Manager, Talent Planning and Insights.

Requirements

Master’s degree in Human Resources, Business Administration, Organizational Development, Data Science, or a related field, with a minimum of five (5) years of relevant professional experience.
Familiarity with workforce planning, organization design, or job architecture concepts, and their practical application in talent management contexts.
Experience designing and/or implementing core HR programs and processes (e.g., talent management, workforce planning, performance, rewards, or related areas) and understanding how they connect.
Experience working with data, including analysis, reporting, or interpretation in an HR or business context.
Experience contributing to the implementation of HR programs or initiatives, including stakeholder engagement and change management support.
Demonstrated learning agility and ability to connect concepts and translate them into practical solutions across new domains.
Strong analytical and problem-solving skills, with the ability to structure issues and work with data to generate insights.
Demonstrated ability to leverage AI-enabled tools, data visualization platforms, and automation approaches to enhance HR analytics and talent processes, and to translate insights into clear, well-structured outputs.
Strong written and verbal communication skills, with attention to clarity and audience.
Ability to manage multiple priorities and deliver high-quality outputs under tight timelines.
Strong collaboration and interpersonal skills, with the ability to work effectively across teams and stakeholders.
Flexibility and adaptability to work across a range of HR topics and talent initiatives.

Nice To Haves

Exposure to structured HR frameworks (e.g., job families, skills frameworks, compensation benchmarking frameworks, or comparable approaches) is desirable.
Exposure to HR systems, digital tools, or data visualization approaches is an advantage.

Responsibilities

Contribute analytical inputs and insights to workforce planning processes, including workforce mapping, scenario modeling, and data analysis to inform planning decisions.
Manage defined components of organizational design and job architecture initiatives, applying organizational design principles, including maintaining job data and supporting consistency in role definitions and job structures.
Develop high-quality materials, analysis, and presentations to inform workforce discussions and support strategic decision-making.
Support data alignment activities between workforce planning systems, Position Management and budget planning platforms to ensure consistency and data integrity.
Contribute to the design, implementation, and continuous refinement of the WBG skills framework, including data updates, validation, and supporting documentation.
Support the design and execution of skills review engagements with VPUs, including analysis, business validation, and integration of validated skills into enterprise frameworks.
Support the integration of skills across key talent management processes (e.g., workforce planning, talent reviews, career discussions), enabling consistency and adoption.
Be responsible for the effective functioning and continuous improvement of digital talent platforms (e.g., MyCareer/Fuel50, skills ontology tools), ensuring data quality, user feedback integration, and alignment with the broader HR technology roadmap, supporting effective adoption and use.
Own the quality and integrity of talent data (e.g., roles, skills), ensuring it is accurate, consistent, and fit for use across systems, talent processes, and decision-making.
Conduct structured analysis to generate insights that inform talent strategies and workforce initiatives.
Develop clear, concise outputs (e.g., presentations, briefs, summaries) that translate analysis into key messages and actionable implications.
Contribute to the design and development of talent intelligence products and dashboards that provide integrated insights across skills, workforce, and talent data.
Prepare standard and ad-hoc reporting, ensuring outputs are accurate, well-structured, and tailored to stakeholder needs.
Contribute to the design and delivery of cross-cutting talent initiatives, partnering with HR, technical teams, and business stakeholders across WBG to support implementation and change efforts.
Develop practical, user-oriented tools and materials to support adoption and effective use of talent processes.
Integrate external insights and emerging practices (e.g., workforce planning, skills frameworks, HR analytics) to inform design and continuous improvement of talent solutions.