Principal HR Policy in London

The Principal, HR Policy is responsible for the delivery of the policy workstream as part of the HR Transformation programme (known internally as Compass). The objectives of this workstream are to simplify and standardise the people-related policies, procedures and directives to:

• Bring EBRD in line with standard market practice (as far as possible) with regards to people policies
• De-risk and simplify the build ask for the Systems integrator (SI) who will implement the new HCM platform
• Address the ambiguity and poor user experiences that some elements of the staff handbook have introduced

The Principal, HR Policy, will also have responsibility for a limited amount of ongoing ‘BAU’ engagement with HR CoEs, especially as it pertains to the roll‑out and handover of new or changed policies to ‘BAU’ owners. Pivotal to the role are close interactions with HROD CoE’s, Business Partnering, Employee Relations, OGC and OCCO to ensure the policy‑related elements of the programme objectives are met.

Most of the effort expended in this role will be on ‘Transform’ responsibilities. The ongoing prioritisation will be undertaken in conjunction with the AD, HR Transformation, and the Programme Sponsor.

• Conduct a thorough review of existing HR policies to identify gaps, redundancies, or areas for improvement
• Refer to other IFI best practices to inform policy updates
• Review the Staff Handbook against the proposed future process maps to identify where the wording needs to change to align to the process, where wording can be reinforced, and areas of ambiguity
• Design and prepare workshops with relevant stakeholders to identify policy related goal posts for each functional area to feed into the SI RFP
• Document workshop outputs and work with the appropriate people to address next steps
• Complete cost/benefit analysis with OGC to quantify the financial and non‑financial benefits of potential policy changes
• Prepare relevant proposals for ExCom
• Support CoEs to draft changes to policy wording and act as a co‑ordinator between the programme team, the CoE and all other relevant parties

• Collaborate and consult with key stakeholders, including HRMT, SMEs and CoEs to gather input and insights
• Lead policy engagement with OGC & Staff Council

• Lead on the complete redesign of key people‑information products to ensure that information is accessible and intuitive and at the appropriate level of detail for the audience
• Simplify existing policy and guidance documentation
• Standardise policy documentation formats, ensuring clarity and consistency across all policies
• Develop a centralised repository for easy access and reference
• Document recommended wording revisions to support future processes
• Document solution options for policy opportunities

• Develop a comprehensive plan for rolling out new or updated policies with HR PMO
• Work with the HR Transformation Change Lead to establish communication strategies and required documentation, including development and maintenance of a stakeholder engagement tracker for all policy‑related engagement

• Explore opportunities to leverage the new HCM and other supporting technologies within the remit of this programme for policy management

Provide advice, guidance and close collaboration and consultation with HR centres of excellence as well as other support functions in the Bank to review existing and develop new HROD policies, guidance and procedures. Establish and maintain a repository of all HROD policies, directives and procedures (inside and outside of the staff handbook), ensure timely reviews and consultation cycles. Assess gaps between policies and Bank strategy and strategic objectives. Draft policy change wording with input from relevant parties and manage the delivery of processes through established and approved process to deliver the agreed policy changes.

• Bachelor’s degree or equivalent professional experience.
• Intimate knowledge of the Bank, its history of past policy changes and the stakeholder landscape is desired.
• Excellent written English, especially as it pertains to the successful development of guidance, policies and procedures.
• Excellent stakeholder management skills, especially in a complex and political setting.
• Ability to work collaboratively with a number of key stakeholders and to influence without always holding the “pen”.
• Excellent presentation and facilitation skills. Comfortable engaging effectively with colleagues at all levels of the organisation.
• Experience delivering change and transition through others.
• Effective in dealing with complexity and managing conflicting priorities within tight deadlines.
• Strategic / critical thinker with good business acumen.