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Managing Director, HR & Org. Development

The Managing Director, Human Resources and Organisational Development (MDHROD) provides a pivotal leadership role across the Bank in visioning, shaping and executing the Bank’s people strategy. As the senior-most HR executive, the MDHROD is responsible for overseeing all aspects of people strategy and ensuring that HROD policies and practices align with the Bank’s strategic objectives, values and business goals. The MDHROD also acts as a key decision-maker in sensitive employee relations matters in accordance with internal governance procedures.

The MDHROD must demonstrate exceptional sound judgement and unwavering integrity, consistently navigating complex organisational challenges with discretion, fairness, and a principled approach that upholds the Bank’s behaviours and values, fostering trust across all levels of leadership and staff.

Background

The MD, HROD is responsible for the HROD strategy and implementation across the Bank. Reporting to the Vice-President, CTO for policy issues, it ensures that HROD is a strategic enabler and contributor to the Bank’s business and transformation goals whilst retaining full responsibility for individual HR decision making

MDHROD interacts with ExCom, the Budget and Administrative Affairs Committee (BAAC) and the Board for the elaboration of the People Strategy for the Bank, including securing of reward budgets, senior hiring and the HROD budget.

The role is responsible for all functional areas of HROD, as follows:

• Business Partnering - supporting the Bank’s leadership in meeting changing business needs.
• Reward – providing staff with a reward package which is market competitive.
• Talent Acquisition – identifying, attracting and recruiting top talent.
• Talent & Performance Management – deploying, developing and engaging people aligned to business needs.
• Diversity & Inclusion – ensuring the Bank builds on its strong diverse & inclusive culture.
• Organisational Design – guiding the business on designing work according to evolving needs.
• Employee Relations & People Solutions & Advisory – fostering positive working relationships and ensuring equitable practices.
• HR Operations, Data & Systems – enabling efficient HR activities and data analytics.
• Transformation – Delivering HROD transformation to optimise the HROD function and support a future fit workforce.
• MD HROD is a member of the Bank’s Crisis Management Team, Programme Steering Board, as well as, as required, a number of committees of the Bank.

Accountabilities & Responsibilities

• Strategic Organisational Direction: Setting HROD strategic direction and people priorities in line with Bank-wide goals and objectives. Leading and overseeing programmes and initiatives to enable the HR and OD aspects of the Bank’s Strategic Capital Framework.
• Overall People Agenda: Developing and overseeing implementation of the Bank’s people plan, fostering a positive and productive work environment guided by the Bank’s Workplace Behaviours.
• Talent: Ensuring effective strategies and approaches are in place to attract, deploy, develop, and engage people with the required capabilities to meet the Bank’s current and future needs. Focusing holistically on future skills, talent planning, leadership capability, mobility, and staff development to maximise organisational, team and individual performance.
• Operations, Data, Systems & Transformation: Through larger scale transformation initiatives (e.g. HR System Implementations) and ongoing continuous improvement initiatives, ensuring HROD’s delivery is fully optimised and efficient. Responsible for ensuring the smooth provision of operational activities and insightful people analytics data to the Bank to improve decision making.
• Reward: Ensuring a comprehensive Reward framework is in place, and reviewed to remain robust and responsive to the Bank’s evolving needs, focusing on communications framed around transparency and total reward. Ensuring a job structure exists for organising and managing the Bank’s roles.
• Workforce Planning: Overseeing HROD’s approach to workforce planning, both in terms of aligning talent with current operational business needs, and long-term strategic workforce planning to ensure relevant strategies for future focused talent acquisition and development are in place, and resources are engaged and deployed to underpin flexibility and organisational resilience.
• Employee Relations: Directing and overseeing the implementation of initiatives and policies (eg Respectful Workplace Procedure) to promote a positive employee relations landscape, ensuring staff/ managers are encouraged to access expert resources when disputes/ conflicts/ issues arise. Maintaining effective collaboration with the Bank’s Staff Council. Ensuring MD HROD decision making is compliant with the Bank’s internal legal framework.
• Business Partnerships – Ensuring the Bank’s leadership are well supported in implementing people initiatives and organisational change, guided and advised with a focus on business goals and HROD best practice.
• Diversity & Inclusion – Overseeing the development & implementation of DEI initiatives to create a more inclusive and equitable working environment. Also directing actions to support employee mental and physical health.
• General
  • Horizon scanning around the future of work, considering impacts of external factors, technological innovation, and emerging policy areas.
  • Driving HROD support of strategic bankwide projects, particularly those related to the design of the organisation.
  • Taking a leading role in the Bank’s response to major disruptions or crises.
  • Functional leadership of the HROD department, ensuring it has the capabilities and is designed to deliver as an effective and modern team, able to quickly respond to changing priorities to meet business needs.
  • Providing strategic advice and guidance directly to the President, and other members of the executive committee where relevant.
• Accountable for the engagement and effective overall management of relevant staff including recruitment, compensation, performance management, coaching and development, and enhancing staff’s sense of engagement.
• Championing and role modelling the Bank’s Workplace Behaviours and Behavioural Competencies, ensuring adherence within the team(s) so that the highest standards of integrity and ethical conduct are exhibited at all times.

Knowledge, Skills, Experience & Qualifications

• Extensive track record in senior leadership roles within a multinational organisation, preferably financial services.
• Highly developed strategic thinking and planning skills, with demonstratable success at translating strategies into plans and delivery, aligned with long-term business goals.
• Deep expertise in Human Resources and Organisational Development, or equivalent expertise in a closely related business field, with evidence of successful organisation-wide experience in driving strategic people and organisational development topics.
• A clear and evident passion for and successful track record of driving organisational success through people.
• Strong business acumen, with a background in understanding business operations and financial principles.
• Exhibits sound judgement and the highest standards of integrity, enabling them to make principled, balanced decisions in complex and sensitive situations while fostering trust and credibility across all levels of the organisation.
• Ability to problem solve complex issues, utilising exceptional judgement and data/evidence to reach sound conclusions.
• Demonstrated sensitivity and adaptability in diverse, multicultural environments.
• Strong experience of leading organisational change and transformation, track record of driving innovation and re-imagining established ways of working.
• Advanced leadership skills, with the personal authority and positive energy to effectively harness the cooperation of key stakeholders and teams across the Bank.
• Adept in people management, with experience of successfully managing large functions and evidence of building high performing teams.
• Exceptional stakeholder management, communication, and interpersonal skills, with a strong ability to influence and negotiate. Tangible evidence of successfully building relationships and strong networks, internally & externally, at all levels.
• Solid understanding of the Bank’s mandate, mission and positioning, with an interest in international finance and development.
• Degree or post-graduate degree in Human Resource Management (or related field), or equivalent career experience.

Please note that we are working with an external search firm in the recruitment for this position. By applying for this position you are consenting to your details being shared with this third party. If you have any queries in relation to this role, please mention in the email subject "EBRD Managing Director, Human Resources & Organisational Development (HROD) " and contact Belinda.Beck@saxbam.com .

What is it like to work at the EBRD? / About EBRD

Our agile and innovative approach is what makes life at the EBRD a unique experience! You will be part of a pioneering and diverse international organisation, and use your talents to make a real difference to people's lives and help shape the future of the regions we invest in.

At EBRD, our Values – Inclusiveness, Innovation, Trust, and Responsibility – are at the heart of how we work. We bring these to life through our Workplace Behaviours: listening well and speaking up, collaborating smartly, acting decisively with full commitment, and simplifying to amplify our impact. These principles shape our culture and define our success. We seek individuals who not only share these values but are also committed to embedding them in their daily work, fostering a positive and high-performing environment.

The EBRD environment provides you with:

• Varied, stimulating and engaging work that gives you an opportunity to interact with a wide range of experts in the financial, political, public and private sectors across the regions we invest in.
• A working culture that embraces inclusion and celebrates diversity. Our workforce reflects a broad range of backgrounds, perspectives, and experiences, bringing fresh ideas, energy, and innovation and enhancing our ability to serve our clients, shareholders, and counterparties effectively.
• A hybrid workplace that offers flexibility to teams and individuals; that is based on trust, flexibility and connectedness.
• An environment that places sustainability, equality and digital transformation at the heart of what we do.
• A workplace that prioritises employee wellbeing and provides a comprehensive suite of competitive benefits.

Diversity is one of the Bank’s core values which are at the heart of everything it does. As such, the EBRD seeks to ensure that everyone is treated with respect and given equal opportunities and works in an inclusive environment. The EBRD encourages all qualified candidates who are nationals of the EBRD member countries to apply regardless of their racial, ethnic, religious and cultural background, gender, gender identity, sexual orientation, age, socio-economic background or disability.

Please note, that due to the high volume of applications received, we regret to inform you that we are unable to provide detailed feedback to candidates who have not been shortlisted (for further consideration).

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