Director General Human Resources

Job description / Role

Overview

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 USD 100 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 AIIBs people strategy and HR delivery model to enable the Banks second decade of sustainable growth, organizational effectiveness, and delivery of development impact with integrity, efficiency, and excellence.

The DG, HR will transform the HR department from a 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 AIIBs 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 Banks 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, HRDs strategic roadmap focuses on scaling the workforce, supporting the Banks 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 Banks 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 Banks 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 Banks 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 Banks 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 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 masters 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.

Diversity and Inclusion

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 Us

Join AIIBs 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.