Senior HR Specialist (Talent Management Unit) - P4Location
Italy, Lazio, Rome
Sector
Nonprofit/Community/Social Services/International Cooperation
Role
Other
Date of last update
2025-11-07 (Expiry date: 2025-11-20)
The International Fund for Agricultural Development (IFAD) is an international financial institution and a specialized United Nations agency dedicated to eradicating rural poverty and hunger. By investing in rural people, IFAD finances programmes and projects that increase agricultural productivity and raise rural incomes, and advocates at local, national and international levels for policies that contribute to rural transformation.
The Corporate Services Department (CSD) provides IFAD with the human resources, administrative services, safety and security, information technology resources, and medical support services required to allow IFAD to meet its objectives of enabling rural people to overcome poverty. CSD is led by an Associate Vice‑President and is comprised of three divisions: People and Culture Division (PCD), Information and Communications Technology Division (ICT), and Management Services Division (MSD), plus the Health & Wellness Unit (HWU).
The People and Culture Division (PCD) provides high‑quality HR expertise, nurturing a culture of excellence and contributing toward an inclusive and diverse workplace where People come first. It is a strategic, business‑oriented and trusted partner for IFAD managers and staff across the globe, supporting corporate initiatives that implement key HR processes at the organizational level and develop a shared Workplace Culture based on IFAD’s core values. PCD is led by a Divisional Director and comprises three units: Strategic Partnering and Talent Acquisition Unit (SPTA), Talent Management Unit (TMU), and People Operations and Policy (POP) unit.
Job Role
The Senior HR Specialist (TMU) is responsible for the delivery of the full range of HR services and for providing technical leadership and expert advisory services in HR specialty. The incumbent performs complex HR tasks independently, including analysis and approval of complex or precedent‑setting cases to ensure consistent interpretation and application of regulations and rules, and leads the design, implementation, and continuous improvement of Performance Management within IFAD’s Integrated Talent Management Framework (ITMF). The role ensures performance management is embedded within the broader talent management architecture and uses performance data to inform succession planning, leadership pipeline development, workforce decisions and recognition mechanisms aligned with IFAD’s values and strategic priorities.
Key Functions and Results

Human Resources Advocate: Projects PCD’s reputation as a value‑added, technically competent and reliable service provider, advocating for new or revised policies, procedures and initiatives while building respectful relationships with managers and staff.
Agent of Change: Applies change‑management principles, promotes acceptance of new methods and technologies, and manages change through consultations with senior management and HR partners, establishing collaborative and open communication about HR strategy changes.
Managerial Functions: Leads a team and oversees integrity, transparency and equity in managing IFAD resources; supervises HR specialists; sets and monitors performance indicators; provides strategic and data inputs into budgeting; ensures knowledge content is updated and shared; and leverages ERP functionality.

Position Specifics

Talent Development Initiatives: Defines and implements corporate organizational development and capability development strategies, plans policies aligned with IFAD’s mission, collaborates with senior leaders and HR business partners, and provides technical insight into talent and leadership development.
Performance Management Leadership: Leads the design and implementation of the corporate performance management process, conducts periodic reviews, and provides authoritative advice on PM policies and practices.
Staff Development Programmes: Advocates continuous learning culture, leads corporate learning programme design, planning, implementation, monitoring and evaluation, and manages the corporate training budget.
Staff Engagement and Workplace Culture: Designs and implements organization‑wide surveys, supports management actions, and drives change management initiatives.
Programme Quality and Data‑Driven Insight: Defines annual objectives, develops learning M&E frameworks, collects insights to improve talent management and retention, and conducts external benchmarking.
Partnership Building: Partners with senior leaders across IFAD, collaborates with HR business partners, and builds relationships with external agencies to formulate common policies and approaches.

Key Performance Indicators
The Senior HR Specialist is accountable for convincing management of improved HR approaches, resolving highly contentious cases, meeting organisational and programme needs, and providing expert advice that is recognised and accepted as fully sound. Continuous collaboration with peers and senior management ensures PCD speaks with one voice.
Working Relationships
Internally, the Senior HR Specialist is an authoritative HR technical adviser in policy and practice development, interacting with senior management (AVPs, Directors, MDs), peers within PCD, hiring managers and employees. Externally, contacts include counterparts in other UN organisations, international financial institutions, vendors, agencies, and inter‑agency groups such as the CEB and ICSC.
Job Profile Requirements
Competencies (Level 2)

Building relationships and partnerships
Communicating and negotiating
Demonstrating leadership
Focusing on clients
Learning, sharing knowledge and innovating
Managing performance and developing staff
Managing time, resources and information
Problem‑solving and decision‑making
Strategic thinking and organisational development
Team working

Education

Advanced university degree (Master or equivalent)
Areas of focus: Human Resources Management, Public Administration, Business Management, or other relevant fields

Experience

At least eight (8) years of progressively responsible professional experience in human resources management
Experience in a United Nations or international financial institution setting, or other multicultural or multi‑national organization, is highly desirable

Languages

Desirable: French, Spanish, and/or Arabic (level 3 – Good)

Skills

Analytical skills: outstanding ability to analyse and synthesise qualitative and/or quantitative information
Project coordination, stakeholder management, and compensation expertise
Diversity & inclusion dynamics and HR knowledge (business partnering, client outreach, job classification)
HR systems knowledge (learning platforms, performance platforms, etc.)
Learning & development methodologies and strategies
Performance management expertise
Workforce management and organisational design
Basic ICT & digital fluency
Confidentiality & discretion, leadership, systemic thinking, verbal and written communication

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