HR Specialist - Workforce Planning and Skills

Do you want to build a career that is truly worthwhile? Working at the World Bank Group provides a unique opportunity for you to help our clients solve their greatest development challenges. The World Bank Group is one of the largest sources of funding and knowledge for developing countries; a unique global partnership of five institutions dedicated to ending extreme poverty, increasing shared prosperity and promoting sustainable development. With 189 member countries and more than 120 offices worldwide, we work 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.

For more information, visit www.worldbank.org. BACKGROUND AND UNIT SUMMARY The HRDTD department has a renewed mandate to modernize talent management and development to meet changing organizational needs, enabling a "One WBG future ready workforce". The Talent Planning and Insights Center of Expertise (CoE), under which this role sits, is responsible for designing and implementing cross-cutting solutions to advance integrated, data-driven talent management across the World Bank Group (WBG) and associated digital solutions. 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. Duties and Responsibilities The HR Specialist will contribute across multiple workstreams, combining analytical support, content development, and project coordination. 1.

Workforce Planning and Organization Design Enablement •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. 2. Skills and Talent Infrastructure Support •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. 3. Data Analysis, Reporting, and Content Development •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. 4. Project Delivery, Stakeholder Engagement, and Continuous Improvement •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 s