Director General, Human Resources
The Asian Infrastructure Investment Bank (AIIB) is a multilateral development bank whose mission is financing Infrastructure for Tomorrow in Asia and beyond – infrastructure with sustainability at its core. We began operations in Beijing in 2016 and have since grown to 111 approved members worldwide. We are capitalized at USD100 billion and AAA-rated by the major international credit rating agencies. Collaborating with partners, AIIB meets clients' needs by unlocking new capital and investing in infrastructure that is green, technology-enabled, and promotes regional connectivity.
As a member of Senior Management and reporting to a member of the Executive Committee the Director General (DG), Human Resources (HR) is accountable for leading AIIB's people strategy and HR delivery model to enable the Bank's second decade of sustainable growth, organizational effectiveness, and delivery of development impact with integrity, efficiency and excellence.
The DG, HR will transform HR department from an Headquarter(HQ)-centric service function into a global, data-driven, digitally enabled and outcome-focused strategic partner to the business, supporting staff in HQ and across AIIB's growing global footprint. The role will ensure the Bank has the leadership, workforce capabilities, culture, mobility, rewards, performance systems, employee relations mechanisms, and HR operating model required to succeed as a scaled, agile and high-performing multilateral development bank.
Strategic Context
AIIB is entering its second decade with an ambition to scale its development impact, expand its global presence, strengthen staff capability, empowerment and accountability, and further strengthen a lean, agile and efficient organization. The Bank's focus is on strengthening its business model, expanding the competencies and offerings needed to meet evolving client priorities, and establishing an efficient, client-centric operating model to support its growing global footprint.
HRD is a core institutional enabler of this transformation. Operating through a centre of excellence model, HRD's strategic roadmap focuses on scaling the workforce, supporting the Bank's global operating model, strengthening organizational design, advancing HR digitalization and data-driven decision-making, and enhancing total rewards, career development, mobility and organizational culture.
Responsibilities:
What
- People Strategy and Workforce Planning aligned with the Bank's corporate strategy and business plan, including capability forecasting, succession planning and future workforce requirements.
- Organizational Design and Governance, including job architecture, management structures and organizational effectiveness.
- Organizational Transformation and Change Management to support the Bank's long-term strategic priorities and organizational evolution.
- Global Workforce Strategy and Mobility, supporting an integrated global workforce through effective workforce deployment, and mobility.
- Compensation, Benefits and Total Rewards aligned with the Bank's global operating environment.
- HR Business Partnership and Service Delivery, ensuring an integrated, responsive and strategically aligned HR Business Partner model that delivers trusted people solutions to the business.
- Strategic Talent Acquisition and Employer Branding, to attract and retain high-calibre talent aligned with the Bank's long-term workforce needs.
- Talent, Leadership, Learning and Career Development, including leadership capability, skills development and career pathways.
- Performance, Employee Experience and Organizational Culture, fostering accountability, engagement and high performance.
- Employee Relations, Staff Wellbeing and HR Governance, promoting a respectful, inclusive and productive workplace.
- Workforce Agility and Internal Mobility, supporting organizational resilience, career mobility and changing business priorities.
How
- Lead and develop a high-performing HR function that delivers strategic partnership, operational excellence and measurable business outcomes.
- Deliver an outcome-focused, integrated and business-oriented HR operating model with clear accountability.
- Provide leadership in HR governance, policy and institutional risk management.
- The Director General, Human Resources participates in Executive Committee (ExCom) meetings in an observer capacity.
- Serve as a trusted advisor to the Senior Management on workforce strategy, organizational effectiveness, leadership capability and succession planning.
- Champion the responsible adoption of AI, automation, digital technologies and people analytics to improve workforce productivity, employee experience and decision-making.
Requirements:
The successful candidate should bring:
- Minimum of a master's degree in Human Resources, Business Administration, Organizational Development, or a related field.
- At least 20 years of senior HR leadership experience, including leadership of an enterprise HR function in a complex, multicultural, international, financial, development, public-sector or comparable institution. MDB experience is well regarded.
- Demonstrated experience transforming HR into a strategic business partner with solid delivery and measurable business impact.
- Ability to lead complex, multi-year transformation programs with disciplined portfolio management, stakeholder alignment, change management and delivery accountability.
- Demonstrated ability to use workforce analytics, people insights and evidence-based decision making to inform organizational strategy and business outcomes.
- Proven track record in strategic workforce planning, organization design, talent management, leadership development, performance management, compensation and benefits, employee relations and HR governance.
- Experience supporting global expansion, distributed workforces, local employment models, mobility, cross-border HR operations and multicultural leadership.
- Strong digital HR, people analytics and AI literacy, including experience sponsoring HR systems, automation, dashboards, data governance and technology-enabled employee services.
- Strong judgment in sensitive employee relations, grievance, conduct, performance and organizational change matters.
- Ability to provide strategic advice with credibility, discretion and practical judgment.
AIIB is committed to diversity, transparency, and inclusion. We believe our strength comes from having a team with the right diverse skills, experiences, and abilities selected through a merit-based competitive process. We actively encourage applications from people from both within and outside AIIB members, regardless of nationality, religion, gender, race, disability, or sexual orientation.
Join in AIIB's mission to promote sustainable infrastructure investments and to improve social and economic outcomes in Asia and beyond.
Previous experience and qualifications will determine the grade and job title at which successful applicants will enter AIIB.
* Closing Date: All opportunities close at 11:59 p.m. (GMT+8) on the dates listed.
** Job Type: Recruitment of staff is conducted through a merit-based competitive selection process. AIIB shall strive to provide employment opportunities open to all suitably qualified applicants, regardless of religion, gender, race, disability, sexual orientation or nationality.
